ABSTRACT
There are a number of aspects to implementation. Human resource (HR) staffs want to communicate their plans to the various stakeholders. Establishing a monitoring framework is the final feature of implementation, but necessary if the service is to be kept on track. Testing staffs shared services model can be done at different points in their process. If they are phasing in the work, then it is likely they will have a more extended time frame for introduction than if they go straight to operate shared services in total. It is vitally important to communicate to HR staff and users of HR services what changes there will be to HR services and how they will be delivered. There are various stages in the move to shared service where training will be appropriate. Training may be necessary before people take up their positions. Communication can turn into training for users. Indeed, some mechanisms have this dual purpose.
