Ch1 - Janine *done* Flashcards
Why do organizations need an HRIS?
To maintain competitive advantage.
Balance resources to max profitability.
What is the Competitive Advantage that HRIS gives to organizations?
Timely and accurate information to support decision-making.
What were the pre-WWI functions of HRIS?
Personnel - record keeping or “caretaker function”
Transformational HR Activities (Def)
Actions of an organization that add value to the consumption of the firm’s product or service. IE: training program to improve customer service.
Scientific Management (def)
Work broken down into measurable tasks
Pay for output
Pay considered the only motivation
What were the significant changes to HRIS post WWII?
Change in management theory to ee recognition
Intro of labour unions
Job analysis to create descriptions & classifications
Payroll functions became automated
More women in workplace
Comprehensive Occupational Data Analysis Program (CODAP) (def)
established more accurate job description classification systems for the Air Force with use of computers.
What changes were implemented during the Social Issues Period (1963-1980)?
Big increase in legislation incl. discrimination & benefits.
New field of HR as technology became more affordable and reporting for compliance.
In the Cost-Effectiveness Era (1980-1990), what major issues effected HRIS?
Global competition Increased labour costs Focused on increased productivity Recognition of cost savings through HRM Technology reduced costs, increased useability
What were the changes to HRIS during the Technology Advancement Era (1990 to now)?
Changing economy
Increased global competition
Rapid technology changes
Organizational changes to flatter structures, outsourcing, innovation
Change in customer base
Intellectual capital competitive advantage
Strategic HRM success factors
national and organizational culture size industry type occupational category business strategy
Sustained competitive advantage through people is sustained if:
People (human) resources: have value are rare and unavailable to competitors are difficult to imitate are organized for synergy
What are the elements of HR that changed to make it strategic?
Business strategies supported by HR strategies
Shift from managing people to being strategic about people
Focus on HR systems architectures & high performance practices
Improved execution
Measuring performance of HR strategies & initiatives through metrics
Applying evidence based management
What types of activities does HR engage in?
65-75% Transactional ie. Benefits, admin (HRIS items)
15-30% Traditional ie. recruitment, training, performance evals.
5-15% Transformational ie. knowledge management
Effective use of technology creates…
reduced cycle times ie. payroll processing
improved accuracy
better informed decision making
IT is not a substitute for people
more time to focus on the transformational
