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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

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

EXTERNAL ENVIRONMENT

Technology

Lans, Portals Human Resources Planning External Environmental Scanning Employee Information Requests Privacy Issues Community Awareness

Labor Market

Societal Concerns

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

EXTERNAL ENVIRONMENT

Competition

Compensation Management Labor Market Surveys Compensation Planning Professional Organizations Professional Publications

HR State-of-the-art

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

HISTORICAL ERAS IN HRIS


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

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

1945-1960

Importance Of Employee Morale HR Part Of Operating Costs, Not In Mainstream Payroll Automation R & D In Selection

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

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

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

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

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

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

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

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

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COMPETITIVE ADVANTAGE

Three Categories Of Resources: Physical

Organizational
Human

Most Critical

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

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ACTIVITIES OF HR

Transformational Traditional Transactional


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

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


Knowledge Management, Strategic Redirection And Renewal, Cultural Change, Management Development Added Value Wright, McMahan, Snell, & Gerhart, 1998
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Transformational (5-15%)

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

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

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.
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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.

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

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

BIGGEST ADVANTAGES OF HRIS


Reduced Manual Handling And Paperwork

Or
Enables Greater Impact Of Paperwork On Business Operation

Reports Analysis Negotiations Communications

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

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BIGGEST ADVANTAGES OF HRIS

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 realtime HR-related reports

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

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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

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

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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

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

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