Human Resources Information Systems --

Human Resources Information Systems -- Stage

Human Resources Information Systems Business Case

Cincom Systems' greatest competitive strength is the innovative new product ideas engineers create, the exceptional and creative marketing campaigns to launch and sell new systems and solutions, and the "Whatever it Takes" attitude of customer service teams in providing exceptional support to customers. Being able to manage all of these teams to a commons strategic vision is critical to the future growth of the company. To support and strengthen strategic plans being transformed into reality, Cincom needs to consider an enterprise-wide Human Resources Management Systems (HRMS). Being able to consistently measure employee performance, consistently manage talent, measure and evaluate recruiting programs, uniformly manage benefits and payroll while staying in compliance to government compliance laws is crucial for the growth of Cincom. The intent of this business case is to evaluate how Cincom can become more competitive through the adoption of an HRMS that would be global in scope.

Risk Assumptions

Within any large-scale enterprise system implementation there are risks, with the greatest being a lack of adoption of the new system. In uncertain economic times, this becomes even more of a concern as employees become concerned for their own jobs. The risk assumptions to Cincom of potentially adopting an HRMS system for managing their global workforce are first that the globally the incongruities in performance management will become even more known. To alleviate this risk it is critical that intensive Business Process Management (BPM) and Business Process Reengineering (BPR) be completed to ensure the processes in place are as efficient as possible before automating them. Our firm will work closely with Cincom Systems' designated project leaders and team to ensure this happens. A second risk is that of designing a system so complex no one will be able to use it. Our system designers and developers will work in conjunction with your system analysts and actual users of the system to ensure it meets your specific requirements. This will be done to ensure the system being implemented is exactly aligned to the needs of those human resource specialists using it. We're also recommending that the entire system be accessible over the Internet, so that Web-based interfaces can be used for ease of training and accessibility as well. Our firm has expertise with security and encryption and will have a thorough security plan presentation review for you if you choose to implement this system.

Key Assumptions

The following are the key assumptions of the proposed HRMS. First, it is assumed that initially you will choose to pilot the new system in the United States only and work to define the specific compliance objectives, reporting formats and reports, and processes for aligning compensation and performance management. Second, the assumption of a phased roll-out in each of the global geographies of Cincom makes the most sense, concentrating on localization of languages and variation in key human resources processes by region prior to the formal introduction of the system. This is critical, in our experience, to ensure there is a higher probability of adoption of the system. Third, the assumption that the system will be integrated with payroll and accounting systems has been made in this initial business case. From our previous conversations it is clear you would like to manage human resources to a tighter budget given these difficult economic times, and the system we've chosen is flexible enough to allow for costing and integration. Fourth, the assumption that the outsourcing businesses of Cincom, now in its formative stages, will grow. Our criteria in the evaluation of the recommended system take the potential growth of this exciting new subsidiary into account as well.

Impact Assessment