Information Technology and Its Implication on Hr Strategies

It is for these reasons that organisations are focusing on human resources as “Companies everywhere are changing the way they manage in order to be competitive” (Walker, 1993: p1). These firms need to find a new competitive advantage, and the implementation of a HRS that is beneficial and supportive in achieving the overall strategic plan is a means of doing so, or put differently, achieving a desirable outcome through a set of processes and activities.

This chapter provides background of the study and presents the problem statement. It clarifies the research objectives, research questions, and describes the significance of the study. Organization of the remaining chapters is provided towards the end of this chapter.

Because of dynamism and constantly evolving technology, today HR managers need to be aware of the technology that will increase effectiveness of their company. Human resource information systems (HRIS) were first introduced at General Electric in the 1950s, but since then it has come a long way. HRIS has gone from a basic process to convert manual information keeping systems into computerized systems, to the HRIS systems that are used today. Human resource professionals foresaw the possibility of new applications for the computer. The idea was to integrate many of the different human resource functions. The third generation of the computerized HRIS is a feature-rich, broad-based, and self-contained HRIS. It provides HR professionals with the time needed to direct their attention towards more business critical and strategic level tasks, such as leadership development and talent management. HRIS provides an opportunity for HR to play a more strategic role, through their ability to generate metrics, which can be used to support strategic decision-making (Lawler & Mohrman, 2003). The current generation of HRIS automates and devolves routine administrative and compliance functions traditionally performed by corporate HR departments and can facilitate the outsourcing of HR. More recent research shows greater use of HRIS in support of strategic decision making by HR. With an appropriate HRIS, HR staff enables employees to do their own benefits updates and address changes, thus

The traditional and antiquated function of any human resources department was to employ, terminate, collect and record paperwork on employees, maintain payroll, and event plan. The emergence and expansion of human resources information systems (HRIS), places the human resources department on par with strategic management planning, and forays into competition. The HRIS system is not just the “composite of databases, computer applications, and hardware and software necessary to collect/record [Sic], store, manage, deliver, present, and manipulate data for human resources as espoused by (Ngai and Wat, 2006; Lippert and Swiercz, 2005; Troshani, Jerram & Rao, 2011), but also to strategically plan for the transitions

This chapter describes the methodology to be used in the study in order to achieve the purpose and objectives of the study. It describes the research design, target population, sample size and sample selection, research instruments to be used, their reliability and validity, procedures for data collections, data analysis techniques, and ethical considerations.

This chapter comprises of the background, statement of the problem, objectives of the study, research questions, significance of the study, the scope of the study and the conceptual framework.

In today’s rapidly changing business world, the need has arisen to harness the resources to its optimum use in order to gain success in the business arena. Technology plays a vital role as this applies to the most valuable resource of Human resource too. Technology has greatly influenced the transformation from traditional and personal management to a more strategic human resource management approach.

The proposed study will be divided into five chapters. Chapter one will set out the background of the study and present various definitions of

A research by Stone, Deadrick, Lukaszewski and Johnson (2015) examined the HR technics, the technologies used in human resources, their present and predicted future impacts on human resource systems. There were numerous sources that were cited in this research. Research mainly focused on existing human resource systems’ limitations and possible technology solutions to current problems in traditional and computerized HR methods. Information technology has influenced every single aspect of our lives. It also has been notably affective on organizational structures of businesses such as human resources. Technology changed the way how human resources recruit, select, motivate and train people. Researchers on this article argued that these technological improvements on human resource technology will improve the human resource departments’ efficiency, yet the lack of human interactions and relations would decrease employee motivation on human resource duties such as training.

Chapter 3 Describes and justified the research methodology adopted before gathering the primary data for analysis, chapter 4. Discussed the empirical findings and analysis of the study and finally, chapter 5, Concludes the study with critical review, key insights gained from the study, recommendations as well as avenues for future research.

It is important that HR managers align with the organization, due to organizational growth. HR managers should be able to provide their organization leaders with an intended program that is simple and will be able to execute well. Nonetheless, the implementation of HR technology program in place will give organization leaders and HR manager an understanding on removing obstacles that may hinder the organization success.

3.2 Assessment of HR strategies and their application in an organisation --------- 09 Conclusion ----------------------------------------------------------------- 10

In this chapter, the researcher presents and discusses approaches, design and methods to be employed in this study. This chapter further introduces the justification and rationale behind the choice of the research design, method, and analytical process upon which this study will be founded. It also highlights details of the research design, target population, sampling procedures and technique, data collection tools, analysis and presentation as well as ethical consideration.

The management has to recognize the important role of Human Resource Department in order to successfully steer organizations towards profitability. It is necessary for the management to invest considerable time and amount, to learn the changing scenario of the HR department in the 21st century. In order to survive the competition and be in the race, HR department should consciously update itself with the transformation in HR and be aware of the HR issues cropping up. With high attrition rates, poaching strategies of competitors, there is a huge shortage of skilled employees and hence, a company 's HR activities play a vital role in combating this crisis.

This chapter embodies background of the study, statement of the problem, objectives of the study, research questions, proposed methodology, significance of the study, delimitation or scope of the study, and gives an overview of the salient issues to be discussed in the subsequent chapters below.