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This review continues the practice of using guest editors for the Research Update column of Human Resource Planning. Similar reviews either of a comprehensive nature as provided here or on a focused topic are requested and encouraged. Richard J. Niehaus, Research Update Editor.
Gerald M. Groe, Ph.D. William Pyle, Ph.D. Jay J. Jamrog
Human Resource Institute Eckerd College
Computer technology has progressed at an incredibly rapid pace since the widespread reliance on relatively large, slow, difficult-to-use mainframes of a mere 10 to 15 years ago. The current environment of client-server networks, LANs and WANs, and the Internet's World Wide Web are evolving and developing at an ever-increasing pace. The current technology, and the hope of things to come, holds tremendous promise for the further development of the human resource function as a partner in the business. However, the great majority of companies still use relatively outdated hardware and software and use HRIS for only the most routine of human resource tasks.
There are many examples of companies that have automated routine HR administrative tasks, especially those in payroll and benefits administration, resulting in a reduction of HR headcount, as well as freeing up functional resources for attention to more strategic matters. There are fewer examples of more sophisticated HRIS applications, such as Internet-based recruiting and staffing, training using expert systems and human resource planning. These more sophisticated applications tend to occur within very large, information technology-intensive companies.
In the future, HR will be more dependent on higher level and integrated HRIS approaches in order to support more complex, more "free-form" organizations. The drivers of the HRIS revolution will be the increasing globalization of business, the development of more flexible, non-traditional organization structures, the further development of information technology itself, and, last but not least, the "coming of age" of today's Generation X in more senior managerial positions. At the conclusion of our discussion of these topics a number of possible futuristic scenarios are presented.
THE PAST
Until recently, most human resource information systems (HRIS) have been developed in-house on mainframe computers in order to automate the most basic HR functions such as payroll and benefits administration. Mainframes were accessed through "dumb terminals" controlled by technical computer analysts who employed FORTRAN and COBOL to engage in...