This document provides an overview of a research project on converting the bibliographic chain as it relates to managing information in a human resources management department. It begins with an introduction describing the research topic and objectives. It then defines key terms, outlines the problem statement and sub-problems. The document discusses what human resource management entails in an organization and how information management influences the HR department. It also examines the elements of HR that exist in the 1976 bibliographic chain model and how the chain could be revised.

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COVER PAGE
SURNAME: THABETHE
INITIALS: NP
STUDENT NUMBER: 201025348
MODULE: INFORMATION MANAGEMENT 2B
TOPIC: CONVERTION OF THE BIBLIOGRAPHIC CHAIN
LECTURE: MISS PHELADI TRACY LEFIKA
DUE DATE: 21 AUGUST 2015

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Table of Contents
1. Introduction
2. Definition of terms
3. Statement problem
4. Sub problems
5. Human Resource Management with an organization
6. Purpose of Human Resource Management in an organization
7. Information management influences in HRM department
8. Elements of HRM that exists in the 1976 bibliographic chain
9. Revived bibliographic chain
10. Conclusion
11. References

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1. Introduction
Human Resource Management plays a vital role in managing an organizations
information system. The research will look at how the application of a bibliographic
chain incorporates research in the Human Resource Management department by
defining the concept of Human Resource Management and what Human Resource
Management entails in an organization. The concept of Human Resource Management
was brought about during the period of industrial revolution in the nineteen century. The
research will look at how information is important and how it influences the Human
Resource Management department and the purpose served by the bibliographic chain
elements. This research will then establish and enhance the bibliographic chain from
the existing Doyle and Grimes bibliographic and will provide a name for a new improved
bibliographic chain.
2. Definition of terms
 Organizing - organizing of structures and the necessary resources to execute
plans.
 Planning- It is a method of accomplishing things to do and how they are to be
done.
 Leading- Delegation of tasks and making of decisions that will make the
organization better.
 Controlling – Integrating activities to facilitate organization successes.
3. Statement problem
How does the application of a bibliographic chain can be incorporated in managing
information in a Human Resource Management department?
In order to address the above statement the following subheadings have to be
answered.
4. Sub problems
 What is Human Resource Management within an organization?
 What is the purpose of Human Resource Management in an organization?
 How information management influences the Human Resource Management
department?
 What elements of Human Resource Management exist in the 1976 bibliographic
chain?
5. Human Resource Management within an organization
Management can be defined as the process of coordinating and overseeing the work
activities of others so that their activities are completely efficient and effective. Human

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Resource Management involves the productive use of humans/ people in achieving the
strategic objectives of the organization and satisfying the employee’s individual needs.
According to Nel Werner (1987:7) it can be interpreted by terms of quality assurance in
everything done by Human Resource in organizing its attempts to ultimately add value
to the bottom line.
Human Resource Management has interrelationships with other various related
disciplines. These disciplines include Management, Psychology, Sociology, Social
psychology, Political science, Anthropology and Organization behavior. It also consist of
prescription of work roles directed towards attaining of aims and objectives, achieving
them through the efforts of other people by using procedures and systems which
include culture, performance appraisal, communication and policies(Botha 1987:5).
According to Robbins et al. (2010:6) psychology can be defined as science that wants
to explain and change behavior of other animals and humans. It seeks to ratify behavior
by explaining why certain behaviors are seen or done and how they can be stopped or
enhanced. Motivation, training, personality, perception, job satisfaction, learning,
leadership effectiveness, performance appraisal, attitude measurement, work stress,
employee selection and job design are some of the contributing factors in psychology.
Sociology is of great significance in groups and the cultural aspects of organizations to
function. It is said to be the study of people relationships with their fellow human beings.
Contributing areas are power, communication, conflict, formal organization, group
dynamics, intergroup behavior, bureaucracy organizational culture, organizational
change and organizational technology (Robbins 2010:6).
Social psychology is an area within psychology which blends concepts from sociology
and psychology and focuses on the influence of people on another. According to
Robbins et l. (2010:8) group processes, attitude change, behavioral change,
communication and group decision making are some of the contributing factors. People
can be influence others in many different ways which can either be good or bad
influence.
According to Robbin et al. (2010:8) political science is the study of behavior of
individuals and groups within a political environment. The contributing factors are
power, conflict and intra- organizational politics. Business Management is the essential
study of management from a micro or corporate point of view, and then functionally.
Businesses carry out tasks through different tasks through many different specialist
fields.

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Anthropology is mankind’s science and the study of human behavior as whole.
According to Werner et al (2007:5) its contributing factors are organizational culture,
organizational culture, comparative attitudes, comparative values and cross –cultural
analysis. Social sciences which are people in business split into organization behavior
and human resource management. Organization behavior refers to the behaviors of
individuals and groups within an organization and the interaction between members of
the organization and their external environment.
6. Purpose of Human Resource Management in an organization
 Planning –Drafting of strategies and objectives to determine the technology
necessary for implementing the plans. It is a method of accomplishing things to
do and how they are to be done. Planning includes planning how many
employees are needed, planning how they are going to be trained, how
performance is to be evaluated, how retrenchments, disciplinary hearings, induct
and hire employees. Current information and trends are taken into consideration
when planning in an organization as new ways are needed play a vital role.
 Organizing- organizing of structures and the necessary resources to execute
plans. Organizing of raw material, tools, capitals, human resources. Organizing
of training materials, organizing of human resources when there has to be
disciplinary hearings or during retrenchments. New technologies are taken into
consideration when organizing; virtual spaces, skype and internet are some of
the structures that are used today.
 Leading- utilization of authority and understanding of long term and short term
goals. Delegation of tasks and making of decisions that will make the
organization better.
 Controlling- Integrating activities to facilitate organization successes. Comparing
the activities of Human Resource to the plan of action. Communication plays a
vital role in controlling. Performance appraisals for evaluating performance in
organization are important because it controls and prevents unnecessary
wastage of funds and makes employees to work into their full potential.
7. Information management influences in HRM department
Hiring, induction, training, performance evaluation falls under Human Resource
Management. For HRM to be efficient information is the core part of it. According to
Sono et al. (1987:90) Information can be found in company policies, values and

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company mission statements. Legal information, new technology, labour relations, the
country’s Constitution, and Acts protecting employees are taken in Human Resource
Management.
Before employees are hired information on what type of vacancies is available and
information on job analysis and specifications. Information is also needed on how such
posts are to be advertised which can include any type of media e.g. newspapers,
televisions, internet, websites, Facebook, twitter or gumtree. Information should also be
conveyed on how to apply which can be in posting application letters, emailing of CVs
and application letters. According to Ashenden (2008:1) information plays a vital role in
every aspect of HRM and its core competencies.
Interviews are about trying to find out what information possible candidates possess
about the job they applying for. The information they know determines if they can be
hired in that advertised job. During induction information about the organizations values,
mission and policies is passed onto employees (Ashenden 2008:3). Training is passing
of information and knowledge from one person to another.
8. Elements of HRM that exists in the 1976 bibliographic chain
In the bibliographic chain information is established from thoughts or ideas which lead
up to a point whereby information is available in publications for distribution. Gathering
information at the right time is what mainly consists of the bibliographic chain. All the
following steps should be exposed in this research even though some can be under
certain topics. These steps in the Doyle and Grimes include ideas, human resource,
institutional resources, work in progress, unpublished studies, scientific journals,
conference proceedings, directory services which include (indexes, hubs, portals),
bibliographic reviews, annual reviews and state of art reports, books which can be(e-
ordering and e- books), encyclopedic summaries. According to Rowley James
(2003:89) the bibliographic chains progress is secured by time.
The BC is divided into three phases, phase 1 being the development of ideas, phase 2
being the materials that already have been printed out and consist intellectual content
and phase 3 consist of printed materials that help researchers into finding the right
information at the right time (Doyle and Grimes 1976).

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Phase1 is when ideas are developed and humans try to find solutions to real life
problems. According to Doyle and Grimes (1976) these ideas can be discussed in
groups or individually and even in debates when there are group projects. An example
of phase 1 can be in debates where by a group of people are given a topic to be in favor
of it or not in favor of it. Group members will bring about ideas and try to find possible
solutions and reasons why they believe it has to be done in that certain way that they
agree on. Human Resources will then utilize and implement on the ideas that have been
raised and developed during the debates and discussions that have happened e.g.
discussing what employees are needed and how performance appraisal can be done.
Phase 2 consists of materials that have already been printed out and have intellectual
content. These printed materials come from solutions which are regarded as ideas that
have been developed in phase 1 through Institutional Resources and Human
Resources. These materials include work in progress, reports and monograms,
unpublished studies, books, annual reviews and encyclopedic summaries. Because all
these materials are still unfinished and not published but still in progress and are at a
stage where they will be turned to a formal presentation they are called work in progress
e.g. printed out training aids for employees.
Phase 3 assists researchers to find printed right information at the right specific time.
This phase lacks intellectual content of its own. Indexing and abstracting services,
annual reviews, bibliographic list and essays and state of the art reports fall under this
phase. After all the three phases information can be changed from its original form and
be published and distributed to be used. Information can be published in multiple ways
which include Facebook, twitter, Instagram and even in books. When you publish
information you getting it exposed out there for manipulation e.g. printed out past
reports, company values, policies and mission statement. This will be used for future
references.

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9. Revived bibliographic chain
Nowadays things are done differently from before. Technology enables us to make
things faster and more efficiently. As the world rotates and revolves new ways of doing
things are found each and every day of the calendar. Kids start communicating with
their parents by crying to show them a source of discomfort and grow up to conversing
their feelings and exposing their emotions and such thing applies with information.
Information had a role not the vital role that it has today. For everything to happen
information available is first considered.
Emails, websites, search engines, portals, e- journals and intranet are what this
researcher has added in this new revived bibliographic chain. Nowadays when applying
for jobs or for faster communicating and faster response people use emails. Search
engines like google enable a vast of people to get hold of the same information
regardless of geographic places or time. Intranets protect information and it locates it
faster and is good virtual working space. Portals make it possible for a vast of people to
access data at the same time and have a work flow system. The researcher has not
eliminated the elements because they still allow and work fine.
The researcher decided to name this enhanced step “the new generation” step. For
companies to function efficiently and effectively they must move with the times.
Organizations must conform to new ways of doing things rather than sticking to the old
ways of doing things. Before we could communicate via post letters which would take
days to get feedback unlike now whereby we use phone calls, Facebook, twitter,
WhatsApp and Instagram which feedback is eminently.

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NEW GENERATION STEP
H
GGB
ENCYLCOPEDIC SUMARRIES
IDEAS
HUMAN RESOURCE
INSTITUTIONAL RESOURCE
WORK IN PROGRESS
SEARCH ENGINES
SCIENTIFIC JOURNALS
PORTALS BIBLIOGRSPHIC REVIEWS
E- JOURNALS
BOOKS
ANNUAL REVIEWS
BIBLIOGRAPHIC REVIEWS
INTRANET
ENCYCLOPEDIC SUMMARIES