dc.description.abstract | Human Resource Information Systems (HRIS) utilize computer technology to perform Human Resource Management activities, and those activities include: data collection, data access, and data management. In today’s world, technology not only affects the lives of human beings, but it also affects business processes and business management tremendously. Furthermore, technology helps a corporation to gain a competitive edge. In the past, research on HRIS focused on large businesses, and on the HRIS system as a whole. This research focuses on current and future HRIS development planning, as well as researching how HRIS apply to different business processes. It has found HRIS to support five main functions; these functions include human resource planning systems, recruiting systems, performance management systems, training and development systems, and payroll management systems. Furthermore, my research explores key influences affecting the development of HRIS and what contributions the development of HRIS will bring to the business.
The samples of this research came from the human resource management department personnel of 106 domestic enterprises. The results are as follows:
* Within the 5 subsystems, payroll management systems are the most highly-developed in comparison to the others, while human resource planning systems are the least developed. Aside from performance management systems and training development systems, which are mostly developed internally, the rest of the systems are generally supported by off-the-shelf software packages.
* The HRIS Systems are separated into 3 levels, namely, Electronic Data Processing (EDP), Management Information Systems (MIS) and Decision Support Systems (DSS). In the EDP level, basic personnel information and payroll management have been the most highly-computerized, while career intentions for personnel has been the least computerized. In the MIS level, attendance evaluation is the most highly-computerized, while departmental productivity analysis is the least computerized. In the DSS level, compensation simulation is the most highly-computerized, while training development decision simulation systems are the least computerized.
* How long the company has been operating and how many employees are in the company are criteria for developing performance management systems and training development systems. The capital invested in the company and the number of branches within the company are criteria for developing training development systems. Finally, the type of industry does not affect the development of the HRIS subsystems.
* Development of Human Resource Planning systems will utilize off-the-shelf software packages; the majority of companies budget above NTD91,000 for Human Resource Planning systems. The other systems will also utilize off-the-shelf software packages, and the majority of companies budget below NTD30,000 for these systems.
* HRIS development is affected by many factors. The 3 most important are: 1.) Support from top-level executives, 2.) Accuracy of the data in Information Systems, and 3.) Support from the MIS department.
* The advantages of developing HRIS are as follows: First, in Human Resource Management, HRIS improves human resource activity efficiency. This is the most important contribution of HRIS. Second, for the company, it improves the quality of products produced by the company and improves the company image.
* The benefits of enterprise to build HRIS system only focus on "Human resources management efficiency "dimension. However, this mindset is different based on the number of employees of a company.
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