The document discusses the evolution of human resource management (HRM) and how information technology has played an increasing role in HRM functions. Early HR systems focused on routine transactional tasks like record keeping, while modern systems support strategic decision making and are more integrated. An HRIS is a computer system used to store and manage employee data to support HRM. Key needs of an HRIS include producing reports, streamlining functions, and shifting HR's focus from transactions to strategy. Factors like organizational size, management support, and employee adoption impact successful HRIS implementation.

1. Chapter 1
Introduction to Human
Resource Information
System

2.  Examining the evolution of HRM intertwined with
development in IT, describing how IT played an
increasing role in HRM function
◦ Routine transactional and traditional HR activities
◦ Transformational HR activities
◦ Actions of an organization that ‘’add value’’ to the
consumption of product and service in organization
Historical Evolution of HRM and HRIS
Routine transactional Traditional
Routine bookkeeping records tasks Selection
e.g: changing employee’s home
address, Health care provider
Compensation
Performance appraisal

3. Historical Evolution of HRM and HRIS (cont..)
Early systems
Mid – 20th Century
Emerging systems
21st Century
HR Role
Employee Advocate
Maintain accurate employee records
Legal compliance
React to organizational change
Internal focus: serve employees
HR Role
Strategic management partner
Evidence Based HR
HR data support strategic decision making
External focus: focus customer
Legal compliance
System Characteristics
Inflexible
“ Islands of technology”
Batch processing
Focused on employee – record keeping
System Characteristics
Flexible
Mobile
Web-deployed
Integrated with organizational system
Real time process
Focus on time sharing

4.  Technology driven automation (IT) and the redesign of work
process help in reduce cost and cycle times as well improve
the quality
 IT is only a tool and the messenger
 With technology it may decrease the time required for
administrative tasks,
 HR departments will begin to allocate resource to more
complex, strategic and transformative activities.
 System act as building block and effective aid in the process
Interface between HR and technology

5.  System used to acquire, store, manipulate, analyze and
distribute information regarding an organization’s human
resources to support HRM and managerial decision.
 Cooperation among department
 It includes hardware and software; people, forms, policies
and procedure and data
 It’s a computerized system – traditional is paper system
 The systems generate accurate and timely employee
information to fulfill organization objectives.
What is HRIS?

6. HRIS
 Technology
 Databases
 Small functional system
focused
 Integrated enterprise
resource planning (ERP)
architecture
 Web based application
E-HRM
 Application
 HR function focused (e.g
recruitment and e-
training)
E-HRM and HRIS

7.  Providing comprehensive information picture as a single,
integrated database
 Enables organization to provide structural connectivity across
units, activities and to increase of information transaction
 Increasing competitiveness by improving HR operations and
management process
 Collecting appropriate data and converting them to
information and knowledge for improves timeliness and
quality decision making
The needs of HRIS

8.  Producing a greater number and variety of accurate and
real time HR related reports
 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
The needs of HRIS …. Cont..

9.  The size of organization – larger firms reaping greater
benefits
 The amount of top management support and commitment
 The HR philosophy of the company as well as its vision,
organizational culture, structure and systems
 Managerial competence in cross-functional decision
making, employee involvement and coaching
 The ability and motivation of employees in adopting
changes such as increased automation across and between
functions
Factors of HRIS implementation

10. Table 1.1 Information Systems Providing
Support for HRM

11. Table 1.1 Information Systems Providing
Support for HRM…cont