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The Case Study Ah30903

The case study examines the workforce database dilemma faced by Megah Sejati Holding Berhad, a multinational shipping company with offices in Kota Kinabalu, Malaysia and London. The company hired a Kuala Lumpur-based vendor to integrate a new global HRIS, but the vendor lacked knowledge of the existing local HRIS and IT project experience. As a result, the unknowledgeable project management team struggled with technical requirements and delays pushed the integration three months past schedule and over budget. Key issues included differences in time zones, language barriers, and the need for London employees to travel to Malaysia to resolve problems that could not be addressed remotely.

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122 views2 pages

The Case Study Ah30903

The case study examines the workforce database dilemma faced by Megah Sejati Holding Berhad, a multinational shipping company with offices in Kota Kinabalu, Malaysia and London. The company hired a Kuala Lumpur-based vendor to integrate a new global HRIS, but the vendor lacked knowledge of the existing local HRIS and IT project experience. As a result, the unknowledgeable project management team struggled with technical requirements and delays pushed the integration three months past schedule and over budget. Key issues included differences in time zones, language barriers, and the need for London employees to travel to Malaysia to resolve problems that could not be addressed remotely.

Uploaded by

Pergerakan Kesatuan Kontemporari
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© © All Rights Reserved
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CASED STUDY AH30903

THE CASE STUDY: MEGAH SEJATI HOLDING BERHAD WORKFORCE


DATABASE DILEMMA
Megah Sejati Holding Berhad is multinational shipping company which located in Kota
Kinabalu, Malaysia and it also has an office in London. There are many issues presented that
negatively impacted the time and scope of the project. The Kota Kinabalu -based HR office
selected a vendor to help with the integration of a global HRIS, but the Kuala Lumpur-based
vendor has no knowledge of the local-based HRIS and possessed minimal experience when
integrating new modules into an existing HRIS . The company you currently work for is
dealing with the same issues . The corporate office in Kota Kinabalu wants to convert all
locations (which includes numerous locations in different countries ) to a new system . The
vendor has come in and advised us how the system works but there are many aspects of the
system that will not support the Kota Kinabalu-based operations of the company.
The project management team put in place for this integration was challenged from the start.
The project manager was knowledgeable in the European HRIS but had zero experience with
local IT and the current Kota Kinabalu-based HRIS. The person put in charge of the technical
team has no experience on IT projects that utilizes a HRIS. In addition, this team lead is coming
from a different cultural work environment that could make it difficult for them to effectively
run the technical team. A Kuala Lumpur-based senior design analyst was added to the team but
again, the senior design analyst has no knowledge of the local workforce HRIS. Other HR
personnel and people from the integration vendor were also on the project management team
but none of these people had any knowledge or experience for HR IT projects. This has been
an issue for our integration of SAP as well. The vendor is from London and when we advise
what it is that we need to operate successfully, they tell us it can’t be done. It has been a constant
back, and forth which has delayed this integration for over two years now. The
unknowledgeable project management team would often schedule meetings that were technical
and complex in nature where the senior design analyst was unavailable to attend. This allowed
the project management team to present their findings as fact but ultimately turned out to be
unworkable. This caused additional delays in the integration due to having to reverse what was
done and start over. The first minor issue that needed to be overcome would be the time zone
issue. The difference between the Malaysian time zone and the London time zone required
several London employees to be available after normal business hours to assist with the
integration. For example, in the company you work for, each quarter, senior management from
all the locations have a conference call. Due to the time difference between our Kota Kinabalu
location and London, our senior management personnel are required to be in the office at
midnight to attend the conference call because London set up the call to benefit their time zone.
Language was another minor hurdle to overcome.
Another minor hurdle to address and overcome is the employee’s ability to utilize the new
HRIS to change simple information, such as their home address. Something as simple as a
change of an employee’s home address could have tax implications in the Kota Kinabalu based
location but not in the London-based location. During the time of integration, the required staff
needed to assist with and support the integration was not known prior to the integration.
Unfortunately, the integration did not go as smoothly as it should have requiring London-based
employees to travel to the Malaysia to work on the issues as most issues could not be resolved
remotely.
CASED STUDY AH30903

Based on the inexperienced project management team put in place, this integration was delayed
by three months and came in over budget. Had this project been planned better and consisted
of people on the project management team with knowledge of the technical and complex
processes, this integration would have gone more smoothly and been less costly for the
company.

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