Name: Manisha Scrichand Enrollment #: 02-111162-100

Submitted To: Engr. Amir Manzoor Submitted On: 12th May 2020

Assignment: 8-Human Resource Information Systems (HRIS) - case study “Transforming

Human Resources at Novartis: The Human Resources Information System (HRIS)”.

1. What are the major challenges facing the Novartis HR organization in the
implementation of the HRIS (technical, organizational, managerial)?
In HRIS, the majority of organizational tasks can be converted in a manageable way. The
organization faces certain challenges in its implementation, despite its positive potential. The
hurdles are classified into three main categories, i.e. technical, organizational and managerial.
Technical challenges:
• Technically, the benefits of the HRIS program have been widely understood which in turn
raised their customers' expectations. The management assumes that, if the program cannot
fulfill the expectations of the customer then it will be detrimental to the program being applied
since the customer would be unhappy with the software's efficiency and would contrasts their
perceptions with the HRIS implemented.
• In fact, if this technological element is not focused then the appeal of the system will only be
intensified, which would be a mistake, hence it is the functionality of the system that makes
it productive and improve the efficiency. Elements that draw HR interest would be fine but
would not only be taken into account.
Organizational challenges
• HRIS has so far not met its targets and has not achieved the outcomes as planned, because the
organization has not adequately established the priorities and the aims of HRIS
implementation. The organization’s goals are unrealistic.
• Flexibility and adaptability are another organizational problem. The organization, owing to the
lack of versatility and adaptability, appears to be inefficient and unsuccessful.
• In addition, the user involvement is incredibly necessary when making a positive transition,
but this was not achieved by the company. They depend heavily on HRIS to execute the
activities and duties of human resources and the program has no user interaction.
Managerial challenges
• Problems caused by human activity have created some irregularities in management behavior.
Most administrators have a pessimistic opinion of the project's aspects. However, their
fundamental duties were to control the development process and to eliminate any hurdles
during the implementation procedure.
• Another critical management challenge in introducing HRIS is the fact that the unforeseen
problems discovered one by one have prolonged the time the implementation procedure of the
software.
• Around the same time, the manager tried to simplify the complexities which increased the
implementation time.

2. Given these challenges, what are the major obstacles and what will it take to overcome
them?
Challenges Faced
Novartis' big hurdle to the introduction of HIRS would undoubtedly shift the company's direction
and vision. The fact that HIRS would be the clearest significant shift in fundamental and significant
position along with the roles of the company's staff functions, is one of the main challenges that
the organization can face in integrating HRIS in Novartis. HRIS undoubtedly would alter the whole
process, so that the business will better transform itself and reconcile itself with the new framework
quite predictably. Although the program is perceived to be a good development in the organization,
the greatest challenge would be to define the individual's required positions within Novartis
Human Resource.
Overcoming These Challenges
Novartis would have to define each individual's duties and functions in advance, in order to solve
and improve the issue for the organization. While the program is considered a high-quality feature
within Novartis' human resources department, the primary difficulty is to determine the required
tasks for every employee. Additionally, once the roles and tasks are planned and discussed, they
should be communicated to the team, so that the situation can also be analyzed, and their work
ethic are then transformed to suit the needs and desires of Novartis' newly evolved culture.