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Lynn Nachtigal

DBA Graduate - 2006

Thesis title

Comparing factors that affect the implementation of human resource management systems (HRMS) in the commercial & public sectors, with special emphasis upon PeopleSoft Software

Supervisor(s)

Jean-Jacques Chanaron
The implementation of a human resource management system (HRMS) is a time-consuming, arduous task. A fully matured HRMS can be expensive and take years to implement fully. This requirement forces changes in basic business processes that may not provide returns on the investment for years. However, HRMS software, such as the package solutions from System Application Products (SAP) in data processing, Oracle HRMS, and PeopleSoft, can offer greater efficiency and the opportunity for increased departmental teamwork and communications. Commercial human resource management systems represent some of the best software on the market for aiding companies in both private and public sectors. Furthermore, HRMS may help companies and private sectors better achieve their business objectives and make them strong enough to attract and maintain the best workforce in human resource–competitive marketplaces. This study focuses on the factors that affect the implementation of HRMS in the public and private sectors of U.S. companies, with a special emphasis on PeopleSoft HRMS software. It also aims to address some of the implementation difficulties and problems that may occur.