7.5 ERP Implementation If the implementation consultants, vendors, and workers work together to achieve the overall objectives of the company or organization, it will lead to a successful implementation. So, the success of implementation of ERP depends on how close they work. The implementation consultants have to understand what the users need, understand the business realities prevailing, and design the business solutions keeping this in mind. It is the users who will be driving the implementation and therefore all the factors mentioned above need active involvement at all stages of implementation to make the implementation successful. We should remember that ERP is just an enabling tool, which makes one do his/her work better, which naturally needs additional efforts.
In such an environment communication among the individuals and departments is crucial to ensure the organization achieves its goals. Effective communication is decisive for any organization as it helps it perform various tasks and activities. Communication plays a key role in activities such as employee management, product development, customer relations, and virtually every other aspect of running the business (Neves & Eisenberg, 2012). Communication directly contributes to the enhanced performance and thus the success of the institution. Through communication members of the company can get information on which tasks to perform and how best to go about this.
Likewise, employees’ feeling of job satisfaction has been reviewed in comparatively with a specific dimension of organizational culture and leadership. In organizations that are flexible and adopt the participative management type, the latter are more possible to be satisfied, resulting in the organization’s success. Although the leader creates the culture predominantly, but he or she is the one who progresses through this process and so are the leadership tactics that he or she applies. In accordance to the leadership, there are two major types of leadership in organizations that influence the employee’s job satisfaction, which are: the transactional and the transformational leaderships. The transactional leaderships are the ones who act within the frame of the dominant culture; the transformational leaderships work towards change and adaptation of the culture to their own
• Harvard Model Is a strategic human resource management plan which focuses on the four main aspects of human resource policies. The four, consist of Employee influence, Human resource flow, Reward system and Work system are the guides for managers to delegate levels of authority, manage power and responsibility. In the human resource flow the managers will have a clear path forward on how to select high performance individuals for promotions and how to recruit the best people in the organization. Also, a reward system was in place to motivate individual perform more on their roles and unleash their full potential and lastly, a work system is in place to make sure that every work are aligned within the organization. These policies were made
According to Boudreau and colleagues, a model of efficiency metric will measures the cost of work-life balance programs to determine the return on investment (ROI). While that is an indicator of how work-life balance programs affect the capacity and actions of employees in targeted talent pools, the other type of measurement concentrates on the real impact of work-life balance programs on organisational performance by measuring the value added to the organisation by a work-life balance program (Bardoel et al. 2008, p. 243). There are several key factors to be considered in measuring ROI of WLB programs, such as audience, culture, designing the data collection process, integrating findings and making projections and identifying the company’s primary goals. Recommended by Lockwood (2003, p. 6-7), the best five keys areas to consider in term of performance measurement are employee time saved; employee retention; increased motivation and productivity; absenteeism; and decreased health care costs and stress-related illnesses.
It helps to reorganization the whole structure of the organization and the management. It also influences the individuals to discuss the innovative and the creative ideas with the management to adopt the change effectively. Through the complexity theory the business, organization sets the best pattern. In this stage the business organization, adopt various models for implementing the strategic changes in the organization. Through complexity theory, the business organization can grab various opportunities and solve every kind of problem that the business organizations face.
This people are more attracted to logically sound theories than approaches based on practical value. This learning style are important for effectiveness in information. In informal situations, people with this style prefer readings, lectures, exploring analytical models and having time to think things
To be effective a culture must not only be efficient, but appropriate to the needs of the business, company and employees. On the other hand, Job satisfaction can be understood as a response which cannot be seen but inferred to a situation. Job satisfaction shows our attitude towards the job and is associated with the outcomes and expectations. According to Locke (1991),
• For the conventional project management systems the Proactive toolthat is assisted for communication and collaborative replacement of the rigid algorithms • A central database that is provides current auniform planning information for the all project members who are working under the project– even between companies and across locations • Clearly the responsibilities which are allocated and interfaces promote the transparency and the currency of information, thus they ensuring improved planning and the reliability quality • Project management are defined by top-down planning framework by defining important milestones that are used and key data. Project members have to plan their work and the scopes independently, confirm that specified requirements that have been fulfilled, and assume that they taken direct responsibility for coordination with the help of other
While the third step involves how effective are they in evaluating the employee performance. Finally, the last step gives feedback to the employees. Organizations calculate an overall productivity score as a summation of the performance scores of all these factors. The main advantage of result-based approach of performance measurement is that it converts strategy into operations with a more holistic view. It takes into consideration the external environment of the job such as like customers and learning and growth.