Perceived Performance of the Human Resource Information Systems (HRIS) and Perceived Performance of the Management of Human Resources (HRM)

Perceived Performance of the Human Resource Information Systems (HRIS) and Perceived Performance of the Management of Human Resources (HRM)

Loubna Tahssain (IAE Graduate School of Management in Aix-en-Provence, France) and Mouna Zgheib (IAE Graduate School of Management in Aix-en-Provence, France)
DOI: 10.4018/978-1-60566-304-3.ch019
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Abstract

The changing business environment and increasing technology is redefining the role of the human resources function. Nowadays, corporations have to consistently advance the value of human assets in their own organizations for maintaining their competitiveness. One of the technological changes in this regard is the appearance of Human Resources Information systems (HRIS). How to improve the efficiency of the HR and enhance its status in the organizations has become the top agenda to enterprises. The development of Information Technology (IT) transforms the role of the HR Dept in the organization. It enables HR to be a real strategic partner of corporations through the process of Organization Development. Thus, one of the challenges that face managers nowadays in regard to these emerging technologies, is the need to determine the success factors that play an important role in the implementation of an HRIS and how these factors, that some are Technological, Individual, and Organizational, affect the perceived performance of a HRIS and to measure the impact of this perceived performance on the perceived performance of the HRM.
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Definition Of The Concepts

This first part is devoted to the definition of the concepts related to the ICT then to the clarification of the concept of perceived performance of the HRM.

ICT, e-HRM and HRIS

Due to their interactive and innovative character, the ICT shake the structures and the “traditional” practices, based in particular on the man-machine correlation. The E-HR, for instance, was defined by Barthe (2001) as “the policies of HRM using the NICT, namely the internal Intranets and the public Internet, to implement dynamic practices”. For this purpose, the E-HRM aims at bringing solutions to improve traditional management of HR and to develop the performance.

In addition, the integration of these technological tools passes by a Human Resources Information system (HRIS). This has a main goal to provide the service in the form of information, data, and reports, to the internal as well as to the external customers who use the system. Thanks to the automation of the administrative procedures, the HRIS can improve the quality of the decisions related to the human resources, whether they are strategic or operational, by increasing the available flow of information. In other words, we are talking about a Portal HR where it is possible to acquire, store, handle, analyze, extract and distribute information relevant to the human resources of an organization Tannenbaum (1990).

However, the information related to the human resources changes becomes unforeseeable; from which emanates the need for envisaging a particular management of this information. In response to this need, the HRIS presents certain characteristics which are related to the nature (itself) of this information. Thus, thanks to this system, the organization can manage the important flow of information of which it lays out on its employees. They can modify them and update them without wasting time (See Figure 1).

Figure 1.

The human resources information system (HRIS) (adapted from Reix, 1999)

The Academic work on the HRIS is integrated in a procedural approach of the human resources management (Barthe, 2001, Gilbert, 2001, Lord, 2001; CRIMPED, 2002). Thus, according to Gilbert 2001, “Following the steps of quality, it is usual today to consider the HRM as an assembly of processes in interrelationships. These processes defined as a series of finalized activities leading to a certain service- offer a base of reflection to think of the organization having the information system of HRM (SIRH)”. Gilbert underlines the distinction between the information system in human resources and the information processing system of human resource management. Here, the acronym HRIS indicates the information processing systems used for the HRM.

Key Terms in this Chapter

HRIS: Abbreviation for Human Resources Information System, is typically a database system that lets you keep track of all types of information related to your company and your human capital.

ICT: Short for Information and Communications Technology, it is the study or business of developing and using technology to process information and aid communications.

Perceived Performance: The degree to which a person believes that using technology will enhance his or her performance.

Individual Factors: Factors that contribute to the success of the information system according to the organizational characteristics.

Organizational Factors: Factors that contribute to the success of the information system according to the users.

Technology: Technology is a broad concept that deals with a speicies usage and knowledge of tools, and how it affects a species’ ability to control and adapt to its environment.

National Culture: Refers to the cumulative deposit of knowledge, experience, beliefs, values, attitudes, meanings, hierarchies, religion, notions of time, roles, spatial relations, concepts of the universe, and material objects and possessions acquired by a group of people in the course of generations through individual and group striving that influence the success of the information system.

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Dedication
Editorial Advisory Board
Table of Contents
Preface
Tanya Bondarouk, Huub Ruel, Karine Guiderdoni-Jourdain, Ewan Oiry
Acknowledgment
Tanya Bondarouk, Huub Ruel, Karine Guiderdoni-Jourdain, Ewan Oiry
Chapter 1
Steve Foster
Several organisations have adopted e-HRM technology as a platform for achieving transformational change, improving HR operational processes... Sample PDF
Making Sense of e-HRM: Transformation, Technology and Power Relations
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Chapter 2
Cataldo Dino Ruta
Intellectual capital is today considered a key issue in analyzing the critical determinants of company performance. Companies design more and more... Sample PDF
HR Portal: A Tool for Contingent and Individualized HRM
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Chapter 3
Barbara Imperatori, Marco De Marco
The evolution of the managerial discourse is the result of fashion lifecycles that sometimes have no rational or technical foundations and find no... Sample PDF
E-Work and Labor Processes Transformation
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Chapter 4
Gerwin Koopman, Ronald Batenburg
This chapter theoretically and empirically addresses the notion that user participation and involvement is one of the important factors for IS... Sample PDF
Early User Involvement and Participation in Employee Self-Service Application Deployment: Theory and Evidence from Four Dutch Governmental Cases
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Chapter 5
Karine Guiderdoni-Jourdain, Ewan Oiry
In organizations, researchers as well as professionals have generally observed insufficient use of computer technologies when compared to their... Sample PDF
Does User Centered Design, Coherent with Global Corporate Strategy, Encourage Development of Human Resource Intranet Use?
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Chapter 6
Nawaf Al-Ibraheem, Huub Ruël
Companies new to the e-HRM technologies are overwhelmed by the dilemma of choosing either the ready-made, off-the-shelf e-HRM systems, or develop... Sample PDF
In-House vs. Off-the-Shelf e-HRM Applications
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Chapter 7
Pieternel Kuiper, Betsy van Dijk
Adaptation of electronic forms (e-forms) seems to be a step forward to reduce the burden for people who fill in forms. Municipalities more and more... Sample PDF
Adaptive Municipal Electronic Forms
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Chapter 8
Hazel Williams, Carole Tansley, Carley Foster
Global, enterprise-wide, information systems (GEIS) projects are often delayed with budget over-runs often due to a lack of understanding of the key... Sample PDF
HRIS Project Teams Skills and Knowledge: A Human Capital Analysis
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Chapter 9
Adam Smale, Jukka-Pekka Heikkilä
The design and implementation of a globally integrated e-HRM system within a multinational corporation (MNC) requires different parties to reach... Sample PDF
IT-Based Integration of HRM in a Foreign MNC Subsidiary: A Micro-Political Perspective
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Chapter 10
Huub Ruël
Research on Human Resource Information Systems (HRIS) implementation lacks theoretical depth and richness. For that reason this paper applies a... Sample PDF
Studying Human Resource Information Systems Implementation using Adaptive Structuration Theory: The Case of an HRIS Implementation at Dow Chemical Company
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Chapter 11
Jonas F. Puck, Dirk Holtbrügge, Alexander T. Mohr
This chapter empirically analyses the influence of the cultural context on the comprehensiveness to which companies in different countries make use... Sample PDF
Applicant Information and Selection Strategies in Corporate Web Site Recruiting: The Role of National Culture
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Chapter 12
Emma Parry, Shaun Tyson
HR practitioners are often expected to be both efficient administrators of the employment relationship and to act as a strategic partner to the... Sample PDF
What is the Potential of E-Recruitment to Transform the Recruitment Process and the Role of the Resourcing Team?
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Chapter 13
Pramilla Rao
This chapter will address the role of national culture on e-recruitment practices in India and Mexico. The GLOBE (Global Leadership and... Sample PDF
The Role of National Culture on E-Recruitment in India and Mexico
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Chapter 14
Marielba Zacarias, Rodrigo Magalhães, José Tribolet
This chapter will address the role of national culture on e-recruitment practices in India and Mexico. The GLOBE (Global Leadership and... Sample PDF
Modeling Human Resources in the Emergent Organization
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Chapter 15
Elfi Furtmueller, Celeste Wilderom, Rolf van Dick
In order to maintain their customer base, many e-recruiting firms are in need of developing innovations. The Lead User (LU) Method has been heralded... Sample PDF
Utilizing the Lead User Method for Promoting Innovation in E-Recruiting
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Chapter 16
Sven Laumer, Andreas Eckhardt
In 2007 Erickson and Gratton asked “What it means to work here” and discussed the need for a structured approach to establishing an employer image... Sample PDF
What Makes the Difference? Introducing an Integrated Information System Architecture for Employer Branding and Recruiting
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Chapter 17
Karine Guiderdoni-Jourdain
The subject of our communication will be a better understanding of how the regulation between the on line HR designers and HR experts is built, and... Sample PDF
The Enrichment of the HR Intranet Linked to the Regulation's Process Between HR Actors
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Chapter 18
Tanya Bondarouk, Vincent ter Horst, Sander Engbers
This research focuses on acceptance of Human Resource Information Systems (HRIS) in medium sized organizations. We look at general SME’s in The... Sample PDF
Exploring Perceptions about the Use of e-HRM Tools in Medium Sized Organizations
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Chapter 19
Loubna Tahssain, Mouna Zgheib
The changing business environment and increasing technology is redefining the role of the human resources function. Nowadays, corporations have to... Sample PDF
Perceived Performance of the Human Resource Information Systems (HRIS) and Perceived Performance of the Management of Human Resources (HRM)
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Chapter 20
Leon Welicki, Javier Piqueres Juan, Fernando Llorente Martin, Victor de Vega Hernandez
Employee life-cycle processes management (hiring new employees, changing their conditions, and dismissing them) is a critical task that has a big... Sample PDF
Employee Life-Cycle Process Management Improvement with Web-Enabled Workflow Systems
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Chapter 21
Manel Guechtouli, Widad Guechtouli
Information Technologies (IT) seem to be affecting individuals and organizations’ communication and behaviors since many years now. This chapter is... Sample PDF
Information Technologies' Impact on Individual Learning Process: The Case of a Community of Practice
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Chapter 22
Valéry Michaux
In a second step, this research shows that ICT poses threats but also offers opportunities for unions and trade unionism. The tensions between... Sample PDF
What are the Main Impacts of Internet and Information and Communication Technology on Unions and Trade Unionism? An Exploratory Research in Europe and North America
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Chapter 23
Isabelle Parot
In this communication, the author attempts to answer the question of coordination in virtual teams (or remote teams). Virtual teams can result from... Sample PDF
Coordination of Virtual Teams: From Trust to Control
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Chapter 24
Jeroen ter Heerdt, Tanya Bondarouk
In this chapter the authors present a revision of the information overload concept elaborated by Eppler and Mengis (2004). The main elements of our... Sample PDF
Information Overload in the New World of Work: Qualitative Study into the Reasons
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Chapter 25
Mitchell van Balen, Tanya Bondarouk
In this chapter the authors consider articles in professional literature regarding Human Resource Centers, with the goal to explore issues raised by... Sample PDF
HR Shared Service Centers: From Brand Management Towards Success
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About the Contributors