Riordan Manufacturing Case Study
The present HR system, which was equipped in 1992, is commonly a part of a financial systems package which keeps record of employees' hire dates, personal tax exemptions, pay rate, seniority dates, organizational information, vacation hours and personal information. Due to the shortage of an automated HR system, any adjustments to these forms of employee information are submitted in writing by that employee's manager, and manually entered by a payroll clerk. Training and development records are kept in an Excel worksheet by the Training and Development specialist. The recruiters for …show more content…
The current HR system that Riordan manufacturing is using, lacks a central employee database. Each individual manager keeps the files of the employees that are under his or her direct supervision. These managers, in addition to their duties, also have the added responsibilities of tracking FMLA absences and employee requests that fall under the Americans with Disabilities Act (ADA).
The compensation manager keeps an Excel spreadsheet that categorizes the results of job analyses, salary surveys and individual compensation decisions. Employee relations specialists keep track of information about complaints, grievances, harassment complaints and others, in locked files in their offices. This is confirmation that the company maintains a disparate HR system which is not taking any advantage of the current IT tools and systems that would make their operations much more sufficient, adequate and save the company