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.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0903106-162545 |
| Date | 03 September 2006 |
| Creators | Yang, May-fang |
| Contributors | none, Liang-chi Huang, none |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0903106-162545 |
| Rights | off_campus_withheld, Copyright information available at source archive |
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