Human Resource Management ( Hrm )

Information Technology has grown in popularity and has advanced over the years. Information Technology is used in a wide number of different fields, one of which includes Human Resource Management. As of 2017, all the information we’ve ever needed or wanted to know can be searched and found online. With all of this information at our fingertips, we as a society have become more advanced. However, Information Technology has its opportunities and challenges. The opportunities of Information Technology include: having the access to various jobs portals and job boards, communication is made easier, and decision making is made easier. The challenges of Information

The new Human Resources Information System (HRIS) architecture will be congruent with the existing Information Technology (IT) infrastructure. Technical support will be directed and implemented from the San Jose office. Our proposal recommends a three phase approach to implementation. In the First Phase (1P), HRIS baseline requirements and increased Human Resource utility will be launched at the Riordan Corporate office in singular virtual network. Phase Two (P2) implements the HRIS baseline requirements throughout the United States. Phase Three (P3) implements the HRIS throughout the enterprise worldwide.

Technology is evolving more and more every day, making it nearly impossible to be employed without at least some knowledge of technology such as cell phones, computers, and the internet. As a result of the consistent increase in technology, human resource management (HRM) is evolving into a technology based function in many organizations. Several HRM services have been made available through the use of technology, changing the face of HR from a person to a portal. The practice of human resource management has drastically changed as companies provide universal access to HR services through technology and web based applications. The term E-HR refers to the use of web-based technology for human resource service delivery (Johnson, 2011).

The human resources information systems (HRIS) have evolved much like the electronic medical record movement. “It has the capability to maintain employment records of all staff members, and employers can use it to collect metrics surrounding the firm’s staffing, performance management, compensation and benefits activities” (Henderson, 2014). Much like an electronic medical record, employee demographics are similarly entered and retained. Wage information, employee licensure, and trainings could be stored similar to lab results and employee health records could be viewed as exams. Human resources information systems and

There are two purposes that HR technology serves in an organization. The first is to improve the efficiency of employee data and HR activities collection. At Xerox, the use of HR technology has been instrumental in making HR services more accessible to their workforce. The second purpose of HR technology is to capture a greater degree of informational data that enables HR planning and managerial decision making. Again, Xerox made use of this aspect by supplying intranet employee surveys and tracking employee views on the company and HR. The

Human Resource management teams work with the performance of activities such as bookkeeping, upholding policies and guidelines, employee performances, and ensuring labor laws are enforced. Human resource managers use information systems to help in their daily duties of payroll, training, and organizations of personnel files. Human Resource managers develop analyzes functions and determine the type of Human Resource Information system application is necessary to automate and create a strategic alliance for the Human resource department. The importance of determining the type of human resource information system application is to define which system can help make

Various types of HRIS systems and processes have been reviewed to help Jay Morgan and Family Castle Restaurant run more efficiently as a business. Jay Morgan the Operations Manager, have been using outdated methods for scheduling, recruiting, hiring, and answering questions from its employees. Maintaining accurate books and keeping constant communication with the Managers have been a challenge for Jay Morgan. If an accurate HRIS system can be implemented, Jay Morgan will be able to achieve more in business with less time and travel.

Lastly, technology has increased drastically within HR showing ‘77% of organisations using some form of HRIS ‘(CIPD 2005). Research conducted by Watson Wyatt (2002) showed that European companies mainly use the intranet and Internet to deliver HR services suggesting it will expand and increase more over the years. Kettley and Reilly (2003) a fully electronic network of HR related data; tools and applications are accessible by employees, managers and HR professionals. From a business perspective, e-HR includes cost cutting and the desire to change the nature of its relationship with employees and line managers. Ethical and cultural issues to your career path

Human resource management’s (HRM) role is changing in business. In the past, HR was a nothing but an administrative support function, now it is a key player in a business’s strategic planning. Today HR must have the ability to manage employees in way that contributes directly to a organization’s strategic goals. This sudden paradigm shift in purpose now feeds HR manager’s need for integrated systems that also include business intelligence. As companies look for more responsive and effective systems, outdated HR systems fall to the wayside as new modern and agile systems evolve.

The traditional and antiquated function of any human resources department was to employ, terminate and event plan for companies. The emergence and expansion of human resources information systems (HRIS), places the human resources department on par with strategic management planning, and forays into competition. The HRIS system is not just the “composite of databases, computer applications, and hardware and software necessary to collect/record [Sic], store, manage, deliver, present, and manipulate data for human resources as espoused by (Ngai and Wat, 2006; Lippert and Swiercz, 2005; Troshani, et. al., 2011), but also to strategically plan for the transitions emerging in the workforce climate, i.e., succession planning, mentorship, training deliverables, as well, as other housekeeping functions. “No area of a corporation is more involved, yet more ‘behind the scenes’ than the human resources department. Essential to a smooth tenure with an organization is recordkeeping and Human Resource Information Systems (HRIS) are the heart and soul of this process” (HRM7001, 2014, p. 6).

To avoid e-HRM failures, HR leaders should concern on the compatibility of e-HRM applications with the national cultures, organisation’s strategies, managerial activities, availability of resources, and the employee’s experience level over computer software during the planning stages. Furthermore, HR leaders should also responsible for the e-HRM training program in terms of technical aspects and awareness on the importance of e-HRM applications to make sure e-HRM successful implementation (Bondarouk, 2011).

Human Resource Management (HRM) has evolved from many terms and functions in the last century, such as finance, accounting, marketing; the personnel were responsible for hiring and firing, compensation, payroll, and benefits. HRM was known to handle routine employment obligations. Previously, the administrative human resource focused primary on clerical administration aspect of a business such as processing information, recordkeeping which included essential legal paperwork and policy implementation. (Mathis, Jackson, and Valentine, 2014). Human resource administered performance appraisal of employees’ past performance to determine pay and promotion. Other functions of human resource were to persuade employees of the organization’s interest as well as to persuade management of employees’ interest and obligations.

The genesis of information technology changed human interactions at workplace drastically. The human resource department have undergone through computerization. Therefore, human resource information system (HRIS) can be defined as a system which lets you keep track of all your employees and information about them. This information is usually done in a database or more often in serious of inter-related databases (Susan Heathfield, 2009). The information contained in human resource information system normally serves as a guide to recruiters, trainers, careers planner and other human resource specialists (CP Team, 2011).

• The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control not in use. Human resource management function involves the

The domain of human resources management has evolved over the last two decades and the foraying in of technology has reshaped the domain considerably. The evolution of technology has encouraged organizations to use human resource information systems (HRIS). Human Resource Information System is a form of HR software that combines a number of systems and processes to ensure the easy management of a business’s employees and data. The objective of this paper is to examine the impact of Human resource information system (HRIS) on Human Resource Management Strategies. The idea has been that HRIS would allow for the HR function to become more efficient and to provide better information for decision-making. Human Resource Information Systems provide a means of acquiring, storing, analyzing and distributing information to various stakeholders. In this paper research study was undertaken