Human Resource Information Systems (HRIS) Impact Analysis in the Bangladeshi Industries. Is it fruitful in actualizing competitive strategies?

Inhaltsverzeichnis (Table of Contents)

• Chapter 1. Introduction
  • 1.1 Background
  • 1.2 Rationale of the Study
  • 1.3 Objectives of the Study & Research Questions
  • 1.4 Data Source & Methodology of the Study
  • 1.5 Organization of the Report
• Chapter 2. Literature Review
• Chapter 3. Competitive Strategy for HRM
  • 3.1 Overall Cost Leadership Strategy
  • 3.2 Differentiation Strategy
  • 3.3 Focus Strategy
  • 3.4 The five generic competitive strategies
    • 3.4.1 Which Competitive Strategy Is the Best?
  • 3.5 Competitive Advantages of Using HRIS
    • 3.5.1 The position or environmental model
    • 3.5.2 The resource-based view model
• Chapter 4. Competitive Strategies vs. HRIS
  • 4.1 Human Resource Information Management Infrastructure
    • Stage 1
    • Stage 2
  • 4.2 A Model of Organizational Functioning
  • 4.3 How HRIS Assists Organization in Developing HR?
    • 4.3.1 Recruitment Process
    • 4.3.2 HR development process
• Chapter 5. Leveraging HRIS Payoff for Competitive Advantage
  • 5.1 Keys to pairing powerful technology with solid HR processes
  • 5.2 Five Trends to Watch
• Chapter 6. Site Visit Survey Questions & Their Corresponding Results
  • 6.1 Interviewee's Information
    • 6.1.1 Name
    • 6.1.2 Designation
    • 6.1.3 Organization
    • 6.1.4 Background (both academic and experience)
    • 6.1.5 Academic background needed for HRIS
    • 6.1.6 Reasons for becoming interested in HRIS
    • 6.1.7 Duration of doing job
    • 6.1.8 Most challenging/rewarding aspect of work/career
    • 6.1.9 Interviewees' contact information
  • 6.2 PART-A: Competitive Strategy Pattern
    • 6.2.1 Competitive strategy(s) pursuit by organization for achieving competitive advantage
  • 6.3 PART-B: Competitive Advantage
    • 6.3.1 Customer satisfaction profile
    • 6.3.2 Organization's ability to compete successfully
    • 6.3.3 Business growth (in percentage)
    • 6.3.4 Organization's financial condition
    • 6.3.5 Organization's overall competitive advantages achieved
  • 6.4 PART-C: Human Resource Information Systems
    • 6.4.1 Statement of whether or not organizations rely on technology for conducting HR-related activities
    • 6.4.2 Areas in which organizations pursue technology for HR Jobs
    • 6.4.3 Organizational development attained for pursuing Technology in HR activities
    • 6.4.4 Statement of whether HRIS has a positive impact on competitive strategies for any organization or not
    • 6.4.5 Statement of whether HRIS positively contributes to the overall low-cost provider strategy or not
    • 6.4.6 Statement of whether or not HRIS positively contributes to the broad differentiation strategy
    • 6.4.7 Statement of whether HRIS positively contributes to the focused (or market niche) low-cost strategy or not
    • 6.4.8 Statement of whether HRIS positively contributes to the focused (or market niche) differentiation strategy or not
    • 6.4.9 Statement of whether HRIS has positive impact on overall organizational goal achievement or not
  • 6.5 Open Ended Question
    • 6.5.1 HRIS software used in the organization
    • 6.5.2 Installation year
    • 6.5.3 Vendors of HRIS software
    • 6.5.4 List of the modules of HRIS in the organization
    • 6.5.5 The core job duties/functions/responsibilities done by HR (Entry-Level, Mid-Level, and Top-Level) using HRIS
    • 6.5.6 HRIS' contribution to organization's net profit (estimation in %)
    • 6.5.7 Statement of whether or not the field is growing
    • 6.5.8 The biggest challenges faced by this field
    • 6.5.9 The characteristics and competencies of people who are successful in HRIS
    • 6.5.10 Specific functional or technical knowledge critical to HRIS
    • 6.5.11 The typical salary ranges in HRD

  Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)

  This report aims to analyze the impact of Human Resource Information Systems (HRIS) in Bangladeshi industries, specifically examining whether HRIS effectively supports the implementation of competitive strategies.

  • The role of HRIS in achieving competitive advantage
  • The impact of HRIS on different competitive strategies (cost leadership, differentiation, focus)
  • The key elements of a successful HRIS implementation
  • The challenges and opportunities associated with HRIS in Bangladeshi industries
  • The contribution of HRIS to organizational success and profitability

  Zusammenfassung der Kapitel (Chapter Summaries)

  Chapter 1 introduces the topic of HRIS impact analysis in Bangladeshi industries, providing background information, rationale for the study, research objectives, data sources, methodology, and report organization. Chapter 2 presents a comprehensive literature review on the subject, exploring relevant theoretical frameworks and empirical findings. Chapter 3 delves into the concept of competitive strategy for HRM, examining different types of strategies such as cost leadership, differentiation, and focus, as well as discussing the competitive advantages of using HRIS. Chapter 4 explores the relationship between competitive strategies and HRIS, examining the role of HRIS in supporting organizational functioning and developing human resources. Chapter 5 discusses the key elements of leveraging HRIS payoff for competitive advantage, including best practices for pairing technology with solid HR processes and identifying key trends in the field. Finally, Chapter 6 presents the results of site visit surveys, providing insights into the implementation and impact of HRIS in various organizations.

  Schlüsselwörter (Keywords)

  Human Resource Information Systems (HRIS), Competitive Strategy, Competitive Advantage, Bangladeshi Industries, Organizational Performance, Impact Analysis, Data Analysis, Survey Results, Case Studies, Organizational Development, Human Resource Management (HRM), Technology Implementation, Recruitment, Training and Development, Performance Management, Compensation and Benefits.