HI,
I HAVE RECENTLY DEVELOPED INTRANET FOR MY COMPANY.
THE QUESTIONS THAT ONE NEEDS TO PONDER ABOUT PRIOR TO SEETING UP INTRANET ARE
WHAT IS THE PURPOSE OF INTRANET
WHAT TECHNOLOGY IS GOONA BE USED TO DEVELOP THE SAME
WHAT IS THE MEANS TO ACHIEVE THE TARGETED RESULTS FROM SETTING UP INTANET
THE MAIN PROBLEM OF INTANET IS NOT TO LAUNCH IT, BUT MAKE THE SAME , TO BE USED BY THE EMPLOYEES , THE BEST WAY TO OVER COME THE PROBLEM IS TO MAKE INTRANET EMPLOYEE FRIENDLY AND ONLY WAY TO MAKE INTRANET FRIENDLY IS TO ADD A BIT FOR FUN FACTOR AND THUS MAKE THE EMPLOYEES ADDICTED TO THE SAME.
I AM ADDING A ARTICLE BELOW, HOPE IT WILL HELP YOU AND ALSO YOU CAN VISIT THE LINK BELOW MENTIONED
THANK YOU
OCTAVIOUS
<link no longer exists - removed>
Intranet Implementation Tips
Gain the support of key people in the organization. Show them how they can benefit from technology by controlling content.
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Six general guidelines from the Mayo Clinic's experience in getting an intranet in place:
1. Know the business reason for your company's intranet.
If there is no real business need for an intranet, the effort will not receive management support or funding and will eventually lead to a disappointing failure. This may appear to be stating the obvious, but a common mistake is to jump on the intranet bandwagon with no overriding business necessity.
The lesson is to clearly state the goals of developing the intranet and keep those goals business-related and realistic. For example, "to become paperless" is not a realistic goal for many companies, especially if there are employees who don't have computer access.
At Mayo we support two systems -- one electronic and one paper. The biggest hindrance to becoming paperless has been that 60 percent of Mayo's workforce does not have computer access. The organization has used kiosks, but with limited success. Management now realizes that some processes may always need paper, but the volume of it can be significantly reduced. One exception is a Web-based class registration system that completely eliminated paper registrations. However, IVR and e-mail registrations supplement the Web system.
In addition to being "business focused," effecting cost savings may not be realistic in many cases. Initially, Mayo Web teams were confident that they could realize a large ROI from the Web investment, especially after reading success stories in industry journals. However, this never materialized, largely due to unrealistic expectations.
After reading Robert Buchanan and Charles Lukaszewski's book, Measuring the Impact of Your Web Site, teams could quantify costs. Surprisingly, by using cost avoidance measures, Mayo is starting to see intranet cost savings come true. The intranet has found its financial value via cost savings through efficiency and employee self-reliance.
2. Gain the support of key people in the organization. Show them how they can benefit from technology by controlling content.
When implementing any new technology, the right people must be selected for the design phase. Subject matter experts (SMEs) usually know the types of information to include. These people need to be teamed with technology experts to suggest ways to provide this information online. The SME needs to feel in control of the content and the technology expert is simply the facilitator.
Responding to the SMEs needs (e.g., reducing frequent employee inquiries) ensures that the intranet will gain the support of key people. This support, in turn, results in a significant time and cost savings for the HR staff such as reducing phone calls and e-mails.
3. Form a steering group to foster communications and add direction.
SMEs need to have ownership of the site for it to be successful. Group members need to work together to determine what should be offered, remembering both the department's needs and its customers as well. Good communication among group members, management and customers is essential. Group work implies compromise and members need to understand that some of their ideas will not be chosen. Real benefit comes from consensus and group ownership of what goes onto the intranet.
4. Start with some easy winners, and then expand to the more complex.
A common mistake is trying to do too much too soon. Start slowly and get comfortable with the tools that you have to ensure long-term success. Team members need to constantly seek direction from users regarding what they want most while remembering that everyone's needs will not be met. Job postings were started with static pages and manual processes.
These processes were automated and are now database-driven. HR gave employees the information they wanted, which drew people to the site. Over time, HR developed techniques to save time and effort and more complicated workflow applications can now be addressed.
The Web has the potential to save time for internal staff, too. Starting with a simple process that helps eliminate paper can result in an early win. With relative ease, existing paper forms can be made "electronic." From these forms, the next logical step is to design interfaces directly into your HRIS, a much more complex process, but with huge potential for timesavings.
5. Build interactivity.
Michael Burgoon, in his writings on human communications, states that most people are "reading-resistant," meaning that although they can read, they don't want to, because reading requires some work on their part that they would prefer to avoid. Practically speaking, this means that developers need to build benefits into the site that make employees want to investigate, probe, and experiment and learn.
For example, Mayo's intranet can "model" W-4 wage statements on deductions so employees can experiment and see the effect that exemption changes will have on one's paycheck. "Ask HR" allows employees to send questions directly to human resources.
6. Recognize that a dedicated staff of employees is needed to support the site.
The intranet may not lead to a staff reduction; in fact, organizations may need to add staff. However, the intranet should help employees become more effective and save companies money. Human resource departments have the core knowledge, but with the ever-changing technology, can't be both HR specialists and technology experts. Staff with Internet development experience needs to be hired.
One way to supplement technical knowledge while new staff is being trained is to use interns to do site programming. Students bring technical competence and new ideas, but often don't understand the company's business needs or corporate culture. Interns should be paired with experienced staff members who can mentor them and create a win-win partnership between their technical knowledge and the company's business needs.
By Jay Fernández, an IT liaison in the HR department at Mayo, and Dr. Bijoy K. Khandheria, a cardiologist who chairs Mayo's information and technology group. Mr. Khandheria can be reached at khandheriamayo.edu
. From IHRIM's "e-Work Architect: How HR Leads the Way Using the Internet."
Administration Module:
Allows administrator to maintain employee database, give administrative rights to selected users, define up to six main menu options (in addition to main menu options provided by Intranet: Home, Administration, Tools and Log Out) and submenu options and publish pages, publish and manage News section, manage File Repository and Conduct Opinion Polls.
Discussion Forum:
Administrator (s) can initiate new forums for discussions and all employees with access to this feature can participate in the discussion. Helps know employee views, brings up new ideas and keeps mind active on important matters.
Employee Directory:
Immediate access to contact information, know colleagues better.
File repository:
Create folders and upload useful electronic documents. Provides instantaneous access to useful documents to employees whenever required. Saves employees from searching though the "mail jungle" to look for documents and ensures access to latest documents
News:
Publish news related to the organization.
Chat:
Utility for "chatting".
Birthday wishes:
Employee feels happy when they see their names on a day of the year every one should be wishing them - Happy Birthday wishes come up automatically on the home page.
Thoughts:
Good thoughts get displayed on the home page on every access.
Survey:
Conduct opinion polls on various issues and quickly learn what employees think about it.
You can create up to six main menu options as per your organization's requirements and create submenus and publish pages. Some possible menu options may be:
About the Organization: Mission, Objectives, Goals
Products: Provide information on product groups and products of the company
Services: Provide information on services being provided by the company.
HR: Communicate al HR policies and rules and also provide electronic forms for
download. The downloadable forms can be provided in the file repository.
Support and Customization:
We will provide support by e-mail/fax/phone as needed.
The support will be provided from our Ahmedabad office.
We can provide additional functionality as desired by providing you further application development
support.
Licensing:
The Easy Life Intranet application is being provided on "right to use" basis. The intellectual property (including the source code) ownership remains with Adit Microsys. You will take all due care and ensure that the intellectual property rights of Adit Microsys are rightfully protected within your organization and outside by all your employees and all users provided access to the application.
Deployment and System Requirements:
The Easy Life Intranet application can be implemented either on a web server or on an internal network. In either case, we will require Microsoft Internet Information Server (IIS) running on the server where Intranet application is to be installed. If the implementation is on an external web server, you will need to provide Internet access to all users of Intranet.