PRESENTATION ON PRESENTED BY:

NAMITA RAJ MBA/40006/19

IMPLEMENTATION OF HRIS AT LALITA GUPTA MBA/40007/19
NISSAN AND IBM DEVANSHI GARODIA MBA/40010/19
SHIWANI BHATT MBA/40033/19
INTRODUCTION :- HUMAN RESOURCE
INFORMATION SYSTEM

Information is the most vital part of survival or

growth of the firm

With the changing world and constant new

technology that is available, managers
need to be aware of the technology that
will increase effectiveness in their company.

Human Resource Information Systems

(HRIS) are one such technological
innovation which can efficiently help
in standardizing such information
about company’s employees.
 -Nissan is a Japanese multinational automobile manufacturer
headquartered in Nishi-ku, Yokohama, Japan.

-HRIS meant a strategic investment to reduce costs across the globe

and therefore, in 2010, CEO Carlos Ghosn introduced HRIS in Nissan.

-The strategy behind HRIS implementation was standardization of

all HR practices throughout the organization around the world.

NISSAN;- -A dynamic employee portal was made accessible to all

employees on a 24/7 basis.

NTRODUCTION“Our strategy is not just to develop HR shared services;

it is to transform human resources throughout the entire
 NISSAN’S HRIS
IMPLEMENTATION
Nissan partnered with Enwisen to develop its world class HR Shared
Serviced Center in 2007.

Nissan also collaborated with PeopleSoft, a third party technical

business solutions provider.

The implementation of this plan gave rise to three tiers:-

-Tier One was represented by the HR service center staff
-Tier Two had the benefits administrators
-Tier Three catered to the CEOs.

The HRIS had provided:-

-Increase in productivity of 30%
-Tracking every case with record and its resolution process
-All the reports regarding daily performance, queue
management & strategic objectives had to be made.
-Increase in employee satisfaction by 40%
CHALLENGES FACED DURING
IMPLEMENTATION OF HRIS AT NIS
-The major challenges Nissan had to deal with were
at employee level regarding facing the change.

-The whole HR was transformed.

-Changes affected everyone from employees,

managers and HR department to the management
as well.

-Nissan tackled the problem by maintaining open

communication.

-Employees were encouraged in being

proactive to adapt change.

-Major hurdle in the whole process.

-Technology was new to use.

-For employees it was a big change.

 BENEFITS OF IMPLEMENTATION
OF HRIS AT NISSAN
From an employee’s perspective, the HR related information is now
readily available.

It has environment friendly benefits.

HR people more happier and satisfied in the work.

HRIS has helped management in taking decision making.

HRIS implementation has proven to be a win-win

situation.

After implementation of HRIS, the co.’s expenses

came down to lower quartile.

HRIS has helped by standardizing all practices

for all employees across the globe.
  IBM is the worlds leading producer of computer software
and hardware.

 The company has been in its operations for over a

decade now , the company has managed to be a leader in
creativity, technological advancement and innovation.

 IBM has been presented in India since 1951.Since

inception , IBM India has expanded its operations with
regional headquarter in Bangalore and offices across 20cities.

 IBM India has established itself as one of the leaders in

COMPAN the Indian Information Technology Industry.

The company operates through 5 segments.

Y IBM’s HRIS termed as ‘online enrollment system’.

IBM MISSION, VISION,
AND CORE VALUES
MISSION STATEMENT:
“ to lead in the creation, development,
and manufacture of the industry’s most
advanced information technologies……”

 VISION STATEMENT:
“ to be the world ‘s most successful
and important information technology
company…….”

 CORE VALUES:
“diversity and inclusion , innovation ,
being yourself and focusing on change”
 HRIS Tool implemented by IBM.

 IBM launched a new business to help employers

leverage artificial intelligence and automation.

 IBM believes that building a workforce to compete

in the era of AI is as much about culture and
specialized expertise as it is about technology.

 Training, Not just technology.

 IBM Institute for Business Value Case Study

IBM HRMS
Transforming human resource management

 The HR function has to maintain accurate records

on every individual; keep such confidential
information secure; and ensure that the company
pays the salaries and taxes it owes correctly.

 IBM’s legacy systems were unable to cope with

the challenge, as it expanded in the growth markets
and transformed itself into a globally integrated
enterprise.

 These systems couldn’t be scaled up , so dealing

with new employees joining the firm via acquisitions
was a complex and cumbersome process.