Applicability of Existing HRM Models in Order to Develop HRIS Model for University

摘要

The understanding of the connection between human resource management (HRM) and organizational performance at the universities is still limited and unexplored issue, despite of the broadly accepted fact that people are the most valued asset of an organization and therefore of an university. Since there are many contributions dealing with HRM process in enterprises and also considering the existing correlations between enterprise and university we defined HRM process at university with reliance on five best known HRM models. This paper contributes to the issue analyzing HRM process at the University of Zilina in Slovakia and University of Zagreb in Croatia, describing stakeholders involved and then listing important factors that have influence on definition of HRM policies, outcomes and eventually consequences of HRM process. Our intention is to show the relevance of all elements involving in HRM process at university and the necessity of adequate understanding of HRM design in purpose of information and communication technology (ICT) support implementation called human resource information system (HRIS). Using popular HRM models we listed important indicators of HRM implementation that should be measured in order to obtain current state of HRM elements at university.