Business Intelligence Applied to Human Resources Management - New Contributions in Information Systems and Technologies - page 99

Payroll Administration; Recruitment; Induction; Orientation and On-boarding;
Training and Development; Skills Management; Personnel Administration; Time
Management; Travel Management; Personnel Cost Planning; and Performance
Appraisal.
Over the last two decades, the number of firms investing in HRIS and their depth
of applications within the organizations has increased, thus HRIS implementation
success has emerged as a significant challenge for organizations [5][6][21]. There is
consensus that the spread of these systems contribute, in a very significant way, to the
development of HRIS.
Teo, Lim and Fedric [11] refer that for organizations which have adopted HRIS,
the investments are small and usually address tactics and administration (e.g.
transaction processing for payroll and benefits administration) with focus on
administrative efficiency, rather than strategy (e.g. in knowledge management and
workforce planning) oriented to strategic applications that make organizations more
effective and competitive.

Table 1. Three Generations of HRIS

Three Generations of HRIS

1 st Generation of
HRIS: speeding up

3 rd Generation of
HRIS: things that could
not be done before

2 nd Generation of
HRIS: qualitative
changes &
improvements

HRIS major function is
the publishing of
information and the
speeding up of this
process compared to
traditional HR

HRIS major function is
the publishing of the
information & binging
upon qualitative changes
in the way information is
published (content of
information
communicated)

HRIS major function is
the publishing of the
information and allowing
HRM to do things in the
communication of into
that were not possible
before (public reached)

Publishing of
information

HRIS major function is
the automation of
transactions which are
sped up, compared to
prior traditional HR (time
effective)

HRIS major function is
the automation of
transactions to which it
has brought upon
qualitative changes (fewer
mistakes and better
handling of data)

HRIS major function is
the automation of
transactions. It allows
doing things that could
not be done before (e.g.
allows employees to
choose from several
benefit schemes)

Automation of
transactions

HRIS allows HRM to
take up a more strategic
role, through better
quality

HRIS allows HRM to
use tools it did not have
before, in order to support
the strategic function

HRIS allows HRM to
take up a more strategic
role, through the
substantial savings in
times it achieves

Transformation
of HRM

Source: Kashive, N. (2011).Op. cit.: p. 44.