Impact of information technologies on human resources management

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Recommended: Evolution of HRM over the past two decades

To be competitive in the global marketplace a company must have access to accurate information about current and future employees. (Kavanagh, Thite & Johnson, 2012) To do so, they must provide the tools to human resources (HR) manager to streamline HR processes, reduce HR administration cost, compete effectively for global talent, provide advanced reporting capabilities about the current workforce (Johnson & Gueutal, 2011)

Human Resources Technologies
Human resources technologies are used by managers to attract, hire, retain and maintain human resources, support HR administration, and optimize HR (Dessler, Chhinzer & Cole, 2013, p.50). As Dressler, Chhinzer and Cole points out (2013) company using human resources information systems (HRIS) have a significant advantage over their a competitor who doesn’t has it gives them better ways to communicate with employees, more time to do meaningful HR activities and more information to help decision making processes. This highlights a fundamental change in the role of HR mangers that has evolved from a caretaker mentality to a strategic partner of upper management (Kavanagh, Thite & Johnson, 2012). In the following paragraphs, we will give an historical overview of HRIS as well as primer on the latest trends of this field.

Human Resources Information Systems (HRIS)
HRIS is a global term for any system that is used to manage informations pertaining to HR. Besides the obvious hardware and software, HRIS is also made from people, forms, procedures and data (Kavanagh et al. 1990).
Paper-based system
Paper-based systems are the most rudimentary form of HRIS. (Kavanagh, Thite & Johnson, 2012) They are very limited in their capabilities has most of the data is not consolidated into a central d...

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...mance can be translated to economy going up to 25% of HR budget in company using HRIS with advanced web-based features (Kavanagh, Thite & Johnson, 2012). This highlight how important it is for company to simplify tasks, reduce unrelated work burden of their professionals and increase data gathering and analysis capabilities to remain competitive in the global marketplace.

Works Cited

Dessler, G., Chhinzer, N. & Cole, N. (2013). Human resources management in Canada. (12th ed.). Ontario, CAN: Pearson Education Canada.
Johnson, R. & Gueutal, H. (2012) Transforming HR through technology. Retrieved from https://www.shrm.org/about/foundation/products/Documents/HR%20Tech%20EPG-%20Final.pdf
Kavanagh, M., Thite, M. & Johnson, R. (2012). Human resource information systems: basics, applications, and future directions (2nd ed.). Thousand Oaks, CA: SAGE Publications, Inc.

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