Management of information technology Essay Example | Topics and Well Written Essays - 3000 words

Management of information technology - Essay Example The organisation at the very beginning will need to explore all avenues where electronic information systems are required to manage information better. All departments should be consulted to arrive at common consensus for the need. At various levels the thought process may come to a halt due to various factors. We shall identify and explore a few. Management Issues - An organisation need to answer the question of management of the IT resource if it proceeds with the investment. An IT resource like a supply chain management software is required to be handled by a staff of experienced IT professionals who are also aware of the core business processes of the organisation. Failure to do so will result in incorrect reporting of information and ultimately lead to mismanagement. Organisational Issues - At an organisational level investment in IT could bring out some structural as well as financial issues. An organisation will need to consider its core business requirements, investor interests and well as financial implications while considering a potential investment in IT. Technological Issues - Technological issues if not planned for may derail an entire project at the implementation stage. Overlooking CTQ (critical to quality) parameters can result in doing more harm than good. Let us now look at the various issues that may arise when an organisation may invest into IT. At a management level, there may well be numerous issues. Lets look at a few which might be more common. Administration - While an organisation may want the most sophisticated software available in the market, it however needs to answer management related questions before proceeding. The organisation needs to see if it has the work force capacity to handle such a shift. Does it have the required people with necessary skill set to successfully implement and support the technology If not then who would manage this technology Many technology vendors have come up with their own solution to this issue since it is the most common and is certain to arise. While most vendors would offer specialised training to an organisation's staff, few also offer to provide dedicated staff to the organisation for day to day administration of the product. Organisations also recruit IT staff to manage the acquired product if the data is sensitive. For example an organisation would definitely would want to have an IT employee specializing in the technology in question if it is financial in nature or deals with the organisations product. If the product is unique in the market, maintaining a dedicated resource becomes all the more important. Security Issues - "Managers, consultants, IT professionals and customers believe that they have finally discovered what makes organizations work: knowledge---that invisible force that propels the most successful companies to stock market values which far exceed the visible assets of their financial balance sheet". (Borghoff & Pareschi 1997, p.835) Since technology investment deals with data which in the hands of certain individuals translates into Knowledge, protecting it is very important. An organisation may answer the security management question by restricting access of the technology to individuals on a need to know basis. This will ensure that those

Contemporary HRM perspective Essay Example | Topics and Well Written Essays - 1250 words

Contemporary HRM perspective - Essay Example I am focusing on management’s role in initiating a change through communication. I will also identify issues faced by employees during change, which can be minimized, and in some cases be eradicated by connecting with employees by creating business intimacies and interpersonal relationships (Paton, 2008). Theoretical Overview I found an article, ‘Strategically Communicating Organizational Change’ by Phillip G. Clampitt and Laurey R. Berk, very interesting and informative. In this article, we get to know how a change can be initiated through communication by a series of plan; Contextual Analysis which identifies reasons for change, Audience Analysis on how employees perceive these changes, and Strategies and tactics to be used by managers in order to introduce a change in an organization (Clampitt & Berk, 1996). In this article, I learnt how important it is that we empower our workforce through effective communication, but I believe the role of Human Resource Depar tment is essential in every organizational setting to determine these communication gaps. The main role of Human Resource Department is to manage the manpower in the organization. ... While going through various studies I have come to notice that, if these employees are showing resistance to change then it will affect the working procedures of the organization and also have a negative influence on meeting their targets or goals. There can be many reasons for this ambivalent attitude. They maybe short of understanding the need for change; they might believe that change could violate organizational goal or working procedures. There could be a lack of trust that change would benefit the individual or organization. This may be due to the fact that most of managers are not very focused on the employee’s reaction towards a change (Burke, 2011). Hence, these fears need to be confronted to the management (Bell & Smith, 2010). Analysis of discussion from experience It is a truth that most organizations only work for their own interests without taking consideration of the behaviors of employees or taking their input or ideas into initiating a change. I believe manage rs should listen to employee grievances. The management needs to be communicative with their employees, especially if any change has to be implemented so that the ambivalent attitudes can be minimized and both parties can work together for better results (Paton, 2008). Even though, while initiating a change, a ground work needs to be done like determining the reasons of the change, the impact of it and other theoretical frameworks that determine a reaction to change but, for me, the most important aspect is being directly involved with the individuals, building a strategy through which both, the management and the employee can attain their maximum potential (Clampitt & Berk,