Critically Discuss Two Key Environmental Forces That Have an Impact on Hr Functions and Suggest How Hr Managers Can Respond in an Effective Manner.

1. Purpose: The purpose of this information paper is to explain the criticality of HR Information Systems.

There are two purposes that HR technology serves in an organization. The first is to improve the efficiency of employee data and HR activities collection. At Xerox, the use of HR technology has been instrumental in making HR services more accessible to their workforce. The second purpose of HR technology is to capture a greater degree of informational data that enables HR planning and managerial decision making. Again, Xerox made use of this aspect by supplying intranet employee surveys and tracking employee views on the company and HR. The

Human resource management’s (HRM) role is changing in business. In the past, HR was a nothing but an administrative support function, now it is a key player in a business’s strategic planning. Today HR must have the ability to manage employees in way that contributes directly to a organization’s strategic goals. This sudden paradigm shift in purpose now feeds HR manager’s need for integrated systems that also include business intelligence. As companies look for more responsive and effective systems, outdated HR systems fall to the wayside as new modern and agile systems evolve.

In this assignment we are going to discuss how to manage workforce of organization through HRM. In organization why we need to mange workforce? How to achieve organization goal & its objectives through HRM? In organization what are challenges

In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.

Strategic HR ideas are difficult to implement as the HBL’s HR system is outdated when compared to the relatively newly established banks within the country. HBL engaged IBM’s consultants to provide them a new system. This system was capable of functionalities including:

People are the common element in every organization. From an organization’s perspective, its staff is its human resources. It is people like you who produce the goods and services that create wealth. It is these goods and services that contribute to our standard of living. (Collins, 2005). There are many challenges facing organizations today. The better our organizations work, the easier it is for society to meet the present and future threats and opportunities. It can be said that the central challenge we face in society is to continually improve the performance of our organizations in both the private and public sectors. Part of this improvement will come from organizations becoming more efficient and effective. This requires the effective management in these organizations.

Human Resource Information System (HRIS) constitutes of commonly adopted management practice by organization in the twenty first century .It helps in fulfilling of diverse expectations such as reducing costs, speeding up processes, improving quality, and even gaining of more strategic role for HR within the organization .The use of Human resource information systems (HRIS) has been advocated as an opportunity for Human resource (HR) professionals to become strategic partners with top management. The idea has been that HRIS would allow for the HR function to become more efficient and to provide better information for decision–making. (Kashive)

My assignment is to oversee the implementation of a new HRIS. Change management involved during this implementation include: businesses change and technology change. Implementing the HRIS could affect business in the way business is captured and used in terms of a move to decentralized data capture, users being responsible for quality and timeliness of data, elimination of procedures through the use of modern business techniques such as BPR, and the provision of management information to users including easy to use reporting tools. Technology changes requires a need for traditional users of the system having to familiarize themselves with new tools and new procedures; and additional users who may be given access to the new system because of its increased capabilities. (Rampton et al pg.140). A formalized plan to implement the change will be given to senior management. Strategically putting in place the right team of professionals will help to determine the success of the quality initiative. The involvement and commitment of all top management and stakeholders is required and necessary for a successful outcome. Leader communication

HR environment just like business environment is changing, and there are five factors which are involved in the environmental change of HR (Academy of Human Resource Development 2002). These are: 1. diversifying in Work force 2. Shifting environment of work. 3. Globalization 4. Governmental streamlining 5. Changes in machinery and financial system

Technology has not only helped companies have a competitive edge but has enabled them to be more successful within their organization to be fit for the ever changing dynamic needs of the workforce. One example is that the different generations have different expectations. The Generation Y people have grown up with technology and have high expectations from all technology. They expect to use it has a tool to enable them to accomplish their job to enable them to become more successful. This will also be similar with the HR technology functionality. In the past generations prior to Gen Y were trained how to work with a computer, but Boomers and Gen X have much expectation for new technology (Konig, May 2015, p.20). In fact it

The HR function is still to a large degree administrative and common to all organisations. To varying degrees, most organisations have formalised selection, evaluation, and payroll processes. Efficient and effective management of the human asset has become an increasingly imperative and complex activity to all HR professionals. The HR function consists of tracking innumerable data points on each employee, from personal histories, data, skills, capabilities, and experiences to payroll records. To reduce the manual workload of these administrative activities, organisations began to electronically automate many of these processes by introducing innovative HRIS technology. Due to complexity in programming, capabilities and

Lastly, with technological changes in almost every sector of the world (banking, manufacturing, even extending to the food industry), HR needs to be abreast of every form of technology their employees need to be trained in, and

As times change so does the way organizations handle business. As organizations change practices HRM must change to remain an inaugural part of the organization. As a HR Director of a large corporation it is a must to understand Human Resource Information Systems or HRIS. With many HRIS functions such as e-recruiting, self-service technology, and E-Learning and training becoming the norm, a HR Director has to have a working knowledge of HRIS to be able to successfully manage a HR department and make sure the organization is able to compete with rival companies in recruiting and employee satisfaction. In this paper we will discuss these three topics and I will attempt to give detailed information to help better understand how each is an important part of HRIS.

In the Early 1900 's companies were beginning to take serious notes in their productivity. Looking into employee absenteeism, training, and turnover rates led the companies to see the importance of the workers and the management of which to use them. In the 1970 's the true introduction of Human resource management was developed and allowed the growth of large organizations that according to CreativeHRM said: "a new wave of globalization has begun." Since the introduction of HRM, many researchers and academic writers viewed HR as non-beneficial. Authors like Bernard Marr has said in an article called Why We No Longer Need HR Departments that even the name itself cannot be taken seriously