Human Resource Information Systems 5th Edition Basics, Applications, and Future Directions

Hệ thống thông tin nguồn nhân lực
Khái niệm cơ bản, ứng dụng và định hướng trong tương lai
Hệ thống thông tin nguồn nhân lực: Cơ bản, ứng dụng và định hướng tương lai là một cuốn sách có một không hai giới thiệu kỹ lưỡng về lĩnh vực Hệ thống thông tin nguồn nhân lực (HRIS) và cho thấy cách các tổ chức ngày nay có thể tận dụng HRIS để tạo ra những con người tốt hơn quyết định và quản lý nhân tài hiệu quả hơn. Không giống như các văn bản khác khiến sinh viên choáng ngợp với thông tin kỹ thuật và thuật ngữ, Phiên bản thứ năm sửa đổi này cung cấp một cách tiếp cận cân bằng trong việc giải quyết các vấn đề nhân sự và CNTT/IS bằng cách rút kinh nghiệm từ các chuyên gia trong cả hai lĩnh vực. Nó bao gồm những nghiên cứu và phát triển mới nhất trong các lĩnh vực chiến lược chứng minh HRIS, công nghệ nhân sự, dữ liệu lớn và trí tuệ nhân tạo. Vô số ví dụ, cách thực hành tốt nhất, câu hỏi thảo luận và nghiên cứu trường hợp cụ thể khiến cuốn sách này trở thành văn bản hiện hành và thân thiện với sinh viên nhất trên thị trường.   Đi kèm với tiêu đề này: Trang web Tài nguyên dành cho Giảng viên được bảo vệ bằng mật khẩu (chính thức được gọi là SAGE Edge) cung cấp quyền truy cập vào tất cả các tài nguyên dành riêng cho văn bản, bao gồm ngân hàng bài kiểm tra và các trang trình bày PowerPoint® dành riêng cho từng chương có thể chỉnh sửa.

Preface
Acknowledgments
Part I • Human Resource Information Systems (HRIS)
Chapter 1 • The Evolution of HRM and HRIS
Editors’ Note
Chapter Objectives
HRIS in Action
Introduction
HR Activities
Technology and Human Resources
What Is an HRIS?
eHRM and HRIS
The Value and Risks of HRIS
Evolution of HRM and HRIS
Pre–World War II
Post–World War II (1945–1960)
Social Issues Era (1963–1980)
Cost-Effectiveness Era (1980 to the Early 1990s)
ERPs and Strategic HRM (1990 to 2010)
“The Cloud” and Mobile Technologies (2010—present)
HRIS Within the Broader Organization and Environment
Themes of the Book
Summary
Key Terms
Discussion Questions
Case Study: Position Description and Specification for an HRIS Administrator
Chapter 2 • Systems Considerations in the Design of an HRIS
Editors’ Note
Chapter Objectives
Industry Brief: Jim Pascarell, President, Integra Optics
HRIS in Action
Introduction
HRIS Customers/Users: Data Importance
Employees
Nonemployees
Important Data
HRIS Architecture
The “Early Days”
Client-Server (Two-Tier) Architecture
Three-Tier and N-Tier Architecture
Cloud Computing—Back to the Future?
On-Premise Versus Cloud Computing
Mobile Access
Security Challenges
Best of Breed
Talent Management
Time Collection
Payroll
Employee Benefits
Planning for System Implementation
Summary
Key Terms
Discussion Questions
Case Study: HRIS in Action Revisited
Part II • Managing HRIS Implementations
Chapter 3 • The Systems Development Life Cycle and HRIS Needs Analysis
Editors’ Note
Chapter Objectives
Industry Brief: Dan Staley, Partner, PwC
HRIS in Action: Failing to Plan Is Planning to Fail
Introduction
The Systems Development Life Cycle
Analysis
Needs Analysis
1. Needs Analysis Planning
2. Observation
3. Exploration
4. Evaluation
5. Reporting
Summary
Key Terms
Discussion Questions
Case Study: Planning the Needs of Other Organizations
Chapter 4 • System Design and Acquisition
Editors’ Note
Chapter Objectives
Industry Brief: Jeffrey D. Miller, Deloitte Consulting
HRIS in Action
Introduction
Design Considerations During the Systems Development Life Cycle
Logical Design
Two Ways to View an HRIS: Data Versus Process
Logical Process Modeling With Data Flow Diagrams
Creating and Using the DFD
Physical Design
Working With Vendors
Vendor Selection
Assessing System Feasibility
Technical Feasibility
Operational Feasibility
Legal and Political Feasibility
Economic Feasibility
Summary
Key Terms
Discussion Questions
Case Study: Larson Property Management Company
Chapter 5 • Change Management and System Implementation
Editors’ Note
Chapter Objectives
HRIS in Action
Introduction to the Management of Change
Change Management
The Change Management Process: Science and Art
Models of the Change Process
Overview of Organizational Change
Selected Change Models
Lewin’s Change Model
Gleicher’s Change Equation Formula
Nadler’s Congruence Model
Kotter’s Process of Leading Change
Important Reminders Regarding Change Models
Why Do System Failures Occur?
Leadership
Planning
Communication
Resistance to Change
Training
HRIS Implementation
Software Testing
Data Migration
System Conversion
Documentation
End User Training
User Acceptance
Critical Success Factors in HRIS Implementation
Summary
Key Terms
Discussion Questions
Case Study: The Grant Corporation
Chapter 6 • Cost-Justifying HRIS Investments
Editors’ Note
Chapter Objectives
Industry Brief: Hillary Brotman, Director, Huron Consulting Group
HRIS in Action
Introduction
Justification Strategies for HRIS Investments
Evolution of HRIS Justification
Approaches to Investment Analyses Make a Difference: Some Guidelines
HRIS Benefit-Cost Analysis
Identifying Sources of Benefits and Costs
Direct Benefits
Indirect Benefits
Implementation Costs
Estimating the Value of Indirect Benefits
Estimating Indirect Benefit Magnitude
Direct Estimation
Benchmarking
Internal Assessment
Mapping Indirect Benefits to Revenues and Costs
Methods for Estimating the Value of Indirect Benefits
Average Employee Contribution
Estimating the Timing of Benefits and Costs
The Role of Variance in Estimates
Avoiding Common Problems
Packaging the Analysis for Decision Makers
Conclusion
Summary
Key Terms
Discussion Questions
Case Study: Justifying an HRIS Investment at Investment Associates
Part III • Human Resource Information Systems Applications
Chapter 7 • HR Administration and HRIS
Editors’ Note
Chapter Objectives
HRIS in Action
Introduction
The HRIS Environment and Other Aspects of HR Administration
HRM Administration and Organizing Approaches
Service-Oriented Architecture and eXtensible Markup Language
Advantages of XML-Enhanced SOA
Theory and HR Administration
Self-Service Portals and HRIS
Shared-Service Centers and HRIS
Outsourcing and HRIS
Offshoring and HRIS
Summary of HR Administration Approaches
Legal Compliance and HR Administration
HR Administration and Equal Employment Opportunity
U.S. Civil Rights Act of 1964, Title VII, and the EEO-1 and Component 2 Reports
EEO Reports
EEO-1 and HRIS
OSHA Record Keeping
OSHA Form 300 (Log of Work-Related Injuries and Illnesses) and HRIS
Technology, HR Administration, and Mandated Governmental Reporting
Summary of Government-Mandated Reports and Privacy Requirements
HR Strategic Goal Achievement and the Balanced Scorecard
HRM and the Balanced Scorecard
HR Scorecard and Balanced Scorecard Alignment
Summary
Key Terms
Discussion Questions
Case Study: The Calleeta Corporation
Chapter 8 • Talent Management and HR Planning
Editors’ Note
Chapter Objectives
Industry Brief: Michelle Tenzyk, Chief Executive Officer, East Tenth Group
HRIS in Action
Introduction
Talent Management
The Talent Management Life Cycle
Identifying “High Performers”
Talent Diversity
Talent Management and Corporate Strategy
Technology and Talent Management
The Future of Talent Management Software
Human Resource Planning
Human Resource Planning
Job Analysis
Summary
Key Terms
Discussion Questions
Case Study: HRIS in Action Case Continued
Chapter 9 • Recruitment and Selection in an Internet Context
Editors’ Note
Chapter Objectives
HRIS in Action
Introduction
Recruitment and Technology
The Impact of Online Recruitment on Recruitment Objectives
Attributes of the Recruiting Website
Recruitment Strategies and Social Networking
Advancing Online Recruitment With New Technologies
The Relationship of e-Recruiting and HRIS
Online Recruitment Guidelines
Selection and Technology
What Are Selection Tests and Assessments, and Why Are They Used?
Why Is Understanding Assessment Important for HRIS?
Technology Issues in Selection
Applying HRIS to Selection and Assessment
Demonstrating the HRM’s Value With HRIS Selection Applications
Summary
Key Terms
Discussion Questions
Case Study: Recruitment and Selection in a Global Organization
Chapter 10 • Training and Development
Editors’ Note
Chapter Objectives
Industry Brief: Richard Gegenwarth, Strategic Change Management Leader, Guardian Life
HRIS in Action
Introduction
Training and Development: Strategic Implications and Learning Organizations
Systems Model of Training and Development
Training Metrics and Benefit-Cost Analysis
HRIS Applications in Training
HRIS/Learning Applications: Learning Management Systems
HRIS T&D Applications: Implementation Issues
Summary
Key Terms
Discussion Questions
Case Study: Training and Development at Meddevco
Chapter 11 • Rewarding Employees and HRIS
Editors’ Note
Chapter Objectives
Industry Brief: Matthew Cotugno, Leader, Total Rewards, MVP Health Care
HRIS in Action
Introduction
The Meaning of Work
Performance Management
Overview
Typical Data Inputs
Typical Reports
Data Outflows
Decision Support
Compensation
Overview
Typical Data Inputs
Typical Reports
Data Outflows
Decision Support
Benefits
Overview
Typical Data Inputs
Typical Reports
Data Outflows
Decision Support
Payroll
Overview
Typical Data Inputs
Typical Reports
Data Outflows
Decision Support
Summary
Key Terms
Discussion Questions
Case Study: Grandview Global Financial Services, Inc.
Chapter 12 • Strategic Considerations in HRIS
Editors’ Note
Chapter Objectives
HRIS in Action
Introduction
HRM and Technology
The eHRM Domain
eHRM: From Strategy to Results
eHRM Context
eHRM Strategy
eHRM Goals
eHRM Types
eHRM Outcomes
eHRM and the HRM Function
Shifting Roles of HRM Professionals
eHRM and Outsourcing HRM
The Future of eHRM
Summary
Key Terms
Discussion Questions
Part IV • Advanced HRIS Applications and Future Trends
Chapter 13 • HRIS and International HRM
Editors’ Note
Chapter Objectives
Industry Brief: Roy J. Wood, Jr., Executive Vice President of Professional Services, Insurity
HRIS in Action
Introduction
Types of International Business Operations
Going Global
Differences in HRM in MNEs
Key HR Management Issues in MNEs
HR Programs in Global Organizations
International Staffing
Selecting Global Managers: Managing Expatriates
Training and Development of Expatriates
Performance Appraisal in MNEs
Managing International Compensation
HRIS Applications in IHRM
Introduction
Organizational Structure for Effectiveness
IHRM–HRIS Administrative Issues
HRIS Applications in MNEs
Summary
Key Terms
Discussion Questions
Case Study: Global Issues in a Multinational Company
Chapter 14 • HR Metrics and Workforce Analytics
Editors’ Note
Chapter Objectives
HRIS in Action
Introduction
A Brief History of HR Metrics and Analytics
Limitations of Historical Metrics
Contemporary HR Metrics and Workforce Analytics
Understanding Workforce Analytics Practices
HR Metrics
Workforce Analytics
HR Metrics, Workforce Analytics, and Organizational Effectiveness
A Common and Troublesome View
Maximizing the Impact of Workforce Analytics Efforts
Triage in Evaluating Workforce Analysis Opportunities
So Where Are the Best Workforce Analytics Opportunities Likely to Be Found?
HR Process Efficiency
Operational Effectiveness
Strategic Realignment
Starting With the End in Mind
An Example Analysis: The Case of Staffing
Evaluating Recruitment Effectiveness (D3)
Evaluating the Effectiveness of Job Offer Decisions (D4)
Evaluating Job Acceptance Performance (D5)
Assessing the Financial Impact of Staffing Decisions: Utility Analysis
Building a Workforce Analytics Function
Getting Started
Understanding Why
Putting HR Metrics and Analytics Data in Context
Reporting What We Find
HR Dashboards
Useful Things to Remember About HR Metrics and Analytics
Don’t “Do Metrics”
Bigger Is Not Always Better
Avoid the Temptation to Measure Everything Aggressively
HR Metrics and Analytics Is a Journey—Not a Destination
Be Willing to Learn
Workforce Analytics and the Future
Summary
Key Terms
Discussion Questions
Case Study: Regional Hospital
Chapter 15 • HRIS Privacy and Security
Editors’ Note
Chapter Objectives
HRIS in Action
Introduction
Employee Privacy in a Global Environment
Worldwide Privacy Laws
European General Data Protection Regulation
Privacy Laws in the United States
Data Collection About Applicants and Employees
Disclosure of Applicant or Employee Data
Unauthorized Access to Information
Unauthorized Disclosure of Information
Data Accuracy Problems
Stigmatization Problems
Use of Data in Social Network Websites
Lack of Privacy Protection Policies
Components of Information Security
Brief Evolution of Security Models
Security Threats
Information Policy and Management
Fair Information Management Policies
Effective Information Security Policies
Contingency Planning
Summary
Key Terms
Discussion Questions
Case Study: Practical Applications of an Information Privacy Plan
Chapter 16 • The Role of Social Media in HR
Editors’ Note
Chapter Objectives
HRIS in Action
Introduction
Global Social Media Platform Use
Social Media and HR Practices
Organizational Recruitment and Selection
Popular Recruitment Sites
Training and Development
Internal Communication and Engagement
Concerns Over Social Media
Legal Issues in Social Media
Corporate Social Media Policies
Recruitment and Selection
Validity of SMWs in Selection
Privacy Concerns
Diversity Concerns
Guidelines for Corporate Social Media Policies
Federal and State Guidelines
Research-Based Tips for the Use of Social Media in HR
Summary
Key Terms
Discussion Questions
Chapter 17 • The Future of HRIS
Editors’ Note
Chapter Objectives
Introduction
Future Trends in HRM
Health and Wellness
People Analytics
Demographic Workforce Changes
Employee Engagement
Growing Complexity of Legal Compliance
Virtualization of Work
Future Trends in HRIS
Artificial Intelligence
Blockchain
Bring Your Own Device
Gamification
Web 2.0 and Social Networking
Internet of Things
Open-Source Software
An Evolving Industry
Evolving HRIS Technology Strategy
HRIS Moves to Small Businesses
Summary
Key Terms
Discussion Questions
Glossary
References
About the Editors
About the Contributors
Notes
Index