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The Relationship of HRM to HRIS

  It is important to note that the term “systems” does not just refer to hardware and software. Systems also include the people, policies, procedures, and data required to manage the HR function. In reality, computer technology is not the key to being successful at managing human resource information, but what it does do well is provide a powerful tool for “operationalizing” the information—making it easier to obtain and disseminate and ensuring that it is specific to the organization’s HR policies and practices. HRIS is the composite of databases, computer applications, and hardware and software necessary to collect, record, store, manage, deliver, manipulate, and present data for human resources.

A sound HRIS must allow for the assimilation and integration of HR policies and procedures with an organization’s computer hardware and its software applications

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THE ROLE OF HR IN AN IT-ENABLED ORGANIZATION

The impact of technology has fundamentally changed the HR role. It has enabled HR to

(1) decrease its involvement in transactional activities,

(2) increase its focus on the customer, and

(3) increase its delivery of strategic services.

As a result, several core competencies have emerged that are critical to the development of the HR professional, as shown in Figure. Ffive key competencies for HR: mastery of HR technology, strategic contribution, personal credibility, HR delivery, and business knowledge.70 We will briefly examine how these changes have impacted HR, highlighting the influence they have had on the role of the HR professional.

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HRMASTER

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