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

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

BRAND: Sage
Publisher:
Sage
Author:
Richard D. Johnson; Kevin D. Carlson; Michael J. Kavanagh
Edition:
@2021
eBook ISBN:
9781544396750
Print ISBN:
9781544396743
Type:
1 Year Subscription. Dành cho Cá nhân
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Hệ thống thông tin nguồn nhân lựcKhái niệm cơ bản, ứng dụng và định hướng trong tương laiHệ 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.
  1. PrefaceAcknowledgmentsPart I • Human Resource Information Systems (HRIS)
  2. Chapter 1 • The Evolution of HRM and HRISEditors’ NoteChapter ObjectivesHRIS in ActionIntroductionHR ActivitiesTechnology and Human ResourcesWhat Is an HRIS?eHRM and HRISThe Value and Risks of HRISEvolution of HRM and HRISPre–World War IIPost–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 EnvironmentThemes of the BookSummaryKey TermsDiscussion QuestionsCase Study: Position Description and Specification for an HRIS Administrator
  3. Chapter 2 • Systems Considerations in the Design of an HRISEditors’ NoteChapter ObjectivesIndustry Brief: Jim Pascarell, President, Integra OpticsHRIS in ActionIntroductionHRIS Customers/Users: Data ImportanceEmployeesNonemployeesImportant DataHRIS ArchitectureThe “Early Days”Client-Server (Two-Tier) ArchitectureThree-Tier and N-Tier ArchitectureCloud Computing—Back to the Future?On-Premise Versus Cloud ComputingMobile AccessSecurity ChallengesBest of BreedTalent ManagementTime CollectionPayrollEmployee BenefitsPlanning for System ImplementationSummaryKey TermsDiscussion QuestionsCase Study: HRIS in Action RevisitedPart II • Managing HRIS Implementations
  4. Chapter 3 • The Systems Development Life Cycle and HRIS Needs AnalysisEditors’ NoteChapter ObjectivesIndustry Brief: Dan Staley, Partner, PwCHRIS in Action: Failing to Plan Is Planning to FailIntroductionThe Systems Development Life CycleAnalysisNeeds Analysis1. Needs Analysis Planning2. Observation3. Exploration4. Evaluation5. ReportingSummaryKey TermsDiscussion QuestionsCase Study: Planning the Needs of Other Organizations
  5. Chapter 4 • System Design and AcquisitionEditors’ NoteChapter ObjectivesIndustry Brief: Jeffrey D. Miller, Deloitte ConsultingHRIS in ActionIntroductionDesign Considerations During the Systems Development Life CycleLogical DesignTwo Ways to View an HRIS: Data Versus ProcessLogical Process Modeling With Data Flow DiagramsCreating and Using the DFDPhysical DesignWorking With VendorsVendor SelectionAssessing System FeasibilityTechnical FeasibilityOperational FeasibilityLegal and Political FeasibilityEconomic FeasibilitySummaryKey TermsDiscussion QuestionsCase Study: Larson Property Management Company
  6. Chapter 5 • Change Management and System ImplementationEditors’ NoteChapter ObjectivesHRIS in ActionIntroduction to the Management of ChangeChange ManagementThe Change Management Process: Science and ArtModels of the Change ProcessOverview of Organizational ChangeSelected Change ModelsLewin’s Change ModelGleicher’s Change Equation FormulaNadler’s Congruence ModelKotter’s Process of Leading ChangeImportant Reminders Regarding Change ModelsWhy Do System Failures Occur?LeadershipPlanningCommunicationResistance to ChangeTrainingHRIS ImplementationSoftware TestingData MigrationSystem ConversionDocumentationEnd User TrainingUser AcceptanceCritical Success Factors in HRIS ImplementationSummaryKey TermsDiscussion QuestionsCase Study: The Grant Corporation
  7. Chapter 6 • Cost-Justifying HRIS InvestmentsEditors’ NoteChapter ObjectivesIndustry Brief: Hillary Brotman, Director, Huron Consulting GroupHRIS in ActionIntroductionJustification Strategies for HRIS InvestmentsEvolution of HRIS JustificationApproaches to Investment Analyses Make a Difference: Some GuidelinesHRIS Benefit-Cost AnalysisIdentifying Sources of Benefits and CostsDirect BenefitsIndirect BenefitsImplementation CostsEstimating the Value of Indirect BenefitsEstimating Indirect Benefit MagnitudeDirect EstimationBenchmarkingInternal AssessmentMapping Indirect Benefits to Revenues and CostsMethods for Estimating the Value of Indirect BenefitsAverage Employee ContributionEstimating the Timing of Benefits and CostsThe Role of Variance in EstimatesAvoiding Common ProblemsPackaging the Analysis for Decision MakersConclusionSummaryKey TermsDiscussion QuestionsCase Study: Justifying an HRIS Investment at Investment AssociatesPart III • Human Resource Information Systems Applications
  8. Chapter 7 • HR Administration and HRISEditors’ NoteChapter ObjectivesHRIS in ActionIntroductionThe HRIS Environment and Other Aspects of HR AdministrationHRM Administration and Organizing ApproachesService-Oriented Architecture and eXtensible Markup LanguageAdvantages of XML-Enhanced SOATheory and HR AdministrationSelf-Service Portals and HRISShared-Service Centers and HRISOutsourcing and HRISOffshoring and HRISSummary of HR Administration ApproachesLegal Compliance and HR AdministrationHR Administration and Equal Employment OpportunityU.S. Civil Rights Act of 1964, Title VII, and the EEO-1 and Component 2 ReportsEEO ReportsEEO-1 and HRISOSHA Record KeepingOSHA Form 300 (Log of Work-Related Injuries and Illnesses) and HRISTechnology, HR Administration, and Mandated Governmental ReportingSummary of Government-Mandated Reports and Privacy RequirementsHR Strategic Goal Achievement and the Balanced ScorecardHRM and the Balanced ScorecardHR Scorecard and Balanced Scorecard AlignmentSummaryKey TermsDiscussion QuestionsCase Study: The Calleeta Corporation
  9. Chapter 8 • Talent Management and HR PlanningEditors’ NoteChapter ObjectivesIndustry Brief: Michelle Tenzyk, Chief Executive Officer, East Tenth GroupHRIS in ActionIntroductionTalent ManagementThe Talent Management Life CycleIdentifying “High Performers”Talent DiversityTalent Management and Corporate StrategyTechnology and Talent ManagementThe Future of Talent Management SoftwareHuman Resource PlanningHuman Resource PlanningJob AnalysisSummaryKey TermsDiscussion QuestionsCase Study: HRIS in Action Case Continued
  10. Chapter 9 • Recruitment and Selection in an Internet ContextEditors’ NoteChapter ObjectivesHRIS in ActionIntroductionRecruitment and TechnologyThe Impact of Online Recruitment on Recruitment ObjectivesAttributes of the Recruiting WebsiteRecruitment Strategies and Social NetworkingAdvancing Online Recruitment With New TechnologiesThe Relationship of e-Recruiting and HRISOnline Recruitment GuidelinesSelection and TechnologyWhat Are Selection Tests and Assessments, and Why Are They Used?Why Is Understanding Assessment Important for HRIS?Technology Issues in SelectionApplying HRIS to Selection and AssessmentDemonstrating the HRM’s Value With HRIS Selection ApplicationsSummaryKey TermsDiscussion QuestionsCase Study: Recruitment and Selection in a Global Organization
  11. Chapter 10 • Training and DevelopmentEditors’ NoteChapter ObjectivesIndustry Brief: Richard Gegenwarth, Strategic Change Management Leader, Guardian LifeHRIS in ActionIntroductionTraining and Development: Strategic Implications and Learning OrganizationsSystems Model of Training and DevelopmentTraining Metrics and Benefit-Cost AnalysisHRIS Applications in TrainingHRIS/Learning Applications: Learning Management SystemsHRIS T&D Applications: Implementation IssuesSummaryKey TermsDiscussion QuestionsCase Study: Training and Development at Meddevco
  12. Chapter 11 • Rewarding Employees and HRISEditors’ NoteChapter ObjectivesIndustry Brief: Matthew Cotugno, Leader, Total Rewards, MVP Health CareHRIS in ActionIntroductionThe Meaning of WorkPerformance ManagementOverviewTypical Data InputsTypical ReportsData OutflowsDecision SupportCompensationOverviewTypical Data InputsTypical ReportsData OutflowsDecision SupportBenefitsOverviewTypical Data InputsTypical ReportsData OutflowsDecision SupportPayrollOverviewTypical Data InputsTypical ReportsData OutflowsDecision SupportSummaryKey TermsDiscussion QuestionsCase Study: Grandview Global Financial Services, Inc.
  13. Chapter 12 • Strategic Considerations in HRISEditors’ NoteChapter ObjectivesHRIS in ActionIntroductionHRM and TechnologyThe eHRM DomaineHRM: From Strategy to ResultseHRM ContexteHRM StrategyeHRM GoalseHRM TypeseHRM OutcomeseHRM and the HRM FunctionShifting Roles of HRM ProfessionalseHRM and Outsourcing HRMThe Future of eHRMSummaryKey TermsDiscussion QuestionsPart IV • Advanced HRIS Applications and Future Trends
  14. Chapter 13 • HRIS and International HRMEditors’ NoteChapter ObjectivesIndustry Brief: Roy J. Wood, Jr., Executive Vice President of Professional Services, InsurityHRIS in ActionIntroductionTypes of International Business OperationsGoing GlobalDifferences in HRM in MNEsKey HR Management Issues in MNEsHR Programs in Global OrganizationsInternational StaffingSelecting Global Managers: Managing ExpatriatesTraining and Development of ExpatriatesPerformance Appraisal in MNEsManaging International CompensationHRIS Applications in IHRMIntroductionOrganizational Structure for EffectivenessIHRM–HRIS Administrative IssuesHRIS Applications in MNEsSummaryKey TermsDiscussion QuestionsCase Study: Global Issues in a Multinational Company
  15. Chapter 14 • HR Metrics and Workforce AnalyticsEditors’ NoteChapter ObjectivesHRIS in ActionIntroductionA Brief History of HR Metrics and AnalyticsLimitations of Historical MetricsContemporary HR Metrics and Workforce AnalyticsUnderstanding Workforce Analytics PracticesHR MetricsWorkforce AnalyticsHR Metrics, Workforce Analytics, and Organizational EffectivenessA Common and Troublesome ViewMaximizing the Impact of Workforce Analytics EffortsTriage in Evaluating Workforce Analysis OpportunitiesSo Where Are the Best Workforce Analytics Opportunities Likely to Be Found?HR Process EfficiencyOperational EffectivenessStrategic RealignmentStarting With the End in MindAn Example Analysis: The Case of StaffingEvaluating Recruitment Effectiveness (D3)Evaluating the Effectiveness of Job Offer Decisions (D4)Evaluating Job Acceptance Performance (D5)Assessing the Financial Impact of Staffing Decisions: Utility AnalysisBuilding a Workforce Analytics FunctionGetting StartedUnderstanding WhyPutting HR Metrics and Analytics Data in ContextReporting What We FindHR DashboardsUseful Things to Remember About HR Metrics and AnalyticsDon’t “Do Metrics”Bigger Is Not Always BetterAvoid the Temptation to Measure Everything AggressivelyHR Metrics and Analytics Is a Journey—Not a DestinationBe Willing to LearnWorkforce Analytics and the FutureSummaryKey TermsDiscussion QuestionsCase Study: Regional Hospital
  16. Chapter 15 • HRIS Privacy and SecurityEditors’ NoteChapter ObjectivesHRIS in ActionIntroductionEmployee Privacy in a Global EnvironmentWorldwide Privacy LawsEuropean General Data Protection RegulationPrivacy Laws in the United StatesData Collection About Applicants and EmployeesDisclosure of Applicant or Employee DataUnauthorized Access to InformationUnauthorized Disclosure of InformationData Accuracy ProblemsStigmatization ProblemsUse of Data in Social Network WebsitesLack of Privacy Protection PoliciesComponents of Information SecurityBrief Evolution of Security ModelsSecurity ThreatsInformation Policy and ManagementFair Information Management PoliciesEffective Information Security PoliciesContingency PlanningSummaryKey TermsDiscussion QuestionsCase Study: Practical Applications of an Information Privacy Plan
  17. Chapter 16 • The Role of Social Media in HREditors’ NoteChapter ObjectivesHRIS in ActionIntroductionGlobal Social Media Platform UseSocial Media and HR PracticesOrganizational Recruitment and SelectionPopular Recruitment SitesTraining and DevelopmentInternal Communication and EngagementConcerns Over Social MediaLegal Issues in Social MediaCorporate Social Media PoliciesRecruitment and SelectionValidity of SMWs in SelectionPrivacy ConcernsDiversity ConcernsGuidelines for Corporate Social Media PoliciesFederal and State GuidelinesResearch-Based Tips for the Use of Social Media in HRSummaryKey TermsDiscussion Questions
  18. Chapter 17 • The Future of HRISEditors’ NoteChapter ObjectivesIntroductionFuture Trends in HRMHealth and WellnessPeople AnalyticsDemographic Workforce ChangesEmployee EngagementGrowing Complexity of Legal ComplianceVirtualization of WorkFuture Trends in HRISArtificial IntelligenceBlockchainBring Your Own DeviceGamificationWeb 2.0 and Social NetworkingInternet of ThingsOpen-Source SoftwareAn Evolving IndustryEvolving HRIS Technology StrategyHRIS Moves to Small BusinessesSummaryKey TermsDiscussion QuestionsGlossaryReferencesAbout the EditorsAbout the ContributorsNotesIndex
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