ABSTRACT
Technology innovation would enable human resource to put more focus on the value added in achieving technology’s full potential and business strategy. It can be seen that software and interface are used by employees to perform their jobs. Here, IT can potentially bring such benefits such as an increase in productivity, minimization of response times, and lower administrative costs. In addition, HRIS is capable to create an IT-based organization. To implement HRIS in an organization, there are variety of factors to take into consideration from internal and external factors. Implementation of HRIS will require an organization to inform stakeholders and to provide them evidence on the benefits of HRIS. The presence of technology and systems such as HRIS and MIS has allowed them to work systematically, structurally, and coherently. For instance, the HR department can keep track records of employees’ details such as name, contact number, home address, training records, and achievement records. From these records, HR department will enable to review what sort of training can be given if necessary. In addition, with technology, HR can reduce carbon copies. Communication between HR department and employees can be conducted as well. Telecom, visual conferences, and e-mail enable both HR department and employees to communicate wirelessly.
