TOPIC 1 ; Evolution of Human Resource Management & Human Resource Information Systems

HRIS, WHAT IS IT??

Karanagh et al. (1990) define human resource information system (HRIS) as a system used to acquire, store, manipulate, analyze, retrieve and distribute information regarding an organization’s human resource (p.29). Three general categories resources are available to the firm that is physical, organization and human. Human resource identified as the most important to gain competitive advantage in the market place to achieve desired results profitability and survival.

Human resource (HR) activities include three broad categories that is transactional, traditional and transformational (Wright, Mc Mahan, Snell & Gerhart, 1998). Firstly, transactional activities involve day-to-day transactions that have to deal mostly with record keeping. Secondly, traditional activities such as HR program such as planning, recruiting, training and compensation. Lastly, transformational activities are those activities that add value to the organization. Ulrich (1998) identifies four main roles of the broad roles of HR that is strategic business partner, administrative expert, and employee champion and change agent.

HISTORICAL OF HUMAN RESOURCE MANAGEMENT & HRIS

The formal design of any information processing system is supposed to follow a set of steps labeled the system development life cycle ( SDLC) according to engineering and information processing literature. SDLC has five phases general that are planning, analysis, design, implementation and maintenance. Determinants of successful system implementation are the documentation of the planning and development.

Between advantages of using HRIS such as payroll efficiencies and a reduction in labor costs due to automation. Moreover, HR can help organizations untangle the rigidity and inertia associated with the mechanistic, routine nature of enterprise resource planning ( ERP).

In sum, role of HRM from early 20^th century to 21^st century changing from caretaker to strategic partner and employee focus records to cost-effectiveness employee development. The development of the HRIS related and affect the emergence of strategic HRM.