Human Resource Information System Adoption Research Articles

Information System for Personnel at the South Sorong District Regional Personnel Agency Office

Due to the increasing complexity of globalization and technological advancements, the adoption of HRIS (Human Resource Information System) has become a key priority for government bodies and similar organizations. HRIS plays a vital role in effectively managing the workforce, particularly in the public sector. This research aims to enhance the efficiency of personnel data management processes in South Sorong Regency. The primary focus is on ensuring the security of employee data storage. Extreme Programming is utilized as the system development method, encompassing design, development, coding, and testing stages. PHP is chosen as the programming language, with a MySQL database for data storage. The black box testing technique is employed to guarantee system functionality and reliability. The implementation of this application demonstrates smooth operation, with testing yielding a high satisfaction rate among respondents at 93%. Consequently, the system is deemed functionally sound in delivering the intended outcomes.

Antecedents of Human Resource Information System Adoption: A Qualitative Study in French Context

This study delves into the facilitators of effective Human Resource Information System (HRIS) adoption, emphasizing vital elements while investigating the role of technological, organizational, and social factors in the adoption process. The research employs a qualitative approach, amalgamating in-depth interviews and surveys with HR professionals and employees of a company specializing in electrical and digital building infrastructures. The study identifies pervasive patterns and themes about adoption antecedents through thematic analysis of collected data. The findings underscore the critical importance of these factors in fostering the successful integration of an HRIS. Comprehensive training initiatives that empower employees to navigate the new system confidently emerge as indispensable. Moreover, sustained support and guidance from HR experts and management assume a pivotal role in surmounting challenges, addressing concerns, and nurturing user acceptance throughout the pre-and post-implementation phases.

Investigating the antecedents of HRIS adoption in public sector organizations: integration of UTAUT and TTF

PurposeThis paper aims to propose a user adoption model of human resource information system (HRIS) in the Jordanian public sector by integrating the task technology fit (TTF) model and the unified theory of acceptance and usage of technology (UTAUT).Design/methodology/approachUsing a quantitative approach, survey data were collected using an online survey from employees working in four different public organizations in Jordan, and structural equation modelling has been used to validate the research model.FindingsThe study found that among the constructs of the UTAUT model performance expectancy, social influence and facilitating condition have a significant effect on users’ behavioural intention to adopt HRIS. Furthermore, the results also reveal that effort expectancy has an insignificant effect on adoption behaviour. The findings also show that all TTF hypotheses were supported by the data collected. Both task characteristics and technology characteristics have a significant effect on the TTF construct, which further determines users’ adoption behaviour.Originality/valueThese findings contribute to the extant academic literature and have practical implications, improving the understanding of the HRIS adoption and use in public sector organizations.

Factors influencing Use of Human Resource Information System in Nepali Organizations

Adoption of Human Resource Information System (HRIS) could be instrumental in gaining competitive advantage to organizations across all sectors. However, the adoption of HRIS is scanty in many organizations, especially in the developing countries. This study attempted to investigate application of Unified Technology Acceptance and Use of Technology (UTAUT) model in the context of adoption of Human Resource Information System (HRIS) in Nepali organizations. It also examined the mediating role of Behavioral Intention for actual use of HRIS. The study further investigated the moderating role of prior exposure for generating actual use of HRIS when behavioral intention already existed. One hundred thirty employees from the Human Resource Unit of different organizations participated in the study. The results showed that three factors - facilitating condition, performance expectancy, and hedonic motivation, generate behavioral intention for adoption of HRIS. The influence of these factors on actual use of HRIS was partially mediated by behavioral intention for adoption. Prior exposure of employees moderated the positive influence of three factors on actual use of HRIS. The implications of the study are discussed and limitations of the study are highlighted.

Challenges of human resource information system adoption: Evidence from two Ghanaian tertiary institutions

Human Resource Information System (HRIS) is one of the most important Management Information Systems (MIS) which contribute to human resource service delivery of an organization. This study therefore, seeks to identify challenges associated with the process. A closed-ended questionnaire was administered to 63 respondents from the University of Health and Allied Sciences (UHAS) as well as Ho Technical University (HTU) to identify these challenges. The study found lack of management support as the major challenge to the adoption of Human Resource Information System (HRIS). The study concludes that that lack of management support slows down the adoption of HRIS. It is therefore suggested that management should be involved and sensitized on the importance of HRIS to improve and enhance its adoption.

Challenges of human resource information system adoption: Evidence from two Ghanaian tertiary institutions

Challenges of human resource information system adoption: Evidence from two Ghanaian tertiary institutions

Human Resource Information Systems (HRIS) of Developing Countries in 21<sup>st</sup> Century: Review and Prospects

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.

Human Resource Information System Adoption and Implementation Factors

In the modern era, human resource management is accompanied by the information system which is instrumental in managing human resource processes. In the current competitive and challenging environment, organizational success depends on its effective and efficient human resource. Human resource along with IT professionals can create an environment in an organization for successful adoption of human resource information systems. While considering it as a key factor in modern enterprise management, its burgeoning interest has led to the foundation of this article. The study is to delve deep into the literature and to explore the factors responsible for human resource information system adoption and to identify the barriers in its implementation and to provide suggestions to overcome these barriers. The findings reveal that the factors of human resource information system mentioned in literature are important. These factors should be taken into consideration while adopting Human Resource Information System by integrating Technology-Organization-Environment (TOE) framework with Human-Organization-Technology (HOT) framework.

Human resource system as innovation for organisations

Purpose This paper aims to identify relevant aspects to achieve advantage of the innovative potential of a human resource information system (HRIS). The present study compared the system implementation professionals’ perception of the results expected from the system, its characteristics and how it should be implemented. Design/methodology/approach Semi-structured interviews were conducted with eight information technology specialists and ten human resource (HR) professionals from four organisations at different stages of HRIS implementation, in which two had it fully implemented and two were undergoing the implementation process. The resulting data were submitted to four sets of content analyses and then compared. Findings Findings suggest specificities in the perception of these professionals. Critical aspects regarding the effective adoption of HRIS were addressed, such as characteristics of the systems, implementation process and human resource management model. Originality/value The implementation of an HRIS alone does not ensure the achievement of the obtained advantages. The results of the present study provide guidelines for implementation of HRIS as innovation for a strategic management of people. These guidelines come from different knowledge areas and from different stages of implementation. These findings corroborate models of innovation diffusion and technology acceptance.

Factors affecting the adoption of human resource information system (HRIS) in Bangladesh: A study on private banking industry

Adoption of Human Resource Information System is the significant issue in banking sector from last decade though it is the challenge for developing countries like Bangladesh to adopt HRIS successfully. The purpose of this study is to find out different driving and restraining factors that affect the adoption of HRIS in Bangladesh from private banking perspective. Data were collected from 52 respondents of 18 private banks operating in Bangladesh through a structured questionnaire including 12 questions. Different statistical tools such as correlation, regression analysis , anova, co-efficients, hypothesis tests have been used that has showed that there is a positive relationship between driving factors and HRIS adoption in private banking sector in Bangladesh that refers these driving factors support the organization to adopt the HRIS in its function and explore the benefits of its usage successfully while there exists negative relationship between restraining factors and adoption that becomes the challenge for the banking sector to adopt HRIS specially by developing countries like Bangladesh. The study suggests that as HRIS is both the beneficial and challenging issue for Bangladesh, the organization should concern about the adoption and proper usage of HRIS so that it can lead to the better performance of the organization.

Adoption of Human Resource Information Systems in Developing Countries: An Empirical Study

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 plans to explore the determinants impact on HRIS adoption in a developing country. A research model was developed after studying the existing literature, and a questionnaire was developed accordingly to collect data through a purposive sampling method.Materials and Methods: To assess adoption of human resource information system, this study applied the Unified Theory of Acceptance and Use of Technology (UTAUT). Data were collected from HR executives and HR professionals of different private and public organizations situated in Dhaka (capital of Bangladesh) and Chittagong (commercial capital of Bangladesh), Bangladesh. To analyze the data, researcher applied partial least square method based on structural equation modeling.Results: The study found that the research factors performance expectancy, effort expectancy, social influence, facilitating condition as well as the extended factors of UTAUT model employee involvement and training support (p < 0.05) had a weighty influence on HRIS adoption.Conclusions: The findings of this study may become beneficial for the human resource department of various organizations (public, private and others) of developing countries like Bangladesh by adopting HRIS.

Adoption of Cloud Human Resource Information System in Egyptian Hotels: An Experimental Design Research

The main purpose of this research is to examine whether the hotel staff impressions hold towards cloud Human Resource Information System (HRIS) importance and adoption are varied according to the hotel category. An experimental 2x2 full factorial design was performed with data collected from 80 hotel employees. Participants were purposively selected through the online web pages of LinkedIn and Facebook. Findings of this experiment showed an overall lack of cloud HRIS adoption in the 3-star hotels than 5-star hotels in Egypt and most of cloud HRIS activities are still used in a very limited extent. In addition, the perception of the degree of importance varies significantly between the hotel types. The main implication of this study within the Egyptian hotel sector is that to be more innovative and competitive, the hotel corporations will need to invest significantly in smart innovation within their HR departments to benefit from the strategic and operational advantages of cloud HRIS. This study is considered one of the few studies that operationalised the concept of cloud HRIS in the Egyptian hotel industry; it highlighted the cloud HRIS key affecting factors based on the Technology Organization Environment (TOE) model and HR activities in hotel.

Should I stay or should I go? Human Resource Information System Implementation in Indonesian Public Organizations

This paper aims to explore the readiness of public sector organization in technological change, particularly in implementing Human Resource Information System (HRIS). The result shows that an organization should not only provide its own HRIS, but also continuously upgrading the system in order to be able to support the organization’s goals achievements. In a company’s daily operation, HRIS can be employed as a supporting tool in decision making process. Furthermore, this paper’ findings suggest that there are several factors contributing to the lack of HRIS adoption and conflicting perspectives among HRIS officers and top management level in the public organizations. These factors are: 1). Budget centralization; 2). Technology; 3). Human Resource readiness; and 4). Success story. Also, in order establishing a HR department as a strategic partner for the organization, it is an advantage to hire personnel with HR and HRIS background in managing this system.

Critical Analysis and Current Challenges Facing HRIS Adoption in Arab Countries - the Case of Saudi Arabia

Human Resource Management (HRM) system has become a necessity in the changing business technology services to meet global competition. The organisations around the world are increasingly adopting Human Resource Information System (HRIS) to gather deeper insights into the nature and performance of their human resources as well as to identify the various different means to develop the quality of these resources. Moreover, HR is especially important in a knowledge-based Information Technology (IT). Information technology has permeated through a number of different fields of management during the recent years. Human resources management is once such field that has benefited immensely from the development in computing power and Internet capabilities. The centralised HR departments in multinational organisations attempt to monitor the performance of employees across geographical borders using scientific measures and also attempt to provide services to employees around the world using centralised systems, which help to standardise the HR practices and to reduce the costs associated with maintaining multiple HR departments. Human Resources Information Systems (HRIS) help to accomplish these seemingly difficult tasks of centralised HR department in an easier manner. The growing importance of HRIS is due to the recognition of HR practitioners that IT and IS should be a part of HR functions mainly to develop better HR programmes. Even though HRIS has been touted as a major development in the area of HRM, it is noted that there are some very important issues associated with the decision-making with respect to HRIS and the implementation of the system. Even though a number of researchers have focussed on the issues and problems faced by the organisations, it is noted that very few researchers have studied the special problems faced by developing organisations. HRIS, which was used originally by very large multinational companies, has now been adopted even by smaller organisation as it provides the benefits of scientific management of human resources. This research attempts to study the various issues faced by the organisations in Arab countries . It also attempts to ascertain if the issues faced are different for small and large organisations. Primary research methodology is adopted to accomplish these objectives. Accordingly, a detailed process of data collection is undertaken to collect data from a range of participants who represented different organisations engaged in one of the four different kinds of businesses – IT, trading, manufacturing and services. It is noted that the problems faced by small organisations are quite different from those faced by the large organisations. Following conclusions are made on the basis of the data analysis.

The applications, advantages and challenges in the implementation of HRIS in Pakistani perspective

PurposeThe purpose of this paper is to find the applications, advantages and challenges of human resource information system (HRIS) from different sectors of Pakistan. It also finds the demographic perspective of HRIS.Design/methodology/approachQuestionnaire was adopted from previous studies. Responses were gathered through social websites and physically. The questionnaire was sent to 491 respondents from which only 99 responded. Reliability, t-testing and chi-square were used for the analysis.FindingsResult shows that HRIS is widely used in Pakistani organizations for the purpose of accessing employees’ information, absence monitoring and performance appraisal to get quick responses to information, reduction of error and paperwork. It helps standardizing the program and manpower requirement, but lack of commitment by the lower management is the most significant barrier for its implementation because of fear of change by them. It is also found that there is no association between gender and adoption of HRIS but different employment position perceives differently the adoption of HRIS.Research limitations/implicationsThe research is limited to the Pakistani organizations. The research paper is useful for the Pakistani human resources professionals, as it gives the local perspective of HRIS.Originality/valueThe previous results are from the developed countries and there is merely any reliable paper found on the several aspects of HRIS in Pakistani context. The research has also focused on the demographic variables that are employment position and gender with respect to their perception on the adoption of HRIS.

Critical Factors Influencing Decision to Adopt Human Resource Information System (HRIS) in Hospitals.

The aim of this research is to explore factors influencing the management decisions to adopt human resource information system (HRIS) in the hospital industry of Bangladesh—an emerging developing country. To understand this issue, this paper integrates two prominent adoption theories—Human-Organization-Technology fit (HOT-fit) model and Technology-Organization-Environment (TOE) framework. Thirteen factors under four dimensions were investigated to explore their influence on HRIS adoption decisions in hospitals. Employing non-probability sampling method, a total of 550 copies of structured questionnaires were distributed among HR executives of 92 private hospitals in Bangladesh. Among the respondents, usable questionnaires were 383 that suggesting a valid response rate of 69.63%. We classify the sample into 3 core groups based on the HRIS initial implementation, namely adopters, prospectors, and laggards. The obtained results specify 5 most critical factors i.e. IT infrastructure, top management support, IT capabilities of staff, perceived cost, and competitive pressure. Moreover, the most significant dimension is technological dimension followed by organisational, human, and environmental among the proposed 4 dimensions. Lastly, the study found existence of significant differences in all factors across different adopting groups. The study results also expose constructive proposals to researchers, hospitals, and the government to enhance the likelihood of adopting HRIS. The present study has important implications in understanding HRIS implementation in developing countries.

Factors influencing the organisational adoption of human resource information systems: a conceptual model

This paper aims at developing a comprehensive conceptual model that explains and predicts the adoption of human resource information systems (HRIS) by organisations. This is deemed significant given that our review of the studies tackling the adoption of HRIS at the firm level suggests that results are to some extent inconsistent. Moreover, studies identifying environmental factors (i.e., internal and external), especially those determining organisations' adoption of HRIS at the firm level are limited, and consequently our understanding of why some organisations adopt HRIS applications and others is incomplete. In developing our conceptual model, we first conducted content analysis over previous studies to identify the main constructs affecting the adoption of HRIS at the organisational level. Accordingly, a questionnaire was developed using validated items borrowed from previous research and was then distributed to general and human resources managers. Data was collected from 236 companies, listed in Amman Stock Exchange Market database, in Jordan. To test the validity of the identified constructs and to explore the sub-factors included within these constructs, a principal component factor analysis was conducted and eight main constructs were identified. Five constructs including 16 sub-constructs were accommodated within the internal environmental dimension, whilst only three main constructs including four subconstructs were accommodated within the external environmental dimension.

Factors influencing the organisational adoption of human resource information systems: a conceptual model

This paper aims at developing a comprehensive conceptual model that explains and predicts the adoption of human resource information systems (HRIS) by organisations. This is deemed significant given that our review of the studies tackling the adoption of HRIS at the firm level suggests that results are to some extent inconsistent. Moreover, studies identifying environmental factors (i.e., internal and external), especially those determining organisations' adoption of HRIS at the firm level are limited, and consequently our understanding of why some organisations adopt HRIS applications and others is incomplete. In developing our conceptual model, we first conducted content analysis over previous studies to identify the main constructs affecting the adoption of HRIS at the organisational level. Accordingly, a questionnaire was developed using validated items borrowed from previous research and was then distributed to general and human resources managers. Data was collected from 236 companies, listed in Amman Stock Exchange Market database, in Jordan. To test the validity of the identified constructs and to explore the sub-factors included within these constructs, a principal component factor analysis was conducted and eight main constructs were identified. Five constructs including 16 sub-constructs were accommodated within the internal environmental dimension, whilst only three main constructs including four subconstructs were accommodated within the external environmental dimension.

Transformation towards Human Resource Information Systems

This paper has explored the various factors namely technological factors, organisational factors, environmental factors and psychological factors that influence in the adoption of Human Resource Information Systems (HRIS). The purpose of the paper is to focus on the factors essential for the adaptability and capability of companies to accept the introduction of information systems like HRIS. The paper is descriptive in nature and the respondents are the users of HRIS in small, medium and large scale companies. The users are the employees, managers and executives of the information technology sector. The techniques of descriptive statistics, one way ANOVA, correlation, and linear regression are used in the analysis to measure the existing level of the influential factors of HRIS. The environmental factor is found to have a profound influence on the adoption of HRIS. This implies that the competitiveness and external pressure are the vital forces for the company to sustain in the global environment and in adopting new technologies. As, this paper has focused only on the respondents from the information technology sector,it can be extended to manufacturing and automobile sectors for a comprehensive model development. The model developed can be considered as a main tool for an organisation for introducing new information systems like HRIS. This also encompasses specific components for successful adoption of HRIS.

Internal Structure of the Organization as a Determinant of Adoption of HRIS in the Operations of Teachers Service Commission (TSC) in Kenya

Human Resources (HR) and information technology are the two elements that many firms are learning to use as strategic weapons to compete. The vision 2030 economic reform progress initiated by the government of Kenya is aimed at turning Kenya into a middle level income country. It incorporates ICT as a social economic force under the economic pillar for driving development among other sectors. The government’s key objective is to turn Kenya into a global ICT hub and a premier location for business process outsourcing (BPO). To capitalize on the synergy between these two assets, human resource information systems (HRIS) is an emerging area that may lead human resource management into a new era. Technological developments and particularly those based on advancing IT, are essential for organizational effectiveness and are powerful drivers of organizational change. The TSC has grown tremendously since its creation through an act of parliament cap 212 in 1967 in terms of the teacher population it serves, as well as its secretariat staff. Recently it was made a constitutional office through an act of parliament 237(1) of 2012. It is therefore expected to improve service delivery to its customers. Being the biggest employer in eastern and central Africa means it manages a massive payroll. The HR issues it has to manage lead to a lot of correspondences in a day. The introduction of HRIS in the organization can improve efficiency and in consequence reduce the amount of correspondences and clients visiting the commission at any given time. The study therefore sought to investigate whether internal structure of an organization has effect on adoption of HRIS in its operations. The independent variable was internal structure of the organization with a moderating variable; effect of external environment. The study investigated how each variable influences the level of adoption of Human Resource Information Systems at the TSC in Kenya. The study employed descriptive research design and the study population was the staff of the TSC in Kenya. Purposive stratified