OHSU, Sony, Novartis, and Others: Strategic Information Systems-It’s HR’s Turn

1)      What are some business benefits of the technologies described in the case? Provide several examples beyond the mere automation of transaction oriented process.

Some of the business benefits of the HRM technologies described in the case is described below:

·          It’s much faster because as specified in the case, by using HRM technologies OHSU is filling job opening two weeks faster than it once did.

·         Makes the process of hiring and contracting of employees easier. As specified in the case Sony Computer Entertainment America Inc by using workforce logic software is hiring managers, ensuring the easy understanding and complies with the legal distinctions between contract and salaried people.

·         Facilitates the function of Employee performance management, Career development and succession planning. As said in the

case Tyco international Ltd uses Kenexa’s Career tracker to track employee promotions and performance.

2)      Do you think the business value of these strategic HRM applications depends on the type of business a company is in, for instance, consulting, manufacturing, or professional services? Why or why not? Explain.

I think every different nature of organization has different working pattern. They function differently and they manage their resources differently. But the main theme of management is the same in all. Due to this some how they relate with each other. The HRM management technology that works in a restaurant may not work in bank. A manufacturing organization may have different way of making its human resource adjustments and different criteria to hire and keep them.

Yes I agree that the business value of these strategic Human Resource management application depends on the type of business an organization is in because may be they all have the same provision of keeping very sound an well managed employees and retaining them but they may act differently to achieve that thing. When their pattern is different they........click below to read all.

have to follow different process and way to get the goal.

3)      What are some of the challenges and obstacles in developing and implementing HRM systems? What strategies would you recommend for companies to meet those challenges? Provide several specific recommendations.

The challenges and obstacles in developing and implementing HRM systems are mentioned below:

·         Only implementing HRM technologies in an organization is not enough, they need to be integrated, with the data stored in a common repository, to get optimal value from it. And this job is not so easy.

·         There are chances of split between different corporate departments; it has to be implemented across multiple business units running different kinds of functions. Maintaining uniformity of use among various departments is challenging.

·         It is very time consuming, since it takes more than 5 years to change whole the system.

Every system comes with certain challenges and it’s us who need to consider these challenges and try to minimize it in order to get total benefit out of it. Some of the recommendations I would like to propose to organizations to meet these challenges are listed below:

·         It takes time, we know, but then to get started is the most important thing. So no matter how long it takes, sooner we adopt it sooner its going to be finished.

·         In order to control uniformity issues, organizations can develop customized HRM technologies considering every single department within organizations. And the department which is totally different, provisions can always be made for such.

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