Develop The Chapter 2 Literature Review To Address Your Diss

Develop The Chapter 2 Literature Review To Address Your Disserta

Develop the Chapter 2 Literature Review to address your Dissertation Topic and the theory that supports those topics. The dissertation topic is: How is HRIS related to Organizational Memory Information System research? Provide a 500-word (or 2 pages double spaced) minimum reflection. Use proper APA formatting and citations. If supporting evidence from outside resources is used, those must be properly cited. Share a personal connection that identifies specific knowledge and theories from this course. Demonstrate a connection to your current work environment. If you are not employed, demonstrate a connection to your desired work environment. The reflection should focus on how the knowledge and skills obtained through meeting course objectives were applied or could be applied in the workplace.

Continue to develop the Chapter 2 Literature Review across weeks, maintaining the focus on the dissertation topic, providing at least 500 words each week, with reflections on the application of course knowledge to relevant work settings, supported by APA-cited research.

Paper For Above instruction

The intersection of Human Resource Information Systems (HRIS) and Organizational Memory Information Systems (OMIS) presents a compelling area of research that underscores the evolving landscape of knowledge management within organizations. This literature review reflects on how HRIS contributes to organizational memory and how theories underpinning these systems inform their integration and effectiveness.

HRIS has emerged as a critical tool for managing human resources data, facilitating efficient decision-making, and enhancing organizational performance (Haines & DeSantis, 2020). As organizations increasingly digitize their operations, HRIS enables the collection, storage, and analysis of vast amounts of employee information, which directly supports organizational memory—a corporate repository of institutional knowledge accumulated over time (Alavi & Leidner, 2001). Organizational memory theory posits that the retention and retrieval of knowledge are vital for organizational learning, adaptation, and competitive advantage (Walsh & Ungson, 1991). HRIS systems serve as modern embodiments of this theory, providing a technological infrastructure to codify and preserve knowledge assets.

Research suggests that HRIS enhances organizational memory by serving as an accessible database that captures historical HR data, including recruitment, training, performance, and compliance records (Marler & Boudreau, 2017). This information allows organizations to learn from past experiences, predict future trends, and implement strategic initiatives effectively. Moreover, effective HRIS implementation contributes to the development of tacit and explicit knowledge within organizations (Kalinga et al., 2019). Tacit knowledge, which resides within employees’ skills and experiences, can be complemented and codified through HRIS, thus transforming individual expertise into organizational assets.

From a theoretical standpoint, Nonaka and Takeuchi's (1995) knowledge creation theory emphasizes the importance of socialization, externalization, combination, and internalization (SECI process) in transforming tacit knowledge into explicit forms, which HRIS facilitates through data management. Furthermore, the Theory of Organizational Learning (Argyris & Schön, 1978) supports that systems like HRIS foster continuous learning and adaptation, crucial for maintaining organizational memory. These theories highlight the dynamic interaction between human cognition and technological systems in creating a resilient knowledge base.

Connecting these concepts to my current work environment, I recognize how HRIS functions as a backbone for retaining institutional knowledge. In my role within a mid-sized organization, the HRIS system has streamlined access to employee history, enabling more informed decision-making regarding talent management and workforce planning. The system effectively supports organizational memory by preserving critical data that informs strategic HR initiatives and ensures knowledge continuity despite personnel changes.

Personally, this integration of HRIS and organizational memory aligns with my understanding of the importance of information systems in sustaining organizational knowledge. The theoretical frameworks discussed provide a lens through which I interpret my organization's practices, reinforcing the significance of strategic HRIS deployment in fostering organizational resilience and competitive advantage. The course thus equips me with insights into how these systems function below the surface and their vital role in organizational sustainability.

References

  • Alavi, M., & Leidner, D. E. (2001). Review: Knowledge management and knowledge management systems: Conceptual foundations and research issues. MIS Quarterly, 25(1), 107-136.
  • Argyris, C., & Schön, D. A. (1978). Organizational learning: A theory of action perspective. Addison-Wesley.
  • Haines, S., & DeSantis, J. (2020). Human resource information systems: Basic concepts, roles, and challenges. International Journal of Human Resource Management, 31(12), 1659-1684.
  • Kalinga, K. R., Chathurika, N., & Thilakarathne, A. (2019). The role of HRIS in organizational knowledge management. Journal of Business and Management, 21(5), 45-59.
  • Marler, J. H., & Boudreau, M. (2017). An evidence-based review of HR analytics. International Journal of Human Resource Management, 28(1), 3-26.
  • Nonaka, I., & Takeuchi, H. (1995). The knowledge creating company: How Japanese companies create the dynamics of innovation. Oxford University Press.
  • Walsh, J. P., & Ungson, G. R. (1991). Organizational memory. Academy of Management Review, 16(1), 57-91.

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