Oh the “people side” of an implementation. This can make or break your project. This can determine “success” or “failure”.

Although
it’s taught in our classes, webinars, PMP training, etc… often the
“organizational change” aspects of a system implementation project are
often poorly addressed.

Change is usually uncomfortable for
people – even if they think they want a new system. There are still
stages that people go through as a system is being implemented.

Here
are some links to get you started in your review of change management
and how implementing a new system can affect the people in the
organization.

http://www.votar.com.au/services/strategies/change-management.html

http://www.exeter.ac.uk/media/universityofexeter/humanresources/documents/learningdevelopment/the_change_curve.pdf (compared to the grief process)

1.
Complete your research on organizational change management and the
people side of implementations that really need to be addressed in any
system implementation – then prepare your response to this topic.

2.
In your response – address the following – from the perspective of the
Systems Analyst – and provide support based on your readings and
research:

• What
  are some things that can be done to minimize the “performance dip”
  that usually occurs in users just after a new system is
  implemented?
• When should those things be done – in other words – at what stages of the implementation project should they be done?
• What
  if your organization/company does not have a good understanding of
  the “performance dip” – what are some things you can do as the
  Systems Analyst (and when and how) to inform and encourage the
  management to explain the potential issues – to both help
  management but also address the needs of the systems users?
• Providing examples of what you’ve seen work well and what didn’t work well can be very helpful and insightful.