Human Resource Information Systems and Strategies

Question: Discuss about the Human Resource Information Systems and Strategies. Answer: Introduction: The human resource departments of the companies play the important role of sourcing appropriate man power. Today, the HR departments have undergone a great degree of evolution and advancement due to advancement in technology. Today, the role of human resource departments has grown far from acquiring staffs for the companies. They are supported by the latest technology which helps them to maintain and use a large body of data which has given rise to human resource information system abbreviated as HRIS. They align the human resource with the business goals and help the management to allocate the human power according to the business requirements. The assignment starts with the importance of this evidence based human resource system followed in the companies. The next section is a research about CERA followed by a CRAP test of the sources of information about CERA. Evidence based HRM-explanation: Today human resource management is designed aligned to the business objectives of the organisations. This requires human resource outcomes to be measurable and presentable through evidences. The human departments today identify and critically examine the performances of the human resources of the organisation. They intervene and take steps to ensure that the employees work towards achievement of the business goals of the company (Armstrong Taylor, 2014). Marler and Fisher (2013) in their Human Resource Management Review state about the concept of eHRM in modern organisations. Today human resource departments use technology like web based technology to monitor and assess the productivity of the human resource of the organisations against the business objectives and propose way to develop them according to the market situations. For example, during the peak seasons, the human resource departments point out to the need of more employees before the management. This involvement of technology has led to the evolution of human resource management system which enables a more quantitative approach to staffing. Importance of evidence based HRM: Evidence based HR system supported by technology helps the human resource departments to align the employee practices with the organisational goals. Accurate and timely information about the employees and their capabilities can be measured against the target. This helps the management and the department head to take more accurate strategic decision considering the human factors. This helps the companies to perform in the face of strong external competition. The Journal of Management authored by Kehoe and Wright (2013) links the relationship between the Human resource practices and the employee practices. The work shows that highly advanced human resource departments work as a motivation factor to the employees. The literature shows that evidenced based HR helps in more accurate measurement in the employee performances while appraisal. Such a system has tremendous positive effect on the employees behaviours like commitment to targets, attitude towards their responsibilities and overall behavioural improvement towards the management. Improved market position of the companies: The human resources of the companies play significant role in the strategic management processes the apex managements take. Evidence based human resource management system stands by the decision making process. Moreover, the approach is modern and driven by technology and can be used with several other modern approaches without any conflict. This allows the companies, especially the multinational companies to direct their employees as per the market conditions and stay ahead of their competitors. The case study of CERA clearly reveals the absence of strong human resource intervention in its operation. This total or almost total absence of human resource management has resulted in employing temporary staffs who were made to work who were employees from other government departments. They were not confirmed even after the restructuring took place and the government intervened. The human resource department plays very important role in areas like HR planning, strategic planning and establish an evidence backed norm. The importance of HR in CERA was clarified in a speech of Israel Tobin, the human resource manager. The case study showed that CERA has weak human resource department of its own and was lent the staffing support from the Cabinet on request from the chief executives. This in fact led to controlling of the operations from the government offices. This might have been one of the causes that CERA was ultimately turned into a department agency held by DPMC. The government tightened its hold over CERA and police superintendant was made the chair person. CERA slowly lost its existence to Otakaro, the company created to support government projects (CERAs organisational structure, 2017). The second HR management issue that could be remarked about CERA is the wrong decision of dropping the vision and only maintaining the business mission. The vision statements reflect the goal of the company which it wants to achieve in the long term. The absence of vision after the second edition of the newsletter created a negative feeling in the stakeholders evident from the growing intervention from the various government departments (Harvard Business Review, 2017). CRAP Test The information was recently published on the internet on April 2016, last year. The reference which draws its content from the Harvard Business Review was published in the year 2014, so it is a bit old. The sources are secondary since they were published on the internet. The two references obtained from the internet were very helpful and provided with valuable subject matter. The first one provided information on the case study of CERA while the second helped with basic knowledge about vision and mission. The information is detail and unbiased. The information is about the company clearly points out to the lack of HR which caused several problem (Al-Shawabkeh, 2014). The authority of the opinion was a single person. The opinion holder belongs to an Canterbury Earthquake Recovery Authority. Their credentials are provided. The references are provided in the APA style. The article was not peer reviewed. The article was written to inform the stakeholders about the history of CERA which finally led to its dissolution. CERA gradually lost its importance because it moved away from its mission (Young Kim, 2015). The intended audiences for the information are the stakeholders, the government bodies, the employees and the benefactors in particular (Rodolfo et al., 2016). The article is intended to inform the stakeholders about dissolution of CERA. The literature is a result of research about CERA. The publishers had vested interest in the article. They wanted to inform the stakeholders of the association about the history, evolution and dissolution of CERA (Bridoux Stoelhorst, 2014). Conclusion: Human resource management from a mere staffing operation has evolved into a system that is supported by a detailed body of information. Technology helps human resource departments to acquire labour forces according to the requirements of the company. Todays human resource departments are empowered by technology to acquire, maintain and use the immense body of information. The apex managements in the corporate world depend on the information provided by the HR departments to allocate responsibilities to their employees. The eHRM also enforces discipline and motivation among the employees of the company. Finally, the article of CERA clearly shows the consequences of not having a strong HR department. The entire assignment, in a nut shell is a study of HR backed by digital power. References: Al-Shawabkeh, K. M. (2014). Human Resource Information Systems and Their Impact on Human Resource Management Strategies: A Field Study in Jordanian Commercial Banks.Journal of Management Research,6(4), 99. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bridoux, F., Stoelhorst, J. W. (2014). Microfoundations for stakeholder theory: Managing stakeholders with heterogeneous motives.Strategic Management Journal,35(1), 107-125. CERAs organisational structure. (2017) (1st ed.). Retrieved from https://www.eqrecoverylearning.org/assets/downloads/res0044-cera-structure-final.pdf Harvard Business Review. (2017). Your Companys Purpose Is Not Its Vision, Mission, or Values. [online] Available at: https://hbr.org/2014/09/your-companys-purpose-is-not-its-vision-mission-or-values [Accessed 21 Mar. 2017]. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), pp.366-391. Lee, J., Beatty, S., Feng, P., Hoffman, N., McDermott, B. (2015). Traditional instruction reformed with flipped classroom techniques. Marler, J. H., Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), 18-36. Rodolfo, I., Correia, N., Sousa, M., S, P., Duarte, C. (2016, May). How Far in the Future will We Start From?: Interacting with the Stakeholders of a Nation-wide Patient Portal. 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