Riordan Manufacturing is seeking to improve its HR system by integrating its HR departments across branches. It submitted a service request to develop a new integrated global HR system. The proposed system aims to centralize HR functions at the head office and automate many processes. Developing this new system will require gathering input from various stakeholders, conducting a feasibility study, and designing the system architecture. The project aims to improve HR services through a more sophisticated, automated system.

1. Running head: RIORDAN MANUFACTURING, INC. SERVICE
REQUEST SR-RM-022 1
G 3
RIORDAN MANUFACTURING, INC. SERVICE REQUEST
SR-RM-022
RIORDAN MANUFACTURING INC’ Service Request SR-rm-
022
Justin Basagic
University of Phoenix
April 11, 2016
Introduction
Riordan Manufacturing is a multinational company that
manufactures plastics. It is headquartered in San Jose,
California but has branches in China, Michigan and Georgia.
Each of its branches produces specific plastic types, a factor
that has enhanced him sales proceeds of the company since its
inception. The one in Georgia for instance produces only
beverage bottles and containers while the one in china produces
some fan parts of the plastics. The company is headed by Mr.
Michael Riordan who is the current CEO and is in charge of all

2. the corporate affairs of the business, ("Service Request SR-rm-
022 Student BSA/375 Instructor Date", 2016).
The Proposed HR System
Recently, the company sought a service request to its Human
Resource and legal department to help improve the functionality
and effectiveness of the department. Its main objective of
submitting the service request is to integrate the HR and legal
tool with the global corporate existing tools in similar
departments. The new system is also intended to make it easier
for the system development life cycle (SDLC) to be
implemented, (Satzinger, Jackson & Burd, 2004). This idea was
developed by the company’s Chief Operating Officer; Mr. Hugh
McCauley, whose intention was to help integrate the
functionality of all the HR departments in all of the Riordan
Manufacturing business branches across the US and in China.
The HR and legal department of the company performs such
tasks as classifying and describing jobs for various employee
categories, creating and the maintenance of a sound
organization chart, coming up and maintenance of sound HR
and legal policies affecting the company, establishment and
maintenance of sound employer-employee relationships as well
as proper management of human resources for the company. The
architecture of the new HR system is something that is worth a
careful consideration so that it may not end up complicating
things, ("Riordan Manufacturing, Inc. - SR-rm-022 - Section 2-
Robert - Running head:", 2016). To ensure this, there is a need
to make wide considerations with different stakeholders to
consolidate their views into one lasting project. Among such
stakeholders from whom I would seek relevant information if I
were a part of the implementation team for the intended changes
will include the following:
The top management
The top management of Riordan Manufacturing is the strategic
decision makers of the firm. The CEO for instance is in charge
of implementing the HR strategy over the long term. The team
implementing the service request should seek a lot of

3. information from the CEO.
The company employees
The Human resource system is for the welfare of the employees.
In any case, the system will have a direct impact to the
employees of the company more than any other stakeholders. It
will not be healthy to leave them behind when seeking
information about the new system. When they are involved in
the system development system, they are likely to feel part of
Riordan Manufacturing. It will also make it easier to phase out
the existing system once the new one reaches the
implementation stage, since the employees will be having some
ideas about the new system, ("Riordan Manufacturing, Inc. -
SR-rm-022 - Section 2-Robert - Running head:", 2016).
System users
The system users are the people who will be directly involved in
operating the new system. This will include the person
responsible for maintaining the payroll, employee database and
other end users of the system. They should give an idea of the
system infrastructure they prefer so that it does not become hard
them to maneuver through the system.
The financiers
These are the people who will fund the project whether internal
through the Finance and accounting departments or external
doors. They are likely to run short of funds if they are not
consulted prior to the development of the new system.
System developers
They have all the information on what is required to come up
with the HR system. They should give to the management a list
of all the required materials, may explain all the possible costs
related to the new development and such other information that
may be needed from them.
All these investors are useful to the success of the phasing out
of the current system. Stakeholders must be invited in all
meetings to acquire information from each of them. In ensuring
success in the process of acquiring information from
stakeholders, the following factors are to be considered.

4. Customers
The customers may also have ideas that may transform the
entire process. Each of those who are willing to participate in
the workshop should be welcomed on board to give opinions.
Suppliers
The suppliers are an important part of the Riordan
Manufacturing. They will need to tell us what material they can
supply and which ones they cannot. We also need to know the
cost of materials and services so that we can plan ahead.
· Interests of the stakeholders: Each of the stakeholders has
their interests, some of which could depict the interest of the
entire Riordan Manufacturing incorporation. Listening to each
of them is therefore inevitable.
· Availability of the stakeholders for interviewing: It will take
time to acquire information from stakeholders. Their
availability to attend interviews or joint workshops will have to
be taken care of before they are invited.
· The nature of the information required: Different stakeholders
will be willing to give different information with you. You will
need to be very keen on the relevance of the questions you ask
to ensure the stakeholders are not offended.
· Problems associated with the current system: This will be
important so that any new information will be meant to improve
on the current status of the HR and legal department.
· The likely problems of the proposed system: Asking the
opinions of stakeholders about the likely risks that may come
with the new system is a good idea. The required course of
action will be easily taken in the worst case scenario.
Scope of the project
The project aims at creating an integrated HR system that caters
for the human resource needs of all of the Riordan
Manufacturing pants and be able to centralize every aspect of
the departments to the headquarter in California. It will also go
ahead to install an automated system that will see the manual
one currently in use being done away with. Currently, the
worker’s compensation services are outsourced, ("Riordan

5. Manufacturing HR System: Architecting and implementing a
more sophisticated, state-of-the-art Information System :: HR
System Business", 2016). The new system intends to reverse
this. Other intended goals will be;
· To have a an integrated Human Resource Information system
at the headquarter,
· .make the existing departments at the various plants HR
representative offices, and
· Automate the communication systems of the HR department.
Areas of feasibility in the system Development Life Cycle
Like any other project, this project needs to be valid. A
feasibility study will therefore be necessary. At the onset of the
project, preliminary feasibility study will be conducted by the
project tem to determine possible challenges, pros and cons of
the new system development process. This is followed by
operational feasibility which will involve a process of
interviewing members of the HR department to establish the
viability of the project, (Shelly, Cashman & Rosenblatt, 2001).
The members of the HR department are required to express their
views on what is and what is not workable with the proposed
system.
Conclusion
To successfully out the old HR system at Riordan
Manufacturing Incorporation, a lot needs to be done. A lot of
consultations will be required and stakeholder interest must be
considered. This makes it a complex and costly project and the
results of the feasibility study is what should determine whether
it is a viable project. The company expects to improve the HR
department’s function capability by using the new system. We
have every reason to believe that if all that need to be done is
actually done, the company will realize its dream of having a
better integrated HR department for its 4 main operating plants.

6. References
Riordan Manufacturing, Inc. - SR-rm-022 - Section 2-Robert -
Running head:. (2016). Coursehero.com. Retrieved 10 April
2016, from https://www.coursehero.com/file/9083817/Riordan-
Manufacturing-Inc-SR-rm-022-Section-2-Robert/
Satzinger, J., Jackson, R., & Burd, S. (2004). Systems analysis
and design in a changing world. Boston, Mass.:
Thomson/Course Technology.
Service Request SR-rm-022 Student BSA/375 Instructor Date.
(2016). Academia.edu. Retrieved 10 April 2016, from
http://www.academia.edu/9288025/Service_Request_SR-rm-
022_Student_BSA_375_Instructor_Date
Shelly, G., Cashman, T., & Rosenblatt, H. (2001). Systems
analysis and design. Boston: Course Technology.
Grading Guide: Introduction to Cross-Cultural Psychology
Paper
PSY/450 Version 5
1
Grading Guide
Introduction to Cross-Cultural Psychology Paper
This assignment is due in Week 1.

7. Content
60 Percent
Points Earned
X/60
· Provides an overview of the case study
· Uses the case study to provide a definition and an example of
cultural psychology and cross-cultural psychology
· Analyzes the relationship between cultural psychology and
cross-cultural psychology
· Discusses the methodology associated with cross-cultural
research
· Discusses how the case study helps the student better
understand how ethnicity, race, and worldviews are separate yet
related concepts
· Discusses how enculturation may play a role in the case study
that was chosen
Comments:
Organization and Development
20 Percent
Points Earned
X/20
· The paper is 1,050 to 1,400 words in length.
· The paper is clear and organized; major points are supported
by details, examples, or analysis.
· The tone aligns with the assignment’s purpose and is
appropriate for the audience.

8. · The paper provides relevant and sufficient background on the
topic.
· The paper is logical, flows, and reviews the major points.
Comments:
Mechanics and Format
20 Percent
Points Earned
X/20
· The assignment file is presentable and functional.
· Rules of grammar, usage, and punctuation are followed;
spelling is correct.
· The paper—including the title page, reference page, tables,
and any appendices—is consistent with APA guidelines.
Comments:
Additional Comments:
Total Earned
X/100
Copyright © 2015, 2014 by University of Phoenix. All rights
reserved.
BSA 375 Service Request SR-rm-004, Part 2
Student Name: Justin Basagic
Course: BUS 375
Date: April 17, 2016

9. Application architecture and design planning
Application architecture refers to the structure of automatic
systems that coordinate and bring together the functional needs
of an organization. In order to ensure efficiency in operations, it
is important to have only one type of application architecture,
design and development form. (Rozanski, & Woods, 2005).
However, application architecture may vary from one
organization to the other. Usually, there are three views which
can be applied in application architecture. These are discussed
below;
1. Conceptual views:
The conceptual view of application architecture makes use of
the needs and functionalities of a business as well as the
business stakeholders in order to come up with a business
model. This view applies the strategies of conceptual modeling
such as case analysis, action diagrams, process design and
business body modeling in order to bring out a clear picture of
the business goals as well as its requirements.
2. Logical views:
Under the logical view, an architect comes up with a request
design that can engage reasonable views of the organization
pattern since it shows the way the goals of a business are met.
The most important aspect to the architects under this view is
the entire structure of the application. Architects conclude on
data administration, procedure steps and in addition to this, they
also plan how different elements of the model will be
interacting. They ascertain the nature of information that will be
captured by the model as well as its usefulness to the HR
information in order to ensure that operations run smoothly.
(Rozanski, & Woods, 2005).
3. Physical views:

10. Each element of the application demands adequate planning to
the principles of actual technology. By so doing, the system
designs can be actualized as implementation designs. One phase
of this task is tested at the time when programmers come up
with policies in form of business logins. Most of
implementation the activities are classified under framework
completion.
Architecting and developing these versions for an
organizational HR information system at the different stages is
evidently a important amount in terms of effort and work. In
addition, the precise explanation of these versions is important
for the HR information system of an organization. An erroneous
architectural model always results in solemn plan or operational
problems like scalability difficulties. Architects are also
seeking for the frameworks as well as guidelines to help them in
creation and execution of these versions and to decrease the
doubts connected with the implementation of incorrect models.
Process design:
Process design is a significant process that needs ability and the
right group of process design resources in order to bring out an
accurate picture of the procedure. Process design is one of the
most important phases for an HR information system. Process
design needs the thermodynamic strategies, chemical
components, standard design procedures and applicable
regulatory requirements to make accurate mass and energy
balances for the procedure. Blockage to appropriately design a
new-fangled procedure or modify an available procedure can
have some dreadful impacts. Deprived designs can effects into
increased assets costs, increased operating expenses and in
some poorer case, hazardous operating situation. Proper
procedure plan integrates simulation software to accurately
build up a procedure in order to make sure that the procedure
can be designed in secure method with the mainly downcast

11. total cost of possession by augmenting the effectiveness of the
design engineers and minimizing the time necessary to achieve
a specific design.
Data:
The data for the HR system project could be termed in the
operational, technical and economical feasibility. A project
needs two types of information to compute the feasibility that
are primary and secondary data. The data is transmitted after
analyzing and checking the effectiveness and the usefulness of
the information for the project. It is also essential for that the
information, which is gathered, should be dependable and
suitable. The information or data collecting procedure should be
efficient to examine the system. For it a new and efficient data
move policy should be adopted (Burd, 2010). To investigate the
effectual data transfer, it should use internet protocols. The use
of internet protocols would make sure the appropriate checking
and information rectification. One can also make use of a data
flow diagram to ascertain data validity.
Processes:
The data transmission procedure is also essential for the
efficient analysis of the HR information system. The
information, which is gathered, also requires the transfer to
other person or individuals. The most important tool to analyze
the data transfer process as well as the entire system is the data
flow system. However, it is vital to use the system analysis tool
appropriately so that it port over the new protocol. The process
should be related to the new protocol as it would come in handy
when testing, constructing and effectively implementing the
new process. Data, whether narrative or non-narrative has to be
transferred after the needed discussion, design as well as
implementation. The data transfer process should be manpower
intensive and should also have some automation with the

12. various functions of the HR system.
Interfaces:
A legacy software and system can to be used to analyze the data
transfer process and the HR system. This system would be
beneficial to distribute the massage. This message distribution
system can be used as the primary interface of the HR
information system. This interface system would help in
exchange of data between the various components or subsystems
of the HR information architecture system. It would also
facilitate the standard interface in the information system for
human interaction. The data exchange would also become easy
from this interface. The interface between the various
components of the HR architecture system would also improve
the effectiveness of the system. The enterprise information
system and HR information system should be linked in order to
achieve organizational goals. (Burd, 2010).
Network:
The system architecture process also requires the evaluation of
the network process. The evaluation of network is also
necessary for the assurance of high performance for the
software of the information system program. In the information
system architecture, the speed and the usability of the network
are evaluated. The network based information system
architecture also fulfills and balances the requirements of the
organization of centralize and decentralize information system.
(Lancer, 2007).
This diagram focuses on the application of the system
architecture of an organization. All the functions have a vital
importance in the implementation of the information system.

13. References :
Rozanski, N. & Woods, E. (2005). Software Systems
Architecture: Working With Stakeholders Using Viewpoints and
Perspectives. Addison-Wesley Professional
Burd, S.D. (2010). Systems Architecture. Course Technology
Lancer, A.M. (2007). Analysis and Design of Information
Systems. Springer
Functional requirements
Operational requirements
Application architecture
Technology architecture
Conceptual views
Logical views
Implementation views

14. Implementation views
Logical Views
Conceptual views
Design patterns
Application development
Application deployment
Network of devices
Setup & operation
Data center pattern

15. 1