Transforming Human Resources at Novartis: The HRIS
Case analysis
Instructor: Linda C. Isenhour
Submitted by:
Venus gupta
12/9/2009
1. Choose the top internal and top external issues from your SWOT and identify linkages, if any, to Novartis’ HR & corporate strategies. Defend your perspective with a brief rationale. Write new organizational or HR strategic goals, as required.
Ans.
Outline of the situation and primary points/issues presented in the case:
1. Significant priority of the company was to implement a firm wide HRIS that would convert many of transaction-based HR core processes to an internet-based system.
2. HRIS project was an integral part of Novartis long term strategy for improving overall HR service delivery
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The top external issue is the Shifting of HR role from functional expert and transaction processor to strategic partner and change agent. The implementation of HRIS system will enable the HR transformation. It will cut down most of the administrative activities of the HR managers leading to be an evolution of the basic role of HR in the company. There will be requirement of more skilled and professional HR associates who can act as a strategic business partner and change agent.
New Organizational or HR strategic goals:
• To transform the HR function into a strategic business partner
• Have a succession plan to develop skilled HR associates to fill key leadership positions within the company.
• Focusing on the required skills of their managers as well as improving communications of the management systems within the company.
• Develop an employee orientation program for new hires that would introduce to the corporate culture and style needed to work in a company. 2. What are the major challenges (technical, organizational, managerial) facing Novartis HR in implementing its HRIS.
Ans.
Challenges Faced by Novartis HR Organization in Implementation of the HRIS are: -
1. The HRIS effort represented a major transformation in the fundamental role and responsibilities of the HR function within
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