, HRM3703 ASSIGNMENT 2 SEMESTER 2 2026
DUE DATE: AUGUST 2026
QUESTION 1.1:
Identify and Explain Two Risks That Ubuntu Healthcare Group May Face Due to Its
Approach to Implementing the HRIS
Ubuntu Healthcare Group may face several risks if the HRIS is implemented without
sufficient employee involvement, planning and preparation. Two significant risks are
employee resistance to change and poor system adoption or implementation failure.
1. Employee Resistance to Change
The first risk is resistance from employees who may feel that the new HRIS has been
imposed on them without sufficient consultation or involvement. Employees may be
uncertain about how the new system will affect their existing responsibilities, particularly
if they are accustomed to traditional or manual HR processes. Resistance can occur when
employees do not understand the reasons for the change, do not have confidence in the
new system, or feel that they have not been adequately prepared for the transition. Change
management literature emphasises that employee participation, communication and
training are important factors in reducing resistance and improving acceptance of new
information systems (Kotter, 1996).
At Ubuntu Healthcare Group, inadequate consultation and preparation could therefore
result in employees avoiding the HRIS, continuing to rely on previous procedures, or
expressing negative attitudes towards the system. This may reduce the effectiveness of the
investment and make it more difficult for management to achieve the intended benefits of
the HRIS.
2. Poor System Adoption and Implementation Failure
DUE DATE: AUGUST 2026
QUESTION 1.1:
Identify and Explain Two Risks That Ubuntu Healthcare Group May Face Due to Its
Approach to Implementing the HRIS
Ubuntu Healthcare Group may face several risks if the HRIS is implemented without
sufficient employee involvement, planning and preparation. Two significant risks are
employee resistance to change and poor system adoption or implementation failure.
1. Employee Resistance to Change
The first risk is resistance from employees who may feel that the new HRIS has been
imposed on them without sufficient consultation or involvement. Employees may be
uncertain about how the new system will affect their existing responsibilities, particularly
if they are accustomed to traditional or manual HR processes. Resistance can occur when
employees do not understand the reasons for the change, do not have confidence in the
new system, or feel that they have not been adequately prepared for the transition. Change
management literature emphasises that employee participation, communication and
training are important factors in reducing resistance and improving acceptance of new
information systems (Kotter, 1996).
At Ubuntu Healthcare Group, inadequate consultation and preparation could therefore
result in employees avoiding the HRIS, continuing to rely on previous procedures, or
expressing negative attitudes towards the system. This may reduce the effectiveness of the
investment and make it more difficult for management to achieve the intended benefits of
the HRIS.
2. Poor System Adoption and Implementation Failure
