FINM037 - Information Systems Failures and HRM Strategies NBS

This report critically discusses the reasons for the failure of information systems in many organizations, attributing failures to poor communication, lack of competent guidance and coalition, insufficient change management, and failure to achieve short-term goals. It proposes methods for addressing these issues during the systems development life cycle. The report also identifies and discusses four strategic decisions in Human Resource Management Systems, emphasizing their importance in organizational success. The document concludes by highlighting the necessity of operational capabilities to support new information technology implementations within organizations. Desklib is a platform where students can find similar solved assignments and past papers.

MANAGING INFORMATION

MANAGING INFORMATION
Table of Contents
Task 1...............................................................................................................................................3
Critical discussion on the reasons of failure of the Information Systems in many organizations...3
Poor communication process in the organization............................................................................3
Lack of competent guidance and coalition......................................................................................4
Lack of change management...........................................................................................................4
Failure of short-term goals...............................................................................................................5
Methods of bruising of these Information Systems issues during the development life cycle
systems.............................................................................................................................................5
Task 2(a)..........................................................................................................................................8
Identification of four strategic decisions in Human Resource Management Systems....................8
Task 2(b)........................................................................................................................................10
References......................................................................................................................................15
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Task 1
Critical discussion on the reasons of failure of the Information Systems in
many organizations
An information system of an organization determines the organizational culture as well as the
organizational ethics followed by the same. Therefore, each department of the organization is an
important component in order to give the competent support to implementation of the
Information Systems. An information system comprises of a set of elements such as people,
procedures and data. Therefore, all these functioning should be performed altogether to get
through a successful implementation of the Information Systems in an organization. However,
the main reason behind the failure of the Information System can be attributed to failure to meet
the requirements. It might also be attributed to the discontentment of a system to increase at such
a level that would leave no scope for sustenance of the system. However, the introduction of the
system is solely attributed to the failure to the requirements of the budgets or due to lack of
completion time. Inability of the organizations to meet to the user’s needs is also to be attributed
to the failure of the Information Systems in the organization. However, as per different studies
majority of the results (as much as 189%) show the reason of project failure due to run over of
the budget (Peppard and Ward, 2016). Such failure of the implementation of the Information
System is liable to bring about commercial embarrassment, financial loss and loss of revenue
streams as well as clients. Loss of morals of staffs and the stakeholder allegiance are also caused
in most cases of failure of the Information System. However, the reasons for the failure of the
Information Systems can be entitled under certain heads.
Poor communication process in the organization
A good communication within an organization is required to exist in an organization in order
completion of different functions. Therefore, it is needed that a proper medium is selected to
make it reach to all levels within the organization. The role of a good communication system in
order serve for communication of the vision of the organization to all the members associated
with the functioning of the organization. The system also allows receiving of feedback from the
staffs on their progress or on the progress of the organizational production. Thus, this also helps
in avoiding any unintended consequences within the organizational stature. This results in
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consistent management of leadership approaches in the organization (Galliers and Leidner,
2014). Lack of efficient communication among the employees within a single level of
functioning as well as within the hierarchy is very important to enhance the process of
functioning of the organization towards successful implementation of the Information System.
Any issues arising in the lower framework of working is liable to emerge with large discrepancy
in functioning that might lead to failure of the Information System within the organization.
Lack of competent guidance and coalition
A competent guidance is required to exist within an organization so that there is greater coalition
between the employees from several departments as well as among the managers. Therefore, this
will determine the success of the organization in its implementation project. This success in these
fields requires the commitment to achieve the same. The leadership process in an organization is
highly dependent on the line-leadership that requires being strong within the organizational
stature. On the other hand, an organization is required to comprising of good coalition among the
departments functioning within it (Introna et al. 2016). The organization must provide good
services to the stakeholders through proper stakeholder engagement strategies. Besides, the
efficient functioning of an organization is also attributed to the engagement of the top leaders in
the organization. Hence, is lack is addressed in such areas they should be resolved as soon as
possible. Any lack in this category is liable to leading failure of the projects of implementation of
new Information System in the organization.
Lack of change management
Installation of the Information System in an organization is the most common example of the
occurring change management in the organization. Therefore, several monitoring exercises are
required to produce certain functional outcome in the organization that is essential for the growth
of the organization. Therefore, there are requirements of such criteria like provision of adequate
staffs, sufficient funding as well as coordination among the employees in an organization.
Therefore, the management department of the organization needs to be cautious about the
selection of methods to incorporate during the change in the organization. The change in this
case is demonstrated by the implementation of the Information System integration in the
organization (Laumer et al. 2016). The process of change management can be best conducted in
the organization through the coordination among the peers as well as the team leaders. The
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employees must inspire their peers while the manager might also provide the necessary
requirements to keep up the employee motivation. Therefore, lack of such criteria in the
organization is likely to be involving the process of implementation of the Information System
within the organization (Stair and Reynolds, 2013).
Failure of short-term goals
The installation of the Information System within an organization takes considerably long tenure
to complete. Therefore, it is required that the organization select certain short term goals in the
organization. Besides, it should be well communicated among the staffs that achievement of such
short term goals is important to complete the process of implementation successfully. These
processes should be well monitored during their implementation. On the other hand, the
employees that are the mangers as well as the executive members also required to be encouraged
to keep up their performance after achievement of one such short term goal. This might be done
through provision of certain awards that might be financial as well as non-financial awards to the
employees (Rainer et al. 2013). However, designing of the short term goals are also to be
ocnsid4ered in the organization so that it helps in fulfilling the overall process of implementation
through an incremental process. Therefore, such a process of implementation is quite important
and is likely to be more successful while continuing a long term process of implementation.
Failure to achieve such short term success leads to failure of the overall implementation
processes.
Methods of bruising of these Information Systems issues during the
development life cycle systems
The issues during implementation of the Information System in organization are liable to lead
into a situation that is harmful for its successful implementation. Therefore, these issues must be
concentrated upon and addressed in the initial stage so that the system is smoothly functional.
This part of the report is associated with the explanation of the areas of functioning that will help
in resolving the issues that might occur in an organizational stature (Pearlson et al. 2016).
Poor communication in the organization is highly implacable in the functioning of the
organization so that there is an enhanced process of implementation of the Information Systems.
When there is occurrence of any discrepancy in functioning among the leaders as well as the
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managers ranging to the issues in functioning among the employees it should be significant
enough to reach to the core authority of the organization. The company, on the other part must be
capable enough to monitor collection of feedback from the employees. The employees in the
organization must be considered into a timely meeting where the areas of issues will be
addressed in regular intervals (Gallemore and Labro, 2015).
A company should be capable enough to ensure that the employees are provided with proper
guidance and training during implementation of any change in the organization. Therefore,
during implementation of Information System within an organization the company should take
proper care of the induction process in the organization. It should be ensured before taking up of
the implementation process that the employees like managers and the leaders are capable of
guide such complex and large process. Besides, the communication efficiency of the employees
in the organization should also be considered and tried to be improved in order to induce a flow
of information among the employees. Besides, the company should also be extending the areas
of revision in case emergence of any new issues is addressed during the process of verification
and monitoring within the organization. Furthermore, it is also to be taken care of that the
stakeholder engagement is improved in the organization. The stakeholders in the organization are
also be kept into close assistance with so that the information flows from one end to another.
Such a step will ultimately help in bruise of the issues in the organization.
An organization should also be capable to producing certain practices that would support the
change management within the organization. The employees in the organization should be
provided with proper instructions that would provide them with proper areas of functioning.
Therefore, it is important for the organization induce such systems that would be capable of
produce employee engagement in the organization. The process of change management is
essentially a large process that takes months to complete if not years. Therefore, it is important
for the organization to keep up with the employee engagement within the organization.
Introduction of Information System in an organization is highly a specific process that is capable
of production of certain discrepancies (Steward et al. 2017). These discrepancies also required to
be sorted out in order to provide the employees with a smooth network of functioning within the
organization. The continuous functioning of the organization with proper functioning system is
required to be maintained and improved so that there is greater compliance of the skills with the
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performance of the employees. This will aggravate the functional process of the employees that
will help in delivering better output for introduction of the Information System within the
organization. The change that has been considered in the organization to provide a proper
functioning during implementation of the Information System in the organization has to be taken
into account so that there is greater facility among the employees to remain under the
infrastructure that provides scope for better functioning in the organization. Therefore, the
employees, the leaders as well as the managers are required to be passed through a proper
induction procedure that makes them capable of production of well equipped functioning within
the organization. Such induction system should be capable of making the employees as well as
the leaders to become competent to control the new functioning under the Information
technology implementation in the organization. Besides, it is one of the main task of the
managers and the leaders to encourage the employees so that the motivation level in increased
while continuing with the long tenure of functioning. In addition to this, the core management
authority of the organization should also be capable and should be addressing the issues that
might be emerging in the process of functioning. Such issues might be financial and related to
budget and on the other hand be issues in the management system of the organization. Therefore,
the managers should maintain a smooth communication with the decision making committee so
that the decision made in the organization is capable of resolving the issues. On the other hand,
the organization should maintain a system of functioning that can support the new system of the
Information Technology incorporation in the functioning of the organization. The capability of
the organization to include an operational management that uses reports of proper survey among
the workers of the organization should be incorporated. This will help in making the
organizational stature to the employees that they are an important part of the organization
(Laudon and Laudon, 2016).
Short term goals of an organization are an important stature that helps the organization to
produce innovative functioning in the organization. Therefore, during implementation of a large
scale change such as incorporation of Information technology system in the organization it
should consider certain small scale goals in the organization so that there is greater opportunity
produced during implementation of the future short term goal. In case of arousal of issues in the
organization it reduces the scope of achievement of the short term goals. Therefore, it is a
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necessary step to increase the possibility of success of implementation of the Information System
in the organization. The global organizations need to uptake certain additional strategies such as
intercultural benefits and effects to conduct productive functioning in the organization.
Therefore, it can be considered to pave an effective path to attain success in the organization.
Task 2(a)
Identification of four strategic decisions in Human Resource Management
Systems
The human resource system of an organization is liable to functioning for the sake of concern of
the organization to maintain ethics of functioning within it. Therefore, it is important for the
organization that it set strategies and make decisions in order to comply with the Human
Resource Management Systems. This part has intended to identify and discuss the decisions that
the human resource management system relies on. The four strategic decisions within the Human
Resource Management Systems are below:
 Strategic decisions on talent management
The department of an organization is liable to any such functioning that states the need of
functioning towards managing of human resources of the organization. Therefore, the talent
management in the organization is associated with human resource management. It is an integral
part of the department to state what the current needs of the organziation are. The future staffing
needs of the organization is also to be stated by the organizational human resources department
which is the most important strategic decision of the organization. Besides, the department is
also associated with creating plans that comprises of hiring or recruiting of the top talents
available in the market (Peppard and Ward, 2016). This enhances the scope of the organization
to retain the top talents in the organization. Identification of the competencies of the jobs with
requirement of proper skills is also to be planned by the Human resource department. In addition
to this, a HRM system in an organization involves the task of providing continuous training and
induction to the employees as well as conduction of induction to the new joiners.
 Leadership strategies
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The corporate executives of a company decide the scope of success or failure of an organization.
Therefore, they are key player of the selection of the executives who will be allocated with such
jobs during organizational functioning. Mismanagement by the executive committee of an
organization may lead to failure of an organization in the industrial sector. The leadership goals
should also be set by the company that aims to lead the industry through their product or
services. Therefore, the strategic decision of the organization is also based on the choice of the
executive members of the organization.
 Strategic planning
It is most important function of the human resource management system of an organization to
continue with a strategic relationship with the customers as well as the employees of the
organization. One of the methods to control employee-employer relationship in the organization
is to conduct survey on employee satisfaction. Feedback from the employees in the organisation
is the evidence of the reflection of the employees about their working environment and the ease
of working of the employees. Therefore, this accounts for the internal information type.
Similarly, the survey on the customers of the organization is also capable of provision of
evidences of performance of the organization and also provides the organization with the scope
to improve, which accounts for the external information (Laumer et al. 2016).
 Decisions on cultural aspects
A large number of researches have depicted the result that states that high potentiality of an
organization is described by the performance measures that are taken by the organization. Top
leaders of an organization influences the employees to abide by the organization behavior that
the organization proposes to follow. Following of such common practices in the organization
helps to provide positive effect on the organizational success. The HRM strategies are those that
make strategies to support the leaders in the implement certain strategies that would help in
fostering organization culture within the employees of the organization. However, the working
culture of an organization should be so that it ensures incorporation of an environment that the
employees enjoy working within.
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Task 2(b)
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STRATEGIC DECISIONS ON TALENT MANAGEMENT
In case of making strategic decisions on managing talents in the organization it is important that
the organization consider all the strengths and weaknesses. The internal study of the organization
is likely to be helpful for the company to understand the scope of functioning and expansion
within the industrial sector. Therefore, the purpose of functioning in this stature is to conduct a
scrutiny on the organizational talents and the encompassing the new talents within the
organizational system. Besides, the learning and development is an important procedure to
inculcate knowledge in the organizational stature (Pearlson et al. 2016).
Figure: Talent Management Process in Business
(Source: Self-developed)
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LEADERSHIP STRATEGIES
Leadership strategies of an organization are the scope of the organization to improve their
functioning based on the improvement of the employee performances in the organization.
Selecting and putting the executive members of the organization at place to confirm and
implement strategies is the key purpose of the system. The employees will thus be directed for
making the goals and objectives of the organization a success. In addition to this, the monitoring
of the leadership functioning is another purpose that is served by the leadership management.
The inclusion of the leadership management in an organization makes it capable of better
functioning in the stature of human resource management system of the organization.
Figure: Effect of poor Leadership Strategies
(Source: Pearlson et al. 2016)
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