Lost to the new ERP system useful old-fashioned methods
In the new system, using the old system used by the old method, will inevitably lead to failure.
In the new system, you want to continue the old system used the old method, rather than trying to learn more about and use the new system with new functionality, whether it is the world's top 500 companies spend millions of dollars to establish enterprise-class system, or Only one or two hundred small companies to establish their own systems, the result is the same: failure.
The following case describes a new system on-line business rush caused by the tragedy. This case shows that: In the new system implementation would also like to retain the existing system, when the old method is utterly impossible.
Within the original system a mess
Starpower in the world more than 5 million employees, they are not focused the world's largest manufacturers of employee information, one of the library. Thus, for companies to find out "how many employees," such a simple question, but also takes two weeks time, until they figure out the result, apparently this is no longer accurate in. Also, many of the related management processes, such as giving employees bonuses and stock options, etc., often need to spend 6 months time to complete the examination and approval, which will make HR (Human Resources) department of any strategic plan can play a role. This makes the company's basic management are faced with enormous difficulties, they are not only a lack of employee data analysis methods, but simply not meaningful employee data.
From a system point of view, Starpower is simply a mess. Over the years, the company's management is in fact doing its efforts to establish a number of targeted systems to meet the specific needs. Here are some of their existing internal systems: The
Starpower maintains more than 15 different local HR and pay management system;
Even if some important employee data, its storage systems are separate from. For example, a system to save the situation with the staff awards, and reward information is stored in another system;
Many managers keep a number of individual forms and an independent database, which includes staff skills, training courses and job preferences and other information;
In the major legacy systems, end-user to do five times for each HR and pay management operations, there will be three times is to return a failure, in other words, Starpower manager’s use the system will be a waste of 60% of the time.
One can imagine that with such a confusion of data, and the preservation of these data, different systems, many reporting requirements were eventually brought together to the IT department. Such a request is bound to repeat many times, for reporting the required data simply can not meet the needs of their ideal. Even IT departments to deal with very properly, these data also appear inconsistent, even more worse, they may also result in missing or even wrong, to play a misleading role in operations management.
In the 20th century, the late 90's, Starpower finally decided to proceed with the implementation of global ERP (enterprise resource planning) systems. They do not want to be done overnight, but rather do a good job for a phased implementation of the preparations. Starpower chose Jordan Consultants as its technical and functional support to the vendor. |
