As the major organizations face an increment in global competition and rapid change in technology, the leveraging of the human capital is important as seen in the Moneyball case. This necessitates the rethinking of the human resource management role as an approach in managing employee recruitment within the organizations. Following the significant advances in management and technology, the HRIS application has been under utilization for the provision of processes to enhance the process of human resource management (Brewster & Mayrhofer, 2012, p. 444). This significantly relates to the Moneyball case that highlights on the concepts of budgeting, data analytics, and the aspect of productivity. The general manager of Oakland A revolutionizes the process of new basketball players scouting through the application of a computer-generated analysis that reflects on the framework of the HRIS system. The use of the human resource information systems enables the delivery and administration of the management framework (Brewster & Mayrhofer, 2012, p. 444).
The Moneyball case indicates the use of a new technology making sophisticated data analytics process possible. The creation of a positive experience as shown in the case enhances customer interaction with the systems and its related processes. Organizations consider looking for the vital ways for the management of their internal processes with efficiency while under the integrity preservation of each of the practices (Brewster & Mayrhofer, 2012, p. 444). In human resource management, this necessitates process that affects employees and the management system hence tracking of the Hr activities through the application of HRIS is of significance (Brewster & Mayrhofer, 2012, p. 444). The system enables the reliable provision of details on the aspect of administration, recruitment, payroll, and training in an organization. The HRIS tool, when used as seen in the Money ball case, aids the management in making some of the strategic decisions.
The HRIS application involves flexible designs featuring databases integrated with available wide range of features to ensure there smooth implementation of the system (Brewster & Mayrhofer, 2012, p. 444). In the Moneyball case, Billy Beane managed to build models and tested them as the vital resources in the system to judge the potential players. The system generates data making possible productivity through the system concept. They include the significant ability to enable the creation of reports and analysis of information quickly with accuracy for the management to manage the workforce easier. The efficiency of the advantages conferred by the system enables the HR administrator to manage time and allows employees exchange vital information easily as evident in the Money ball case. Through a centralized location designed and accessible, easily from any location within the company that serves as the redundancy within the framework of the organization. Some of the challenges that affect the management in the application of the HRIS include the identification of the work force requirements, resources, compliance, and meeting of the training needs (Brewster & Mayrhofer, 2012, p. 444).
The Moneyball case proves that the aspect of human resource information system involves an intersection of information technology and human resources using HR solution software (Waddill & Marquardt, 2011, p. 211). The solution enables the HR processes, as well as, activities to take place electronically contributing to successful organizational processes. Similarly, HRIS solution is the manner in which businesses whether big or small take care of their activities using software. This is inclusive of the activities related to management, human resources, payroll, and accounting. HRIS is essential as it enables a company plan, control, and manages its HR cost in a more effective manner without necessarily having to assign many resources towards them. HRIS also leads to an increase in inefficiency in terms of making HR decisions (Waddill & Marquardt, 2011, p. 211). These decisions should increase in quality resulting to an increase of both managers and employee’s productivity. HRIS offers a number of solutions to companies that adopt it. Some of the solutions include recruiting, training, HR, payroll, and compliance. Majority of HRIS systems are inclusive of flexible designs, which feature databases integrated with a wide variety of accessible features (Waddill & Marquardt, 2011, p. 211).
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- Kelvin Molly (Author), 2012, Human Resource Information System, Munich, GRIN Verlag, https://www.grin.com/document/270821