Despite the company’s rapid growth and the need for a more streamlined approach to all aspects f Human Resources, Ordain has continued to make use of its antiquated Human Resource Information System (HAIRS). Hugh McCauley, COO, has requested that the HER Integration Product Manager draft a plan to Integrate the appropriate tools to move forward with the organizations’ trending growth pattern and to take advantage of currently available technologies within the Industry.

This first stage of this process Is to analyze the current system In place to determine the necessary business requirements, which will be completed by ensuring that the proper data is gathered during the analysis. Once these requirements have been identified, a detailed project plan can be addressed in the forthcoming stages of Radian’s proposed HAIRS. Current HAIRS The current HAIRS was Initially deployed in 1992 and works in conjunction with Radian’s financial system.

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Most of information that Is maintained within the system is vital employee Information such as personal Information (name, address, birth date), current pay rate, tax exemptions and time-off/vacation status. When this Information needs to be routinely updated submissions are made In writing to the employee’s department manager and are then input into the system by the payroll leer. At the moment, there is no central filing system for employee records as they are currently kept by department managers who are also responsible for handling Family Medical Leave Act (FEM.) absences and additional request for time off.

There are various individuals within the human resources (HER) department that play a vital role into the overall processes of the department. Almost of the data captured throughout HER is viewed, edited and shared on Microsoft Excel spreadsheets, without any other use of proprietary system or database. Radian’s Internal recruiters use a ether rudimentary system of managing potential applicants for positions that must be filled within the company, as Excel spreadsheets are used to track their status throughout the holing process.

Spreadsheets are also used by the training and development specialist who manages past/prior employee training and development Roland currently employs an annual employee satisfaction survey Tanat Is distributed throughout the company, grading the company on eight different factors; 1 . Job Satisfaction 2. Working Conditions 3. Personal Opportunity 4. Cooperation 5. Compensation & Benefits 6. Communication 7. Supervision in My Department 8. Management at Ordain Manufacturing.

The organization views employee satisfaction as a very precious asset to the profitability and sustained growth over the past few years, so employee relations specialists monitor that information that shared on the survey while also tracking complaints and grievances that can have a negative effect on the work environment. Information Gathering / Proposed Design Methods Since this is only the first stage of analysis for this report it’s important that the appropriate information is gathered to ensure that the proper methods of design re suggested.

Hugh McCauley has proposed a 6 month deadline, so it’s very important this time is used to thoroughly analyze Radian’s current HAIRS which has been discussed in detail above. Ordain Manufacturing and the HER Integration Product Manager could begin this process by investigating the possibility of hosting a 5-day Joint Application Development CAD) summit with potential key members and other decision-makers that may affect multiple areas within the organization.

JADE can be utilized in almost any business environment and is best described “as a management process which alps IS work effectively with users to develop information technology solutions that work” (The University of Texas-Austin, 1999). In preparation for this session we must first know the 5 stages that consist of JADE, they are: 1 . JADE project definition 2. Research on user requirement 3. Preparation for the JADE session 4. Conducting and facilitating the JADE session itself 5. Predicting and obtaining approval of the final document that incorporates all decisions made.

There are several advantages of a JADE session which would assist in choosing and deploying an HER system that centers on forward oriented applications and will apply o Radian’s current business strategy and the possibility of multiple uses in the future. Given the 6 month deadline , JADE information can be harvested in a significantly smaller timeshare when getting the right participants involved, this in turn removes any procedural hindrances and has been shown “to reduce application development time from 20% to 50%” (Corolla Development Inc. 1999). Improved system quality Ana proactively can also De attributed to JADE, wanly Is Owe In part to the high level of involvement that lets users define the necessary requirements that ailerons to the day-to-day activities of the business. Surveys are also another area of opportunity to gather information suggested by the management team and various members that play a part in the integration of the proposed HER system.

They provide a definitive advantage since they “allow quick, accurate statistical analysis of sometimes ambiguous results, where other methods can be easily affected by information that is either captured incorrectly or tainted when participants in the study let their personal feelings get in the way. ” In conjunction with the JADE, a Systems Development Life Cycle (OSDL) is suggested o develop and deploy Ordain Manufacturing new HAIRS system. The OSDL is comprised of multiple steps that take a systems-based approach towards the investigation, design and maintenance of the development cycle. They are as follows: 1 .

The software concept 2. A requirement analysis 3. The architectural design 4. Coding and debugging 5. System testing Feasibility and Scope In order for the OSDL to work as intended, a high-level view of the HAIRS project must be generated to understand the full scope of the task at hand and in some cases a feasibility study may be necessary to gain the approval from members of per management for project funding. Ordain must keep this in mind when choosing the new HAIRS as extended functionality and a vast feature set generally determine the benefits and value the new system will bring to the organization.

Given the scope and magnitude of this project cost is a significant factor, but the Return on Investment (ROI) will be even greater since Ordain has decided to deploy a streamlined, all-one-system that will take advantage of multi-tasking capabilities rather than the currently used system of outsourcing various HER functions to multiple departments. Ordain would benefit irately from a Enterprise Resource Planning (ERP) package that could take advantage of a web-based interface that would manage employee information as well as vital corporate data.

In example, forms could be hosted online making it easier for managers to update employee information, in turn the storage of these documents within a centralized depository which should reduce the number of missing documents. I Nils reaction In ameliorative workload would allow management Ana employees to focus on primary objectives and ensure that Radian’s employee base is satisfied with all aspects of the HER system. In closing, the appropriate means and methods have been discussed in this first phase of this analysis to ensure that the proper approach is taken in overhauling Ordain Manufacturing current HAIRS.

The suggested JADE session is highly recommended to make sure that the adequate business requirements are addressed and that information gathered during the process correlates with Radian’s business plan. In combination with the proposed OSDL for the new web-based ERP system, Ordain should move forward with the development of the project based off the preliminary returns the company will see not only in employee productivity, but will low the organization to continue to keep pace with the current growth trend.