Human Resources Technology Research Paper

The within organizations has gained escalation strategic prominence accompanied by the significant of its existing configuration of HRM and respective business strategies is well acknowledged (., 2012). In fact, the efficient Human Resource Management is essential in order to be capable to meet the prevailing market demands with well-qualified workers at all times. Technology and Human Resource Management possess a wide range of persuades upon each other, and the prevailing Human Resource professionals ought to be able to adopt technologies that permit the reengineering of the Human Resource purpose, be arranged to sustain a proper organizational (Fan, 2009). This is accompanied by the work design revolutionizes caused through technology, and thus aiding in supporting a suitable administrative climate for innovative and information-based organizations. These technological developments are being propelled primarily through strong demands from human resource professionals (Bayat, 2011). This will subsequently fuel the augmentation within speed, efficiency and cost suppression. The positive effect of the information technology facilitates the creation of the IT-based workplace, which leads, ought to be the mangers top priorities as pertaining to the strategic competence management. Human Resources Technology combat numerous challenges within the HRM, which entails attraction, retailing, and motivation of the workers thereby meeting the demands for a more strategic Human Resource purpose accompanied by management of the existing human element of technological modify in the future (Colomo-Palacio et al., 2012).

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The chief benefit of utilizing information technology within the Human Resource to organizations is the liberation of the prevailing Human Resource staff from intermediary functions thereby enabling them to contemplate on the strategic planning within human resource organization and progress (Fan, 2009).

Human resources technologies entail the progress, execution and sustaining of the prevailing employees management business resolutions. It mainly acts as the chief providers within any business enterprise as it facilitates the collaborating with other esteem clients in furnishing strategic tool and guidance (Bayat, 2011). Human Resources Technology normally offers solutions that meet the unique and diverse necessities of the entire levels of the companies. Human Resources information expertise is significant within companies in managing benefits plans accompanied by the respective employee information. Benefits management is a necessity in aiding the Human Resource to manage both the existing sea of information accompanied by the funds used up on the benefits plans. This is because the Human Resource normally faces limited resources and continuously alteration data (Fan, 2009). Nevertheless, how the Human Resource accompanied by other supplementary executives on selection of the best Human Resource information technology in managing the prevailing details of the company depends on the test of time of the business enterprise. The escalation of the demands placed on the human resources by the prevailing co-workers accompanied by both interior and exterior forces thereby representing the labor-intensive Human Resource organization wholly adequate. Granted such prevailing trends, information systems possessed substantial potential as a tool that administrators can utilize both the generally and within the human resourcing purposes in meticulous to augments the competencies of the organization (Colomo-Palacio et al., 2012).


Critical analysis of the data presents sufficient information to facilitate the evaluation of the client company. The data from the report (HRMIS Report #1) present the performance of the employee as per the regards of reporting to work and availing their services to the company as per the employee- employer contracts. The client company experiences extensive lateness to reporting to work in several departments. Lateness contributes to poor performance of the company as regarding the output process of the company. Sheriff and the behavioral department record low in lateness data to the company. This is amount to 19% lateness reported.

The DA, facilities services, and the county counsel department take the lead in reporting the highest lateness record to the company. This is 53%, 51%, and the 48% respectively. This data records exploit duration of ten years. That is from the year 1997 to the 2007. Lateness to any company portrays a sense of lack of accountability. It communicates a means age of deterioration of the ethical standards of the company (Werner et al., 2012). In emphasis, it shows and demonstrates a state of the lack of the dependability of an employee to the company. This exposes the company to vast trends that may prompt a collapse of the company in most cases. At large analysis, it would mean low levels of the employee personal qualities. Consider that, companies operate in challenging business atmospheres. It is considerable of a company to create punitive actions against the inconsiderate employees.

The client company records poor punctuality statistics due to the imitation of the administration. Note that the administration resembles the management of the company. This is the department honored with providing the needed example to the other departments. It establishes the appropriate schedule for the other employees of the company to follow. However, it is quite unfortunate that it reports 29%. It allows the other departments to take the lead in giving the exemplary punctuality to the job. Owing that the management comes late create a leadership gap to the company. This reads that possible repetition of the punctuality is possible for as there are hindrances in the leadership position (Zolf, 2010).

HRMIS Report #1

The methodical and regular evaluation of persons working within the jobs who are mandated with the task of determining the prospective causes of growth accompanied by improve performance. Performance evaluation is normally the best way of determining decisive factors for measuring organizational efficiency. Performance assessment and the corresponding continuing management activities are extremely essential. The prevailing managers within an organization constantly studied the behavior of their prevailing employees, making verdict concerning them. The process of performance evaluation normally takes both the formal and informal methods. There is always direct effect on escalation of salaries, promotion and promotion, removal from office, transfer and training impact direct on the performance of the employees and to the progress of the organization at large (Bayat, 2011). In the process of determination of the function of human resources and their respective efficiency, it is always essential that the existing human resources within the organization be properly examined. In this way, we are capable of knowing the strengths and weakness of the prevailing human resources, the advancement and the development of the human resources to accomplish organizational objectives. Performance of the organizations that are normally operating within the field of social requirements, the community will be perpetually evaluated. Activities and conservation organizations, which are normally, subject to the existing positive assessment of the underlying performance goals and accomplishing the objectives (Colomo-Palacio et al., 2012).

The prevailing late performance assessment is extremely fundamental within any organization (Bayat, 2011). This is because it is a constant, vital requirement in taking the existing stock pertaining to the workforce and in evaluation of the in the performance within the prevailing jobs. In advancing organizational performance through of individual contributors, pertains to the identification of the potential in recognizing the existing talents, and then subsequently utilized this in filling vacancies elevated within the organization in relocating individuals into the jobs where better use can be their utmost abilities accompanied by the development of the skills of the employees. Performance assessments aids in recognition of the legitimate objectives of the underlying organization. Moreover, cordial association amidst the employees and their respective formal and informal groups within any organization is cumbersome to define as it entails the involvement of the trade union, organizations and the corresponding representatives.

The administration performed best in the year 2007 by scoring three. This depicts that there was the best performance evaluation in administration as compared to the other prevailing years. Conversely, there was total lateness of twenty-eight percents in carrying out of the working within the administration sector (Bayat, 2011). Behavioral health pertains to the association amidst the human behavior and mainly focuses on the workers on their strengths and ability to live an improving lifestyle. It is the health status of the prevailing employees within the organization. It encompasses the attendance of the employees concerning their health conditions. Behavioral health of the prevailing workforce was also highest in the year 2007 that was designated by twenty-eighty (Fan, 2009). The other preceding years depicted better Behavioral health. Assessment of the behavioral health and the corresponding capabilities of the employees are the principal tasks. This is because they normally notify the existing employees on their performance and their corresponding breeding grounds. The prevailing informed within the field pertaining to the alternative behavior thereby eliminating negative behaviors and non-effective of the employees within the organization. This will consequently advance staff efficiency and the helpfulness of the underlying organization (Bayat, 2011).

The chief performance evaluation is the administration, behavior health, county clerk county counsel, Facilities services, human resource, juvenile hall, library, probation, public health, public works and Sheriff. The models for the measurement of the performance indicators include the Balanced scorecard, critical few and the performance dashboard. The appropriate analytical process in the performance evaluation is Data Conversion Questions, data gathering and organization and data analysis (Colomo-Palacio et al., 2012).

The major purpose of the performance evaluation is to aid in providing accurate information concerning job performance of the prevailing organization. The prevailing data are extremely accurate and effective since they possess potential value within the organization. Examine performance, identify of effectiveness and efficiency of staff via the creation of the advancement of the human resource is a significant information. Performance evaluation normally provides legitimate and correct information to the prevailing managers. Moreover, it also grant the prevailing employees suitable information concerning them. Employees’ job performance accompanied by the behavior depicts the corresponding strength and weakness on their performance (Bayat, 2011).

Performance evaluation management is a perpetual process with the main aim of providing accurate information concerning job performance of the organization. The underlying data are both exact and efficient as they are more potential value to nay organization. Performance assessment of the employees is crucial and undeniable obligation of the individuals in measuring growth towards organizational objectives and mission. Moreover, performance assessment and feedback on the prevailing information, potency and weaknesses, performance-accompanied position within organization determined the environmental alterations. The major aims of the performance assessment are to establish and define the existing gaps within the organization (Colomo-Palacio et al., 2012). The gap is normally created when the performance customary is not properly defined. The chief purpose of the prevailing feedback system is the knowledge of awareness of the staff concerning their job performance and issues within the organization.

HRMIS Report #2

The chart (HRMIS Report #2) on the separation of workers from the company indicates that the resigning was the greatest cause. This amounted to 97.59% of the workforce separation from the company. Resigning from the company indicates an unfortunate chart for the company. Resignation of any officer results in a loss of skills by any company. Noting that, for any company, all ranks of worker are susceptible to this case company should attempt all possible avenues to safeguard the company against this trend of losing skill to the other companies.

Resigning indicates that an employee is seeking better remuneration and working conditions than the company he worked for earlier. It denotes that the company loses experienced and educated workforce to new or established market competitors. This is the start of the decline of any company. Resigning of a worker portends a trend of disagreement between the administration and the workforce (Zolf, 2010). It may indicate poor payment in a job group. It may communicate breakage in the relationship of the employee-employer relations. Resigning is the most inopportune way of lose or getting rid of the workers. It delivers a message of threat to remaining lot of the workers. The consistent harassment by the employer prompts resigning of the workers.

Retirement of the worker comes in second after the resignation. It has 42.21%. The government determines the retirement age, however, after that; a worker is re-employable by terms of contracts. This mode is, however, not dependable, and most organizations do not prefer it. The worker does not benefit from numerous policies by the company. This includes the features related to the insurance and the security of the job (Werner et al., 2012). Any organization willing to assume the contractual employment comes into a special agreement with the one who is the work for the company. For the retired officer- they have vast experience but a workforce consisting of old persons are not encouraging. It shows high rate of discrimination of worker. This leaves the company vulnerable to a possible fall due to lack of a younger generation.

The younger generation acquires the skills that would propel the company to future targets. Younger people in the working environment provide intrinsic feature for the company. Old people are defenseless to a wide of diseases. This corresponds to absolute lose in the future for the company expenses in maintaining the health condition of its workers. It further exposes the company to a high rate of worker absenteeism. A company cannot hold to a worker forever. An individual worker at a ripe age must leave to pursue further missions in life. A retired person depends on the company for pensions. This is a recipe for loss (Brumfitt, 2009).

However, it is beyond the company control. It emerges from the law that determines the employment issues. The company should initiate the programs to have new signing of worker with distinctive qualities. This is a possible only by availing attractive incentives and salaries to the workforce. The company should allow and promote the entrances of youths into its system. Salary may be an issue for inexperienced and unskilled person; however, it has long-term benefits for the company. The young, aged workforces have several qualities that would propel the company to greater heights. They have high desire to learn. Are the flexible and able to adapt to any state of the work conditions. They can handle job nature that needs travelling or rather challenging work conditions. They show positive attitudes as compared to the old workgroup.

The old people would expect a lot from the company in terms of respect and demand unexpected or undue relations from the company (Brumfitt, 2009). The youthful workforce has other disadvantages regarding social issues. However with proper measures put in place by the company such concerns are controllable in the company. They are further vulnerable to emotional thinking or poor control of emotions on job matters. Since this is, a portrayal of immaturity companies must advocate for having professional counselors to look in such matters. The counselors shape the workforce to have qualities of exemplary listeners and proper decision maker (Zolf, 2010). The counselor of would prompt a creation of an employee who holds his regards up, appreciative of others, patient, reasonable thinker, good communicator, respects authority and appreciative of the differences of the others.

The company dismissed a 2.1% of its workers. Dismissal is inevitable especially for the unruly employee. This poor trait in a company is a recipe for massive loses eminent in mass action and workers strife. Early dismissal of such worker saves the company against future bigger problems (Brumfitt, 2009). However, the company should not use dismissal or retrenchment vacancies for threatening the workforce. It reduces the productivity of the workforce. The rejected and the dismissed lot of employees have similar relations or characters. The other 10.5% from the workforce are miscellaneous job exits. It may constitute deaths and many other job exits issues.

HRMIS Report #3

The report (HRMIS Report #3), which displays the total number of employees out on medical or personal leave by month for 2007 indicates that July had the highest number of the worker out of the company. It records an increasing trend from January when it had the least people taking a leave. After July, there was a decrease of people seeking leave. This trend went to a low of 12 before rising to 48 figures by the attaining of the December. The months of April, July, and December have a large number of people seeking leaves. This is attributable to holidays. People would go for holidays with their families to resorts and scenic places for tourism reasons and relieving stress. The company should increase rewards for the portion of the workforce that prefer to remain behind to attain a consistency in the productivity (Werner et al., 2012).

HRMIS Report #4

The Report (HRMIS Report #4) showing number of employees who separated, grouped by years of service indicates that 0-4 had the largest group of people (940). The trends reduced towards 17 by category of 35 plus. Noting that most people would go and come back or recruit back to work, this is expectable. However if, worker goes for a long period he is probable not to come back. This is not controllable by the company. It is an external environment for the company (Werner et al., 2012).

HRMIS Report #5

The Hispanic career history declined sharply from the year 1999 to the year 2007. The decline was from the grade An of the office assistant to grade C. Of the receptionist.

The department of the Humana resource, Behavioral health, administration, Public works, public health, Sheriff obtained the overall rank of three despite their lower level in the subsequent years. The department of the Humana resource, Behavioral health, administration, Public works, public health, Sheriff eval rank, was exceptionally high with three. This depicts that they were lower in the rank of a job group. The entire later elemental items were ranked within the lateral activity. The public works in the early year of 1999 were valuable concerning the jobs of the office assistant and office specialist I hence received constant promotion. This was due to their high level in the prevailing career history. However, public works in the earlier year received the minimal eval rank of one depicting that they were extremely valuable.

The number of the individuals going for leave was high on a personal basis from the year 2005 to 2007, which were all non-comp days with no Family Medical Leave Act. This depicts that the prevailing employees possessed numerous family issues to attain hence did not require FMLA hence they were not paid. Upon return of employees from the FMLA, she or he ought to return to the similar position. This is also applicable in their pay, status and other supplementary conditions of employment. Moreover, the individuals who went on leave on a personal basis devoid of the FMLA lacks health benefits coverage upon arrival to work.


All the prevailing organizations ought to carry out Performance evaluation management. This is because it provides accurate information concerning job performance of the organization. Moreover, performance assessment and feedback on the prevailing information, potency and weaknesses, performance-accompanied position within organization determined the environmental alterations. Performance assessment normally establishes and defines the existing gaps within the organization that would otherwise create performance customary if not properly defined.

There is the need to embrace feedback system. This is because it aids generation of the knowledge of awareness of the staff concerning their job performance and issues within the organization.

Individuals on personal leave ought to take the Family Medical Leave Act. This will aid them to return to the same job position prior to the leave. Moreover, it will also be effected on their pay, status and other supplementary conditions of employment. This is because the persons going to leave on a personal basis devoid of the FMLA lacks health benefits coverage upon arrival to work.

The analysis of the HRMIS Report #1 indicates the management ought to lead by example. Reporting late to work especially for the management paints a negative picture for the company. For the management to push for punctuality in reporting to work, it has to do the same. The 29% lateness is disappointing g. The library department leads in reporting to work. Note that productivity of the company is proportional to punctuality of the workers. The company should design punitive measures against late workers. It should also encourage those who report in time by availing them the chances of promotions.

On the HRMIS Report #2, for separation of the worker from the company — the company should check on the reasons as to why people would choose to resign from their works. In case of poor remuneration then it should innovate new measures to hold the workers. It is unhealthy to the business sector the extent of the resigning evident from the statistics. In the report, (HRMIS Report #3), the company should increase rewards for the portion of the workforce that prefer to remain behind during holidays. This is to attain a consistency in the productivity (Werner et al., 2012).


Bayat, R.F. (2011). Impact on the Productivity of , Performance

Evaluation. Australian Journal Of Basic & Applied Sciences, 5(12), 1629-1635.

Colomo-Palacio, R., Casado-Lumbreras, C., Soto-Acosta, P., Misra, S., & Garcia-Penalvo, F.

(2012). Analyzing Human Resource Management Practices Within the GSD Context.

Journal Of Global Information Technology Management, 15(3), 30-54.

Fan, W. (2009). Research on Technology Development of Human Resource Management

Information System. Management Science & Engineering, 3(2), 34-37.

Brumfitt, K. (2009). Human resources. Cheltenham: Nelson Thornes.

Zolf, R. (2010). Human resources. Toronto: Coach House Books.

Werner, S., Schuler, R.S., & Jackson, S.E. (2012). Human resource management. Australia:


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