The paper “ Impact of Information Systems on Human Resources Management” is a persuasive version of the research proposal on human resources. Experts have opined that the use of information systems (IS) in the human resources (HR) department has not only helped in decreasing costs, improving communication systems and reducing time taken to complete day-to-day activities but has also created value-addition for the department to play a strategic role within the organization (Hussain et al 2007). Due to the growing need to complete business functions within stringent timelines, together with the increased affordability and functionality of such systems, most HR divisions globally are adopting robust information systems to enhance the critical functions of the division (Brockbank 1999).
The popularity of such systems has become so far and wide that even smaller organizations are implementing IS solutions in their HR departments (Caldwell 2001). However, despite the growing popularity of the use of IS in HR management, it is interesting to note that not much research has been carried out to find out the impact of such a practice on the HR professionals and the HR division.
Therefore, in my paper, I would attempt to find out the impact of the use of IS on HR management. In order to understand the perceptions and opinions of the HR professionals using are in their daily work routine, I would conduct a sample survey with the help of a structured questioner. The findings from this survey would be evaluated which would help me either to establish or refute the thesis statement i. e. Does implementation of IS creates an impact on HR management? The study would also attempt to understand whether IS has been able to provide potential benefits to the HR professionals.
Further, the study would focus on future developments in information systems and their impact on HR management. Literature reviewIn the contemporary corporate environment, HR has been accorded a critical place to help the organization grow and create a niche for itself (Cornelius 1999). Organizations throughout the world are recognizing the power of HR management, which is no longer restricted to hiring and firing employees but has occupied a larger gamut that includes motivating employees, formulating policies as well as streamlining various processes (Lawler & Mohrman 2000).
In order to make the HR division efficient, most organizations are implementing the latest information technologies to help the division simplify their work schedule. One such latest HR technology is the implementation of the Human Resources Information System (HRIS). HRIS is an integrated system that is used to help the HR professionals make decisions related to payroll, administration, training, recruiting as well as analyzing the performance of the employees (Huselid 1995). The HRIS, that combines information technology with HR management, not just helps in making decisions but also aids in conducting difficult negotiations.
The system has several benefits which include providing faster information in an accurate manner, improving HR planning and enhancing employee communications (Overman 1992). However, improper implementation of HRIS may result in a business failure as well. Lack of commitment from the management, improper analysis for the need for such a system, absence of key people from the system, failure to include consultants during the implementation stages is some of the barriers to the success of the system.
Thus, the implementation of IS in HR management is fraught with many challenges along with benefits (Legge 1995). Therefore, it is essential to understand the impact of IS in HR management and find out how HR divisions circumvent the challenges and implement IS solutions to derive maximum benefits out of it.