HR Management Research Paper on Journal of Computer Information Systems

Human Resource Management 

Introduction

Human resource has evolved from several forms and functions. These changes are also present in the manner in which organizational human resource managers are carrying out their roles in managing the working force. Evolution of human resource has occurred from the old ages when human force was under intensive abuses like slavery to modern times where human effort is being valued and appreciated as an integral force in the success of organizations. Human resource is the combination of managerial and employees’ functions with performance. Human resource management on the other hand refers to the management of a company’s manpower through human resource. In other terms, HRM also implies the human resources role of managing employees, including recruiting, selection, training, compensating and evaluating (Desser, 2005).

Initially under HRM, the managers did not concentrate so much on the information of organization employees. This is because of too much paper work involved which would consume a lot much time, energy and costs. This gave in to the introduction of the HRIS system. HRIS is an acronym for Human Resource Information Systems which refers to a process of developing information technology for effectual administration and management of human resource functions and applications. HRIS is a processor system in computers entailing a database which trail all employees and their detailed information in an organization (Gill & Johnson, 2010). HRIS is basically a system for gathering, storing and exploring data of a company’s employees (Hendrickson, 2003).Through HRIS, the HR manager gets the best opportunity to improve their input through planned direction of an organization.

In developing HRIS technology in Fortune 500 Company, I would recommend several issues to be considered. In the first place, I will deeply look at what exactly the organization needs to match all the requirements. Getting the correct HRIS is not an easy task but through careful planning and by coming up with a clear portrait of the organizational needs can simplify the process of acquisition of the accurate software.

The HRIS is a relevant input in this organization because of its energy, time and cost effectiveness. There are five important systems in HRIS to be applied in Fortune 500 organization.

E-Recruiting

Recruiting in broader terms entails all activities undertaken in an organization with an aim of identifying and attracting potential employees (Breaugh & Starke, 2000).This is an integral function of human resource managers in drawing human capital in the organization. E-recruitment has become an online development for HR in companies across the world in getting their new work force (Bussler & Davids, 2006).Using online recruiting process in Fortune 500 Company will be useful in easing the selection of workers.

E-recruitment will use the internet to draw possible workers in the organization. It basically involves advertising open positions in the organization on an online platform in the HRIS software application. Using this type of recruiting model is useful for this organization because it addresses the issues of successful recruiting strategy which like demographic factors and cost implications.

Using information in the HRIS system in the organization about the existing employees will also play a critical role in enhancing the likelihood getting the best match for a given opening in the company. There is also a reduced application cost and procedure which will attract a large pool of applicants for the opening. This will make the organizations get the best match from a variety of applicants due to a tight screening process.

It is evident that recruitment is one of the centre HR activities in an organization. This needs to be well planned and conducted in an efficient and successful way. Using databases of information in the HRIS software in the e-recruiting process provides the best platform in ensuring that the process is effective and successful for the company.

E-Selection

Selection of employees in an organization involves the process of taking a step beyond recruitment. It implies making of a decision about a particular individual who fulfills the organizations requirements to fill in the open position thereby hiring him. The process of e-selecting entails sorting applications, contacting the potential employees, closing the deal and incorporating the employee into the organizations culture.

Applying e-selection system will assist in settling for the best potential employee. These are candidates who have the right knowledge, skills and ability to step in the organization and fill the vacant position. One of the challenges we as HR managers are faced with in out duties is to develop the precision of selection process in order to meet organizational requirements. Using e-selection provides a concrete evidence for the process altogether.

This technology will cut down on the time and resources used to handle the selection process. The use of e-learning in the selection procedure in this organization is effective as it will increase the flexibility in the selection analysis and administration. Using the traditional methods require candidates to physically appear before the organization’s selection panel from the HR department. However, applicants will now use e-learning platforms on the organizations websites to take the web based tests in different localities.

Through e-selection, the organization will also be able to improve on the value of selection evaluations to the candidates in order to get the best fit. In as much as the organization has developed the capacity to analyze the competence of a selection evaluation, HRIS important in presenting longitudinal performance information for appraisal the efficacy of selection test. This is important in projecting the long-standing performance.

Self-Service & HR Portals

Employee self-service incorporates a combination of technological system which enables users who are employees and their line managers interact directly using their HR information. They are able to query, assess and act on matters in the organization. This system is also called employee self service, manager self service, employee direct access system or HR portals. Through this system, paper work is done away with in the office since all employees and the directors will transact their business on an online interactive platform.

Self-service and HR portals systems will allow organizational leaders of this organization to access a variety of data or information regarding their employees. It will also enable me as HR directors develop my function paper work concerning the employees with a lot of ease. This will enhance the system because information on employees’ resume, merit assessments, and other employee track information is readily available. The application system will provide an extensive podium for my effective execution of duties pertaining my office and position.

By allowing the employees and line managers have a single secure portal provided by the system will offer the employees an easy way of updating and recording their information. This will also allow the work force to edit and make change request as they come along and HR managers confirming the requests instantly. The flexibility and platform of this system also allows both the employees and managers to carry on with the stated tasks not necessarily in the organization premises but anywhere they are provided there is internet connection.

Self-service & HR Portals are vital in allowing the HR Director with an opportunity to carry out responsibilities in an undisturbed manner. Over the years, the work of the human resource manager has been hindered severally because of too much handling and compliance clerical work. The system however does away with all these clerical stages providing the HR manager a platform to play a crucial role in the company operations.

E-Learning & Training

E-learning encompasses courses or programs of learning, and education training in which electronic appliances and applications are used for knowledge creation, management and transfer. It stands for applications and processes including web-based knowledge, computer based learning and digital collaboration among many others.Content in e-learning is relayed via the internet while e-training on the other hand refers to the delivery of learning, training or teaching through an electronic means. The system also uses computer or other electronic devices in providing important knowledge or expertise enhancement information.

Most organizations across the globe including Fortune 500 Company require a flexible personnel in order to achieve its goals and objectives. In the situation that this organization is implementing dynamic e-learning and training systems for employees, they stand a chance of being flexible in dealing with different circumstances they find themselves in within the organization. This therefore implies that e-learning and e-training are efficient ways the organization can increase the competence level of the workers.

The human resource in today’s economic sector is the fundamental factor for the success of any organization. When the human resource is effective, capital is also raised. Effective human resources in this organization will therefore enable it exploit different resources and increase production levels. Different other leaders or departmental heads are responsible for upholding this organization’s position. The most effective way of achieving all these is through increasing our employee’s knowledge levels thorough learning and training. It is to this effect that courses like e-learning and e-training which are on job practices widen proper knowledge, skill and capability of the employees to foster the growth of organization. These methods are cost and time effective as the employees do not have to leave get the knowledge while working at the same time.

Performance Management

Performance management involves a well developed program within an organization that addresses personal and the company’s performance issues in order to come up with an effective and healthy organization’s culture. Performance management goes beyond annual assessments. Their main objective is to translate goals into results thereby not only focusing on employees but on the organization as a whole (Fitz-enz & Davison, 2002).

For an effective optimization of employee performance, it is indispensable to have a reliable system which records employee objectives and evaluate them with his performance with relation to achieving the objectives. The goals too must be well defined thereby requiring an effective system established for achieving a commendable performance. This means that HRIS is important an system which will aid in establishing performance footpath, and managing performance reviews. Incorporating the system provides effective performance management services like optimal goal setting, quick feedback and tying actions to consequences in an optimized manner.

Conclusion

In conclusion, it is evident that there are several types of human resource information systems. These systems have adequately increased the performances of organizations across the globe. HRIS play a critical role in saving organizations from time, energy and costs in their operations. Incorporating the systems in Fortune 500 company will not only make my work easy but will also move this organization to the next level due to the benefits involved. Given the population of employees in this organization, the system will help in maintaining an effective database inventory that will be helpful in implementing plans and strategies aimed at moving this organization to greater heights.

References

Bussler, L. & Davis, E. (2006). Information systems: the quiet revolution in human resource. Journal of Computer Information Systems, 42(2): 17 – 20.

Desser, Garry. (2005). Human Resource Management (10th ed). Upper Saddle River, NJ: Pearson-Prentice Hall, USA.

Fitz-enz, J. & Davison. (2002). How to Measure Human Resource Management (3rd ed). New York: McGraw-Hill Education.

Gill, J. & Johnson, P., (2010). Research methods of managers. Journal of Labor Research, 24(3), 381-394.

Hendrickson, A., R. (2003). HRIS: Backbone Technology of Contemporary HR. Journal of     Computer Information Systems.