HRIS CASE STUDY

SUBMITTED BY:
SURANJAN SINHA
SHUBHAM VERMA
SHIVANI KUMARI
PRITI RAJ
1. WHAT ARE THE MAJOR ISSUES PRESENTED THAT AFFECTED THE TIME, COST
AND SCOPE OF THE PROJECT?
2. WHAT ARE THE MINOR PROBLEMS PRESENTED THAT AFFECTED THE
INTEGRATION?
 3. WHAT ARE THE CULTURAL ISSUES THAT ARE INTERWOVEN IN
THIS PROJECT THAT AFFECTED HR OR IT?

• The team assumed that the languages will be the same as both countries speak English. The future
discovery became problematic when it came to the grammar, vocabulary and pronunciation of words
using the languages between the different countries.
• The other major challenge that they faced were determining the kind of data that employees could
change online. The United States for example, allowed the changing of addresses as it could be positive to
benefits. Changes in Europe did not affect benefits such as taxation if the employee changed their. It was
not considered, and it turned out to be a major problem in completing the project.
• During the completion, it was determined that the project team needed more than one United States
Representative. The issue could have been solved at the beginning of the project but instead affected them
at the latter stages.
• There was the lack of communication from both sides too especially at the end where the two sides
were appraised differently. The organization should have taken note of the situation and appreciated the
two sides equally so that they could create a better environment to coexist.
Adopting a group in the organization to serve as a “cross border” team to break down these barriers and assist and
guide the managerial challenge they have to face. This might affect the organization in the future when the London HRIS
has to work now with the United States based HRIS. It could alleviate tensions as the Americans will feel that they are
appreciated than their counterparts in London.
 4. WHAT TYPE OF EVALUATION/CLOSURE WOULD HELP IN THIS
PROJECT?

 The kind of evaluation approach or tool that would assist in this project is Performance evaluation and review
technique (PERT).
 The method analyzes tasks that are involved in completing a given project, the time needed for each task, and the
minimum time that is required to complete the total project.
 The project lacked all these and was disoriented and did not follow time in completing different tasks.
 Tasks were allocated randomly, and the team was not guided by a tool that would have helped in ensuring that they
managed to finish all the processes at a given time.
 It would have also been easier to understand some of the flaws available and make adjustments.
 However, this project did not have any of these and ended up dragging up to three months late of the set deadline
by the organization.
5. WHO SHOULD BE INVOLVED IN FUTURE GLOBAL INTEGRATION PROJECTS?
WHAT SKILLS SHOULD TEAM MEMBERS HAVE ?

 In the future global integration projects, the organization should play close attention to
the selection of team members for the project as wrong selection of team members can
lead to similar project related problems in the future as well.
 In terms of involvement for the future projects, a well balanced team comprising of
experienced team members from both technical, business and project management side
should be involved in the future.
 The team members should posses complementary skills that fills all the requisite gaps in
terms of skill set requirements for the project.
 Assign Oversight and Support Responsibility to a Senior Manager.
 Use Rigorous Project Management and Seasoned Project Leaders
 Allocate Resources on the Basis of Capability, Not Availability
 Limit the Number of Subcontractors and Partners
Team Members should have following skills:

 Basic project management  Problem solving

 Scheduling  Conflict resolution
 Estimation  Transformative conversation
 Task management  client management
 Basic analytics
6. IF YOU WERE TO CREATE SOME OF YOUR OWN “LESSONS LEARNED,” WHAT
MIGHT THEY BE AND HOW WOULD THEY AFFECT FUTURE PROJECTS?

 Lesson Learned #1: People and culture first. Business process design second.
Technology third.

 Lesson Learned #2: Prepare the vendors and your own team for Demo Days.

 Lesson Learned #3: Understand where the holes are: data ownership, policies for
data sharing and policy questions