After conducting and analysing the interviews, you arrive at the following table that according to you may reveal some of the key issues, concerns, and expectations of the stakeholders:

Stakeholder       Some comments from the interviewee
Mr Beans       “It is my department, my team under my leadership, which has been asking for this
(Audit Manager)       system for a while. It is a good that we are close to getting a new system but now I
am worried about coordination with the external auditors, especially in the early
Reporting to CFO       days when we will still be dependent on them”.
“We will use IARS to work with each department on an ongoing basis to identify
areas of improvements. There will be routine tasks for documenting processes and
practices in each department. These tasks will be supplemented by activities that
are focussed on preventing problems in the department. But the challenge will be
to coordinate the activities of our various departments. I am sure we will have to
develop new processes and service for the internal and external customers.
Finally, we will need to keep a control on everything we do. Exciting times ahead
for all of us”.

Mr   Truman   (HR   “We can make IARS work with the HR performance management system. I am
Manager)       mindful of the good feedback that we have received in recent times regarding the
performance management system. We have identified some ways by which can link
Reporting to CEO       the performance measures with the learning and development measures. I am
aware that staff does not like excessive performance orientation. We need to focus
on developing and nourishing a sense of achievement for the staff”.

Mr Tech (IT Manager   “In my previous company, I managed a procurement initiative for a system that is
– Procurement)       very much like IARS. I think the main concern for us should be to get a system that
eliminates wastage, slow and clumsy procedures, We need to get rid of efficiency
Reporting to CIO       reducers in all our processes”.

“A new system again! I am not sure if the staff wants more scrutiny, benchmarks,
Ms Trickle (Legal       KPIs, targets. If you go the staff room during lunch and hear into some of the
Officer)       conversations, you will get a good picture of how some of the staff are not looking
forward to the new system”.
Reporting to Manager-
Legal division       “The newly promoted performance management system has slowly been
acceptable to us all; it was linked to learning and development measures and not
only to performance measures and KPIs. I think IARS is going to undo all the good
that performance management system achieved”.