Read the HBR case study Transforming Human Resources at Novartis: The Human Resources Information System (HRIS) https://learn.snhu.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1445627&type=content&rcode=snhu-658350 and respond to questions 1–4. Each response per question should be a minimum of one page in length.
STUDY QUESTIONS FOR 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)? 2. Why do these systems sometimes fail? 3. Given these challenges, what are the major obstacles and what will it take to overcome them? 4. Given a successful implementation, how will the role of HR be in the future? How will it be different from today? What competencies will be needed by HR professionals?
Sample solution
Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell.
In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.
God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.
Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.
To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.
References
Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.
Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.
Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.
Sample Answer
Sample Answer
Transforming Human Resources at Novartis: The Human Resources Information System (HRIS)
Introduction
The implementation of a Human Resources Information System (HRIS) can be a challenging endeavor for any organization. Novartis, a global pharmaceutical company, faced several major challenges in implementing their HRIS. These challenges can be categorized as technical, organizational, and managerial. This essay will explore these challenges, discuss the reasons why HRIS systems sometimes fail, analyze the major obstacles faced by Novartis, and propose strategies to overcome them. Additionally, this essay will examine the future role of HR after a successful implementation and highlight the competencies that HR professionals will need.
Major Challenges facing the Novartis HR Organization
Technical Challenges:
Integration: Novartis had multiple legacy systems that needed to be integrated into the new HRIS. This posed a significant technical challenge due to the complexity and diversity of these systems.
Data Migration: Transferring data from the old systems to the new HRIS can be time-consuming and prone to errors. This challenge required meticulous planning and execution to ensure a seamless transition.
System Customization: Novartis had unique requirements that necessitated customization of the HRIS. This customization added complexity to the implementation process.
Organizational Challenges:
Change Management: Implementing a new HRIS requires change across the organization. Novartis needed to manage resistance to change and ensure effective communication and training to gain employee buy-in.
Standardization: Novartis operated in multiple countries with diverse HR practices and processes. Achieving standardization across different regions and cultures was a significant organizational challenge.
Managerial Challenges:
Resource Allocation: Implementing an HRIS requires a substantial investment of time, money, and human resources. Allocating the necessary resources while balancing other business priorities was a challenge for Novartis.
Project Management: Coordinating various stakeholders, managing timelines, and ensuring effective project governance were critical managerial challenges for Novartis.
Reasons for HRIS System Failures
HRIS system failures can occur due to various reasons, including:
Lack of Clear Objectives: If organizations fail to define clear objectives for implementing an HRIS, it can lead to misalignment between the system’s capabilities and the organization’s needs.
Inadequate Planning: Insufficient planning can result in inadequate resource allocation, poor project management, and limited considerations for change management.
Resistance to Change: Employees may resist adopting new technology or changing established HR processes. This resistance can hinder the successful implementation of an HRIS.
Insufficient Training: Inadequate training can lead to low user adoption rates and ineffective utilization of the HRIS system.
Technical Issues: Technical challenges such as system compatibility, data migration errors, or inadequate system customization can contribute to HRIS failures.
Overcoming the Challenges at Novartis
To overcome the challenges faced by Novartis in implementing the HRIS, several key strategies should be considered:
Effective Change Management: Novartis should invest in change management initiatives to address resistance to change. This includes clear communication about the benefits of the HRIS, involving employees in the implementation process, and providing comprehensive training.
Robust Project Management: Novartis should establish a dedicated project management team responsible for coordinating all aspects of the implementation process. This team should ensure effective stakeholder management, define clear timelines, and monitor progress closely.
Standardization and Simplification: Novartis should identify opportunities for standardizing HR processes across different regions while considering local requirements. This standardization would simplify the implementation process and facilitate seamless integration of the HRIS.
Collaborative Approach: Novartis should involve key stakeholders from various departments in the design and implementation phases. This collaborative approach will ensure that the HRIS meets the needs of all stakeholders and enhances cross-functional collaboration.
Future Role of HR after Successful Implementation
A successful implementation of the HRIS will transform the role of HR within Novartis and require certain competencies from HR professionals:
Strategic Partner: With automated processes enabled by the HRIS, HR professionals will have more time to focus on strategic initiatives such as talent management, succession planning, and organizational development.
Data-Driven Decision Making: The HRIS will provide access to real-time data and analytics, enabling HR professionals to make data-driven decisions regarding recruitment, performance evaluation, and employee engagement.
Employee Experience Enhancement: The HRIS will facilitate self-service capabilities for employees, empowering them to access and update their information independently. HR professionals will play a crucial role in ensuring a seamless employee experience within the system.
Technological Proficiency: HR professionals will need to develop proficiency in using and leveraging technology to maximize the potential of the HRIS. This includes understanding data analysis tools, automation capabilities, and emerging technologies relevant to HR functions.
In conclusion, implementing an HRIS presents various challenges for organizations like Novartis. These challenges encompass technical, organizational, and managerial aspects. However, with effective change management, robust project management, standardization efforts, and a collaborative approach, these challenges can be overcome. A successful implementation of the HRIS will redefine the role of HR within Novartis, making them strategic partners who rely on data-driven decision making and enhance employee experiences through technological proficiency.
