As Deutsche Bank's HR Division required more transparency, improved communication and a better management of knowledge, the project idea for HRBase emerged as a result. HRBase was designed to enable and facilitate the exchange of knowledge and interaction among the HR staff.
The objectives of HRBase are to make department's structure more transparent, to foster a better communication within the HR Division, to help the value management in the HR Division and to reduce project costs.
.
The two main applications of the intranet-based Knowledge Management System (KMS) HRBase are:.
1. HRbase should serve as a corporate directory for the mapping of internal expertise.
2. HRbase should foster the creation of knowledge networks. .
After the roll-out HRBase there are positive and negative comments on the knowledge management system. HRBase is facing challenges and Fisher, a HR Board member, is to decide about the future of HRBase. This document describes my view of the decision to make by Fisher and my review as an ICT consultant on the development and implementation process on HRBase. .
.
Question 1.
Putting yourself in the shoes of Fisher, how and what would you decide about HRbase's future? Would you continue the project, require significant changes, or discontinue it? Use the concept of strategic alignment to motivate your decision.
As issues on HRBase had been raised up in a HR Board meeting the future of HRBase is at stake. Fisher, a HR Board member, is to decide about the future of HRBase.
If I were in Mr. Fischer shoes I would discontinue the HRbase project, because of the following: .
Weak strategic alignment.
High costs.
Added value not demonstrated.
Weak strategic alignment.
The objectives of HRBase are in line with the Deutsche Bank's mission and core values. The design of HRBase is so to make maximum use of the breadth of experience and capabilities of the HR employees, to strengthen teamwork of the HR employees and to improve the performance of the HR employees.
