EMERGING TRENDS IN HRM AND IT

Technology has radically altered the world. Thus, the system of many areas also has been changed so that it can be in line with the rapid technological changes. From there, the HRM experts have become more aware with the future of Human Resource Information System. This is because some of the experts already find out the trends of HRIS in the future as follow:

1. The impact of global recession on business strategy and employees

2. The influence of social networking, especially as it relates to recruiting

3. The continuing importance of work/life balance as the employees deal with multiple caring responsibilities and in some cases multiple paid jobs.

4. The need for measurement of results and the development and the standardization of key HR merits

5. The growing need for organizations to demonstrate a commitment to ethics, sustainability and social responsibility

6. Safety issues, particularly workplace aggression and the potential impact of a global disease pandemic.

7. The importance of and integrating markets.

The future trends in IT and HRIS.

1. Software as a service (SaaS) and the Cloud.

• SaaS, small and medium companies are now be able to access HRIS capabilities that were previously available for the large companies only.
• Cloud computing is the newest trends in the delivering software in the company.
• HRIS functionality being delivered to companies via the Web.
• Thus, employees can also access the software anywhere with the Web browser.

2. Service-oriented architecture

• Has been developed to solve problem regarding system upgrade cycle.
• It converts monolithic and static system into modular and flexible components
• Offers several advantages to end users, who can change the business process when needed and purchase or develop only those apllications that are involved in the new process.
• Under SOA, the business process dictates the IT system to be used an d the other way round.

3. Web 2.0

• Focus on creativity, collaboration and sharing, in contrast to traditional isolated information silos.
• Encouraged businesses to promote user collaboration to share knowledge and to communicate with business partners.
• Can change the way in which the employees communicate with each other and with customer.
• Require HR department to pay greater attention to the legal, ethical and security implications of information exchange.

 

REFERENCES

1. Michael J. Kavanagh, M. T. (2010). HUMAN RESOURCE INFORMATION SYSTEM; Basics, Apllication, and Future Directions. USA: Apperenticehall.