RIORDAN
HR System Design
Riordan Manufacturing: Determining the needs of the HR system
Riordan Manufacturing's success has been driven by the intelligence and resourcefulness of its employees. Constructing an effective HR system to capitalize upon its human intelligence and resources is essential. Riordan is a globally-based organization, which means that an integrated HR system can be difficult to construct. Using IT to unify HR best practices and philosophy can enable Riordan to thrive and grow.
When determining the needs of the HR system, the overall conception of how HR is to relate to the rest of the organization must be considered. For example, one approach to fostering workplace commitment is a 'commitment-based' model which focuses on team-based activities. The stress in this model is upon "work design, rewards, and appraisal practices [that] signal the importance of shared/team activities" and using the HR system "to share knowledge and distribute information" (Human resource systems and helping in organizations: A relational perspective, 2013, AOM). In such workplaces, the system used by HR must accommodate team-based performance reviews and the training required to foster such teamwork. In more transactional workplaces which emphasize "short-term calculative exchanges leading to identifiable task outputs" IT enables workers to 'check in' to see what rewards they may gain from working overtime or a longstanding duration at the company (Human resource systems and helping in organizations: A relational perspective, 2013, AOM).
Of course, over the course of its lifespan, Riordan may deploy many varieties of performance review and reward systems and HR may need to accommodate a wide variety of strategic needs. The IT system should thus be flexible enough to be able to change with shifts in company policy, yet relatively straightforward and comprehensible to the members of HR, employees, and managers alike when...
(Kroon, 1995) Once the plan has been created, you must begin training / development as soon as possible. This means, that HR personnel must begin to training the staff on the new policies and procedures that will be implemented. Under ideal circumstances, the HR department would want to begin training as soon as possible. This is because there will be a window, between the time frame that the merger is
Reward System Design for our organization A fair financial reward system is immensely important for any organization and we are thus planning to not only adopt a reward system which is based on merit and performance but which is also inherently fair. After discussing the five important components of the new design, we shall discuss how a reward system can be fair as well. Following are five important components of the
The need to boost the government's it capabilities is strong. As the case study suggests, when government organizations fall behind consumer it standards and expectations, trust in the public sector dwindles. Issues related to systems design and security are top priorities for the public sector, based on its core values such as "insuring public safety, justice, and environmental quality," (p. 184). If it needs cannot be met with the
HR and Corporate Strategy The work entitled "Overcoming the Barriers to Strategic HR Management: Old Issues. New Solutions" states that strategic HR "is characterized by being forward-thinking, proactive and, most of all, creative...Strategic HR is also about thinking about possibilities and connecting those possibilities in concrete ways to the business that you support." (ADP, 2007) This work intends to address organizational strategic HR management as it relates to the: (1)
Human resource professionals are often responsible for creating attractive benefits packages for workers, which requires that HR professionals know about general and industry-industry specific trends and occupational laws in allocating benefits, stock options, pensions, and personal amenities to workers, and also protecting for workers safety on the job. Finally, human resource workers are often assigned to the role of mediators between conflicting employees, which requires workers to remain abreast
HR as a Strategic Partner Over the years in a lot of organizations Human Resources -HR are considered as a source of competitive edge. An increasing appreciation of the fact that unique competencies are got by way of greatly developed employee skills, unique organizational cultures, management processes and systems. It has been more and more acknowledged that competitive edge can be got by way of high quality personnel that facilitate organizations
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