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Managing Organizational Change in HRIS Implementation Processes

Change Management One of the main reasons system implementation can fail is resistance to change by employees or stakeholders. Employees may be resistant to change because they are comfortable with the current system and are unsure about the new system. Other reasons for implementation failure include poor communication, inadequate training, lack of support from top management, and unclear goals.

There are several change management models that can be used during HRIS implementation. Lewin's Change Model involves three phases: unfreeze, change, and refreeze (Kavanaugh & Tarafdar, 2021). The unfreeze phase involves preparing the organization for change, the change phase involves implementing the new system, and the refreeze phase involves consolidating the changes and integrating them into the organization's processes and culture.

Kotter's 8-Step Model involves creating a sense of urgency, forming a coalition, creating a vision, communicating the vision, empowering others to act on the vision, creating short-term wins, consolidating gains, and anchoring new approaches in the organization's culture. This model is useful for managing large-scale changes and can be adapted to the HRIS implementation process (Thompson, 2014). The Action Research Model involves a cyclical process of planning, acting, observing, and reflecting. This model is useful for HRIS implementation because it allows for continuous improvement and can help to overcome any challenges that arise during the implementation process.

For the HRIS implementation, the Kotter's 8-Step Model will be employed to guide the process. The steps of the model will be adapted to fit the specific needs of the HRIS implementation. To create a sense of urgency, it is important to communicate the importance of the HRIS implementation and how it will benefit the organization. This will help to build support for the implementation process. Next, a team of stakeholders and key decision-makers will be formed to support the implementation process. This coalition will be instrumental in guiding the implementation process and ensuring its success.

A clear vision for the HRIS implementation will be developed, and this vision will be shared with the stakeholders and employees to gain support. To ensure the success of the implementation, employees will be provided with training and resources to effectively use the HRIS. The implementation will be done in stages, with each success celebrated to build momentum. This will create short-term wins, which will help to keep the implementation on track (Shaikh et al., 2021). Regular reviews will be conducted to ensure the HRIS implementation is on track and to make improvements where necessary. Finally, the HRIS will be integrated into the organization's processes and systems, anchoring it in the organization's culture and ensuring its success in the long-term.

Operational Phases and Technical Requirements of HRIS Deployment

HRIS Implementation Prior to the HRIS going live, several activities must be completed, including finalizing the HRIS vendor selection, defining HRIS requirements, customizing the HRIS to meet the organization's needs, training employees on how to use the HRIS, testing the HRIS, and converting data from the current HR system to the HRIS. The HRIS implementation team will be responsible for these activities and the HRIS implementation project manager will oversee the entire process (Shaikh et al., 2021).

The HRIS vendor will provide technical support and assist with customizing the HRIS to meet the organization's needs. The timeline for these activities is 2 weeks for finalizing the HRIS vendor selection, 4 weeks for defining HRIS requirements and customizing the HRIS, 2 weeks for training employees on how to use the HRIS, 2 weeks for testing the HRIS, and 4 weeks for data conversion from the current HR system to the HRIS.

Financial Evaluation and Strategic Justification of HRIS Adoption

Cost Benefit Analysis The cost benefit analysis for the HRIS implementation will examine the costs and benefits of the HRIS and determine whether the implementation is financially viable. The cost components examined will include the cost of the HRIS software, implementation costs, training costs, and ongoing maintenance costs.

The benefits analyzed will include increased efficiency and productivity, improved decision-making, improved employee satisfaction, and reduced manual processes (Shaikh et al., 2021). The dollar amount for each cost and benefit component will be estimated, and a timeline for when the organization will incur each cost and receive each benefit will be provided. The cost benefit analysis will provide justification for each decision made in listing the benefits, ensuring that the implementation is financially viable and in the best interests of the organization.