Role of Human Resource Information System in Strategic Human Resource Management

Renu D Bhargava

Abstract


This paper presents theoretical excerpts to inundate the case for building a strong Human Resource Information System (HRIS) model as an operational link between strategic organizational vision and human resources implementations in organizations. The researcher has clearly put forth the argument for adopting HRIS as a functional reality for facilitating Strategic Human Resource Management (SHRM). Keeping well in mind that the usage, implementation and impact of HRIS must be weighed with respect to the strategic direction of the firm. This study is meant to provide a perspective to the reader to understand the relevance of adopting HRIS as a suitable model and at the same time leaves scope for field research to examine how Human Resource (HR) professionals and managers in different organizations can establish suitable model of HRIS with clear understanding of the effects of HRIS on strategic HR tasks and job roles. Management scholars have long called for stronger and more explicit paths between strategic planning and applications in human resources. Yet implementation guidance for this vital connection has proved elusive (Lawler, E. E., Levenson, A., & Boudreau, J. W. 2004). Based on literature review, this paper contends that HRIS is a powerful tool in forging this link, and advocates an increased understanding of this concept to develop its maximum potential. The study aims at investigating what role if any do HRIS play in SHRM. This study describes how Information technology is expected to drive Human Resource’s transition from a focus on HRM to SHRM. This strategic role is expected not only to add a valuable dimension to the HR function, but also change the competencies that define HR professional and practitioner success. The subject of the strategic relevance of human resource management in organizational plans and models provides a deep foray into one of the core success factors that effectively underpins the achievement of leadership and managerial objectives. This insight drives the current inquiry into one of the principal levers of modern human resource management identified as Human Resource Information System. This research encompasses theoretical investigation and comprises of the Introduction to the study, the objectives of the study and theoretical concepts related to Human Resource Management (HRM), Strategic Human Resource Management (SHRM), Human Resource Information Systems (HRIS), and an analysis of the previous research, to establish the usage, role and implementation of HRIS as an operational link between strategic organizational vision and human resources implementations in organizations. The study further leaves scope for examining how HR professionals and managers in different organizations see the effects of HRIS on strategic HR tasks and job roles

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