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Information Technology (IT) systems have greatly impacted organizations and HumanResource Management (HRM) is no exception. In this context, IT is often introduced withthe rationale that it could offer benefits such as cost reduction, time savings and strategictransformation. Many organizations have invested in e-HRM systems in hope oftransforming the Human Resource department (HR) into a strategic ally. Extant research,however, shows that many organizations fail to achieve intended effects from their ITinvestments and as result beliefs around the strategic value of e-HRM vary. This thesisaims to critically examine the link between e-HRM investments and strategic value. To thisend, we ask the following research question: “why does E-HRM systems fail to effectuate astrategic transformation of the HR department given their perceived capabilities to thecontrary? “. To answer this question we conducted a systematic literature review of e-HRMresearch published between 2009-2014. The review focused on perceptions about e-HRMsystems within organizations and sought to unearth how perceptions shape the route of ITimplementation towards a strategy outcome. Our findings indicate that the majority of thestudies are not guided by a leading theoretical paradigm. Furthermore strategic barrierssuch as implementation problems and limited use of the system that does not reflect itspotential are identified and discussed. By examining some common factors that have beenidentified to shape the translation of e-HRM systems from initial perception to actualizeduse we lay the foundation for more nuanced theorizing of HRM use within contemporaryorganizations.

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Nowadays, corporations have to consistently advance the value of human assets in their own organizations for maintaining their competitiveness. To achieve this goal, the Human Resource (HR) Dept. plays a decisive role in the aspects of selection, training, employment, and retaining of human resource in the organization. How to improve the efficiency of the HR Dept. and enhance its status in the organizations has become the top agenda to enterprises. The development of Information Technology (IT) transforms the role of the HR Dept. in the organization. It enables HR to be a real strategic partner of corporations through the process of Organization Development. A Human Resource Information System (HRIS) based on the network technology will change the working environment of HR and further lead the transformation of the functions and roles of the HR Dept. Through conducting interviews with 9 companies, this research tries to answer the question, that is, what is the impact to the effectiveness of Human Resource Management when a HRIS is leaded in. It used literature research to analyze the characteristics of Human Resource Management (HRM) and HRIS and sorted out the possible impacts. It also used case study to sharpen the insight by sampling 9 companies which had used HRIS, including foreign and local ones. By doing the work, it drew a conclusion of the impact brought by HRIS and provided a direction of HRIS vendors. The study found that the factors of successfully leading HRIS into a company include the integration with original data, combination with the existing Enterprise Resource Planning System (ERPS), the compatibility of the existing HRIS, HR people¡¦s inability of maintaining HRIS, the suitability of HRIS for company¡¦s specific needs, and the support from high-level management. Leading in a HRIS could benefit the company from decreasing the inconvenience of human operations and increasing the quality of HR¡¦s services. The impacts on the effectiveness of HRM can be seen as the indexes which have positive reaction to HRIS: 1. Reward Management: HRIS provides fast calculation of payment and less human operations. Its tracing function in Payment Module and integration with ERPS help data exchange between HRIS and ERPS. 2. Training Development: HRIS keeps thorough training records of employees. It also can display the average training hours per person, training cost, training results, and etc. 3. Appraisal Management: The whole appraisal process can be done through HRIS, even crossing areas. 4. HR Strategy and Planning: Since HRIS is able to provide more precise data analysis, the quality of decision making of high-level management is enhanced with a great progress. 5. Team Management: Through humanity design of HRIS, more participation from employees is involved. Management spreading in different places still can use HRIS as a platform to exchange HR related information.

Studiens övergripande syfte var att skapa en förståelse för hur användare upplever HRIS i deras arbetsvardag genom att ta reda på hur sambandet mellan motivation och användande såg ut för digitala HR-system med utgångspunkt ur makroteorin Self-Determination Theory. Undersökningen hade ett pedagogiskt perspektiv med syfte att kunna dra slutsatser för att möjliggöra en lärandemiljö som bidrar till en hög motivation inom användandet av digitala HR-system. Genom en enkätundersökning besvarad av chefer och HR-personal i organisationer som använde ett digitalt HR-system för personaladministration kartlades motivationen till att använda systemet. Utöver motivation undersöktes även hur andra faktorer som stöd från organisationen, kön, ålder och personalansvar påverkade upplevelsen. Resultatet visade på tydliga korrelationer mellan en hög motivation och ett högt stöd från organisationen i tillämpningen av systemet. Vidare visade resultaten på positiva samband mellan kompetens och användning vilket tydde på att användarvänlighet och att känna sig kunnig i systemet var viktiga aspekter att ta hänsyn till inför en implementering eller arbete med redan implementerat system. Kön och ålder visade sig också vara faktorer som påverkar hur en användare upplever och motiveras till användning av systemet. Sammanfattningsvis visade undersökningen att HRIS innebar en effektivisering och positiv upplevelse för medverkande respondenter, samt en hög motivation till att använda systemet. Detta leder i sin tur ledde till autonomi och självbestämmande i medarbetarens arbetsvardag och därmed positiva värden för såväl individ som hela organisationen.

For being in this changed rapidly new economic era, network technology has brought significant reform for enterprise operational mode, human resource information system has developed with the advantage of information technology, and become a necessary manage instrument gradually, adopt systematic and statistical analyze mode, collocated to display with visional graphic table (such as analytic form or statistic sketch), let high-level and human resource chief be capable of scientific and specific policy assistant data. Data Warehouse is a new technology for data storage, within the data warehouse not only could compile data, even more proceed to decompose¡Bmerge and intersect in different range and layer, and then utilizing the function of On-Line Analytical Processing (OLAP) or Data Mining to obtain one step ahead of information, providing applicable message for policy maker. Therefore, in recent year, data warehouse has become the main data source of Decision Support System (DSS) gradually. This research attempts to establish a data warehouse fledgling model for human resource management, providing the basic requirement for rapidly inquire related statistic data for policy maker, and extract data from human manage information system data base, establish a related multiple dimension data model. And apply the technology of Data Warehouse and OLAP, via Internet, policy maker could depends on his requirement inquiring related statistic data elastically and rapidly, and enhance the quality and time effectiveness of decision. This research could establish the systematic benefits as below¡G ¢¹.Provide convenience to inquire data: via mouse proceed dragging action, rapidly and time effectively let user operate conveniently in data inquiring procedure. ¢º.Multi-dimensional analyze data: owing to OLAP could support multi-dimensional inquire, and makes different intersect analyze and variation comparison, could let the manager make decision reference material more explicitly. ¢».Obtain necessary information elastically: could depend on user¡¦s requirement, arbitrarily change dimension, obtain necessary information, increase user¡¦s inquiring elasticity. ¢¼.Via network medium access: establishing the base system by web-base, via network and browser could forward to inquire, enhance the system¡¦s mobility and convenience. ¢½.Function of data base examination: through OLAP statistic outcome, could reach examine database correctly and completely.

Studiens syfte var att undersöka vilken kompetens HR-anställda innehar kopplat till digital HR, vilka kunskaper de efterfrågar för att möta digitalisering och hur Personalvetarprogram matchar arbetsmarknaden. Metoden hade en kvalitativ ansats och empirin inhämtades genom semistrukturerade intervjuer. I studien deltog fem informanter, tre från offentlig sektor och två från privatsektor. Informanterna valdes ut genom ett målinriktat urval. Resultatet analyserades med hjälp av tematiseringen kopplat mot studiens tidigare forskning.Resultatet förmedlar en intressant utveckling som är både positiv och utmanande. HR anställda har idag överlag för låg kunskap för att möta digitaliseringens utveckling.Förändringen innebär fler digitala HR-verktyg, mer specialiserade roller och ökade kunskapskrav. Det leder till en utmaning som vi genomgående kommer tillbaka till. Hur organisationer på arbetsmarknaden ska kompetensförsörja sina HR-avdelningar. Det insamlade materialet visar att generisk kunskap om digital HR och dess system blir avgörande och att utbildningssystemet måste utvecklas i högre takt än vad det gör idag.

The diploma thesis aims to evaluate the benefits and disadvantages of the use of information and communication technologies (ICT) in the adaptation, education, and development of employees. First, the thesis will focus on the current development of personnel management in relation to the application of ICT. Furthermore, the thesis will deal with current trends related to the use of ICT in personnel management. The focus will be on ICT in the adaptation, education, and development of employees, as those are activities that are currently heavily influenced by ICT. This topic will end with an evaluation of the benefits and risks associated with the use of ICT in the activity. The thesis will also focus on the ethical aspects of the use of ICT in personnel management. The aim of the quantitative empirical survey will be to analyse the opinions of employees on ICT in adaptation, education, and development. The survey will be done in four IT organizations with more than one hundred employees based in the Czech Republic. The survey will compare the views of selected employees who joined during the COVID-19 Pandemic and employees who joined before COVID-19 Pandemic. The survey will be carried out through online questionnaires. Key words: ICT, personnel activities, employee adaptation, employee training and...

Informationssystem har kommit att ta allt större plats inom HR. Parallellt med detta ämnar HR till att arbeta mer strategiskt, någonting som i studien refereras till som HRs strategiska transformation. Syftet med studien är att öka förståelsen för vilken roll HRIS spelar i denna strategiska transformation av HR, samt att undersöka hur denna relaterar till funktionens värdeskapande för organisationen. De två forskningsfrågorna lyder: På vilka sätt möjliggör HRIS strategisk transformation av HR? Samt hur kan användningen av HRIS kopplas till värdeskapande? Detta är en kvalitativ, tolkande fallstudie som innefattar åtta semistrukturerade intervjuer samt en dokumentstudie av organisationsdokument. Intervjuerna analyseras genom en tematisk analys. Respondenter i fallorganisationen vittnar om en stark ambition att använda HRIS strategiskt för exempelvis beslutsfattande som kan baseras på data som genererats av systemen. Men hittills används HRIS i fallorganisationen främst för automatisering och effektivisering av HR-processer samt för lagring av masterdata. Slutsatser som dras är att användningen av HRIS frigör tid genom att automatisera diverse HR-processer såsom löneutbetalningar, rekrytering, ärendehantering och prestationsuppföljning. Användningen av systemen blir i sig värdeskapande eftersom den frigjorda tiden kan användas till att bli en mer strategisk del av organisationen genom till exempel datagenerering inför beslutsfattande, samt att processer kan standardiseras vilket är av högt värde i en global miljö där processer inte längre blir bundna till tid och rum. Den grad som HRIS möjliggör för en strategisk transformation av HR påverkas av utmaningar rörande datakvalitet, integrationer och förändringsledning. Studien genererar värdekunskap samt förklarande kunskap om ämnet och kan ge både forskare och praktiker ,såväl som den nyfikne insikter kring HRIS nuvarande och framtida roll i organisationen i relation till HRs förmåga att ägna sig åt värdeskapande. / Information systems have come to claim an increasingly large role in the HR-function. In parallel to this, there is an increasingly large focus of the HR-function to be used more strategically, a phenomenon that we call the strategic transformation of HR. The purpose of this study is to increase the understanding of what role HRIS plays in this strategic transformation of the HR-function, and how it relates to the HR-functions’ value creation for the organization. The two research questions of the study are: In what ways are HRIS facilitating the strategic transformation of the HR-function? and How can the use of HRIS be connected to value creation? This is a qualitative interpretive case study that includes eight semi-structured interviews, and a document study of organizational documents. The interviews are analyzed by thematic analysis. Respondents of the study report a strong ambition to use HRIS strategically, for tasks like decision-making that can be based on the data generated by the systems. Hitherto, the HRIS have however mostly been used for automation and streamlining of HR-processes and storage of master data. We conclude that the usage of HRIS for automation of various HR-processes like salary, recruitment, administration and performance management saves time for the function. The use of the systems in itself becomes value-creating since the freed up time can be utilized to become a more strategic part of the organization through, for example, data generation before decision-making. It also allows for processes to be standardized, which is of high value in a global environment where processes are no longer tied to time and space. The degree to which HRIS enables a strategic transformation of the HR-function is affected by challenges concerning data quality, integrations and change management. The study generates value knowledge and explanatory knowledge about the subject and can provide both researchers and practitioners, as well as the curious, insights about HRIS’ current and future role in the organization in relation to the HR-function's ability to engage in value creation.

Igor Baluch, Inovation of the human resource management system, Department of information technology at the Faculty of informatics a statistics at the University of economics in Prague, head of the dioploma work doc. Ing. Norbert Žid, CSc., Prague 2011, 77 pages The diploma work brings and systematize the latest knowledge at the field of human resource management and it`s support by information technology. Focus of this work is addressed to the most suitable solution of a human resource information system in the VUB Bank, inc. Great attention is paid to the individual phases of the implementation of HRIS: HR strategy, company analysis, selection and implementation of appropriate solutions. The possible structu-re of the RFP is suggested for potential suppliers of solutions.