Business Intelligence Applied to Human Resources Management - New Contributions in Information Systems and Technologies - page 98

Technology and HRM have a broad range of influences upon each other, and the
implementation of innovations within the HR department to deal with these
challenges and opportunities can be critical determinants of organizational success.
HR specialists have been the main drivers of the demand for human resources
management systems (HRMS), which boosted by advances in IT have allowed
increased flexibility, speed and quality of decision [2][5][6]. Today, organizations
wishing to compete in the knowledge-based economy can use IT as a powerful tool to
strengthen the capacity of the organization, in general, and the development of
management activities of human resources, in particular [8][9][10][11]. Mishra and
Akman [2] note that organizations in finding and maintaining competitive advantage
over its competitors, are seeking to implement targeted actions for the implementation
of IT in the key area of HR function
Organizations usually develop and implement information systems to address
specific business needs like as to help decision-makers resolve complex problems,
respond to crises and seize opportunities needs [12]. An important innovation within
the HRM function is the use of IT, which has led to the development of computer-
based human resources information systems (HRIS). Hendrickson [13] observes that
HRIS is the 'backbone' of contemporary HRM function.
HRIS is a concept which utilizes the development of IT for effective management
of the HR functions and applications [14] and may be defined as the system used is
used to acquire, store, manipulate, analyze, retrieve and distribute pertinent
information regarding an organization's human resources [6][13][15][16][17] and
synergistically combines the two critical resources in a knowledge-based economy
which can tragically affect the overall performance of a business: people and
information [18][19].

2 Business Intelligent Applied to Human Resource Information

Systems

Business Intelligence is a field that combines people skills, technologies, applications,
and business processes to make better strategic and tactical business decisions. The
technologies and applications include data management methods for collecting,
storing, and structuring data into data warehouses or data marts as well as performing
analytical queries, reporting, visualizing, and using analytical techniques for
prediction. Data warehouse focuses on the wide data from the hole company, and data
mart is restricted to a single process or a department, such as Human Resources (HR)
department.
HR data is wide in its variety, so an effective HRIS must address a range of
administrative, statutory, functional and technological requirements in order to
support organization-wide planning and decision-making. The data provided by
Information System Human Resources (HRIS) enable HR specialists become relevant
partners, both for specialists from other management functions, such as for top
managers. [2][14]. Becker and Huselid [1] have identified the following variables to
assess the benefits of HRIS: Workforce Planning; Employee Benefits Administration;