Computer Science in Organization 2103-ORP-M-D3CSWO

PROGRAM:

Introduction:
a. What is process management?
b. Core and supporting processes in the enterprise value chain.
c. Business excellence assumptions – efficiency indicators and measures.

Process Management and Management Information Systems (MIS):
a. What role do MIS play in the enterprise?
b. Classifications of information systems in the enterprise.
c. The role of information systems in company management.
d. System architecture and big data.

HRIS (Human Resource Information System) – IT solutions in Human Resource Management (HRM):
a. What is HRIS?
b. Functionalities and processes supported by HRIS.
c. Implementation and management of HRIS.
d. Employee data analytics (People Analytics) – assumptions and objectives.
e. AI in the service of HRM.

Examples of HRIS applications and systems – workshops:
a. Process objectives realized by the presented applications.
b. Basic functionalities and modules of the applications.
c. Workflow participants – tasks and responsibilities of users.

Type of course

obligatory courses

Mode

Classroom

Prerequisites (description)

Scope of Topics Knowledge about software and computer systems used in business entities, with a special emphasis on comprehensive enterprise management software. Basic functionalities of software designed for maintaining, processing, and managing detailed employee information as well as HR policies and procedures. Examples of applications of IT systems in core human resource management processes. PROGRAM: Introduction: a. What is process management? b. Core and supporting processes in the enterprise value chain. c. Business excellence assumptions – efficiency indicators and measures. Process Management and Management Information Systems (MIS): a. What role do MIS play in the enterprise? b. Classifications of information systems in the enterprise. c. The role of information systems in company management. d. System architecture and big data. HRIS (Human Resource Information System) – IT solutions in Human Resource Management (HRM): a. What is HRIS? b. Functionalities and processes supported by HRIS. c. Implementation and management of HRIS. d. Employee data analytics (People Analytics) – assumptions and objectives. e. AI in the service of HRM. Examples of HRIS applications and systems – workshops: a. Process objectives realized by the presented applications. b. Basic functionalities and modules of the applications. c. Workflow participants – tasks and responsibilities of users.

Course coordinators

Daniel Wocial

Learning outcomes

Knowledge: The graduate knows and understands the general scope and characteristics of basic enterprise management information systems (MIS), with particular emphasis on systems supporting human resource management processes (HRIS).

K_W06: Economic, social, legal, and ethical conditions for the implementation of public policy and the functioning of enterprises in the area of labor relations and industrial relations, with particular emphasis on the impact of technological changes and their consequences.

K_W01: The role and classification of management information systems in the enterprise.

K_W11: Principles of creating and developing various forms of entrepreneurship, including its technological elements and their significance for labor relations and industrial relations.

K_U02: Formulate, analyze, and solve problems related to the functioning of an organization in the context of technological support for its processes, with particular emphasis on solutions supporting human resource management processes.

K_U03: Identify and describe the basic functionalities of technological systems supporting HRM processes.

K_K01: Apply the principle of prioritizing scientific knowledge in solving problems, critically evaluate the knowledge possessed and the information received in the field of labor relations and industrial relations, and consciously and responsibly use expert knowledge in professional work.

K_K02: Think and act entrepreneurially, including fulfilling social obligations, inspiring, initiating, and organizing activities for the social environment, particularly in the area of labor relations and industrial relations, and understanding the role of technological systems in this area.

K_K03: Actively participate in the implementation work of project teams in the area of HRIS implementation.

Assessment criteria

written test 60%
presence 20%
active participation 20%

Attendance and preparation for classes;
Participation in discussions and workshop exercises during classes;
Passing the exam.
More than 2 absences require making up the missed class during the instructor's office hours within two weeks of the absence. In the case of more than 3 absences, the student will not be classified in the subject. Failure to make up the third absence will also result in not being classified.

Bibliography

1. „Systemy informatyczne w zarządzaniu procesami Workflow” - Autor: Bartłomiej Gawin; Wydawca: Wydawnictwo Naukowe PWN, Warszawa, 2023
2. "Human Resource Information Systems: Basics, Applications, and Future Directions, 5th edition” - edited by Richard D. Johnson, Michael J. Kavanagh, and Kevin D. Carlson; Publisher: SAGE Publications, Inc, 2021
3. “Human Resources Information System (HRIS): A Comprehensive Overview”, Author: Selam Abebe, Publisher ‏ : ‎ Independently published (April 17, 2024)
4. “The Artificial Intelligence handbook for HR Information System (HRIS) Specialists”: Author: Jeroen Erne, Publisher ‏ : ‎ Independently published (January 2, 2024)

Additional information

Additional information (registration calendar, class conductors, localization and schedules of classes), might be available in the USOSweb system:

Description of 2103-ORP-M-D3CSWO in USOSweb