Implementation of Web-Based Application for HR Personal Information - Literature review Example

Literature Review Name: Institution: Course: Date of Submission: Literature Review Web-based applications can be described as websites with user interactivity. The major advantage of web-based application is its availability because anyone can gain access to it provided they is a network connection and multiple users have the capability of accessing it at the same time[NMA08]. The main purpose of this section is to address the design and implementation of web-based application for human resources personal information in any organization. This will be achieved by presenting an overview of work done previously that provides the required background for this research purposes. It will concentrate on various issues associated with the design and implementation of web-based application for human resources personal information in any organization. The section will begin with a thorough coverage of the design and implementation of web-based application for human resources personal information in any organization topics that will assist in setting the context of this research. In today’s organizations, human resources management has been transformed by the web[Alf01]. Web-based information systems as well as portal technologies are rapidly replacing the paper-based record keeping systems. According to Walker (2001), web-based applications are normally designed with an aim delivering a wide array of self-service professional and personal information to employees and individual users. Walker directs all the organizations willing to venture into web-based applications or web-based human resources and have no idea of how to do it to go through the articles written by Tower Perrin Consultants. These articles feature proven techniques of designing and implementing web-based human resources, a thorough coverage the foundation of web-based human resources, and the key trends and technologies that are emerging in web-based human resources. Walker (2001) states that, web-based applications allow for easier and faster delivery of key human resources services to both the management and employees. Web-based technologies are changing the way in which human resources departments around the globe are managed and organized, besides addressing the needs of the workforce of the future. Human resources departments are being changed from function oriented to essential management partner in administrative activities by the web-based technologies[Alf01]. According to Bondarouk (2009), it is no longer possible to provide human resources services and products without the help of web-based technologies. Web has become a core mechanism of human resources management because it supports HR’s ability to function as a proactive partner with top management in achieving business goals, and allows the delivery of mass-customized services and products to customers within an organization[Tan09]. Web-based human resources implementations differ from organization to organization since each organization has its HR practices which address its strategic business needs. Web-based HR information portal enable employees direct access to customized and personalized information. Accoring to the Walker (2001), web-based applications allow for employee self-service, thus bringing some benefits to the organization such as eliminating middlemen between the employee and the Human Resources Information System. Self-service also reduces the time wasted by HR staff in forwarding forms, making changes to personal data, and other administrivia. According to NMA Technologies (2008), web-based applications assist organizations in keeping their information and records better as well as retrieving them in an easier manner. Web-based applications have streamlined the task of analyzing voluminous amounts of data as they assist in HR management. Human Resources Information Systems which include web-based applications plays two major roles within an organization. The two roles can be classified as HR administrative and operational role and HR strategic role[NMA08]. In HR administrative and operational role, web-based applications help in improving the efficiency with which data on HR activities and employees is compiled. In HR strategic role, web-based applications assists in HR planning and managerial decision making since data is easily accessible helping the top management to base their decisions on available information rather than their intuition and perception. Uses of HRIS include staffing, HR planning and analysis, equal employment, employee and labor relations, HR development, compensation and benefits, and health, safety and security[NMA08]. The use of web-based applications has helped the HR department to be efficient in its administrative activities as well as be able to deal with longer-term and more strategic HR planning issues. Many organizations use web-based applications in four ways: bulletin boards, data access, employee self-service, and extended linkage[NMA08]. Employee self-service allows employees to quickly access their benefits, payroll, and personal HR information through the web. This simplicity reduces the call volume to the HR department and allows HR to focus on more strategic issues. Many organizations around the globe are being attracted to web-based human resources management. According to Bradley (2010), organizations are turning to web-based applications is because it is cheap as compared to buying expensive software and hardware as well as buying upgrades and recruiting IT staffs for maintanance. Web-based applications have many advantages than the traditional software. The article written by Bradley has addressed a number of them which include scurity, centralization, back-ups, updates, no installation, no compatibility issues, and accessibility. When using web-based applications your data is usually stored in a higlhy secure data centers. Traditional software were more prone to physical damages as compared to web-based applications[Sha10]. Another critical advantage of web-based applications is that all the data is centralized and can be accessed over the internet from any computer at any time. It is not possible to leave you data on the wrong computer because it is stored on the web. Unlike traditional software, data backup is performed every day and stored in multiple locations to improve security and for additional redundancy. In most cases, web-based applications are updated automatically and there is no need of downloading and installing updates as it were the case of traditional software. Web-based applications also do not require installations or downloading anything, all that is require is your browser and your login details to access the appliction. Web-based applications have no compatibility issues and can function at function at any platform provided there is a internet connection and a web browser[Sha10]. Windows, Mac and Linux are all supported by web-based applications. Finally, web-based applications allow the users to access their information from anywhere provided there is an internet connection. Before designing and implementing a web-based application for a particular organization, you have to understand its processes, business needs, and long and short-term goals[Tim12]. There is also a need to identify the HR professionals managing the current operations as this will impact embracement or abandonment of the application. According to Padva (2012), web-based HRMS platforms or web-based applications offer attractive options for organizations looking for an integrated, centralized and cost effective solution. Another key issue to consider when designing and implementing a web-based HR application is security[Tim12]. Company data and employees privacy should be safeguarded, therefore your design should allow encryption of data as it flows over the public internet to avoid eavesdroping. Finaly it is always good to consider the capability of the employees to use the web-based HRIS platform. Employees are not likely to accept web-based HR applications which if they are too comnplex. In conclusion, web-based HR applications play a major role in modern organizations. A good web-based HR application is one that is secure, well supported and equiped to help an organization achieve its goals. Designing and implementing a web-based HR application of a particular organization requires someone to consider some issues such as organization’s processes, business needs, and long and short-term goals; security and its usability. Reference List NMA08: , (NMA Technologies, 2008), Alf01: , (Walker, 2001), Tan09: , (Bondarouk, 2009), Sha10: , (Bradley, 2010), Tim12: , (Padva, 2012), Read More