OL 667 2-2

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Southern New Hampshire University *

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667

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Information Systems

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Jun 11, 2024

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docx

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Uploaded by christophermalcovish

2-2 CASE STUDY: HRIS CASE STUDY, PART I May 26, 2024 OL-667-X4121 Human Resource Info Systems 2-2 Case Study: HRIS Case Study, Part I Christopher Malcovish Southern New Hampshire University

2-2 CASE STUDY: HRIS CASE STUDY, PART I 2 What are the major issues presented that affected the time and scope of the project? The project faced multiple significant issues that impacted its timeline and scope. One major problem emerged from the selection of the project oversight team. The chosen team members deprived of crucial knowledge in essential functions and had no experience in integrating HRIS, particularly with a US-based platform. The team, based in London, not only lacked familiarity with US software but also demonstrated unprofessional behavior in the workplace. The situation saw partial improvement when Jamie joined as a consultant. Jamie brought the essential experience needed but depending on one consultant for all US operations turned out to be a poor choice. This shortfall in the project management team caused delays in the HRIS integration because the US support team needed more information that wasn’t easily accessible. The overall deficiency in expertise and experience led to poor project management, subsequently driving up costs and resource usage to correct the errors made by the inexperienced team. Another critical problem arose when the global HR Manager and HR IT support manager faced intricate technical issues that they found difficult to grasp, as explained by the project team leaders and designers. The absence of a senior analyst in meetings allowed the project team to frame issues from their own biased viewpoint, resulting in further delays when many approved proposals proved unworkable. This lack of transparent and effective communication, combined with the absence of senior analytical oversight, exacerbated the project's extended and troublesome implementation. Payment issues led to near-crisis situations, severely affecting employee morale and productivity. Additionally, delays in reporting and payroll became a significant problem during the integration process. These delays were primarily due to poor communication and cooperation

2-2 CASE STUDY: HRIS CASE STUDY, PART I 3 with the US-based consultants, causing critical payroll and reporting functions to fall behind schedule. The budget was further strained by the unexpected need for additional encryption software and extra training for the technical team. Inconsistent coding during reporting, such as US employees being labeled "on-leave" while European counterparts were labeled "active" per HR Revenue and Customs, also contributed to the issues (Bartlett II, Bartlett, & Gusdorf, 2008). What are the minor problems that affected the integration? A significant challenge affecting the integration was the time zone disparity between the London and U.S. teams. The integration process started with pinpointing the differences between the European and U.S. systems and documenting the existing processes. The design analyst often needed to consult with the U.S. team, but the time difference typically caused delays of at least 24 hours. These delays impeded the overall progress of the integration, highlighting the inefficiencies caused by the time zone gap. Another issue that persisted was the language barrier, despite both teams speaking English. Differences in spelling between American and British English, such as "center" versus "centre," led to inconsistencies in data entry. The London project group preferred British English, which created minor conflicts as the systems needed to standardize on one version. Moreover, there were complications with the employee self-service feature of the HRIS, particularly concerning which data employees were permitted to update online. This issue predominantly impacted U.S. employees. For instance, employees couldn't update their addresses via the self-service portal, which posed significant problems when they relocated to another state. Such moves often necessitated adjustments to their health plan selections or tax information. The system lacked the configuration to accommodate these types of updates, leading to considerable inconvenience and inefficiency.

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