Hi
I am a student of MS Human resource management and I had a question regarding HRMS :
The HRMS project team has many issues to deal with once the system becomes operational. What are the several issues HRMS project teams face and how they may change over the course of the HRMS project ?
From United States, Fremont
I am a student of MS Human resource management and I had a question regarding HRMS :
The HRMS project team has many issues to deal with once the system becomes operational. What are the several issues HRMS project teams face and how they may change over the course of the HRMS project ?
From United States, Fremont
Hey
It seems you want us to give you an answer to your assignment :wink:
Well, HRMS implementation attracts many issues the first being CHANGE.
Since you have specifically asked about issues that comes operational once HRMS is implemented, I will restrict myself to that.
Frankly speaking, HRMS is considered successfully implemented only if there are no technical or acceptance issues.
Any HRMS application when finalised by an organisation requires top management's nod. This nod signifies the company is comfortable with the technology (J2EE, ASP.net or any other), the investment asked for , the scope and yield of the project. Once every thing is Okayed then actual implementation starts.
This is the point where many company realise the need to define employee roles more clearly. Defining the business rules in the system is the next challenge faced. Similarly the various work flows and related escalations need the approval from top management who then may discover the need to reengineer the organisation structure for good.
All the issues arise from "the HRMS readiness" of the company.
Another aspect is Change management. The executive who used to go directly to client's place by just informing his supervisor will now have to make a prior on duty request or make a past attendance (subject to approval) in the system. He may feel a part of his freedom is taken away.
We have to understand that Systems (be it HRMS, CRM or any other) bring descipline and more control of the work flows and thereby resulting into more control over people. It is the duty of HR to communicate and make people understand how these systems will help them improve their productivity and there by organisation's profitability. The change has to be managed Top down.
other issues that can arise are usually company and industry segment specific.
Cheers
Saurabh
From India, New Delhi
4It seems you want us to give you an answer to your assignment :wink:
Well, HRMS implementation attracts many issues the first being CHANGE.
Since you have specifically asked about issues that comes operational once HRMS is implemented, I will restrict myself to that.
Frankly speaking, HRMS is considered successfully implemented only if there are no technical or acceptance issues.
Any HRMS application when finalised by an organisation requires top management's nod. This nod signifies the company is comfortable with the technology (J2EE, ASP.net or any other), the investment asked for , the scope and yield of the project. Once every thing is Okayed then actual implementation starts.
This is the point where many company realise the need to define employee roles more clearly. Defining the business rules in the system is the next challenge faced. Similarly the various work flows and related escalations need the approval from top management who then may discover the need to reengineer the organisation structure for good.
All the issues arise from "the HRMS readiness" of the company.
Another aspect is Change management. The executive who used to go directly to client's place by just informing his supervisor will now have to make a prior on duty request or make a past attendance (subject to approval) in the system. He may feel a part of his freedom is taken away.
We have to understand that Systems (be it HRMS, CRM or any other) bring descipline and more control of the work flows and thereby resulting into more control over people. It is the duty of HR to communicate and make people understand how these systems will help them improve their productivity and there by organisation's profitability. The change has to be managed Top down.
other issues that can arise are usually company and industry segment specific.
Cheers
Saurabh
From India, New Delhi
Hi
Thanks for your reply. You are right to an extent . I am trying to get a few questions answered as that is what is rquired by us and we have a freedom to ask the experts.
You mentioned that once the HRMS is implemented there are issues of change and support of top management but the support is already there from the beginning right? when it is decided that an HRMS system is needed. What about time and scope issues and also data converison. I heard that when an HRMS is implemented there may be issues of data conversion that is the data is converted for tax realted issues but if something goes wrong in pay then the data conversion is not to be blamed. I am not sure of that but I guess that is what it says.
Thanks
From United States, Fremont
Thanks for your reply. You are right to an extent . I am trying to get a few questions answered as that is what is rquired by us and we have a freedom to ask the experts.
You mentioned that once the HRMS is implemented there are issues of change and support of top management but the support is already there from the beginning right? when it is decided that an HRMS system is needed. What about time and scope issues and also data converison. I heard that when an HRMS is implemented there may be issues of data conversion that is the data is converted for tax realted issues but if something goes wrong in pay then the data conversion is not to be blamed. I am not sure of that but I guess that is what it says.
Thanks
From United States, Fremont
Hi
Will take the questions one by one.
1.Of course, the purchase happens after top management is committed to it. What I meant was that once the project enters the implementation stage, Top management many times sideline themselves due to their other enguagements and HR has to manage change. My point is that if Top management extends its support , the change management will be lot easier.
2. Scope of the project is defined before final Purchase order is raised by the company.
Data conversion is usually not a problem. What you are talking about is the Payroll data... due care has to be taken while entering anything into the system. It's not just Tax related issues, every detail is of utmost importance.
What companies normally do is that they implement software scripts to transfer data from soft files to the system. But yes, possibility of human error is always there. System can reduce the errors to a level but ultimately it is humans who are running it.
No one can blame system for giving wrong output. Afterall it is Garbage In and Garbage Out.
Someone would have to take ownership of the errors as they donot occur normally
Hope that answers your query
Cheers
Saurabh
www.SmilesERM.com
From India, New Delhi
Will take the questions one by one.
1.Of course, the purchase happens after top management is committed to it. What I meant was that once the project enters the implementation stage, Top management many times sideline themselves due to their other enguagements and HR has to manage change. My point is that if Top management extends its support , the change management will be lot easier.
2. Scope of the project is defined before final Purchase order is raised by the company.
Data conversion is usually not a problem. What you are talking about is the Payroll data... due care has to be taken while entering anything into the system. It's not just Tax related issues, every detail is of utmost importance.
What companies normally do is that they implement software scripts to transfer data from soft files to the system. But yes, possibility of human error is always there. System can reduce the errors to a level but ultimately it is humans who are running it.
No one can blame system for giving wrong output. Afterall it is Garbage In and Garbage Out.
Someone would have to take ownership of the errors as they donot occur normally
Hope that answers your query
Cheers
Saurabh
www.SmilesERM.com
From India, New Delhi
Try and fill this questionnaire from the various companies and take out the ultimate soln....
From India, Pune
From India, Pune
Hi,
Dis discussion was very knowledgeable.If i m not wrong,U hv done MS in HR from US. I m a Software Professional in india.I m also planning to persue my career in the same field. Would you please let me know about the career prospects.Would u plz provide the list of colleges which offfer this course. Is it gud decision to go for MS in HR rather than MBA in HR.Although I m working in a s/w firm but i m not very much interested in techniocal stuff.
Well, I know i m asking too much:D. but i'll be really grateful to u if u provide dis...
Thnx in advance:p
From India, Mumbai
Dis discussion was very knowledgeable.If i m not wrong,U hv done MS in HR from US. I m a Software Professional in india.I m also planning to persue my career in the same field. Would you please let me know about the career prospects.Would u plz provide the list of colleges which offfer this course. Is it gud decision to go for MS in HR rather than MBA in HR.Although I m working in a s/w firm but i m not very much interested in techniocal stuff.
Well, I know i m asking too much:D. but i'll be really grateful to u if u provide dis...
Thnx in advance:p
From India, Mumbai
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