The development of information society and more specifically, new technologies, business management, has enabled once tasks are arduous and extremely bureaucratic available today than a few 'clicks' the mouse. This has enabled the introduction of these technological tools, both in its 'software' and 'hardware', alter the proportion of tasks and the intensity of intellectual effort devoted to them. This is the case of a late application to join the staff of business management tools: Information Systems Human Resources (HRIS) or Systems Human Resources Management (HRM, its acronym in English), the implementation This family of applications has facilitated the gradual conversion of the former Departments of Personnel in the current Department of Human Resources and in the most sophisticated organizations in Talent Management Departments.
The advantages, therefore, be both an economic and strategic type. However, they are the strategic benefits of implementing those that have greater importance, as both a lever for enterprise growth. In fact, in a study conducted at the dawn of this millennium (Pin, JR and Laorden, M., 2001), almost 90% of HR directors surveyed attributed the decision to implement the tool for strategic rather than economic. These benefits, both strategic and financial, will be obtained through the instrumentality of a HRM adequate to meet certain targets of HR, in the same study (Pin, JR and Laorden, M., 2001) *, respondents identified the 'Top 10' at the level of goals to be achieved through the use of a HRM should be:
- Improve Decision Making
- Improve Information Quality
- Improving the Analysis of Training Needs
- Improving Competence Management
- Simulations enable the Making Budget
- Improve Understanding Wage Structure and Cost
- Improve knowledge of the capacity / potential
- Improving the Image of the Director of HR
- Improve Process Selection and Recruitment
- Improving Personal Identification Promote
In conclusion, the list of benefits should be carefully analyzed and compared to the cost of establishment [ask us how], in order to calculate the profitability of this important investment for the future of the company at last, after all, "not regard our human resources as one of the most important assets of our business?.
* Pin, JR, Laorden, M. (2001). "Software Human Resource Management: Indicators of Efficiency." Research Paper No. 433, March 2001.
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