Integrating Human Resources Information System (HRIS)

Integrating an HRIS
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1 What cultural issues are interwoven in this project that affected HR?
Perhaps the biggest issue affecting HR processes in an organization is culture. It is always something that must be given attention to, considering that HR deals with people from all walks of life. As a result, designing an integrated HR system also needs to consider culture. The current case illustrates instances where culture plays a crucial role (Kwasi, Attah & Konadu, 2014). First was the issue of the language barrier. This was evident during the design of the online interface. While both speak English, there are structural differences between American and British English. These structural differences might have to take some time and energy to reach a consensus over which one is the right thing to do.
Another cultural issue is using a specialist in one country to handle the system in another. Jamie is quite an expert in his field; he has the experience and knows exactly how to find solutions to the tasks at hand. What he lacks, however, is the knowledge in the London-based HRIS. Therefore, while he was brought in on a consultancy role for the team, he would need additional support from the relevant personnel experienced in the London-based HRIS to carry out his duties well. This creates a hiccup that takes extra time to what was planned for.
2 Who should be involved in future global integration projects?
The organization needs to be more careful when selecting program managers in the future. Essentially, there will be a need to recruit from around a team they know and to recruit individuals who are well versed with the nature of the job at hand. The team to be selected should not only be able to develop but also manage and integrate the system from a global perspective. The team...