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 Fifth Edition offers a balanced approach in dealing with HR issues and IT/IS issues by drawing from experts in both areas. It includes the latest research and developments in the areas of HRIS justification strategies, HR technology, big data, and artificial intelligence. Numerous examples, best practices, discussion questions, and case studies, make this book the most student-friendly and current text on the market.   Included with this title: The password-protected Instructor Resource Site (formally known as SAGE Edge) offers access to all text-specific resources, including a test bank and editable, chapter-specific PowerPoint® slides.

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 Editors’ Note Chapter Objectives HRIS in Action Introduction HR Activities Technology and Human Resources Evolution of HRM and HRIS HRIS Within the Broader Organization and Environment Themes of the Book Summary Key Terms Discussion Questions Case Study: Position Description and Specification for an HRIS Administrator Chapter 2: Systems Considerations in the Design of an HRIS - Michael D. Bedell and Michael L. Canniff Editors’ Note Chapter Objectives Industry Brief: Jim Pascarell, President, Integra Optics HRIS in Action Introduction HRIS Customers/Users: Data Importance HRIS Architecture Best of Breed Planning for System Implementation Summary Key Terms Discussion Questions Case Study: HRIS in Action Revisited Part II: Managing HRIS Implementations Chapter 3: The Systems Development Life Cycle and HRIS Needs Analysis - Lisa M. Plantamura and Richard D. Johnson Editors’ Note Chapter Objectives Industry Brief: Dan Staley, Partner, PwC HRIS in Action: Failing to Plan Is Planning to Fail Introduction The Systems Development Life Cycle Analysis Needs Analysis Summary Key Terms Discussion Questions Case Study: Planning the Needs of Other Organizations Chapter 4: System Design and Acquisition - Richard D. Johnson and James H. Dulebohn Editors’ Note Chapter Objectives Industry Brief: Jeffrey D. Miller, Deloitte Consulting HRIS in Action Introduction Design Considerations During the Systems Development Life Cycle Working With Vendors Assessing System Feasibility Summary Key Terms Discussion Questions Case Study: Larson Property Management Company Chapter 5: Change Management and System Implementation - Richard D. Johnson and Michael J. Kavanagh Editors’ Note Chapter Objectives HRIS in Action Introduction to the Management of Change Models of the Change Process Selected Change Models Why Do System Failures Occur? HRIS Implementation Critical Success Factors in HRIS Implementation Summary Key Terms Discussion Questions Case Study: The Grant Corporation Chapter 6: Cost-Justifying HRIS Investments - Kevin D. Carlson and Michael J. Kavanagh Editors’ Note Chapter Objectives Industry Brief: Hillary Brotman, Director, Huron Consulting Group HRIS in Action Introduction HRIS Benefit-Cost Analysis Implementation Costs Estimating the Value of Indirect Benefits Estimating Indirect Benefit Magnitude Mapping Indirect Benefits to Revenues and Costs Methods for Estimating the Value of Indirect Benefits Estimating the Timing of Benefits and Costs Avoiding Common Problems Packaging the Analysis for Decision Makers Conclusion Summary Key Terms Discussion Questions Case Study: Justifying an HRIS Investment at Investment Associates Part III: Human Resource Information Systems Applications Chapter 7: HR Administration and HRIS - Linda C. Isenhour and Christopher J. Hartwell Editors’ Note Chapter Objectives HRIS in Action Introduction The HRIS Environment and Other Aspects of HR Administration HRM Administration and Organizing Approaches Legal Compliance and HR Administration HR Administration and Equal Employment Opportunity HR Strategic Goal Achievement and the Balanced Scorecard Summary Key Terms Discussion Questions Case Study: The Calleeta Corporation Chapter 8: Talent Management and HR Planning - Richard D. Johnson and Michael J. Kavanagh Editors’ Note Chapter Objectives Industry Brief: Michelle Tenzyk, Chief Executive Officer, East Tenth Group HRIS in Action Introduction Talent Management Technology and Talent Management Human Resource Planning Summary Key Terms Discussion Questions Case Study: HRIS in Action Case Continued Chapter 9: Recruitment and Selection in an Internet Context - Kimberly M. Lukaszewski and David N. Dickter Editors’ Note Chapter Objectives HRIS in Action Introduction Recruitment and Technology Online Recruitment Guidelines Selection and Technology Summary Key Terms Discussion Questions Case Study: Recruitment and Selection in a Global Organization Chapter 10: Training and Development - Ralf Burbach and Steven D. Charlier Editors’ Note Chapter Objectives Industry Brief: Richard Gegenwarth, Strategic Change Management Leader, Guardian Life HRIS in Action Introduction Training and Development: Strategic Implications and Learning Organizations Training Metrics and Benefit-Cost Analysis HRIS Applications in Training Summary Key Terms Discussion Questions Case Study: Training and Development at Meddevco Chapter 11: Rewarding Employees and HRIS - Charles H. Fay and Hadi El-Farr Editors’ Note Chapter Objectives Industry Brief: Matthew Cotugno, Leader, Total Rewards, MVP Health Care HRIS in Action Introduction Performance Management Compensation Benefits Payroll Summary Key Terms Discussion Questions Case Study: Grandview Global Financial Services, Inc. Chapter 12: Strategic Considerations in HRIS - Huub Ruël and Tanya Bondarouk Editors’ Note Chapter Objectives HRIS in Action Introduction HRM and Technology eHRM: From Strategy to Results eHRM and the HRM Function The Future of eHRM Summary Key Terms Discussion Questions Part IV: Advanced HRIS Applications and Future Trends Chapter 13: HRIS and International HRM - Michael J. Kavanagh and Miguel R. Olivas-Luján Editors’ Note Chapter Objectives Industry Brief: Roy J. Wood, Jr., Executive Vice President of Professional Services, Insurity HRIS in Action Introduction HR Programs in Global Organizations HRIS Applications in IHRM Summary Key Terms Discussion Questions Case Study: Global Issues in a Multinational Company Chapter 14: HR Metrics and Workforce Analytics - Kevin D. Carlson and Michael J. Kavanagh Editors’ Note Chapter Objectives HRIS in Action Introduction A Brief History of HR Metrics and Analytics Limitations of Historical Metrics Contemporary HR Metrics and Workforce Analytics HR Metrics, Workforce Analytics, and Organizational Effectiveness So Where Are the Best Workforce Analytics Opportunities Likely to Be Found? An Example Analysis: The Case of Staffing Building a Workforce Analytics Function Useful Things to Remember About HR Metrics and Analytics Summary Key Terms Discussion Questions Case Study: Regional Hospital Chapter 15: HRIS Privacy and Security - Humayun Zafar and Dianna L. Stone Editors’ Note Chapter Objectives HRIS in Action Introduction Employee Privacy in a Global Environment Components of Information Security Information Policy and Management Summary Key Terms Discussion Questions Case Study: Practical Applications of an Information Privacy Plan Chapter 16: The Role of Social Media in HR - Stephanie L. Black and Andrew F. Johnson Editors’ Note Chapter Objectives HRIS in Action Introduction Global Social Media Platform Use 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 17: The Future of HRIS - Richard D. Johnson and Kevin D. Carlson Editors’ Note Chapter Objectives Introduction Future Trends in HRM Future Trends in HRIS Summary Discussion Questions Key Terms 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.