The use and impact of human resource information systems on human resource management professionals

2007 ◽  
Vol 44 (1) ◽  
pp. 74-89 ◽  
Author(s):  
Zahid Hussain ◽  
James Wallace ◽  
Nelarine E. Cornelius
Keyword(s):  
Information Systems ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Resource Information ◽  
Management Professionals

E-HRM in Competence Recognition and Management

2009 ◽  
pp. 293-300
Author(s):  
Marko Kesti ◽  
Antti Syväjärvi ◽  
Jari Stenvall
Keyword(s):  
Information Systems ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Leadership Studies ◽  
Organizational Environments ◽  
Resource Information ◽  
Current Topic ◽  
Management Context

The human resource management (HRM) can be structured according to different key perspectives (e.g., Stone, 2002). One viewpoint concerns the applications and information technology-based human resource information systems (HRIS) that can be seen as an additional solution to carry out the successful human resource management. The historical perspective of the current topic shows how organizations have had various management information systems and decision supportive systems. Both of these have direct links to human-computer interaction and human behavior (e.g., Zhang & Dillon, 2003). In management context, however, demand for successful HRM is challenging as human resources are led in specific situations (Hershey, Blanchard, & Johnson, 2000) and managed in changing organizational environments (Sashkin & Sashkin, 2003). Leadership studies have shown that management should be accompanied with the widerange of managerial options. Hence, as one element of e-governance, there is need for advanced electronic human resource management (e-HRM) systems that are acceptable and effective (rf. Stone, Stone-Romero, & Lukaszewski, 2006).

scholarly journals The Value Of Human Resource Information Systems In Human Resource Management

2013 ◽  
Vol 11 (10) ◽  
pp. 3085-3089
Author(s):  
Oyoo Mark Okinyi ◽  
Kelvin Kabeti Omieno ◽  
Kitone K. Margaret
Keyword(s):  
Information Systems ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Secondary Data ◽  
Business Organizations ◽  
Related Data ◽  
Resource Information ◽  
Computer Based ◽  
Key Resources

In today’s organizations Human Resource Management has become one of the key resources of business organizations. The need to integrate Human Resource Management (HRM) with information systems has become a necessity as modern firms are realizing that their people and information resources are vital for their survival. This is the reason Human Resource Information Systems (HRIS) is now used extensively in all organizations irrespective of its size, tenure of establishment, complexities of operations etc. With the growing importance of human resource management and increasing size of the organizations, maintenance of employee related data and generating reports are the crucial aspects of any organization. Therefore more and more organizations are adopting computer based human resource management systems (HRMS) This paper is an attempt to highlight the value of information systems in Human Resource Management. The study is conducted through analysis of secondary data from books, journals and reviews.

scholarly journals Information Communication Technology and Human Resource Management in Modern Organisations: A Concept for 21st Century

2015 ◽  
Vol 2 (2) ◽  
pp. 102-107
Author(s):  
Paul Chepkuto ◽  
Stanley Kipsang ◽  
Mwangi Kungu
Keyword(s):  
Decision Making ◽  
Information System ◽  
Information Systems ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Data Entry ◽  
Resource Planning ◽  
Resource Information ◽  
Hr Managers

Human resource information system is a database system that has been developed to provide the necessary assistance to HR in terms of decision making and reporting of information. It is basically one of the key elements that is critical in the overall management information system (MIS) of an organization. It is an IT-enabled HR service available to the HR managers for data analysis and decision making. HRIS provides the necessary support to the HR managers in making a quality decision by ensuring that there is adequate and timely relevant information that is available. The scope is so wide that it can provide information about every aspect of an employee, starting with his recruitment and ending with his retirement. As such, HRIS facilitates the use of computer technology to streamline HR operations, cut costs and eventually enhance the effectiveness of human resource management. As technology evolves, so does its impact on strategic human resource planning. Human resource information systems are electronic systems that compile information in databases to be easily accessed and analyzed. Some information systems allow automation of processes, such as payroll tax calculations, while others streamline processes by minimizing the need for manual data entry and paper records, thus increasing accuracy and efficiencyDOI: http://dx.doi.org/10.3126/ijssm.v2i2.122898          Int. J. Soc. Sci. Manage. Vol-2, issue-2: 102-107 

scholarly journals Study on Human Resource Management in Agriculture

2002 ◽  
pp. 171-181
Author(s):  
Márta Zalainé Piros
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Point Of View ◽  
Career Support ◽  
Resource Information ◽  
Top Managers ◽  
The Future

The human factor has been reassessed with regard to strategic initiatives towards obtaining and preserving competitive advantage. Knowledge, experience and special skills are a specific form of capital, forming part of the organisations’ assets and serving as an organisational strategic resource. Their development and use require major investments, both on the part of the individual and the organisation. In a Europe undergoing integration, the quality of human resources enjoy priority among our really important values and specific features. The opportunities of the near future can be utilised, and agricultural economic organizations can survive and increase their organizational effectiveness, if they possess a basis of human capital which is able to make a shift in perspective and behaviour which is of primary importance from the point of view of incorporating market mechanisms and implementing them in practice. My investigations were focused on the current position of human resource management in a comprehensive manner; further, on the approach of top managers regarding the future. Analysing the business and other indicators of the companies studied, I have set the objective to describe the differences and special features of the human resource management practice of companies, which are different in size, operational form, and from the perspective of success or failure.Human resource management is directed to attracting, retaining, motivating and utilising labour. A given work process can be successful or unsuccessful – given the same conditions – depending on who performs it. Therefore, human resource management related tasks require special attention when enterprises are planned, established and operated. On analysing the responsibilities of human resource management, I have found that the functions and responsibilities of human resource have low or medium importance in the operation of economic organisations today. Regarding the future, top managers have expressed higher expectations of human resource management responsibilities in all areas and they consider individual functions to be more important. The establishment and operation of a human resource information system has been presented as the most important need for change. Correlation analyses have proved that the higher the sales revenues of a company, the higher the development of human resources is regarded by its manager, and the same holds for training, career support and a proper establishment and continuous evaluation of job profiles.

Sign in / Sign up

Export Citation Format

Share Document