Chapter 1

Chapter 1

Evolution of Human Resource Management and Human

Resource Information Systems: The Role of Information

Technology

NEED FOR HRIS:THE EXTERNAL ENVIRONMENT

Government Regulations Employee Composition Increased Records and Reports Court Decisions New Laws

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Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE

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EXTERNAL ENVIRONMENT Technology

Lans, Portals Labor Market

Human Resources Planning External Environmental Scanning

Societal Concerns Employee Information Requests Privacy Issues Community Awareness

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EXTERNAL ENVIRONMENT

Competition Compensation Management Labor Market Surveys Compensation Planning

HR State-of-the-art Professional Organizations Professional Publications

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HISTORICAL ERAS IN HRIS

Reactive, Caretaker Activity Record Keeping Manual Not Major Part Of Business Caretaker Of Employees

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1945-1960

Importance Of Employee Morale HR Part Of Operating Costs, Not In

Mainstream Payroll Automation R & D In Selection

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SOCIAL ISSUES PERIOD: 1963-1980

Social Issues Legislation Impact HR Protector Of Employees Advent Of MIS Paperwork & Reporting Increases HR Now More In Mainstream Of

Operating Budget

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COST-EFFECTIVENESS: 1980-1990

HR Cost Justify Activities Increased Role Due To Paperwork

Required In Legislation Microcomputers & Software Advances HRIS Capabilities Lower In Cost Increased Emphasis On R&D Utility Analysis Critical

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Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

TECHNOLOGY ADVANCEMENT ERA (90S-TODAY)

HRIS Commonplace- High Technology (Internet)

Microcomputer Capacity Increases HR Main Part Of Strategy Planning -

Strategic Partner Globalization Of Companies Hardware-software Tools In Decision-

making

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Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE

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THE EVOLUTION OF STRATEGIC HRM

Contingency Perspective And Fit Resource - Based View Of The Firm And Social Capital, HR System Components And Structure Expanding The Scope Of HRM Beyond The Focal

Organization Achieving HR Implementation And Execution, By

Translating The Rhetoric Into Practice, Measuring The Outcomes Of SHRM By (E.G., Balanced

Scorecard Approach) Research Methodological Issues That Stress The

Importance Of Evidence Based Management Adoption And Use Of HR Metrics

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COMPETITIVE ADVANTAGE Three Categories Of Resources:

Physical

Organizational

Human Most Critical

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ACTIVITIES OF HR

Transactional

Traditional

Transformational

Wright, McMahan, Snell, & Gerhart, 1998

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HR ACTIVITIES & TIME SPENT Transactional (65-75%)

Benefits Administration, Record Keeping, Employee Services

Traditional (15-30%) Recruitment, Selection, Training,

Performance Management, Compensation, Employee Relations

Transformational (5-15%) Knowledge Management, Strategic

Redirection And Renewal, Cultural Change, Management Development

Added ValueWright, McMahan, Snell, & Gerhart, 1998

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INTERFACE BETWEEN HR AND TECHNOLOGY

IT As A Tool Not A Substitute For People

How Might The Changes In Technology Impact The Role And Perceptions Of HR Departments And Professionals?

How Might Technology Aid In The Advancement Of Strategic HRM?

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HRIS Human Resources Information System

(HRIS) Computerized System That Provides Current

And Accurate Data For Purposes Of Control And Decision Making.

Benefits: Store And Retrieve Of Large Quantities Of Data. Combine And Reconfigure Data To Create New

Information. Institutionalization Of Organizational Knowledge. Easier Communications. Lower Administrative Costs, Increase Productivity

And Response Times.15

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HRIS DEFINITION

Not Just Hardware-software Includes People, Forms, Policies, Procedures,

And Data Purpose – Provide Service Variety Of Users

Strategic Tactical Operational Decisions

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E-HRM & HRIS

Electronic Human Resource Management (E-hrm) Information Technology (E.G., Web)central

Component Application And Hr-function Focused

HRIS Technology And Processes (E.G., Databases,

Enterprise Resources Planning (ERP) Architecture, Smart Phones, Etc.) That Support Employee Access To HR Data And The Move To E-hrm.

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BIGGEST ADVANTAGES OF HRIS

Reduced Manual Handling And Paperwork Or

Enables Greater Impact Of Paperwork On Business Operation Reports Analysis Negotiations Communications

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Providing a comprehensive information picture as a single, comprehensive database; this enables organizations to provide structural connectivity across units and activities and increase the speed of information transactions

Increasing competitiveness by improving HR operations and improving management processes

Collecting appropriate data and converting them to information and knowledge for improved timeliness and quality of decision making

Producing a greater number and variety of accurate and real-time HR-related reports

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BIGGEST ADVANTAGES OF HRIS

Streamlining and enhancing the efficiency and effectiveness of HR administrative functions

Shifting the focus of HR from the processing of transactions to strategic HRM

Reengineering HR processes and functions Improving employee satisfaction by delivering HR

services more quickly and accurately to them

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BIGGEST ADVANTAGES OF HRIS

SYSTEM DEVELOPMENT LIFE CYCLE (SDLC)

Five General Phases: (1) Planning(2) Analysis (3) Design(4) Implementation(5) Maintenance Begins With Planning And Ends With

Continuous Evaluation

21Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.