Hugh McCauley, COO, has requested that the HR system be integrated into a single application. This proposal documents my approach to gathering requirements and scoping the HRIS. In the following weeks I will outline the approach for implementing the entire HR system.
The aim of this proposal is to help Riordan deploy a new HRIS. The new, modern HR system will make sure that each location can have a high level of compatibility through a standardized operating system. They will begin to implement the new system in six months, and it will be operational by next year's second quarter. Riordan's HRIS system will be updated by a developing team, who will come up with a project plan and tell ...view middle of the document...
* Brainstorming – using creativity to develop ideas to fit the system requirement.
“The core of an HRIS is a database system that contains all relevant human resource information facilitating accessing, maintaining and processing activities” (Mazen & El-Kayaly, p. 1, nd). The system that Riordan currently uses keeps its employees 550 employees in a database that combines a few software programs. The result of this is that the HR and financial departments have had problems with compatibility, their processes of documentation, auditing, and managing files. Also, the software is expensive to maintain.
Hugh McCauley, the Chief Operating Officer, has approved $150,000 as a budget to improve the company's IT needs. Another $1,350,000 is approved for 2005 to fix the company's entire financial reporting system. The company's current HR and financial systems are part of a 1992 package, and updating how the HRIS system works will make this financial system less expensive in 2005. In the next six months, the separate upgrade to the HRIS system has been scheduled to begin. This project requires critical users from the HR department, and uses the advice from Donald Bryson about the financial system's future compatibility. This new system will be created to use the hardware that Riordan already has which should make the transition easier and ensure that there are few problems as the new system are put into place.
The right modeling techniques can help to ensure that the required specifications are elicited by the information gathering process. The project's lifespan should be carefully benchmarked when achievements are reached, so track its success and validity. The project's success can be further ensured by finding stakeholders qualified to come up with ideas and the requirements of the system.
The way to begin developing the system architecture is to decide how the new system will spread information in different locations. Riordan Manufacturing's operational network allows each of their locations to transmit information for communication. Their corporate headquarters’ new human resource system will be installed by NAS Iomega network storage. Riordan's three locations will be connected to San Jose by the wide area network connection, which communicates at T1 connection speeds. The network server relays its information to the human client computers each location uses. Each location's human resources department can then have access to important information, accessed via their local client server computers.
All of the files that the human resources department needs for their procedures will be saved to the HR system on the main server at corporate headquarters. The HRIS system will store this information on its employees via Riordan's intranet:
* Employee files – includes resumes, performance reviews, and other important information.
* Job descriptions – explains a job's functions and the education it requires.