HR INFORMATION SYSTEMS

(BHRM 3853)

TOPIC 1: The Evolution of HRM and HRIS

Dr nur Kamarul hafiz bin jamil

 Technology and HR

What is an HRIS?
Definition: An HRIS (Human Resource Information
System) is a software or online solution that manages
HR data, processes, and policies. It integrates HR
activities and information.
Functions:
 Data management (employee information, payroll, benefits)
 Recruitment and selection
 Performance management
 Training and development
 Compliance and reporting
 e-HRM and HRIS

e-HRM (Electronic Human Resource Management): The use of

web-based technologies to deliver HR services.
Characteristics: Accessible via the internet, interactive platforms,
self-service for employees.
Advantages: Improved efficiency, reduced paperwork, real-time
data access.

HRIS: A more comprehensive system that integrates all HR

functions and data.
Differences: HRIS is broader and may include e-HRM
components, but also covers other HR activities and data analytics.
 The Value and
Risks of HRIS
The Value and Risks of HRIS
•Value:
• Streamlines HR processes
• Improves decision-making with data analytics
• Enhances employee experience through self-service options
• Ensures compliance with labor laws and regulations
•Risks:
• Data security concerns
• High implementation and maintenance costs
• Resistance to change from employees
• Dependence on technology
 Evolution of
HRM and HRIS
Pre-World War II
•Characteristics: Basic personnel management
focusing on record-keeping and administrative tasks.
•Technology: Limited use of technology, primarily
manual processes.
Post-World War II
•Characteristics: Growth in industrialization led to
more structured HR practices.
•Technology: Introduction of punch cards and early
computers for payroll processing.
Social Issues Era (1960s-1970s)
•Characteristics: Emphasis on equal employment
opportunities, diversity, and employee rights.
•Technology: Development of computerized HR
systems to manage growing regulatory requirements.
Cost-Effectiveness Era (1980s-1990s)
•Characteristics: Focus on cost reduction and
efficiency.
•Technology: Emergence of standalone HRIS
applications for payroll, benefits, and attendance.
ERPs and Strategic HRM (2000s)
•Characteristics: Integration of HRM with overall
business strategy.
•Technology: Enterprise Resource Planning (ERP)
systems that integrate HR with other business
functions (finance, supply chain).
"The Cloud" and Mobile Technologies (2010s-
Present)
•Characteristics: Adoption of cloud-based solutions
and mobile access.
•Technology: Software-as-a-Service (SaaS) models,
mobile apps for HR functions, enhanced data
analytics capabilities.
 HRIS Within the Broader
Organization and Environment
Integration with Business Strategy:
•Align HRIS with organizational goals and strategies.
•Use HRIS data to support strategic decision-making.

Cross-Functional Collaboration:
•Integration with other departments (finance, operations) through ERP systems.
•Streamlined processes and improved communication across the organization.

Globalization and Cultural Considerations:

•Manage a global workforce with diverse cultural backgrounds.
•Adapt HRIS to comply with different countries' labor laws and regulations.

Technological Advancements:
•Leverage AI and machine learning for predictive analytics.
•Use big data to gain insights into workforce trends and behaviors.

Environmental and Social Governance (ESG):

•Incorporate sustainability and ethical practices into HRIS.
•Use HRIS to track and report on ESG metrics.
 Summary

The evolution of HRM and HRIS reflects the broader

changes in technology, business strategy, and societal
expectations. From the basic administrative functions
of the early 20th century to the sophisticated, cloud-
based systems of today, HRIS has transformed the way
organizations manage their human resources. As
technology continues to advance, HRIS will play an
increasingly critical role in shaping the future of work.