Major Challenges in the Implementation of HRIS at Novartis

Case Study Responses: Novartis
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Case Study Responses: Novartis
Major Challenges in the Implementation of HRIS
By being a computerized system, the implementation of the Human Resource Information System (HRIS) presented significant technical challenges that needed to be overcome to realize the practicality of its key components. The delivery of content through the web platform, data security, the integration of the transaction processing system, personalization of data, and data analysis capabilities are some of the technical challenges that Novartis are bound to face in the implementation of the core components of the electronic HR system (Wang & O’Reilly, 2003). The replication of the HR processes through an information system also proves to be a major technical challenge to implement, as the transformation requires that the computerized system be scalable, match the organizational structure, and incorporate the concept of globalization through the use of multiple languages and currency forms.
From an organizational perspective, the implementation of the HRIS faced a major challenge of the employee or the prospective users becoming resistant to change. The program manager for the HRIS system acknowledged the fact that superior technical capabilities from the HRIS system might go to waste if the intended users are not on board with the use and implementation of the computerized system. In addition, the implementation of the HRIS system needs to incorporate all the typical functionalities of an HR system, which are crucial in ensuring customer satisfaction, support for workflow management, and formulation of business strategies, among other managerial functions. It proved to be a challenge to incorporate these functionalities into the computerized system. The costs of implementation and the HR operations incurred as a result of the adoption of the new transformative HR information system posed a major challenge to Norvatis’s transformative agenda.
Failures of HRIS
Several factors may lead to the failure of the HRIS. Some HRIS systems can be of large scope, require robust funding and human resource to be effectively implemented. Without the necessary support from the management and adequate funding for the implementation of a robust HRIS, the system is certainly going to be a failure (Jahan, 2014). The lack of adequate technical and managerial skills needed to spearhead the implementation of HRIS also poses a major challenge. The technical skills needed to successfully implement an automated or computerized HRIS are quite demanding. There is also a need for sufficient and exemplary managerial and leadership skills to ensure the success of the implementation process. The inadequacy of funds and the necessary technical and managerial skills may lead to the failure of HRIS.
The adoption of a new HRIS can only be a success when implemented with a well-crafted plan and change management strategy. The plan for the adoption of a new HRIS should outline the scope, objectives, priorities, tasks, teams, and other critical aspects throughout the project schedule. Failure to have a well-laid down plan may lead to...