Abstract
The role of Human resource management (HRM) has shifted overall from traditional (popularly called personnel management) to a strategic one. HRIS outline the amalgamation between HRM and IS. HRIS is one of the best neoteric HR tools in modern organizations. It became popular in developed countries since the beginning of this century. However, only few corporate organizations and MNCs in developing countries like Bangladesh have started to adopt and use HRIS since this decade. But still its adoption and usages are limited to few mid to large sized organizations. This research is primarily concerned with identifying the applications of human resource information systems (HRIS) in various businesses, as well as their outcomes. This study also aims to provide the useful information about the major barriers in adoption of HRIS to be concerned with. And finally, it describes knowledge acquisition of HRIS and its scope to take a decision regarding its extension.
Highlights
In the past two decades, globalization, rapid progress in technology, the advent of the knowledge-based economy has changed the way of operations of modern organizations, and the significance of adoption of information technology in organizations has increased up at an exponential rate. Nardi and O’Day (1999), noted that the introduction of the new technology impacts the nature of activities, commerce, school, politics, family life, and war
This study aims to provide the useful information about the major barriers in adoption of human resource information systems (HRIS) to be concerned with
Lack of sufficient fund: Dearth of sufficient fund which is supposed to be sanctioned by top management is common and major barriers to HRIS adoption (Kumar Bhardwaj, Garg, & Gajpal, 2021)
Summary
In the past two decades, globalization, rapid progress in technology, the advent of the knowledge-based economy has changed the way of operations of modern organizations, and the significance of adoption of information technology in organizations has increased up at an exponential rate. Nardi and O’Day (1999), noted that the introduction of the new technology impacts the nature of activities, commerce, school, politics, family life, and war. Nardi and O’Day (1999), noted that the introduction of the new technology impacts the nature of activities, commerce, school, politics, family life, and war. With the growing consciousness of the HRIS capabilities and activities, organizations are becoming more interested in its acquisition, execution, and utilization. In this process, awareness is required where the organizations need to understand the scope of HRIS and should study how it can be used effectively. This study considers where Bangladesh stands regarding IT applications and their execution especially in the HR field in public, private; small, medium; banks, insurance; local, global; all sorts of organizations. It explains about the extent of HRIS, by how HR professionals understand about the benefits and barriers of HRIS implementation better in section five and this study finished with the contributions and conclusion
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