| Much of the key social and economic legislation of the past fifty years including: (1) Social Security; (2) Fair Labor Standards - FLSA; (3) Pension protection - ERISA; (4) Equal Employment - EEO; (5) Occupational Safety - OSHA; (6) Toxic Substances Control Act - TOSCA; and (7) Office of Federal Contract Compliance - OFCC has to be implemented, co-ordinated and monitored by the Human Resource (Personnel) departments of large organizations.; These laws, coupled with economic pressures, and modern organization development and human behavior philosophies have necessitated the development, enhancement and operation of computerized Human Resource Information Systems HRIS.; This dissertation is the result of a systematic review of the extended HRIS system life cycle (five to twenty years) in several large organizations.; It tests hypotheses regarding: (1) project manager selection and reporting relationships; (2) organizational location and support; (3) extent of formal project management techniques used; (4) use of computerized statistical and operations research techniques; (5) use of personal computers and time sharing; (6) rate of change in the organization, its technologies and management philosophy; and (7) project management techniques and their relationship to the quality of the implementation.; Several interesting conclusions are reached regarding the interactions between organization structure, technology and project management which can be used as guidelines for HRIS and corporate management in future system implementation, e.g., with new hardware or software, or with the enhancements of current operational systems.; Among the conclusions are that: (1) The more closely involved the human resources vice president is in HRIS development, the more successful will be the development and operation of the HRIS. (2) The better the human resources department aligns its goals to the larger organization's goals the better the support for the HRIS will be. (3) The more carefully the analysis of the information requirements is conducted in a functional area, e.g., career development, job-bidding, compensation and the more closely the HRIS modules are integrated with these goals the more symbiotic will be the relationship between the HRIS, MIS, the functional directors and top mangement. |
