Running head: SERVICE REQUEST SR-RM-012

Service Request SR-rm-012 Learning Team A Nathan Beaton Christopher Bohannan Edward Farmer Christopher A. Kane Brink BSA/310 2/25/2013 Ed Ruppel

SERVICE REQUEST SR-RM-012 Service Request SR-rm-012

Begin your paper here. Double space the entire document. Be sure to indent the first line of each paragraph between five and seven spaces by pressing the Tab key one time on the keyboard. Happy writing! Human Resources Riordan Manufacturing's Human Resources system is functional, but outdated. Employee information is organized, easily found and retrieved through the intranet. The Human Resources Information System (HRIS) was installed in 1992 and most of the functions related to the system are submitted in writing and require manual intervention. There is no benefit plan or online training interface available. Human Resources Information System The company's HRIS system is a part of the financial systems package and keeps track of the following employee information: Personal information (such as name, address, marital status, birth date, etc.) Pay rate Personal exemptions for tax purposes Hire date Seniority date (which is sometimes different than the hire date) Organizational information (department for budget purposes, manager's name, etc.) Vacation hours (for non-exempt employees) Changes to this information are submitted in writing (on special forms) by the employee's manager and are entered into the system by the payroll clerk.

SERVICE REQUEST SR-RM-012 According to the Human Resources section of the Riordan Manufacturing intranet, the following functions are addressed by this department: Training and development records are kept in an Excel worksheet by the training

and development specialist. Each recruiter maintains applicant information for open positions. Rsums are

filed in a central storage area, and an Excel spreadsheet is used to track the status of applicants. Workers' compensation is managed by a third-party provider, which keeps its own

records. Employee files are kept by individual managers; there is no central employee file

area. Managers are also responsible for tracking FMLA absences and any requests for accommodation under the ADA. The compensation manager keeps an Excel spreadsheet with the results of job

analyses, salary surveys and individual compensation decisions. Employee relations specialists track information about complaints, grievances,

harassment complaints, etc. in locked files in their offices. Proposed Improvements There are a number of areas that the company can improve upon that would result in greater efficiency and an improved user experience. One of the first noticeable corrections would be to fully commit to an electronic document exchange and abandon the paper interface. All documents can be created, or scanned, edited, organized, shared and printed from such an environment.

SERVICE REQUEST SR-RM-012 The current process of time reporting could be improved upon by implementing a module that allows the employee to record and submit their hours on a daily basis through a web

interface. This could be easily integrated into the HRIS and would complement the management of payroll, time off and seniority. A module to address recruiting would be useful. New jobs postings, requirements and descriptions of titles and roles within the company could be accessed and sorted to allow existing employees to search for new opportunities within the company. Performance evaluations currently occur in person. The documents that outline the employee's review are created in the pdf format, they are uploaded and organized online, but the company could use a module with a standardized web form that automatically pulls relevant metrics to create a unique report in less time than it currently takes the manager to compose an individual report. This same module could support electronic document signing, in the event a face-to-face meeting is not possible. While training certificates are kept and managed online, there is no online training module. It would be worth investing in a live online training (LOT) using WebEx or Element K training modules. Certification management could be integrated as could forecasting and scheduling of required courses in the future. A final improvement would be a module dedicated to the management of employee benefits. Implementing an interface that would allow the employee to choose their medical and dental providers during open enrollment, or to acquire a replacement benefit card would be a huge improvement in efficiency and a reduction in cost when compared to the current cost of the paper-handling version. The module could also allow the employee to access and manage their

SERVICE REQUEST SR-RM-012 company-sponsored retirement account. This would allow a consistent look and feel to the employee.

SERVICE REQUEST SR-RM-012 References

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