Impact of human resource management information systems on the quality of appraisal performance process

Abstract

These days the recent development of information systems and their impact on human resource activities is one of the main hot debates in many large organizations. Many managers argue that adopting technology to incorporate the HR activities could help to improve the quality of management’s decision making process. Alternatively, there are big companies which are not adopting any specific type of technology in their HR activities. The purpose of this paper is to identify the impacts of HRIS on the quality of HR activities, particularly from the appraisal performance point of view. The concept of the impact of HRIS on HR activities was applied to the case of company X which is one of the leader chemical companies in UK. In that process, interviews were conducted and they were the main methods for collecting personnel feedback, opinions and experiences about their new HRIS. It could be seen that, although the result of the research showed improvement in the quality of the activities in HR department, the quality growth was not as much as expected. It was assumed that the reason behind this limited impact on some activities could be because the new system needs some more time to implement potential efficiency gains. It is too early to measure the impact of new system on part of HR activities such as employees’ satisfaction. Keywords: Human Resource Information Systems, Management Information Systems, Executive Information Systems, Strategic Information Systems, Information Systems, Human Resources.