Change Management During HRIS Implementation (article 1)

 










Change Management focuses on the human side of change, which is typically the most difficult and crucial aspect of a company's transition. Of course, putting in place a new HR system comes with its own set of technological hurdles, but getting your employees on board might be the difference between success and failure. That's because the success of your new HRIS will ultimately be determined by how well your employees accept it.

Successful change management relies on four core principles:

  • Understand Change.

  • Plan Change.

  • Implement Change.

  • Communicate Change.

Fear of the unknown and its possible repercussions, as well as rejection, is a normal and human response to change. Changing a system or process runs the risk of sacrificing "a known present for an unknown future." We are afraid of losing acquired information, methods, or even authority on some subjects. (Tugela People, 2022)

Because the present process or program may be inefficient or difficult to use, some employees will welcome the change. Others may choose to keep things as they are. You may also have new employees who haven't had much experience with the old system and are less concerned about how the new system would affect their day-to-day job.

When starting a new project, one of the most critical factors is communication. You must explain why you are making the change, how it will affect them, and why they should care for all workers and stakeholders touched by the change. Rumors and assumptions will emerge in the absence of open dialogue. These may or may not be true, but until you tell them differently, people will talk about them and believe them. If the change will have an impact on employees, let them know early on how it will affect their jobs and what the firm plans to do with them. Will they be given a new job? Is their job going to be eliminated? (St-Jean, 2019)

Also, keep in mind that the individuals that implemented the present system can still be employed by the organization. Avoid pointing out all of the shortcomings of the present HRMS and instead concentrate on the advantages of the new one. Instead of being dissatisfied or furious that the system they worked on is being replaced, you want these stakeholders to welcome the new system. (St-Jean, 2019)





References

St-Jean, E., 2019. techtarget.com. [Online]
Available at: https://www.techtarget.com/searchhrsoftware/tip/Change-management-strategies-for-HRMS-implementation
[Accessed 14 04 2022].

Tugela People, 2022. hrtech247.com. [Online]
Available at: https://hrtech247.com/why-is-change-management-essential-to-an-hris-project/
[Accessed 14 04 2022].

Comments

  1. Achinda GamageMay 1, 2022 at 6:31 PM

    Under " Understand Change " - To successfully promote the benefits of the change, need to raise following questions,

    1. Why you need to change. What are your key objectives?
    2. What will the benefits of the change be to the organization?
    3. How will it impact people positively?
    4. How will it affect the way that people work?
    5. What will people need to do to successfully achieve the change?

    It can also be helpful to think about what the negative outcomes of not making the change would be. (Mindtools, 2009)

    ReplyDelete
  2. K.DulanjaleeMay 27, 2022 at 9:51 AM

    These are the main steps in the change management process.
    Prepare your company for change...
    Create a vision and a change strategy.
    Changes must be implemented.
    Changes in company culture and practises should be embedded.
    Review and analyse your progress.

    ReplyDelete
  3. SudarshanaMay 27, 2022 at 1:12 PM

    With all HRIS implementation projects, managing change is just as important to get right as the technology itself. While change is inevitable, it must be managed proactively to ensure the smooth transition from 'old to new' as well as the longevity of the new system.
    With all HRIS implementation projects, managing change is just as important to get right as the technology itself. While change is inevitable, it must be managed proactively to ensure the smooth transition from 'old to new' as well as the longevity of the new system.

    HR, as a change agent, plays many roles that are key to a change being completed successfully and achieving the desired outcome. This includes being an advocate for employees during change, providing vital answers to clear up confusion, and ensuring employee training is adequate to support the project goals.

    ReplyDelete
  4. Rumesh AbeyrathneMay 28, 2022 at 12:41 AM

    Change management requires constant communication, from letting people know about a change to getting feedback on how things are going. To help reduce stress and anxiety about a change, it's important for HR staff to explain how the change will affect staff members and the company as a whole in the long run. This is also applicable to even when introducing an HRIS system to the organization.

    ReplyDelete

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