Information Technology Reference
In-Depth Information
⎯
Workforce planning, using workforce demographic data, through the use of
predefined reports to analyse headcount development, turnover rates, and
workforce composition. This information can be linked to the headcount
planning, budgeting, and key talent processes, such as recruiting and learning.
⎯
Workforce cost planning and simulation, providing access to a broad range of
data to facilitate simulated planning scenarios, and enable continuous monitoring
of performance.
⎯
Workforce process analytics and measurement, analysing HR processes, such as
payroll, employee administration, time management, and benefits and also
analysing organizational structures, relationships, and attributes of jobs and
positions.
⎯
Talent management analytics and measurement, analysing employee skills and
qualifications. Helping to analyse if succession programs prepare employees to
assume key positions - and ensure continuity of operations and analyse the cost-
effectiveness of employee compensation programs.
⎯
Strategic Alignment, ensuring that all business activities are in line with the
strategic goals of the organization.
3.1
Hypothesis
In this study, it's analysed the expectations of two main stakeholders comprising of
Human Resources Managers and Human Resources Technicians. This is measured in
terms of the following parameters:
(i) HR Managers satisfaction with information gathered from the HRMIS by business
intelligence tools regarding their decision making process.
(ii) HR Technicians satisfaction with the quality of decisions made by HR managers
according to the business tools used.
In this context and aligned with the literature review, two hypotheses were defined:
H1: Business Intelligence is positively associated with HRM decision taking.
H2: Business Intelligence will significantly predict HRM decision taking.
The methods of data analysis to verify these hypotheses were the correlation
coefficient and regression analysis performed by SPSS software, as explained later in
this paper.
4
Methodology
This research was based on a survey research design method. It involved a self-
designed questionnaire in collecting data. The sample size for the study was 43 clients
of a Human Resources software company in Portugal which send a massive email to
their almost 1000 clients in order to disseminate the questionnaire and to help gather
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