Human Resources in Riordan Manufacturing Essay

When people think of the responsibilities of a human resources department, they may say they argon responsible for the hiring and firing of employees. The verity 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 tradings according to comp either policies, motivate their employees and be able to support deep employees. Riordan Manufacturing has a good human resources department, which maintains an innovative and team-oriented work environment. Riordan Manufacturing mainly participates employees alfresco the company via entry level positions. There is excessively 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, local 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 dose testing of potential employees. When concerning training and evolution, Riordan Manufacturing has a mandatory training schedule for employees within their 90 days of hire. New employees have to attend penchant on their first day on the job. For production and shipping and whole tone employees, they have to go through Six Sigma training. New supervisors are demand to go through training workshops within 12 months of becoming a supervisor. Such workshops include interviewing guidelines, preventing EEO claims as well as workplace versed bedevilment, and fin every(prenominal)y performance reviews. Riordan Manufacturing also has incentive programs for outstanding employees. There are three types of programs Riordan Manufacturing use to recognize outstanding employees.1. O utstanding Employee Award2. Employee ghost Program3. Seniority AwardsRiordan Manufacturing HR systemRiordan Manufacturing implemented its HRIS (Human option Information Systems) in 1992. This system manages employee information such as the hobby 1. Personal information2. Pay rate3. Personal exemptions for tax purposes4. engage 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 paysheet 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 storage area and are track via an Excel spreadsheet. Riordan Manufacturing employs a third party provider to clench track of workers fee. Individual managers keep track of employees files and are also responsibl e 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 face lift. Instead of having different individuals managing employees vital information, Riordan Manufacturing needs to post in human resources software. Implementing the software would incr quiet the efficiency of their current HRIS. It would ease the burden of keeping track of all the employees information.ReferencesUniversity of Phoenix (2012). Riordan Manufacturing Virtual Organization. Retrieved from BSA/ five hundred Business Systems II course website.