1. Soft Human Resource Management

2. Hard Human Resource Management

Soft human resource practices aim at improving the feelings, motivation and  skills of employees.

Hard human resource practices approach employees as a strategic asset which has to be deployed to the strategic business goals.

Human resource information system (HRIS) is a computer-based system that is used to become more efficient in decision-making and to meet the competition in global market. 

HR information system consists of all information related to business’s human
resources and it can include various data elements such as head count,  fluctuation, age distributions, composition of talent pools, use and effectiveness
of training and development initiatives, or data sources such as the employee surveys, performance management, succession planning (Lawler, 2008).

DeSanctis (1986, p.15), introduced HRIS as a system designed to support the planning, administration, decision making and control practices of HRM.

Electronic human resource (e-HR) is a term that identifies a form of technology that enables HR professionals to integrate the business’s HR strategies and processes in order to improve overall HR service delivery (Bulmash, 2006, p.63).

Strohmeier (2007, p.20) defines electronic human resource management (e-HRM) as “the application of information technology for both networking and supporting at least two individual or collective actors in their shared performing HR activities.”

Talent management is not the same thing as human capital management.Whereas talet management, as one componenet of human capital management, focuses on the individual, human capital refers to the value of people in business. Talent management is looking for the ways to recruit, retain, promote and train the business’s most talented employee.

HRIS has to combine both HR knowledge and IT knowledge. The lack of cooperation between HR and IT professionnals can be a system hazard.

To provide practical value from HR Metrics, metrics should identify the source of data, purpose of measurement, and frequency of measurement.

HR Metrics are indicators to track and measure the performance of human resources on different aspects like time till promotion or revenue per employee. It helps to quantify and demonstrate the effectiveness of human resources.

 The strategic role of human resources depends on the right and proper application of human resource information systems (Thite and Kavanagh, 2012; Moussa, 2014).

 The value of the output provided by an HRIS can be evaluated according to two factors:

(1) how many decisions will be improved by having the data, and

(2) how much value each improved decision will produce (Beckers and Bsat, 2002)

The risks businesses may encounter when considering implementing or using HRIS can be summarized as follows (Pande and Khanna, 2012, p.28-29):

1.Financial Risks

2.Technological Risks

3.Political Risks

4 Compliance Risks

5.Adoption Risks

Several different components compose the human resource information subsystems.

1.Employee Administration

2.Recruitment

3.Time and Attendance

4.Training and Development

5.Compensation and Benefits Administration

6.Payroll

7.Health and Safety

8.Labour Relations

1.HR Planning & Analysis

2.Staing

3.Compensation & Benefits

4.Performance Management

5.Training & Development

Human resource planning is “the process for ensuring that the human resource requirements of a business are identified and plans are made for satisfying those requirements” (Bulla and Scott, 1994). It is the fundemantal function of human resource management.

1. Forecasting future people needs (demand forecasting)

2. Forecasting the future availability of people (supply forecasting)

3. Drawing up plans to match supply to demand.

 Harmonization of workforce and jobs is the main aim of HRM.

The implementation of HRIS follows a three step process:

1.Adoption phase

2.Implementation phase

3.Institutionalization phase

In the process of need analysis, below mentioned questions have to be considered:

• What is the expectation growth of the business for the next year?

• What kind of support does the business expect from HRIS?

 • Does the business have the right kind of technology to integrate HRIS to business system?

• What kind of support about reporting or listing does the HR department require?

• What kind of sources (training, human resources, hardware etc.) does the business need to implement and utilize HRIS?

Information privacy is a legal or moral right to have control over on your personal information.