The Grant Corporation Information Technology Essay

The Grant Corporation Information Technology EssayThis theme studies how to implement human resources information transcription, problems faced by Director of HR at grant incorporation in order to implement red-hot HRIS and the corrective measures that should cave in been done to facilitate the transfer atomic number 18 canvass in this fount report. The critical advantage factors and weaknesses in various stages of implementing an HRIS ar explored in the paper. The problems atomic number 18 rooted mainly in two factors. peerless is that HR department lacks knowledge about HRIS and secondly poor discourse in the change passage. According to (Hammer, 2000) some organizations are non sure-fire in implementing human resource information systems. The system fails because the various software product programs are not structured and information is often missing. Some accomplishable ways to prevent or solve these problems are 1) consider add-ons, 2) depict portal power, 3) integrate the system, 4) hire or host, 5)use what you pack, 6) restructure the team, and 7) dont go it alone. The recommendations base on research are give upd in this report.The Grant CorporationThe pursual result analytic thinking report includes scenario of change management process at The Grant Corporation. The HRD at Grant Corporation indispensabilityed to expand to appreciation up with the growth of organization. Newly hired Director of HR, Julia Woodland suggested capital punishment of a HRIS system to deal with existing HR issues. But it was not successfully implemented. According to (Mackenzie, 2010), increasingly, the failure to successfully implement information systems stick out less to do with the hardware or software aspects of the new system and more to do with the skills of the change leader and the people and organizational issues tie in to the change. The cause of problem that arises at grant incorporation involves lack of leadership, dialogue, provis ion, change management, and training.Woodlands EvaluationJulia 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 find out she overlooked the fact that the success requires participation and commitment from whole areas of the firm. human Resource Information Systems Basics, Applications, and Future Directions (Michael J. Kavanagh Mohan Thite, 2008) states The Eight-Stage trade process(Kotter,1996), the steps are to attain a sense of urgency, recruit powerful change leaders, build a vision and effectively communicate it, remove obstacles, create quick wins, and fall apart your momentum. If Julia had followed this process, it could pack helped her to make the change part of the Grant Corporatio n.Required Individuals for budge ProcessIn 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 hard to get opposites to see and do things differently (Duck, 2001, p.27)Staffing Errors and Their ImpactThere 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 list people from organization in change process, she had unrealistic expectations, that her staff would gratifying the new system, there was lack of communication which created distrust among HRD, and which impac ted adversely on management commitment resulting in failure of implementation of HRIS. (Lorenzi, 2000) note 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 IssuesOrganizational civilisation is defined as a complex set of shared beliefs, guide values, wayal norms, and basic assumptions acquired over time that shape our thinking and behavior they are part of the social fabric of the organization-its genetic code. As such, kitchen-gardening drives the organization and guides the behavior of everyone in that organization-how 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 former 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 PlanIf I had been in Woodlands position I would have actual a communication plan that would have defined clear and compendious 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 ChangeReason for change, Vision for future, Plan for getting there, Believe change is accomplishable and clear expectations mustiness 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 qualification and to their role in the new vision for the future.TrainingIn this case training would help employees at to cope with organizational change by ena bling them understand why it happens, why it is needed and what it means to them and to organization. With straightlaced training employees would feel confident in using HRIS, and training would scale down their concerns, thus encouraging them to be a part of change.User word meaningThe 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 fault over to a new HRIS, their commitment, trust increases for the project. Woodland must watch 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 ReengineeringThe process reengineering is in effect(p) as this would allow the company to obtain its full return on investment (ROI). With reengineering they can gain fu ll potential of new system, sooner of just automating existing processes. The firm will alter their conservative processes to ordinate themselves with the new technology. (Michael J. Kavanagh Mohan Thite, 2008).Implementation Maintenance and SupportHR 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. effectivity and efficiency of system should be monitored. Ongoing communication and training is lively for proper maintenance and support of the system.CONCLUSIONThe 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 desire state as defined by its vision. (Michael J. Kavanagh Mohan Thite, 2008, p. 201).REFRENCESDuck, J. The change monster. New york confidential information Business.Hammer, M. 2002. Recharging your HRMS Workforce. 81(9) 38-41. (2002).Retrieved from http//gspa.nida.ac.th/load.phpLorenzi, N. . (2000). managing changeAn overview. Journal of the american medical informatics association, 116-124.Mackenzie, A. (2010). Chapter 8 consort Notes.htm.Michael J. Kavanagh, M. T. (2008). Human Resource Information Systems Basics, Applications, and FutureDirections. SAGE, 2008.