Novartis hr core portal

Read the TRANSFORMING HUMAN RESOURCES AT NOVARTIS: THE HUMAN RESOURCES INFORMATION SYSTEM (HRIS) case first, then answer the following questions base on the case. Do NOT use the same sentence from the case and Internet in the analyses. While completing your written analyses, you should be mindful of providing just the right amount of information: too little will not describe your answer well enough, while too much may obscure key points. Succinctness is always valued: the fewer words you use to clearly make your point will be appreciated. There are two exemplars for other cases I uploaded. You can follow this format.

Questions:

Case Questions – Transforming Human Resources at Novartis. Please answer the questions with enough detail to adequately cover the question but avoid including excess verbiage that does not add value to your analysis.

Before the rollout of Novartis’ new HRIS, HR professionals relied on a multitude of existing “legacy” systems. What were some of the problems with these old “legacy” systems?
The case stated that the new HRIS project was “far more than simply a technical challenge”. What does this mean?
Drawing from the Novartis case, your textbook, and the reading “Leveraging HR Technology for Competitive Advantage”, explain how an HRIS system supports business goals such as the “ability to recruit, develop, motivate, and retain people”.
Implementing a new system that causes people to work differently has several challenges. What are some of these challenges?
Imagine that you are the CIO of Novartis today in 2017. You are considering migrating your on-premises SAP HRIS system (i.e. the HRIS in the Novartis case study) to the Cloud. You read through the Gartner Group report “Magic Quadrant for Cloud HCM Suites for Midmarket and Large Enterprises” (in this week’s readings) to better understand your options for implementing a Cloud-based HCM suite. Based on the Gartner report, would implementing the Cloud-based SAP system be a good idea? Why or why not?