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RIORDAN MANUFACTURING Business Systems - Team B BSA 502

Get this Project PPT to analyze the business systems and operational efficiency at Riordan Manufacturing.

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    RIORDAN MANUFACTURING Business Systems Team B BSA 502

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    AGENDA • Riordan Manufacturing: Company Overview • Human Resource Systems • Operations and Logistics • Sales and Marketing • Legal Issues • Closing Remarks • Questions

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    INTRODUCTION AND HISTORY OF RIORDAN MANUFACTURING • Riordan Manufacturing a global plastics manufacturer employing 550 people with anticipated annual earnings of $46 million. • Owned by Riordan Industries a Fortune 1000 enterprise with revenues in excess of $1 billion. • Facilities located in Albany, Georgia, Pontiac, Michigan, and Hang Zhou, China. • Corporate headquarters in San Jose, California. • Customers include the automotive parts manufacturers, the aircraft manufacturers, the Department of Defense, beverage makers and bottlers and appliance manufacturers.

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    HUMAN RESOURCES INFORMATION SYSTEMS - Current • HRIS system installed in 1992 as part of a package system. • Uses data retrieved from specialized forms and a subsystem of spreadsheets. • Forms with employees’ personal information, pay rate, tax information, date hired, seniority date, vacation time, and organizational information. • Forms to track employee complaints, grievances and harassment claims. • For changes forms are manually filled out and sent to the payroll clerk for data entry and maintenance. • Forms to track family medical leave absences and any request for medical accommodations in the workplace. • Department heads are responsible for managing and storing files. • No central storage area.

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    HUMAN RESOURCES INFORMATION SYSTEMS - Recommendations • Recommended system is the Shared Access Point Human Resource Shared Services (SAP HRSS) systems in conjunction with virtual cloud storage. • Creates centralized service centers. • Provides generic HR services such as Payroll or Benefits using common processes for standardized functions with a high repetition factor. • Centralizes all HR functions. • Allows employees to focus more on strategic support of the organization. • Establishes consistent set of HR practices across the organization and increases productivity.

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