 Information
technologies have
been constantly developing and
changing from mainframes to
client servers and now to
Internet/Web interfaces (Roberts,
2006).
 Business intelligent systems are
several of the noticeable
improvements that have changed
the are of HRIS and its related
innovations (Kavanagh &
Thite,2009).
In terms of future workforce technologies, Henson (2005),
predicted that
• the device of the future will be both mutual and associated;
• there will be more additional and widespread utilization of
intelligent self-service through employee portals;
• there will be bigger utilization of HR scorecards together with
workforce analytics and decision trees;
• there will be increases in process computerization and the
utilization of online analytical processing (OLAP) for
processing raw information;
• quicker and cheaper admission to accurate real-time HR data
will be probable due to improvements in communication
devices;
• the employees of the future will be able to work anywhere,
any time, and on any device, which would not only help worklife balance but also turn the workplace into a 24/7 cycle.
 An
entity/client will pay for the HR
components and systems of the software
that are required thus leaving a full
integrated system to be brought with the
money saved.
 The business/customer reimburses to
utilize and not to acquire the software.
 Workforce
technologies enable
the HR department to help the
organization more favorably;
 These technologies help HRM
acquire and give HR metrics for
budgeting and forecasting.
External Environmental Influences:
•
Economic difficulties
•
Social factors
•
Employer’s needs
•
Local & Governmental procedures
•
Internal Environmental Influences
The organizations strategic plan/objective
•
Organization system
•
HR policies
•
The demand for an HRIS
The benefits of implementing a new HRIS are:
 Gives an overall data picture as a single, comprehensive
database; this make organizations to give structural link
across units and events and boost the speed of data
transactions
 Raises competitiveness by developing HR functions and
innovating managerial procedures.
 Gathering relevant data and transmitting them to data and
knowledge for.
 Enhanced timeliness and quality of decision making.
 Making a large number and variety of precise and realtime HR-related reports.
 Reorganization and improving the efficiency and
reliability of HR administrative functions.
 Changing the focus of HR from the processing of
transactions to strategic HRM
 Reengineering HR procedures and functions
 Improving employee satisfaction by delivering HR
services more rapidly and accurately to them.
(Kavanagh & Thite,2009)
 Kavanagh, M. J. & Thite, M. (2009).
Human resource information
systems. Thousand Oaks, CA: Sage
Inc.
 Roberts, B. (2006). New HR systems
on the horizon. HR Magazine
 Henson, R. (2005). The next decade
of HR: Trends, technologies and
recommendations. In H.G. Gueutal
& D. L. Stone (Eds.), The brave new
world of eHR