Exploring the Relation between the Use of HRIS and their Implementation in Spanish Firms

2011 ◽  
pp. 967-975
Author(s):  
José Antonio Fernández-Sánchez ◽  
Susana de Juana-Espinosa ◽  
Jorge Valdés-Conca
Keyword(s):  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Quantitative Research ◽  
Resource Information ◽  
Depth Analysis ◽  
Information Products ◽  
Definition Of ◽  
Practical Implications

An information system (IS) is “a set of people, procedures, and resources that collects, transforms, and disseminates information in an organization. A system that accepts data resources as input and processes them into information products as output” (O’Brien & Marakas, 2005). Likewise, the definition of human resource information Systems (henceforth HRIS) can be expressed as an IS that deals only with information related directly to the human resource management (HRM) area (Tannenbaum, 1990). Initially, computerized HRIS were only useful for administrative purposes. However, in the course of the last decade, that tendency has changed markedly and a strategic re-orientation of these applications is nowadays considered desirable and necessary for companies competing in today’s uncertain, complex and ever-developing environment. This phenomenon has turned HRIS into a major strategic means, capable of providing information about the actual capacity of the firm, its potential, and the potential of its competitors. This research paper aims to provide an in-depth analysis of HRIS usage as a tool for assisting in recruitment decisions. This was carried out in accordance with the empirical findings of a quantitative research on selection and recruitment processes in Spanish firms. This paper reports and evaluates the major results of this current study and discusses its theoretical and practical implications with a view to increasing the effectiveness of HRIS usage for its recruitment processes.

Exploring the Relation between the Use of HRIS and their Implementation in Spanish Firms

2009 ◽  
pp. 399-405
Author(s):  
José Antonio Fernández-Sánchez ◽  
Susana de Juana-Espinosa ◽  
Jorge Valdés-Conca
Keyword(s):  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Quantitative Research ◽  
Resource Information ◽  
Depth Analysis ◽  
Information Products ◽  
Definition Of ◽  
Practical Implications

An information system (IS) is “a set of people, procedures, and resources that collects, transforms, and disseminates information in an organization. A system that accepts data resources as input and processes them into information products as output” (O’Brien & Marakas, 2005). Likewise, the definition of human resource information Systems (henceforth HRIS) can be expressed as an IS that deals only with information related directly to the human resource management (HRM) area (Tannenbaum, 1990). Initially, computerized HRIS were only useful for administrative purposes. However, in the course of the last decade, that tendency has changed markedly and a strategic re-orientation of these applications is nowadays considered desirable and necessary for companies competing in today’s uncertain, complex and ever-developing environment. This phenomenon has turned HRIS into a major strategic means, capable of providing information about the actual capacity of the firm, its potential, and the potential of its competitors. This research paper aims to provide an in-depth analysis of HRIS usage as a tool for assisting in recruitment decisions. This was carried out in accordance with the empirical findings of a quantitative research on selection and recruitment processes in Spanish firms. This paper reports and evaluates the major results of this current study and discusses its theoretical and practical implications with a view to increasing the effectiveness of HRIS usage for its recruitment processes.

The Practice of Optimization and Improvement of Human Resource Management Informatics in State Grid Company

2014 ◽  
Vol 687-691 ◽  
pp. 4674-4678
Author(s):  
Ben Wang ◽  
Yuan Ren ◽  
Jian Zhang ◽  
Yue Zhu Ma ◽  
Yu Wei Yin
Keyword(s):  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Information Management ◽  
Human Resource ◽  
Information Management System ◽  
Integration Scheme ◽  
Application Integration ◽  
Information Platform ◽  
Resource Information

We carry out research on the practice of optimization and improvement of human resource management informatics in State Grid Company, in order to improve human resource information harvest and enhance the depth and breadth of management. Being the creed file of the system, this paper describes the overall technology framework, deployment scheme and application integration scheme. The SG-ERP human resource information management system is an information platform that is transverse integration and lengthways transfixion, covering the whole business and staff. It also upgrades the scope of the human resource information system and the support capability, both interior and exterior information, for human resource operation.

scholarly journals The Impact of Human Resource Information System on Human Resource Management: A Case Study of Bank of Baroda Dharwad City

2021 ◽  
Vol 9 (VI) ◽  
pp. 5022-5028
Author(s):  
Mr. Vijay N Budihal
Keyword(s):  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
New Thought ◽  
Human Resource Information System ◽  
Resource Information ◽  
Human Resource System ◽  
The Impact

Human Resource system isn't a brand-new thought currently. it's gained large quality among companies round the world. It plays a significant role in Human Resource management with in a bank. Human Resource management with plays a big role in managing the manpower of any banks. Ineffective Human Resource management with might cause insignificant variety of workers. Thus, HR planning permits cheap management with of human resource in a bank. the key aim of this paper is to focus the impact of Human Resource information system on Human Resource management activities. The results of paper recommend that Human resource Information system play a really important role in effectiveness of HR managementfunctions in abank.

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 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 ROLE OF COMPUTER IN HUMAN RESOURCE MANAGEMENT

2016 ◽  
Vol 2 (8) ◽  
Author(s):  
PANKAJ ,
Keyword(s):  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Vital Role ◽  
Record Keeping ◽  
Resource Information ◽  
Planning And Control ◽  
Usable Information ◽  
And Control

The main roles of computer in human resource management are decreasing time complexity, flexibility, record keeping problem etc. HRM system process lots of data everyday with the help of computer. This data processed easily without any fear of data loss so computer a vital role in human resource management system. The usage of computer in human resource management can be usually referred to as management information system. It can also be called as human resource information system. Usually what a computer does, it converts all the data or we can say raw data into meaningful and usable information required by the manager to take decisions, and for planning and control. The information available can be provided to management more swiftly, computer also made big and sophisticated database available to the manager that can be used by him for making decisions.

scholarly journals Necessity for a comprehensive psychometric policy within an organization

1990 ◽  
Vol 16 (1) ◽  
Author(s):  
T. H. Veldsman
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Context ◽  
Psychometric Testing ◽  
Definition Of

Psychometric testing is an important, valuable, widespread and legally protected activity in South Africa. Within the ambit of the organizational context a psychometric policy is required to guide and direct this activity. The purpose of this article is to show how the need for such a policy within an organization can be fulfilled. The article proceeds as follows: firstly, the positioning of a psychometric policy within the overall human resource management of an organization is discussed; secondly, a definition of the term 'psychometric policy' and the aims thereof are given; thirdly, a suggested content for such a policy is outlined; fourthly a method of generating this policy is proposed; and lastly, the role of the psychologist in this regard is indicated.  Opsomming Psigometriese toetsing is 'n belangrike, waardevolle, algemene en wetlik beskermde aktiwiteit in Suid-Afrika. Binne organisatoriese verband word 'n psigometriese beleid benodig om hierdie aktiwiteit te lei en rig. Die doel van hierdie artikel is om aan te toon hoe die behoefte aan sodanige beleid in 'n organisasie vervul kan word. Die artikel verloop soos volg: eerstens, word die plasing van 'n psigometriese beleid binne die algemene menslike hulpbronbestuur van die organisasie bespreek; tweedens, word 'n definisie van die begrip "psigometriese beleid" en die doelwitte daarvan gegee; derdens, word 'n voorgestelde inhoud vir sodanige beleid aan die orde gestel; uierdens, word 'n metode aangedui waarvolgens hierdie beleid daargestel kan word; en laastens, word die rol van die sielkundige in hierdie area aangedui.

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