Leveraging Technology towards HR Excellence

The last decade has seen a significant increase in the number of organizations gathering, storing and analyzing human resources data using Human Resource Information Systems (HRIS) (Ball, 2001; Barron et al., 2004; Hussain et al., 2007; Ngai & Wat, 2006). HR to benefit almost every realm of business operations is leveraging technology. Many technology applications support Human Resource functions like erecruitment, employee tracking system, performance management software, e earning mode etc are helping dramatically to improve HR’s ability to carry out effective talent management and get better employer brand. Integration of technology and HR not only mean harmonious co-existing but would also mean the journey towards business excellence. This paper explores the understanding on positive impact of Human Resource Information System (HRIS) currently in use for people management with perception on Information Communication Technology (ICT) applications adopted by many industries. The study follows qualitative research as its plan of action in gathering information. The information gathered in crosschecked with industry to cross check the reliability.

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

[2]  S. Debowski.  Knowledge Management , 2005 .

[3]  H. Pence.  REACHING FOR THE 21ST CENTURY. , 1994 .

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

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

[6]  D. Turban,et al.  Corporate Social Performance And Organizational Attractiveness To Prospective Employees , 1997 .

[7]  Rudy L. Ruggles,et al.  Knowledge Management Tools , 1996 .

[8]  Mary A. Gowan,et al.  Corporate Image, Recruitment Image And Initial Job Choice Decisions , 1993 .

[9]  Astrid M. Beckers,et al.  A Dss Classification Model for Research in Human Resource Information Systems , 2002, Inf. Syst. Manag..

[10]  Gentner Ca,et al.  The computerized job seeker. , 1984 .

[11]  Charles R. Greer.  Strategy and Human Resources: A General Managerial Perspective , 1995 .

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

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

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

[15]  Christine A. Henle,et al.  Internet recruiting and employment discrimination: a legal perspective , 1998 .

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

[17]  Robert L. Heneman,et al.  Human resource management in virtual organizations , 2002 .

[18]  C. Lengnick-Hall,et al.  HR, ERP, and knowledge for competitive advantage , 2006 .

[19]  Scott A. Snell,et al.  Virtual HR Departments: Getting Out of the Middle , 2001 .

[20]  M. V. Marrewijk,et al.  Human Capital Management , 2002 .

[21]  S. Liff.  Two routes to managing diversity: individual differences or social group characteristics , 1997 .

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

[23]  S. Tyson,et al.  People processing systems and human resource strategy , 2004 .

[24]  K. A. Kovach,et al.  Human Resource Information Systems (HRIS): Providing Business with Rapid Data Access, Information Exchange and Strategic Advantage , 1999 .