Riordan Manufacturing HRIS System Development and Upgrade
This paper examines the development and implementation of a new Human Resource Information System (HRIS) for Riordan Manufacturing, a company whose existing HR system had become outdated by more than a decade. The paper outlines the system requirements needed to support modern HR functions, evaluates the iTrak-It HR software as the recommended solution, and analyzes key system attributes including performance, usability, reliability, and security. It also discusses the phased rollout strategy, employee training requirements, and the integration of payroll and financial data into a centralized, access-controlled platform.
- Introduction: Why Riordan Manufacturing needs an HRIS upgrade
- System Requirements: Core features needed in the new HRIS
- System Performance: Data storage, reporting, and payroll integration capabilities
- Usability: Navigation features, modules, and rollout strategy
- Reliability and Security: Error reduction, access controls, and data protection
- Conclusion: Summary of upgrade benefits and new system features
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What makes this paper effective
- The paper follows a clear, functional structure organized around standard software evaluation criteria (requirements, performance, usability, reliability, security), making the argument easy to follow.
- It grounds its recommendations in the specific operational context of Riordan Manufacturing rather than making generic claims, giving the analysis practical credibility.
- The paper efficiently justifies the software selection by aligning the product's features directly with the company's identified gaps, such as the absence of a conflicting payroll module.
Key academic technique demonstrated
This paper demonstrates needs-based technology evaluation, a common technique in business and information systems writing. The author identifies the organization's existing deficiencies, establishes criteria for an ideal system, and then evaluates a specific software solution against those criteria. This approach provides a logical, defensible recommendation rather than an opinion-based one.
Structure breakdown
The paper opens with an introduction establishing why a system upgrade is necessary, then moves through system requirements, software performance capabilities, usability considerations, and implementation logistics before addressing reliability and security. A brief conclusion summarizes the upgrade's expected benefits. This structure mirrors a standard IT proposal or feasibility report, making it suitable as a model for undergraduate business technology writing assignments.
Introduction
The existing Human Resource Information System (HRIS) at Riordan Manufacturing is outdated by more than a decade, and the company needs to develop a new system as part of its efforts to keep pace with advancing technology. With ongoing technological developments, the company must analyze and update its systems regularly in order to enhance the effectiveness and speed of its human resource operations. The new system should incorporate all the information that the human resource department uses on a day-to-day basis and permit restricted access to employees outside this department. Several processes within the current system have been found to be disjointed, and integrating these processes will result in a more secure, efficient, and seamless system. Prior to the installation of the new system, Riordan Manufacturing will need to provide an extensive amount of employee training.
System Requirements
A typical and effective Human Resource Information System provides general management of employee information, analysis and reporting of that information, resume management, and full integration with payroll, financial software, and accounting systems. Since the current system at Riordan Manufacturing does not support all these critical features, the company needs to upgrade to a new system. A mandatory system-wide upgrade will be necessary because the company's computers are of varying ages. The new system will require replacement of the company's computers with new machines and self-service data entry interface screens. Furthermore, the company needs to install a standardized Windows or Mac-only workstation for every employee, depending on the department in which they work. The self-service data entry interface screens will allow employees to enter and review appropriate data within the system.
In identifying the most suitable software for the new HRIS application at Riordan Manufacturing, iTrak-It HR emerges as the best option. The program includes all the mandatory functions the company needs for its human resource department, along with several additional features. This software is also well suited to the company's HR needs because it does not include a payroll management module — which is appropriate given that the company already uses its own financial software.
System Performance
The new program supports the storage of all employee information in a single location, provides screens for the collection of employee data, and maintains attendance records. The software also provides both standard and custom reporting features. Information stored in this application includes personal data, dependents, benefits, education, injuries, medical history, grievances, training records, contacts, well-being information, and skills, among others. The new application allows flexibility and supports future modifications to the information stored within it.
While the software does not include a payroll management module, it will import payroll data from the company's existing financial software. Additional performance-related features provided by this application include security and restricted access to human resource information, grievance tracking, and a centralized server connection supporting multiple servers. Human resource employees at Riordan Manufacturing will be able to view data for other employees at any given time from their specific location. Implementation of the application will require an information update for all users of the human resource system, including managers, HR personnel, recruiters, payroll staff, and employee relations specialists. Future modifications and upgrades to information in the new HRIS application will be guided by each user's position and the frequency with which they access information.
Conclusion
With the current HRIS application being an outdated system, Riordan Manufacturing needs to upgrade its program to enhance overall efficiency. The new system will incorporate improved technical capabilities, performance features, usability enhancements, security controls, and reliability measures — positioning the company's human resource department to operate more effectively in a modern technological environment.
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