Answer to the question No 1

There are so many possibilities in the HRIS that could change most of the organizational
functions. But the Novartis is facing some challenges to implement HRIS as well. Those
challenges can be divided into three basic areas- technical, organizational and managerial.

As the HRIS had the advantages in technical area which were highly appreciated by the
whole organization, that created great expectation of users. So, there was a negative side of
this as well. If the system suddenly becomes unable to perform as per the expectations of the
users, then the users will be dissatisfied. That will create a huge problem for the Novartis.
Then again, the features which increased work productivity was more in the centre of interest
than the inclusion of elements which draw the attention of HR.

Hanging on with great endurance and not losing the focus from implementing the process
would be the main thing. As we all know that long processes need great patience to achieve
the desired goals. It is too early to forecast the difficulty level of the end user. So that is why
forecasting the possible difficulties would be wastage of time. But reviewing the system from
the perspective of final user can be important. Because small mistakes can be fixed with little
efforts, but no new features cannot be added after the complete execution of the software. So,
it is very important to engage them during the formation of the system.

There were some irregularities caused by humans which are affiliated with managerial
actions. Many of the managers are having negative thought about the project elements. But
their main responsibilities were tracking the implementation process and eliminate the
troubles during its implementation.

The unexpected difficulties revealing one by one was another big issue on the managerial
side. It took time to resolve the issue which expands the required time for implementing the
process. The manager was trying to ease the difficulties to reduce the time of implementation.
 Answer to the question No 2

Though HRIS has so many positive aspects, it has some negative sides as well where HRIS
cannot perform as per the expectation. There are few reasons of why HRIS is not successful
to achieve the desired results.

The target of the organization and the objective of implementing HRIS is not clear and that is
why it fails to achieve the desired result. The organization sets so many unrealistic goals and
moreover the organization starts to believe that the implementation of HRIS will make these
impossible possible. The goals need to be realistic. Otherwise it will be a failure project.

Then, lack of flexibility and adaptability are the other reasons why HRIS has become an
unsuccessful project. Unless the engagement of users is not up to the mark, it can create
damage the possibilities of getting success. Sometimes the involvement of users is low in the
project. HRIS implementing organizations tend to become relaxed and highly depends on
HRIS to control functions and human resources. It lacks exactness and proper knowledge as
well for making it a certain success for the organization.

Answer to the Question 3

The major obstacle for the Novartis to implement HRIS is- it will certainly change the focus
and long-term visions of the company. HRIS will bring the most certain change in the
fundamental and significant role along with the responsibilities of the human resource
functions at the company.

The whole process will be changed by the HRIS and it will become unavoidable for the
company to change itself to be aligned with the new system. The major challenge will be to
designate the required roles of everyone at the company’s HR department though the system
is referred as a positive thing within the company.
Novartis must identify the roles and responsibilities of everyone in advance to overcome the
problem and make it a strength for the company. If the roles are planned, then they can
contact with the teams for analysing the situation and change their work ethics based on the
needs and wants of recently developed culture.

Answer to the question No 4

How will the role of HR be in future?

All HR must start thinking and acting like data scientists. HR leaders agreed that technology
will play a central role in the future of HR. All HR decisions will be based on data. Data will
support HR’s gut instinct, and sometimes, it will reveal insights that go against this instinct.
How HR practitioners act on this data will be a skill they will have to develop as they step
into a future defined primarily by data.

Every HR professional must think digital and build a digital mindset. There is no traditional
HR and digital HR. All HR is now digital – and if it is not, it should be. Because the same
consumers who consume digital marketing content will also consume digital HR content in
the workplace. Not only you are now expected to have a digital thinking mindset, you also
need to think like a marketer to create an employer value proposition (EVP) that makes
employees want to stay with an organization.

What competencies will be needed?

The HR professionals should have more human resource knowledge; understand their
business and its language. They must have expertise in staffing, development, compensation,
etc. They must be able to deliver innovative HR practices that add value to the company.
HR professionals need to be effective, able to detect trends and early signals and initiate
flexibility in fast changing environment. With implementation of HRIS, the HR professionals
must be a technology expert to deliver services to employees and help them to understand the
new system. They must be proficient in using technology to collect data and producing it
more strategically valuable information.

Hence, HRIS is very essential in the companies all over the world providing better safety,
competitive advantage, fewer errors, greater accuracy, improved communication, increased
efficiency and productivity and reduced labour requirements.