Date post: | 03-Jan-2016 |
Category: |
Documents |
Upload: | projectsmasterz |
View: | 270 times |
Download: | 6 times |
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
2
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 Labor Market
Human Resources Planning External Environmental Scanning
Societal Concerns Employee Information Requests Privacy Issues Community Awareness
3
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
HR State-of-the-art Professional Organizations Professional Publications
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012
SAGE Publications, Inc. 4
HISTORICAL ERAS IN HRIS
Reactive, Caretaker Activity Record Keeping Manual Not Major Part Of Business Caretaker Of Employees
5
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
6
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
7
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
8
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
9
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
10
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012
SAGE Publications, Inc.
COMPETITIVE ADVANTAGE Three Categories Of Resources:
Physical
Organizational
Human Most Critical
11
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012
SAGE Publications, Inc.
ACTIVITIES OF HR
Transactional
Traditional
Transformational
Wright, McMahan, Snell, & Gerhart, 1998
12
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012
SAGE Publications, Inc.
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
13
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?
14
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.15
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
16
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.
17
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
18
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012
SAGE Publications, Inc.
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
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012
SAGE Publications, Inc. 19
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. 20
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.