March 3, 2014
Service Request SR-rm-022 – Part 1
Riordan Manufacturing is an international plastics manufacturer that currently employs 550 people with projected annual earnings totaling approximately $46 million. The company is completely owned by Riordan Industries which is a Fortune 1000 enterprise with revenues of up to $1 billion. The company’s merchandises consists of plastic beverage containers that are produced at its plant in Albany, Georgia; custom plastic parts are manufactured at its plant in Pontiac, Michigan; and plastic fan parts are created at its facilities in Hangzhou, China. The research and development are done at the corporate office in San Jose, California. Riordan's most important customers are automotive parts manufacturers, aircraft manufacturers, the Department of Defense, beverage makers and bottlers, and appliance manufacturers ("Riordan Manufacturing", 2013).
The human resource information system at Riordan Manufacturing was executed in 1992. Riordan’s human resource system is out-of-date by the hardware and the practices that are used by employees to modernize or upload information. An advanced human resource management system can improve the company. According to the Service Request SR-rm-022, Riordan plans to put into place many of the existing HR tools into one integrated application so the company is able to benefit from a more refined information system within the Human Resource Department.
Information-Gathering Techniques and Systems Analysis Tools Information gathering and system analysis techniques are used to certify that the information collected will meet the necessities of the organization and the employees using the system. The main bases of information gathering should first be from the employees who are using the current system and using the new one. Employees are able to tell you what works and doesn’t work well, what they like about the current system, and what will improve by using the new system. This information can benefit in the plan of the new system. Other sources of information can also include forms, manuals, reports, and documents within the present HR system. When the systems analyst categorizes and reviews the information, the systems analyst can then observe the current system and determine where the system’s problem areas are being seen by the people who presently using the system. After the observations, the systems analyst can then use a tool called Systems Requirements Specification (SRS). The SRS supports the end user to control if the software identified will meet their needs or how the software must be altered so that it can meet the requirements of the project. The SRS is a reference in developing a design for the new HR system.
Techniques to Gathering Requirements Techniques employed to gather information successfully are: * Interviewing management, from high-level executives to mid-level management and the human resource staff. * Focus groups can help give an understanding of how data is transmitted from one department to another within the company. * Observations can classify a process flow, pain points, and chances for improvement. Observations are operational for getting a better understanding. * Surveys collect information, especially when there several to interview within time restrictions. A survey or questionnaire can be used.
Project Scope The Project Scope relates to the work that is needed to convey a product. It is important that the stakeholders all agree with the information that is proposed in the plan. Once the scope is distinct, the new HR system is determined. A Feasibility Study would show how a business would function under a set of assumptions — the technology used and the financial aspects. There are six sections of the project scope: 1. Justification describes the how and why your