1. Chapter 1
Evolution of Human Resource Management and Human Resource Information Systems: The Role of Information Technology

2. NEED FOR HRIS: THE EXTERNAL ENVIRONMENT
Government Regulations
EEO -1 Report
Employee Composition
Increased Records and Reports
Court Decisions
New Laws
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

3. EXTERNAL ENVIRONMENT Technology Labor Market Societal Concerns
Lans, Portals
Labor Market
Human Resources Planning
External Environmental Scanning
Societal Concerns
Employee Information Requests
Privacy Issues
Pollution
Community Awareness
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

4. EXTERNAL ENVIRONMENT Competition Compensation Management
Labor Market Surveys
Compensation Planning
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

5. HISTORICAL ERAS IN HRIS
Pre-world War II
Reactive, Caretaker Activity
Record Keeping Manual
Not Major Part Of Business
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

6. POSTWAR: 1945-1960 Importance Of Employee Morale
HR Part Of Operating Costs, Not In Mainstream
Payroll Automation
R & D In Selection
Mainframe Usage By Defense Industry In HR
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

7. SOCIAL ISSUES PERIOD: 1963-1980
Social Issues Legislation Impact HR
Protector Of Employees
Intro Of IBM 360
Advent Of MIS
Paperwork & Reporting Increases
HR Now More In Mainstream Of Operating Budget
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

8. COST-EFFECTIVENESS: 1980-1990
HR Cost Justify Activities
Increased Role Due To Paperwork Required In Legislation
Microcomputers & Software Advances
HRIS Capabilities Lower In Cost
Increased Emphasis On R&D
Utility Analysis Critical
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

9. TECHNOLOGY ADVANCEMENT ERA (90S-TODAY)
HRIS Commonplace- High Technology (Internet)
Microcomputer Capacity Increases
HR Main Part Of Strategy Planning - Strategic Partner
Globalization Of Companies
Hardware-software Tools In Decision-making
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

10. THE EVOLUTION OF STRATEGIC HRM
Contingency Perspective And Fit
Resource - Based View Of The Firm And Social Capital,
HR System Components And Structure
Expanding The Scope Of HRM Beyond The Focal Organization
Achieving HR Implementation And Execution, By Translating The Rhetoric Into Practice,
Measuring The Outcomes Of SHRM By (E.G., Balanced Scorecard Approach)
Research Methodological Issues That Stress The Importance Of Evidence Based Management
Adoption And Use Of HR Metrics
Application Of “Six Sigma" Processes To HRM.
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

11. COMPETITIVE ADVANTAGE
Three Categories Of Resources:
Physical
Organizational
Human Most Critical
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

12. ACTIVITIES OF HR Transformational Traditional Transactional
Wright, McMahan, Snell, & Gerhart, 1998
Transactional
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

13. HR ACTIVITIES & TIME SPENT
Transactional (65-75%)
Benefits Administration, Record Keeping, Employee Services
Traditional (15-30%)
Recruitment, Selection, Training, Performance Management, Compensation, Employee Relations
Transformational (5-15%)
Knowledge Management, Strategic Redirection And Renewal, Cultural Change, Management Development
Added Value
Wright, McMahan, Snell, & Gerhart, 1998
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

14. INTERFACE BETWEEN HR AND TECHNOLOGY
IT As A Tool Not A Substitute For People
How Might The Changes In Technology Impact The Role And Perceptions Of HR Departments And Professionals?
How Might Technology Aid In The Advancement Of Strategic HRM?
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

15. HRIS Human Resources Information System (HRIS)
Computerized System That Provides Current And Accurate Data For Purposes Of Control And Decision Making.
Benefits:
Store And Retrieve Of Large Quantities Of Data.
Combine And Reconfigure Data To Create New Information.
Institutionalization Of Organizational Knowledge.
Easier Communications.
Lower Administrative Costs, Increase Productivity And Response Times.
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

16. HRIS DEFINITION Not Just Hardware-software
Includes People, Forms, Policies, Procedures, And Data
Purpose – Provide Service
Variety Of Users
Strategic
Tactical
Operational Decisions
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

17. E-HRM & HRIS Electronic Human Resource Management (E-hrm)
Information Technology (E.G., Web)central Component
Application And Hr-function Focused
HRIS
Technology And Processes (E.G., Databases, Enterprise Resources Planning (ERP) Architecture, Smart Phones, Etc.) That Support Employee Access To HR Data And The Move To E-hrm.
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

18. BIGGEST ADVANTAGES OF HRIS
Reduced Manual Handling And Paperwork Or
Enables Greater Impact Of Paperwork On Business Operation
Reports
Analysis
Negotiations
Communications
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

19. INFORMATION SYSTEMS PROVIDING SUPPORT FOR HRM (Table 1.1)
Organizational Level
Type of System
Major Goal and Focus
HRM Example
Operational
Transaction Processing System
Improved transaction speed and accuracy
Improved efficiency in the processing of daily business transactions
Automation of routine transactions
Reduced transaction costs
Payroll processing
Time and attendance entry
Managerial
Management Information System
Provides key data to managers
Supports regular and ongoing decisions
Provides defined and ad-hoc reporting
Producing EE03 reports
Calculating yield ratios for recruiting
Calculating per-capita merit increases
Executive
Executive Information System
Provides aggregate, high-level data
Helps managers with long-range planning
Supports strategic direction and decisions
Succession planning
Aggregate data on balanced scorecard
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

20. INFORMATION SYSTEMS PROVIDING SUPPORT FOR HRM (Table 1.1 Cont.)
Organizational Level
Type of System
Major Goal and Focus
HRM Example
Boundary Spanning
Decision Support System
Interactive and iterative managerial decision-making
Supports forecasting and “what-if” analysis
Supports business simulations
Staffing needs assessment
Labor market analysis
Employee skills assessment
Expert System
Embed human knowledge into information systems
Automate decisions with technology
Résumé keyword searches
Office Automation Systems
Designing documents
Scheduling shared resources
Communication
training room scheduling
Collaboration Technologies
Supports electronic communication and collaboration between employees
Supports virtual teams
Communication support for e-learning
Online meetings and shared documents
HR departmental wikis
Enterprise Resources Planning System
Integration and centralization of corporate data
Share data across functional boundaries
Single data source and common technology architecture
Orangery
Oracle/PeopleSoft
Lawson HRM
SAP
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

21. SYSTEM DEVELOPMENT LIFE CYCLE (SDLC)
Five General Phases:
(1) Planning
(2) Analysis
(3) Design
(4) Implementation
(5) Maintenance
Begins With Planning And Ends With Continuous Evaluation
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

22. A MODEL OF ORGANIZATIONAL FUNCTIONING
Organic model
HRIS is critical to the efficient operation of an organization
Interrelatedness between the strategic management system, the strategic HRM system, and the performance goals, business and HR are generated during the strategic planning process.
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

23. A MODEL OF ORGANIZATIONAL FUNCTIONING
The HR Goals Drive The HR Programs That Provide Management The Tools For The Efficient And Effective Use Of Employees
The HRIS Has Become Increasingly Important In Supporting The HR Management System As Well As In Strategic Planning
HR Metrics And Cost-benefit Results (Value Added And Return On Investment - ROI), Are In Continual Interaction
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

24. A MODEL OF ORGANIZATIONAL FUNCTIONING
National Culture Impacts Entire Model Through Strong Effects On External Environment
External Environment Influences Internal Functioning Of Organization
Interaction Between Strategic Management System And Strategic HRM Will Improve The Functioning Of The Organization
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.