Abstract
In the past few years, human resource management (HRM) has undergone significant changes. The focus from administrative tasks to become strategic partners into the organization's overall strategy, mainly in the field of development of information technology, has given strong support. The technology support using Microprocessor System and Embedded Network to help handle the HRM knowledge process. Long-term use of information systems today have a significant impact on how to manage HRM. The Human Resources (HR) processes and practices within the organization; in other words, the collection of information, storage, use, and sharing method have changed completely. The Microprocessor System using to store the condition base data and then communicate with internet support. Part of the HRM process becomes more efficient; due to these improved service levels, it can now be more participation. Human resources of this new business strategy in business strategy have a significant impact on the human resources function and its experts. This chapter reviews the existing literature on this topic and considers the advantages and benefits of HRM information systems. It also outlines some of the technical applications in the functional areas of HRM in the organization.
1. Introduction
Quick evolving markets, ventures, and administrations require hierarchical conditions equipped for steady variation with brilliant, groundbreaking thoughts and diminished chance to-advertise. Under this serious reality, HRM has a more basic function than any time in recent memory because new business types require better approaches for including people.HR experts must examine social, monetary, political-lawful, and mechanical climate occasions to upgrade HRM cycles and practices key achievement variables to the association mission and destinations.
6. Conclusions
The impact of technology on HRM is more important. With the development of technology, HRM is forced to draw a new profile in the process and practice. HRIS appears to make this change most fruitfully. This is to improve the accuracy, quick access to information, increase competitiveness and efficiency, and human resource capacity of the redesign. The real purpose of its response to the HRIS on actual demand, there are still many problems. Human Resource Management. Although its use and the results of the existence of certain limitations, but its role in human resource management, it can respond more quickly to demand and human resource management changes. Assessment, feedback, human resource planning, succession planning, monitoring skills, training needs analysis, global analysis. HRIS is one of the biggest allies of HRM, has been adopted to make the organization more efficient and accurate.
