Abstract
This study examines the key factors that have impact on the successful adoption of Human Resource Information System (HRIS) within the Aqaba Special Economic Zone Authority (ASEZA)/Jordan. In order to accomplish the purpose of the study four critical factors are inquired. So, four critical factors are inquired: First, TAM Model (Perceived Ease of Use (PEOU) and Perceived Usefulness (PU)). Second, Information Technology Infrastructure (ITI). Third, Top Management Support (TMS). Finally, Individual Experience with Computer (IEC). The research model was applied to collect data from the questionnaires answered by 45 users of HRIS as a source of primary data, based on a convenience sample the response rate was about 91%. In addition, the results were analyzed by utilizing the Statistical Package for Social Software (SPSS). Furthermore, the findings were analyzed; multiple Regression analysis indicated that all research variables have significant relationship on successful adoption of HRIS. The findings indicated IT infrastructures have a positive and significant effect on the successful adoption of HRIS. But there is no significant of PU, PEOU, TMS, and IEC on the successful adoption of HRIS. Finally, the results indicated that no significant statistical differences of demographic characteristics on HRIS adoption. Depending on the research’s findings; the researchers proposed a set of recommendations for better adoption of HRIS in SEZA.
Highlights
We live in the information age, where the explosion of knowledge, and flows of information, Global businesses seek to improve or maintain their competitiveness in the increasingly challenging global market place
The findings indicated that the employees in Aqaba Special Economic Zone Authority (ASEZA) related the successful Human Resource Information System (HRIS) adoption based on IT infrastructure
Perceived Usefulness The research accepted H01.1. This is due to the fact that HRIS in ASEZA is suffered from many problems, so that the employees in Human Resource (HR)’s directorate do most of their tasks through excel program .So they don’t gain benefits from HRIS, so PU does not have any effect on the successful adoption of HRIS
Summary
We live in the information age, where the explosion of knowledge, and flows of information, Global businesses seek to improve or maintain their competitiveness in the increasingly challenging global market place. The system enhances applications such as employee selection and placement, payroll, pension and reimbursement management, ingestion and training projections, career-pathing, equity monitoring, and productivity evaluation. These information systems increase administrative efficiency and produce reports capable of improving decision-making [6]. From this standpoint, this study was conducted to focus on the critical factors that led to the successful implementation of HRS in the context the Aqaba special economy zone authority (ASEZA)
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