Management Information Systems Lesson 6
Francesco MECA
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Management
Information
Human Resource Management (HRM) Systems
Lesson 6
The human resource management (HRM) function involves the recruitment,
placement, evaluation, compensation, and development of the employees of
an organization.
The goal of human resource management is the effective and efficient use of
the human resources of a company.
At the intersection between HRM and IS, • recruitment, selection, and hiring
Human Resource Information Systems: • job placement
• performance appraisals
• employee benefits analysis
• training and development
• health, safety, and security
Management
Information
HRIS - Overview Systems
Lesson 6
Human resource information systems support the strategic, tactical, and operational
use of the human resources of an organization.
• Store, analyze, distribute and use information of
human resources
• Transform HR into a more efficient and strategic
function by allowing HR to move beyond simple
administrative tasks to strategic applications
• Modern HRIS benefit from both Internet and
Corporate Intranets
Management
Information
HRIS - Overview Systems
Lesson 6
• HRIS has a cross-functional application
which covers every aspect of the connection
between people and organization.
• Every human resource connected to the
organization should be involved, directly or
indirectly, in HR Management practices.
• HRIS suites are usually modular in order to
accommodate a wide range of managerial
needs. Each module has specific functions
and serves different purposes.
Management
Information
HR Processes Systems
Lesson 6
Recruitment
• Locate and attract applicants
Selection
• Getting the right person for the right
position
Training andDevelopment
• Training – for current jobs
• Development – for future jobs
Management
Information
HR Processes Systems
Lesson 6
Performance Evaluation and Management
• Evaluate employees work efficiency
Promotions/Performance Appraisal
• Responsible for proper compensation of the
deserving employees
Employee Relations
• Build camaraderie among colleagues
Management
Information
HR Processes Systems
Lesson 6
Record keeping of all personal data
• Keeper of all people related data such as family
members, previous company that an employee
worked with, etc.
Compensation and Benefits
• Responsible for giving appropriate benefits and
salaries to the employees in order to maintain
or increase their efficiency level
Management
Information
HR Processes Systems
Lesson 6
Career development
• Help the employees to develop their respective
career by implementing different training and
development that the employee needed
Management
Information
HRIS Modules Systems
Lesson 6
Payroll Module Time and Labor Training / Learning Online Recruiting HR Management Benefits
Management Management System Administration
automates the pay used to garner potential records basic demographic
process by gathering is designed to collate provides a system for candidates for available data of employee - training provides a system for
data on employee time and analyzeemployee organizations to positions within an and development,skills, and organizations to
and attendance, timekeeping information administer and track organization qualifications of each administer and track
calculating various for the purposes of employee trainingand employee. Advanced HR employee participation
deductions and taxes, organizational cost development efforts management modules can in benefits programs.
and generating periodic accounting also automate the process of These programs can
pay chequesand applicationfor positions by range from programs
employee tax reports capturing application data such as health insurance
and entering it to a relevant and pension schemes,
database stock option plans, and
profit sharing
Management
Information
HRIS Modules: some example Systems
Lesson 6
Management
Information
HRIS Modules: some example Systems
Lesson 6
Management
Information
HRIS Modules: some example Systems
Lesson 6
Management
Information
Benefits of HRIS Systems
Lesson 6
Managing Human Resources has traditionally been an
old-fashioned administrative task...
With HRIS:
• Faster information process
• Greater information accuracy
• Improved planning andprogram development
• Enhanced employee communications
• Empowered employee
Management
Information
The world is changing, so is HR Management Systems
Lesson 6
Globalization impacts on:
• The «borders» of the organization
• The composition of the organization
• The dynamics of relationships within the organization
Cultural changes impact on:
• Need for diversity of the workforce
• Focus on employee’s experience beyond salary
• New practices merging technology and life
The role of Technology in globalization and cultural change is
transforming organization management (and HR Management)
Management
Information
Nowadays work organization: Virtual Teams Systems
Lesson 6
People works without geographical, cultural limits • Building a Team Mindset
• Collaborative Attitude
• Estabilish shared performance
standards and expectations
• Redefine the human interaction
HR Management is much more than
an administrative function:
It drives the organization culture,
fosters and shares its values
Management
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Commitment to Diversity & inclusion Systems
Lesson 6
Organizations are nowadays very careful in considering the HR Management practices and
advantages and the challenges of creating a multicultural, objectives must be aligned and
diverse workforce and keep it engaged constantly revised
• Multiculturalism in the workforce has become a need
in order to compete on the international global market
• Diversity and inclusion are a duty but (also) a
competitive factor, due to the impact on the brand
image, acknowledgements and the consequent return
on business results
Management
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Workplace diversity: Generations at work Systems
Lesson 6
Management
Information
Generations at work: HR Management Systems
Lesson 6
HR Management involvement:
HR Management must take into consideration their differences
Career Development Planning
Career Development, Work Design
Salary, Compensations & Benefits, Perks
Recruitment & Selection, Employee
engagement practices, Training &
Development, HR leadership style, value
sharing, team management implications
Management
Information
Commitment to Diversity: Systems
Lesson 6
Diversity in workforce:
• different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations
• differences in education, personalities, skill sets, experiences, and knowledge bases
Workplace diversity:
combining of different backgrounds, equal and fair representation
experiences, and perspectives, and regardless of demographics without
they believe taking advantage of necessarily considering diversity’s
these differences is what leads to relationship with business results
innovation (according to Millennials) (according to Boomers and Gen-Xers)
Source: Deloitte
Management
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Commitment to Diversity: Recruitment Systems
Lesson 6
Management
Information
Technology and HRM Systems
Lesson 6
• Software to create job applications:
For example research has found that a job posting using too
many masculine-type words such as aggressive or challenging
in your job description can dissuade female candidates from
applying. Software that conducts sentiment analysis can “de-
bias” a job posting by identifying exclusionary language and
suggesting alternatives that appeal to a more diverse candidate
pool.
• Applicant Tracking Systems (ATS):
Collect candidate demographics in order to ensure compliance
with local laws, thus measuring the diversity, or lack thereof, of
the candidate pipeline you’re attracting. If you find you’re not
attracting the types of candidates you’re looking for, you can
test out different recruiting techniques such as increasing
diversity in your recruitment marketing.
Management
Information
Technology and HRM Systems
Lesson 6
• Data and Analytics:
Processing and analyzing big data in order to gain competitive advantage in the
workforce trends through data-driven insights. Possibility to adapt to evolving preference
and needs of the workforce (performance incentives, compensation, recruitment).
Artificial Intelligence with predictive algorithm can be used to streamline the decision
making process.
Management
Information
Technology and HRM Systems
Lesson 6
• HRM Integration
Due to the need of data sharing (and information standardization!!!), integration is needed
in the IS of various functions: Finance, Tax, Legal, HR, IT. Investing in the adoption of a
single company-wide system is a big effort in term of change management and resources
but it can optimize operations and remove the need for integration of existing separate
systems.
• Cloud solutions
Not a new concept but still not widely adopted even by major HRIS vendors; cloud based
systems offer faster updates, increased flexibility, innovation and decrease in costs: no
expense of upgrading the system each year and no downtime.
• Going Mobile
The growing use of mobile apps will ease the administrative burden on HR and will
considerably develop the usage of self-service. People could apply for jobs through their
mobile devices. Attractive interfaces and “gamification” interfaces may move part of the
selection process on mobile too, as well as and improve the ease of use. Going mobile has
several advantages but apps vulnerability may pose major data privacy issues.
Management
Information
Technology and HRM Systems
Lesson 6
• Artificial Intelligence:
screening of hundreds of resume is a perfect job for AI with pattern-matching
capabilities. Artificial Intelligence can reduce unconscious bias by ignoring demographic
factors such as the candidate’s gender, race, and age that research has shown to affect
hiring decisions. Some companies are taking it even further by “blinding” resumes by
removing details like candidate names before submitting them to hiring managers.
Connection with Link to company’s
online external ATS only qualified Chat-bots can
databases of Matching candidates perform initial
applicants CV qualifications screening
with job
descriptions Designed to get
Automation
Connection with smarter with
internal database of feedback and
current employees customization Integration
Management
Information
HRM Trend: digital but... Focused on people Systems
Lesson 6
Source: IBM
Management
Information
HRM Trend: digital but... Focused on people Systems
Lesson 6
Employee Experience Wellness & Health
Holistic view of life at work with constant feedback and Integrated programs for the employee, his
Annual surveys Focused on safety and managing of insurance costs
monitoring families, and his entire life at work
Culture Rewards
Design of tools to measure, share and align company Salary, overtime, bonuses, benefits and stock Programs also include non-financial offers: meals,
Shared through company website and sometimes in the
culture especially during change-management times
workplace
(ex. IS change, M&A) options leaves, vacations, fitness and wellness
Compensation and benefits HR Departments
Balance of financial and non-financial recognitions, A body entirely focused on employees experience,
Focus on benchmarks and fairness, mainly financial Few Leaders in charge of specific functions
focused on many aspects of employees’ life engagement, culture, etc.
Technology – HRM - HRIS
Design of new platform, inclusive of mobile apps,
Employees access to HRIS is seen as useful to intranet journeys, inspiring solutions, engaging
complete tasks and facilitate HRM activities for performance measurement, culture
sharing, support and communication
Adapted by Source: Deloitte
Management
Information
Technology and HR: Discussion Systems
Lesson 6
1. What is HR and what is an HRIS?
2. What are the main fields of action of HRM?
3. What is workplace diversity?
4. How diversity impacts HR Management?
5. How technology is coadiuvating this trend?
6. Which major challenges do you see regarding the role
of technology in HRM?
Management
Information
Management Information Systems Systems
Lesson 6
Thanks
