scholarly journals Human Resource Information Systems and Their Impact on Human Resource Management Strategies: A Field Study in Jordanian Commercial Banks

2014 ◽  
Vol 6 (4) ◽  
pp. 99
Author(s):  
Khaled Mahmoud Al-Shawabkeh
Keyword(s):  
Information Systems ◽  
Resource Management ◽  
Human Resource Management ◽  
Field Study ◽  
Human Resource ◽  
Commercial Banks ◽  
Management Strategies ◽  
Resource Information

E-HRM in Competence Recognition and Management

2009 ◽  
pp. 293-300
Author(s):  
Marko Kesti ◽  
Antti Syväjärvi ◽  
Jari Stenvall
Keyword(s):  
Information Systems ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Leadership Studies ◽  
Organizational Environments ◽  
Resource Information ◽  
Current Topic ◽  
Management Context

The human resource management (HRM) can be structured according to different key perspectives (e.g., Stone, 2002). One viewpoint concerns the applications and information technology-based human resource information systems (HRIS) that can be seen as an additional solution to carry out the successful human resource management. The historical perspective of the current topic shows how organizations have had various management information systems and decision supportive systems. Both of these have direct links to human-computer interaction and human behavior (e.g., Zhang & Dillon, 2003). In management context, however, demand for successful HRM is challenging as human resources are led in specific situations (Hershey, Blanchard, & Johnson, 2000) and managed in changing organizational environments (Sashkin & Sashkin, 2003). Leadership studies have shown that management should be accompanied with the widerange of managerial options. Hence, as one element of e-governance, there is need for advanced electronic human resource management (e-HRM) systems that are acceptable and effective (rf. Stone, Stone-Romero, & Lukaszewski, 2006).

scholarly journals The Value Of Human Resource Information Systems In Human Resource Management

2013 ◽  
Vol 11 (10) ◽  
pp. 3085-3089
Author(s):  
Oyoo Mark Okinyi ◽  
Kelvin Kabeti Omieno ◽  
Kitone K. Margaret
Keyword(s):  
Information Systems ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Secondary Data ◽  
Business Organizations ◽  
Related Data ◽  
Resource Information ◽  
Computer Based ◽  
Key Resources

In today’s organizations Human Resource Management has become one of the key resources of business organizations. The need to integrate Human Resource Management (HRM) with information systems has become a necessity as modern firms are realizing that their people and information resources are vital for their survival. This is the reason Human Resource Information Systems (HRIS) is now used extensively in all organizations irrespective of its size, tenure of establishment, complexities of operations etc. With the growing importance of human resource management and increasing size of the organizations, maintenance of employee related data and generating reports are the crucial aspects of any organization. Therefore more and more organizations are adopting computer based human resource management systems (HRMS) This paper is an attempt to highlight the value of information systems in Human Resource Management. The study is conducted through analysis of secondary data from books, journals and reviews.

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 

Combination of human resource management methods during in times of change

2020 ◽  
pp. 144-150
Author(s):  
V.A. Morozov
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Human Resource Management ◽  
Crisis Management ◽  
Human Resource ◽  
Management Strategies ◽  
Strategic Human Resource Management ◽  
Crisis Period

This article focuses on the aspects of human resource management strategies in crisis management, as well as the comparison of classical and modern ways to overcome the consequences of crises for human capital. The possible consequences of ongoing and possible crises, as well as ways to prevent and overcome them, are investigated. Personnel strategies in human resource management are disclosed. The presentation of strategic human resource management in a crisis period is given.

scholarly journals Innovative human resource management strategies during the COVID-19 pandemic: A systematic narrative review approach

Heliyon ◽  
2021 ◽  
pp. e07233
Author(s):  
Mohammad Reza Azizi ◽  
Rasha Atlasi ◽  
Arash Ziapour ◽  
Jaffar Abbas ◽  
Roya Naemi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Strategies ◽  
Narrative Review

scholarly journals Sensitive Men and Hardy Women: How Do Millennials, Xennials and Gen X Manage to Work from Home?

2021 ◽  
Vol 7 (2) ◽  
pp. 106
Author(s):  
Agota Giedrė Raišienė ◽  
Violeta Rapuano ◽  
Kristina Varkulevičiūtė
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Older Workers ◽  
Open Innovation ◽  
New Technologies ◽  
Practical Implication ◽  
Management Strategies ◽  
Employee Motivation ◽  
Work From Home

Despite the huge number of studies on telework in 2020, the influence of socio-demographic characteristics of workers on their attitudes towards telework continues to raise questions. Researchers agree on some aspects, such as younger individuals being better at absorbing new technologies. However, given that not only those who wanted to but also those who were obliged to switched to teleworking, it appears that younger people may not be as effective at working remotely as previously thought. The relevance of our study is based on the contradictory findings of research conducted during the pandemic. With this article, we contribute to the accumulation of knowledge about the change that takes place in telework. The paper aims to examine the relationship between socio-demographic indicators and the evaluation of telework. Our study confirms that the gender and age of employees are important factors in an employee’s attitude to telecommuting. Mostly, the attitudes vary in terms of gender. At least in the case of Lithuania where the research was conducted, Millennial men, unlike other generations and significantly more than Millennial women, see personal career development problems working remotely. Meanwhile, older generations do not declare greater dissatisfaction working remotely, although they do not express much favour for this approach. The results of the study indicate that in the circumstances created by the pandemic, organizations should update their human resource management strategies to achieve employee work efficiency and maintain employee motivation. The practical implication of our study in terms of open innovation is that in the future, the development of virtual working relationships will need to focus not on the technological training of older workers but on the specific provision of feedback to younger workers. In this regard, our insights may be useful for leaders in human resource management and open innovation teams.

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