The paper "Human Resource Information Management System" is a perfect example of a Management Literature Review. To maintain a competitive advantage in today’ s highly competitive markets, firms need to ensure that their human resources are well managed. In the 21st century, most of the human resources manager’ s roles have been automated. HRIMS is the tool which is making most of the human resource manager’ s responsibilities become easy and effective. According to Beckers and Bsat (2002), Human Resource Information Management System (HRIMS) can be defined as a system that is used to obtain, store, operate, analyze, retrieve, and dispense information concerning an organization’ s human resources.
The two researchers point out that an HRIMS is not simple computer hardware but a comprehensive and d effective tool that many performing organizations are using to remain at the top in the competitive markets. The essay, therefore, aims to discuss what entails an HRIMS and how it can help resource human manager in recruiting, Orientation and Training and conflict mediation. According to Lawler & Mohrman, (2003), the success of the future corporate organization lies with the strategic valuation of the latter’ s human resource, whose effectiveness and efficiency can add great value to the organization’ s competitive advantage.
Human resource management has come along way, Lawler & Mohrman, ascertain that they need to be strategically positioned technologically, in order to successfully recruit, utilize and manage the great talents within their organizations. According to Dery & Wailes, (2005), the role of the HRM changed in the mid and late 20th century, following the trade unions formation and the government intervention in protecting the masses against corporate exploitation through strict labor legislation that sought to protect the rights of the workers.
The latter was formed to guarantee the social and health benefits of the workers, as well as minimizing social discrimination as well as apt the tax remittance by all the workers and their companies as well. Dery & Wailes, observe that the legislation on labor burdened the HRM since it added extra task of data collection, analysis, reporting to the relevant authority as well as more record-keeping which was by then manual. These cumbersome responsibilities called for the general automation of the entire data storing system, to avoid what Dery & Wailes refer to as the harsh consequences of the organizational failure to comply with the labor laws expectations.
It was this era that clearly highlighted the necessity of Human Resource Management as an important management arm of an organization. To overcome this growing challenge of timely compliance with the federal requirement in line with the labor laws, Huselid, Becker & Beatty, (2005) point out that the organizations started using computers to effectively and efficiently navigate through their date, as they analyzed and compiled reports to both the management and the government.
This technological need gave rise to numerous interesting software and hardware brokers who were interested in providing suitable tailor-made software to suit the organizational specific needs. By the early stages of the 21st century, Huselid, Becker & Beatty, argue that most of the companies had elevated the role of the HRM from that of the data custodian to being the administrator whose duties was; to safeguard the interest of the company as well as nurture the talents of their employees so as to retain them.
This followed the great economic boom that saw most of the workers through their trade unions advocating for better wages and other social as well as health services.