Specifically developed software for human resource management (HRM) (e.g., software packets, which document, support, and analyze the HRM data). The human resource administration system (HRAS) is a sub-system of HRIS.
Published in Chapter:
Process Standardization and Integration for Human Resource Administration
Bettina Staudinger (University for Health Sciences, Medical Informatics, and Technology, Austria), Herwig Ostermann (University for Health Sciences, Medical Informatics, and Technology, Austria), and Roland Staudinger (University for Health Sciences, Medical Informatics, and Technology, Austria)
Copyright: © 2009
|Pages: 8
DOI: 10.4018/978-1-59904-883-3.ch104
Abstract
Personnel administration is a part of general business administration and an integrative element of the process management of an enterprise. However, personnel administration has not been researched and discussed with priority in context with personnel management or the development of human resource management (HRM) but rather has been assumed to be an operative element of the enterprise. The objectives of personnel administration therefore were set in rationalization and automation of internal administration processes. The necessary digitalization and has been realized by stronger operative oriented sciences (e.g., commercial information technology). The scientific research in personnel management rather concentrated in findings of organization theory (Kupsch & Marr, 1985), the instruments of leadership or even in the basic definition of the concept of personnel management as multidisciplinary and operation oriented business task (Remer, 1978). The personnel work has passed different stages of development within the last decades and depending on the time period the terms as well as the focal points of personnel work have been expanded and redefined. Table 1 shows an overview after Scholz (2000).