If I wanted to replace my legacy system with an eHR-based solution to improve recruiting and hiring efforts, both internally and externally, what would be a good strategy that could be used to mitigate the unanticipated consequences that job seekers typically experience from eHR-based recruiting systems? Can you support specific examples?
What some external forces have caused companies to move portions of their operations offshore? What are some of the major implications that offshoring has for the employees of the organization and to avoid offshoring? What are some primary steps an organization could take to avoid offshoring work?
Multiple industries are replacing their legacy system with an e-HR-based solution. Reasons given for making the switch include an overall lack of functionality, product flexibility, customer service, failures in system implementation or integration. "Rip and replace" is the term some use in the IT health industry to describe the change in systems.
Switching systems is quite an undertaking. When considering the change in systems, there are two questions that should be asked initially, to avoid purchasing a new system, only to discover it is incapable of meeting your needs.
- Are enough resources available for system implementation?
- Are requirements of the new eHR system clearly defined, i.e. is there assurance that the new system will fully meet the needs that it should - are the features, functions and operation capable of doing the ...
This uncovers strategies that assist in a smooth transition from Legacy to e-HR solutions. The question of companies that move offshore, why, and the implications are discussed.