BSA/375: Fundamentals of Business Systems Development

Name: BSA/375: Fundamentals of Business Systems Development
Brand: University of Phoenix
Price: 2 USD
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Author: Eva Reed

A document analyzing business system development strategies.

Eva Reed

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about 1 month ago

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Running head: Individual Assignment 1
BSA/375: FUNDAMENTALS OF BUSINESS SYSTEMS
DEVELOPMENT
Based on the Riordan Manufacturing HR System Proposal, discuss the importance of the
information-gathering phase in the HRIS implementation process. What are the key questions
that need to be addressed during this phase, and how do these questions help define the scope
and feasibility of the project? In your answer, also reflect on how the selection of HRIS vendors
can impact the success of the project.
Word Count Requirement: 400-500 words.

Individual Assignment 2
Introduction
Riordan Manufacturing is an international manufacturing firm that focuses on plastic mold
injections (Riordan Manufacturing, 2012). Riordan has major customers in a variety of industries,
including automobile parts, the Department of Defense, beverage companies, and consumer product
manufacturers. Currently, Riordan has more than 550 employees and annual earnings of $46 million.
One of the primary parts of Riordan’s mission focuses on their employees. As the mission
states, “We will maintain an innovative and team oriented working environment. By assuring that our
employees are well informed and properly supported, we will provide a climate focused on the long
term viability of our company” (Riordan Manufacturing, 2012). To fulfill this part of their mission, it is
important that Riordan understands their workforce, knows who they have working for them, what their
employees’ skill sets are, and identifies ways to continue recruiting and hiring talented employees, as
well as educating and training current employees.
To ensure consistency and effectiveness through all of the human resource-related processes,
competitive organizations have implemented human resource management systems, information
systems solutions that focus on managing the organizations most important assets – their people.
Information-Gathering
In order to make sure that the proposal meets Riordan’s expectations, there are two primary
phases of the information-gathering stage that must take place. The first is documenting and cataloging
all of the current processes completed by human resources, as well as other departments that may also
touch HR process, such as payroll (Heathfield, 2010). A good portion of this phase is probably already

Individual Assignment 3
done; if not documented, at least the processes are understood by key individuals in mid-level
management positions. Discussing hiring, firing, training, compensation, time tracking, and other HR-
related duties with them will give sufficient information to look at where things are.
Once current processes have been identified and documented, the project team can start
researching what solutions are available. Researching existing HRIS (human resource information
systems) solutions will be a key component, as that is the most likely outcome of the project. While the
possibility of a home-grown system will be considered, typically for a company the size of Riordan
Manufacturing, an out-of-the-box, slightly customized solution is the best option. It will be important to
work with other subsidiaries of Riordan Corporation to learn from their experiences as well, and their
might even be some advantages to pricing by considering their provider for HRIS systems.
JDEdwards and SAP are the two largest ERP systems that offer an HRIS module as part of their
package or independent of any other system (HR-Guide.com, 2011). Because they are market leaders
and the two most common systems used by Fortune 500 companies, they are also the most expensive
and complex. These systems also tend to provide more benefit the more they are used, as scale is very
important, so some of the smaller systems such as Apex, HRMS Solutions, People-Trak and SimpleHR
may be vendors to consider.
The primary objective of the information-gathering stage is to answer three questions. First,
what are we doing now as far as HR processes? Second, what do we need to be doing? Third, what
systems are available to do what we need to be doing? While the first two questions are primarily
internal and strategic, the third will include meetings and presentations by vendors after a RFP is issued.

Individual Assignment 4
Throughout this information-gathering process, it will be very important to stay focused on the
scope of the project. Larger vendors will sell the organization-wide benefits of an entire ERP system,
which – while potentially beneficial – is beyond the scope of this project. To ensure that the information
we need is required a specific project plan will be developed to guide the activities of the project team.
Any deviations from the plan, including skipping steps or adding steps, will need to be approved by the
project manager.
Scope and Feasibility Plan
The scope of this project has been defined by the management of Riordan Manufacturing. It
includes a project proposal and feasibility study for implementing a human resource information
systems solution to help fulfill Riordan’s mission of attracting, hiring, and retaining knowledgeable and
qualified employees, as well as ensuring current employees are constantly presented opportunities to
maintain and increase their skills. All human resources processes should be considered as part of the
scope. That doesn’t mean that all will ultimately be a part of the HRIS system, but they should all be
considered so that if they aren’t a part of the final system there is a clear understanding of why they are
excluded, not simply because the project team didn’t consider them.
The key systems that will be focused on at the outset of the project will be approving and
posting job openings, payroll and benefit administration, time and effort reporting, personnel files, time
off reporting, and HR compliance documentation. Each of these processes has a number of sub-
processes that will need to be documented, for example, tax and withholding calculations for payroll.
Part of the proposal will be a more detailed feasibility study. At this point, it is certainly a
solution that management is willing to consider, and after some very high-level considerations for the

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University

University of Phoenix

Subject

Business Management

BSA/375: Fundamentals of Business Systems Development

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