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).
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.