Abstract
The rapid development of information and communication technology offers solutions in effective and efficient organizational management. The implementation of information technology becomes an important aspect in the competition in the digital arena. This study aims to examine in-depth about how the application of HRIS in STPBI. The research results showed that the implementation of HRIS at STPBI is used as a strategic activity in optimizing HR functions. The transformation and implementation of HRIS has several supporting and inhibiting factors. These supporting and inhibiting factors are combined in the development of HR in line with the theoretical and literary concepts used in this study. Through integrated work synergies in the field of staffing, transparency and availability of information is very helpful in decision making. The implementation of HRIS at STPBI is based on the paradigm of a balance between supporting factors and inhibiting factors.
Highlights
Human resources (HR) have a very important role in various development sectors
Higher education institutions have a field that deals with many matters relating to staffing, so in the 4.0 era it began to be known as the term human resource information system known as Human Resource Information System (HRIS)
The characteristics of the human resource information system are expected to be of quality by meeting one important indicator, namely the level of relevance where an information is truly useful for an action decision, the exact time in which the information comes when needed so it is useful for decision making, and the accuracy in which information is free from mistakes
Summary
Human resources (HR) have a very important role in various development sectors. HR plays a very important role, in addition to HR in the company resulting in a company having to budget a significant amount of funds to increase HR in various ways (Silvia, 2014). HR development is very much needed to increase productivity and joint performance for the progress of the company. The Industrial Revolution Era 4.0 forced companies to pay extra attention to their employees. The development and management of human resources becomes very vital. Majeed & Ozyer (2016) asserted that HR management is an effort to regulate the relationship between employees and the company as part of the main foundation. Good HR must be balanced with good HR management, thereby reducing employee turnover due to dissatisfaction with the results of management decisions
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