Factors that Medium-Sized Companies Need to Think Introducing ERP Research Paper

Factors that Medium-Sized Companies Need to Think Introducing ERP System - Research Paper Example Moreover, it has been found that many organizations that have implemented these systems have failed to materialize these systems set out benefits. In fact many organizations have shown results which are totally against the argument supporting the installation of ERP systems in an organization. Research findings have discovered many variables that are needed for the successful implementation of these systems in an organization. Amongst these variables are: top management support, organizational culture, sound implementation plan, user involvement, and etch. On the technical side, variables which are of prime importance are: sound system architecture, data integrity, system interface and etch. Researchers have also found that for the successful implementation of these systems, the top management of the organization needs to clarify the scope of these systems. This scope should be very clear and free from any kind of ambiguity. The importance of this finding stem from the fact that not every business process can be integrated with the ERP system, and in case an organization is unclear about this fact than there are likely chances that it will try to bring many undue processes into the relevant scope of the ERP project. This behavior or action will keep adding cost to the entire project’s cost, ultimately leading to the project getting over budget. This cost might be so high that it might not justify the value of the benefits derived from these systems. It is therefore of utmost importance that the project team is given a clear scope and vision for the entire project. It is also important that the project team place especial emphasis on the systems architecture, because too much customization of the system may render the system inefficient. It would be better that an organization implementing these systems, tailor its business processes according to the fields of the software. Since these software suits represent the best practices of the industry, therefore it would not be wrong to use these fields rather than tailoring them to correspond to the existing business processes of the organization. SMEs have to carefully consider all the intricacies involved with the implementation of these systems because they do not have the strong capital base to support any mishap encountered during the implementation of these systems. These companies need to be very clear about the objectives they seek to accomplish by installing ERP systems in their operations, because otherwise they would end upon incurring a capital outlay that would be difficult to replenish. INTRODUCTION: In order to respond to the needs of its marketplace, a business must have accurate and updated information about its suppliers, customers, employees, invoices and payment and most importantly about its own products and services. A business needs to organize its work activities which use this information to operate efficiently and enhance the overall performance of the firm. Info rmation systems are the means by which an organization can manage all its vital information and tailor this information in a manner that allows it to make better decisions and improve the execution of their business processes. Information systems are fundamentally aimed at improving the business process of a company. The manner, in which an organization’s work is organized, coordinated and focused to produce a

Job eveluation Research Paper Example | Topics and Well Written Essays - 2250 words

Job eveluation - Research Paper Example Jointly, job evaluation, and job pricing determine what every job ought to pay. This guarantees that the pay is fair in two manners: internally, so that occupations that are moderately of larger value to the firm are paid more as compared to those of minimal value; and externally, So that rates rewarded to jobs in the firm are competitive with those remunerated by other organizations in the labor market for equivalent work. Job assessment establishes the comparative worth of a job with a different job or several others. It does not place pay rates that are the function of job pricing; relatively, it contrasts jobs with each other or gauges them against an average for instance, an Executive Secretary compared to a Stenographer, the Secretary is at a higher rank than the Stenographer. This sort of information is of importance to the firm since it acts as the basis for many elements in the program of human resource. ... on offers the organization a system for allocating rates of wage to lately generated occupations compliant with their contribution to the organization (Kay, 2005). A novel occupation, for example, an E-mail Order Clerk, can be assessed and put in the apposite grade. This makes certain that the E-mail Clerk Order employed by the organization will be compensated in a just manner according to other occupations in the firm since the job has been put in a grade with other positions of equivalent value. Through a program, that is formal of job assessment the organization can give a sound foundation for the rates rewarded to staff members who are shifted, relegated, or raised from one occupation to another (Hessaramiri and Hleiner, 2001). Since job evaluation provides us with comparative worth of every position, we recognize that when a staff member transfers from a Stenographer to an Executive Secretary, this is a raise to an occupation of imperatively elevated value to the organization an d therefore, worthy of an increased pay rate. In conclusion, job evaluation is the strengthening for an effectual program of personnel performance assessment (Lipman, 2001). If there is no structure that sets occupations in the appropriate grades comparative to each other, there is bigger probability that base rates will be erroneous, and whichever attempt to relate performance with compensation will be prevented. Job Evaluation There are four essential techniques that are made use of to assess the comparative worth of occupations to the organization: ranking, factor comparison, classification, and point method. All of these techniques encompass their pros and cons and is better matched to specific forms of firm than others (Van, Voskuijl & Thierry, 2001). Therefore, cautious choice of the