aking within the organization by providing a way of forecasting hiring and salary requirements over relatively long periods of time. This is as useful in a health care industry institution or organization as it is in other environments where providing fast, real-time services to internal customers are among the key priorities for HRM today (What HR technologies areà, 2002).
Information technologies were further discussed in the context of HRM by Lance Helgeson (2005), who stated that this particular department is considering its use of enterprise resource planning (ERP) systems which have been touted for the ability of their software to seamlessly connect data from accounting, payroll, human resources, and clinical systems in health care institutions. Among those benefits are:
*The ability of executives to use automated tools to see how well managers lived within budget forecasts and what factors may be accounting
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