Implementation of Various Human Resource Management Systems in Organization by Advanced Methodologic Pattern and Business Theory | Original Article
This paper provide an insight to the fields of human resource management (HRM) and information technology (IT), and the combination of these two fields into human resource information systems (HRIS). The history of the field of HRM and the impact of computer technology on HRM will be covered, as well as the advent of using a human resource information system and the subsequent effects on both HR and IT professionals. The different types of HR activities will be discussed as well as the different types of information systems used in HRIS. A central focus of this chapter is the use of data from the HRIS in support of managerial decision making. The development of the field of HRIS has had a significant impact on the emergence of strategic human resource management (strategic HRM), as is discussed in this paper. Leading management thinkers suggest that “it is not technology, but the art of human- and humane management” that is the continuing challenge for executives in the 21st century. The effective management of human resources in a firm to gain a competitive advantage requires timely and accurate information on current employees and potential employees in the labor market. With the evolution of computer technology, meeting this information requirement has been greatly enhanced through the creation of HRIS. The final purpose is to emphasize how an HRIS can provide timely and accurate employee information to assist decision makers at both the strategic and operational levels in an organization. As a consequence, the quality of employee information will have a strong effect on the overall effectiveness of the organization.