Problem #1 – Failure in managing change
Over the years, the size and infrastructure and complexity of organisation s have increased rapidly and the level of enterprise has risen. It is not as easy as it was before, to manage an overall change in the organisation. Organisation s have to be able to manage and keep track of how employees are responding and reacting to the change in the organisation. Most of the time, this is overlooked and problems occur.
One way to improve this is by assessing the impact a given change will have on the employees and the organisation as a whole. One such assessment is the Discovery Learnings Change Style Indicator. By assessing these results an organisation can make a decision on how to manage the change depending on the forecasted impact. Also, communication with the employees is an essential. The change within the organisation must be understood by everyone and the only way to ensure this is to communicate with them. This way, any problems that occur can be successfully dealt with. Training is also helpful when it comes to dealing with change. Pre and Post implementation training will help the organisation manage the change.
Problem #2 – Failure in defining and validating quality.
Good decisions are made depending on quality information. The information should be valid and up to date and taken from a reliable source. However, validating and cross-referencing quality is low, especially in relation to Human Resource. If the quality of data is poor, misinformed decisions are made and there are operational inefficiencies. This in turn damages the brand and lowers the customer satisfaction and it could lead to the worst level which is a drop in revenue.
This could be overcome by defining certain policies that define data entry. They should also depict how the data should be validated, which vendors will be used and how corrections of the data will be made.
Problem #3 – Failure to plan
The stakeholders of the system need different types of information in order for them to complete their tasks. Because there are so many stakeholders, organisation s fail to gather each stakeholder’s requirements and ultimately produces a diluted product. The most effective way of going about this is to identify requirements not only on a micro level but at a macro level scale as well. Organisation’s usually looks past the macro level and therefore fail to recognise strategic benefits that data systems can bring.
In order for this problem to be solved, the organisation has to identify stakeholders, business needs and strategic goals before coming up with any solution. They should also avoid integrating poor processes into the HRIS. Time ad care should be taken to assess your current process and assure that all procedures are optimal.
The Bottom Line
As the number of organisation s increase, the investment on HR technology is increasing at a rapid rate. Most of the organisation s are now realizing the impact it has on its biggest asset – employees. Organisation s have to be careful when investing in HRIS software as to overcome the above mentioned problems.
