Human Resource Information Systems

The objective of this paper will be to recognize different businesses who have confronted similar human resources problems as it pertains to information technologies. Through benchmarking businesses we can discover how other businesses have handled human resources problems associated with new technologies, information systems SIGINT System, information technologies, and information protection. A general evaluation has been completed with analysis on IBM Europe, Ameriprise Financial, Terasen Pipelines, Shaw’s Supermarkets, CS Stars LLC, IBM, WORKSource Inc., and Toshiba America Medical Systems, Inc.. This paper also includes eight synopses of organizations facing problem that is similar .

New Technology

Together with all the changing world and continuous new technologies that’s available, supervisors will need to know about the technologies that increases effectiveness in their business. Human resource information systems (HRIS) have transformed because it was initially introduced in General Electric in the 1950s. HRIS has gone to convert data that was manual maintaining systems into systems. Human resource professionals started to determine the possibility of software. The thought was to incorporate a number of the human resource purposes that are distinct. The end result was this HRIS, a feature self indulgent HRIS’s generation. The next generation took programs much beyond being mere statistics repositories and generated tools by which human resource professionals can do more (Byars, 2004).

A number of businesses have seen a need to change how Human Resource surgeries are performed to be able to stay informed about new technologies and growing numbers of workers. Its headquarters transferred to Calgary in Vancouver to become nearer to the petroleum and attained a growth. On paper keeping was completed Before recording and with clocks. Mangers in Terasen looked into HRIS sellers and realized there was a necessity to switch into some computerized system. Terasen can maintain records in addition to prepare for potential growth, by making the transfer into some HRIS system. Another firm that saw the advantages of keeping up with new technologies is WORKSourceInc.. To satisfy with the challenge of managing 100 new employees, WORKSource Inc. acquired Web-based engineering applications from GHG Corp. such as digital pay stub, digital timesheet software, time-off platform, and human resource data system (“Tips,” 2006). WORKSource managed to decrease cost and waste by adapting these apps.

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