Introduction
The concept of role graphs is regarded as a part of traditional responsibility allocation system. In general, the key requirements towards the job responsibilities and positions are defined in accordance with the general HR strategy. A role graph is needed for regulating Human Resource Information Systems. In the light of this statement, the aim of the paper is to analyze the importance of the role graph for the HR strategies of Riordan Manufacturing. The key principles of role graph analysis are linked with the allocation of the information resources within the team. This is helpful for defining the general standards of the HR management.
Role Graph Concept
First, Human Resource Information System is intended for merging several activities associated with HRM, IT management, and resource planning. The key factors of this system are: labor effectiveness and working productivity, benefit management, creating a less capital intensive working system. Therefore, the Role Graph development for Riordan Manufacturing will involve proper analysis of the HR strategies associated with improving the effectiveness of the information flow among the team of the organization.
Considering the business scheme of Riordan Manufacturing company, the HRIS system will be regarded as an effective HR tool for controlling information flow, and storing all the necessary HR data. Additionally, the system is created for regulating personnel activities, and organizational strategies that form the basis of effective business performance.
The primary roles for role graph development will be as follows: HR clerk, HR supervisor, HR Manager and IT support staff. HR management in the company will be based on resource allocation strategy. Additionally, managers will have to consider reliability of the project planning process, schedule of the project implementation, as well as the system test schedule requirements. In the light of this fact, the role graph is regarded as an opportunity for systematizing tools and strategies for effective human, and time resource management. Therefore, this will involve the opportunity of training employees for the effective resource allocation management, and the team will control this process, along with the project implementation. As it is stated by Goodeil (2006, p. 6):
The HRIS will go through a through testing phase. This phase will undertake numerous revisions to guarantee that it continues on the pre-instituted timeframe and budget timetable. When the installation and testing issues are determined and fixed, user documentation will be created, and then presented to key company trainers that will train the staff. After employee training occurs, the project will begin to wind down.
In the light of this statement, it should be emphasized that the actual importance of the HRIS for Riordan Manufacturing is associated with the opportunity to improve the relations among the employees, and increase effectiveness of HRM in general. Data centric management tools that are applied within the frames of this strategy, helps to eliminate the possible deficits of the production caused by improper HR management.
Role Graph Development
HR clerk, HR supervisor, HR manager, and IT support staff are regarded as the central components of the role graph. Their roles are closely linked with the requirements and goals of the company, and the values of proper HR regulation for creating a properly adjusted working relations scheme. Their responsibilities are defined in accordance with the job description statement, and this data will be included into the role graph. The role view of the responsibility allocation principle is defined in accordance with the hierarchical relations within the company.
The connections given in the role graph represent the subjection of the departments, and consultative role of the employment / budget control block. Additionally, three departments are united into a single block, as their role is to regulate the entire project implementation. Therefore, the general principle of HRIS system is represented as the semi-hierarchical structure of the role graph. Such a structure allows to create a flexible control structure when the feedback may be of consultative nature.
HR manager
This job presupposes the widest access to the regulative tools of the project implementation and control. The key task of the HR manager is to employ qualified workers, control the budget expenses for HRM, and issue assignments for HR supervisor, as well as the IT team for developing the HRIS project. The HR manager performs direct control over the budget, and controls the employment process in accordance with the needs of the project, and specific requirements defined by the employment control department. Restrictions are associated with the technical part of the project. Manager is not able to control the technical side; however, he/she may assign a representative from the IT team for regular reporting. The same representative will be responsible for reporting the situation to a supervisor.
HR Supervisor
Supervisor is responsible for controlling the implementation of the project. In general, the responsibilities of this job are associated with fulfilling the assignments given by HR manager, and controlling the implementation progress closely. This involves analysis of technical reports, meeting the requirements of the IT team, arranging their work, and controlling HR clerk who is responsible for the formal side of project implementation.
Restrictions are associated with the fact that supervisor has the access to the project documentation. However, he/she does not have an opportunity to influence the document flow essentially.
HR Clerk
This is regarded as one of the most formal position for implementing the project. The clerk controls budget and employment process formalities: documents, reports, accounting, audit, and communication process. Restrictions are essential as clerk is not able to regulate the process; however, he/she is able to check the reporting mistakes in the case of the difficulties associated with formalities.
IT Support
This is the problem solving department for project development and implementation. This team should be experienced for reacting quickly for the possible technical problems, and solve them with minimal time resources available. Considering the fact that HRIS is mainly an IT project, the support team is responsible for collecting the necessary technical data, defining the tools and the ways for problem solving, as well as consulting HR manager and supervisor on the matters of technical effectiveness of the selected control tools. Additionally, a person responsible for reporting is assigned. This person reports on the progress to HR manager regularly, and expresses all thee need and requirements of the IT team.
Restrictions are defined by the responsibilities. This team does not have an extended access to the project documentation, and their access is restricted by technical documents mainly. (Ferraiolo, Gail-Joon, et.al., 2003)
Reference List
Goodeil, A. (2006) Riordan Manufacturing HRIS Proposal Report. University of Phoenix Online. CIS Project Management. Web.
Ferraiolo, D., Gail-Joon, A., Chandarmouli, R., Gavrila, S. (2003) The Role Control Center: Features and Case Studies. Association for Computing Machinery. Como, Italy.