Assessing Information Technology Capability versus Human Resource Information System Utilization

2009 ◽  
pp. 56-62
Author(s):  
Ralf Burbach ◽  
Tony Dundon
Keyword(s):  
Decision Making ◽  
Information Technology ◽  
Human Resource ◽  
Strategic Decision ◽  
Strategic Decision Making ◽  
System Utilization ◽  
Resource Information ◽  
It Capabilities ◽  
Information Technology Capability ◽  
Administrative Tasks

The ever-increasing capabilities of human resource information technology (HRIT) and human resource information systems (HRIS) have presented HR departments with an opportunity to generate and analyze vast amounts of employee information that could potentially be used for strategic decision-making purposes and to add value to the HR department and ultimately theentire organization. Research in this area has frequently highlighted that most organizations merely deploy HRIT to automate routine administrative tasks. In general, these studies assume the existence of IT capabilities and sophistication without further investigating what these consist of and how or whether existing IT capabilities could be related to the different uses of HR information, that is, strategic decision-making as opposed to automation. In this article, we introduce and discuss a model that aids the categorization of firms regarding their HRIT capabilities vs. their use of HR information. Furthermore, we will explore the factors that determine the utilization of HR information for strategic decision-making purposes.

Assessing Information Technology Capability versus Human Resource Information System Utilization

2011 ◽  
pp. 1370-1378
Author(s):  
Ralf Burbach ◽  
Tony Dundon
Keyword(s):  
Decision Making ◽  
Information Technology ◽  
Human Resource ◽  
Strategic Decision ◽  
Strategic Decision Making ◽  
System Utilization ◽  
Resource Information ◽  
It Capabilities ◽  
Information Technology Capability ◽  
Administrative Tasks

The ever-increasing capabilities of human resource information technology (HRIT) and human resource information systems (HRIS) have presented HR departments with an opportunity to generate and analyze vast amounts of employee information that could potentially be used for strategic decision-making purposes and to add value to the HR department and ultimately theentire organization. Research in this area has frequently highlighted that most organizations merely deploy HRIT to automate routine administrative tasks. In general, these studies assume the existence of IT capabilities and sophistication without further investigating what these consist of and how or whether existing IT capabilities could be related to the different uses of HR information, that is, strategic decision-making as opposed to automation. In this article, we introduce and discuss a model that aids the categorization of firms regarding their HRIT capabilities vs. their use of HR information. Furthermore, we will explore the factors that determine the utilization of HR information for strategic decision-making purposes.

scholarly journals HUMAN RESOURCE INFORMATION SYSTEM AS A STRATEGIC TOOL IN HUMAN RESOURCE MANAGEMENT

2012 ◽  
Vol 5 (1) ◽  
pp. 6-15
Author(s):  
Ebenezer Ankrah ◽  
Evans Sokro
Keyword(s):  
Decision Making ◽  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Strategic Decision ◽  
Strategic Decision Making ◽  
Human Resource Information System ◽  
Resource Information

The purpose of this research is to identify specifically, how the use of Human Resource Information Systems (HRIS) contributes to the effectiveness of strategic human resources management and to examine the strategic importance of using HRIS at the workplace. Relevant review of various HRIS literature were undertaken which culminated into the development of a conceptual model and the formulation of hypotheses to test the proposal that there is relationship between independent variables- HRIS- and the dependent variables- Cost and Time Savings (CTS), Decision Making Contribution (DMC), Quality Information Effects (QIE) and Employment Development Commitment (EDC). The research uses data generated from 34 respondents from insurance companies in Ghana: SSNIT, ELAC, Vanguard, and Donewell. Data was analyzed using SPSS software. It has been found that HRIS adoption and use have a strong and positive effect on CTS and DMC. Essentially, organizations that divert concerted efforts towards HRIS adoption and use have a high likelihood of cutting down cost and saving time, and also ensure better contributions to strategic decision making. Further findings suggest that insurance organizations map up a strategic plan before implementation goes underway. Financial and resource appraisal in relation to the ability to start and sustain HRIS use are critical. HRIS enables HR professionals and supervisors to manage complex information entities and to plan HR efficiently also, organisations that intend using HRIS should thoroughly educate its employees- not only HR staff- so that internal awareness can facilitate the acceptance of the system. Key words: human resource information system, strategic human resource management, strategic decision making.

scholarly journals EMPLOYEE PERCEPTION TOWARD THE IMPECT OF INFORMATION TECHNOLOGY IN HUMAN RESOURCE MANAGEMENT

2017 ◽  
Vol 5 (7) ◽  
pp. 298-308
Author(s):  
Vinay Saxena ◽  
Rohit Sharma
Keyword(s):  
Decision Making ◽  
Information Technology ◽  
Information System ◽  
Human Resource Management ◽  
Human Resource ◽  
Resource Information ◽  
Communication Processes ◽  
Main Components ◽  
Role Of It

Human Resource Information technology is a software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting, recruiting selecting and many others. In the present time the role of IT in HRM is very wide and special An IT in HRM generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness. An IT in HRM offers HR, payroll, benefits, training, recruiting and compliance solutions Most are flexibly designed with integrated databases, a comprehensive array of features, and powerful reporting functions and analysis capabilities that you need to manage your workforce. This can give back hours of the HR administrator’s day previously spent attending to routine employee requests. An IT in HRM  also facilitates communication processes and saves paper by providing an easily-accessible, centralized location for company policies, announcements, and links to external URL’s. Employee activities such as time-off requests and W-4 form changes can be automated, resulting in faster approvals and less paperwork. An affordable Human Resource Information System allows companies to manage their workforce through two powerful main components: HR  & Payroll. In addition to these essential software solutions, HRIS offers other options to help companies understand and fully utilize their workforce’s collective skills, talents, and experiences.

Managing IT to Innovate and Strategize in the Higher Education Sector

2018 ◽  
pp. 27-50
Author(s):  
Prithvi Jyoti Bhattacharya
Keyword(s):  
Higher Education ◽  
Decision Making ◽  
Information Technology ◽  
Enterprise Systems ◽  
Strategic Decision ◽  
Strategic Decision Making ◽  
Strategic Decisions ◽  
Packaged Software ◽  
Education Market ◽  
Higher Education Market

The current dynamic business landscape has compelled all organizations worldwide to innovate and strategize continually to remain competitive and achieve an edge in the market. Information technology has often made lofty promises to assist such endeavors. This chapter explores the management of large, integrated, and packaged software suites collectively called enterprise systems (ES) to enable innovation and strategic decision making in organizations. In particular, this chapter explains how a globally renowned and highly ranked university manages its enterprise-systems-based IT platform to offer new services, develop new processes, and make astute strategic decisions – all in an attempt to retain and improve its position in the global higher education market.

DSS for Strategic Decision Making

2011 ◽  
pp. 230-246 ◽  
Author(s):  
Sherif Kamel
Keyword(s):  
Decision Making ◽  
Information Technology ◽  
Decision Support ◽  
Decision Support Systems ◽  
Support Systems ◽  
Strategic Decision ◽  
Strategic Decision Making ◽  
Changing Environments ◽  
Socio Economic Development ◽  
Egyptian Government

This chapter describes and analyzes the experience of the Egyptian government in spreading the awareness of information technology and its use in managing socio-economic development through building multiple information handling and decision support systems in messy, turbulent and changing environments. The successes over the past 10 years in developing, implementing and sustaining state-of-the-art decision support systems for central governmental decision making holds many lessons for the implementation of sophisticated systems under conditions of extreme difficulty.

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