Theoretical Assignment Essay Example

Theoretical Assignment

Introduction

In the contemporary world of business, Information Technology (IT) has significantly changed the façade of doing things. Ranging from World Wide Web (WWW), information super highway, and development of modern technology, the global business community has worked around information systems technology and application. The convenience aspect and easy availability of information and data have also developed within the corporate world. Today, many businesses both small and large significantly depend on the information technology to establish and maintain profitability and their general success. For this reason, data and information systems have developed to be a critical part of modern business specifically in the subsection of human resource management. Today, human resource management technology has to great extend improved the way local and global firms meet their goals and objectives. Currently, management of organizations can access important information, store important information and data and ensure they maintain efficiency and quality within their human resource department (Bharadwaj, 2000). The combination of information technology coupled with a range of computer programs and applications have specifically enhanced how human resource subsection of an organization provides, distribute and maintain personnel benefits. Google Inc. offers some good example that can be relied upon.

Company selected: Google Australia

Google is the world’s top online search engine company. The firm’s search engine is currently the most widely used search tool in the world. The technological company headquartered in America specializes in internet-related services and products which include cloud computing, online advertising technologies, and search. The company provides a range of tools to help businesses of all kinds do well on and off the web. The Company operates a subsidiary firm in Australia commonly referred to Google Australia. For the purpose of this assignment, Google Australia would be used to attend to the questions requirement. The selection of the company was influenced by the fact that the parent company Google Inc. is a global firm thus it certain that it maintain huge employee base with a well-established human resource department supported with modern technology to aids in its functionality (Jarvis, 2011).

Over the years, through technology innovation and computer programming, Google Australia through its parent company Google Inc., the firm has been able to effectively and swiftly develop a competitive edge over its rivals through proper processing of its personnel benefits which has played a key role in fostering employee satisfaction and subsequent retention. It is possible to evaluate in a better way the role information technology in fostering human capital and the overall human resource management through assessing and examining its influences (Vise, 2007).

Overview of Human Resource Information Systems (HRIS)

Google Company maintains a huge employee base from the fact that it is a multinational firm. At Google Australia, data information plays a key role in its human resource department. The relationship between information technology and human resource management has led to the development of a new term or concept that is Human Resource Information Systems abbreviated as HRIS. HRIS is an online software solution that enables information entry, tracking of information entered and provided information necessary for the preparation of payroll as well as those needed for accounting and general management within a firm (Kruppke, Otto, and Gontard, 2006). To organize, maintain and distribute effectively and efficiently employee information and benefits, human resource department has to depend significantly on information technology and data storage. HRIS plays a critical role of data and information distribution regarding employee benefits within a firm. For an innovative firm like Google Australia, employee benefits is presented in a range of forms and forms a convoluted part of personnel compensation and form a major feature in the employee retention plans and strategies that aim at getting the optimal level of competence for each employee. It becomes simpler with the help of a human resource software to organize and access information relating to employees with a lot of ease.

As stated earlier, Google Inc. maintains thousands of employee across its global operational branches. Thus to maintain information to such employee base, computer applications, software, programs, and systems work closely with its human resource department to achieve maximum operational efficiency. At Google Australia, HRIS is used to store, acquire, manipulate, evaluate, recover and distribute data relating to the company. The idea about HRIS is that it does simply computer software and hardware, but it is far reaching to encompass people, policies, forms data and procedures (Jarvis, 2011).

Application of HRIS in Human Resource (HR) Function at Google Australia

The basic goal of Human Resource Management (HRM) of any firm is to attain maximum productivity of its employees through optimizing their effectiveness while concurrently improving the living standards of the work life of its workers by treating them as a valuable asset within its disposal. The implementation of HRIS system fosters the realization of such goals. The basic functions of human resource is to recruit, select, induct, train, ensure proper career planning, promote industrial relations, ensure occupational health and safety for employee and firing of indiscipline staffs (Jarvis, 2011).

Due to developed relationship between information technology and HRM, HRIS has a crucial role in fostering business issues, opportunities, and trends. The existence of attractive employee benefits has played a key role in enhancing the ability of Google Australia to employ and retain its top talent. The integration of HRIS within the working of the Human resource functions is manifested in the following tasks that the management is obliged to do to maintain its global top notch (Powell, and Dent-Micallef, 1997).

Allocation of employee benefit package. Among the responsibility of human resource of any firm is to determine the amount and type of benefits package each employee should be entitled to depending on such factors like their work experience, position hold, and educational background. Google Australia is a leader in Australian firms in providing employee satisfaction though their efforts to demonstrate profound care, value and quality to its employee through the provision of attractive employee package worthy to retain its workforce. To achieve this goal of providing the most attractive employee package to its employee that will be able to attract and retain the top talents in the industry Google Australia uses HRIS to organize, maintain and update different levels and types of employee services and benefits relevant to attract and retain top talents. The available employee benefits package provided by Google is phenomenal and unmatched to those provided by other firms in the industry. Google Company has been ranked high due to the services it provides to its staffs and other stakeholders. The company offers benefits such as free meals, dry cleaning services, video games, massage therapy, in-door gyms, shuttle services, and affordable day-care services for staffs. Also, the firm allows it employees to use up to 25% of their weekly allocated work time to work projected considered a special project that are primarily driven by personal creativity and interest (Vise, 2007). This is one benefit that has reaped the firm significant opportunities for innovation and growth. Without the implementation of HRIS systems within its functionality it would be significantly difficult for Google Australia to make sure that the 25% time program allocated doesn’t turn to 50% or any other figure. Also, it promotes equity and easy monitor of how best each employee utilizes the time allocated.

Employee recruitment and retention. Google Company recruits the most brilliant employees, and therefore this allows it to support innovation and empowerment. Google is very careful in enrolment and selection of the right employees for the company. Retention, recruitment, and satisfaction of employee form part of the firm’s culture. To attract and retain top talents in the industry, Google Australia, through its human resource management with the support of HRIS establishes an exceptional and unique benefit for its staff that can entice and retain them. At Google Australia, creativity and innovation is highly valued. The company’s working environment is attractive to young individuals with technological, communication and analytical skills. Google has adopted modern technology in its operations, and this can help me develop more skills in such setting. With the help of HRIS, Goggle maintains a multi-stage employment recruitment where employee undergoes a numerous assessment tests before they are successfully employed. The system ensures only the bright minds survive the assessment and are absorbed (Vise, 2007).

Conclusion

The role Human Resource Information System (HRIS) plays at Google Australia remains critical to the overall success of the firm in the industry. Human resource managers and personnel need to understand the significant role information technology and computer programs and applications has on fulfilling the human resource functions, management, and performance. As observed at Google Australia, HRIS plays a key role in attracting, retaining and managing of the human capital specifically for employee benefits where the firm has benefited a lot with the help of the system (Baron, 2007). The firm has achieved the retention plan through the implementation of the benefits program. The brand of the firm is built upon the culture values that ensure there is low politics, high trust levels, great sharing of wealth and resources and living a life full of importance and meaning. All these culture values are achieved through the employee benefits that is implemented through the firm’s HR department with the help of HRIS.

References

Baron, A., 2007. Human capital management: achieving added value through people. Kogan Page Publishers.

Bharadwaj, A.S., 2000. A resource-based perspective on information technology capability and firm performance: an empirical investigation. MIS quarterly, pp.169-196.

Gorry, G.A. and Scott Morton, M.S., 1971. A framework for management information systems.

Jarvis, J., 2011. What would Google do?: Reverse-engineering the fastest growing company in the history of the world. Harper Business.

Kruppke, H., Otto, M. and Gontard, M., 2006. Human Capital Management. Springer Science & Business Media.

Lado, A.A. and Wilson, M.C., 1994. Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of management review, 19(4), pp.699-727.

Luthans, F. and Youssef, C.M., 2004. Human, social, and now positive psychological capital management:: Investing in people for competitive advantage. Organizational dynamics, 33(2), pp.143-160.

Powell, T.C. and Dent-Micallef, A., 1997. Information technology as competitive advantage: The role of human, business, and technology resources. Strategic management journal, pp.375-405.

Van Marrewijk, M. and Timmers, J., 2003. Human capital management: New possibilities in people management. Journal of Business Ethics, 44(2), pp.171-184.

Vise, D., 2007. The google story. Strategic Direction, 23(10).