Hi, I am a student of MS in 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 may they change over the course of the HRMS project?
From United States, Fremont
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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 may they change over the course of the HRMS project?
From United States, Fremont
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Hey,
It seems you want us to give you an answer to your assignment 😉. Well, HRMS implementation attracts many issues, the first being CHANGE.
Since you have specifically asked about issues that come 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 finalized by an organization, 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 everything is okayed, then actual implementation starts.
This is the point where many companies realize the need to define employee roles more clearly. Defining the business rules in the system is the next challenge faced. Similarly, the various workflows and related escalations need the approval from top management, who then may discover the need to reengineer the organization 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 the 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 discipline and more control of the workflows and thereby resulting in 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 thereby the organization'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
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4It seems you want us to give you an answer to your assignment 😉. Well, HRMS implementation attracts many issues, the first being CHANGE.
Since you have specifically asked about issues that come 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 finalized by an organization, 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 everything is okayed, then actual implementation starts.
This is the point where many companies realize the need to define employee roles more clearly. Defining the business rules in the system is the next challenge faced. Similarly, the various workflows and related escalations need the approval from top management, who then may discover the need to reengineer the organization 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 the 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 discipline and more control of the workflows and thereby resulting in 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 thereby the organization'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
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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 required by us, and we have the freedom to ask the experts. You mentioned that once the HRMS is implemented, there are issues of change and support from 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 conversion? I heard that when an HRMS is implemented, there may be issues of data conversion for tax-related matters, but if something goes wrong in pay, then the data conversion is not to be blamed. I am not sure about that, but I guess that is what it says.
Thanks
From United States, Fremont
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Thanks for your reply. You are right to an extent. I am trying to get a few questions answered as that is what is required by us, and we have the freedom to ask the experts. You mentioned that once the HRMS is implemented, there are issues of change and support from 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 conversion? I heard that when an HRMS is implemented, there may be issues of data conversion for tax-related matters, but if something goes wrong in pay, then the data conversion is not to be blamed. I am not sure about that, but I guess that is what it says.
Thanks
From United States, Fremont
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Hi,
Will take the questions one by one.
1. "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?"
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 engagements, and HR has to manage change. My point is that if Top management extends its support, the change management will be a lot easier.
2. "What about time and scope issues and also data conversion? I heard that when an HRMS is implemented, there may be issues of data conversion, that is, the data is converted for tax-related issues, but if something goes wrong in pay, then the data conversion is not to be blamed."
The scope of the project is defined before the 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, the possibility of human error is always there. The system can reduce the errors to a level, but ultimately it is humans who are running it.
No one can blame the system for giving wrong output. After all, it is Garbage In and Garbage Out.
Someone would have to take ownership of the errors as they do not occur normally.
Hope that answers your query.
Cheers,
Saurabh
[Link: www.SmilesERM.com]
From India, New Delhi
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Will take the questions one by one.
1. "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?"
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 engagements, and HR has to manage change. My point is that if Top management extends its support, the change management will be a lot easier.
2. "What about time and scope issues and also data conversion? I heard that when an HRMS is implemented, there may be issues of data conversion, that is, the data is converted for tax-related issues, but if something goes wrong in pay, then the data conversion is not to be blamed."
The scope of the project is defined before the 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, the possibility of human error is always there. The system can reduce the errors to a level, but ultimately it is humans who are running it.
No one can blame the system for giving wrong output. After all, it is Garbage In and Garbage Out.
Someone would have to take ownership of the errors as they do not occur normally.
Hope that answers your query.
Cheers,
Saurabh
[Link: www.SmilesERM.com]
From India, New Delhi
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Try and fill this questionnaire from the various companies and take out the ultimate soln....
From India, Pune
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From India, Pune
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Hi,
This discussion was very knowledgeable. If I'm not wrong, you have done an MS in HR from the US. I'm a Software Professional in India. I'm also planning to pursue my career in the same field. Would you please let me know about the career prospects? Could you please provide a list of colleges that offer this course? Is it a good decision to go for an MS in HR rather than an MBA in HR? Although I'm working in a software firm, I'm not very interested in technical stuff.
Well, I know I'm asking too much, but I'll be really grateful to you if you provide this.
Thanks in advance.
From India, Mumbai
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This discussion was very knowledgeable. If I'm not wrong, you have done an MS in HR from the US. I'm a Software Professional in India. I'm also planning to pursue my career in the same field. Would you please let me know about the career prospects? Could you please provide a list of colleges that offer this course? Is it a good decision to go for an MS in HR rather than an MBA in HR? Although I'm working in a software firm, I'm not very interested in technical stuff.
Well, I know I'm asking too much, but I'll be really grateful to you if you provide this.
Thanks in advance.
From India, Mumbai
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Change Management.ppt