Evolution of HRM and HRIS

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

What was a key reason for the automation of data collection in the Social Issues Period (1963-1980)?

To reduce the number of employees in HR departments

To justify cost increases against productivity improvements (correct)

To enhance traditional HR functions

To improve employee satisfaction ratings

Which technological introduction is associated with the Social Issues Period (1963-1980)?

The Internet

Cloud Computing

Personal Computers

IBM 360 (correct)

How did the approach to HR activities shift during the Cost-Effectiveness period (1980-1990s)?

From administrative to developmental HR activities

From transformational to transactional HR activities

From transactional to strategic HR activities (correct)

From operational to consultative HR activities

What is the primary focus of the Balanced Scorecard (BSC)?

Achieving strategic goals through various perspectives Signup and view all the answers

Which category of resources is considered the most critical for competitive advantage?

Human resources Signup and view all the answers

Which metric is commonly used in strategic HRM as mentioned for the Technology Advancement Era (1990s-today)?

Return on Investment (ROI) Signup and view all the answers

What were companies pressured to justify during the Cost-Effectiveness phase?

Cost increases against productivity improvements Signup and view all the answers

Which of the following perspectives is NOT part of the Balanced Scorecard (BSC)?

Market share Signup and view all the answers

What is the primary focus of a Transaction Processing System at the operational level?

Improving transaction speed and accuracy Signup and view all the answers

Which system provides key data to managers for ongoing decisions?

Management Information System Signup and view all the answers

What is a major goal of an Executive Information System?

Providing aggregate high-level data Signup and view all the answers

Which example is associated with a Management Information System?

Calculating per-capita merit increases Signup and view all the answers

What is a common characteristic of Transaction Processing Systems?

Improvement of daily business transaction processing Signup and view all the answers

Executive Information Systems are primarily used for which purpose?

Strategic planning and decision-making Signup and view all the answers

Which of the following is NOT a focus area of Management Information Systems?

Routine transaction automation Signup and view all the answers

Which aspect of Executive Information Systems assists managers with strategic direction?

Aggregation of high-level data Signup and view all the answers

What was a significant characteristic of HRM during the period from 1945 to 1960?

Emergence of traditional HR activities Signup and view all the answers

Which of the following describes the primary focus shift in the cost effectiveness era from 1980-1990?

Employee administration to employee development Signup and view all the answers

What technological advancement characterized the social era of HRM from 1963 to 1980?

Notable advancements in computer technology Signup and view all the answers

During which period did HR departments begin to face pressure to harness computer technology effectively?

1980-1990 Signup and view all the answers

What was a notable feature of HR departments during the transition to strategic traditional HR activities from 1963 to 1980?

Focus on the protector function Signup and view all the answers

How did the emergence of computer technology impact HRM functions in the period of 1945 to 1960?

Limited effect on HR activities Signup and view all the answers

What did the protector function of HRM primarily focus on during the social era?

Employee development Signup and view all the answers

Which was a key factor that slowed the adoption of computer technology in HR departments during the 1963-1980 period?

Lack of training for HR personnel Signup and view all the answers

What is the first phase of the System Development Life Cycle (SDLC)?

Planning Signup and view all the answers

Which phase of the SDLC involves executing the designed system?

Implementation Signup and view all the answers

What drives the HR programs according to the model of organizational functioning?

HR goals Signup and view all the answers

How does national culture affect organizational functioning?

It impacts the external environment and internal functioning. Signup and view all the answers

Which of the following is NOT one of the five phases of the SDLC?

Evaluation Signup and view all the answers

What is the role of HRIS in HR management systems?

HRIS supports HR management and strategic planning. Signup and view all the answers

What types of metrics are involved in the interaction of HR processes?

Cost-benefit results and ROI Signup and view all the answers

Which aspect is NOT mentioned as influencing organizational functioning?

Employee turnover rates Signup and view all the answers

What was the primary focus of the HR department before World War II?

Caretaker activities and record keeping Signup and view all the answers

Which of the following factors contributed to the evolution of HRM postwar between 1945-1960?

Increased importance of employee morale Signup and view all the answers

Which HR activities are part of the three types of HR functions mentioned?

Record keeping, payroll, and recruitment Signup and view all the answers

What essential function of HRIS was established before World War II?

Systematic record keeping Signup and view all the answers

What was the prevailing management philosophy prior to World War II?

Scientific management Signup and view all the answers

Which external factor has increased the need for HRIS in the modern context?

Government regulations and reports Signup and view all the answers

What significant change occurred in the HR profession during the postwar period?

Rise of labor unions influencing HR roles Signup and view all the answers

What is one major purpose of an HRIS?

To assist in decision making Signup and view all the answers

What is the primary purpose of a Human Resources Information System (HRIS)?

To provide accurate, timely information for decision making Signup and view all the answers

Which of the following components are NOT included in HRIS?

Medical services Signup and view all the answers

In which type of decision-making does HRIS primarily assist with monitoring work time and attendance?

Operational decision-making Signup and view all the answers

What distinguishes Electronic Human Resource Management (E-HRM) from HRIS?

E-HRM primarily serves non-HR staff and uses technology for HR services Signup and view all the answers

Why is it important to have a single, integrated database in HRIS?

To provide a comprehensive information picture for decision-making Signup and view all the answers

Which process is improved by the use of HRIS in organizations?

HR operations and management processes Signup and view all the answers

Which of the following best describes the role of technology in HRIS?

It supports HR processes by collecting and analyzing data Signup and view all the answers

What is a key benefit of converting data into information in HRIS?

To improve the timeliness and quality of decision-making Signup and view all the answers

Study Notes

Chapter 1: Evolution of Human Resource Management and Human Resource Information Systems

The changing role of human resources (HR) professionals is discussed.
The impact of computer technology on the evolution of HRM and HRIS is covered.
Three types of HR activities are described.
The purpose and nature of an HRIS, and the differences in information systems functionality within an HRIS, are explained.
The role of information from an HRIS in organizational decision-making is examined.

Need for HRIS: External Environment

Government regulations are a driving force for HRIS implementation.
The EEO-1 Report plays a critical role.
Employee composition significantly impacts HRIS needs.
Increased records and reports contribute to the need for HRIS.
Court decisions influence HR policies and practices, necessitating an HRIS.
New laws also influence the adoption and use of HRIS.

Pre-World War II HR

HR departments were previously known as "Personnel function."
HR activities were primarily focused on caretaker tasks, like maintaining records (Record Keeping Manual).
Scientific management was the prevailing management philosophy.
Government influences on HR were minimal at the time.
Record-keeping is a fundamental function integrated into modern HRIS designs.

Post-War (1945-1960)

Employee morale became critical during this period.
Efforts to categorize workers based on occupational categories and job descriptions increased.
Labor unions emerged and influenced HR practices, demanding systematic record-keeping and reporting to governmental agencies.
Specialized divisions like recruitment, training, and government relations were established.

Social issues legislation significantly influenced HR.
Legislation focused on protecting employees' rights and well-being.
There was a strong need automate data collection, analysis, and report generation.
Decreasing computer technology costs and increasing costs of employees played a key role in automating HR functions.
Introduction of IBM 360 and the advent of Management Information Systems (MIS) played an imperative role in reducing operating costs.
Personnel (HR) managers were pressured to justify the cost increases in staffing against productivity improvements.

Cost-Effectiveness (1980-1990s)

Cost reduction through automation of processes remained a key driver.
Increased use of HR Information Systems (HRIS) continued.
HR activity cost justification became important.
HR shifted from primarily transactional activities to traditional and transformational HR activities.

Technology Advancement Era (1990s-Present)

Globalization, technological breakthroughs, and hyper-competition significantly impacted this era.
Strategic HRM (RBV) emerged as a crucial concept.
Use of metrics such as HR Balanced Scorecard (BSC), Return on Investment (ROI), and Human Resource Planning (HRP) became widespread.

Balanced Scorecard (BSC)

The Balanced Scorecard (BSC) is a performance management and measurement tool.
It was developed in the 1990s.
The aim is to help managers achieve strategic goals.
BSC measures performance in four perspectives: Learning and growth, Internal processes, Customers, and Financial.

Cost-Effectiveness Era (1980-1990s) and Technological Advancement Era (1990s-Present)

Overall focus shifted from employee administration to employee development, and employee involvement became crucial.
Transformational activities were emphasized.
HRM focused on strategic HR activities.
Strategic HRM utilized HR Balance Scorecards.

HRIS Definition and Purpose

Computerized systems that acquire, store, manipulate, analyze, retrieve, and distribute HR information are the core of an HRIS.
HRM and managerial decisions are facilitated through an HRIS.
HRIS comprises people, policies, procedures, and data, transcending the software and hardware.
Increased storage and retrieval of data and new information generation are vital benefits.
HRIS leads to reduced administrative costs, improved productivity, and faster response times.

Examples of HR Data

Examples of HR data include recruitment, training, payroll, benefit administration data.
Other relevant data might include source-to-hire, time-to-fill statistics, cost per hire, conversion rates, candidate experience, and candidate retention data.

Questions (Review of Important Topics)

HRIS is defined as a computerized system used to acquire, store, manipulate, analyze, retrieve, and distribute information about an organization's human resources to support HRM and managerial decisions.
HRIS encompasses more than just computer hardware and software; It includes people, policies, procedures, and data.

HRIS Definition & Variety of Users

HRIS is designed to provide accurate and timely information for decision-making.
HRIS caters to different user groups, including strategic users focusing on long-term decisions (e.g., facility expansion) and operational users focused on day-to-day activities (e.g., timekeeping and attendance).
Tactical users are also involved in evaluating and improving processes (e.g., training programs).

E-HRM and HRIS

Electronic Human Resource Management (E-HRM) leverages technology to improve HR operations.
HRIS improves and supports HR processes and improves delivery and effectiveness to both HR staff and employees.

Why Do We Need HRIS?

HRIS offers a comprehensive, unified view of employee data.
It enhances HR operations and management processes, leading to improved competitiveness.
Converting data into actionable information empowers improved and timelier decision-making.
HR-related reports are produced more accurately and frequently.
Streamlined and enhanced efficiency and effectiveness in HR administrative functions.
A shift in focus from transaction processing to strategic HRM.
Reengineering HR processes and functions.
Improved employee satisfaction through more timely and accurate HR services.

Factors Affecting HRIS Implementation

Organization size. Larger organizations often benefit more from HRIS.
Top management support and commitment.
Availability of resources (time, money, personnel).
Employee ability and motivation to adapt to changes and increased automation.

Information Systems Supporting HRM

Operational: Transaction processing systems (payroll, time and attendance).
Managerial: Management information systems (producing reports, supporting ongoing decisions).
Executive: Executive information systems (supports long-range planning and strategic decisions).
Boundary Spanning: Decision support systems (supports interactive decision-making). Expert systems (integrating human knowledge). Office automation systems (document design, scheduling). Collaboration technologies (communication and collaboration support). Enterprise resource planning (ERPs) integrate data across functions.

System Development Life Cycle (SDLC)

The SDLC consists of planning, analysis, design, implementation, and maintenance phases.
Continuous evaluation is an ongoing process.

Organizational Functioning Model

The organic model highlights the critical role of HRIS in organizational operation.
HRIS is strongly linked to the strategic management system and goals.

HR Goals, Programs, and Metrics

HR goals drive HR programs for effective employee use.
HRIS becomes increasingly important in supporting HR management and strategic planning.
HR metrics, cost-benefit results, value-added, and return on investment (ROI) contribute to continuous interaction.

National Culture and Organizational Impacts

National culture significantly impacts the entire organizational model through its influence on the external environment.
The external environment influences internal organizational functioning.
Strategic management and HRM interaction improves organizational functioning.

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Description

This quiz covers the transformation of Human Resource Management and Human Resource Information Systems. It explores the changing role of HR professionals, the influence of technology on HRM, and the importance of HRIS in organizational decisions. Additionally, it highlights external factors driving the need for HRIS.

Evolution of HRM and HRIS - Chapter 1

Choose a study mode