Personal reflections especially in terms of HR. In today’s globalised world, the pool of talent which is available is
constantly growing and this is reflected in the various methods and systems which are available interesting as it provides a scientific method to guage certain employees and their contribution HR field and this will eventually maximise the employee’s potential if properly motivated.
The discussion on the proper working of HRIS systems can be taken further to include a number of perspectives such as the dynamic perspective which is cited by Dong (2008) and which is normally used to assess employee’s capability in particular relation to top management systems.
However talent management is also important when it comes to the allocation of work
and resources as in more ways than one, this can be the failings of a company. In today’s globalized world, it is crucial to make the most out of your human resources as the competitive edge may be lacking in several respects. Naturally it is also important to implement proper interviewing techniques in place to ensure that the strengths and weaknesses of individuals are properly identified so that there will not be any bad decisions taken in the long run.
Burbach R, Royle T (2010); Talent management in the German and Irish subsidiaries of a US multinational corporation Talent on Demand, Emerald Group.
Burbach and Royle are both based in Dublin Ireland and have extensive experience in relations to human resources as well as having a profound grasp of the changes currently prevalent in industrialized and globalised societies.
This article deals with the talent situation and how it may be assessed in particular reference to the German and Irish economies. It delves into the particular nunaces and facets of these two countries and the substantial pool of talent which is available especially with the boom in these economies and with the increase in multinational corporations.
The paper is very much au courant with the development of globalised human resources and the way the capacity of employees is measured. It also provides some extremely interesting case studies regarding the German and Irish economies and is thus essential reading in this
regard. Both economies have contrasting situations so it is quite revealing when comparing them at length as happens here. It is obviously recommended for anyone with a particular interest in HRIS and other similar topics.
Dong L (2010) Exploring the impact of top management support of enterprise systems implementations outcome, Emerald Group.
Dong is based in Toronto, Canada where the assessment of human resources information systems is very much used and is quite prevalent. The article focuses on a number of pesrpectives which are used to assess HRIS amongst which one may find the dynamic and contingent perspectives. This paper also deals with the analysis of top management support systems and also criticises the lack of proper literature in relation to the subject in question. It emphasises the importance of the nurturing of TMIS in the context of decision making and a proper use of the top human resources on offer for companies, in particular, those in a globalised market. , Dong also discusses the question of human resources management at length and focuses on considerable areas which can sometimes be overlooked. I found it extremely interesting to read and certainly very much attuned to the discussion in question.
Tansley C, Newell S (2007); A Knowledge-based View of Agenda-formation in the Development of Human Resource Information Systems, Sage, London.
Carol Tansley and Sue Newell are both based in London and are also very much attuned to the importance of HRIS to assess a globalized environment. This paper focuses chiefly on the agenda behind the development of HRIS systems.
It analyzes the importance of these systems for the proper development of human
esources and offers methods for improving the correct analysis of same. The importance of the nurturing of the top human resources within the company is also emphasised. Several approaches and analytic methods are used and the end result is an extrenely interesting and invigorating paper which is essential reading for any of those interested in the subject.
All three texts offer extremely interesting and contrasting views of how to properly analyse HRIS accordingly. They also tackle the decision making process which several times can be substantially flawed due to the fact that only one person normally tajes a decision which affects the whole of the company. In my opinion the recommendations of Dong (2009) should be taken on board as they offer a substantially vibrant way of assessing the strengths and weaknesses of human resources with the end result being a proper and judiciously taken decision which should benefit the company as a whole.