The paper "Management Information System to Manage HR in Small and Medium Scale Enterprises in the UK" is a perfect example of a management research paper. Strategic leadership can be described as a tactical approach to leadership that focuses on providing vision and direction geared towards the realisation of organisational goals. It can also be viewed as the ability to define the vision and strategic goals of an organisation and effectively translate them into action. Strategic leaders envision, anticipate, maintain flexibility and empower employees to create positive changes within the organisation (Davies 2011; Hitt & Ireland 2008).
The success of any organisation is highly dependent on employee performance thus employees are the most important resource in an organisation. The realisation that employees are the most important resource in an organisation has over the years had a significant impact on the human resource practices used in organisations. Many organisations have invested heavily in employing strategies that would bring about effective management of human resources (Sims 2002). The use of information systems in human resource management (HRM) is a good example of how modern-day organisations seek to improve their HRM practices in order to enhance organisational performance.
An information system is basically a system that uses different information technologies to acquire, organise, analyse, manipulate, disseminate, store and retrieve information for different processes in the organisation (Khosrowpour 2001). An information system can also be described as a collection of different hardware devices, software applications, personnel and infrastructure organised so as to facilitate effective planning, decision making, coordination and implementation of organisational processes (Leonard & Valacich 2008). When it comes to HRM, information systems are used to create, process and store data relating to the needs of human resource in an organisation.
For instance, HRM information systems can be used to track applications, manage and analyse information relating to employee payrolls, attendance, performance, training, personal details, succession plans or any disciplinary action is taken. Moreover, HRM information systems enable the organisation to store valuable resource or information that employees can retrieve in order to improve their knowledge and skills (Bagdi 2012). Over the years, a considerable number of organisations and companies in the United Kingdom have adopted HRM management systems in a bid to improve their human resource management practices (Hussain, Wallace & Cornelius 2007; Ngai & Wat 2006).
As a result, human resource processes in a number of organisations have become automated. The use of systems provides numerous benefits for employees, human resource managers and the organisation in general (Beadles, Lowery & Johns 2005; Hendrickson 2003). Through HRM information systems organisations have been able to improve their efficiency by using automated systems. Organisations that use HRM information systems are also able to implement effective internal controls and monitoring over various HR functions that are important.
HRM information systems provide assurance regarding the reliability of HR information thus easing or enhancing the decision-making process. It also efficiently supports other business operations within the organisations such as recruitment, salary forecasts, financial planning and budgeting. (ANAO 2013; Shibly 2011). Furthermore, HRM information systems enable HR managers to create programs and resources that aid in developing employee knowledge and skills. It also helps HR managers to identify manpower requirements so as to realise the long term strategic goals of the organisation. Through HRM information systems they can effectively monitor the recruitment and placement of employees to their suitable work roles (Keim & Weitzel 2009; Parry 2009).
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