Human Resource Information Systems: Basics, Applications, and Future Directions

Human Resource Information Systems: Basics, Applications, and Future Directions is a one-of-a-kind book that provides a thorough introduction to the field of Human Resource Information Systems (HRIS) and shows how organizations today can leverage HRIS to make better people decisions and manage talent more effectively. Unlike other texts that overwhelm students with technical information and jargon, this revised Sixth Edition offers a balanced approach to dealing with HR issues and IT/IS issues by drawing from experts in both areas. Authors Richard D. Johnson, Kevin D. Carlson, and Michael J. Kavanagh cover the latest research and developments in information security, artificial intelligence, cloud computing, social media, and HR analytics. Numerous examples, best practices, discussion questions, and case studies, make this book the most student-friendly and current in the market.  

Table of Contents:
Preface Acknowledgments Part I • Human Resource Information Systems (HRIS) Chapter 1 • The Evolution of HRM and HRIS - Richard D. Johnson and Kevin D. Carlson Human Resource Management Human Resource Information Systems (HRIS) People Processes Technology – The HRIS Architecture The Value and Risks of HRIS Evolution of HRM and HRIS Themes of the Book Summary Key Terms Discussion Questions Chapter 2 • Strategic and International Considerations for Electronic HRM Introduction Organization Strategy and HRM eHRM Goals eHRM and the HRM Function Going Global International HRM HRM in Global Organizations Summary Key Terms Discussion Questions Part II • Managing HRIS Implementations Chapter 3 • Preparing for a New or Upgraded HRIS - Lisa M. Plantamura and Richard D. Johnson Introduction Change Management Resistance to Change The Systems Development Life Cycle Alternate Approaches to System Development Needs Analysis Summary Key Terms Discussion Questions Chapter 4 • Managing HRIS Design & Implementation - Richard D. Johnson, James H. Dulebohn, & Michael D. Bedell Introduction Design Considerations During the Systems Development Life Cycle Logical Design Physical Design Working With Vendors Assessing System Feasibility HRIS Implementation Summary Key Terms Discussion Questions Chapter 5 • Justifying HRIS Investments - Kevin D. Carlson and Michael J. Kavanagh Analyzing HRIS Investments HRIS Benefit-Cost Analysis Estimating the Value of Indirect Benefits Approaches for Estimating the Value of Indirect Benefits Avoiding Common Problems Packaging the Analysis for Decision Makers Summary Key Terms Discussion Questions Part III • HRIS Applications Chapter 6 • HR Administration and HRIS - Christopher J. Hartwell, Jake T. Harrison, Linda C. Isenhour Introduction The HRIS Environment and Other Aspects of HR Administration HRM Administration and Organizing Approaches Theory and HR Administration Legal Compliance and HR Administration HR Administration and Equal Employment Opportunity Summary Key Terms Discussion Questions Chapter 7 • Talent Management and HR Planning - Richard D. Johnson and Michael J. Kavanagh Introduction Talent Management Talent Management Goals Technology and Talent Management Human Resource Planning Job Analysis Summary Key Terms Discussion Questions Chapter 8 • Recruitment and Selection in an Internet Context - Kimberly M. Lukaszewski and David N. Dickter Introduction Recruitment and Technology The Impact of Online Recruitment on Recruitment Objectives Designing for Recruiting Online Online Recruitment Guidelines Employee Selection Technology Issues in Selection Demonstrating the Value of Selection Using HRIS Applications Summary Key Terms Discussion Questions Chapter 9 • Training and Development - Ralf Burbach and Steven D. Charlier Introduction Training and Development: Strategic Implications and Learning Organizations Success Factors in E-learning Training Metrics and Benefit-Cost Analysis HRIS Applications in Training Summary Key Terms Discussion Questions Chapter 10 • Rewarding Employees and HRIS - Charles H. Fay and Hadi El-Farr Introduction Performance Management Compensation Benefits Payroll Summary Key Terms Discussion Questions Part IV • Advanced HRIS Applications and Future Trends Chapter 11 • Workforce Analytics - Kevin D. Carlson and Michael J. Kavanagh Introduction A Brief History of Workforce Analytics Historical Metrics and Workforce Analytics and their Limitations Contemporary HR Metrics and Workforce Analytics Workforce Analytics and Organizational Effectiveness An Example Analysis: The Case of Staffing Building a Workforce Analytics Function Useful Things to Remember About Workforce Analytics Summary Key Terms Discussion Questions Chapter 12 • HRIS Privacy and Security - Humayun Zafar and Dianna L. Stone The Importance of Privacy and Security Employee Privacy in a Global Environment Worldwide Privacy Laws Employee Privacy Threats Components of Information Security Information Policy and Management Contingency Planning Summary Key Terms Discussion Questions Chapter 13 • The Role of Social Media in HR - Stephanie L. Black and Andrew F. Johnson Introduction Social Medial Platform Adoption Social Media and HR Practices Concerns Over Social Media Guidelines for Corporate Social Media Policies Research-Based Tips for the Use of Social Media in HR Summary Key Terms Discussion Questions Chapter 14 • Artificial Intelligence in Human Resource Management - Stefan Strohmeier Introduction Definition of Artificial Intelligence Categorization by Capability Categorization by Physicality Categorization by Method Categorization by Subfield Application of Artificial Intelligence in HRM Opportunities and Threats of Artificial Intelligence Summary Key Terms Discussion Questions Chapter 15 • Emerging Trends and the Future of HRIS - Richard D. Johnson and Kevin Carlson Drivers of the Future of Work Future Trends in Innovative Responses in HRM and HRIS Future Trends in Technology Future Trends in Processes Future Trends in People Summary Key Terms Discussion Questions Glossary References About the Editors About the Contributors Notes Index

About the Author :
Richard D. Johnson received his Ph.D. from the University of Maryland and is currently an Associate Professor at Washington State University. He has published over 50 journal articles and book chapters on topics such as HRIS, computer self-efficacy, e-learning, the psychological impacts of computing, and the digital divide. His research has been published in outlets such as Information Systems Research, the Journal of the Association for Information Systems, the International Journal of Human Computer Studies, and Human Resource Management Review. Dr. Johnson is a Past Chair of AIS SIGHCI and is a Senior Editor at Data Base and an Associate Editor at AIS Transactions on Human-Computer Interaction. He is also an editor of the books, Human Resource Information Systems: Basics, Applications and Future Directions and The Wiley Blackwell Handbook of the Psychology of the Internet at Work. Kevin D. Carlson is Professor of Management and Associate Dean for Research and Faculty Affairs in the Pamplin College of Business at Virginia Tech. He has published research on a wide variety of topics related to the evaluation of individual, process, and organizational effectiveness. His work has been published in the Journal of Applied Psychology, Personnel Psychology, the Journal of Management, and Organizational Research Methods. He is the 2016 recipient of the Robert McDonald Advancement of Organizational Research Methodology Award and past chair of the Board of Directors of the International Association for Human Resource Information Management (IHRIM). His current research addresses how to use HR metrics and workforce analytics to enhance organizational performance. Michael J. Kavanagh is Professor Emeritus of Management at the State University of New York at Albany. He is past editor of Group & Organization Management and a fellow of the American Psychological Association, the American Psychological Society, the Society for Industrial and Organizational Psychology, and the Eastern Academy of Management. He has been involved in the HRIS field since 1982. He established the HRIS MBA program at the University at Albany in 1984 and has taught numerous courses in the field of HRIS. In 2006, he received the Award for Career Excellence from the International Association for Human Resource Information Management (IHRIM). He received his PhD in industrial/organizational psychology from Iowa State University in 1969.