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Chapter 2

The document discusses several aspects of human resource management systems (HRMs) and how they have evolved with technology. It notes that HRMs are an essential part of business information systems and that cloud computing models for HRM have been developed to address issues with previous human resource management information systems. It also discusses how HR positions involve both people-focused and procedures-focused roles, including communication, policy creation, and recruitment. Finally, it examines how electronic human resource management systems (EHRMS) can streamline processes and provide more accurate data for HR managers and organizations.

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Jason Alfs Cuarenta
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34 views

Chapter 2

The document discusses several aspects of human resource management systems (HRMs) and how they have evolved with technology. It notes that HRMs are an essential part of business information systems and that cloud computing models for HRM have been developed to address issues with previous human resource management information systems. It also discusses how HR positions involve both people-focused and procedures-focused roles, including communication, policy creation, and recruitment. Finally, it examines how electronic human resource management systems (EHRMS) can streamline processes and provide more accurate data for HR managers and organizations.

Uploaded by

Jason Alfs Cuarenta
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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NORTHERN MINDANAO COLLEGES, INC.

Atega St., Cabadbaran City

Chapter II

Review of Related Literature

Human resource management systems (HRMs) are an

essential component of business information management systems

According to Lei Zhou (2021) [1]. The improvement of data quality

and procedure has turned into a development trend for HRMs as a

result of the growth of current people management information

technology and the rising need of leaders for statistical analysis of

information data. The concept of cloud computing is introduced in this

essay. We developed the cloud computing model for HRM based on

a study of the current issues with the human resource management

information system, and we addressed system implementation and

system security.

According to Potgieter and Mokomane (2020) [2], a human

resource management (HRM) department's strategic focus may be

characterized as the effective management of teams and individuals

in a company in order to achieve competitive advantage and

performance success.

Human resource positions include both people and procedures.

The job of a human resources specialist includes communicating with

workers one-on-one and across departments to answer inquiries

regarding harassment policies, health issues, and retirement benefits.

Creating organizational procedures for recruiting and inspiring


NORTHERN MINDANAO COLLEGES, INC.

Atega St., Cabadbaran City

outstanding employees is another aspect of the human resources

function. In these positions, human resource experts contribute by

doing things like posting job ads, assisting with the creation of pay

plans, and developing performance measures (Stewart, Greg L.,

Brown, Kenneth G. (2020)) [3].

Employer job engagement is a resource that is highly valued by

today's companies, not only because it is a sign of employee

satisfaction at work but also because it enhances organizational and

there are no sources in the current document performance [4]. Over

the past three decades, a consensus has emerged in the human

resource (HR) management literature that the emphasis should be on

HR systems rather than specific HR practices because the effects of

HR practices are likely to depend on the other practices within the

system [5]. Human resource management system be able to convert

input, such as skills, abilities, motivation, potential, working time and

vacancies, into output to produce improved skills, increased

motivation, reduced absenteeism, reduced labor turnover, reduced

accident rates, increased effectiveness and suitability-filled

vacancies. In order to be successful in today's organizational

strategies is paramount [6].

According to Hanan M. Shukur a paperless system called the

Electronic Human Resource Management System (EHRMS) is

essential for streamlining organizational procedures, removing all


NORTHERN MINDANAO COLLEGES, INC.

Atega St., Cabadbaran City

barriers associated with paper-based systems, saving money, time,

and effort, improving the quality of services (QoS), and supplying

more accurate data. Additionally, it helps businesses gain competitive

advantages and makes it easier for HR managers to make choices

[7].

While Siham Berhi, Habib Benlahmar said that all businesses have

recently shown interest in the examination of statistics on human

resources have emphasized human capital, which is regarded as the

primary element determining the success of the firm and all of its

operations and human resource practices. data evaluation Over the

next several years, (HR analytics) will dramatically increase firm

profitability years [8].

In contrast to how the programming of data processing systems

grew into standardized procedures and packages of enterprise

resource planning software, it combines HRM as a discipline and in

particular its core HR activities and processes with the information

technology area [9].

According to research, a human resource management (HRM)

and human resource development a high priority (HRD). However,

HRM and HRD have not always been compatible partners.

Organizations today need to prioritize employee development in the

areas of flexibility, creativity, and competence, according to the


NORTHERN MINDANAO COLLEGES, INC.

Atega St., Cabadbaran City

progression of HRD from its foundations in human knowledge

transference to HRM and current HRD operations. The review that

follows demonstrates how crucial HRM and HRD are to organizational

leadership. Additionally, the research under consideration establishes

a strong correlation between the qualities via the efficient coordination

of HRM and HRD operations, skills are transmitted [10].

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