Human resource factors affecting enterprise resource planning acceptance

Abstract

Orientation: A section of the workforce in the studied entity was not fully appreciative of implemented enterprise resources planning (ERP) systems. The study viewed that using human resource (HR) factors as external variables of the technology acceptance model (TAM) could predict ERP systems acceptance and assist the organisation’s ERP systems acceptance levels.

Research purpose: The study focused on evaluating HR factors that affected ERP system implementation at an identified government entity in South Africa.

Motivation for the study: The findings of this study could help increase ERP systems’ acceptance and utilisation.

Research approach/design and method: This study used structured questionnaires in a survey of 154 employees who were selected from a government entity using convenience sampling methods. Data were analysed using descriptive statistics and structural equation modelling (SEM).

Main findings: This study identified organisational support to users, training, employee motivation and job satisfaction as key HR factors that affected users’ attitudes and use of ERP systems.

Practical implications: There is a need for improved coordination between operational departments and HR units in ERP systems implementation as factors and organisational areas under an HR manager’s control play a major influence in ERP acceptance and use. The HR function has an important role in managing the identified HR factors that, in turn, influence ERP systems usage.

Contribution/value-add: This study established a critical link between HR-related factors and change and ERP systems acceptance. It puts HR managers at the centre of technology acceptance in organisations as factors within their control determine user attitude and intentions towards such technologies.