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Abstract
There is an inadequate understanding of the successful use and effects of a human resource information system (HRIS) in a developing country context. Given this backdrop, this study aims to explore...
Highlights
Over the last two decades, organizations have faced a sizable number of changes due to globalizations, the rapid advancement of technology, the advent of the knowledge-based economy, and competition
This study aims to explore the precursors to and effects of human resource information system (HRIS) use in a developing country
It has shown that the Behavioral Intention to Use (BI) to use an HRIS is influenced by perceived innovation characteristics
Summary
Over the last two decades, organizations have faced a sizable number of changes due to globalizations, the rapid advancement of technology, the advent of the knowledge-based economy, and competition. Through faster information processing, improved employee communications, greater accuracy in information, lower costs of manpower, and improvements in overall HR functionality, a human resource information system (HRIS) can improve administrative efficiency (Dery, Grant, & Wiblen, 2009; Wiblen, Grant, & Dery, 2010). The government of Bangladesh recently formulated the seventh Five-Year Plan to promote an information and communication technology (ICT)-based society for greater transparency, good governance, and improved public service delivery. One of the most common focuses of e-government is the utilization of ICT and developing and improving the core management of the republic along with ensuring more robust services to the people and, to some extent, heightening democracy and public involvement (Zaman & Rokonuzzaman, 2015)
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