Reference no: EM133145784

Do you think that organizations become "stuck in a rut" and cannot change, transform or development when HR or Upper Management are tied to old ideas? For example, what if you were hired as the new HR Director and see the tons of paper created in just one month for 1500 employees, and the organization still does everything by Excel Worksheets and manually inputted Word documents -- and no dedicated HR system. In fact, you helped to create your last organization's Human Resource Information System (HRIS), and you sent the new boss a new proposal that after 6 weeks no word. Then, someone in your department tells you that the former HR Director tried for 4 years to get a system, but no response ever. So, you asked how long the former HR Director was employed before you -- exactly 4 years and one week... hum... time to think of a new plan.

So, here is your mission -- what can you do differently to try to help him see the importance of moving over to newer technology? Hint, I have found that showing cost savings is a good starting point ... hint, hint.