Research On The Performance Evaluation After Electronic Human Resource Management Systems Being Implemented

"Human resource" has been turning to most important component in "organization"-oriented modern community. Many companies recognize the importance of human resource management, and those companies have been built up management strategies and carrying out those strategies. In this circumstance, "Human Resource Management Information System" has turned to most important composition for carrying out the strategy for managing human resources with advancement of Information Technology on 1990’s. However, it is difficult to figure out the efficiency of adopting Human Resource Management Information System because the amount of research literature about evaluation of accomplish from Human Resource Management Information System is inadequate. Academically, the research about performance evaluation of ERP, SCM, CRM and other information systems outnumber that of Human Resource Information Systems.The purpose of this research is to prove validation of performance of entrepreneurial human resource management information system and to decide the weights of the performance indicators of human resource management information system. The following methods were used to earn the data. To begin with, initiative research model was built up on the 2basis of the interview with professional and prior research analysis. The research model was surveyed and the result was analyzed on the basis of the questionnaire, which states that there is directly proportional correlation between Entrepreneurial Human Resource Information System Performance Factor and entrepreneurial informatization. For this purpose, data was collected from survey upon 54 members of Group S. Consequently, the validation of result data was proved from analysis of reliability, correlation, and multiple regression. At the end of proving, it was possible to validate 4 hypotheses except financial performance. On the basis of proved result, performance level model for Human Resource Management Information System was designed (4 performance areas,20 performance indicators). In next progress, data was collected from second-level survey, and each performance factor was validated from the progress of analysis of concordance. At the end of second-level validation, it was possible to validate 17 performance indicators among 20 indicators. In other words,3 remnant performance indicators could not be validated. Finally, it was possible to determine the weights of each performance indicator from third-level survey and AHP analysis. At the end of third-level confirmation, the weight of Human Resource Field overwhelmed the weights of other data. In case of detail performance indicators, among 8 upper-level performance indicators, there were 3 human resource indicators and 3 non-human resource indicators. Remnant 2 upper-level performance indicators were composed of’Individual Growth perfance’ and’System Performance’...