1-2 Case Study- Novartis

.docx

School

Southern New Hampshire University *

*We aren’t endorsed by this school

Course

645

Subject

Information Systems

Date

Jun 11, 2024

Type

docx

Pages

Uploaded by christophermalcovish

1-2 CASE STUDY: NOVARTIS May 18, 2024 OL-667-X4121 Human Resource Info Systems 1-2 Case Study: Novartis Christopher Malcovish Southern New Hampshire University

1-2 CASE STUDY: NOVARTIS 2 What are the major challenges facing the Novartis HR organization in the implementation of the HRIS (technical, organizational, managerial)? Ensuring a successful launch of a new HRIS requires careful consideration of several key factors. One of the main obstacles for the Novartis HR department is the heavy demand this large-scale project will place on the IT team. Developing a global information system means the IT department must create a platform that adheres to specific standards. For example, employees should have the capability to update their personal information in real-time through the web, and managers should be able to access global HR activity reports based on current, consolidated employee data (HBR, 2004). Despite the initial difficulties for the IT team, the system will ultimately bring significant benefits to the organization. This new system will also drastically change how HR personnel and managers perform their roles. They will need to adapt to new ways of accessing and managing employee information. For the HRIS implementation to be successful, the HR department must dedicate substantial time to collecting and inputting data into the new system. The overall success of the HRIS will hinge on accounting for various local market conditions. Additionally, cultural differences represent another hurdle, especially regarding communication. Just because a concept is understood in one country does not ensure it will be clear to users in another. This implementation will also significantly alter how human resources personnel and other managers perform their duties. These individuals will need to adapt to new methods of accessing employee information. For the HRIS implementation to succeed, the HR department will need to invest considerable time in gathering and entering data into the new system. Organizationally, the success of the HRIS will depend on considering various local market conditions. Additionally, cultural differences pose another challenge, particularly in terms of

1-2 CASE STUDY: NOVARTIS 3 communication. Just because one country understands a concept does not guarantee that it will be clear to users in other countries. Why do these systems sometimes fail? Inadequate planning is another major factor that can derail these projects; thus, meticulous planning by the organization is crucial for a successful HRIS implementation. Developing a comprehensive timeline can streamline the process, saving both time and money. Outsourcing the implementation of an HRIS to an external company can be fraught with risks and may result in failure. External vendors often have different priorities compared to the organization undergoing the change. As observed, "Vendors excel at marketing and highlighting potential benefits, but they should also focus more on aiding clients in achieving successful implementations” (HRD, 2017). This misalignment can create significant challenges, as vendors might emphasize their product's capabilities without fully addressing the unique needs and strategic goals of the organization. Communication breakdowns also contribute to system failures. Keeping employees well- informed fosters better engagement. Leaders who actively seek employee feedback and clearly articulate the organization’s vision regarding the change will find more support and less resistance among the workforces. Effective communication and inclusive planning are essential to ensure a smooth transition and successful HRIS implementation. Given these challenges, what are the major obstacles and what will it take to overcome them? To tackle this challenge, the Global HRIS program team must carefully consider the diverse cultures and customs of the various regions to ensure effective communication. Additionally, time poses a significant obstacle for Novartis, as they initially set a timeline of two

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help