The operations in HR like vacancy advertisement and subsequent hiring of employees, effective management of the entire supply chain, and providing transparent and timely financial reports may not be possible in such cases due to untimely passage of information.
The use of Enterprise Resource Planning (ERP) software provides some solution to these problems.
This is achieved if the software is installed correctly (Walgium, 1). However, the success of introducing ERP system into an organization is not obvious. Instead, the use of ERP may be associated with a series of challenges to the management as well as the employees. Some changes may be required in the system of operations of each of the sections (Walgium, 1). There is also need to have hardware and software compatibility for the applications used by different sections to be brought together.
Due to such complications, an organization should thoroughly examine its worth as well the available resources before installing an ERP. Otherwise, the new technology may be worse than the traditional approach. This paper focuses on the different issues that arise when a large company decides to integrate ERP into its operations. It provides specific reference to ABS Canada, an insurance company that has three different parent organizations brought together to operate as a single entity. ABS Canada wishes to consolidate its operations in the three sections namely marketing management, human resource management, and finance management.
Aux Bons Soins (ABS) has been in the insurance industry in Canada for several decades (Case study). Over the years, various developments have been seen that have significant impacts on its operations. The company has acquired two other subsidiary insurance companies in the last few years.