Computarized Information Systems: Enterprise Resource Management

1046 words - 5 pages

Although HR technologies have been quite popular in the last few years, they have been around for several decades. HR management can be seen in the last century, with division of labor and aptitude tests to identify special talents for special jobs (Hendrickson, 2003). In the 1980s, HRIS became popular because of Enterprise Resource Management (ERP) applications and the move from computer systems to client server technology (Hendrickson, 2003). This trend was based on the idea of transformation of transactions into business processes and data into information (Hendrickson, 2003). However, in the 1980s, there was a significant unavailability of skilled workers, especially in the technology ...view middle of the document...

Some companies still take paper applications, but most organizations prefer candidates to apply for jobs online so the information can be stored on electronic file. This technology has been so effective that many large organizations began to automate these processes, and most organizations have been able to do it inexpensively (Weeks, 2013).
HRIS Obstacles
Despite the effectiveness of these technologies, small businesses feel reluctant to implement HRIS software because of cost, including the expenses of setting up and maintaining a HRIS (Beckers & Bsat, 2002). In addition, lack of money and support from top managers are usually the major obstacles that companies face after the implementation of an HRIS software application (Kovach & Cathcart, 1999). Furthermore, a survey by the Institute of Management and Administration (2002) suggested that some of problems of managing HRIS include the lack of staff, the lack of a budget, problems with time management, the need to work with other departments, and the lack of information technology (IT) support (Beckers & Bsat, 2002).
In addition to these concerns, some small businesses are concerned that automation could bring unemployment in the future. Although the idea today is to utilize software to assist with HR processes through automation, in the 1980s it was believed that HR professionals could be replaced with software (Weeks, 2013). Even today, some employees still fear losing their jobs to computers (Lee, 2012). Martin Ford (2009) argues in his book The Lights in the Tunnel that people will struggle to find job opportunities as HRIS software applications and automation replace labor.
Erik Brynjolfsson and Andrew McAfee (2012) and Martin Ford (2009) argue about the two sides to automation and technology. In their book Race Against The Machine Erik Brynjolfsson and Andrew McAfee (2012) argue that computer technology will create a work-free, high-intellect environment for human beings to pursue their careers. Also, as automation becomes more popular, its cost will decrease. On the other hand, Ford (2009) in his book The Lights in the Tunnel takes a more pessimistic view of automation and technology and claims that people will lose jobs as automation replaces labor. Even though the authors discuss general issues brought about by technology, these concerns can be applied to problems that come with implementing HRIS and automation...

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