Good afternoon everyone.

Myself devanshi Garodia along

with my team members shiwani lalita and namita , here to
present on the topic implementation of HRIS.
Information is the most vital part of survival or growth of
the firm. Today human resource has become the main
competitive advantage for a firm, making it a very critical
resource. More so than ever, there is a need for fulfilling
all functions related to human resource with strategic
purpose and technology should be able to help in aligning
them with the firm’s objectives. Human Resource
Information Systems (HRIS) are one such technological
innovation which can efficiently help in standardizing such
information about company’s employees. In this PPT we
will talk about the implementation of HRIS at NISSAN and
IBM.
Starting with NISSAN

Nissan is a Japanese multinational automobile

manufacturer headquartered in Nishi-ku,
Yokohama, Japan. It is one of the top selling
automobile manufacturers and the world’s first ever multi-
brand conglomerate after its collaboration with Renault. It
has over 130,000 people working for them worldwide. This
global corporation needed standardized HR practices in
order to function successfully. The firm was also
concerned about the overall employee satisfaction. Having
an HRIS meant a strategic investment to reduce costs
across the globe and therefore, in 2010, CEO Carlos
Ghosn introduced HRIS in Nissan, when Nissan was in
troubled waters. His aim was not only to automate the HR
services but to transform HR services in the whole
organization. The strategy behind HRIS implementation
was standardization of all HR practices throughout the
organization. Also he wanted to remove all administrative
and transaction type tasks from the HR personnel in all
locations around the world. Nissan had an employee
intranet but it was not designed to be employee friendly
and most of the employees did not have access to it. This
ensured that there was a need for new technology with a
dynamic employee portal, where all kind of HR related
information could be made available to employees 24/7.By
February 2010, Nissan had standardized all its HR
practices across the globe.

Nissan partnered with Enwisen to develop its world class

HR Shared Serviced Center. Enwisen was to provide
them support for communication, decision support and
case management along with direct employee access
portal. Nissan also collaborated with PeopleSoft, a third
party technical business solutions provider, to design and
implement the Nissan HRIS system. The PeopleSoft
Enterprise Human Capital Management (HCM) included
human resources, Base Benefits, Benefits Administration,
ePay, eProfile, eCompensation, eBenefits, eRecruit and
eDevelopment solutions. This was to help the employees
get better access and clear information about their
benefits plan, payroll and other HR related
information8.PeopleSoft has become the HCM and self-
service portal for the employees at Nissan. Enwisen
provides the on-demand communications and decision
support for the whole organization. The information related
to a particular can be accessed only by them with the help
of an id and password. This allows Nissan’s HR staff to
manage employees easily as they have real time access
to specific information related to them. This helps them
respond to every individual employees query faster which
would earlier require several hours or days. This strategic
move has helped Nissan’s HR become more
comprehensive and cost effective opposed to their earlier
style of work which was manual. The technology
requirements of Nissan were to make an employee portal
available to all employees24/7; This meant single sign-in
facility, this service also had to be HR centric, and this
clearly kept all generic or standard services out of the
facility. The implementation of this gave rise to three tiers,
where „Tier One was represented by the HR service
center staff,„Tier Two‟had the benefits administrators and
„Tier Three catered to the CEOs.. This improved customer
service for employees immensely.Apart from the Three
Tier system, HR has divided itself into seven operational
teams. Three groups out of seven take care of
administrative tasks, provides executive support, technical
support, managerial reporting and one group for attending
to more challenging cases. All this was done to maximize
performance. The HRIS had to provide:-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 b made.-Increase in employee satisfaction by
40%.Earlier, HR managers at Nissan used to be burdened
with manual administrative tasks like updating inquiries,
etc. Now with the help of HRIS these types of requests
have receded and now HR managers are available to
handle strategic issues. Security of information on HRIS
was also given high priority as it concerned integrity and
security of sensitive employee information. The results
achieved by Nissan after implementation of HRIS were
highly impressive.