Adopting technology adoption model organisation in human resource management through primary research

Abstract

Human resource technology has been used in HR domain to support activities such as web advertisement, hiring, and maintain human resources records, provide support to HR administration, and optimise human resource management. Human resource information systems (HRISs) have over the years made the role of a human resource professional much simpler with better outcomes and higher productivity than traditional methods (Dessler et al., 2008). In this paper, the role of HRIS has been studied in order to simplify standard HR practices with the use of technology. Practices such as recruitment, recording effort time and daily attendance, learning and development, designing compensation and benefits and administering them, payroll administration, performance management systems, appraisal system, pension and benefits administration, labour relations are components that comprised an HRIS. Using a Delphi study of 180 (N = 180) respondents, findings indicate that simplicity in design, minimal technical errors, rewards, availability of information at one platform, and training quality appeared as the influencing factors for acceptance of HRIS. The findings can be used in other organisations of similar characteristics where technology can bring in simplified processes for faster implementation.