ConAgra Recipe for Better Human Resource System

This made it hard for the HR department to consolidate individual data to points into relevant talent analytics. The problem was identified when the system failed to keep employee talent data. The other key problem associated with the old system was the fragmented nature of the systems. This fragmentation was caused by different support teams on the multiple systems. The problem was identified when fragmentation led to multiple hosts of data and one-off documents that were difficult to combine for the creation of insights. Running the core system in the centralized server could have put the new system at risk because this could have lead server crashing. The risk was so enormous that the company could lose many of its data stored in the system.

Shifting it to the clod eliminated this risk. The system would have been put at risk if the employees would not cope up easily with the new technology. For instance, workers declining to embrace the new system due to “micromanagement”, (Weeks O, 2013). This will allow the company to cope up with the current trend where the number of Non-regular employees is increasing. The other aspect that the company should factor in is the changing nature of the workforce. The system should be continually updated to capture attributes such as promotion, workplace safety, vacations, training certification and personnel transfers, (Weeks O, 2013). Introduction of feedback and engagement tools in the system will allow employees and managers to comment on certain aspects of the workplace.