HRIS Case Study : Transforming Human Resources At Novartis

HR have a key role in being a proactive support and delivering the objectives through a variety of initiatives. Integrating HR strategies

Human Resource managers, and other key personnel, now have full access to the HRIS system. They will spend a quick week in their own training, acclimating themselves with the quirks of the system and becoming comfortable with common tasks. After this week has passed then a full, company wide training will take place, with the goal of accomplishing two tasks. First, to inform employees of the new HRIS system and some of it’s key features. Second, to set expectations among employees of what their responsibility and interaction with the new system will consist of. A brief mention of some of the high level

High Availability – Redundant servers to support HA. Use HA to speed up restart process. Deployment pattern to reduce/eliminate planned outages from RBAC upgrades.

I had the privilege to interview a member of the HR department at Liberty Diversified, International (LDI). LDI is a family of seven companies in different markets such as: custom packaging solutions (Harbor Packaging), retail solutions (Immedia), and office furnishings and solutions (Safco), to name a few. Being a freshman at the Carlson School I was really nervous about this assignment because I didn’t want to make a bad impression by interviewing someone I had no connections with. Thus, I decided to interview Erin Hanson who is and HR specialist for Liberty Diversified, International who aligns with their workplace furniture and solutions business Safco. Erin is actually a graduate of the University of Minnesota-Twin Cities so it was really cool to have the opportunity to meet an alumnus. I met with Erin because I have a relative in Safco who works as a business analyst who was able to set a meeting with her and even drive me to it. I asked Erin a series of ten questions relating to various facets of HR that we had discussed in class prior to my meeting with her.

What would you do differently if you had it to do all over again? Why?……...7

HRIS enables the hospital 's human resource department to make a more active role in organizational planning. Computerization will make forecasting more timely, cost effective, and efficient.

The main purpose of the GenRays’ HRIS project is to replace the primitive legacy system by centralizing and streamlining Human Resource’s (HR) functions, and improving the current HR processes while facilitating growth and saving money across the organization.

Question-1: Discuss the relationship between corporate human resources structure and operations at the plant level. What impact, if any, did that relationship have on the situation described by Newcombe?

It is also important to test the systems’ strategy to see whether the chosen policies are consistent with industry environments. It is imperative for the success of the HRIS, to make sure its policies are consistent with industry environment, as well as appropriate for available resources. Critical resources represent action potential, the

The objective of the HRIS implementation is to centralize the many independent and disparate systems that they currently have in place so that they can facilitate employees in having more visibility over their career progression, offer transparency regarding locating qualified applicants and succession planning and automate several processes that are currently done manually. By implementing the new HRIS system GenRays will maximize operational efficiency, reduce IT costs and improve employee satisfaction all while reducing costs and increasing revenue.

Since the early days of the merger, we knew we would need a significant effort to transfer the new

This case study is about the problems existed in Novartis on their HR information system. By the early years of merger, Novartis was very successful in financial performance aspect, but people still feel stretched. And after doing a survey within the company, Novartis’s HR So, the leaders in the HR department were actively seeking for changes in HR function. In this case study, we are going to discuss the definition and components of the Human Resources Information System, and why did Novartis choose the HRIS system to help the company improve their HR management and why did they halt this process after two years.

Hiring of Employees which are not suitable for the Job or less experienced employee as it was expected from the Project Manager or the team.

HRIS is essentially an integration of human resource and information technologies linked through specific software. It makes HR actions and process to occur through a computerised application. It has the following functions:

In 21st century on of the main challenge of the HR management is adding value to an organization both the labor force and the business itself, manage talent within your organization – try to attract and keep talented and hard-working people in the organization; managing globalization, Information Technology, business control, Information-workers and info-management.