ERP implementation in the country caused the high failure rate eBrain attention. Based on the analysis of a number of ERP case, we believe that the lack of a well-functioning ERP flow control system is the important reasons. On the ERP, the internal process management should not only relax, but more should be strengthened.
Development of ERP post job descriptions In the ERP process, each operation position is responsible for the different processes scattered in the middle, and ERP operators for their entire ERP process should be what should be done, the negative which lack a clear understanding of responsibilities. This will result in the operator encountered a problem only in the ERP process is only supposed to read the document, rather than be able to ERP process rules and norms into the work. ERP operational posts for the development of a complete set of ERP job description is an effective way to solve this problem, but also to develop ERP assessment an important source of KPI targets and reference, but also more conducive to the smooth implementation of the examination system. Suppose we have listed the monthly AP accounting ERP system should be what to do, pay attention to what matters, in the end of assessment, as long as checks to these responsibilities is complete, completed how can one argue that an objective, impartial examination results . As far as the assessment people, make it easier to enhance their job performance.
KPI indicator system to establish ERP Posts ERP as a means of flow control, ERP performance appraisal process should use the KPI (Key Performance Indicators) assessment methods. KPI should be derived from the ERP process, as well reflected in the post job descriptions. KPI key performance since it is, number no more, generally a position suitable indicators 3-5. At the same time, KPI must meet the SMART principles, namely, S: Goals should be clear, so that assessment and those who were able to accurately assess the understanding of objectives; M: Goals should be quantifiable, indicators are quantitative or behavior-oriented, validation of these performance indicators, data or information is available; A: Goals can be achieved through effort, nor is the goal can not be too low and the high on the low side nonsense, high to achieve can not be; R: goals to reflect the job responsibilities, not those who have been assessing the scope of job responsibilities, do not set goals; T: Goals should be time-bound, to be completed within the stipulated time, when the time comes, we must look at the results. Follow the SMART principles, process-based ERP system, ERP position for each set 3-5 KPI indicators, to form a complete KPI indicators.
Determine the method of assessment data sources For the performance evaluation, the most difficult ones being to develop an appropriate assessment methods, and specifically, is how to obtain an objective, impartial assessment outcome data, the lack of this step, the entire assessment out of the question. Be able to measure the objective, impartial assessment outcome data, can assess those easy to implement, to enable assessment are able to receive and be raised. Assessment of sources of data include the following:
1. From the MIS or IT department to track the data to extract ERP issues.
2. Under the Road to the evaluation data on the Road
3. ERP system report Data
4. Auxiliary form data, such as various types of paper application forms, etc.
5. ERP performance IT platform for tracking 6.
The establishment of specific assessment regulations ERP evaluation process to develop rules and regulations, the system mainly clear the following:
1. Assessment were - assessment of the executive departments: Human Resources Department or the Evaluation Commission
2. By examination who - all ERP users and related posts
3. Assessment Process KPI indicators of the content-ERP
4. Examination frequency - monthly assessment, quarterly assessment, annual assessment
5. Examination methods - assessment data extraction 6. Rewards and penalties - incentives linked to evaluation results
Enhance the mechanism for the formation of good feedback The purpose of assessment is to enhance the performance, a complete performance management needs to include "performance counseling" module. The so-called "performance counseling", that is, after the end of the assessment by the Human Resources Department or the Counseling and Evaluation Commission of organizational performance. "Performance counseling" the main contents and objectives:
1. The results of feedback: the examination results were fed back to the assessment of people, hear the assessment were the views of the examination results.
2. Issues: Through the performance interview, looking for a reasonable upgrade program.
3. Process Update: basic data maintenance personnel according to results of evaluation feedback solution to the problem by improving workflow system.
4. Knowledge accumulation: MIS department or related departments to conduct a comprehensive summary of the results of each assessment, and added to improve ERP knowledge base.
5. Training to upgrade: HR-related training and other departments to improve the content of induction training for new employees or older employees to conduct regular training.
|
