Human Resources SR-RM-022II
October 6, 2013
Professor Inka Kawashita
Riordan Manufacturing is pursuing a new Human Resource system that will consolidate all of their related data. Currently, the data is spread out through separate departments throughout the organization. A consolidated system will allow the HR data to be stored at a central location, thus permitting its employees access to the data. The system will operate similar to the current system in place, but will enable the other facilities to communicate and share data within a single system. The implementation of this new system will be not be a swift procedure. Hugh McCauley, COO of Riordan Manufacturing wants the system up and running by the second quarter (six months). Recommendation to conduct system merge will occur in stages to include completion of test runs prior to releasing the system.
System Application & Data Architecture
Systematically, any type of HRIS requires daily input of data into the system in order for it to function properly. In many cases, the technical environment requirements as driven by the business requirements may simply define the application architecture (Dennis, Wixom, Roth, 2012). In this case, since the current Human Resources Department data is separated into multiple systems, I would recommend the architecture design of a server-based system based on the current Riordan business requirement in place.
Application architecture will begin with relocating the data and its processes throughout the new system. The data and processes being relocated within the system include; pay rate, personal and organizational data, hire and seniority dates, available vacation time, training documentation, and personal exemptions. Any changes made to the data mentioned prior can be requested by department managers through the new process design (Apollo Group, 2013). An attempt to reuse the old processes used to retain data flow will remain the same within the new system.
The new system will permit them the access needed for the specific data requested as described within the Data Flow Diagram (DFD) developed in the analysis phase. A simple illustration of this is defined in Figure DFD.
The data for this will include information such as job analysis data, compensation data, salary surveys, complaints, harassments, and grievances (Apollo Group, 2013). Viewing, altering, and inputting specific data in these categories will only be authorized by management staff and employee relation specialists. Procedures and request forms will be implemented through the HR department to view personnel information through the system to include any third party programs such as workers compensations or outside insurance agencies that may inquire information on an employee dealing with HR formalities.
Process design as defined by Business Dictionary.com states, “The activity of determining the workflow, equipment needs, and implementation requirements for a particular process. Process design typically uses a number of tools including flowcharting, process simulation software, and scale models”. With Riodan’s new HRIS, the responsibility of the employee will determine the experience of this system. As defined in Figure Employee Logon Process, the new system will authenticate the user through uniquely created username and password and identify the user by their role created only for the use in this system.
As the system authenticates the user it will separate them into sub categories such as Compensation user (Employee Contract), Employee Relations user (Employee App), or Department Management user (Admin).
Figure Employee Logon Process
When the user signs into the system as an actual HR employee, the level of access decreases and permissions will only permit certain actions to the data to be allowed. The system will also have the