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Woodlands Evaluation

Julia Woodland executed a successful need analysis and concluded that HRD
requires advance technology to perform efficiently and effectively. She proposed the
purchase of an integrated payroll/HRIS that will integrate the finance departments
system, benefits and 401(k) providers systems, which got approved. Woodland was
so overwhelmed with the project; she overlooked the fact that the success requires
participation and commitment from all areas of the firm.
Human Resource Information Systems: Basics, Applications, and Future Directions
(Michael J. Kavanagh & Mohan Thite, 2008) states The Eight-Stage Change
process(Kotter,1996), the steps are to Create a sense of urgency, recruit powerful
change leaders, build a vision and effectively communicate it, remove obstacles,
create quick WINS , and develop your momentum. If Julia had followed this process,
it could have helped her to make the change part of the Grant Corporation.
Required Individuals for Change Process
In my opinion, top management support is required from beginning, all through the
execution & evaluation of project along with the people who are going to be
affected. In this case IT department, HR department, Payroll would have been
included from the initial stage of process. As, employee communication is especially
critical when were trying to get others to see and do things differently (Duck,
2001, p.27)
Staffing Errors and Their Impact
There are three primary activities in an HRIS implementation configuring the HRIS
for the firms business processes and policies, interfacing data with other systems
and converting historical data into the HRIS, and preparing the organization for the
new HRIS. Woodland failed to involve, consult key people from organization in
change process, she had unrealistic expectations, that her staff would welcome the
new system, there was lack of communication which created distrust among HRD,
and which impacted adversely on management commitment resulting in failure of
implementation of HRIS. (Lorenzi, 2000) noted that for successful implementation of
IT system, effective leadership, planning, change management techniques,
communication, and training should be comprehend. Woodland should have
considered these factors to achieve her goal.

Importance of Cultural Issues


Organizational culture is defined as a complex set of shared beliefs, guiding values,
behavioral norms, and basic assumptions acquired over time that shape our
thinking and behavior; they are part of the social fabric of the organizationits

genetic code. As such, culture drives the organization and guides the behavior of
everyone in that organizationhow they think, feel, and act. In other words, the
culture forms a behavior template. (Michael J. Kavanagh & Mohan Thite, 2008, p.
192).
Woodland would have understood the organizational cultural prior implementing the
change. By developing a better understanding of the organizational culture, she
could have implemented the strategies regarding change which employees might
have EMBRACED .
Communication Plan
If I had been in Woodland`s position I would have developed a communication plan
that would have defined clear and concise roles for employees involved in the
change process. Communication is one of the important tools in implementing
effective change strategies for success. As (Michael J. Kavanagh & Mohan Thite,
2008) defined in the Case for Change:
Reason for change, Vision for future, Plan for getting there, Believe change is
achievable and clear expectations must be included in communication plan. Having
a company meeting to stage the beginning of these new ideas will provide the
employees with the information they need to EMBRACE any impending changes
that the company is making and to their role in the new vision for the future.
Training
In this case training would help employees at to cope with organizational change by
enabling them understand why it happens, why it is needed and what it means to
them and to organization. With proper training employees would feel confident in
using HRIS, and training would reduce their concerns, thus encouraging them to be
a part of change.
User Acceptance
The Grant Corporation must involve end users in planning of HRIS project from
beginning. According to (Michael J. Kavanagh & Mohan Thite, 2008) when users are
included in planning, acceptance testing, and switching over to a new HRIS, their
commitment, trust increases for the project. Woodland must keep ongoing
communication with employees, along with feedback to make HRIS user friendly.
Woodland must inform employees regarding decisions made and by asking them to
provide input on those decisions to make system accepted by them.
Process Reengineering
The process reengineering is beneficial as this would allow the company to obtain
its full return on investment (ROI). With reengineering they can gain full potential of
new system, instead of just automating existing processes. The firm will alter their

conservative processes to align themselves with the new technology. (Michael J.


Kavanagh & Mohan Thite, 2008).
Implementation Maintenance and Support
HR and IT departments will have to establish a help desk to assist employees with
their concerns. They will also need to ensure system is being used correctly. New
policies and procedures must be established for the use of electronic data
addressing security and privacy concerns. Effectiveness and efficiency of system
should be monitored. Ongoing communication and training is vital for proper
maintenance and support of the system.
CONCLUSION
The Grant Corporation case analyzes importance of good technical and
organizational skills for successful implementation of an HRIS system. The success
of a HRIS system exists in understanding organization culture, ongoing
communication along with effective implementation process. Change management
is a process by which an organization moves from its current state to some future
desired state as defined by its vision. (Michael J. Kavanagh & Mohan Thite, 2008

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