<![CDATA[Large manufacturing companies run many human resource (HR) procedures to manage a sizeable workforce, from recruitment and onboarding to attendance, leave, career changes, and training. In practice, these procedures are often supported by a mix of manual steps and several separate applications that are added over time without a single architectural plan. The result is duplicated data entry, fragmented records across departments, and limited traceability between HR objectives and the systems that support them. This study designs an enterprise architecture (EA) for the human resource information system (HRIS) of a large tire manufacturing company, kept anonymous for confidentiality, using the TOGAF Architecture Development Method (Preliminary Phase through Phase F) and ArchiMate 3.1 within a design science research approach. Guided by eight contextualised architecture principles, eighteen official internal HR work-procedure documents were analysed and structured into six core business capabilities across the motivation, business, application, and technology layers, followed by an as-is versus to-be gap analysis. The resulting reference architecture resolves four critical architectural gaps: establishing a single governed employee data repository, unifying multi-level approval workflows, digitising manual administrative forms, and replacing manual multi-plant attendance reconciliation with a scheduled interface between biometric devices and the HRIS Core linked to payroll. Evaluated against four design science criteria—consistency, completeness, traceability, and applicability—the architecture provides end-to-end traceability from managerial drivers to database infrastructure and defines an actionable four-stage, twelve-month migration roadmap. The study contributes a validated, reusable EA model for enterprise HRIS in a labour-intensive manufacturing environment, addressing an empirical gap in prior TOGAF-based case literature.]]>
