...NIGERIAN TURKISH NILE UNIVERSITY, ABUJA DEPARTMENT OF BUSINESS ADMINISTRATION EXECUTIVE MBA HUMAN RESOURCE INFORMATION SYSTEM HUMAN RESOURCE MANAGEMENT: MBA807 PREPARED BY ENEJO JOHN ID NUMBER: 151323006 Table of Contents INTRODUCTION ............................................................................................................................... 2 HISTORY AND EVOLUTION OF HUMAN RESOURCES SOFTWARE ................................................... 3 Defining Different Types of HRIS Solutions..................................................................................... 5 What Are HR Systems Managing? .............................................................................................. 5 What Are the Main HR Software Solutions? .............................................................................. 5 HRIS Solutions ............................................................................................................................. 5 HCM Solutions............................................................................................................................. 6 HRMS Solutions ........................................................................................................................... 6 HUMAN RESOURCE INFORMATION SYSTEM-DEFINITION.............................................................. 7 HRIS – Why it is needed? .................................................................
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...Evolution of Human REsouRcE managEmEnt and Human REsouRcE infoRmation systEms The Role of InfoRmaTIon Technology Mohan ThiTe, Michael J. Kavanagh, and RichaRd d. Johnson EDITORS’ NOTE The purpose of this chapter is to provide an introduction to the fields of human resource management (HRM) and information technology (IT) and to the combination of these two fields into human resource information systems (HRIS). The history of the field of HRM and the impact of computer technology on HRM will be covered, as well as the advent of using a human resource information system and the subsequent effects on both HR and IT professionals. The different types of HR activities will be discussed as well as the different types of information systems used in HRIS. A central focus of this chapter is the use in managerial decision making of results and reports from an HRIS. The development of the HRIS field has been seen to have a significant impact on the emergence of strategic human resource management (Strategic HRM), as is discussed in this chapter. This first chapter will lay the groundwork for the remainder of this book, and, consequently, it is important to understand thoroughly the concepts and ideas it presents. This chapter contains definitions for a number of terms in common use in the HRM, IT, and HRIS fields. (Note that a glossary defining these terms is also provided at the back of this book.) The central themes 2 Chapter 1 Evolution of Human Resource Management and HRIS ...
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...Human Resource Information Systems: Implementation in Taiwan Carol Yeh-Yun Lin Abstract Approaching the new century, human resource information systems (HRIS) capitalize on the synergy between the two precious assets, human resources and information technology. This study examines the content and context of HRIS in Taiwan. Research shows that higher HRIS level (DSS>MIS>EDP), usage by top managers, usage by HR staff, and HRIS experience contribute to greater organizational support and HRIS effectiveness. Training, support of the information systems department, involvement of human resource leaders, and computer literacy of HR staff are the most significant contributors to the effectiveness of HRIS. In addition, more emphases on support for decision making, timeliness, comprehensiveness, and accuracy can also enhance systems effectiveness. Introduction In an era striving for excellence, human resources become a crucial source of competitiveness (e.g., Porter, 1985; Ulrich, 1987). Pfeffer(1995) reported that the five best performing firms from 1972 to 1992 in the USA rely not on technology, patents, or strategic position, but on the management of their work force for sustained advantages in the marketplace. The business community also realizes that after people, information is its most important asset (Jenkins and Lloyd, 1985). During the past decade, information technology has greatly impacted the way businesses are managed. Reports on how information...
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...Objectives: 2 Methodologies for Data Collection: 3 Theoretical Framework: 3 Usage of HRIS in Organization: 4 Impact of HRIS on Human Resource Professionals: 4 Implementation issues of HRIS in Organization: 5 References: 5 Working Title: The role of Human Resource Information Systems (HRIS) in a Strategic Human Resource Management (SHRM) The proposal is to examine the concepts underpinning the role of human resource information systems and explores its application in circumstances of human resource strategies. The concepts of information systems involved in the SHRM are furnished to view for the practitioners. Introduction: An information system in human resource department is an emerging as a most important field of management. The quality and development of the contribution of information systems in strategic human management is measured that global competition, technological changes and the competitive advantages in an organisations are the primary motives towards the information systems. Fundamentally, this improvement in a human resource department is the imperative to prepare and develop in strategic of the human resource. According to the author Dessler (1999), in the field of human resource management (HRM), issues of the HRM is the major concerns at all levels of the managers. Strategic related in human resource management in an organisations plays a vital role in providing with the attempts of initial plans and models which turns into a key success factors...
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...Question 1 1.1 Human Resource Management as defined by Jones and George, 2003:365 “Human Resource Management includes activities that managers engage in to attract and retain employees and to ensure that they perform at a high level and contribute to the accomplishment of organisational goals”. Human Resource Management has been around has been (History of Human Resource Management) The current approach at Global enterprises consist a very administrative process of managing human relations at the organization. We note that the entire system used by global enterprises is basically outdated and completely technology less. Their process of employing staff to filling positions within the company seems to be handled across the board of supervisors per department alternative to the Human Resource department handling the entire process of staffing the organization. The process used currently makes not room for the actualization of the Human resource department or function rendering their services to almost no value. This shift form the Administrative look at the human resource department is imperative for the growth of Global Enterprises. In an technologically age we take note to the various programmes available to organizations the advancement of the Human Resource management, both technically and legislatively proves that there has been leaps and into the future of Human resource management and the application of HRM in today’s business. Global Enterprises...
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...Technology and the fast moving international world are making the HRM function in companies and businesses redundant. Is this true, or is HRM actually a key part of future business. Human Resource Management Technology and the fast moving international world are making the HRM function in companies and businesses redundant. Is this true, or is HRM actually a key part of future business. Human Resource Management Contents Introduction 2 PESTEL Analysis 3 The argument 4 Technology 4 Talent management 5 Globalization 6 7’s Model 8 Is Human Resource Management a key part of the future? 10 Conclusions 11 Authors comment 11 Refrences 12 Introduction Human resource management has no future! At least, in the way it has been performing in the past. Human resource management nowadays is not limited with the boarders of their clerical role. Nowadays, human resource management has to deal with such responsibilities as recruitment, training and benefits administration. To make this job easier we use technology to carry these amounts of information and to process them. Furthermore, IT has changed the way we communicate with the employee, how we train them and expanded the possibilities. Nonetheless, it creates a framework for us to deal with them when working with similar issues. In such an easy way, technology has changed the way Human Resource Management is structured. Undoubtable, there are cons as well- it has become harder to keep up with these changes...
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...1. Proposed Title Role of Human Resource Information System (HRIS) in an Organization The purpose of this research is to identify business organizations that have faced human resources issues in regards to information technology. Through the study, we can learn how business organizations have handled certain human resources issues related to information technology, information systems, new technology, and data security. With the changing world and constant new technology that is available, managers need to be aware of the technology that will increase effectiveness in their organization. 2. Introduction HRIS refers to software packages that address HR needs with respect to planning, employee information access, and employer regulatory compliance. The following text begins with a discussion of human resource planning, followed by human resource management systems. Human Resource Information Systems (HRIS) have become one of the most important tools for many businesses. Many firms do not realize how much time and money they are wasting on manual human resource management (HRM) tasks until they sit down and inventory their time. HRIS is advancing to become its own information technology (IT) field. It allows companies to cut costs and offer more information to employees in a faster and more efficient way. Especially in difficult economic times, it is critical for companies to become more efficient in every sector of their business; human resource (HR) is no exception. HRIS...
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...1 of 19 http://go.galegroup.com.ezp01.library.qut.edu.au/ps/i.do?id=GALE|A... Title: Information technology in human resource management: an empirical assessment Author(s): Ibrahim Akman and Alok Mishra Source: Public Personnel Management. 39.3 (Fall 2010): p271. Document Type: Article Copyright: COPYRIGHT 2010 Sage Publications, Inc. http://www.sagepub.com.ezp01.library.qut.edu.au Abstract: The present paper begins by introducing a number of observations off the applications of information technology (IT) in the field of human resource management (HRM) in general. This is due to the fact that IT and its wide range of applications have already made their presence felt in this area. This will be followed by a report on the findings of a survey on the present trends in organizations with in the different sectors in Turkey. Although the impact of IT on HRM has long been attracting the interest of academics, no empirical research has ever been realized in this field in Turkey, and few studies have been reported elsewhere. The survey was conducted among the 106 IT managers and professionals from various sectors, based on whose results, the data shows that IT is used extensively in the organizations to perform HRM functions in Turkey's dynamic economy. The results also indicated that, while IT has an impact on all sectors in terms of HRM to certain extent, the types of IT used vary significantly between recruitment, maintenance, and development tasks. However...
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...existing and needed business systems of Riordan manufacturing (Smith Services Consulting Inc., 2011). The management of Riordan Manufacturing has submitted Service Request SR-rm-012 – Business Systems to have Smith Consulting create a summary of the business systems needed for effective management. Technical Team Bravo will begin with an overview of the current systems that exist in the areas of Finance and Accounting, Payroll and Human Resources, Information Technology, and Sales and Marketing. For each area covered, Technical Team Bravo will describe the business systems and subsystems used, identify who uses them, identify interrelations between business systems and subsystems, and include any noted disparities. Technical Team Bravo will conclude with a summary of suggestions for a systems plan to improve management (Smith Services Consulting Inc., 2011). Accounting Systems Riordan Manufacturing currently has six Enterprise Resource Planning (ERP) and Manufacturing Resource Planning (MRP) systems throughout four locations. These servers are accessed at the local level by 16 clients (PC’s.) The current challenge to management is the disparate systems and inconsistencies with respect to reporting capabilities and collaboration. Management needs to consolidate these systems into one Cloud-Based ERP/MRP solution that can handle real-time inventory management controls, and comprehensive, robust reporting tools. The San Jose office has an ERP and MRP system that handles inventory...
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...- - - - - - - - - - - - - - - - - - - - - - - Information Systems for Human Resources Management Information is an essential tool for managers in the retention, recruitment, utilization and evaluation of human resources in health services organizations. Since they support the goals and objectives of the organization, information systems play an important role in planning and management of human resources. These systems will serve as an important personnel administration operational programs, including employee record keeping, budget control, compensation, benefits management, and government reporting. This paper will discuss the project plan overview of human resources information systems (HRISs) and their strategic and operational use in a health care organization. Certain topics include: Role and functions of a HRIS for human resources management Relationship of a HRIS to other information systems Process of planning, developing, and implementing a HRIS Implications of effective HRIS utilization for health services managers Managing human resources effectively requires information from several sources. Computer technology enables hospitals and other health care organizatoin to combine human resources into a single database that can be used to support multiple personnel and managerial functions. A human resources information system (HRIS) is the integration of software, hardware, support functions and system policies and procedures into an automated process...
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...Networking • Salaries • Careers • Schools by Location Pick a State ==>> Operations Management MBA Programs R e que st inform a tion from the top O nline and Ca m pus O pera tions Mana ge m e nt schools in the country. Specialized MBA Programs General MBA Programs Accounting Programs Finance Programs Health Care Management Programs Human Resource Programs Marketing Programs Project Management Programs Public Administration Programs Operations Management Programs Technology Management Programs Operations MBA Programs Le arn wha t typica l sala rie s a re for O pe ra tions Ma na gem e nt ca re ers a cross the state s. Typical Career Salaries for MBA graduates With a Global marketplace increasing levels of competition, organizations need to be fiercely efficient and effective in their efforts to gain their share of profits. Operations Manager career prospects appear relatively bright. How ever, growth for this occupation should only mimic growth in the careers the Operations Managers oversee. Operations Manager salaries are going to be seeing the greatest rise. Along with competition in other industries comes a need for the most competent and highly trained. A valuable Operations Manager is current with technological advancement as well as skilled in the area of creating successful business strategies w hen it comes to quality management and continuous improvement of operations. Based on other industrys' benchmark strategies and sound business...
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...Human Resource Information Systems Abstract Over the past several years and maybe even decades, human resource managers have realized the need to upgrade their information systems. As they make the conversion to Human Resource Information Systems (HRIS), the mangers encounter the challenges that others before them have seen. Although there are many resources of knowledge, tools and options, the managers face a long conversion process. Even with the tools at hand, the conversion process may fail. Working with the public sector, this paper will show how issues can be avoided and the conversion can be successful. Human Resource Managers of the public sector have the most to gain from closely examining outcomes of past projects since research suggests that only 18 percent of information systems projects ended successfully (when compared to private sector segments retail: 59%, financial: 32%, and manufacturing: 27%) (Goldfinch, 2007). Summary As the workplace becomes more technologically advanced, all departments must keep up with technology. Technology can increase the efficiency of a company. Human Resource Information Systems (HRIS) has kept up with technology to improve the effectiveness of the human resources department and its systems, programs, policies, procedures, activities, and legal statistical documentation in its functions. This project will provide insight into the formation of the HRIS in the public sector and other organizations and how it can be...
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...BANGALORE MANAGEMENT ACADEMY MBA (International) COURSE CURRICULLUM - TERM II 1. Module Title: Production and Operations Management 2. Module Description: The module employs a systems approach to examine the production and information systems of organisations, with a focus on the integration of transformation activities of firms to produce goods and services and the information systems that link these processes. Throughout the module the use of information technology to carry out these functions and improve operations will be emphasised. This module is also intended to be a survey of the operating practices and procedures found in both manufacturing and service delivery firms. It will focus on those business processes and procedures used to transform various inputs into finished goods and services. The value added aspects of Operations Management such as purchasing, material requirements planning, inventory control and project management are also covered. 3. Learning Outcomes: Upon successful completion of the module the students will be able to: describe how organisations can reduce waste and improve quality. explain the impact and importance of the customer-supplier-competitor relationship within business operations. apply quantitative tools and techniques for planning, predicting, measuring and monitoring operations. base strategic decisions on information derived from these tools and techniques. understand the relationship between operations...
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...Human Resources Information System (HRIS) HRIS Definition By Susan M. Heathfield Human Resources Expert The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities you need in your company. Typically, the better The Human Resource Information Systems (HRIS) provide overall: * Management of all employee information. * Reporting and analysis of employee information. * Company-related documents such asemployee handbooks, emergency evacuation procedures, and safety guidelines. * Benefits administration includingenrollment, status changes, and personal information updating. * Complete integration with payroll and other company financial software and accounting systems. * Applicant tracking and resumemanagement. The HRIS that most effectively serves companies tracks: * attendance and PTO use, * pay raises and history, * pay grades and positions held, * performance development plans, * training received, * disciplinary action received, * personal employee information, and occasionally, * management and key employee succession plans, * high potential employee identification,...
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...Human Resources Management System (HRMS) or Human Resources Information System (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology.[1] It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin from software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. A Human Capital Management Solution, Human Resources Management System (HRMS) or Human Resources Information System (HRIS), as it is commonly called is the crossing of HR systems and processes with information technology. The wave of technological advancement has revolutionized each and every space of life today, and HR in its entirety was not left untouched by it. What started off with a simple software to help improve the payroll processing of an organization, or a software to track the employee work timings has grown to become the Human Resources systems that helps improve the process efficiency, reduces the cost and time...
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