HUMAN RESOURCE INFORMATION SYSTEMS ( HRIS ) : REPLACING OR ENHANCING HRM

Over the last decade there has been a considerable increase in the number of organisations gathering, storing and analysing information regarding their human resources through the use of Human Resource Information Systems (HRIS) software or other types of software which include HRIS functionality (Ball, 2001; Barron, Chhabra, Hanscome, & Henson, 2004; Hussain, Wallace, & Cornelius, 2007; Ngai & Wat, 2006). The growing adoption of HRIS by organisations combined with the increasing sophistication of this software, presents the Human Resource function with new challenges. On one hand the role of HR can be enhanced through the combination of improved access to metrics and the automation of existing administrative functions thus enabling HR to make a greater contribution at a strategic level. However, the same capabilities also threaten the role of HR specialists as traditional HR work is both automated and distributed to line management. Through analysis of four Australian case study organisations we examine the impact of the HRIS on the HR function and find that the degree to which the system acts as an enabler of increased strategic focus for HR is contingent upon three factors: organisational attention, understanding of the technological responses to human resource management complexity, and the success of change management to support user acceptance * This research is funded by an Australian Research Council Linkage Grant (LPLP0882247) in collaboration with the Australian Senior Human Resources Roundtable (ASHRR).

[1]  Maris G. Martinsons.  Benchmarking human resource information systems in Canada and Hong Kong , 1994, Inf. Manag..

[2]  Eric W.T. Ngai,et al.  Human resource information systems: a review and empirical analysis , 2006 .

[3]  W. Orlikowski.  Using Technology and Constituting Structures: A Practice Lens for Studying Technology in Organizations , 2000 .

[4]  Lori Bussler,et al.  Information Systems: The Quiet Revolution in Human Resource Management , 2002, J. Comput. Inf. Syst..

[5]  John W. Boudreau,et al.  HR Metrics and Analytics: Use and Impact , 2004 .

[6]  Shoshana Zuboff.  In the Age of the Smart Machine , 1988 .

[7]  Kirstie Ball,et al.  The use of human resource information systems: a survey , 2001 .

[8]  Wanda J. Orlikowski,et al.  Technology and Institutions: What Can Research on Information Technology and Research on Organizations Learn from Each Other? , 2001, MIS Q..

[9]  Peter Jeffrey Holland,et al.  Current developments in HRM in Australian organisations , 2006 .

[10]  James Wallace,et al.  The use and impact of human resource information systems on human resource management professionals , 2007, Inf. Manag..

[11]  T. Pinch,et al.  The Social Construction of Facts and Artefacts: or How the Sociology of Science and the Sociology of Technology might Benefit Each Other , 1984 .

[12]  Hal G. Gueutal.  2. The brave new world of eHR , 2003 .

[13]  M. Lengnick-Hall,et al.  The impact of e-HR on the human resource management function , 2003 .

[14]  David P. Lepak,et al.  Human Resource Management, Manufacturing Strategy, and Firm Performance , 1996 .

[15]  Mark A. Huselid.  The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance , 1995 .

[16]  Susan Albers Mohrman,et al.  HR as a Strategic Partner: What Does It Take to Make It Happen? , 2003 .

[17]  Gregory S. Jelf,et al.  Human resource information systems: operational issues and strategic considerations in a global environment , 1996 .

[18]  Kristine Dery,et al.  Erps as Technologies-in-Practice: Social Construction, Materiality and the Role of Organisational Factors , 2006 .

[19]  John W. Boudreau,et al.  Human resource management, information technology, and the competitive edge , 1992 .

[20]  J. Barney,et al.  On becoming a strategic partner: The role of human resources in gaining competitive advantage , 1998 .

[21]  Anthony R. Hendrickson.  Human resource information systems: Backbone technology of contemporary human resources , 2003 .

[22]  Janis R. Evink.  Human Resource Champions: The Next Agenda for Adding Value and Delivering Results , 1997 .

[23]  Steve Woolgar,et al.  The Machine at Work: Technology, Work and Organization , 1997 .

[24]  Brian E. Becker,et al.  The HR Scorecard: Linking People, Strategy, and Performance , 2001 .

[25]  D. Edge,et al.  The social shaping of technology , 1988 .