IVAN RAFF N.

VILLAFLOR CASE STUDY

HRIS – WEDNESDAY / 4:30 – 7:30 PM MRS. CECILIA FORTUN

MOTOROLA’S NEW HUMAN RESOURCE SYSTEM

VIEWPOINT: Motorola Company

TIME CONTEXT: Between 1997 and 1999

I. STATEMENT OF THE PROBLEM

How will the MOTOROLA employees will adapt to the new system that the
company has been implemented?

II. OBJECTIVES
To ensure that the new system implemented will increase the productivity of the
employees by continuously improving the new introduced system

III. SWOT ANALYSIS (Strength, Weaknesses, Opportunity, Threats)

STRENGHTS:

 The use of the new ENET/SAP system Motorola can standardize

Human Resource transactions.

 Employees were able to access their own personal data using a web

browser

 Managers were able to check and approve the status of personal

transactions (e.g. change in job or salary)

 Employees in the other territories can access and stored data

  Motorola allowed to centralize all Human Resource data

 Reduce the amount of time require for manual validation

 ENET allowed Motorola SPS to establish an international Human

Resource policy

 Storing records are safe and be kept secure by passwords

 In case of data loss it is easy to make a backup

WEAKNESSES:

 Employees and managers are unfamiliar with the appearance and

functions of the system

OPPORTUNITY:

 They will establish an International Human Resource Policy

 Greater facilities for processing more specific data

THREATS:

 Globalization

 Growing Competition

IV. ALTERNATIVE COURSES OF ACTIONS

ACA1 – Need assessment to the new system

ACA2 – Provide Training

ACA3 – Hire system specialist

V. PLAN OF ACTION
ACA1 – Need Assessment to the new system

Introducing to the employees the new system implemented and will used by the

employees.

ACA2 – Provide Training

Management will provide training to employees especially to the managers who will

use it for them to become familiar and so that they will know how to use the system.

ACA3 – Hiring system specialist.

Management will hire a system specialist that will help them to continuously improve

the system.

VI. CONCLUSION
I therefore conclude that the new implementation of human resource system by
Andersen Consulting will lead to employee’s confusion of the new company basis.
And lacking of knowledge of the new system leads to the malfunction of the system.

VII. RECOMMENDATION

I further recommend ACA 2 to implement as the best alternative courses of action.