Introduction
Evidently, majority of the companies have embraced the aspect of Human Resource Information System to have a better style of conducting business. Competition calls for total integration of technology in the human resource department to reshape the pattern of conducting business and maintain competitiveness in the global economy. Like the early motive, today’s business goals entail making profits by selling products or services that satisfy the societal needs (Canzer, 7).
The only difference is the use of technology for better enhancement and thus quicker and higher profit margins. Given the resolution of the society to embrace change, this paper examines the relationship between the Human Resource Management and integrations of technology. It also addresses the future expectation for the professionals.
The HR management involves the business strategic plans and failure to incorporate the IT is one of the root cause of the current collapse or liquidation of some firms. There is eminent need for a business to shift with the societal norms less it perish in the near future.
Proper HR Management calls for the professionals to engage in understanding the clients and employee’s behaviours competently by basing the logistics on the past to be in a position to predict the future. Ulrich’s (294) prediction that the future HR managers would use the technological advancement to control three aspects of business namely the “business strategy, HR mastery and Technology” is evident in today’s ever-dynamic world of technological management.
Strategic Human Resource Management in the 21st Century
Today most companies have realized the key role of the HR departments. To increase profitability, the HR department should be the key business strategic planner through deployment of the technology such as the web-based analysis of economic factors influencing the business.
Discovery of knowledge as the key resource for the department is the basis for the future predictions that HR management will necessitate for new and radical management strategies and practices. The field of information technology should replace firms’ important administrative tasks entitled to HR department today.
The managers in the HR department should be the strategic business associates who ought to ensure the business gains form its planning strategies. According to Mathias et al, (34) the HR management system should have the sole role of ensuring maximization of profit margins through enhanced quality and technology based on human management as a way of creating value to the organization
The aspects of internet required for the HR management include intranet technology, electronic education for the clients as well as the employees, self-service for the client, gathering of the client’s response, reactions or comments virtually through surveys and electronic comments.
Future Human Resources plans
Most of the employees as well as the clients have access to computers and internet connections. The aspect of electronic trading has already been acceptable among the users. Inline with Daft and Marcic, (150) the future implication and planning of these technological advancement means advancement in employees’ productivity and general performance of the organizations will increase drastically.
During the integration of the information technology into business, the aim was to eventually manage and improve the customer’s relationship, manage the intelligence in the business setting, planning for the resources, management of people especially in terms of the knowledge, supply chain management, enhancement of electronic trade as well as and supporting decision making procedures. (Daft and Marcic, 244)
Most business have attained majority of these aspects but the future expectations are that the system to be in a position of promoting all the requirements. Any future endeavours of IT related departments are to generate improved performance/effectiveness through reduction on cost but maximization of profit margins. (Mathias et al, 57)
Today utilizing the available technology is inevitable, the question remain whether the companies are utilizing the technology in the right manner especially for the human resource departments.
According to Daft and Marcic, (368) what lies ahead is a human resource department focused on a knowledge based economy, where the race remain between the rivalry companies over fast learning and flexible organization with the aim of taking the advantage over the already technologically acquainted markets. The technological advancement allows the companies to be in a position of collaborating and exchanging information over contraction or stockholding and the recent merging programs.
Major future understanding of the IT integrated in the HR management entails definition of the intended and anticipated outcomes. The current increased usage of technology in the workplace shows that it is inevitable for the HR departments to adopt the web-based systems.
Future expectation of the HRIS and HRMS
In future, users expect the human resource information technology to manage the company’s benefit plans and all the employees’ information. The benefits management plans enable the HR department to deal with the ever-growing databases and analyze the amount spent. The HR faces the challenge of dealing with dynamism and the limited resources due to expansion of databases and growth of information.
Selecting the finest HR information Technology Management system for the future
The future expectations are that the Human Resource Information System (HRIS) or Human Resource Management System (HRMS) will be flexible and scalable enough to allow importation of data form various computer applications and provide the users with friendly interfaces compatible with all these kinds of systems and data. The filtering of data ought to occur form various stored data through the automated system.
This means that the information needs not to be from the same server or location. Today most systems require some manual manipulation of data before updates into the system. The future expectations are systems that will eliminate all manual procedures and deal with any eligibility systems. This means that people expect the use of intelligent systems.
Most of the company’s evaluations regarding customers and employees eligibility issues employ the use of database sort and search engines, which utilize the use of a combination of rules and business strategies such as messaging, prompting and other eligibility rules of the company. The technology should be in a position to develop and cater for the dynamic databases of the ever-growing businesses especially the employee’s databases, new employment qualifying rules and regulations.
The thresholds of each of the HR management system elements will measure up to demands and integrate with other management systems such as the payroll systems therefore eliminating the need to duplicate information such as the employees’ bio data. The client is the most important aspect of the system therefore clients should be involved in deep levels services especially data entry.
In line with Mathis et al (72) virtual systems today, require automated interaction, where the probable client can logon to a system through the network and enter, edit or update their profile or make business orders without involving management, thus relieving them the overwhelming procedures.
The future expectations for the HR management systems are to determine specific cumbersome tasks that may currently be obstructing completion thus reducing the value and return on investment. The advancement in technology allows transfer of data and information from one application server or provider to another or to an application within the business without involving any necessary charges. (Mathis et al, 72)
Conclusion
An effective HRIS or HRMS should have provision for any requirements of the business such as the need to track, analyze or process employees’ information for instance from the previous employers databases. An advanced HRIS ought to avail customization probabilities to cater for unique business needs. The employees are in a position to do personal benefit analysis and updates such as changing profiles like the personal addresses thus relieving the management most of the strategic functions.
With such connecting intelligent system, it is easy to facilitate equal treatment of data pertaining management of employees, development of knowledge, development of careers and facilitation of equal treatment. There is eminent need for future systems to enable employers to collect and analyze information legally with the aim of ethically assisting and providing effective support to reporting employees.
Works Cited
Canzer, B. (2003). E-Business: Strategic Thinking & Practice. Boston, MA: Houghton Mifflin Company.
Daft, Richard .L. and Marcic, Dorothy. Understanding Management. Cengage Learning, 2008
Mathis, Robert, L., Jackson, John. H. and Elliott, Tonya L. Human Resource Management. Thomson Southwestern Publishers, 2007
Ulrich, D. (2001). From Partners to Players: Extending the HR Playing Field. Human Resource Management, 40(4), 293-307.