Reflection 1 : The Web and Key Trends Changing Human Resources

The Web and Key Trends Changing Human Resources & Historical Evolution of HRM and HRIS

            For the first class of HRIS, I don’t know anything about this course and after I got explanation from Dr.Nur Naha and my tutor, En. Zarir, the HRIS is all about the system that all organization and personnel use in HRM.  Human Resource Information System (HRIS) is more important for the HR Department because it was fully using the technology to transforming the HR Personnel. If we look to the first generation around 1870 and above, they were finished the task by manually and it happen around local area. The task mostly about the administration and management that kindly handled by clerk. The transforming occurs from the local part to the global, admin to self services, delivered internally to outsource. By using the new technology and create the best system for management, it can make the flow process of the organization become successful and at the same time it can improve the efficiency and effectiveness of business process. Some of the information system was combination of people, hardware, software, data resources and the communication network. That systems mostly have their own role and function such as it can stores and retrieves the data, transform and disseminates information in an organization.

However, if we accept the existence of HRIS, there is the historical of HRM and the evolution of HRIS. The function of HRM is more about recruitment and selection, compensation and benefit, performance, and training and development. After I learn about the history of HRM since Per World War 2, Post World War 2 until become the Social Era, I realize that era was slowly transform the task of HR and at the same time HRM become more important department in organizations. HR professionals rely on the HRIS to fulfill their job functions in the areas of regulatory reporting and compliance, compensation analysis, payroll, pension, and profit sharing administration, skill development and skill inventory, benefits administration, etc. As the complexity of these analyses and tasks increases, the need for more powerful computing capabilities increases commensurately. Thus, for the HR professional there is an increasing reliance on the HRIS to fulfill even the most elementary job tasks.

Reference:

Anthony, R.H (2003). Human Reources Information System: Backbone Technology of     Contemporary Human Resources. Journal of Labor Research, 381-394.