Success factors for the global implementation of ERP/HRMS software

Deanna House, Gert Jan de Vreede, Peter Wolcott, Kenneth Dick

Research output: Chapter in Book/Report/Conference proceedingChapter

2 Citations (Scopus)

Abstract

This research observes a global implementation of enterprise resource planning (ERP)/human resources management system (HRMS) software at an international company. The software was implemented in 16 countries. Variables such as cultural differences, communication-distance, management support, trust, and resistance to change were evaluated in the literature review. These variables have an impact on implementation success during global HRMS implementation. Further analyses on specific success factors faced with global implementations were evaluated using semi-structured interviews. The authors prepared a questionnaire to further explore the data. Respondents rated questions related to management support the highest overall. An interesting find was that the semi-structured interview results indicated that the software chosen was not a perfect fit for the global community. The mean for questions related to global HRMS success was higher for respondents located in the United States than those located in other locations.

Original languageEnglish (US)
Title of host publicationEnterprise Resource Planning for Global Economies
Subtitle of host publicationManagerial Issues and Challenges
PublisherIGI Global
Pages289-307
Number of pages19
ISBN (Print)9781599045313
DOIs
StatePublished - Dec 1 2008

Fingerprint

Enterprise resource planning
Communication
Human resources management
Industry

ASJC Scopus subject areas

  • Chemical Engineering(all)

Cite this

House, D., de Vreede, G. J., Wolcott, P., & Dick, K. (2008). Success factors for the global implementation of ERP/HRMS software. In Enterprise Resource Planning for Global Economies: Managerial Issues and Challenges (pp. 289-307). IGI Global. https://doi.org/10.4018/978-1-59904-531-3.ch015

Success factors for the global implementation of ERP/HRMS software. / House, Deanna; de Vreede, Gert Jan; Wolcott, Peter; Dick, Kenneth.

Enterprise Resource Planning for Global Economies: Managerial Issues and Challenges. IGI Global, 2008. p. 289-307.

Research output: Chapter in Book/Report/Conference proceedingChapter

House, D, de Vreede, GJ, Wolcott, P & Dick, K 2008, Success factors for the global implementation of ERP/HRMS software. in Enterprise Resource Planning for Global Economies: Managerial Issues and Challenges. IGI Global, pp. 289-307. https://doi.org/10.4018/978-1-59904-531-3.ch015
House D, de Vreede GJ, Wolcott P, Dick K. Success factors for the global implementation of ERP/HRMS software. In Enterprise Resource Planning for Global Economies: Managerial Issues and Challenges. IGI Global. 2008. p. 289-307 https://doi.org/10.4018/978-1-59904-531-3.ch015
House, Deanna ; de Vreede, Gert Jan ; Wolcott, Peter ; Dick, Kenneth. / Success factors for the global implementation of ERP/HRMS software. Enterprise Resource Planning for Global Economies: Managerial Issues and Challenges. IGI Global, 2008. pp. 289-307
@inbook{3025d624a96b405083ce7c24c787fc64,
title = "Success factors for the global implementation of ERP/HRMS software",
abstract = "This research observes a global implementation of enterprise resource planning (ERP)/human resources management system (HRMS) software at an international company. The software was implemented in 16 countries. Variables such as cultural differences, communication-distance, management support, trust, and resistance to change were evaluated in the literature review. These variables have an impact on implementation success during global HRMS implementation. Further analyses on specific success factors faced with global implementations were evaluated using semi-structured interviews. The authors prepared a questionnaire to further explore the data. Respondents rated questions related to management support the highest overall. An interesting find was that the semi-structured interview results indicated that the software chosen was not a perfect fit for the global community. The mean for questions related to global HRMS success was higher for respondents located in the United States than those located in other locations.",
author = "Deanna House and {de Vreede}, {Gert Jan} and Peter Wolcott and Kenneth Dick",
year = "2008",
month = "12",
day = "1",
doi = "10.4018/978-1-59904-531-3.ch015",
language = "English (US)",
isbn = "9781599045313",
pages = "289--307",
booktitle = "Enterprise Resource Planning for Global Economies",
publisher = "IGI Global",

}

TY - CHAP

T1 - Success factors for the global implementation of ERP/HRMS software

AU - House, Deanna

AU - de Vreede, Gert Jan

AU - Wolcott, Peter

AU - Dick, Kenneth

PY - 2008/12/1

Y1 - 2008/12/1

N2 - This research observes a global implementation of enterprise resource planning (ERP)/human resources management system (HRMS) software at an international company. The software was implemented in 16 countries. Variables such as cultural differences, communication-distance, management support, trust, and resistance to change were evaluated in the literature review. These variables have an impact on implementation success during global HRMS implementation. Further analyses on specific success factors faced with global implementations were evaluated using semi-structured interviews. The authors prepared a questionnaire to further explore the data. Respondents rated questions related to management support the highest overall. An interesting find was that the semi-structured interview results indicated that the software chosen was not a perfect fit for the global community. The mean for questions related to global HRMS success was higher for respondents located in the United States than those located in other locations.

AB - This research observes a global implementation of enterprise resource planning (ERP)/human resources management system (HRMS) software at an international company. The software was implemented in 16 countries. Variables such as cultural differences, communication-distance, management support, trust, and resistance to change were evaluated in the literature review. These variables have an impact on implementation success during global HRMS implementation. Further analyses on specific success factors faced with global implementations were evaluated using semi-structured interviews. The authors prepared a questionnaire to further explore the data. Respondents rated questions related to management support the highest overall. An interesting find was that the semi-structured interview results indicated that the software chosen was not a perfect fit for the global community. The mean for questions related to global HRMS success was higher for respondents located in the United States than those located in other locations.

UR - http://www.scopus.com/inward/record.url?scp=84858242513&partnerID=8YFLogxK

UR - http://www.scopus.com/inward/citedby.url?scp=84858242513&partnerID=8YFLogxK

U2 - 10.4018/978-1-59904-531-3.ch015

DO - 10.4018/978-1-59904-531-3.ch015

M3 - Chapter

AN - SCOPUS:84858242513

SN - 9781599045313

SP - 289

EP - 307

BT - Enterprise Resource Planning for Global Economies

PB - IGI Global

ER -