Information technology has revolutionized the business world in many ways. In this contemporary society, many organizations, institutions, and businesses are continuing to embrace information systems in their activities (Laudon, 2004). The discovery of computers, as well as the Internet, has significantly impacted various businesses, which have now employed the use of information systems in their daily activities. Thus, this kind of effect has been instrumental in almost every part of the business, and human resources are no exemption to this benefit (O’Brien, 2006). Human resource (HR) departments have espoused information system in many of their activities, thereby increasing efficiency in completing some of the core roles in an organization (Laudon, 2004). Precisely, it involves the integration of various human resources activities and information system through special software, which permits the HR functions to take place electronically. Thus, the use of information system in human resource management activities forms the central focus of this discussion.
Payroll
Primarily, most information systems in human resources strive to increase efficiency, especially in matters of decision making with HR. The nature of decision reached must also improve in quality, and subsequently, the productivity of the managers and employees should become more prosperous (Wade, 2004). Thus, payroll is one of the key activities carried out under the human resource management (Hussain et al., 2007). Payroll is one of the significant activities that human resource departments must ensure its accuracy. The main activities here encompass salary, benefits, loan, increment, loan advances, absent, leaves indemnity, details of transactions with exact dates, etc. Thus, information technology has been able to integrate all these key activities in one system with a lot of accuracy than ever before (Shang, 2002). In fact, human resources process involved a substantial number of paperwork, which must be kept for a considerable time in the file. Issues that range from salary, benefits, loan, to transaction details are challenging and can be prone to errors, which may be detrimental to the organization at large. Information technology has simplified most of these issues above, and payroll data can be stored and even retrieved in an electronic form compared to paperwork (Pearlson, 2004). For instance, eNfinity HR-Payroll system software has been adopted in Kuwait, and it is 100 percent compliant with labor laws within the Gulf Corporation Council (Hussain et al., 2007).
Recruiting
Recruiting is an essential activity carried out by human resource, and information technology has considerably transformed this area in a positive way. It can be remembered that before the advent of Internet, human resource recruiters primarily depended on various forms of print publications like the newspapers, to advertise jobs and receive prospects for the vacant positions (Wat, 2006). In addition, other ways of communication such networking were also available, but human resource recruiters lacked the capacity to post such jobs in multiple locations and expect millions of individuals to view the ads at once (Pearlson, 2004). The print publication method has been a big challenge for many organizations since the cost of advertising can be expensive yet not such effective. Nonetheless, information technology has solved the problem, and it has made the process of recruiting more efficient than ever before (Hussain et al., 2007). The recruiters can quickly receive information from the candidates, analyze, and process the right people required for the post (Wade, 2004). In addition, applicants can easily send or enter their needed data in a particular system where the HR recruiters can receive job data (Laudon, 2004). Information system makes it efficient to obtain candidates from the different diversity that could otherwise not become a reality (Hussain et al., 2007). In Kuwait, various businesses, institutions, and many organizations have portals where applicants can drop their data during the recruiting process to enhance transparency and efficiency in the entire process. Thus, technology has vastly improved the recruiting process in a great deal (Hussain et al., 2007).
Training
Training is one of the key areas in human resource that has been immensely impacted by information technology. Through the adoption of the information system, human resources personnel have been able to train the newly recruited workforce in an efficient way (Ball, 2001). Most of the information about the company and any training material useful for new staff can be incorporated into the system so that they are readily accessible in an electronic format. In addition, the capacity to have access to vital firm data and other training programs especially from the remote areas eradicates the urge for trainers to operate directly with new staff (Hussain et al., 2007). Of course, certain interaction shall often be essential at some stage but conducting training in the form of classroom make is easier for the human resource personnel to train staff faster as well as assess their development using system-testing programs (Ball, 2001).
Conclusion
In conclusion, use of information technology within the human resource management context is useful to organizations and business at large. Information technology has helped in activities such as training, recruiting, and payroll services. Moreover, the technology is more efficient, and it helps abundantly in integrating some activities that solely depended on paperwork. In Kuwait, information systems across human resources have been widely implemented in the bid to increase the effectiveness of companies to help meet the missions, values, objectives, and visions of the firm.
References
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Hussain, Z., Wallace, J. and Cornelius, N.E., 2007. The use and impact of human resource information systems on human resource management professionals. Information & Management, 44(1), pp. 74-89.
Laudon, K.C. and Laudon, J.P., 2004. Management information systems: Managing the digital firm. New Jersey, 8.
Wat, F.K.T., 2006. Human resource information systems: a review and empirical analysis. Personnel Review, 35(3), pp.297-314.
O’Brien, J.A. and Marakas, G.M., 2006. Management information systems. McGraw-Hill Irwin.
Pearlson, K. and Saunders, C.S., 2004. Managing and using information systems: A strategic approach. New York, NY: Wiley.
Shang, S. and Seddon, P.B., 2002. Assessing and managing the benefits of enterprise systems: the business manager’s perspective. Information Systems Journal, 12(4), pp.271-299.
Wade, M. and Hulland, J., 2004. Review: The resource-based view and information systems research: Review, extension, and suggestions for future research. MIS Quarterly, 28(1), pp.107-142.