EMPLOYEE PERCEPTION TOWARD THE IMPECT OF INFORMATION TECHNOLOGY IN HUMAN RESOURCE MANAGEMENT

Vinay Saxena,Rohit Sharma

doi:10.29121/granthaalayah.v5.i7.2017.2135

Abstract

Human Resource Information technology is a software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting, recruiting selecting and many others. In the present time the role of IT in HRM is very wide and special An IT in HRM generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness. An IT in HRM offers HR, payroll, benefits, training, recruiting and compliance solutions Most are flexibly designed with integrated databases, a comprehensive array of features, and powerful reporting functions and analysis capabilities that you need to manage your workforce. This can give back hours of the HR administrator’s day previously spent attending to routine employee requests. An IT in HRM also facilitates communication processes and saves paper by providing an easily-accessible, centralized location for company policies, announcements, and links to external URL’s. Employee activities such as time-off requests and W-4 form changes can be automated, resulting in faster approvals and less paperwork. An affordable Human Resource Information System allows companies to manage their workforce through two powerful main components: HR & Payroll. In addition to these essential software solutions, HRIS offers other options to help companies understand and fully utilize their workforce’s collective skills, talents, and experiences.

Highlights

This study examines HR function, HR function transformation and Human Resource Information Technology (HRIT), by investigating the role of HRIT playing in HR function transformation process, and the interrelationship between them
Operational relates with the administrative functions of HR department, relational relates with providing information to the employees and creating virtual relationship among them so that they can be always connected, while transformational e-Human Resource Management (HRM) focuses over the strategic orientation of the HR function
As a consequence of the advancement of information technologies and evolvement of e-HR organizations have become more competitive by reducing costs and improving productivity, quality and profitability in HRM area

Summary

Introduction

Information Technology (IT) is the application of computers and telecommunications equipment to store, retrieve, transmit and manipulate data, often in the context of a business or other enterprise. Operational relates with the administrative functions of HR department, relational relates with providing information to the employees and creating virtual relationship among them so that they can be always connected, while transformational e-HRM focuses over the strategic orientation of the HR function. It aims towards achieving the completive advantage by linking the HR function with business strategy to achieve the goals effectively. It increases the accessibility of internal and external compensation information This knowledge may force the organization to modify its compensation structures from time to time in order to comply with the present structure in other companies.

Role of Information Technology

Objective

Conclusion