The paper "Human Resource Information Systems" is a perfect example of a management assignment. Employee training is the education of new or even existing employees on the skills required to carry out their day to day work. The focal point of training is the present job at hand. Development is a more long term natured plan. Employee development focuses on the training of the current staff on future jobs that the organization is planning to create. Development also includes finding solutions to employee problems so as to create better working conditions.
HRIS works in three major stages; data input, maintenance, and the final output. During training, HRIS aids the process by improving the efficiency and effectiveness of the process. While using HRIS, a large amount of data on new employees can be stored and the progress of each level of training per employee can be updated on a regular basis. While conducting the training, each level of the training can be input and the objective of that particular level. The performance of each employee at every level can be input and used to grade the employee after the training.
At the end of the training process, overall results for each of the employees are produced as output. These results would have taken months if they were done by hand. The accuracy while using HRIS can also be trusted since results are calculated based on the input data. Using the results (output), the efficiency of the training can be gauged and changes can be made so as to improve the training process instead of replicating similar mistakes. This will, in the long term, produce better-trained employees for the benefit of the company (Kavanagh, Thite, & Johnson, 2011, p.
37-56). Question 2 Training and development projects in the workplace have a less than 65% success rate. This is low if the amount of time and money invested in such projects is considered. Training and development projects have major objectives that if accomplished, the company would experience tremendous growth and improvement of efficiency at the workplace. When any training is done, the expected results of the training should be looked out for. The absence of positive results can only mean that the training process had some faults that should be identified and eliminated before the implementation of the next training session.
The lack of ways and means to determine the outcome of the training is the beginning of failure since the mistakes are carried forward and hence nothing is accomplished in the long run. Lack of employee motivation is also a major factor contributing to the failure. It is the immediate management’ s task to ensure that employees are motivated at all times to ensure good results from their work.
Accenture, G. (2007). Managing Shared Services Change: Beyond communications and training. New York, NY: McGraw Hill.
Archibald, D. (2005). Rapid e-learning, a growing trend. Management Journal, 4(12), 76-88.
Ashley, D. (2004). Intuitive Technologies Increase Employee Adoption of Human Resource Solutions. Compensation and Benefits Review, 2, 34-47.
Arveson, P. (1999). What is the Balanced Score Card? HRTX Forum Library, 16-21.
Barney, J. (2001). Resource-based theories of competitive advantage: A ten year retrospective on the resource based view. Journal of Management, 27, 556-590.
Beckers, A.M, & Bsat,M.Z. (2002). A DSS classification model for research in HRIS. Information Systems Management, 19(3), 41-50.
Bersin, J. (2005). Making rapid e-learning work. Chief learning Officer, 4(7), 12-30.
Bing, J. W. (2004). Metrics of assessing human process on work terms. IHRIM journal, 5(6), 23- 39.
Brendan, T., & Eleni, S. (2007). Valuating Software Service Development: Integrating COCOMO II and Real Options Theory. 29th International Conference on Software Engineering Workshops, 87-89.
Cable, D.M., & Graham, M.E. (2000). The determinants of job seekers’ reputation perceptions. Journal of Organizational behavior, 21, 929-947.
Cappelli, P. (2001). Making the most of online recruiting. Harvard Business Review, 45, 125- 133.
Carliss Y., Baldwin, Kim B., & Clark. (1999). Design Rules, Vol. 1: The Power of Modularity, MIT, MA: Press Cambridge.
Ceccon, A. (1999). The real value statement; Aggregating pay and benefits. Compensation and Benefits review, 7(1), 37-65.
Dawson, S. (1998). Leveraging an intranet for employee self-service, IHRIM Journal, 7(14), 15- 29.
Doherty, N., & Anheir, N. (2001). Employee self service: Tips to ensure a successful implementation. IHRIM Journal, 14(3), 46-55.
Evans, M. E. (2001). Internet age performance management: lessons from high performing organizations. Web Based Human Resources: The technologies and trends. New York, NY: McGraw Hill.
Ford, J.K, & Baldwin, T. (1998). Transfer of training: A review and directions. Personnel, Psychology, 14(4), 45-78.
Gerhart, B. (1996). The impact of Human Resource management on organizational performance. Academy of Management Journal, 28, 47-55.
Gould, D. (2001). Sales compensation: A new technology enabled strategy. Compensation and Benefits Review, 7(2), 45-61.
Hagan, C. M., & Berardin, H. J. (1998). Effective Performance Management. San Fransisco, S.F: Jossey Bass.
Hall, M.E., & Cohen, A.J. (2005). Automating your performance and competence evaluation process. Worldatwork Journal, 66-89.
Huselid, M.A., Jackson, S.E., & Schuler, R.S. (1997). Technical and strategic human Resource management effectiveness as determinants of firm performance. Academy of Management Journal, 40, 171-88.
James R. C. (2001). The TXL source transformation language. Science of Computer Programming, 61(3), 190-210.
Judge, T.A. (1996). Person organization fit, job choice decisions and organizational entry. Organizational Behavior and Human Decision Process, 65, 212-302.
Kavanagh, M. J., Thite, M. & Johnson, R. (2011) Human Resource Information Systems: Basics, Applications and Directions. Thousand Oaks: Sage.
Lawler. E.E., & Mohrman, S.A. (2003). HR as a strategic partner: what does it take to make it happen? Human Resource Planning, 26 (3), 15–29.
Linda, D. P. (2006). Services Science: A New Field for Today's Economy. IEEE Computer 39(8): 18-21.
Martinsons, M.G. (1994). Benchmarking human resource information systems in Canada and Hong Kong. Information & Management, 26, 305–316.
May, K. E., & Banks, C. G. (1997). Evolving Practices in Human Resource Management, Performance Management: The real glue in organizations. San Fransisco, S.F: Jossey Bass.
McDonnell, S., & Brink, S. (2001). The Emerging Technologies Series. Burlington, MA: IHRIM Press.
Miller, J. S., & Cardy, R.L. (2003). Technology: Implications for HRM. Advances in Human Performance and Cognitive Engineering research, Greenwich, CT: JAI Press.
Morley, J., Gunnigle, P., & Sullivan, M. (2006). New directions in the roles and responsibilities of the HRM function. Personnel Review, 35(6), 609-617.
Mulvey, P. W., & Edwards, J. R. (2000). The sources of accuracy and job applicants’ beliefs about organizational culture. Academy of Management Journal, 23, 311-406.
Naylor, J. C. (1986). Industrial Psychology: Its theoretical and social foundations. New York, NY: Harper and Row.
Ouchi, W. (1981). Theory Z: How American Companies Can Meet Japanese Challenge. Reading, MA: Addison-Wesley.
Peters, T., & Waterman, R. (1982). In search of Excellence. New York: Harper & Row.
Roehling, M. (1993). Job posting and the decision to interview: A verbal protocol analysis. Journal of Applied Psychology, 77, 445-687.
Savage, B., & Kurlender, E.W. (2005). Tracking sales performance. Performance Assessment, IHRIM Journal, 32-44.
Schon, D.A. (1978). Organizational Learning II- Theory, method and Practice. Reading, MA: Addison Wesley.
Stark, M., & Breaugh, J. A. (2001). Research on employee recruitment. Journal of Management, 25, 567-580.
Tannenbaum, S.I. (1990). HRIS information: user group implications. Journal of Systems Management, 41(1), 27-32.
Thompson, F., Wuensch, K.L., & Braddy, P.W. (2004). Internet recruiting: the effects of web page design features. Social Science Computer Review, 21, 200-254.
Warren, B., Renée, E., & Eleni, S. (2005). Conversation Errors in Web Service Coordination: Run-time Detection and Repair. Web Intelligence, 442-449
Wright, P.M., & McMahan, G.C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18, 295-321.