THE ROLE OF Human Resource Information System (HRIS) IN ACHIEVING Dissertation

THE ROLE OF Human Resource Information System (HRIS) IN ACHIEVING EFFECTIVE PERFORMANCE APPRAISAL - Dissertation Example But as this goal cannot be achieved by generalizing a single solution to all the different facets of human resource management duties at work, there have always been the need for specific aspects and departments of human resource management to be looked at. It is not for nothing therefore that much attention will be given to the area of performance appraisal in seeking ways of making it more and more effective. This literature review is therefore focused on finding major existing literature that is related to the problem of making performance appraisal effective. The review shall be conducted by taking opinions and cater opinions on major themes of the research work that have been outlined in the specific objectives of the study, as well as those posed in the research questions. This way, the literature review is going to become an effective data collection tool for addressing the research problem. Generally, researchers hold a common opinion that when information system is made an i ntegral part of human resource management it leads to a more effective human resource management goal achievement. But as to how the concept of information system should be applied is where differences come in opinions. 2.1 Human Resource Information System As the search for best ways to use information technology in human resource management continues, the argument is further reduced to best ways in using information technology in performance appraisal. This is because performance appraisal remains a central part of human resource that is focused on finding the effective compliance level of employees to roles and tasks assigned to them (BNET, 2010a). On the use of information technology in performance appraisal, McLeod and Schell (2008) holds a school of thought that it is not enough to merely have computers and computers accessories in place and think that performance appraisal will become effective. Rather, it is opined that information technology should be transformed into an in formation system, which is further integrated into the role of performance appraisal. This means that information system will be integrated into performance appraisal in a manner that ensures that all areas and aspects of the performance appraisal process are linked to a centralised information system that determines how procedures should be followed. In support of the opinion, Alvarez-Suescun (2007) stressed that once information technology is moved a step into information system and applied in any aspect of human resource management, the concept of human resource information system (HRIS) is said to be developed. Such HRIS has been said to be better off than the ordinary application of information technology in performance appraisal. In the opinion of Noe and Gerhard (2007), the major difference that exists between HRIS and the application of information technology in performance appraisal is that all forms of application of information technology constitute HRIS but HRIS goes bey ond the ordinary application of information technology. As technology takes a central part in organisational management, it is very common to see that each and every modern day organisation has series of computers and their accessories that are used in the day to day processing of information at the workplace. However, this is not the same as information system because information system goes more into a technical composition of information technology (Deloitte, 2006). In information system, the work is not made to control the information technology but information technology is made to control the work. In effect, human resource managers using HRIS in performance ap

Mergers and Acquisitions in UK Banking Sector Essay

Mergers and Acquisitions in UK Banking Sector - Essay Example Moreover, it is not always necessary that the target board has a preceding knowledge of the same. Mergers and Acquisitions are associated with various terminologies which aid in analyzing the subject in an efficacious manner. Although, acquisition delineates the purchase of a smaller firm by the larger one, at times, it does happen that a smaller firm takes-over the management regulation of a largely developed corporation, thereby, keeping its name for the collaborated body which can be taken to meaning as reverse take-over. Similarly, reverse-merger deals with enabling the private company which has authoritative prospects along with enthusiasm to hoist the financial purchasing a publicly cataloged shell firm, too often, the one with limited assets. The act of mergers and acquisitions is quite intricate, however, with a variety of dimensions impacting its consequences, the process of studying mergers and acquisitions becomes handy. Usually, mergers and acquisitions are a significant part of the expansion strategy as they can be documented as horizontal deals in which the competitors are united. According to Gaughan, the $77.2 billion merger between Exxon and Mobil is one of the finest examples of a successful horizontal deal in the year 1998 (Gaughan, 2001). Horizontal mergers and acquisitions are the ones that occur between the companies generating analogous goods and offer analogous assistances. They take place quite often as a consequence of bigger companies trying to generate more efficacious economies of the scale. On the other hand, by straight away merging with the suppliers, it is possible for a company to decrement its reliance, thereby, incrementing profitability. This merger is a Vertical one, in which two companies generate different goods and services for one precise finished product. One of the perfect examples of a vertical deal is the $6.6 billion merger between Merck and Medco in the year 1993, who were a pharmaceutical manufacturer and a pharmaceutical distributor, respectively (Gaughan, 2001). Companies may also get their hands on the firms which are in entirely different industrial silhouettes. These kinds of deals can be called as conglomerate mergers which are delineated by an efficient example of Daimler Benz's deals in the aerospace industry sectors that helped replicating the premium automobile producer in to a multinational company or a conglomerate,