The Many Sides of Human Resource Information Systems

Author(s):  
Hilkka Poutanen ◽  
Vesa Puhakka

The history of human resource information systems stretches to the 1960s, when human resource data were separated from payroll systems. In the 1980s, researchers and practitioners became more interested in human resource information systems, and in the 1990s several studies, articles, user experiences, opinions and descriptions were published in journals, magazines and on the internet. Still, despite the number of literature, no survey or framework exists that constructs a synthesis of the fragmented issues of human resource information systems from both of these viewpoints, that is, information systems and human resource management. In this paper, an initial framework for human resource information systems is introduced to underline the importance and the need for consolidating the knowledge on the phenomenon.

2010 ◽  
Vol 6 (4) ◽  
pp. 1-13 ◽  
Author(s):  
Hilkka Poutanen ◽  
Vesa Puhakka

The history of human resource information systems stretches to the 1960s, when human resource data were separated from payroll systems. In the 1980s, researchers and practitioners became more interested in human resource information systems, and in the 1990s several studies, articles, user experiences, opinions and descriptions were published in journals, magazines and on the internet. Still, despite the number of literature, no survey or framework exists that constructs a synthesis of the fragmented issues of human resource information systems from both of these viewpoints, that is, information systems and human resource management. In this paper, an initial framework for human resource information systems is introduced to underline the importance and the need for consolidating the knowledge on the phenomenon.


2017 ◽  
Vol 1 (2) ◽  
Author(s):  
Emmanuel Udekwe ◽  
Andre C. De la Harpe

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.


Author(s):  
Matthew W. Guah ◽  
Wendy L. Currie

Several historical shifts in information systems (IS) involved strategies from a mainframe to a client server, and now to application service provision (ASP) for intelligent enterprises. Just as the steam, electric, and gasoline engines became the driving forces behind the industrial revolution of the early 1900s, so the Internet and high-speed telecommunications infrastructure are making ASP a reality today. The current problem with the ASP model involves redefining success in the business environment of the 21st century. Central to this discussion is the idea of adding value at each stage of the IS life cycle. The challenge for business professionals is to find ways to improve business processes by using Web services. It took mainframe computers a decade or two to become central to most firms. When IBM marketed its first mainframe computer, it estimated that 20 of these machines would fulfil the world’s need for computation! Minicomputers moved into companies and schools a little faster than mainframes, but at considerably less costs. When the first computers were applied to business problems in the 1950s, there were so few users that they had almost total influence over their systems. That situation changed during the 1960s and 1970s as the number of users grew. During the 1980s the situation became even tighter when a new player entered the picture—the enterprise (McLeord, 1993). In the 21st century, information systems are developed in an enterprise environment (see Diagram 1). Beniger (1986) puts forth a seemingly influential argument that the origin of the information society may be found in the advancing industrialisation of the late nineteenth century. The Internet is simply a global network of networks that has become a necessity in the way people in enterprises access information, communicate with others, and do business in the 21st century. The initial stage of e-commerce ensured that all large enterprises have computer-to-computer connections with their suppliers via electronic data interchange (EDI), thereby facilitating orders completed by the click of a mouse. Unfortunately, most small companies still cannot afford such direct connections. ASPs ensure access to this service costing little, and usually having a standard PC is sufficient to enter this marketplace. The emergence of the ASP model suggested an answer to prevailing question: Why should small businesses and non-IT organisations spend substantial resources on continuously upgrading their IT? Many scholars believed that outsourcing might be the solution to information needs for 21st century enterprises (Hagel, 2002; Kern, Lacity & Willcocks, 2002; Kakabadse & Kakabadse, 2002). In particular, the emergence of the ASP model provided a viable strategy to surmount the economic obstacles and facilitate various EPR systems adoption (Guah & Currie, 2004). Application service provision— or application service provider—represents a business model of supplying and consuming software-based services over computer networks. An ASP assumes responsibility of buying, hosting, and maintaining a software application on its own facilities; publishes its user interfaces over the networks; and provides its clients with shared access to the published interfaces. The customer only has to subscribe and receive the application services through an Internet or dedicated intranet connection as an alternative to hosting the same application in-house (Guah & Currie, 2004). ASP is an IT-enabled change, a different and recent form of organisational change, evidenced by the specific information systems area (Orlikowski & Tyre, 1994). ASP has its foundations in the organisational behaviour and analysis area (Kern et al., 2002).


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.


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