Business Intelligence Applied to Human Resources Management - New Contributions in Information Systems and Technologies - page 101

An HRIS can be designed in different ways, depending on the perceptions and
knowledge of those involved and therefore the role of HR function (see table 2). It
may be used for automating. HRIS can vary from being just a specific 'stand-alone'
personnel software package for the use of stored, personal data, to a system which
operates beyond the usual functional HR department boundaries.
The replacement of the intervention of HR specialists and the automation of
processes in the current HRM activities can increase efficiency through HR
information management allowed by HRIS [2][6][20] as well as provide essential
information for decision-making on issues strategic, promoting the value generated
for the organization by HRIS [22].
We are facing a new paradigm in which, in addition to efficiency gains in the HR
function, are present the necessary conditions for HR specialists assume a new role in
the relationship established with experts from other management functions as well as
the management top, the achievement of strategic organizational objectives [20].

3 Research Model

Based on previous literature, the research model (figure 1) consists of two dimensions
HRIS modules, which includes: payroll, HR development, Self Service, Workflow
and alerts and business process automation, and BI tools with the following set of
variables: reporting, analysis, dashboard and measures/metrics. These variables are
hypothesized to be associated with the process of decision making by the Human
Resources Managers.

Fig. 1. Research Model - BI applied to HRM supporting better decisions

The research model shows the potential relation among HRIS, BI and decision
making process in Human Resources management. The HIRS can allow to analyse
the workforce of an organization and make strategic decision on the workforce
planning and prediction in terms of: