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SCHIMBAREA prin implementarea unui sistem ERP in organizatie
Publicat la data de: 27.05.15
Articolul are nota: 2.5/5 (0 voturi)
Conform statisticilor, mai mult de jumatate din implementarile de ERP, nu se termina la timp, nu au costurile preconizate si nici nu genereaza beneficiile asteptate.
De fapt totul se reduce la un singur lucru: asteptarile pe care clientul le are si modul in care aceste asteptari sunt definite, asimilate si gestionate de intreaga organizatie, sau macar la nivelul managementului.
O parte a asteptarilor realiste este reprezentata si de definirea implementarii ca un efort al companiei de a adopta noul soft, de a se adapta la noul mod de lucru.
Din experienta noastra cele mai importante doua lucruri trecute cu vederea la implementarea unei solutii, care genereaza intarzieri si costuri suplimentare, sunt cele legate de schimbarea organizationala atat din perspective proceselor si a procedurilor de lucru cat si din perspectiva oamenilor implicati.
Schimbarea organizationala cauzata de implementarea de ERP este unul dintre principalele motive ale esecului unei implementari. Nu exista doua companii la fel si nici doua departamente la fel. O implementare de ERP este un mix de oameni, procese si software. Procesele de business si definirea fluxurilor de lucru reprezinta un factor de schimbare esential pe care angajatii si managementul trebuie sa-l inteleaga si sa-l adopte. Un ERP nu reprezinta un sistem cu tranzactii aleatorii. In mod normal, furnizorul de software va furniza o solutie tehnica pe care clientul trebuie sa o adapteze si sa o integreze in contextul business-ului propriu si sa se asigure ca intreaga lui echipa foloseste sistemul la capacitatea lui maxima.
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