Strategic information systems for strategic, manufacturing, operations, marketing, sales, financial and human resources management, Vol. 16

1998 ◽  
Vol 5 (4) ◽  
pp. 258
Author(s):  
Colin M. Clarke-Hill
Keyword(s):  
Information Systems ◽  
Human Resources ◽  
Human Resources Management ◽  
Strategic Information ◽  
Resources Management ◽  
Strategic Information Systems ◽  
Manufacturing Operations

Adoption and Success of E-HRM in European Firms

2009 ◽  
pp. 24-30 ◽  
Author(s):  
Eleanna Galanaki ◽  
Leda Panayotopoulou
Keyword(s):  
Information Systems ◽  
Human Resources ◽  
Human Resources Management ◽  
Software Suite ◽  
Resources Management ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Level Of Satisfaction

Fairly recently numerous technological applications have emerged, claiming to cover nearly every “traditional” human resources management (HRM) activity; not only complementing it, but often even substituting it (Martin, Alexander, Reddington, & Pate, 2006). In order to meet the demands of today’s knowledge-based economy, companies must maximize the potential and productivity of their employees, a goal towards which HRM information systems in general and e-HRM in particular could help. Some of these applications even claim that they can achieve synergies that were not possible before, by integrating all the HRM functions under one software suite, and combining results and feedback from all their different applications. In this article, we study the adoption of e-HRM in Europe, looking at three mail elements: the extent of e-HRM deployment, the characteristics of the companies that adopt e-HRM, and the level of satisfaction from the system.

scholarly journals STRATEGIC HUMAN RESOURCES MANAGEMENT AND BUSINESS INTELLIGENCE SYSTEMS IN THE PURPOSE OF SOCIAL AND ECONOMIC DEVELOPMENT

2019 ◽  
Vol 17 (1) ◽  
Author(s):  
Helena Lajšić
Keyword(s):  
Economic Development ◽  
Information Systems ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Intelligence ◽  
Information Technologies ◽  
Human Resources Management ◽  
Non Profit ◽  
Resources Management

Interesting knowledge is gained by researching and re-examining how human resources management works in our region - the city. Human resource management in every business system becomes completely different from what it has been. It is no longer understood only as a mere functional activity, but as a new business philosophy to be implemented at all managerial levels. In this century, human resources are not only the key competitive advantage of any organization, but of every country. A holistic, coherent human resource management of the organization in order to ensure the maximum value added and the best positioning for the achievement of organizational strategic goals, in broad terms, leads directly to general socio-economic development and progress. One of the key functions of HRM is to spread the various components of the strategic plan to all employees in the organization. An important function of human resources management can and should be to provide information on the strategic readiness of human capital - whether and to what extent available human resources have the required knowledge, skills and motivation to support and implement an organization’s strategy. There is no efficient strategic management of human resources without the support of information technologies and information systems. The development of information technologies and information systems dramatically changes the management of human resources. The strategic readiness of information capital (IT and systems) is the most meaningful measure of the value of the information capital of the organization. The greatest availability of information capital in human resources management is measured by the level of development of online transaction processing systems, whether it is a module of an ERP system, or that it is HRIS (Human Resources Information Systems). Another technology that has even more strategic significance is BI (Business Intelligence) technology and BI decision support systems. A particular challenge is to examine the state of and opportunities for the development of human resources in profit and non-profit institutions in our narrower region. This scientific work will attempt to obtain the missing information on the content and method of human resources management in the profit and non-profit sector, observed in the context of information systems.

Adoption and Success of E-HRM in European Firms

2011 ◽  
pp. 948-955
Author(s):  
Eleanna Galanaki ◽  
Leda Panayotopoulou
Keyword(s):  
Information Systems ◽  
Human Resources ◽  
Human Resources Management ◽  
Software Suite ◽  
Resources Management ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Level Of Satisfaction

Fairly recently numerous technological applications have emerged, claiming to cover nearly every “traditional” human resources management (HRM) activity; not only complementing it, but often even substituting it (Martin, Alexander, Reddington, & Pate, 2006). In order to meet the demands of today’s knowledge-based economy, companies must maximize the potential and productivity of their employees, a goal towards which HRM information systems in general and e-HRM in particular could help. Some of these applications even claim that they can achieve synergies that were not possible before, by integrating all the HRM functions under one software suite, and combining results and feedback from all their different applications. In this article, we study the adoption of e-HRM in Europe, looking at three mail elements: the extent of e-HRM deployment, the characteristics of the companies that adopt e-HRM, and the level of satisfaction from the system.

scholarly journals DUKUNGAN SISTEM INFORMASI MANAJEMEN KEPEGAWAIAN TERHADAP PENGAMBILAN KEPUTUSAN DI BKPP KABUPATEN SUKOHARJO

2019 ◽  
Vol 16 (2) ◽  
pp. 10-21
Author(s):  
Riana Isti Muslikhah
Keyword(s):  
Decision Making ◽  
Information Systems ◽  
Human Resources ◽  
Input Data ◽  
Management Information Systems ◽  
Human Resources Management ◽  
Management Decision ◽  
Data Input ◽  
Management Information ◽  
Resources Management

Abstrak: Dukungan Sistem Informasi Manajemen Kepegawaian terhadap Pengambilan Keputusan di BKPP Kabupaten Sukoharjo. Tujuan penelitian ini adalah untuk (1) Mengetahui implementasi Sistem Informasi Manajemen Kepegawaian di BKPP Kabupaten Sukoharjo, (2) Mengetahui dukungan informasi yang dihasilkan oleh Sistem Informasi Manajemen Kepegawaian dalam pengambilan keputusan bidang kepegawaian di BKPP Kabupaten Sukoharjo, (3) Mengetahui kendala dalam implementasi Sistem Informasi Manajemen Kepegawaian di BKPP Kabupaten Sukoharjo. Penelitian ini menggunakan metode penelitian kualitatif. Hasil penelitian menunjukkan bahwa (1) Dalam proses penerapan SIMPEG di BKPP Kabupaten Sukoharjo terdapat sub sistem pengumpulan data, sub sistem input data, sub sistem pengolahan data dan sub sistem output informasi, serta didukung oleh komponen-komponen pendukung yang terdiri dari hardware (perangkat keras), software (perangkat lunak), database, sumber daya jaringan dan brainware (SDM). (2) Informasi yang dihasilkan oleh SIMPEG di BKPP saat ini sudah mampu mendukung dalam pengambilan keputusan penempatan, mutasi dan pensiun pegawai, (3) Kendala yang dihadapi dalam penerapan SIMPEG di BKPP Kabupaten Sukoharjo yaitu: keterbatasan anggaran dan keterlambatan dalam input data. Kata kunci: Sistem, Informasi, Manajemen, Keputusan, Kepegawaian Abstract: Human Resources Management Information System Support for Decision Making in BKPP Sukoharjo Regency. The purposes of this study were (1) to know the Implementation Human Resources Management Information Systems in BKPP  of Sukoharjo Regency, (2) know the support information generated by Implementation Human Resources Management Information Systems in BKPP of Sukoharjo Regency in the field of staffing decisions. (3) know the obstacles in the Implementation Human Resources Management Information Systems in BKPP of Sukoharjo Regency. This study used qualitative research methods. The results showed that (1) In the Implementation Human Resources Management Information Systems in BKPP of Sukoharjo Regency there are sub data collection systems, sub system of data input, data processing sub-systems and sub systems output information, and supported by supporting parts consisting of hardware, software, databases, netware and brainware (2) The information generated by Human Resources Management Information Systems at BKPP of Sukoharjo Regency are now able to support decision making in placement, transfer and retirement of employees, but not fully support in the implementation of management staffing in the BKPP of Sukoharjo Regency. (3) The obstacle that is encountered in implementation of the Human Resources  Management Information Systems in BKPP of Sukoharjo Regency are : limited budget and delays in data input. Keyword: System, Information, Management, Decision Making, Human Resources

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