Implementing an HR information system (HRIS) in any organization is not easy. It requires rigorous planning in all phases of software development life cycle (SDLC) (Jain and Ugrasen 2015). HRIS system affects almost all employees in an organization. Therefore, it requires more planning and analysis than any other software implementation. The hardware side of the implementation for HR projects is not as intensive as software configuration and graphical user interface (GUI) design. As HR systems typically are used by users 5-10 minutes per day or less so there is not much impact on the network as well (Jain and Ugrasen 2015). Riordan currently has diverse and extremely manual HR systems. There are almost no integration between processes, which may be creating data redundancies. This paper will discuss the HRIS implementation proposal for Riordan with primary focus on stakeholder analysis, information gathering process, key factors for success, project scope, and project feasibility analysis.
