hris case study with solution pdf

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Transforming Human Resources At Novartis: The Human Resources Information System (HRIS)

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Transforming Human Resources at Novartis: The Human Resources Information System (HRIS)

By: Charles A. O'Reilly, Irene Wang

In 2003, Norman Walker, head of HR at Novartis, received approval from the management board to implement a global human resources information system (HRIS). Although Walker had made substantial…

• Length: 21 page(s)
• Publication Date: Jan 14, 2002
• Discipline: Human Resource Management
• Product #: HR22-PDF-ENG

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In 2003, Norman Walker, head of HR at Novartis, received approval from the management board to implement a global human resources information system (HRIS). Although Walker had made substantial progress in transforming the HR function, much of their efforts remained transactional and not strategic. If successful, the implementation of HRIS would change the role and responsibilities of not only the HR organization but how it added value to the company. Since its formation in 1996, Dan Vasella, the CEO, had transformed the organization from one with slow-moving functional silos into a high-performance company. His goal was to make Novartis a "premier talent machine by 2005." The new global HRIS was a key element in this transformation. It was clear to Walker that this was a major organizational change effort, not simply an IT implementation. The case describes the changes Walker had already made and poses a set of challenges that need to be addressed to implement the new HRIS project.

Learning Objectives

To raise issues of HR strategy and implementation, organizational change, and the role of HR in global firms. To frame a narrow IT implementation in terms of the larger strategic issues raised when implementing large-scale system changes.

Jan 14, 2002

Discipline:

Human Resource Management

Geographies:

United States

Industries:

Pharmaceutical industry

Stanford Graduate School of Business

HR22-PDF-ENG

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Human Resource Information Systems Basics, Applications, and Future Directions

• Richard D. Johnson - Washington State University
• Kevin D. Carlson - Virginia Tech University, USA
• Michael J. Kavanagh - University at Albany, State University of New York
• Description

Human Resource Information Systems: Basics, Applications, and Future Directions  is a one-of-a-kind book that provides a thorough introduction to the field of Human Resource Information Systems (HRIS) and shows how organizations today can leverage HRIS to make better people decisions and manage talent more effectively. Unlike other texts that overwhelm students with technical information and jargon, this revised  Fifth Edition  offers a balanced approach in dealing with HR issues and IT/IS issues by drawing from experts in both areas. It includes the latest research and developments in the areas of HRIS justification strategies, HR technology, big data, and artificial intelligence. Numerous examples, best practices, discussion questions, and case studies, make this book the   most student-friendly and current text on the market.  

See what’s new to this edition by selecting the Features tab on this page. Should you need additional information or have questions regarding the HEOA information provided for this title, including what is new to this edition, please email [email protected] . Please include your name, contact information, and the name of the title for which you would like more information. For information on the HEOA, please go to http://ed.gov/policy/highered/leg/hea08/index.html .

For assistance with your order: Please email us at [email protected] or connect with your SAGE representative.

SAGE 2455 Teller Road Thousand Oaks, CA 91320 www.sagepub.com

Supplements

I like how this book covers the benefits of having HRIS and the emphasis on digitalized processes. My suggestion for the next edition would be to have the right balance of HRIS and People Analytics in this book. It will definitely add value. For example, Ch 14 is an important chapter from an industry perspective. There is a scope of including online interactive activities for students to develop their data-driven decision-making skills. Similarly, Chapters on HRIS can have materials like videos to support applied and experiential learning.

Previous editions were great resources for our classes. Need to stay current.

 New to This Edition

• A new chapter on HRIS strategy discusses the strategic considerations when adopting HRIS and how an HRIS can support HR and organizational strategy.
• Updated Industry Briefs where industry leaders briefly discuss the importance of the chapter’s topic and how it plays out in their firm or industry
• New and expanded coverage of key trends such as HRIS justification strategies, HR technology, big data, and artificial intelligence is included.

Key Features

• Features case studies and vignettes to provide students with a real-world, problem-solving perspectives.
• Includes the latest research on HRIS used to better inform best practices for implementing, deploying, and maximizing a successful HRIS.
• Links HR concepts to technology and demonstrates how HR professionals can apply these practices to their day-to-day functions.
• Includes an organizational system template, offering a holistic picture of different HRIS to show how these systems, used in conjunction, can contribute to a firm’s success. 

Sample Materials & Chapters

Chapter 1: The Evolution of HRM and HRIS

Chapter 2: Systems Considerations in the Design of an HRIS

For instructors

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Effectiveness of Human Resource Information System on HR Functions of the OrganizationA Cross Sectional Study

HRM (human resource management) is especially important in a knowledge-based economy, where ideas and expertise are greatly valued, and a creative and innovative workforce is necessary to meet the challenges of this new economy. Efficient and effective management of human capital is increasingly an imperative and complex process. As a result, there has been a considerable increase in the number of organizations gathering, storing, and analyzing information regarding their HRs through the use of a software which is HRIS (human resource information system). The growing importance of HRIS is due to the recognition of HR practitioners that IT (information technology) and IS (information system) should be a part of HR functions mainly to develop and use better HRM programmes. This adoption of HRIS by organizations combined with the increasing sophistication of this software, presents the HR function with new challenges which demands the HR professionals to participate and contribute fully to their companies, as true strategic business partners. This study attempts to identify the effectiveness and the importance of the use of HRIS on the HR functions of an organization. It includes the top management, managers, and executive of HR working in manufacturing, service and IT sectors. Results provide insights into HRIS practice, its effects, effectiveness and shows that HRIS is of direct significance verifies completeness of the HR function and also provides HR professionals with opportunities to enhance their contribution to the strategic direction of the firm.

Related Papers

SSRN Electronic Journal

Dr. Aysar Mohammad Khashman

Mrittunjoy Roy

Karan gaganam

HRIS is an intersection of Human Resources and information technology through software designed to allow HR activities and process occurs electronically. HRIS is basically a Database system in which helps HR professionals in decision making and reporting. It is an IT enabled HR service which helps managers in Data analysis. HRIS is a system used to acquire, store, manipulate, analyse, retrieve and distribute information related to the company Human Resources. Accordingly, to survive and remain competitive, companies should have an information system able to make available reliable and consistent information on all companies activities. It is information that now guides decision making because it generates knowledge within the organisation and as such it is essential for continuity of the company’s activities. With the non- integrated information systems, companies find it difficult to manage a large amount of information coming from their different partners. This has forced companies all over the world to walk towards information systems in terms of Human Resource management.

Dheeraj Chopra , Prof. O P Monga

In the 21 st century contemporary world, Human Resource/ Human Capital (HR/Hc) has been recognized as one of the crucial factor which underlies success of any organization. Human resources have been playing significant role in realising competitive advantage in a demanding market economy by enhancing organizations' superior capabilities. Due to vulnerability of today's business environment in global competing economy and higher employee empowerment, organizations have been increasingly relying on information technology for achieving proficiency and efficiency in human resource management. Those who use HRIS in day today management activities may not be aware of its roots. Thus, perspectives amongst us realise that there is need for HR professionals to have knowledge of its historical development. It is also essential because of greater dependence on information technology in managing people at different levels in a given organization. The basic concern of this paper is to highlight about evolving and developing human resource information system (HRIS) as new innovation in the domain of Human Resource Management. To achieve this objective, the data was extracted from published and unpublished sources. Interestingly, it was observed that HRIS emerged during 1980-90 decade. The traditional functions of HR professionals transformed to complex strategic roles through administrative during the high-tech decade of 1990. This is now getting more consolidated and has come to stay as more accepted tool to manage human resources in intelligent way.

IJIRT Journal

Emerging hyper-competitive era in the last few decades has increased the need of information system and technology in human resource management for competitiveness. The revolution in information technology is completely and swiftly redefining the way things are done in nearly every field of human activity. Human resources and information technology are two elements that many firms are looking to utilize them as strategic weapons to compete. Information systems especially developed for human resource management referred as human resource information system (HRIS) is an integrated system necessary to collect, record, store, manage, deliver and present data for human resource and hence promotes effectiveness of human resource system. Human resource technology or human resource information system shapes an interaction between human resource management and information technology. There has been a considerable increase in the number of organizations gathering, storing and analyzing information regarding their human resources through the use of human resource information system. HRIS has become a critical factor in making business competitive and effective. The present paper focuses on the role and importance of HRIS towards business competitiveness. The paper will also highlight the need, components, benefits and functions of HRIS.

suhaimy supu

History Research Journal

Dr. sachin Misal

Today, here is an urgent got to link human resource management, unresolvable, to the business of the organization, at each the strategic and sensible levels. The hour manager has the task of being on a continuing look-out for the correct selection of staff, fine-tuning the work combine and compensation package to profit the individual and therefore the organization, making a flat organization structure and organizing coaching programs for continued the education at totally different levels within the organization. The aim of this study is to examine this state of HRIS and therefore the role of HRIS within the IT and NonIT organizations. Conventionally HRIS is intended and enforced for the activities of HRM. Still, it's needed that the full organization, particularly the superiors, managers and leaders use the system. Additionally, organizations invest giant amounts of cash and time in maintaining and developing HRIS with the thought that the system edges the full organization.

Journal of emerging technologies and innovative research

Roshee Lamichhane Bhusal

Quest Journals Inc.

Shama Parween Research Scholar

Organizations in the twenty-first century are now seen implementing various systems to handle the difficulties of the day-today management complexity. One of them, the Human Resource Information System (HRIS), is shown as a crucial tool for managing information resources to carry out the modern administrative and strategic tasks of the Human Resource Management Department more successfully and efficiently. Due to their value in both HR and strategic decision-making, the emphasis on HRIS as an information resource had already started to change by the mid-1990s (Kovach & Cathcart,1999). On seeing the evolution of the HRIS process and current technologies, it is easier to see how a successfully implemented HRIS is moving away from a data input and storage device toward a fully effective decision analysis application (Kovach et al., 2002). Different authors have recommended that the use of HRIS provides a lot of efficacies and convenience to the organizational Human Resource system. It helps the Human Resource department to be administratively and strategically participative in achieving the organizational goals through improving competitiveness like improved decisionmaking ability, deceased cost, improved communication, and decreased in time spent on day-today activities. The main objective of this study is to understand the managerial perspective towards the effectiveness of HRIS on performing the managerial and strategical functions of HR department in different private service sector like Consultancies, IT, BPO,Financial,Healthcare & so on operating in Bhubaneshwar Odisha. In this research paper, study has been conducted on 10 HR managers &30Senior level HR Professionals of different servicesectors of Odisha. The finding says that almost all the HR managers and HR professionals has very productive perspective regarding the Human Resource Information System's role in different organizational level like managerial and strategical. According to them HRIS is very efficient and effective tool for HR department progress, but still, they cannot ensure its utmost utilization.

Avni Sharma

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