The purpose of this study was to find out the challenges of implementation of change management. Change management is a huge process involving the whole organization. Pöyry´s plan is to start using a new Human Resource In-formation System (HRIS) to maintain employee information globally in a same system. The thesis focuses on the implementation and planning of HRIS to support the change management. The study also focuses on to find out what kind of sources should be used for the implementation process and through which channels.

Background information was gathered from various sources to get solid basic ideas for the thesis. Project manager planning an international implementation of the new HRIS requires knowledge of project management, HRM, communi-cation and various different languages, cultures and countries. A qualitative research was made to gather information on how to proceed the implementation of the new way of working and HRIS through out the whole organization globally. A questionnaire was sent to HR contacts around the organization to find best approaches for implementation and as well as right channels and supporting materials.

The questionnaire results showed that face-to-face meetings are the key factors during the implementation stages. Face-to-face allows a concrete use of the tool and chance to ask questions. Supporting materials were felt to be important and they had to be supporting face-to-face meetings. Materials have to be user friendly.