Benchmarking Human Resource Information Systems

2009 ◽  
pp. 92-101 ◽  
Author(s):  
Herwig Ostermann ◽  
Bettina Staudinger ◽  
Roland Staudinger
Keyword(s):  
Information Systems ◽  
Human Resource ◽  
Business Performance ◽  
General Term ◽  
Business Information Systems ◽  
Business Context ◽  
Resource Information ◽  
Efficiency And Effectiveness ◽  
Hr Function ◽  
Operations Systems

In its most general term a benchmark represents a point of reference from which measurements can be conducted. Translated into a business context, benchmarks may thus serve as “measurements to gauge the performance of a function, operation, or business relative to others” (Bogan & English, 1994, p. 4). Based on that understanding of performance measurement, the essential business concept of the activity of benchmarking can be defined as the continuous and systematic process of improving strategies, functions, operations, systems, products or services by measuring, comparing and analyzing relevant benchmarks in order to produce superior business performance and outperform competitors (Böhnert, 1999; Ellis & Moore, 2006; Guo, Abir, Thengxiang, & Gelfin, 2007; Haverty & Gorton, 2006; Purdum, 2007; Schmitz, 1998; Spendolini, 1992). As human resource information systems (HRIS) are generally regarded as a key facilitator in promoting and securing the efficiency and effectiveness of the human resource (HR) function and are therefore also thought to represent a performance-critical key element of contemporary human resource management (HRM) (Cummings & Marcus, 1994; Hendrickson, 2003; James, 1997), benchmarking activities show the potential to generate valuable information for the management of HRIS. This information derived from the process of comparison to other business information systems or functions may support the buying decision for a new HRIS and represent an essential stimulus for implementation, design, or maintenance activities in order to ensure superior HR and overall business performance.

Data Mining for Human Resource Information Systems

Data Mining ◽  
2011 ◽  
pp. 366-381 ◽  
Author(s):  
Lori K. Long ◽  
Mavin D. Troutt
Keyword(s):  
Data Mining ◽  
Decision Making ◽  
Information Systems ◽  
Human Resource ◽  
Data Warehousing ◽  
Organizational Decision Making ◽  
Resource Information ◽  
Potential Applications ◽  
Statistical Studies ◽  
Hr Function

This chapter focuses on the potential contributions that Data Mining (DM) could make within the Human Resource (HR) function in organizations. We first provide a basic introduction to DM techniques and processes and a survey of the literature on the steps involved in successfully mining this information. We also discuss the importance of data warehousing and datamart considerations. An examination of the contrast between DM and more routine statistical studies is given, and the value of HR information to support a firm’s competitive position and organizational decision-making is considered. Examples of potential applications are outlined in terms of data that is ordinarily captured in HR information systems.

The use of human resource information systems in two retail organisations in the Western Cape, South Africa

2017 ◽  
Vol 1 (2) ◽  
Author(s):  
Emmanuel Udekwe ◽  
Andre C. De la Harpe
Keyword(s):  
South Africa ◽  
Information Systems ◽  
Human Resources ◽  
Human Resource ◽  
The Body ◽  
Retail Industry ◽  
Successful Implementation ◽  
Western Cape ◽  
Report Generation ◽  
Resource Information

Orientation: The retail industry is the largest contributor to employment and the gross domestic product (GDP) in the Western Cape, South Africa. The management of human resources in this very competitive industry is a high priority for all retailers. The successful implementation, maintenance and use of human resource information systems (HRISs) are an integral part of many retailers.Research purpose: Human resource information systems are difficult to implement and maintain, and as a result, organisations cannot effectively utilise these systems to their benefit. The purpose of this paper is to explore the factors affecting the implementation, maintenance and use of HRISs in two retail organisations in the Western Cape.Motivation of study: Many retailers find it difficult to apply and utilise HRISs to their benefit and to the systems’ full potential. This study explores the challenges retailers are facing when implementing, maintaining and using HRISs.Research design, approach and method: Multiple case studies were used to conduct the research. Data were collected through a semi-structured questionnaire using interviews. Twenty-one interviews were conducted in the two retail companies to gain an understanding of the use of HRISs within these organisations. The data were analysed using a thematic method of analysis. The units of analysis were the Human Resources and the Information Technology departments of both companies. The units of observation were (21) purposively selected employees in the two mentioned departments of both retail organisations.Main findings: This research shows an under-utilisation of the HRIS in both companies as a result of poor data quality, lack of adequate training and the high cost of implementing and maintaining the system. There is a gap in terms of data analytics and report generation. This gap leads to the under-utilisation of the HRISs preventing the retailers to optimise the benefits of the HRIS.Practical and managerial implications: For organisations to reap benefits from HRISs, a change management strategy and a rigorous training programme are needed that will focus on the implemented maintenance and improved usage of these systems.Contribution: The contribution of the study includes proposed guidelines for the effective and efficient use of HRISs. The study further contributes to the body of knowledge in shedding light on the implementation, maintenance and use of HRISs in the retail industry in the Western Cape, South Africa.

Recognizing the Significance of Human Resource Through Human Resource Information Systems in the Construction Sector

2021 ◽  
pp. 233-249
Keyword(s):  
Information Technology ◽  
Information Systems ◽  
Human Resources ◽  
Human Resource ◽  
Relevant Information ◽  
Industrial Sector ◽  
Construction Sector ◽  
Human Relations ◽  
Resource Information ◽  
Optimum Utilization

The value of human resources in every commercial and industrial sector cannot be over-emphasized. Even in the age of automation, management of human resources has never been more significant or relevant. Information technology can help in management of human resources such that companies can make optimum utilization of skills and experience while keeping costs low. In this chapter, the authors touch upon the various aspects of human resource information systems and the usefulness of such in managing human relations across all levels of employment.

Human resource information systems: a strategic contribution to HRM

2019 ◽  
Vol 35 (10) ◽  
pp. 4-6
Author(s):  
Ayesha Irum ◽  
Rama Shankar Yadav
Keyword(s):  
Information Systems ◽  
Performance Management ◽  
Human Resource ◽  
Organizational Context ◽  
Strategic Decision ◽  
Content Type ◽  
Employee Privacy ◽  
Resource Information ◽  
Human Resources Information Systems ◽  
Resource Function

Purpose The article presents an overview of the Human Resources Information Systems (HRIS) and its relevance in the current organizational context. It broadly captures the advantages of HRIS and the significant challenges involved in its implementation and succeeding stages. Design/methodology/approach A string of research articles in the domain is reviewed for the briefing. Findings HRIS is salient in supplementing various Human Resource (HR) functions ranging from HR planning to performance management. It can act as a catalyst in establishing the significance of HR in strategic decision making. It helps managers to effectively store large amounts of employee data and draw inferences from it to make pro-employee decisions. However, despite being relevant in HR functions, HRIS is often surrounded by concerns like employee privacy breach and misuse of information. Originality/value The article showcases the transformation of the Human Resource function to strengthen its strategic position in the organization and sustain HR professionals. Adoption of HRIS helps to convert HR to a data-driven function.

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