Creating the cause of a sense of accomplishment
In the ERP ahead with the project, the project team's technical staff to play the role of prayer and ascetic in all departments for training, guidance and a lot of persuasion, to pray for operations staff familiar with the system as soon as possible, and used to put up with to Since the various aspects of discontent and dissatisfaction. Once the project application be successful, they regard the contribution of various sectors of football in his head, ignoring the contribution of IT staff, which contrasts widespread in the enterprise. The success of ERP project implementation, corporate IT personnel owe, and they want to learn a lot of knowledge, and much hard work, creating a sense of accomplishment is the enterprise to keep people cause a very important aspect.
Through the successful implementation of the project, CIO has been tempered, not just a technical leader, also equipped with communication skills and good business knowledge for the future of information technology strategy and business strategy and lay a solid foundation for integration, when the CIO should be a corporate decision-making centers. Successful implementation of our enterprise, this has also created a number of information technology specialists, by corporate ERP Expert Group recommended to the provincial team, which is business-to-ERP talent level of understanding and attach importance to be separated from their the cause of a sense of accomplishment not only within the company, but also to be reflected in the community, a sense of accomplishment with this cause people are not easily leave.
ERP implementation strategy after the success of the information
ERP system put into operation, often produce a kind of IT staff focus from early research, analysis and design, development, training transferred to the illusion of routine system maintenance, which is not correct, is that the enterprises common problem, in fact, , ERP applications are endless. Due to the lack of communication, ERP practitioners do not know what the future enterprises also need them to do, without the opportunity for continuous learning and improvement, fearing devaluation of knowledge and experience, resulting in a professional sense of loss and workplace frustration, the confusion in this inaction, the gradual cultivation and accumulation of the motivation to leave, once the irrepressible lure of high salaries and their own values reflected departure became inevitable.
Information technology building is in a "knowledge accumulation, elevated," or gradually improved and high-level application process. The initial application is to adapt to existing business process models, with the success of the application, businesses can go from passive to active business requirements of information technology strategy formulation and implementation of Haier's supply chain and customer relationship management system, a computer support system the success of the enterprise's business strategy has been successful. At this point the work more challenging and initiative is a higher level applications this application will sublimate changes and exchange of IT personnel in a timely manner, you can motivate them to stay in business even better play to their talents.
Career transition
ERP is built around the promotion of business development, and implementation of the staff must understand the business needs of each department and work processes in order to develop reasonable and effective implementation plans. Throughout the implementation process, they learned the business knowledge and information-based applications really are. To the knowledge of this compound talents preservation and value-added, to create greater value to the enterprise, an effective strategy is to push them to the specific operational positions, to form a career conversion, this conversion is not only professional roles can remain live talent, while also allowing the business development and strategy implementation and information technology closely together.
ERP Talent mobility motivation is multifaceted, with the overall social environment and business to create value for their self-awareness, in the enterprise status and effects. In human capital and intellectual capital could not match the circumstances, in order to retain qualified personnel should be from the corporate ERP strategy and talent management efforts. Enterprise ERP brain drain has its own distinctive characteristics, is also a multifaceted approach to retaining talent, and in their overall human resources strategy based on the framework, for the case to have their specificity. |
