Effective Human Resource Management: A Global Analysis

By Edward E. Lawler III; John W. Boudreau | Go to book overview

CHAPTER 12
Use of Information
Technology

Information technology (IT) is potentially a way to accomplish HR record-keeping, HR transactions, and many other administrative tasks more quickly, efficiently, and accurately, thus enabling HR to save money and spend more time on strategic business support. IT can do more than serve as an administrative tool. It can be a way to deliver expert advice to managers and employees in areas such as selection, career development, talent management, and compensation. It can also facilitate change efforts by assessing the capabilities of the workforce and by providing information and training that supports change. Finally, it can support the development and implementation of business strategy by providing important information about the capabilities and core competencies of the organization, as well as creating transparency with respect to organizational performance.


Amount of Use

Table 12.1 shows the state of IT-based human resource processes from 1995 to 2010. In 2010, 66 percent of companies were using human resource information systems (HRISs) for most or all of their human resource processes, a relatively high level of use. Although there is not a significant increase in 2010 from 2004 to 2007, there is a significant increase in comparison to 1995, 1998, and 2001. This is not surprising, particularly in light of the great amount of activity occurring in the HRIS world. In many respects, the increase almost had to occur, given the increased popularity of business software and the fact that the major business software companies have HR applications (e.g. SAP, Oracle). It is somewhat surprising, given the growth in the use of IT by companies, that there was not an increase in use from 2004 and 2007; it

Table 12.1. State of human resources information system (HRIS), USA only

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