In recent years, information technology has effects on almost every aspect of our society, as well on organizational processes, including HRM processes and practices . From a position associated with administrative management, it has managed to become a strategic partner of organizations, largely because of the use of technologies.
“Continuous innovations in technology will fundamentally change the way HR work is accomplished” . Information systems have a deep effect on HRM. It transformed human resources processes and practices mainly in terms of how organizations collect, store, use, and disseminate information.
The quality of HRM is a key success factor for organizations. The HR professional should analyze and consider the environment, social, economic, political-legal, and technological. To respond to these challenges, HRM has been forced to adopt new logics and most HR managers must forget habits and ways of thinking and acting outdated. On the other hand, they should help organizations to define their strategies and build programs to develop their human capital.
In fact, the principal goals of HR in organizations are to attract, select, motivate, and retain talented employees in their roles, and “technology has transformed the way HR processes are currently managed, essentially how organizations collect, store, use, and disseminate information about their HR” .
Kovach et al. defines human resources information systems (HRIS) as a systematic procedure for collection, storing, maintaining, retrieving, and validating data needed by organizations about HR . Tannenbaum defines it as a technology-based system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding HR in the organization
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