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Abstract

The dissertation focuses on impact of ERP system implementation within the business firm to

enhance the performance efficiency of the employees. Performance efficiency of the employees

is evaluated based on three variables such as employee perception towards ERP, employee

attitudes on ERP and management perception towards ERP. In planning the ERP system

implementation to the business firm it is essential to consider employee perception towards ERP

system. As a result of that firm can identify the possible challenges to adapt employees towards

new ERP module with regards to ensure the successful implementation and execution of

business operational practices based on the ERP interpretations.

With regards to ensure the successful implementation of ERP system support and commitment of

Management people of the firm is considered as one of the critical success factor. with regards to

evaluate the management perception towards ERP system it is essential to conduct board

meetings to evaluate the requirements of ERP system to the business firm and how management

will be respond to the new modulus and features of ERP system should be evaluated at the initial

stage.

In addition to that most of the employees are not actively participate into existing ERP awareness

programs and training is within the firm due to most of the employees are not understand the

importance of using ERP for their day-to-day operations activities. With regards to obtain the

maximum support and commitment from the employees to implement and execute the ERP

module within the firm it is essential to conduct employee awareness programs which highlights

the importance of ERP system implementation and how ERP system implementation process

will help to save the time and simplify their day-to-day operational activities within the firm.

Key words: Enterprise Resource Planning (ERP), Employee Performance, Employee Awareness,

Employee Attitudes, Management Perception.

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Acknowledgement

I would like to thank my supervising member who supported and guided me to complete this

dissertation successfully.

In addition to that I thank to head of finance department in business firm for giving approval to

conduct the dissertation questionnaire among the staff members. My special thank goes to people

who filled the dissertation questionnaire.

Finally I thank to my family members and friends who encourage me during the dissertation

period.

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Declaration

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Table of Contents

Chapter 01: Dissertation Introduction............................................................................................9

1.1 Dissertation background.......................................................................................................9

1.2 Overview of business firm...................................................................................................9

1.3 Dissertation problem..........................................................................................................10

1.4 Significance of dissertation problem..................................................................................11

1.5 Dissertation questions........................................................................................................ 11

1.6 Dissertation objectives.......................................................................................................12

1.7 Dissertation methodologies................................................................................................12

1.8 Dissertation outlines...........................................................................................................13

Chapter 02: Literature Review.....................................................................................................15

2.1 Introduction........................................................................................................................15

2.2 What is Enterprises Resource Planning (ERP) system?.....................................................15

2.3 Advantages of implementing ERP within the firm.............................................................16

2.4 Importance of employee awareness on ERP system...........................................................18

2.5 Importance of management perception and employee perception to implement and execute the ERP system........................................................................................................................ 19

2.6 Challenges of ensuring the employee performance efficiency through ERP system..........20

Chapter 03: Dissertation Methodologies......................................................................................23

3.1 Introduction........................................................................................................................23

3.3 Dissertation strategy...........................................................................................................23

3.4 Dissertation approach.........................................................................................................24

3.5 Target population...............................................................................................................24

3.6 Sample population..............................................................................................................25

3.7 Dissertation hypothesis...................................................................................................... 25

3.8 Ethical considerations........................................................................................................ 26

3.9 Dissertation data.................................................................................................................26

3.10 Dissertation instrument.....................................................................................................27

3.11 Operationalization............................................................................................................28

3.12 Conceptual framework.....................................................................................................29

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Chapter 04: Dissertation Data Analysis.......................................................................................31

4.1 Introduction........................................................................................................................31

4.2 Dissertation reliability testing.............................................................................................31

4.3 Dissertation data analysis on demographic dissertation questions......................................34

4.4 Pearson’s correlation of coefficient analysis......................................................................37

Chapter 05: Dissertation Conclusion and Recommendations.......................................................40

5.1 Introduction........................................................................................................................40

5.2 Dissertation conclusion......................................................................................................40

5.3 Dissertation recommendation.............................................................................................42

5.2 Dissertation limitation........................................................................................................43

5.2 Future dissertation..............................................................................................................44

06. References..............................................................................................................................45

07. Annexure 01: Research data analysis.....................................................................................47

7.1 Dissertation data analysis on employee awareness on ERP................................................47

7.2 Dissertation data analysis on employee attitudes on implementing ERP............................53

7.3 Dissertation data analysis on management perception towards ERP..................................60

7.4 Dissertation data analysis on performance efficiency of employees...................................64

08. Annexure 02: Dissertation questionnaire...............................................................................69

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List of tables

Table 3.11.1: Operationalization

Table 4.2.1: Case processing summary

Table 4.2.2: Reliability statistics - Employee Awareness

Table 4.2.3: Reliability statistics - Employee Attitudes

Table 4.2.4: Reliability statistics - Management Perception

Table 4.2.5: Reliability statistics - Employee Performance Efficiency

Table 4.2.6: Cornbach’s alpha

Table 4.3.1: Pearson’s correlation of between employee awareness of ERP and employee performance efficiency

Table 4.3.2: Pearson’s correlation of between employee attitudes on ERP implementation and employee performance efficiency

Table 4.3.3: Pearson’s correlation of between employee attitudes on ERP implementation and employee performance efficiency

Table 7.3.1: Dissertation question 27















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List of figuresFigure 3.12.1: Conceptual framework

Figure 4.1.1: Gender analysis

Figure 4.1.2: Age group analysis

Figure 4.1.3: Salaries analysis

Figure 4.1.4: Working experience analysis

Figure 4.3.5: Educational qualification analysis

Figure 7.1.1: Dissertation question 07


















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Chapter 01: Dissertation Introduction

1.1 Research background

The dissertation discusses how firm can enhance the performance of employees in Finance

Department of Business firm as a result of implementation ERP module to execute the day-to-

day operations activities (Appelbaum, 2017). The business firm is using Oracle ERP system.

And this dissertation it is evaluated how employer awareness and employee attitudes towards

ERP system will be impact to determine the level of employee efficiency enhancement with

respect to the implementation of ERP system within the firm. in addition to that it is evaluated

how management of the business firm should be support to implement ERP system within the

firm and management perception towards importance of ERP will impact to determine the

maximum outcome from ERP system to the business firm with regards to enhance the

operational efficiency of employees (Barkhi, 2017). Author uses dissertation questionnaire to

gather primary dissertation data with regards to understand how existing employees of the

business firm use ERP system for their normal day-to-day activities and how firm ensure the

knowledge and awareness of the people with regards to the features and functions of ERP system

through training and development programs. Author conducts dissertation questionnaire based

on the employees who are working in Finance Department of the work Firm with regards to

evaluate the effectiveness of ERP system at the initial stage of dissertation.

1.2 Overview of business firm

The business firm, ABC (Private) Limited is telecommunication industrial business entity which

is considered as one of the leading telecommunication service provider in Sri Lanka. When

discusses the product portfolio of business firm, it provides mobile telecommunication services

and broadband connection services mainly. In addition to that it has value added services which

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increase the capacity and probability to enhance the other income portfolio of the business firm.

The dissertation discusses how implementation of ERP in finance department of the business

firm impacts to enhance the operational performance of the employees.

1.3 Research problem

The dissertation discusses on how to evaluate the relationship between ERP systems related

applications with regards to ensure the performance efficiency of the human resource of the firm.

With regards to evaluate the impact of ERP system to enhance the performance efficiency of

Human Resource it is considered on three independent variables such as employee attitudes,

employee perception and management attitudes. When discuss the dissertation problem it is not a

then there are some gaps between employee awareness on importance of the ERP system with

regards to simplify the operational activities compared to the manual practices. That means most

of the employees of the firm are not willing to change towards ERP system from their manual

operational practices and it will create the inefficiency in performance of the employees within

the business entity. Throughout the dissertation it is evaluated how to mitigate the risk associated

with employee reluctant to change towards new ERP system with regards to enhance the

operational efficiency of business firm and how it will be effect to enhance the performance

efficiency of the employees as well. For that purpose it is evaluated and considered impact from

internal environmental factors and external environmental factors to the business firm with

regards to implement successful ERP system within the business entity.

Due to lack of proper coordination among functional activities of business firms, operational

inefficiency and ineffectiveness will be increased. The dissertation discusses how business firms

can use ERP to ensure the coordination between functional activities with regards to enhance the

operational efficiency and effectiveness. Based on that dissertation problem is defined as does

ERP ensure operational efficiency within telecommunication industrial business firms.

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1.4 Significance of research problem

The dissertation problem discusses the gaps between operational efficiency of the employees

compared to ERP implemented firm structure and manual operation execution firm practices.

when discuss the significance of dissertation problem it is not a that most of the dissertation

activity should be focused on how to enhance the employee performance using ERP system with

regards to simplify the day to day operation activities and eliminate the unnecessary time

consumption for operation activities as a result of having manual operational of functions within

the firm (Barkhi, 2017). During this dissertation, author evaluates how internal environmental

processes such as training and development programs, employee awareness on ERP etc. Impact

to determine the employee performance level based on the ERP implemented firm culture within

the firm. In addition to that interpretations and implications of dissertation problem significance

analysis used to develop the dissertation objectives and Dissertation questions with regards to

plan or to search activities include in dissertation data gathering process and dissertation data

analysis techniques (Beasley, 2015). Self-motivation is considered as one of the major positive

human behavior in modern business world. with regards to ERP system implementation process

most of the employees are not motivated to use ERP due to existing employees does not have

proper understand about what is ERP and how ERP can be used to save the time and cost of the

pressure process.

1.5 Research questions

Dissertation questions have been determined considering the implications of above

dissertation objectives.

What is the relationship between employee awareness of ERP and performance

efficiency of employees?

What is the relationship between employee attitude on implementing ERP and

performance efficiency of employees?

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What is the relationship between employee perception towards ERP and performance

efficiency of employees?

How to improve the employee performance efficiency through ERP?

1.6 Research objectives

Dissertation objectives have been determined considering the implications from dissertation

problem and evaluating the impact of significance of dissertation problem.

To identify the relationship between employee awareness of ERP and performance

efficiency of employees.

To find out the relationship between employee attitude on implementing ERP and

performance efficiency of employees.

To find out the relationship between employee perception towards ERP and performance

efficiency of employees.

To find the approaches to improve the employee performance efficiency through ERP.

The primary dissertation objective is to understand the expectation of employees within the firm

with regards to enhance their performance and how ERP system can be used to enhance the

performance of existing employees within the firm. In addition to that it aims to evaluate the

impact of existing business practices of the business firm which create barriers to successful

implementation and execution of ERP system with the support and commitment of existing

employees. In addition to that it is further reviewed how to monitor the performance of Human

Resource compared to the features and specifications in ERP modules.

1.7 Research methodologies

In this dissertation it is used inductive dissertation approach with regards to hypothesis approach

to find out the relationship between dissertation variables and it is used quantitative dissertation

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data approach to analyses the dissertation data. Quantitative dissertation data approach are used

to save the time to complete the overall dissertation activities due to most of the dissertation

outcome can be derived based on the predetermined dissertation data analysis models. In this

dissertation it is used quantitative dissertation data analyzing technique and applies statistical and

mathematical models to analyses dissertation data. In this dissertation it is evaluated the

operational efficiency of employees in Finance Department of business firm as a result of

implementing ERP system.

Based on that it is defined the target population as total number of employees who are working

in Finance Department of the Business firm. Sample population is determined based on the

behaviors and possible limitations of gathering the dissertation data from about defined target

population of the dissertation. Dissertation ethical consideration need to be evaluated and

considered as the dissertation data gathering process and planning the dissertation data gathering

activities. Author distributes ethical consideration for with the Dissertation question which

indicates how author is going to ensure the confidentiality of the gathered dissertation data

throughout the dissertation period and after the dissertation completion. In this dissertation

author use two types of dissertation data to build the dissertation conclusion and

recommendation and understand the behavior and relationship between dissertation variables.

Primary dissertation data are more specific to dissertation objectives and compared to the

secondary dissertation data it is given more priority to primary search data with regards to

evaluate the accuracy and completeness of the dissertation recommendation and conclusion. In

this dissertation it is used to types of dissertation instruments with regards to gather the primary

dissertation data such as dissertation questionnaire approach and dissertation interview approach.

Dissertation question is developed based on the dissertation independent variables and dependent

variables which are discussed under conceptual framework.

1.8 Research outlines

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The chapter 2 of the dissertation discusses the literature interpretations on dissertation

independent variables and dependent variables based on other researchers’ findings and

recommendations.

Chapter 3 discusses the dissertation methodologies which are used to gather and analyze the

dissertation data to arrive the dissertation conclusion and recommendations. It includes the

methodologies to perform the research activities.

Further chapter 4 includes critical discussion over dissertation data analysis based on statistical

and mathematical approaches and techniques. It evaluates the relationship between research

variables.

Dissertation conclusion and recommendations are discussed under chapter 5 including

dissertation limitations and future researches. Future dissertation activities and to expand the

sample population considered in the different departments in the firm with regards to evaluate

how employee performance will be increased with respect to the ERP related functions and

features. In addition to that it is expected to use this dissertation approaches to find out the

relationship between employee performance and ERP in different business industries.

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Chapter 02: Literature Review

2.1 Introduction

Literature review includes the other researchers’ discussions and findings on research dependent

and independent variables. It mainly focuses on impact of employee awareness of ERP,

employee attitudes towards ERP and management perception towards ERP to enhance the

performance efficiency of the employees.

2.2 What is Enterprises Resource Planning (ERP) system?

In order to ensure the integration and combination between all the functional activities of the

firm most of the business firms are implemented in Enterprises resource planning system which

is called as ERP (Beasley, 2015). The primary objective of ERP is to ensure the integration

between functional management activities of the business firm with regards to take the business

decisions at right time and to take the right decisions over resource allocation strategies to ensure

the operational efficiency and effectiveness throughout the production and non-production

activities within the firms. As a result of that most of the business firms are moving to ERP

based firm structure (Brodeur, 2002).

When evaluating the business activities within the firm it can be divided as value added activities

and non-value added activities (Beasley, 2015). As a result of non-value added activities within

the firm it is difficult to achieve the operational goals and objectives of the firm as a result of

non-value added activities create additional cost and it consumes the additional operational time

which can be allocated to another value added activities (Pincus, 2017). ERP system is capable

of identifying the non-value added activities within the firm and take appropriate actions to

eliminate the non-value added activities in normal cause of business processes with regards to

promote the value addition of products and Services within the firm through proper value added

activities (Geerts, 2007). When discuss the functional activities integration through ERP, the best

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example is integrate in production department warehousing, management department and supply

chain management department of manufacturing business firm (Barkhi, 2017). That means

warehousing management department should have proper combination between Production

departments of the manufacturing business firm with regards to maintain the optimum stock

level to provide the adequate raw materials to ensure the continuation of production activities

(Grabski, 2011). As a result of that firm can ensure the production flow without significant

production delays. In addition to that warehouse management department of the firm should be

integrated with a supply chain management department with regards to provide the purchase

order to which is need to be raised with regards to maintain the optimum inventory position in

the warehouses (Nicolaou, 2006). ERP system is important to ensure the kind of integration

between different functional management department of manufacturing business firm with

regards to simplify the functional and tactical decision making process as well. Features and

specifications of ERP models can be varied with respect to the requirements of the business firm

and specific trends and practices in respective industry which is firm operate (Bradford, 2015).

That means business firm should conduct comprehensive internal environment analysis and

external environment analysis with regards to identify the possible changes and conceive

counsels from external and internal environmental factors to the ERP module of the firm.

2.3 Advantages of implementing ERP within the firm

The main benefit of implementing ERP system is it ensures the proper integration between

overall functional activities within the firm and it is considered all the business processes of the

business firm as a single system (Barkhi, 2017). As a result of that it is simplified the functional

and operational management processes within the firm and it is important to understand the

overall picture of processes and procedures of the business firm with regards to take the right

resource allocation strategies different functional departments (Brodeur, 2002). Eventually it

leads to achieve the operational efficiency and effectiveness related business goals and objectives

within the firm with regards to it will enhance the performance of the employees by simplifying

the operational activities.

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As mentioned about business firms have both none value added activities and value added

activities. As a business firm it is essential to take appropriate actions to eliminate the non-value

added activities within the firm with regards to save the time and financial and non-financial

resources which can be allocated to add values to the business firm (Beasley, 2015). As a result

of implementing Enterprises resource planning system within the firm most of the business firm

has been able to identify and eliminate the non-value added activities within the operational

Management process and statistical decision making process within the firm (Beasley, 2015).

Business firms take functional management decisions and strategic management decisions which

are targeting to ensure the operational efficiency and business growth respectively. With regards

to ensure the success of the business firm it is essential to take the right business decision at right

time considering the existing internal and external environmental conditions (Brodeur, 2002).

With regards to take the right business decisions it is important to maintain proper data

management system with regards to the operational activities of the business firm. ERP system

can be used as business operational related data gathering tool with regards to identify the

relationship between each and every functional activities of the firm with regards to take the

right business decisions at right time (Fulmer, 2014).

As a result of implement in enterprise resource planning system most of the employees can get

rid of manual functional activities within the firm. That means if employees have adequate

knowledge and competencies to operate the ERP system it much more enough to ensure the

operational efficiency and it will help to enhance the operational efficiency of employees as well

(Geerts, 2007). In terms of operational efficiency of the firm, implementation of ERP system is

considered as one of the best tree structure in decision which can be taken by the business firm

with regards to ensure the operational efficiency through proper integration between functional

management activities within the firm.

in some circumstances Enterprises resource planning system can be used as internal control

Framework with regards to manage risk of frauds and misappropriations of assets as a result of

eliminating the non-value added activities of the business process and automate the overall

business activities and eliminate the manual business process which create the risk regards to

assets misappropriation and fraud risk (Appelbaum, 2017). In terms of firm perspective firm can

produce the human resource requirement as a result of implementing ERP due to implementation

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of ERP reduce the manual business practices and it can be changed the ERP system and Firm can

reduce the human resource requirement (Bradford, 2015).

2.4 Importance of employee awareness on ERP system

Most of the business firms implement ERP with regards to ensure the integration and

communication between business processes and the business operational efficiency and

effectiveness related goals and objectives. It is important to evaluate the significance of

employee awareness on ERP system with regards to ensure the successful execution process of

ERP system related features and functions (Brodeur, 2002). That means employees are involved

in execution the ERP system related functions with regards to perform the business operations in

normal course of business activities. As a result of that it is crucial to ensure high level of

employee awareness on ERP system within the firm with regards to obtain the maximum

benefits from the ERP system related operational activities (Dillard, 2005).

Most of the business firm conducts training and development programs to the Employees at the

initial stage of implementing ERP system to the business firm to make sure employees are aware

about how to operate the ERP system (Grabski, 2011). In some firm ERP guidance book is

distributed among all the employees who are using ERP system with regards to find out the

practical solution went employees are working with ERP system with regards to reduce the

unnecessary time consumption to resolve the ERP related problems and issues (Fulmer, 2014).

Most of the business firms conduct the periodic training and development programs to the

Employees who are used in ERP system with regards to communicate the new trends and

development of ERP system and how to enhance the operational efficiency of the business firm

as a result of using ERP system to ensure the high level of employee awareness (Pincus, 2017).

In addition to that business firm should evaluate the employee awareness on importance and

benefits of the ERP system with regards to consider the ideas and views of the human resource

with regards to develop features and specification of ERP module (Bradford, 2015). With

regards to provide valid ideas and views with regards to develop the existing condition of ERP

system employees of the firm should have comprehensive understand in about how to operate

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ERP system and value addition activities of ERP system which can be used to enhance the

competitive advantage and operational efficiency of the business firm (Arnesen, 2003).

Human resource management strategies also should be considered operational practices which

are based on the ERP system with regards to plan the recruitment and selection strategies. That

means it is essential to recruit the people who have a previous experience in working with an

ERP system related firm culture with regards to save the additional time and cost to conduct the

training and development to make the awareness and knowledge of the new recruited employees

regarding ERP modules (Brodeur, 2002). Some business firm has internal ERP implementation

team to conduct the training and development programs with regards to ERP system and resolve

the ERP system related functions and activities based on the issues which are created to each and

every employees within the firm. However most of the business firms have been entered to

mutual preferredment between ERP service provider to obtain the training and development

services to the Employees (Geerts, 2007).

2.5 Importance of management perception and employee perception

to implement and execute the ERP system

In implementing and executing the ERP module to the business firms it is essential to consider

implications from internal business environment and external business environment. That means

firm should customize the ERP module based on the requirements and specifications from

internal environment of the business firm and external environmental factors which are created

in industrial norms and values (Fulmer, 2014). In planning the ERP system implementation to

the business firm it is essential to consider employee perception towards ERP system. As a result

of that firm can identify the possible challenges to adapt employees towards new ERP module

with regards to ensure the successful implementation and execution of business operational

practices based on the ERP interpretations. Firm should evaluate how employees of the firm will

respond to the ERP system related module in the existing operational practices which are based

on both manual and automated processes. In addition to that it is essential to consider the

knowledge and skills of employees towards working in ERP oriented firm culture (Dillard,

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2005). That means when employees of the firm do not have adequate knowledge and

understanding about how to operate ERP system it will create internal Environmental Barriers to

achieve the expected outcome from ERP system implementation process. Based on that firm can

plan the training and development programs to the existing employees to make sure employee

has adequate knowledge and skills to operate the ERP system and employees have understood

the importance of using ERP system to the business firm (Fulmer, 2014). With regards to ensure

the successful implementation of ERP system support and commitment of Management people

of the firm is considered as one of the critical success factor. with regards to evaluate the

management perception towards ERP system it is essential to conduct board meetings to evaluate

the requirements of ERP system to the business firm and how management will be respond to the

new modulus and features of ERP system should be evaluated at the initial stage. With regards to

achieve the successful implementation of ERP system business firm should have clear internal

communication mechanism as well. having proper internal communication mechanism within

the firm will be able to achieve the goals and objectives of business process used in ERP module

by ensuring the accuracy of transaction record in process and generating the operational and

strategic data to take the right business decisions at right time (Bradford, 2015).

2.6 Challenges of ensuring the employee performance efficiency

through ERP system

The most challenging process is to ensure that relevant employees have adequate knowledge and

skills to operate the ERP system. In most circumstances, most of the employees within the

business firms do not have adequate knowledge and skills on working with ERP implemented

working condition (Arnesen, 2003). The main reason for that is, employees are not updated with

advancements and development of different versions of ERP system due to lack of practical

applications of ERP modules in real working environment within the firm (Fulmer, 2014).

In addition to that most of the employees of the business firm are related to change from existing

business practices to new business practices as a result of implementation ERP modules

(Beasley, 2015). Reluctant to change problem will be created among the most experienced

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employees within the firm compared to the newly recruited human resource. internal

communication process of the business firm should be strong enough to communicate those

people were there are no significant changes to be feared with regards to the changes in business

practices as a result of implement in an execution of ERP system. In addition to that most of the

business firms are implement in Change management strategies to manage these kind of changes

of the employees and manage the barriers which are created by the human resource as a result of

restructuring changes within the business firm (Beasley, 2015).

Some employees of the business firm are not willing to contribute their maximum commitment

and support to implement and execute the ERP system within the firm due to fear of losing their

jobs. As a result of implementing ERP system within the business firm it will automate

significant amount of manual business processes and create human resource access position

(Barkhi, 2017). As a result of that most of the business firms tend to introduce voluntary

retirement scheme to the Employees to take their employment continuation decisions within the

business firm. When consider the financial and nonfinancial aspect of implementation and

execution of ERP system, business firm has to invest in significant amount of financial resources

and human resources with regards to implement and execute the business processes based on

ERP system (Bradford, 2015). for example employees has to allocate their working time for the

training and development programs to learn about ERP system and how to use ERP system in

normal course of business activities. At the initial stage of ERP system application to the normal

cause of business activities there is a risk of offering mistakes and errors in normal cause of

business activities and day to day operational process (Dillard, 2005). In addition to that business

firm has to allocate additional human resource to monitor the performance of ERP system and

provide adequate training and development programs to the top management level employees to

take the strategic decisions based on the data interpretations of ERP system (Geerts, 2007).

2.7 Chapter summarization

In modern business world most of the business firms are trying to achieve the operational

efficiency and effectiveness with proper combination of all the functional activities of the

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business firm with regards to achieve the business goals and objectives and ensure the business

sustainability with regards to retain in the market for long period of time. That means it is

essential to ensure the proper combination and coordination each and every business decisions

with regards to ensure optimum resource allocation and take the business decisions at right time

with regards to face the external market challenges and internal market challenges of the

business firms.

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Chapter 03: Dissertation Methodologies

3.1 Introduction

The target population is total number of employees who are working in Finance Department of

the Business firm. Sample population is determined based on the behaviors and possible

limitations of gathering the dissertation data from about defined target population of the

dissertation. Dissertation ethical consideration need to be evaluated and considered as the

dissertation data gathering process and planning the dissertation data gathering activities.

Primary dissertation data are more specific to dissertation objectives and compared to the

secondary dissertation data it is given more priority to primary search data with regards to




3.3 Dissertation strategy

In this dissertation it is considered two types of dissertation strategies such as inductive

dissertation strategy and deductive dissertation strategy. Inductive dissertation strategy

emphasized that it is essential to consider the qualitative dissertation data to arrive the richest

recommendations and it is used the judgment experience of the author with regards to arrive the

conclusion regarding the collected dissertation data (Beasley, 2015). Inductive dissertation

approach is more suitable for the dissertation which uses professional judgment and expecting

derives the new model and theory as the dissertation recommendation. Deductive dissertation

strategy is more towards quantitative dissertation approach which is used quantitative

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dissertation data with regards to evaluate the relationship between dependent and independent

dissertation variables (Dillard, 2005). Deductive dissertation strategy is based on the null

hypothesis and alternative hypothesis of the dissertation with regards to evaluate the relationship

between dissertation independent variables and dependent variables. In this dissertation it is used

inductive dissertation approach with regards to hypothesis approach to find out the relationship

between dissertation variables and it is used quantitative dissertation data approach to analyses

the dissertation data.

3.4 Dissertation approach

Most of the dissertationers are considering two types of dissertation approaches such as

quantitative dissertation approach and qualitative dissertation approach. Quantitative dissertation

approach is used to analyses dissertation data based on statistical and mathematical techniques

with regards to find out the relationship between dissertation variables and graphical

representation methods are used to highlight and represent the dissertation data which are

compatible with quantitative dissertation data analyzing techniques (Bradford, 2015). Qualitative

dissertation data approach is used professional judgment and other dissertationer’s findings to

find out the relationship between dissertation variables. quantitative dissertation data approach

are used to save the time to complete the overall dissertation activities due to most of the

dissertation outcome can be derived based on the predetermined dissertation data analysis

models. In this dissertation it is used quantitative dissertation data analyzing technique and

applies statistical and mathematical models to analyses dissertation data (Geerts, 2007).

3.5 Target population

Dissertation target population should be defined at the initial stage of the dissertation with

regards to plan the nature and scope of dissertation data gathering process (Bradford, 2015).

Defining the dissertation population accurately will impact to ensure the accuracy and

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completeness of overall dissertation data gathering process. It is required to define the target

population of the dissertation at the initial stage with regards to plan the dissertation data analysis

and techniques and Dissertation data gathering approaches based on the nature and behavior of

the target population participants. In this dissertation it is evaluated the operational efficiency of

employees in Finance Department of Business firm as a result of implementing ERP system.

Based on that it is defined the target population as total number of employees who are working

in Finance Department of the Business firm. Sample population is determined based on the

behaviors and possible limitations of gathering the dissertation data from about defined target

population of the dissertation.

3.6 Sample population

the primary objective of determine in a sample to collect the dissertation data is it is difficult to

collect the dissertation data from all the participants in target population due to time limitation to

complete the dissertation activities. As a result of that dissertationers are using Different

techniques and approaches to sample population from target population with regards to represent

the total number of participants in target population in arrive in the dissertation conclusion and

recommendation regarding dissertation Independent and dependent variables. As mentioned

above target population of the dissertation is total number of employees working in Finance

Department of the Business firm. The total number of employees working in Finance

Department of the Business firm is 50 numbers of employees. As a result of that it is decided to

consider the all target population participants as sample population participants to conduct

Dissertation questionnaire with regards to gather the primary dissertation data.

3.7 Dissertation hypothesis

H0 - Employee awareness of ERP modules determines the performance efficiency of the employees.

25 | P a g e

H1 - Employee awareness of ERP modules does not determine the performance efficiency of the employees.

H0 - Employee attitude on implementing ERP determines the performance efficiency of the employees

H1 - Employee attitude on implementing ERP does not determine the performance efficiency of the employees

H0 - Management perception towards ERP determines the performance efficiency of the employees

H1 - Management perception towards ERP does not determine the performance efficiency of the employees

3.8 Ethical considerations

Dissertation ethical consideration need to be evaluated and considered as the dissertation data

gathering process and planning the dissertation data gathering activities. Author distributes

ethical consideration for with the Dissertation question which indicates how author is going to

ensure the confidentiality of the gathered dissertation data throughout the dissertation period and

after the dissertation completion. It clearly mentioned that author does not transfer the

dissertation data to any kind of third party without prior approval of original dissertation data

collector. In addition to that people can reject the participation for dissertation questionnaire and

it is not compulsory to fill the dissertation questionnaire together the primary dissertation data. In

addition to that in using the literature review from other dissertationer’s findings and

recommendations author use proper citation practices to provide the link and guidance to the

secondary dissertation data extraction source.

3.9 Dissertation data

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In this dissertation author use two types of dissertation data to build the dissertation conclusion

and recommendation and understand the behavior and relationship between dissertation

variables. Primary dissertation data are more specific to dissertation objectives and compared to

the secondary dissertation data it is given more priority to primary search data with regards to


this dissertation primary dissertation data is extracted used in dissertation question approach and

dissertation interview approach as discussed under dissertation instrument section. In addition to

that secondary dissertation data involves with considering the other dissertationers findings and

recommendations which are related to the dissertation independent variables and dependent

variables with regards to develop the literature review of the dissertation and evaluate the

operationalization considering the relationship between dissertation independent variables and

dependent variables. In addition to that it is essential to evaluate the reliability of secondary data

extraction sources at the dissertation planning stage.

3.10 Dissertation instrument

Dissertation instruments are used to gather the sufficient and appropriate dissertation data with

regards to derive the dissertation conclusion and recommendation on dissertation variables. In



Dissertation question is developed based on the dissertation independent variables and dependent

variables which are discussed under conceptual framework. In addition to that dissertation

questionnaire includes both open ended dissertation questions and closed ended dissertation

questions to understand how author should collect the dissertation data regarding the dissertation

variables with regards to ensure the completeness and accuracy of the dissertation data. In

addition to that dissertation interview approach is used to analyses the behavior and gather the

comprehensive dissertation data based on the face to face discussion with the dissertation

questionnaire participants during the dissertation questionnaire filling process.

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3.11 Operationalization

Table 3.11.1: Operationalization

Concept Variables Dimensions Indicators Measuring scales

Questions Source

Understanding the level of employee awareness on ERP system

Employee awareness

Employees are aware of importance of ERPTraining and development programs on ERP

Low ERP related mistakesEmployees are satisfied with ERP related activities

Likert scale method

Q7– Q16 Li and Lin (2004)

Evaluating the employee attitudes towards ERP system

Employee attitudes

Employees support to implementing and executing ERPEmployees are motivated to use ERP

Accepting the ERP changesUsing ERP for day to day operations

Likert scale method

Q17 – Q26

Dillard and Yuthas (2006)

Measuring the perception of management people on ERP system

Management perceptions

Management personnel are using ERP modulesManagement personnel encourage ERP improvements

Management understanding over importance of ERPEncourage others to use ERP

Likert scale method

Q27 – Q36

Dillard and Yuthas (2006)

Measure the variation

Performance efficiency

Accuracy of employees’

Employees performance

Likert scale method

Q37 – Q44

Li and Lin (2004)

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s of employee performance efficiency due to ERP system

of employees

worksTiming efficiency of employees’ works

enhancementsReducing the errors and mistakes

3.12 Conceptual framework

Independent variables Dependent variable

Figure 3.12.1: Conceptual framework

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Employee awareness of ERP modules

Employee attitude on implementing ERP

Management perception towards ERP

Performance efficiency of employees


Quantitative dissertation data approach are used to save the time to complete the overall

dissertation activities due to most of the dissertation outcome can be derived based on the

predetermined dissertation data analysis models. In this dissertation it is used quantitative

dissertation data analyzing technique and applies statistical and mathematical models to analyses

dissertation data. In this dissertation it is evaluated the operational efficiency of employees in

Finance Department of business firm as a result of implementing ERP system.

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Chapter 04: Dissertation Data Analysis

4.1 Introduction

In this dissertation, it is used mathematical methods to analyze the dissertation data to evaluate

the relationship between dissertation independent variables and dependent variables. Sample

population of the dissertation is determined based on the random sampling method to ensure the

quality of selecting the sample population. In overall perspective, the dissertation expects to find

the strategic approaches to understand the requirements and necessity of ERP with regards to

enhance the employee performance efficiency within the business firm.

4.2 Research reliability testing

Table 4.2.1: Case processing summary

Case Processing Summary

N %

Cases

Valid 50 100

Excluded 0 0

Total 50 100

a. List wise deletion based on all variables in the procedure.

Cronbach’s alpha testing uses 50 samples, out of that no is excluded for the reliability testing due

to the accuracy and completeness problem of dissertation questionnaire form.

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Table 4.2.2: Reliability Statistics – Employee Awareness

Cronbach's Alpha

Cronbach's

Alpha Based on

Standardized

Items

N of Items

0.756 0.756 50

Since Cronbach alpha amount is 0.756, internal consistency of the firm is at an acceptable stage.

Table 4.2.3: Reliability Statistics – Employee Attitudes

Cronbach's Alpha

Cronbach's

Alpha Based on

Standardized

Items

N of Items

0.701 0.701 50


Table 4.2.4: Reliability Statistics – Management Perception

Cronbach's Alpha

Cronbach's

Alpha Based on

Standardized

Items

N of Items

0.778 0.778 50


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Table 4.2.5: Reliability Statistics – Employee performance efficiency

Cronbach's Alpha

Cronbach's

Alpha Based on

Standardized

Items

N of Items

0.723 0.723 50


Cronbach’s alpha measures are as follows;

Table 4.2.6: Cornbach’s alpha

Cornbach’s alpha Internal consistency

α ≥ 0.9 Excellent

0.9 > α ≥ 0.8 Good

0.8 > α ≥ 0.7 Acceptable

0.7 > α ≥ 0.6 Questionable

0.6 > α ≥ 0.5 Poor

0.5 > α Unacceptable

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4.3 Research data analysis on demographic dissertation questions

Figure 4.1.1: Gender analysis

There are 75% of female population and 25% male population in sample population.

Figure 4.1.2: Age group analysis

When analyze the sample population based on the age categories, majority of the employees in

sample population can be categorized under 20 years to 30 years age category.

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Figure 4.1.3: Salaries analysis

Majority of the employees of sample population can be categorized to Rs.50,000 – Rs.100,000

salaries and wages category.

Figure 4.1.4: Working experience analysis

Most of the employees in the organization have more than 3 years and less than 5 years working experience as per the primary research data analysis.

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Figure 4.3.5: Educational qualification analysis

There are 60% of employees who have degree or more qualification according to the primary

data review on educational qualifications of employees.

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4.4 Pearson’s correlation of coefficient analysis

Table 4.3.1: Pearson’s correlation of between employee awareness of ERP and employee

performance efficiency




Pearson Correlation 1 0.667Sig. (2-tailed) 0N 50 50


Pearson Correlation 0.667 1Sig. (2-tailed) 0N 50 50

95% Significance Level

Correlation coefficient between performance efficiency of employees and employee awareness

of ERP modules is 0.667. It indicates that there is a positive strong relationship between

performance efficiency of employees and employee awareness of ERP modules

Table 4.3.2: Pearson’s correlation of between employee attitudes on ERP implementation

and employee performance efficiency




Pearson Correlation 1 0.485Sig. (2-tailed) 0N 50 50Sig. (2-tailed) 0 0N 50 50



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Correlation coefficient between performance efficiency of employees and employee attitudes on

ERP is 0.485 It indicates that there is a positive weak relationship between performance

efficiency of employees and employee attitudes on ERP.

Table 4.3.3: Pearson’s correlation of between employee attitudes on ERP implementation

and employee performance efficiency




Pearson Correlation 1 0.566Sig. (2-tailed) 0N 50 50




Correlation coefficient between performance efficiency of employees and management

perception on ERP is 0.566 It indicates that there is a positive strong relationship between

performance efficiency of employees and management perception on ERP.


According to research data analysis, employee awareness of ERP is considered as the most

important factor to determine the employee performance efficiency. In addition to that

management of the organization should have adequate understanding and knowledge to monitor

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and guide the employees to ensure successful implementation and execution of ERP within

business organization.

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Chapter 05: Dissertation Conclusion and Recommendations

5.1 Introduction

The dissertation discusses on how to evaluate the relationship between ERP systems related

applications with regards to ensure the performance efficiency of the human resource of the firm.

With regards to evaluate the impact of ERP system to enhance the performance efficiency of

Human Resource it is considered on three independent variables such as employee attitudes,

employee perception and management attitudes. When discuss the dissertation problem it is not a

then there are some gaps between employee awareness on importance of the ERP system with

regards to simplify the operational activities compared to the manual practices.

5.2 Dissertation conclusion

Primary dissertation data Review emphasized that most of the employees within the firm are not

aware about the features and modulus of ERP finance models. As a result of that most of the

employees are not used in all the features and functions of ERP with regards to manage the

financial resources within the firm. There are some employees still using traditional manual

process and procedures to record the transaction within the firm and those people are fear to use

ERP with regards to record the financial management transaction within the firm. In addition to

that there are no structured and proper procedures to plan and conduct the training and

development programs within the firm with regards to enhance the employee awareness over

ERP system and its features. in addition to that most of the employees are not actively participate

into existing ERP awareness programs and training is within the firm due to most of the

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employees are not understand the importance of using ERP for their day-to-day operations

activities.

Self-motivation is considered as one of the major positive human behavior in modern business

world. with regards to ERP system implementation process most of the employees are not

motivated to use ERP due to existing employees does not have proper understand about what is

ERP and how ERP can be used to save the time and cost of the pressure process. It is

recommended to use the support and commitment from managerial level employees within the

firm which will help to ensure the accurate and complete awareness about ERP among the

operational level employees. ERP system documentation is important to ensure the employee

awareness on ERP system and its applications. For Finance, system documentation of critical

processes was available; however, the process documentation was only available for Budget

Preparation & Monitoring, System Coding, and Accounts Payable.

The system documentation provides technical data that may be difficult to understand without a

proper background, process transaction entry, or description of process fields. Business firm

conduct the training and development programs with regards to ensure that employees of the

business firm are aware about importance of ERP system. However most of the employees of the

business firm do not have proper understanding about the features and specification of ERP

module with regards to simplify their day-to-day operational activities. As a result of that most of

the employees are tending to use combination of ERP system related operational practices and

traditional manual operational practices as well. In overall perspective it has been directed to

reduce the performance efficiency of employees and most of the employees of the firm are not

willing to get rid of 100% manual business activities and processes. Business firm should

evaluate the employee awareness on importance and benefits of the ERP system with regards to

consider the ideas and views of the human resource with regards to develop features and

specification of ERP module (Bradford, 2015). With regards to provide valid ideas and views

with regards to develop the existing condition of ERP system employees of the firm should have

comprehensive understand in about how to operate ERP system and value addition activities of

ERP system which can be used to enhance the competitive advantage and operational efficiency

of the business firm (Arnesen, 2003)

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ERP related policies and procedures have not been formally defined or developed.

It is noted that anti-virus software is currently not used on desktop PC's and the network server

virus scanner is run only once a week. Formal Information system policies and procedures help

to ensure the consistent application of company policy and adequate safeguarding of the

company's information assets. The introduction of virus' can have a severe impact on data

integrity and at a minimum be quite inconvenient to correct once "infected. Due to lack of proper

coordination among functional activities of business firms, operational inefficiency and

ineffectiveness will be increased. The dissertation discusses how business firms can use ERP to

ensure the coordination between functional activities with regards to enhance the operational

efficiency and effectiveness. Based on that dissertation problem is defined as does ERP ensure

operational efficiency within telecommunication industrial business firms.

5.3 Dissertation recommendation

Guidelines over maintenance of system documentations should be established to ensure that it is

kept up to date for any changes made on ERP. This can be aligned with the change control

process that needs to be established. Update the existing documentation to ensure that recent

changes are included. Also, technical and process documents should be created for those areas

not yet documented. It is advised that a list of topics should be kept to ensure that all areas have

corresponding documentations available.

The Company should define and develop written ERP related policies and procedures. These

should address, at minimum, the following;

Management's policy for information security and confidentiality, including a statement

that information including E-mail is corporate asset.

Responsibilities for various user and Information Systems group to apply and enforce

management's policy.

Procedures for adding new user and temporary employee access, if any; for removing

terminated employee access; and for changing access privileges when job functions

change.

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Physical security responsibilities and physical access control standards.

Procedures defining Change Management with application development.

Procedures for Computer Operations processing, including backups and error reporting.

Procedures for Network Administration, including monitoring, and acceptable usage by

company employees.

Review the employee Performance Management System to factor in project milestones/outputs

in Individual Operating Plans. Whenever milestones/outputs are not clearly determinable when

the Individual Operating Plans are formulated, make a generic mention, to be more specifically

outlined during appraisal meetings and mid-year reviews. With regards to ensure the successful

implementation and execution of ERP system it is essential to have employees support at

maximum and optimum position. In this dissertation most of the employees have highlighted that

firm does not takes the ideas and views of the human resource with regards to decide the features

and specifications of ERP module which is expecting to run the day to day operation activities of

the business. In addition to that most of the employees within the firm are not sharing their

knowledge and skills with other employees due to lack of proper knowledge sharing

organizational culture within the firm.

With regards to obtain the maximum support and commitment from the employees to implement

and execute the ERP module within the firm it is essential to conduct employee awareness

programs which highlights the importance of ERP system implementation and how ERP system

implementation process will help to save the time and simplify their day-to-day operational

activities within the firm. In addition to that firm does not have structure practices and industrial

best practices with regards to evaluate the employee support towards successful implementation

and execution of ERP module within the firm.

5.4 Dissertation limitation

The main dissertation limitation is there is no adequate time to complete overall dissertation

activities. That means author to complete comprehensive dissertation activities within Limited

period of time with regards to achieve the dissertation objectives and find the solution for

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dissertation questions. In addition to that there is some limitation in executing the dissertation

data collection process. Due to the busy work life schedule of the people it takes a significant

period of time to complete the all the dissertation questionnaire together the primary dissertation

data with regards to arrive dissertation Conclusion and Recommendation. For that purpose most

of the recent questions are not comprehensive and those questions are easy to understand.

Further there are resource limitations in terms of purchasing dissertation data analysis in

software and tools.

5.5 Future dissertation

Future dissertation activities and to expand the sample population considered in the different

departments in the firm with regards to evaluate how employee performance will be increased

with respect to the ERP related functions and features. In addition to that it is expected to use this

dissertation approaches to find out the relationship between employee performance and ERP in

different business industries. During the future dissertation activities it is expecting to evaluate

how qualitative dissertation data such as behaviors and competencies of human resource will

impact to determine the employee performance level based on the ERP implemented firm.


Primary dissertation data Review emphasized that most of the employees within the firm are not

aware about the features and modulus of ERP finance models. As a result of that most of the

employees are not used in all the features and functions of ERP with regards to manage the

financial resources within the firm.

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06. References

Appelbaum, D. A. K. M. V. a. Z. Y., 2017. Appelbaum, D., A. Kogan, M. Vasarhelyi and Z.

Yan.. International Journal of Accounting Information Systems , Volume 25, pp. 29-44.

Arnesen, S. a. J. T., 2003. ERP merger mania. Strategic Finance, pp. 30-35.

Barkhi, R. a. S. K., 2017. ERP in the classroom: Three SAP exercises focused on internal

controls.. Journal of Emerging Technologies in Accounting, 14(1), pp. 77-83..

Beasley, M. S. a. D. S. S., 2015. ERM and sustainability: Together on the road ahead.. Strategic

Finance, pp. 32-39.

Bradford, M. a. G. J. G., 2015. Using process mapping to reveal process redesign opportunities

during ERP planning.. Journal of Emerging Technologies in Accounting, Volume 12, pp. 169-

188.

Brodeur, E. a. P. S., 2002. ERP cost and performance systems: Risks and opportunities.. Journal

of Cost Management, pp. 20-24..

Dillard, J. F. L. R. a. K. Y., 2005. Enterprise resource planning systems: A physical

manifestation of administrative evil.. International Journal of Accounting Information Systems,

6(2), pp. 107-127.

Fulmer, B. P. a. G. J. G., 2014. Selecting an enterprise resource planning system: An active

learning simulation. Journal of Emerging Technologies in Accounting , Volume 11, pp. 71-82.

Geerts, G. L. a. H. J. W., 2007. The timeless way of building REA enterprise systems.. Journal

of Emerging Technologies in Accounting, Volume 4, pp. 161-182.

Grabski, S. V. S. A. L. a. P. J. S., 2011. A review of ERP dissertation: A future agenda for

accounting information systems.. Journal of Information Systems, pp. 37-78.

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llen, T., 2008. The "secret sauce" that maximizes ROI for ERP.. Strategic Finance, pp. 32-37.

Nicolaou, A. I. a. S. B., 2006. Firmal performance effects of ERP systems usage: The impact of

post-implementation changes.. International Journal of Accounting Information Systems , 7(1),

pp. 18-35.

Pincus, M. F. T. P. W. a. S. X. X., 2017. Do clients' enterprise systems affect audit quality and

efficiency?. Contemporary Accounting Dissertation , 34(4), pp. 1975-2021.

Singh, K. P. J. B. M. B. a. C. B., 2014. Continuous auditing and continuous monitoring in ERP

environments: Case studies of application implementations.. Journal of Information Systems, pp.

287-310.

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07. Annexure 01: Research data analysis

7.1 Dissertation data analysis on employee awareness on ERP

I know how to use ERP modules

12% of people are preferred strongly, 22% of people are preferred, 38% of people are neither not

preferred not preferred, 10% of people are not preferred nor 18% of people are not preferred

strongly.


I save the paper cost and environment by storing soft copies using ERP


preferred nor preferred, 22% of people are not preferred and 24% of people are not preferred

strongly.

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I have seen the guidance poster to teach the ERP within the firm



strongly.


48 | P a g e

Employees are eager to learn about ERP



strongly.


Employees are tend to use ERP for day to day operations



strongly.

49 | P a g e


I have participated to ERP training programs



strongly.


50 | P a g e

The last participated date for ERP training is more than 3 months back



strongly.


I have learnt on ERP using on job training approaches



strongly.

51 | P a g e


I am satisfied with current training programs



strongly.


52 | P a g e

I think existing training portfolio is adequate



strongly.


7.2 Dissertation data analysis on employee attitudes on

implementing ERP

I give feedbacks on issues and problems of ERP



strongly.

53 | P a g e


I allocate additional time to learn ERP modules



strongly.

54 | P a g e


I actively participated for ERP implementation process


preferred nor preferred, 14% of people are not preferred not 6% of people are not preferred

strongly.


I monitor and inform the performance of ERP



strongly.

55 | P a g e


I share the knowledge of ERP with others



strongly.


56 | P a g e

I am trying to use ERP for all my works



strongly.


I help others to learn ERP and familiar with ERP



strongly.

57 | P a g e


I have moved to ERP from manual activities



strongly.

58 | P a g e


I provide the information for ERP audits



strongly.


I am a self-learner on ERP modules and functions



strongly.

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7.3 Dissertation data analysis on management perception towards

ERP

Do management people encourage using ERP?



strongly.


Response Percentage CountStrongly preferred 6% 3Preferred 10% 5Neither preferred nor not preferred 46% 23Not preferred 14% 7Strongly not preferred 24% 12Total 100% 50

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Do management people use ERP?



strongly.



Do management people appreciate ERP generate reports?



strongly.



Do management people request ERP generated data to make the decisions?



strongly.

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Do management people identify gaps between ERP and manual processes?



strongly.



Do management people have adequate knowledge on ERP?



strongly.


Response Percentage CountStrongly preferred 4% 2Preferred 8% 4Neither preferred nor not preferred 50% 25Not preferred 24% 12Strongly not preferred 14% 7

62 | P a g e

Total 100% 50

Do management people allocate adequate financial resources for ERP developments?



strongly.



Do management people recruit competent and skillful people to handle ERP?



strongly.



Do management people monitor whether employees are using ERP?

63 | P a g e



strongly.



Do management people give more priority to ERP generate reports and information?



strongly.



7.4 Dissertation data analysis on performance efficiency of

employees

I submit ERP generate report without mistakes and errors

64 | P a g e



strongly.



Accuracy of ERP reports is high compare to manual process



strongly.



ERP ensures the completeness of data



strongly.


Response Percentage Count

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Strongly preferred 6% 3Preferred 18% 9Neither preferred nor not preferred 54% 27Not preferred 18% 9Strongly not preferred 4% 2Total 100% 50

ERP eliminates the risk of inherent human errors



strongly.



ERP saves my working time



strongly.



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I have excess hours in day to day activities



strongly.



I am motivated to working with other departments via ERP to save the time.



strongly.



I have increased number of completed tasks per day with ERP

67 | P a g e



strongly.


Response Percentage CountStrongly preferred 6% 3Preferred 18% 9Neither preferred nor not preferred

54% 27

Not preferred 18% 9Strongly not preferred 4% 2Total 100% 50

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08. Annexure 02: Dissertation questionnaire

Dear participants

I am distributing the dissertation questionnaire to gather the dissertation data to my Master’s

dissertation which is discussed how to use ERP system to enhance the performance efficiency of

the employees. Outcome of the dissertation will be helped to enhance the performance of

employees of your firm as well.

I assure that your data will not be transferred to other parties and you have power to reject the

participation for the dissertation questionnaire. It will takes maximum 10 minutes to complete

the dissertation questionnaire and your support is highly appreciated.

Yours faithfully

Your name

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Demographic Questionnaire

01. Gender Male Female

02. Age group: Less than 20 20 - 30 31 - 40 More than 40

03. Marital status Single Married

04. Basic salary scale (per month) Less than Rs. 50,000 Rs. 50,000 - Rs. 100,000 Rs. 100,001 – Rs. 150,000 More than Rs. 150,000

05. Working experience works (including current working firm) Less than 3 years More than 3 years and less than 5 years More than 5 years and less than 10 years More than 10 years

06. Maximum education qualifications O/L A/L Diploma Degree or more

You are requested to fill this questionnaire with a 5 point scale with respect to dissertation objectives;

inpreferred

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1. Strongly not preferred2. Not preferred3. Neutral4. Preferred5. Strongly preferred

Employees are aware of importance of ERP

I know how to use ERP modules

Strongly not preferred

Not preferred Neutral Preferred Strongly preferred

08. I save the paper cost and environment by storing soft copies using ERP



09. I have seen the guidance poster to teach the ERP within the firm



10. Employees are eager to learn about ERP



11. Employees are tend to use ERP for day to day operations



Training and development programs on ERP

12. I have participated to ERP training programs



13. The last participated date for ERP training is more than 3 months back



14. I have learnt on ERP using on job training approaches



15. I am satisfied with current training programs

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16. I think existing training portfolio is adequate



Employees support to implementing and executing ERP

17. I give feedbacks on issues and problems of ERP



18. I allocate additional time to learn ERP modules



19. I actively participated for ERP implementation process



20. I monitor and inform the performance of ERP



21. I share the knowledge of ERP with others



Employees are motivated to use ERP

22. I am trying to use ERP for all my works



23. I help others to learn ERP and familiar with ERP



24. I have moved to ERP from manual activities



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25. I provide the information for ERP audits



26. I am a self-learner on ERP modules and functions



Management personnel are using ERP modules

27. Do management people encourage using ERP?



28. Do management people use ERP?



29. Do management people appreciate ERP generate reports?



30. Do management people request ERP generated data to make the decisions?



31. Do management people identify gaps between ERP and manual processes?



Management personnel encourage ERP improvements

32. Do management people have adequate knowledge on ERP?

Strongly not Not preferred Neutral Preferred Strongly preferred

73 | P a g e

preferred33. Do management people allocate adequate financial resources for ERP developments?



34. Do management people recruit competent and skillful people to handle ERP?



35. Do management people monitor whether employees are using ERP?



36. Do management people give more priority to ERP generate reports and information?



Accuracy of employees’ works

37. I submit ERP generate report without mistakes and errors



38. Accuracy of ERP reports is high compare to manual process



39. ERP ensures the completeness of data



40. ERP eliminates the risk of inherent human errors



Timing efficiency of employees’ works

41. ERP saves my working time

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42. I have excess hours in day to day activities



43. I am motivated to working with other departments via ERP to save the time.



44. I have increased number of completed tasks per day with ERP



75 | P a g e

Documents

Chapter 01: - s3.ap-southeast-1.amazonaws.com€¦ · Web viewWith regards to ensure the successful implementation of ERP system support and commitment of Management people of the