Application Of IS In Modern HRM

Traditional HRM can't be seasoned with the challenge in new environment, whose focus has to transfer to reform management and strategic HRM, and IS is the impulse power to realize HRM transformation. It is the only way to establish flexible and efficient MIS to enhance HRM during the process of the contemporary information technology integrating into HRM in enterprises.The purpose of this thesis is to discuss how IS can work in HRM transformation by using theoretical knowledge as well as the business cases. There are four aspects to analyze and summarize as follows: Firstly, in the field of dealing with basic administrative services, IS can pack up and centralize a mass of information, make it facilitate to access and inquire at anytime and anywhere, make the selection of talent openly and fairly, optimize processes, provide self-service and improve business processing speed; Secondly, in the field of staff contributions management, IS can reduce HR department's cost from performance evaluation and feedback, training, organizational communication and team work; Thirdly, in the field of transformation and reform management, IS can promote enterprise restructuring, process reengineering, establishing a learning-oriented enterprises, as well as transforming HRM itself; Finally, in the field of strategic human resources management, IS makes contribution to reaching the human resources operation concept, establishing strategic and comprehensive human resources management, achieving business performance objectives, and supporting for strategic decision.After discussing the virtues of IS in above four roles of HRM, this article uses on-the-spot investigation to study e-HR implementation of a domestic telecommunication company to prove that IS can work effectively in HRM transformation, and there are also some enterprises on the way of e-HR exploring, which have more experiences than we expected. Combined with the case of E company, the thesis pointed out that not all enterprises' HRM can be e-based, and it is not the original intention to make every business of HRM to be e-based, the optimization of e-HR system should follow three principles, and the implementation of e-HR concept should be promoted from three layers. At last, this article forecasts the prospect and direction of HRMIS development in the predictable future, based on the situation of HRMIS application and current information technology developing trends.