Client-server and Human Resource
CHAPTER II
The proponents have found the following studies and literature as relevant to the system being proposed. The review of related literature and studies will serve as an overview of the presentation in the analysis of the system.
INTRODUCTION
Human Resource Information System (HRIS) improves information and communication between the company and the employees; it becomes an important strategic tool since it collect, manages and reports information for decision making. Modern HRIS needs to help the organizations by automating most of the Human Resource (HR) functions. The changing world new technology that is available, managers need to be aware of the technology that will increase effectiveness in the company.
Early Human Resource, then called personnel, were limited to employee record keeping and were provided as a service to the organization. There was no HRIS as we know it today. Personnel record keeping was done by hand, oftentimes utilizing a system as simple as an index card file. The personnel department was typically small with little power and limited interaction with the organization’s business mission.
After WWII organizations became more aware of human capital issues recognizing the importance of employee morale in the success of organizations. Formal selection and development processes were developed but there was no real change from the original responsibility of the “personnel” department that of record keeping. As record keeping was still done by hand, HR information systems, pre-1960, hardly gave a hint of what they would become with the advent of workplace technology.
In the late 1960’s and 1970’s the term “human resource management” gained common usage in place of the term “personnel” and by 1974 the new term, human resource management, was appearing in media headlines and was eventually shortened to just “HR.”
From the 60’s to the 80’s organizations firmly integrated HR into their core business missions. At the same time
The proponents have found the following studies and literature as relevant to the system being proposed. The review of related literature and studies will serve as an overview of the presentation in the analysis of the system.
INTRODUCTION
Human Resource Information System (HRIS) improves information and communication between the company and the employees; it becomes an important strategic tool since it collect, manages and reports information for decision making. Modern HRIS needs to help the organizations by automating most of the Human Resource (HR) functions. The changing world new technology that is available, managers need to be aware of the technology that will increase effectiveness in the company.
Early Human Resource, then called personnel, were limited to employee record keeping and were provided as a service to the organization. There was no HRIS as we know it today. Personnel record keeping was done by hand, oftentimes utilizing a system as simple as an index card file. The personnel department was typically small with little power and limited interaction with the organization’s business mission.
After WWII organizations became more aware of human capital issues recognizing the importance of employee morale in the success of organizations. Formal selection and development processes were developed but there was no real change from the original responsibility of the “personnel” department that of record keeping. As record keeping was still done by hand, HR information systems, pre-1960, hardly gave a hint of what they would become with the advent of workplace technology.
In the late 1960’s and 1970’s the term “human resource management” gained common usage in place of the term “personnel” and by 1974 the new term, human resource management, was appearing in media headlines and was eventually shortened to just “HR.”
From the 60’s to the 80’s organizations firmly integrated HR into their core business missions. At the same time