Enterprise Resource Planning Systems in Higher Education

Enterprise Resource Planning Systems in Higher Education

Melissa J. Haab, Sharon F. Cramer
Copyright: © 2011 |Pages: 17
DOI: 10.4018/978-1-60960-147-8.ch017
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Abstract

Since most higher education institutions have, or will, implement enterprise resource planning systems (Cramer, 2005), it is important to understand how such an implementation will have an impact throughout an institution. In this chapter, enterprise resource planning systems will be defined, and the benefits to the various constituents of the institution will be described. Barriers (and strategies for overcoming them) will be identified, specifically administration-related barriers, resource allocation barriers, time barriers, barriers related to campus policies, human barriers, and product specific barriers. Leaders of institutions at the crossroads, who are determining whether or not to implement an integrated ERP, can better understand the social implications of such projects as a result of consideration of the key issues raised within this chapter.
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History Of Erps In Higher Education

Many institutions adopted ERPs in the mid to late 1990s to handle the Y2K changeover, as well as retirements of those who had created and maintained home grown systems. As these employees faced retirement age, institutions were faced with the challenge of trying to train newer employees on old technology, or moving to a system that could deliver the integrated processes that were needed. Home grown systems were dependent upon those employees that had basically grown up with and had written systems which had logic limitations. As fears mounted in regards to Y2K, many institutions were forced to purchase ERPs that would prevent what was considered to be a potential disaster at the turn of the twenty-first century.

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