Impact of ICT and Internet on HR

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MEIR PELEG
What about the role computing systems are playing and are going to play in HR management all along the employee life cycle in the organization? What concepts or theories can help out in this aspect? Does a management system need to be an ERP one or are point / spot solutions to be preferred? Even people in the HR dept. often do not understand the real impact of computer systems and the real possibilities to manage HR better. (...) Read more? Sign up for free

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  David Harland, Consultant, United Kingdom
 

HRIS do You Need It?

The first question I would pose is WHY? Why do you need an HRIS?
I worked in a business with 4000 people across a number of subsidiary companies and we had no HR function and no HRIS. In addition, we only had one full time and one part time person running payroll and it was run in-house. I give this as it shows another path although non-conformant with current and indeed past trends. I was able to provide a significant amount of the data we needed from payroll with a small amount of augmentation.
In some businesses an HRIS may well be the best approach, if you already have an ERP suite in place using its HRIS module may be operationally the least painful approach. Whichever route the key is not the technology, but the thinking that goes into how you will use it and how you are going to use the information to help manage the people to get the best from them and for them and for the organization.

  Jaap de Jonge, Editor, Netherlands
 

More Information About HRIS

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