Intégration des NTIC dans la communication et conséquences sur l'organisation

For international organizations, the main skill is to control the flow of information and communication. The word "information" leads us to facts, data. For example, how many permanent or fixed-term contracts does my organization have? In this case the goal is to have the most reliable information in the shortest time. In addition, the word "information" leads us to the knowledge about a topic. To have information enables an organization to improve its knowledge management. Indeed, the word "information" leads us to the facts and to the analysis of facts.
communication is the transmission of information. communication enables an organization to share information, values, ideas with its staff. communication develops social connections in an organization.

Theses aspects remind us of the new challenges of human resources with the ntic. Today, the human resources function is split between countries and subsidiaries with globalization. Organizations must adapt themselves to this phenomenon. The strategy of many firms is to involve its managers and to develop its collective skills. This objective implies to decentralize decisions and to increase the flow of information.
As a result, the human resources function must give methods and common tools to its managers so as to help them to harmonize collective and individual skills management. They have to accompany managers in the decentralization of the human resources function and to increase sources of information to improve their knowledge of the staff.
An information system is a network of structured relations. This network makes it possible to have a flow of information, which becomes structured. This flow can be considered as a database to take decisions.

In the nineties, the first Information System of Human Resources (ISHR) appears. The main goal of this system was to improve synergy between human resources services in such a way that it makes it possible to have homogeneous processes and a better coherence in the global process.
The content of HR function has been changed and we can see emerge an e-HR. This new HR is characterized by: a growing part of the intranets, a recourse to information and communication technologies for the fundamental activities of HR management and by a development of e-recruitment and e-learning for example.