Human Resources in Riordan Manufacturing Essay Example for Free

Human Resources in Riordan Manufacturing EssayWhen people think of the responsibilities of a human resources department, they may say they atomic number 18 responsible for the hiring and firing of employees. The law of the matter is that a human resources management is responsible for much more than just hiring and firing. The human resources management is responsible for hiring qualified people, training employees to do their jobs fit in to company policies, motivate their employees and be able to support productive employees. Riordan Manufacturing has a good human resources department, which maintains an innovative and team-oriented work environment. Riordan Manufacturing mainly recruits employees outside the company via immersion level positions. There is also an internal job posting for employees to take advantage of new job opportunities. The method Riordan Manufacturing uses to recruit qualified employees is through online advertisements via Monstor.com, topical anes thetic newspapers, employee referrals, temp agencies, and job conferences. The plant in China uses contract workers for engineering, and IT positions.Riordan Manufacturing seeks qualified people for jobs, but the company does not conduct reference test as well as drug testing of potential employees. When concerning training and development, Riordan Manufacturing has a mandatory training program for employees within their 90 days of hire. New employees pull in to attend orientation on their first day on the job. For production and shipping and quality employees, they have to go through Six Sigma training. New supervisors are required to go through training workshops within 12 months of becoming a supervisor. Such workshops include interviewing guidelines, preventing EEO claims as well as workplace sexual harassment, and finally performance reviews. Riordan Manufacturing also has incentive programs for outstanding employees. There are three types of programs Riordan Manufacturing u se to recognize outstanding employees.1. Outstanding Employee Award2. Employee Suggestion computer programme3. Seniority AwardsRiordan Manufacturing HR systemRiordan Manufacturing implemented its HRIS (Human Resource Information Systems) in 1992. This system manages employee information such as the following 1. Personal information2. Pay rate3. Personal exemptions for tax purposes4. Hire dates5. Seniority date6. Organizational information7. Vacation hoursIf an employee has to make any changes to his or her information, he or she has to submit it in writing on a special form. That information is entered later by a payroll clerk. The training and development specialist kept track of training and development records via Excel worksheets. In order for recruiters to maintain applicants information, all resumes are filed in a central store area and are track via an Excel spreadsheet. Riordan Manufacturing employs a third party provider to keep track of workers compensation. Individual managers keep track of employees files and are also responsible for tacking FMLA absences as well as requests for accommodation. A compensation manager keeps results of job analyses, salary surveys and individual compensation decisions via Excel spreadsheet. Complaints, grievances, harassment complaints, as well as ethical issues are managed and tracked by employee relations specialists.HR Needed SystemsRiordan Manufacturings current HRIS needs an up-to-date grammatical construction lift. Instead of having different individuals managing employees vital information, Riordan Manufacturing needs to invest in human resources software. Implementing the software would increase the efficiency of their current HRIS. It would ease the burden of retentivity track of all the employees information.ReferencesUniversity of Phoenix (2012). Riordan Manufacturing Virtual Organization. Retrieved from BSA/500 Business Systems II course website.