Managing improvements when implementing ERP software
First of all, it is necessary to clearly realize that the application of ERP is a major core improvement of the business and this improvement is the application of information technology.
With each improvement, it will generally remove a part of the old things and replace them with newer things, which always bring about resistance, reluctance to change and easy return to the old things.
Resistance and skepticism occur at every level of personnel in the business and it actually hinders and causes more confusion the higher the level of management.
So to ensure innovation does not fail, it is necessary to manage change effectively, which can be said to be the most critical factor when improving by implementing an ERP system.
Barriers to improvement can be divided into:
- Resistance to change is because everyone has inertia when approaching new things, when they have no control or have to destroy long-standing experiences to accumulate again.
- Lack of support from leaders leads to lack of resources or resource conflicts during implementation, leading to failure.
- Ineffective and unclear communication leads to disagreement among decision makers, leading to mutual opposition.
- Insufficient and in-depth training and untimely support make it difficult to access new innovations or not see the benefits.
Clearly oriented
Differences always exist in every organization, the greater the change and improvement, the greater the difference. The best way to respect differences and still achieve great efficiency is still to direct everyone towards a common goal, clear, specific, and measurable so that everything works for a common goal.
Evaluate the improvement:
In addition to the above focus, assessing the level and readiness is also very important. Below are reference items that businesses can have their teams evaluate in advance.
1. Changes in skills:
It is necessary to specifically analyze the current and future skills of each position, whether new skills are needed or not?
2. Cultural changes:
There are any changes in working culture in each position.
3. Fear of losing position:
Evaluate specifically which positions will change, what to change and how to solve it.
4. Distrust of change leaders:
See if each position believes in change leaders.
5. Poor communication:
What needs to be communicated, consider and evaluate how to understand each position with the new changes.
6. Information barriers:
What information barriers might there be.
Communicate with other stakeholders
In addition to the human resources operating in the business, communication with people related to the business is also very important because improvements also involve these members.
It is necessary to clearly state the changes and expected benefits.
Expand your group of sponsors:
Clearly identify the sponsoring board at many levels such as investment level, operating level, and implementation level. Normally, if we only focus on the executive level, the leadership only provides ideas and goals but cannot support implementation and resolve problems during the implementation process.
End user training:
Careful user training on multiple fronts will help them understand, adapt to new innovations, and relearn new sets of knowledge and habits.
If you need more specific advice, please contact us. We always have experts with enough experience to successfully accompany you.
