COMILLA UNIVERSITY
Dept. of Management Studies
Course Title: Management Information System
Course Code: MGT413
Term paper on
Case Study
ConAgra’s Recipe for a Better Human Resources
System
Prepared For:
Mohammad Maksudul Karim
Associate Professor
Dept. of Management Studies
Comilla University
Prepared By:
Abdur Rahman (Group Leader)
ID-11705023
Dept. of Management Studies
Comilla University
1|P ag e Submission Date: 04th February, 2021
Case Study:
ConAgra’s Recipe for a Better Human Resources System
Group Name: The Challengers
Group members
Students ID Name Remarks
11705008 Mohammed Jashim Uddin
11705010 Md. Tasnim Hossain Arnob
11705016 Mahbub Alam
11705020 Tanjim Parvej Nishad
11705023 Abdur Rahman
11705044 Mst. Aklima Akter
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Table of Content
Serial No. Topics Page no.
Letter of Transmittal
Acknowledgement
Summery
Case Study:
1 ConAgra’s Recipe for a Better Human Resources 07
System
2 Conclusion 10
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Letter of Transmittal
Date: 04th February, 2021
Mohammad Maksudul Karim
Associate Professor
Department Of Management Studies,
Comilla University.
Subject: Prayer for accepting the termpaper.
Dear Sir,
With the due respect it is our pleasure to present the term paper on “Case Study: ConAgra’s
Recipe for a Better Human Resources System” on the performance of our country. While
preparing the report we have tried our level best to focus closely on the topic and try to collect
most complete and updated information available. We believe that it will provide a clear idea
about the importance of Management Information System. To prepare this term paper, we have
given best effort to accumulate needed information. We will be available to answer any question
for clarification. Thank you for your sincere support.
Sincerely yours,
On behalf of the group
Abdur Rahman
ID# 11705023
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Acknowledgement
It is our concession to thank Mohammad Maksudul Karim, Associate Professor, Department
of Management Studies, Comilla University for rendering us his expertise knowledge and giving
the opportunity of practical experiences through this Term paper.
Practical Knowledge is fundamental for the application of theoretical intelligence. Being this in
mind the course teacher assigned to prepare this Term paper to the students of the course
“Management Information System”. We cordially thanks to our honorable course teacher to
provide us the opportunity to apply class room learning practice. This Term paper bridges the gap
between them.
We also convey our deep gratitude to those people who have helped us to collect this information
and supported us.
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Executive Summary
ConAgra is one of the largest food companies, providing convenient meals, treats, and
snacks with brands such as Libby’s, Banquet, LaChoy, Hunts, Healthy choice and Blue
Bonnet. Like other companies the technology is expected to play larger role going
forward in helping the company recruit, retain, develop, and manage the workers.
ConAgra had a core system for basic Human Resources functions. But system was
changed to “My recipe” system in 2013 when company decided to remove HR system
and implement a comprehensive talent management system. After a vendor evaluation
process ConAgra decided to select Success Factors and ConAgra implemented my recipe
in three phases over 15-month period and first phrase was Learning and Succession &
development modules. In phrase two, SAP Success Factors Workforce Analytics,
Workforce Planning, Recruiting Marketing, and Recruiting Management modules. In the
final phase, implemented Compensation module and a update to success Factors
Performance & Goals, including the functionality for performance rating calibration.
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1. Case Study:ConAgra’s Recipe for a Better Human Resources System
Question 13-14
Analyze ConAgra’s problems with its old system. What management, organization, and
technology factors were responsible for these problems? What was the business impact of these
problems?
Answer:
ConAgra's problems with its old systems are that it does have the right technology in place to
obtain maximum value from the talents and expertise of its employees. The details are as follow:
a. Had disparate soloed systems for HR functions such as employee compensation, development,
recruiting, succession planning and talent review.
b. The systems produce fragmented information and could not support companywide views on
the employees or human resource processes
c. Data from one system could not be combined easily with data from others system as the same
could not be integrated.
d. No central system to house and manage the date V. Have to pay for multiple information
system to support the systems.
e. Lack of commitment and support from the Management in having an integrated
f. Systems to govern, monitor and analyze the HR System; Lack of awareness from the
Management on the impact and significant on the impact of new technologies on the productivity
and effectiveness of the company.
Management: Like numerous forward-looking organizations, ConAgra perceives the
significance of HR to general corporate achievement and the capacity of the firm to have the
ideal individuals set up as it seeks after its business procedure.
Organizational: ConAgra's old frameworks functioned admirably yet just up to a point since
they were not coordinated. That implied that information from one framework couldn't be joined
effectively with information from another for more smart detailing and ability examination or for
acquiring an entire picture of representatives. There was no focal framework to house and deal
with the information so HR staff frequently needed to separate data from various frameworks
and sort reports out physically. The organization likewise needed to pay for various data
frameworks groups to help these frameworks.
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Technology: Technology is required to assume a significantly bigger part going ahead in helping
the organization select, hold, create, and deal with the specialists it needs. ConAgra did not have
the correct innovation set up.
Question 13-15
List and describe the information requirements of My Recipe.
Answer:
●A target of My Recipe was to store and offer all workforce information in a solitary focal,
coordinated cloud-based framework.
●Another was to reduce information redundancies and operational efficiencies by incorporating
the information so they gave off an impression of being originating from one source.
●Another was to give easy to use devices and procedures that made it less demanding for
administrators and representatives to have important discussions about execution and
professional development.
●Another condition was the capacity to give a preview of ConAgra's present ability pool and
show how it was creating to meet future business needs.
Such a framework was required to better connect with representatives and administrators.
Organizational: Information from one structure couldn't be joined effectively with information
from another for smarter detailing. There was no focal framework to house and deal with the
information so HR staff frequently needed to separate data from various frameworks and sort
reports out physically. The organization moreover needed to pay for various data frameworks
groups to help these frameworks.
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Question 13-16
What types of system building methods and tools did ConAgra use for building its system?
Answer:
ConAgra actualized My Recipe in three stages over a 15-month time frame. Amid the main
stage, ConAgra actualized the Success Factors Learning tool and Succession and Development
modules. In stage two, the firm executed tools like, SAP Success Factors Workforce Analytics,
Workforce Planning, Recruiting Marketing, and Recruiting Management modules. In the last
stage, ConAgra actualized a Success Factors Compensation module and a refresh to Success
Factors Performance and Goals, including the usefulness for execution rating alignment.
Technology: ConAgra did not have the correct innovation set up to get most extreme motive
from the abilities and aptitude of its salaried and hourly workers. It had dissimilar soloed
frameworks for HR capacities, for example, worker remuneration, advancement, progression
arranging, and ability survey. These frameworks delivered divided data and couldn't support
expansive perspectives of the worker or HR forms.
Question 13-17
What steps did ConAgra take to make sure the My Recipe was successful?
Answer:
The steps taken by the Company to ensure successful implementation of My Recipe are by
having a three phases of implementation over 15 months period as follows:
Phase 1: Upgraded the overall user inter-face and implemented the Success Factors Learning
and Succession & Development modules.
Phase 2: Implemented SAP Success Factors Workforce Analytics, Workforce Planning,
Recruiting Marketing and Recruiting Management Modules.
Phase 3: Implemented Success Factors Compensation Module and an update to Success Factors
Performance & Goals, including the functionality for performance rating calibration.
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Question 13-18
What were the benefits of the new system? How did it change operational activities and decision
making at ConAgra? How successful was this system solution?
Answer:
Success Factors has helped take HR to the next level at the firm. The system has helped facilitate
conversations between managers and employees and has armed managers with information they
can articulate to higher management about how each employee contributes to the organization’s
business goals and affects the bottom line. Everyone is now able to see if the right people are in
place throughout the organization.
Upon the completion of the above phases, the new Success Factors systems replaced 8 legacy
human resource systems, reduced the amount of HR data stored in manual files, provide new
tools for managers and employee engagement, information and report directly from the system.
Furthermore, implementing the system in stages kept the project alive and relevant, staffs were
able to easily understand on the modules, facilitate adoption of the new systems.
The company now is able to capture, store and share succession planning, talent review, and
other data to all users in the system. It also enables the employees to track task, performance,
career growth and opportunities on their own. The system also standardizes HR business
processes throughout the employee life cycle.
Overall, the system is a very successful system that able to revamp the information systems that
achieved the company's vision, mission and objectives.
2. Conclusion
We knew that ConAgra is one of the largest food companies, providing convenient meals, treats,
and snacks with brands such as Libby’s, Banquet, Hunts, Healthy choice and Blue Bonnet. It
actualized a Success Factors Compensation module and a refresh to Success Factors
Performance and Goals, including the usefulness for execution rating alignment. They did not
have the correct innovation set up to get most extreme motive from the abilities and aptitude of
its salaried and hourly workers. Upgraded the overall user inter-face and implemented the
Success Factors Learning and Succession & Development modules. Success Factors has helped
take HR to the next level at the firm. The system has helped facilitate conversations between
managers and employees and has armed managers with information they can articulate to higher
management about how each employee contributes to the organization’s business goals and
affects the bottom line. The company now is able to capture, store and share succession planning,
talent review, and other data to all users in the system.
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