ABSTRACT
HRD has main role to play in developing effective initiatives or policies in order to increase the employee involvement and participation with the help of the advancement of MIS for managing HRD, namely, HRIS, e-HRM, and HRMIS. These systems covered several HRM work processes such as recruitment, training, record keeping, benefits administration, performance management, employee self-service, and many more. The integration of information system and technology has become one of the emerging factors for the human resource professionals to become one of the top management’s strategic partners by providing broader opportunities. The focus of HRM has started shifting from being the sole decision maker of the company into authorizing their employees to participate in producing the strategic decision-making as well as administrative works which relate to several human resource operations. The organization will be more dynamic, efficient, and productive especially in the process of engaging their employees in making strategic decision-making. A continuous advancement of HRIS and international rivalry among other organizations had been leading the organization to invest a huge budget to purchase the best HRIS application in order to gain and/or sustain their competitive advantages besides exploiting the competency and knowledge of their employees This chapter reveal and explain a comprehension of the impacts during the pre- and post-implementation of HRIS through IT-emerging technology as enabler, explore the best practices of HRIS in private and public sectors, analyze the advantages, the integration of HRIS, and its impacts toward employee involvement process.
