HUMAN RESOURCE INFORMATION SYSTEM
In the past, as with other information related fields, human resource management (HRM) was by and large limited to paper mediums. Information was recorded on paper and any amendments had to be done manually. As society progressively made its transition towards a paperless one, the same can be said for HRM. In this new paperless society, obtaining and transmitting of information is almost instantaneous due to the invention of new technologies such as the internet, email, instant messengers etc, Fitzpatrick et al. (2007a p. 122). This emergence of new technology is no doubt fast-paced and highly exciting but it can be a double-edged sword. The technology is not restricted to anyone. Hence, he who can better utilise it to his advantage will gain the upper hand. Keeping this in mind, we shall proceed on to discuss how HRM can be leveraged through technology in order to bring out its potential.
Coronas & Olivia (2005a p. 2) said that, “the so-called new economy has taken a beating over the past year and the dot.coms has come and many have gone again.” Nowadays, technology is able to help organizations to implement human resource strategies, policies and practices by conducting recruitment, training, developing and monitoring of human resource. According to Fitzpatrick et al. (2007b p. 122), “there are three ways that e-HRM can be integrated into a company.” These include transactional activities, traditional activities and transformational activities.
Transactional activities in HRM include general administrative responsibilities such as payroll and compensation, which can now be made easy with the help of technology. For example, payment of salaries to employees can be done via internet banking or GIRO payments.
Traditional activities involve recruitment and selection, training and development, performance management, appraisal and rewards. With technology, the organization can advertise job vacancies on the...