Success Factors for the Global Implementation of ERP/HRMS Software
Deanna House (University of Texas at Arlington, USA), Gert-Jan de Vreede (University of Nebraska at Omaha, USA and Delft University of Technology, The Netherlands), Peter Wolcott (University of Nebraska at Omaha, USA) and Kenneth Dick (University of Nebraska at Omaha, USA)
Copyright: © 2008
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.