Abstract
Human resource departments implementing ICTs is becoming a common phenomenon in corporations and it's referred to as human resource information system (HRIS). In the digital era, people are shifting from human involvement to digital involvement. HRIS transforms the HR service delivery using web-based technology. HR departments are able to provide effective services when they utilize HRIS. This chapter focuses on the digital technology used for human resource management in b-schools. It is understood that there are plenty of HRIS tools that are available to be used in the educational institutions. For the current study, the researchers focused the study toward the b-schools in India. The respondents were employees of various b-schools in Bangalore. This study considered 120 employees (low, middle, and upper level) from various b-schools. This led to the understanding that there is a very high rate of effectiveness in the usage of HRIS tool in any institution, which is proved using the technology acceptance model (TAM).
Top1. Introduction
Technology made the people to work in interactive environment based on the real- time information. Computers are used to make the people to work effectively and fast and accurately. People are important in any of the organization; hence, many personal management system and information system were developed from employee’s record maintenance automatically and decision systems in the recent past. Today, the human resource information system (HRIS) users consider activities once were considered by Human Resource Professionals, and administrative personnel.
HRIS is an application tool directly connected to Human Resource database which includes a customized database of employees in an organization – be it personal data of the employee, skill sets, compensations and benefits, loan details, leave details, or any other. HRIS is used by organization for two purposes, first of all to make the administration and operational efficiency and the other one is to increase the effectiveness of usage and can be performed with less paper work as we are in e-world. For long-term strategic planning decisions, it should be aligned with a well-defined HRIS tool. The different core sub areas of HRIS include personnel details, payroll details and reporting details. To make necessary decisions, the HR managers and the line managers require necessary Human Resource information. This information will be regarding the Job, Position and People.
The HRIS system focus on these 3 modules:
- 1)
Information related to job performance planning and review, succession and planning, job facilities administration, training and development, occupational safety and health;
- 2)
Information related to recruitment, selection, placement, termination, holidays and leave administration, and career development;
- 3)
Information related to Positions, job descriptions and personal profiles, work design, organization structure, employment terms and conditions, payroll administration, remuneration management.
Under HR Development activity, the HRIS tool is used in Employee training profiles, assessing training needs, succession planning etc. Another major role of HR department is the Employee Compensation and Benefits. Here, the HRIS tool helps in making pay structures, flexible benefit administration, vacation usage, and benefit usage analysis.
The HRIS tool is basically used by four groups of people in an organization:
- 1)
managers for generating customized daily reports,
- 2)
analysts to evaluate the decision choice and opportunities,
- 3)
technical staff for providing a usable system, and
- 4)
the general employees to look into their personal details and pay slips etc.
The data that the HRIS tool holds, would be the data about the people, data about the organization and the derived data from the people and organization. Effective and efficient implementation of HRIS tool in an organization assures effective transaction of data, effective communication and effective transformation. The data used for HRIS database may be specific in nature or a kind that can be codified and interpreted. 0. relations, compensations, performance management, wages and salary, recruitment, training and planning are some of the strategic tasks that the HR department can be involved in by applying the Human Resource Information System automated tool.
The use of HRIS tool is helping the HR managers to focus on the flow of HR information within the organization and to learn many new technical skills. As the tool replaces the operational and strategic activities, more time of the HR department can be contributed towards advisory role. They slowly move from their existing position to be Solution Experts, Service providers, and Strategic Partners.
This also helps in e-monitoring HR activities like time and attendance. A complete HRIS is able to extract complete human resources data from the time an employee joins the organization on probation, until he quits the workforce. The HR department in turn can contribute towards various HR IT projects like creating portals in HR for the employees in the organization, introducing electronic signatures, implement electronic personnel management system etc.
Key Terms in this Chapter
Key Performance Indicators (KPIs): KPIs, or key performance measures, include both financial and nonfinancial metrics that validly reflect the current and future performance of a company. The board uses are key performance measures to evaluate management performance and award compensation. Financial KPIs include measures such as total return; revenue growth; earnings per share; earnings before interest, taxes, depreciation, and payback (EBITDA); return on capital; economic value added (EVA); and free cash flow. Nonfinancial KPIs include measures such as customer satisfaction, employee satisfaction, defects and rework, on-time delivery, worker safety, environmental safety, and research and development (R&D) pipeline productivity. Although each company should develop a set of KPIs that is relevant for its own business, in practice certain KPIs are broadly used by many companies.
Compliance: How an organization ensures its activities conform with all relevant mandatory and voluntary requirements. Successful compliance management involves clearly defining applicable laws, regulations, codes, best practices, and internal standards, etc. It must demonstrate how the organization ensures that it is in strict adherence with all relevant requirements.
Best Practices: Practices, procedures, or routines which are shown to improve financial and non-financial outcomes, on average and across a large number of firms or institutions.
Benefits Administration: The system manages employee fringe benefit packages.
Control Mechanism: The processes and procedures that a company puts in place to ensure that account balances are accurately recorded, financial statements reliably produced, and assets adequately protected from loss or theft. Effectively, internal controls act as the “cash register” of the corporation, a system that confirms that the level of assets inside the company is consistent with the level that should be there, given revenue and disbursement data recorded through the accounting system.
Risk Management: The process by which a company evaluates and reduces its risk exposure. This includes actions, policies, and procedures that management implements to reduce the likelihood and severity of adverse outcomes and to increase the likelihood and benefits of positive outcome.
Job Applicant Tracking: The system keeps track of applicants for jobs with the business.
Empirical Testing: The process of testing a hypothesis through real-world observation. Large sample statistical testing, field studies, and individual case studies are examples of empirical testing.
Peer Group: A group of companies that are similar in industry, size, complexity, and/or geography. Peer groups are used to evaluate the relative financial and operating performance of a given company. They are also used for benchmarking the size and structure of executive compensation programs. Because the choice of participants in a peer group can influence relative comparisons, peer groups can be subject to manipulation.
B-School: A Business School is a university-level institution that confers degree in business administration or management. Such a school can also be known as school of management, school of business administration. An Institute which is specifically meant to offer only Management Courses are termed as Business Schools or B-Schools.
Management College: An Institute or college which offers the traditional management programmes from Universities. These colleges also offer other University programmes. Majority of the resources like the campus, faculty and infrastructure is shared among all the students pursuing different courses.
Business model: A model that links specific financial and nonfinancial measures in a logical chain to delineate how a company’s strategy translates into the accomplishment of stated financial goals. The board evaluates the business model for logical consistency, realism of targets, and statistical evidence that the relationships between performance metrics and stated goals are valid. See “Corporate Strategy” and “Key Performance Indicators (KPI).”
Code of Best Practices: Benchmark set of recommendations by blue-panel experts and others on corporate governance strategy, structure, model, and other related dimensions that companies should incorporate to achieve “good governance.”
Skills Inventory: The system keeps track of employee skills and matches employees with specific jobs.
Performance Appraisal: The system analyses employee performance on the job.