Major challenges facing the Novartis HR organization in the implementation of HRIS

There is a lot of potential in the HRIS that could transform majority of the
organizational function in a manageable form. Despite its positive potential
organization faces some difficulties in its implementation. These hurdles are being
characterized into three core areas which are technical, organizational and
managerial.

Technically the advantages of the HRIS system were highly appreciated organization
wide which has brought up its users expectation so high. On this the management is
of the opinion, if the system would unable to fulfill user’s expectation then it
will be harmful for the implemented system because user would become dissatisfied
from software’s performance and they would compare their expectation with
implemented HRIS.

Another technical aspect was to focuses on the features that enhances work
productivity rather than to include elements which attract HR interest.

It would be highly appreciated it to remain stick with the work with patience and
not to lose focus from its implementation process. Because long processes needs
stretched attentions to get the desired results. Prediction of potential
difficulties would be wastage of time because it’s too early to estimate the level
of difficulty of the end user. While at the same time it is also important to keep
reviewing the system from its final user’s perspective because lope-holes can be
filled with little efforts but a new feature cannot be added after the software’s
complete execution. So it is highly valuable to involve them during the formation
of the system.

Problems caused from humans were also creating some sort of inconsistencies which
are relating to the managerial actions. Number of managers possesses negative
opinion regarding the elements of the project. However their basic responsibilities
were to keep check on the implementation process and to remove the accordance of
any hindrance during its application.

Another major problem on the managerial side in the implementation of HRIS was that
the unexpected difficulties revealing one by one and each problem stretched the
time of application of the process. The manager was trying to simplicity the
complexities at the same time which was also increases the time of implementation.

Reasons for the failure of HRIS

With all the different benefits associated with HRIS, it certainly has some
drawbacks where HRIS has actually failed to perform as per the expectations.
Following are the reasons why HRIS has failed to produce the results it is expected
to actually provide the organization. If the goals of the organization and the
purpose of implementing HRIS are unclear it fails to deliver the expected output.
With the implementationof HRIS organizations tend to believe and in fact set
unrealisticgoals which makes it a fail project because eventually the targets west
needs to be realistic.

HRIS has failed to perform in the perfect manner because it lacks flexibility and
the element of adaptability. The underestimate conversion efforts also tend to make
it a fail project because unless the user involvement is not up to the mark it can
hamper the success of the organization. HRIS sometimes makes it a low user
involvement project. The reason is simple, with HRIS implemented organizations tend
to relax and in fact rely too much on HIRS to handle functions and duties of Human
resource. The system also lacks accuracy and expertise in making it a sure success
for the company. It is a fact that sometimes HRIS fails to deliver because of the
impact of planning on the clerical procedures.

Obstacles of HRIS and ways to overcome

The major obstacle faced by Novartis while implementing Human Resource Information
Systems will definitely change the focus and the vision of the company. One of the
major obstacle that the company might face with the implementation of HRIS at
Novartis will the fact that the Human Resource Information System will represent
the most obvious major transformation in the fundamental and significant role along
with the responsibilities of the Human Resource functions at the company.

The HRIS system will definitely change the whole procedure and it will become
rather inevitable for the company to actually transform and align itself with the
new system. Although the system is considered as a positive thing within the
company, but the major challenge will be to designate the required roles of each
individual at Novartis Human Resource department. To overcome the problem of and to
make it strength for the company, Novartis will have to identify the roles and
responsibilities of each individual in advance. Once the roles are planned and
actually discussed, they should be communicated to the team so that they can also
analyze the situation and transform their work ethics according to the needs and
wants of the newly developed culture.