Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
Sample Answers to Discussion Questions
Chapter 6: Change Management and Implementation
1. Discuss each of the theoretical change models introduced in this chapter.
How can we use them when planning an HRIS implementation to increase our
chances of success?
This discussion question presents a good opportunity to have the
2. Analyze the main reasons for HRIS implementation failure. How can we
prevent these from happening to us?
While technical challenges will always remain in implementing complex HRIS
systems, the major challenge to successful implementation is more behavioral
than technical. Lack of employee and user involvement has been one of the
Key causal factors related to HRIS implementation failures can be grouped into
five main categories: leadership, planning, change management,
communication, and training (Lorenzi & Riley, 2000; Kandel, n.d.; Blanchard,
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
2007, pp. 203–204). Therefore, preventing change means that we must address
these categories in implementing the HRIS:
• Leadership: Executive support is critical for success of HRIS
implementation. A team of individuals that includes a mix of key
executives, department heads, managers, and frontline employees who are
committed to the change and who can work together as a team is
important for success.
• Communication: Effective change communication can make the
difference between success and failure of an HRIS implementation
project. Managers and employees must embrace the vision but also change
their beliefs and thinking to move in the new direction—a huge
communication challenge.
3. Discuss the importance of communication in managing a technology change.
What roadblocks might an organization face if it fails to create a good
communication plan?
Communication plays a vital role in the success of change programs. If
an organization fails to create a good communication plan, there are
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
4. If you were asked to develop a training plan for an HRIS implementation,
what kinds of things would you include? Why?
The kinds of things to include in a training plan would be as follows:
• A complete assessment of the current skills and future requirements for all
who will be affected by the change
5. Discuss the role of culture in HRIS implementation. How might two different
organizations with very different cultures approach the same HRIS
implementation differently?
Successful implementation of the HRIS often requires a change in the
organization’s culture.
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
6. Create recommendations for an organization that is facing resistance to
change from their own HR department. What are some of the likely causes of
this resistance? How can they be overcome?
Fear and resistance from HR staff is common. HR staff may be concerned about
job loss due to the more efficient processes, or they may fear the new roles,
responsibilities, and uncertainty that will result from the change.
7. Discuss how informal leaders within the organization might be used to
increase user acceptance.
Informal ambassadors or change agents can help influence the rest of the
organization and can make or break the acceptance of the new system. Informal