Abstract
The academic community and organizations practicing proper human resource management has experienced the transformation of conventional human resource management into a more strategy oriented, knowledge based human resource management termed as strategic human resource management. At present, HRM is not merely a department but also an inevitable strategic partner of the organizations. Information played a key role in this journey of this transformation with the support of technology and termed as HRIS. The management and use of HRIS have enriched the collection, store, utilization and sharing of information resources. The paper highlights the contribution of HRIS towards SHRM and argues that its appropriate management can add the value to SHRM. In addition, the paper also points out a few limitations of HRIS and how the future workplaces might look like. The paper is expected to contribute to the existing literature through some new directional and contributive discussions.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
