Current Trends in the Use of Computer Technology by Human Resource Managers
There have been a number of studies examining the characteristics of Human Resource Information Systems (HRIS) in large corporations (Magnus & Grossman, 1985; Mathys, LaVan & Nogal, 1984), how systems are liked to various human resource functions (Amico, 1981; Hoff, 1983; LaPointe, 1983; Weirmair, 1981), and factors related to the planning, implementation and development of HRIS systems (Ceriello, 1984; Simon, 1983). In general, the vast majority of large companies have some type of HRIS system available, at least for basic payroll, record-keeping and administrative tasks. Applications include compensation, benefits, EEO/AA, applicant tracking, training and development, labor relations, turnover analysis, and human resource planning. The focus of this research, however, has been on characteristics of the computer system rather than who uses the information and how its use might affect productivity and quality of output.
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