Human Resource Information Systems:

Basics, Applications, and Future

Directions 4th Edition Michael J.
Kavanagh (Editor)
Visit to download the full and correct content document:
https://textbookfull.com/product/human-resource-information-systems-basics-applicati
ons-and-future-directions-4th-edition-michael-j-kavanagh-editor/
More products digital (pdf, epub, mobi) instant
download maybe you interests ...

Biota Grow 2C gather 2C cook Loucas

https://textbookfull.com/product/biota-grow-2c-gather-2c-cook-
loucas/

Human Resource Management, 15th Global Edition Joseph

J. Martocchio

https://textbookfull.com/product/human-resource-management-15th-
global-edition-joseph-j-martocchio/

Computational Intelligence Theories Applications and

Future Directions Volume I Nishchal K. Verma

https://textbookfull.com/product/computational-intelligence-
theories-applications-and-future-directions-volume-i-nishchal-k-
verma/

Cognitive work analysis : applications, extensions and

future directions 1st Edition Neville A. Stanton

https://textbookfull.com/product/cognitive-work-analysis-
applications-extensions-and-future-directions-1st-edition-
neville-a-stanton/
Cancer Epidemiology and Prevention 4th Edition Michael
J. Thun

https://textbookfull.com/product/cancer-epidemiology-and-
prevention-4th-edition-michael-j-thun/

Computational Intelligence Theories Applications and

Future Directions Volume II ICCI 2017 Nishchal K. Verma

https://textbookfull.com/product/computational-intelligence-
theories-applications-and-future-directions-volume-ii-
icci-2017-nishchal-k-verma/

New Directions in Third Wave Human Computer Interaction

Volume 1 Technologies Michael Filimowicz

https://textbookfull.com/product/new-directions-in-third-wave-
human-computer-interaction-volume-1-technologies-michael-
filimowicz/

New Directions in Third Wave Human Computer Interaction

Volume 2 Methodologies Michael Filimowicz

https://textbookfull.com/product/new-directions-in-third-wave-
human-computer-interaction-volume-2-methodologies-michael-
filimowicz/

Human Resource Management: Functions, Applications, and

Skill Development Robert N. Lussier

https://textbookfull.com/product/human-resource-management-
functions-applications-and-skill-development-robert-n-lussier/
Human Resource Information Systems
Fourth Edition
To my wife, Barbara, and my sons Sean, Colin, and Timothy, and
especially to my granddaughter, Isabella

—M. J. K.

To my wife, Kelley, and my daughters, Rachel and Katherine

—R. D. J.
Human Resource Information Systems
Fourth Edition

Editors

Michael J. Kavanagh
University at Albany, State University of New York
Richard D. Johnson
University at Albany, State University of New York
FOR INFORMATION:

SAGE Publications, Inc.

2455 Teller Road

Thousand Oaks, California 91320

E-mail: order@sagepub.com

SAGE Publications Ltd.

1 Oliver’s Yard

55 City Road

London EC1Y 1SP

United Kingdom

SAGE Publications India Pvt. Ltd.

B 1/I 1 Mohan Cooperative Industrial Area

Mathura Road, New Delhi 110 044

India

SAGE Publications Asia-Pacific Pte. Ltd.

3 Church Street

#10-04 Samsung Hub

Singapore 049483

Copyright © 2018 by SAGE Publications, Inc.

All rights reserved. No part of this book may be reproduced or utilized in any
form or by any means, electronic or mechanical, including photocopying,
recording, or by any information storage and retrieval system, without
permission in writing from the publisher.

Printed in the United States of America

Library of Congress Cataloging-in-Publication Data

Names: Kavanagh, Michael J., editor. | Johnson, Richard David, editor.

Title: Human resource information systems : basics, applications, and future

directions / editors Michael J. Kavanagh, State University of New York,
Albany, Richard D. Johnson, State University of New York, Albany.

Description: Fourth edition. | Los Angeles : SAGE, [2018] | Includes

bibliographical references and index.

Identifiers: LCCN 2017008269 | ISBN 9781506351452 (pbk. : alk. paper)

Subjects: LCSH: Personnel management—Information technology. |

Personnel management—Data processing.

Classification: LCC HF5549.5.D37 H86 2018 | DDC 658.300285—dc23 LC

record available at https://lccn.loc.gov/2017008269

This book is printed on acid-free paper.

Acquisitions Editor: Maggie Stanley

Developmental Editor: Neda Dallal

eLearning Editor: Katie Ancheta

Editorial Assistant: Ashley Mixson

Production Editor: Bennie Clark Allen

Copy Editor: Lana Todorovic-Arndt

Typesetter: C&M Digitals (P) Ltd.

Proofreader: Sarah J. Duffy

Indexer: Jeanne R. Busemeyer

Cover Designer: Candice Harman

Marketing Manager: Ashlee Blunk

Brief Contents
1. Preface
2. Acknowledgments
3. PART I • HUMAN RESOURCE INFORMATION SYSTEMS
(HRIS): THE BACKBONE OF MODERN HR
1. Chapter 1 • A Brief History and Overview of Technology in HR
2. Chapter 2 • Database Concepts and Applications in HRIS
3. Chapter 3 • Systems Considerations in the Design of an HRIS:
Planning for Implementations
4. PART II • MANAGING HRIS IMPLEMENTATIONS
1. Chapter 4 • The Systems Development Life Cycle and HRIS Needs
Analysis
2. Chapter 5 • System Design and Acquisition
3. Chapter 6 • Change Management and Implementation
4. Chapter 7 • Cost Justifying HRIS Investments
5. PART III • ELECTRONIC HUMAN RESOURCE
MANAGEMENT (EHRM)
1. Chapter 8 • HR Administration and HRIS
2. Chapter 9 • Talent Management
3. Chapter 10 • Recruitment and Selection in an Internet Context
4. Chapter 11 • Training and Development: Issues and HRIS
Applications
5. Chapter 12 • Performance Management, Compensation, Benefits,
Payroll, and HRIS
6. PART IV • ADVANCED HRIS APPLICATION AND FUTURE
TRENDS
1. Chapter 13 • HRIS and International HRM
2. Chapter 14 • HR Metrics and Workforce Analytics
3. Chapter 15 • HRIS Privacy and Security
4. Chapter 16 • HRIS and Social Media
5. Chapter 17 • The Future of HRIS: Emerging Trends in HRM and
IT
7. Glossary
8. References
9. Author Index
10. Subject Index
11. About the Editors
12. About the Contributors
Detailed Contents
1. Preface
2. Acknowledgments
3. PART I • HUMAN RESOURCE INFORMATION SYSTEMS
(HRIS): THE BACKBONE OF MODERN HR
1. Chapter 1 • A Brief History and Overview of Technology in HR
1. Editors’ Note
2. Chapter Objectives
3. HRIS in Action
4. Introduction
5. HR Activities
6. Technology and Human Resources
1. What Is an HRIS?
2. eHRM and HRIS
3. The Value and Risks of HRIS
4. Types of HRIS
7. Evolution of HRM and HRIS
1. Pre–World War II
2. Post–World War II (1945–1960)
3. Social Issues Era (1963–1980)
4. Cost-Effectiveness Era (1980–Early 1990s)
5. ERPs and Strategic HRM (1990–2010)
6. “The Cloud” and Mobile Technologies (2010–Present)
8. HRIS Within the Broader Organization and Environment
9. Themes of the Book
10. Summary
11. Key Terms
12. Discussion Questions
13. Case Study: Position Description and Specification for an
HRIS Administrator
2. Chapter 2 • Database Concepts and Applications in HRIS
1. Editors’ Note
2. Chapter Objectives
3. Introduction
4. Data, Information, and Knowledge
 5. Database Management Systems
1. Early DBMSs
2. Relational DBMSs
3. Data Sharing Between Different Functions
4. Data Sharing Between Different Levels
5. Data Sharing Across Locations
6. Key Relational Database Terminology
1. Entities and Attributes
2. Tables
3. Relationships, Primary Keys, and Foreign Keys
4. Queries
5. Forms
6. Reports
7. MS Access—An Illustrative Personal Database
1. Designing an MS Access Database
2. HR Database Application Using MS Access
3. Other HR Databases
8. Data Integration: Database Warehouses, Business Intelligence,
and Data Mining
9. Big Data and NOSQL Databases
10. Summary
11. Key Terms
12. Discussion Questions
13. Case Study: Building an Application Database
3. Chapter 3 • Systems Considerations in the Design of an HRIS:
Planning for Implementations
1. Editors’ Note
2. Chapter Objectives
3. HRIS in Action
4. Introduction
5. HRIS Customers/Users: Data Importance
1. Employees
2. Nonemployees
3. Important Data
6. HRIS Architecture
1. HRIS Evolution
2. Client-Server (Two-Tier) Architecture
 3. Three-Tier and N-Tier Architecture
4. Cloud Computing—Back to the Future?!
5. Mobile Access
6. Security Challenges
7. Best of Breed
1. Talent Management
2. Time and Attendance
3. Payroll
4. Benefits
8. Planning for System Implementation
9. Summary
10. Key Terms
11. Discussion Questions
12. Case Study: Vignette Revisited
1. Industry Brief
4. PART II • MANAGING HRIS IMPLEMENTATIONS
1. Chapter 4 • The Systems Development Life Cycle and HRIS Needs
Analysis
1. Editors’ Note
2. Chapter Objectives
3. HRIS in Action
4. Introduction
5. The Systems Development Life Cycle
6. Analysis
7. Needs Analysis
1. 1. Needs Analysis Planning
2. 2. Observation
3. 3. Exploration
4. 4. Evaluation
5. 5. Reporting
8. Summary
9. Key Terms
10. Discussion Questions
11. Case Study: “Planning the Needs of Other Organizations”
1. Industry Brief
2. Chapter 5 • System Design and Acquisition
1. Editors’ Note
 2. Chapter Objectives
3. HRIS in Action
4. Introduction
5. Design Considerations During the Systems Development Life
Cycle
1. Logical Design
2. Two Ways to View an HRIS: Data Versus Process
3. Logical Process Modeling With Data Flow Diagrams
4. Creating and Using the DFD
5. Physical Design
6. Working With Vendors
1. Vendor Selection
7. Assessing System Feasibility
1. Technical Feasibility
2. Operational Feasibility
3. Legal and Political Feasibility
4. Economic Feasibility
8. Summary
9. Key Terms
10. Discussion Questions
11. Case Study: Vignette Continued
1. Industry Brief
3. Chapter 6 • Change Management and Implementation
1. Editors’ Note
2. Chapter Objectives
3. HRIS in Action
4. Introduction
1. Change Management
2. The Change Management Process: Science and Art
5. Models of the Change Process
1. Overview of Organizational Change
6. Selected Change Models
1. Lewin’s Change Model
2. Change Equation Formula
3. Nadler’s Congruence Model
4. Kotter’s Process of Leading Change
5. Important Reminders Regarding Change Models
 7. Why Do System Failures Occur?
1. Leadership
2. Planning
3. Communication
4. Training
8. HRIS Implementation
1. Data Migration
2. Software Testing
3. System Conversion
4. Documentation
5. Training
6. Resistance to Change
7. User Acceptance
9. Critical Success Factors in HRIS Implementation
10. Summary
11. Key Terms
12. Discussion Questions
13. Case Study: The Grant Corporation
4. Chapter 7 • Cost Justifying HRIS Investments
1. Editors’ Note
2. Chapter Objectives
3. HRIS in Action
4. Introduction
1. Justification Strategies for HRIS Investments
2. Evolution of HRIS Justification
3. Approaches to Investment Analyses Make a Difference:
Some Guidelines
5. HRIS Cost-Benefit Analysis
1. Identifying Sources of Value for Benefits and Costs
2. Direct Benefits
3. Indirect Benefits
6. Implementation Costs
7. Estimating the Value of Indirect Benefits
8. Estimating Indirect Benefit Magnitude
1. Direct Estimation
2. Benchmarking
3. Internal Assessment
 9. Mapping Indirect Benefits to Revenues and Costs
10. Methods for Estimating the Value of Indirect Benefits
1. Average Employee Contribution
11. Estimating the Timing of Benefits and Costs
1. The Role of Variance in Estimates
12. Avoiding Common Problems
13. Packaging the Analysis for Decision Makers
14. Summary
15. Key Terms
16. Discussion Questions
17. Case Study: Justifying an HRIS Investment at Investment
Associates
1. Industry Brief
5. PART III • ELECTRONIC HUMAN RESOURCE
MANAGEMENT (EHRM)
1. Chapter 8 • HR Administration and HRIS
1. Editors’ Note
2. Chapter Objectives
3. HRIS in Action
4. Introduction
5. Technical Support for Job Analysis
1. Approaches and Techniques
2. HRIS Applications
6. The HRIS Environment and Other Aspects of HR
Administration
7. HRM Administration and Organizing Approaches
1. Service-Oriented Architecture and eXtensible Markup
Language
2. Advantages of XML-Enhanced SOA
3. Theory and HR Administration
4. Self-Service Portals and HRIS
5. Shared-Service Centers and HRIS
6. Outsourcing and HRIS
7. Offshoring and HRIS
8. Summary of HR Administration Approaches
8. Legal Compliance and HR Administration
9. HR Administration and Equal Employment Opportunity
 1. U.S. Civil Rights Act of 1964, Title VII, and the EEO-1
Report
2. EEO-1 Report (Standard Form 100)
3. EEO-1 and HRIS
4. Occupational Safety and Health Act Record Keeping
5. OSHA Form 300 (Log of Work-Related Injuries and
Illnesses) and HRIS
6. Technology, HR Administration, and Mandated
Governmental Reporting
7. Summary of Government-Mandated Reports and Privacy
Requirements
10. HR Strategic Goal Achievement and the Balanced Scorecard
1. HRM and the Balanced Scorecard
2. HR Scorecard and Balanced Scorecard Alignment
11. Summary
12. Key Terms
13. Discussion Questions
14. Case Study: Talent Management at CalleetaCO
2. Chapter 9 • Talent Management
1. Editors’ Note
2. Chapter Objectives
3. HRIS in Action
4. Introduction
1. Defining Talent Management
2. Importance of Talent Management
3. The Talent Management Life Cycle
4. Attributes for Talent
5. Job Analysis and Human Resource Planning: Part of TM
1. Job Analysis
2. Human Resource Planning (HRP)
3. Phase 1: Setting HRP Objectives
4. Phase 2: Planning HR Programs
5. Phase 3: Evaluation and Control
6. Workforce Management/Human Resource Planning With
an HRIS
7. Long- and Short-Term Strategic Importance of Talent
Management
 6. Talent Management and Corporate Strategy
7. Anticipating Change and Creating an Adaptable Workforce
8. Talent Management and Corporate Culture
9. Talent Management and Information Systems
1. The Link Between Talent Management and Human
Resource Information Systems
2. Talent Management Software Packages
10. Trends in Talent Management Software
1. Recruiting Top Talent Using Social Networking Sites
(SNSs)
2. Using Information Systems to Set Goals and Evaluate
Performance
3. Using Analytics for Talent Management
4. Workforce Analytics and Talent Management
5. Measuring the Success of Talent Management
11. Summary
12. Key Terms
13. Discussion Questions
14. Case Study: Vignette Case Continued
1. Industry Brief
3. Chapter 10 • Recruitment and Selection in an Internet Context
1. Editors’ Note
2. Chapter Objectives
3. HRIS in Action
4. Introduction
5. Recruitment and Technology
1. The Impact of Online Recruitment on Recruitment
Objectives
2. Attributes of the Recruiting Website
3. Recruitment Strategies and Social Networking
4. The Relationship of e-Recruiting and HRIS
6. Online Recruitment Guidelines
7. Selection and Technology
1. What Are Selection Tests and Assessments, and Why Are
They Used?
2. Why Is Understanding Assessment Important for HRIS?
3. Technology Issues in Selection
 4. Applying HRIS to Selection and Assessment
5. Demonstrating the HRM’s Value With HRIS Selection
Applications
8. Summary
9. Key Terms
10. Discussion Questions
11. Case Study: Recruitment and Selection in a Global
Organization
4. Chapter 11 • Training and Development: Issues and HRIS
Applications
1. Editors’ Note
2. Chapter Objectives
3. HRIS in Action
4. Introduction
5. Training and Development: Strategic Implications and
Learning Organizations
1. Systems Model of Training and Development
6. Training Metrics and Cost-Benefit Analysis
7. HRIS Applications in Training
1. HRIS/Learning Applications: Learning Management
Systems
2. HRIS T&D Applications: Implementation Issues
8. Summary
9. Key Terms
10. Discussion Questions
11. Case Study: Training and Development at Meddevco
1. Industry Brief
5. Chapter 12 • Performance Management, Compensation, Benefits,
Payroll, and HRIS
1. Editors’ Note
2. Chapter Objectives
3. HRIS in Action
4. Introduction
1. The Meaning of Work
5. Performance Management
1. Overview
2. Typical Data Inputs
 3. Typical Reports
4. Data Outflows
5. Decision Support
6. Compensation
1. Overview
2. Typical Data Inputs
3. Typical Reports
4. Data Outflows
5. Decision Support
7. Benefits
1. Overview
2. Typical Data Inputs
3. Typical Reports
4. Data Outflows
5. Decision Support
8. Payroll
1. Overview
2. Typical Data Inputs
3. Typical Reports
4. Data Outflows
5. Decision Support
9. Summary
10. Key Terms
11. Discussion Questions
12. Case Study: Grandview Global Financial Services, Inc.
6. PART IV • ADVANCED HRIS APPLICATIONS AND FUTURE
TRENDS
1. Chapter 13 • HRIS and International HRM
1. Editors’ Note
2. Chapter Objectives
3. HRIS in Action
4. Introduction
1. Types of International Business Operations
2. Going Global
3. Differences in HRM in MNEs
4. Key HR Management Issues in MNEs
5. HR Programs in Global Organizations
 1. International Staffing
2. Selecting Global Managers: Managing Expatriates
3. Training and Development of Expatriates
4. Performance Appraisal in MNEs
5. Managing International Compensation
6. HRIS Applications in IHRM
1. Introduction
2. Organizational Structure for Effectiveness
3. IHRM–HRIS Administrative Issues
4. HRIS Applications in MNEs
7. Summary
8. Key Terms
9. Discussion Questions
10. Case Study: Global Issues in a Multinational Company
2. Chapter 14 • HR Metrics and Workforce Analytics
1. Editors’ Note
2. Chapter Objectives
3. HRIS in Action
4. Introduction
5. A Brief History of HR Metrics and Analytics
6. Limitations of Historical Metrics
7. Contemporary HR Metrics and Workforce Analytics
1. Understanding Workforce Analytics Practices
2. HR Metrics
3. Workforce Analytics
8. HR Metrics, Workforce Analytics, and Organizational
Effectiveness
1. A Common and Troublesome View
2. Maximizing the Impact of Workforce Analytics Efforts
3. Triage in Evaluating Workforce Analysis Opportunities
9. So Where Are the Best Workforce Analytics Opportunities
Likely to Be Found?
1. HR Process Efficiency
2. Operational Effectiveness
3. Strategic Realignment
4. Starting With the End in Mind
10. An Example Analysis: The Case of Staffing
 1. Evaluating Recruitment Effectiveness (D3)
2. Evaluating the Effectiveness of Job Offer Decisions (D4)
3. Evaluating Job Acceptance Performance (D5)
4. Assessing the Financial Impact of Staffing Decisions:
Utility Analysis
11. Building a Workforce Analytics Function
1. Getting Started
2. Understanding Why
3. Putting HR Metrics and Analytics Data in Context
4. Reporting What We Find
5. HR Dashboards
12. Useful Things to Remember About HR Metrics and Analytics
1. Don’t “Do Metrics”
2. Bigger Is Not Always Better
3. HR Metrics and Analytics Is a Journey—Not a
Destination
4. Be Willing to Learn
5. Avoid the Temptation to Measure Everything
Aggressively
6. Workforce Analytics and the Future
13. Summary
14. Key Terms
15. Discussion Questions
16. Case Study: Regional Hospital
3. Chapter 15 • HRIS Privacy and Security
1. Editors’ Note
2. Chapter Objectives
3. HRIS in Action
4. Introduction
5. Employee Privacy
1. Unauthorized Access to Information
2. Unauthorized Disclosure of Information
3. Data Accuracy Problems
4. Stigmatization Problems
5. Use of Data in Social Network Websites
6. Lack of Privacy Protection Policies
6. Components of Information Security
 1. Brief Evolution of Security Models
2. Security Threats
7. Information Policy and Management
1. Fair Information Management Policies
2. Effective Information Security Policies
3. Contingency Planning
8. Summary
9. Key Terms
10. Discussion Questions
11. Case Study: Practical Applications of an Information Privacy
Plan
4. Chapter 16 • HRIS and Social Media
1. Editors’ Note
2. Chapter Objectives
3. Introduction
4. Global Usage of Social Media
5. Social Media and HR Practices
1. Organizational Recruitment and Selection
2. Training and Development
3. Internal Communication and Engagement
6. Concerns Over Social Media
7. Corporate Social Media Policies
1. Recruitment and Selection
2. Validity of SMWs in Selection
3. Privacy Concerns
4. Diversity Concerns
5. Federal and State Guidelines
8. Research-Based Tips for the Use of Social Media in HR
9. Summary
10. Key Terms
11. Discussion Questions
5. Chapter 17 • The Future of HRIS: Emerging Trends in HRM and
IT
1. Editors’ Note
2. Chapter Objectives
3. Introduction
4. Future Trends in HRM
 1. Health and Wellness
2. Business Intelligence and People Analytics
3. Demographic Workforce Changes
4. Employee Engagement
5. Growing Complexity of Legal Compliance
6. Virtualization of Work
5. Future Trends in HRIS
1. Bring Your Own Device
2. Gamification
3. Web 2.0 and Social Networking
4. Internet of Things
5. Open-Source Software
6. An Evolving Industry
7. Evolving HRIS Technology Strategy
8. HRIS Moves to Small Businesses
6. Future Trends in Workforce Technologies
7. Summary
8. Key Terms
7. Glossary
8. References
9. Author Index
10. Subject Index
11. About the Editors
12. About the Contributors
Preface
In his book Good to Great, Jim Collins notes, “Great vision without great
people is irrelevant.” In a sense, this quote gets at the heart of human
resources—attracting, hiring, motivating, training, and retaining the best
people for your organization. However, to be truly successful in this mission,
organizations have to invest in technology to support all aspects of their
human resources. In this fourth edition of Human Resource Information
Systems: Basics, Applications, and Future Directions, we have several goals.
First, we want to update the text to reflect the current use of technology in
organizations. The core human resource information system (HRIS),
although still the center of any human resources (HR) technology
investments, is no longer the only technology supporting HR. New
technologies such as mobile devices and social media are driving changes in
how organizations deploy technology in HR. Second, we wish to continue to
improve the content and the usefulness of the content for faculty and
students. Third, we continue with our goals of presenting a broad-based
perspective on HRIS, one which includes a focus on developing and
implementing these systems, an understanding of how these systems impact
the practice of HR across a number of functions, and finally, a discussion of
timely and important developments in these systems (e.g., metrics, social
media, international human resource management [HRM]). Although there
have been several books on HRIS published, most authors have focused only
on one aspect or dimension of the HRIS field, for example, on e-HRM, Web-
based HR, or the strategic deployment of HRIS in a global context.

In the preface to the first edition of this book, we note that Kavanagh et al.
(1990) stated that “among the most significant changes in the field of human
resources management in the past decade has been the use of computers to
develop what have become known as human resource information systems
(HRIS)” (p. v). We also argued that the introduction of computers to the field
of HRM during the 1980s and early 1990s was a revolutionary change. That
is, HRM paper systems in file cabinets were replaced by HRM software on
mainframes and PCs. To keep up with these technological changes in HRM,
companies were forced to adapt, even though it was quite expensive, in order
to remain competitive in their markets. Although we have previously
suggested that the changes since the early 1990s were evolutionary, it is clear
that in the past five years, we have entered another period of revolutionary
change. No longer are companies purchasing an HRIS, customizing it to fit
their needs, and installing it locally. Instead, today organizations are moving
to cloud computing where they “rent” space to maintain their data and rely on
the vendors to manage and support the system. In addition, HR is taking
advantage of systems outside of organizational control, such as Twitter,
Facebook, Instagram, YouTube, and more to support employees throughout
the employment life cycle. Thus, managers and organizations must develop
policies to address this vastly different environment, where much of the data
supporting HRIS is accessed remotely and often is stored on systems not
under the direct control of the organization.

Along with these changes in technology, a revolution has come to the

practice of human resources. By adopting software to support HR
functioning, HR now has more information on employees, and can use this
understanding to better attract candidates, hire better employees, and more
effectively manage them. In other words, these changes have meant that there
have been significant advances in the use of people resources in managerial
decisions. Thus, the role of HRM has evolved so that now it is increasingly
viewed as a strategic partner in the organization. In addition, the role of an
HR professional is changing, and the most successful HR professionals will
have both HR expertise, as well as strong knowledge and appreciation for a
how a variety of technology tools can support “people practices” within HR
and within the firm.

What do these changes mean for the new learner with a background in HRM
or information technology (IT), who is trying to understand the HRIS field?
Although it may be tempting to think that the optimal approach is to train
students on the latest HRIS software and the latest trends in HRIS, in reality
this would be like starting with Chapter 17 of this book and then proceeding
backward through the book. Unfortunately, many people do, in fact, focus on
learning the actual software tool itself (e.g., the HRIS) and the technological
advances in HRIS without understanding the basics first. The approach we
take in this book, and one we recommend, is to start with an understanding of
the evolutional changes to technology and how these changes have
transformed HR practices (e.g., how HRM moved from using paper records
in file cabinets to the computerization of the HR function), and how this
interplay between technology and human resources has changed, and will
continue to change, the field of HRIS. Only after understanding these
changes will the learner be able to effectively understand how advances in
technology can help their organization manage their HR function more
effectively.

New Aspects of the Fourth Edition

As we do in each edition of the text, we have made substantial revisions in
response to feedback from adopters and advances in the field of HRIS.
Consistent with the previous version of the text, we have four main parts to
the book, but we have adjusted the chapters to more directly relate to the
themes of

HRIS: The Backbone of Modern HR

Managing HRIS Implementations
Electronic Human Resource Management (eHRM)
Advanced HRIS Applications and Future Trends

In our first section, we discuss the modern HRIS, the role that databases play
in HRIS, and the key IT architectures and people who interact with the HRIS.
Chapter 1 has been rewritten to more clearly describe how technology is
transforming human resources, define what an HRIS is, discuss how an HRIS
contributes to HR functioning, and the advantages and risks of using HRIS.
In our second section, “Managing HRIS Implementations,” we focus on the
development and implementation of an HRIS in an organizational setting.
Chapters 6 and 9 from the previous edition were combined with a greater
focus on change management and systems implementation issues (Chapter
6). The major motivation for this change is that with the increased influence
of cloud-based systems, fewer and fewer organizations are choosing to build
or customize HR software. Thus, success is increasingly dependent upon
strong change management processes.

Section 3 focuses on eHRM, or the management and delivery of HR

functionality enabled by technology. In this section, each chapter focuses on
a major functional area of human resources (e.g., recruitment, selection,
training, etc.) and discusses how technology is changing its practice. In
addition, these chapters bring in some of the latest research-based
recommendations for using HR technology. In Chapter 11, we welcome
aboard Steven Charlier, who has brought in some of the latest research
findings on e-learning to inform the recommendations made in the e-learning
chapter.

The final section of our book focuses on advanced HRIS topics. The chapters
in this section have undergone substantial changes. Miguel Olivas-Luján has
joined the authors of the international HRIS chapter and has updated the
chapter to more fully bring out the issues associated with implementing HRIS
in a global organization. Chapter 14 (previously Chapter 7) has been updated
to bring out the importance of the decision-making processes to metrics, as
well as provide fuller examples of the use of metrics in staffing. Stephanie
Black is has joined us in this edition and has contributed a new chapter on the
role of social media in HR (Chapter 16). This is an important and timely topic
as many organizations are embracing social media despite the potential risks
involved. Finally, Chapter 17 has been updated with a discussion of the latest
trends in HR and HRIS that will shape the future of the field.

In addition, we have added a number of “industry briefs” to several chapters

in the book. In each industry brief, leaders briefly discuss the importance of
the chapter’s topic and how it plays out in their firm or industry. Continued
positive feedback has contributed to our decision to retain our feature “HRIS
in Action.” We did these things to improve the text as a learning and teaching
tool—we wanted the text and each chapter within it to present a complete
learning experience. Thus, we also continued the consistent structure across
all chapters that was introduced in the previous edition. Chapters contain, in
the following order, (1) an editors’ note, (2) chapter objectives, (3) chapter
content, (4) chapter summary, (5) a list of key terms, (6) chapter discussion
questions, (7) a case with student discussion questions, and (8) the industry
brief (where included). This internal consistency for each chapter was
established by emphasizing the same chapter learning points for the chapter
objectives, chapter summary, key terms, and chapter discussion questions.
We felt that this within-chapter consistency would aid the learning process of
the students and aid the faculty in identifying the important content of each
chapter. Likewise, the websites and additional readings have been expanded
because of recent changes in the field. In determining to make these changes
in the book, the coeditors worked to make the fourth edition a textbook they
would personally be comfortable using to teach their HRIS courses.

Fourth Edition Summary

In summary, in this fourth edition, we have described the major advances in
the field of HRIS and the relation of HRIS to managerial decision making
while, at the same time, exploring the basic concepts of developing,
implementing, and maintaining an HRIS. The book represents the
intersection of the best thinking and concepts from the two fields of HRM
and IT. It was the early intersection of these two fields that changed the role
of HR in organizations from record keeper to strategic partner. After
introducing the basic concepts of an HRIS combined with new approaches to
the operation of HRM in the organization, we then proceed to the more
advanced, and evolutionary, technical changes. The basic philosophy of this
book is that the integration or harmonization of technology with people
management in an HRIS will create a distinct competitive advantage for
organizations. We hope that you, the reader, gain this understanding and that
you enjoy this book.

Companion WEBSITE
A password-protected instructor resources site includes test banks,
PowerPoint® presentations, case notes, detailed lecture outlines, sample
answers to discussion questions in the text, suggested class activities, a
selection of full-text SAGE journal articles, and web resources. These
materials are available at study.sagepub.com/kavanagh4e.

Students can also log on to the companion site and access the SAGE journal
articles, eFlashcards, and Web resources at study.sagepub.com/kavanagh4e.

Acknowledgments
Undertaking a book like this cannot be done without the contribution of many
individuals. Each of you have our thanks, for without you, this book would
Another random document with
no related content on Scribd:
Montalvo, Alfonso Diaz de, 146
Montpensier, Count of, 361, 362
Moriscos, the, 284
Mudejares, the, 15, 196, 271, et seq.
Muladies, the, 170
Muley Abul Hacen, 162, 163, 164, 167, 169, et seq., 198, 202, 203
N
Naples, 349, 350, 354, 356, 357, 361, 362, 364, 365, 366
Naples, Joanna II. of, 25
Navarre, 37, 40, 339, 388
O
Olito, Treaty of, 47
Olmedo, battle of, 64
Ordenanzas Reales, 146
Ovando, Nicholas de, 316
P
Painting, Castilian, 418–419
Palencia, Alonso de, 411
Paredes, Count of, 105, 153
Passage of Arms, 33
Paul II. Pope, 79, 85
Perez, Fra Juan, 299, 300
Philip, Archduke of Austria, 341, 375, 379, 389, 390
Pinzon, The Brothers, 303
Pius II., Bull of Pope, 78, 81
Plasencia, Count of (Duke of Arévalo), 93, 96, 98, 110
Polyglot-Bible, 403, 406
Printing, introduction of, 401
Pulgar, Hernando de (“He of the Exploits”), 225, 226;
(Author), 412, 413
Q
Quintanilla, Alonso de, 295
R
Ramirez, Francisco, 192, 283
Rapallo, sack of, 356
Rojas, Fernando de, 416
Ronda, 201, 202, 281
Royal Council, the, 142, 143
Roussillon and Cerdagne, 47, 75, 82, 111, 186, 346, 351, 352, 379
S
Salamanca, Treaty of, 389
Sanbenito, 256
Santa Cruz, College of, 404
Santa Fé, 226, 227
Santa Hermandad, La, 123, et seq.; 131, 132
Santiago, Mastership of. See Military Orders
Segovia, 19, 65, 112
Sforza, Gian Galeazzo, 348, 349, 357
Silva, Alonso de, 359
Sixtus IV., Pope, 85, 117, 118, 237, 254
Suprema, La, 259
T
Talavera, Fra Fernando de, 119, 151, 241, 272, 277, 278, 305, 323, 326
Tendilla, Count of, 272, 276, 278, 305, 404
Toledo, Cortes of, 141, et seq.
Tordesillas, Treaty of, 307
Toro, battle of, 108;
citadel of, 102
Toros de Guisandos, 67
Torquemada, Thomas de, 258, 261, 266
V
Velez-Malaga, 161, 204, 208, 209
Venegas, Cacim, 171, 180
Venice, League of, 360
Vespucci, Amerigo, 317
Villahermosa, Alfonso, Duke of, 103, 125, 175
Villena, Marquis of (Juan Pacheco), 28, 29, 30, 36, 53, 56, 61, 62, 63,
67, 70, 80, 82, 84, 86, 87;
(the younger), 87, 93, 94, 96, 98, 100, 105, 111
Y
Yañez, Alvar, 135
Z
“Zagal, Abdallah, El,” 173, 181, 201, 203, 209, 215, 216, 220, 221
Zahara, 163, 164, 200
Zamora, 98, 107
Zoraya, 171, 172
Zurita, 413
 A Selection from the Catalogue of
G. P. PUTNAM’S SONS
❧

Complete Catalogue sent on application

Old
Court Life in Spain

By Frances M. Elliot
Author of “Old Court Life in France,” etc.

2 vols. With 8 Photogravures and 48 Other Illustrations.

$5.00
The author presents a picturesque record of the romantic
early days of courtly Spain, concluding her narrative with the
reign of Ferdinand and Isabella and the new era of things
ushered in by them. There pass before the reader’s gaze the
martial figures of the Gothic kings, those barbarians of the
North who ruled Spain for two centuries and a half, forgetting,
under the spell of its sunny clime, the rugged gods that received
the worship of their ancestors. With the downfall of Roderick,
the Moors sweep into the country and henceforth the history is
that of a divided land, where the Cross is elevated against the
Crescent, where clash of sword and scimitar frequently
resounds, and Saracen warriors vie in gallantry and skill with
those who do battle for the Faith.
 Old
Court Life in France

By Frances Elliot
Author of “Old Court Life in Spain,” etc.

Two Volumes. Octavo. With 60 Photogravure and Other

Illustrations. Net $5.00. Carriage 50 cents
“Probably the most readable and successful work of the kind
ever attempted. It has been through many editions, and its
popularity remains unimpaired. The work is charming in
manner and carries with it the impress of accuracy and careful
investigation.
“Mrs. Elliot’s is an anecdotal history of the French Court from
Francis I to Louis XIV. She has conveyed a vivid idea of the
personalities touched upon, and her book contains a great deal
of genuine vitality.”—Detroit Free Press.

The Crises
in the History of
The Papacy
 By

Joseph McCabe
Author of “Peter Abélard,” “A Candid History of the Jesuits,”
etc.
This volume comprises a study of twenty of the most famous
of the Popes whose careers and whose influence was most
important in the development of the Church as it was in the
history of the world.

Alfred the Great

Maker of England

848–899 A. D.

By

Beatrice A. Lees
Of Somerville College, Oxford

8vo. $2.50
Few royal lives have been richer in fulfillment and more
decisive in their influence upon the course of history than that
of Alfred. Under his leadership, Wessex became the nucleus of
England’s expansion, the Danish invader was checked, and the
first beginnings of a royal navy were made. His is the most
important name in English history prior to the coming of the
Normans.
New York G. P. Putnam’s Sons London
 TRANSCRIBER’S NOTES
1. P. 18, corrected "An occasion of" to "On an occasion of".
2. Silently corrected obvious typographical errors and
variations in spelling.
3. Retained archaic, non-standard, and uncertain spellings
as printed.
*** END OF THE PROJECT GUTENBERG EBOOK ISABEL OF
CASTILE AND THE MAKING OF THE SPANISH NATION, 1451-
1504 ***

Updated editions will replace the previous one—the old editions

will be renamed.

Creating the works from print editions not protected by U.S.

copyright law means that no one owns a United States copyright
in these works, so the Foundation (and you!) can copy and
distribute it in the United States without permission and without
paying copyright royalties. Special rules, set forth in the General
Terms of Use part of this license, apply to copying and
distributing Project Gutenberg™ electronic works to protect the
PROJECT GUTENBERG™ concept and trademark. Project
Gutenberg is a registered trademark, and may not be used if
you charge for an eBook, except by following the terms of the
trademark license, including paying royalties for use of the
Project Gutenberg trademark. If you do not charge anything for
copies of this eBook, complying with the trademark license is
very easy. You may use this eBook for nearly any purpose such
as creation of derivative works, reports, performances and
research. Project Gutenberg eBooks may be modified and
printed and given away—you may do practically ANYTHING in
the United States with eBooks not protected by U.S. copyright
law. Redistribution is subject to the trademark license, especially
commercial redistribution.

START: FULL LICENSE

THE FULL PROJECT GUTENBERG LICENSE
 PLEASE READ THIS BEFORE YOU DISTRIBUTE OR USE THIS WORK

To protect the Project Gutenberg™ mission of promoting the

free distribution of electronic works, by using or distributing this
work (or any other work associated in any way with the phrase
“Project Gutenberg”), you agree to comply with all the terms of
the Full Project Gutenberg™ License available with this file or
online at www.gutenberg.org/license.

Section 1. General Terms of Use and

Redistributing Project Gutenberg™
electronic works
1.A. By reading or using any part of this Project Gutenberg™
electronic work, you indicate that you have read, understand,
agree to and accept all the terms of this license and intellectual
property (trademark/copyright) agreement. If you do not agree to
abide by all the terms of this agreement, you must cease using
and return or destroy all copies of Project Gutenberg™
electronic works in your possession. If you paid a fee for
obtaining a copy of or access to a Project Gutenberg™
electronic work and you do not agree to be bound by the terms
of this agreement, you may obtain a refund from the person or
entity to whom you paid the fee as set forth in paragraph 1.E.8.

1.B. “Project Gutenberg” is a registered trademark. It may only

be used on or associated in any way with an electronic work by
people who agree to be bound by the terms of this agreement.
There are a few things that you can do with most Project
Gutenberg™ electronic works even without complying with the
full terms of this agreement. See paragraph 1.C below. There
are a lot of things you can do with Project Gutenberg™
electronic works if you follow the terms of this agreement and
help preserve free future access to Project Gutenberg™
electronic works. See paragraph 1.E below.
1.C. The Project Gutenberg Literary Archive Foundation (“the
Foundation” or PGLAF), owns a compilation copyright in the
collection of Project Gutenberg™ electronic works. Nearly all the
individual works in the collection are in the public domain in the
United States. If an individual work is unprotected by copyright
law in the United States and you are located in the United
States, we do not claim a right to prevent you from copying,
distributing, performing, displaying or creating derivative works
based on the work as long as all references to Project
Gutenberg are removed. Of course, we hope that you will
support the Project Gutenberg™ mission of promoting free
access to electronic works by freely sharing Project
Gutenberg™ works in compliance with the terms of this
agreement for keeping the Project Gutenberg™ name
associated with the work. You can easily comply with the terms
of this agreement by keeping this work in the same format with
its attached full Project Gutenberg™ License when you share it
without charge with others.

1.D. The copyright laws of the place where you are located also
govern what you can do with this work. Copyright laws in most
countries are in a constant state of change. If you are outside
the United States, check the laws of your country in addition to
the terms of this agreement before downloading, copying,
displaying, performing, distributing or creating derivative works
based on this work or any other Project Gutenberg™ work. The
Foundation makes no representations concerning the copyright
status of any work in any country other than the United States.

1.E. Unless you have removed all references to Project

Gutenberg:

1.E.1. The following sentence, with active links to, or other

immediate access to, the full Project Gutenberg™ License must
appear prominently whenever any copy of a Project
Gutenberg™ work (any work on which the phrase “Project
Gutenberg” appears, or with which the phrase “Project
Gutenberg” is associated) is accessed, displayed, performed,
viewed, copied or distributed:

This eBook is for the use of anyone anywhere in the United

States and most other parts of the world at no cost and with
almost no restrictions whatsoever. You may copy it, give it
away or re-use it under the terms of the Project Gutenberg
License included with this eBook or online at
www.gutenberg.org. If you are not located in the United
States, you will have to check the laws of the country where
you are located before using this eBook.

1.E.2. If an individual Project Gutenberg™ electronic work is

derived from texts not protected by U.S. copyright law (does not
contain a notice indicating that it is posted with permission of the
copyright holder), the work can be copied and distributed to
anyone in the United States without paying any fees or charges.
If you are redistributing or providing access to a work with the
phrase “Project Gutenberg” associated with or appearing on the
work, you must comply either with the requirements of
paragraphs 1.E.1 through 1.E.7 or obtain permission for the use
of the work and the Project Gutenberg™ trademark as set forth
in paragraphs 1.E.8 or 1.E.9.

1.E.3. If an individual Project Gutenberg™ electronic work is

posted with the permission of the copyright holder, your use and
distribution must comply with both paragraphs 1.E.1 through
1.E.7 and any additional terms imposed by the copyright holder.
Additional terms will be linked to the Project Gutenberg™
License for all works posted with the permission of the copyright
holder found at the beginning of this work.

1.E.4. Do not unlink or detach or remove the full Project

Gutenberg™ License terms from this work, or any files
containing a part of this work or any other work associated with
Project Gutenberg™.
 1.E.5. Do not copy, display, perform, distribute or redistribute
this electronic work, or any part of this electronic work, without
prominently displaying the sentence set forth in paragraph 1.E.1
with active links or immediate access to the full terms of the
Project Gutenberg™ License.

1.E.6. You may convert to and distribute this work in any binary,
compressed, marked up, nonproprietary or proprietary form,
including any word processing or hypertext form. However, if
you provide access to or distribute copies of a Project
Gutenberg™ work in a format other than “Plain Vanilla ASCII” or
other format used in the official version posted on the official
Project Gutenberg™ website (www.gutenberg.org), you must, at
no additional cost, fee or expense to the user, provide a copy, a
means of exporting a copy, or a means of obtaining a copy upon
request, of the work in its original “Plain Vanilla ASCII” or other
form. Any alternate format must include the full Project
Gutenberg™ License as specified in paragraph 1.E.1.

1.E.7. Do not charge a fee for access to, viewing, displaying,

performing, copying or distributing any Project Gutenberg™
works unless you comply with paragraph 1.E.8 or 1.E.9.

1.E.8. You may charge a reasonable fee for copies of or

providing access to or distributing Project Gutenberg™
electronic works provided that:

• You pay a royalty fee of 20% of the gross profits you derive from
the use of Project Gutenberg™ works calculated using the
method you already use to calculate your applicable taxes. The
fee is owed to the owner of the Project Gutenberg™ trademark,
but he has agreed to donate royalties under this paragraph to
the Project Gutenberg Literary Archive Foundation. Royalty
payments must be paid within 60 days following each date on
which you prepare (or are legally required to prepare) your
periodic tax returns. Royalty payments should be clearly marked
as such and sent to the Project Gutenberg Literary Archive
Foundation at the address specified in Section 4, “Information
 about donations to the Project Gutenberg Literary Archive
Foundation.”

• You provide a full refund of any money paid by a user who

notifies you in writing (or by e-mail) within 30 days of receipt that
s/he does not agree to the terms of the full Project Gutenberg™
License. You must require such a user to return or destroy all
copies of the works possessed in a physical medium and
discontinue all use of and all access to other copies of Project
Gutenberg™ works.

• You provide, in accordance with paragraph 1.F.3, a full refund of

any money paid for a work or a replacement copy, if a defect in
the electronic work is discovered and reported to you within 90
days of receipt of the work.

• You comply with all other terms of this agreement for free
distribution of Project Gutenberg™ works.

1.E.9. If you wish to charge a fee or distribute a Project

Gutenberg™ electronic work or group of works on different
terms than are set forth in this agreement, you must obtain
permission in writing from the Project Gutenberg Literary
Archive Foundation, the manager of the Project Gutenberg™
trademark. Contact the Foundation as set forth in Section 3
below.

1.F.

1.F.1. Project Gutenberg volunteers and employees expend

considerable effort to identify, do copyright research on,
transcribe and proofread works not protected by U.S. copyright
law in creating the Project Gutenberg™ collection. Despite
these efforts, Project Gutenberg™ electronic works, and the
medium on which they may be stored, may contain “Defects,”
such as, but not limited to, incomplete, inaccurate or corrupt
data, transcription errors, a copyright or other intellectual
property infringement, a defective or damaged disk or other
medium, a computer virus, or computer codes that damage or
cannot be read by your equipment.

1.F.2. LIMITED WARRANTY, DISCLAIMER OF DAMAGES -

Except for the “Right of Replacement or Refund” described in
paragraph 1.F.3, the Project Gutenberg Literary Archive
Foundation, the owner of the Project Gutenberg™ trademark,
and any other party distributing a Project Gutenberg™ electronic
work under this agreement, disclaim all liability to you for
damages, costs and expenses, including legal fees. YOU
AGREE THAT YOU HAVE NO REMEDIES FOR NEGLIGENCE,
STRICT LIABILITY, BREACH OF WARRANTY OR BREACH
OF CONTRACT EXCEPT THOSE PROVIDED IN PARAGRAPH
1.F.3. YOU AGREE THAT THE FOUNDATION, THE
TRADEMARK OWNER, AND ANY DISTRIBUTOR UNDER
THIS AGREEMENT WILL NOT BE LIABLE TO YOU FOR
ACTUAL, DIRECT, INDIRECT, CONSEQUENTIAL, PUNITIVE
OR INCIDENTAL DAMAGES EVEN IF YOU GIVE NOTICE OF
THE POSSIBILITY OF SUCH DAMAGE.

1.F.3. LIMITED RIGHT OF REPLACEMENT OR REFUND - If

you discover a defect in this electronic work within 90 days of
receiving it, you can receive a refund of the money (if any) you
paid for it by sending a written explanation to the person you
received the work from. If you received the work on a physical
medium, you must return the medium with your written
explanation. The person or entity that provided you with the
defective work may elect to provide a replacement copy in lieu
of a refund. If you received the work electronically, the person or
entity providing it to you may choose to give you a second
opportunity to receive the work electronically in lieu of a refund.
If the second copy is also defective, you may demand a refund
in writing without further opportunities to fix the problem.

1.F.4. Except for the limited right of replacement or refund set

forth in paragraph 1.F.3, this work is provided to you ‘AS-IS’,
WITH NO OTHER WARRANTIES OF ANY KIND, EXPRESS
OR IMPLIED, INCLUDING BUT NOT LIMITED TO
WARRANTIES OF MERCHANTABILITY OR FITNESS FOR
ANY PURPOSE.

1.F.5. Some states do not allow disclaimers of certain implied

warranties or the exclusion or limitation of certain types of
damages. If any disclaimer or limitation set forth in this
agreement violates the law of the state applicable to this
agreement, the agreement shall be interpreted to make the
maximum disclaimer or limitation permitted by the applicable
state law. The invalidity or unenforceability of any provision of
this agreement shall not void the remaining provisions.

1.F.6. INDEMNITY - You agree to indemnify and hold the

Foundation, the trademark owner, any agent or employee of the
Foundation, anyone providing copies of Project Gutenberg™
electronic works in accordance with this agreement, and any
volunteers associated with the production, promotion and
distribution of Project Gutenberg™ electronic works, harmless
from all liability, costs and expenses, including legal fees, that
arise directly or indirectly from any of the following which you do
or cause to occur: (a) distribution of this or any Project
Gutenberg™ work, (b) alteration, modification, or additions or
deletions to any Project Gutenberg™ work, and (c) any Defect
you cause.

Section 2. Information about the Mission of

Project Gutenberg™
Project Gutenberg™ is synonymous with the free distribution of
electronic works in formats readable by the widest variety of
computers including obsolete, old, middle-aged and new
computers. It exists because of the efforts of hundreds of
volunteers and donations from people in all walks of life.

Volunteers and financial support to provide volunteers with the

assistance they need are critical to reaching Project
Gutenberg™’s goals and ensuring that the Project Gutenberg™
collection will remain freely available for generations to come. In
2001, the Project Gutenberg Literary Archive Foundation was
created to provide a secure and permanent future for Project
Gutenberg™ and future generations. To learn more about the
Project Gutenberg Literary Archive Foundation and how your
efforts and donations can help, see Sections 3 and 4 and the
Foundation information page at www.gutenberg.org.

Section 3. Information about the Project

Gutenberg Literary Archive Foundation
The Project Gutenberg Literary Archive Foundation is a non-
profit 501(c)(3) educational corporation organized under the
laws of the state of Mississippi and granted tax exempt status by
the Internal Revenue Service. The Foundation’s EIN or federal
tax identification number is 64-6221541. Contributions to the
Project Gutenberg Literary Archive Foundation are tax
deductible to the full extent permitted by U.S. federal laws and
your state’s laws.

The Foundation’s business office is located at 809 North 1500

West, Salt Lake City, UT 84116, (801) 596-1887. Email contact
links and up to date contact information can be found at the
Foundation’s website and official page at
www.gutenberg.org/contact

Section 4. Information about Donations to

the Project Gutenberg Literary Archive
Foundation
Project Gutenberg™ depends upon and cannot survive without
widespread public support and donations to carry out its mission
of increasing the number of public domain and licensed works
that can be freely distributed in machine-readable form
accessible by the widest array of equipment including outdated
equipment. Many small donations ($1 to $5,000) are particularly
important to maintaining tax exempt status with the IRS.

The Foundation is committed to complying with the laws

regulating charities and charitable donations in all 50 states of
the United States. Compliance requirements are not uniform
and it takes a considerable effort, much paperwork and many
fees to meet and keep up with these requirements. We do not
solicit donations in locations where we have not received written
confirmation of compliance. To SEND DONATIONS or
determine the status of compliance for any particular state visit
www.gutenberg.org/donate.

While we cannot and do not solicit contributions from states

where we have not met the solicitation requirements, we know
of no prohibition against accepting unsolicited donations from
donors in such states who approach us with offers to donate.

International donations are gratefully accepted, but we cannot

make any statements concerning tax treatment of donations
received from outside the United States. U.S. laws alone swamp
our small staff.

Please check the Project Gutenberg web pages for current

donation methods and addresses. Donations are accepted in a
number of other ways including checks, online payments and
credit card donations. To donate, please visit:
www.gutenberg.org/donate.

Section 5. General Information About Project

Gutenberg™ electronic works
Professor Michael S. Hart was the originator of the Project
Gutenberg™ concept of a library of electronic works that could
be freely shared with anyone. For forty years, he produced and
distributed Project Gutenberg™ eBooks with only a loose
network of volunteer support.

Project Gutenberg™ eBooks are often created from several

printed editions, all of which are confirmed as not protected by
copyright in the U.S. unless a copyright notice is included. Thus,
we do not necessarily keep eBooks in compliance with any
particular paper edition.

Most people start at our website which has the main PG search
facility: www.gutenberg.org.

This website includes information about Project Gutenberg™,

including how to make donations to the Project Gutenberg
Literary Archive Foundation, how to help produce our new
eBooks, and how to subscribe to our email newsletter to hear
about new eBooks.