Public Sector Human Resources Information Systems

Abstract

Key Terms in this Chapter

Transformational Impacts HRIS: The redefinition of the scope and function of the HR organization to focus more on strategic issues.

Operational Impacts HRIS: The operational impact of IT is automating routine activities, alleviating the administrative burdens, reducing costs, and improving productivity internal to the HR function itself.

Bureaucratic Red Tape and IT: This is the levels of organization that an individual has to navigate through to get information or services. IT may help to reduce the level of bureaucracy within HR.

Human Resources Information Systems (HRIS): Any technology that is used to attract, hire, retain, and maintain talent, support workforce administration, and optimize workforce management. Examples include computers, Internet (Web and e-mail) or other technological means of acquiring, storing, manipulating, analyzing, retrieving, and distributing pertinent information regarding human resources (HR)

Relational Impacts HRIS: The relational impact of IT is providing managers and employees’ remote access to HR databases and services, reducing response times, and improving service levels.

Knowledge Management: HRIS may increase knowledge management, or the creation, capture, transfer, and use of knowledge in the organization.

Web-Based Self-Service: Managers and employees are able to use the Web instead of contacting HR in person, over the phone, or via e-mail, to enroll in benefits and get information or services from their HR department.