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
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