Abstract
The main purposes of this study are to explore the extent to which public Jordanian universities have adoptedHuman Resource Information System (HRIS) and to examine the current HRIS uses, benefits and barriers inthese universities. A structured questionnaire was constructed based on other previous studies, it also pre-tested,modified and translated to capture data from HRIS users in Jordanian universities. The main findings of thisstudy reveled that the quick response and access to information were the main benefits of HRIS implementation.While, the insufficient financial support; difficulty in changing the organization’s culture and lack ofcommitment from top managers were the main HRIS implementation barriers. The present study provides someinsights into the performance and applications of HRIS in Jordanian universities that could help HumanResource Management (HRM) practitioners to get a better understanding of the current HRIS uses, benefits andproblems, which in turn, will improve the effectiveness of HRIS in Jordanian universities.
Highlights
Human Resource Information System (HRIS) is a concept concerning the utilization of Information Technology (IT) development and characteristics for effective managing of the Human Resource Management (HRM) functions and applications
Despite the investment of HRIS in the surveyed Jordanian universities, HRIS in Jordanian universities is adopted to automate HRM activities in order to obtain some general administrative routine purposes
The major benefits of HRIS are its quick response and the access it provides to information
Summary
Human Resource Information System (HRIS) is a concept concerning the utilization of Information Technology (IT) development and characteristics for effective managing of the Human Resource Management (HRM) functions and applications. HRIS has different uses and benefits; good improved HRIS helps organization generally in managing all HR information It helps in recoding and analyzing employees and organizational information and documents, such as employee handbooks, emergency evacuation procedures, and safety procedure (Fletcher, 2005; Lee, 2008; Ball, 2001; Martinsons, 1994). HRIS has administration benefits as well including enrollment, position changes and personal information updating completely integrated with payroll and the other financial software and accounting systems in organization (Martinsons, 1994; Fletcher, 2005; Lee, 2008; Ball, 2001). HRIS should not be used only for administrative daily purposes and for strategic decision-making purposes
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