New competencies define the HRIS manager's future role
Article Abstract:
The changing business environment is redefining the role of human resources information system (HRIS) managers. One of the most important issues emerging to challenge these managers is the need to establish new relationships between the employer and the employee. Because of the downsizing trend, workers now come under different classifications including those of outside consultants, contractors, temporary and leased employees, and service providers. Another serious challenge to HRIS managers is the restructuring of the work process to harness the benefits of technological innovation. HRIS managers should explore the ways by which advances in HRIS technology can be used to support the HR function. A third challenge to HRIS managers is the generation of data and automated processes that directly contribute to the achievement of core corporate objectives.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1993
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Evaluating the future of HRIS
Article Abstract:
The proliferation of human resources information systems (HRIS) and their many data elements represents challenges for management. One difficulty is the alignment of the HRIS with the corporate mission. The unique contribution of HRIS to all corporate strategies is its people inventory aspects, supplemented by employee cost information and the planning of human resources, careers, and succession. Future requirements will demand more quantitative data and expanded capabilities to analyze the information. Future enhancements will permit human resources demand models to be created from people inventory data.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1988
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Choosing and using an HRIS specialist
Article Abstract:
Sometimes it is necessary to hire outside expertise to help with a company's human resources information system (HRIS). Suggested steps to make hiring an HRIS specialist a successful process include: determining whether a full-time specialist is necessary; establishing how much of the work is going to be automated; and identifying who will make final decisions. It is also important to consider that in HRIS management, experience is as crucial as a degree.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1989
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