Human Resource Information System Research Articles

Human Resource Information System is a Win –Win Tool to Maintain Work Life Balance in Banks

Human Resource Information System is a Win –Win Tool to Maintain Work Life Balance in Banks

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.

The Role of Human Resources Information Systems in Enforcing Knowledge Management: A field study on the Ministry of Transport in Gaza Strip

The study examined the Human Resource Information System’s features (training information systems, performance appraisal information systems, employment information systems, incentive information systems, HRIS information systems) in the Ministry of Transport in the Gaza Strip. It measured their effects on knowledge management dimensions (knowledge generation, knowledge storage, knowledge dissemination, knowledge application). The researchers used the descriptive-analytical method. The study population consisted of all employees in supervisory positions in the Ministry of Transport. The questionnaire was used to collect the required data. The number of respondents was 62 respondents with a recovery rate (82.3%). Data was analyzed using SPSS statistical program. The study showed that there is a statistically significant relationship between the application level of human resources information systems and knowledge management application in the Ministry of Transport. In addition, the application level of human resources information systems impacts the application level of knowledge management at a rate of (%83.40).

A novel scheme for employee churn problem using multi-attribute decision making approach and machine learning

Employee churn (ECn) is a crucial problem for any organization that adversely affects its overall revenue and brand image. Many machine learning (ML) based systems have been developed to solve the ECn problem. However, they miss out on some essential issues such as employee categorization, category-wise churn prediction, and retention policy for effectively addressing the ECn problem. By considering all these issues, we propose, in this paper, a multi-attribute decision making (MADM) based scheme coupled with ML algorithms. The proposed scheme is referred as employee churn prediction and retention (ECPR). We first design an accomplishment-based employee importance model (AEIM) that utilizes a two-stage MADM approach for grouping the employees in various categories. Preliminarily, we formulate an improved version of the entropy weight method (IEWM) for assigning relative weights to the employee accomplishments. Then, we utilize the technique for order preference by similarity to ideal solution (TOPSIS) for quantifying the importance of the employees to perform their class-based categorization. The CatBoost algorithm is then applied for predicting class-wise employee churn. Finally, we propose a retention policy based on the prediction results and ranking of the features. The proposed ECPR scheme is tested on a benchmark dataset of the human resource information system (HRIS), and the results are compared with other ML algorithms using various performance metrics. We show that the system using the CatBoost algorithm outperforms other ML algorithms.

انعكاسات نظم معلومات الموارد البشرية على تحقيق التميز المؤسسي في القطاع الخاص (دراسة حاله شركة فيوجن للإنترنت) Reflections of Human Resources Information Systems on Achieving Institutional Excellence in The Private Sector (Case Study: Fusion Internet Company).

Arabic Abstract: هدفت هذه الدراسة إلى التعرف على العلاقة بين نظم معلومات الموارد البشرية وتحقيق التميز المؤسسي في شركة فيوجن للإنترنت بالإضافة إلى الكشف عن مستوى وطبيعة العلاقة بين نظم معلومات الموارد البشرية وتحقيق التميز المؤسسي. لقد أشارت أهم النتائج بأن جميع متوسطات الأبعاد المختلفة متفاوتة من حيث أوزانها النسبية، فقد حصلت على وزن نسبي قدره (68.60%) أي بدرجة موافقة. وبعد جودة المعلومات المحوسبة: فقد حصلت على المرتبة الأولى بوزن نسبي قدره (72.60%) أي بدرجة تقدير موافقة. وبعد البنية التنظيمية: فقد حصلت على المرتبة الثانية بوزن نسبي قدره (71.80%) أي بدرجة تقدير موافقة. وبعد البنية التحتية التقنية: فقد حصلت على المرتبة الثالثة بوزن نسبي قدره (65.80%) أي بدرجة تقدير موافقة. وبعد أمن وسلامة المعلومات: فقد حصلت على المرتبة الرابعة بوزن نسبي قدره (64.20%) أي بدرجة تقدير موافقة. كما حصل المتوسط الحسابي لواقع العاملين نحو تحقيق التميز المؤسسي حصل على وزن نسبي قدره (68.20%) أي بدرجة موافقة. وأن هناك وجود علاقة ارتباطيه ذات دلالة إحصائية عند مستوى الدلالة (α≤0.05) بين نظم معلومات الموارد البشرية و(تحقيق التميز المؤسسي، البنية التحتية التقنية ،أمن وسلامة المعلومات العمل، جودة المعلومات المحوسبة، البنية التنظيمية ) في شركة فيوجن للإنترنت. وكانت أهم التوصيات ضرورة العمل على استحداث وحدة التحول الرقمي في شركة فيوجن للإنترنت لتقديم خدمات أفضل للمستفيدين، التعاون والتنسيق بين شركة فيوجن للإنترنت وشركات القطاع الخاص فيما يخص التحول الرقمي، تطوير الهيكلية الادارية لشركة فيوجن بما يتناسب مع التحول الرقمي، تعزيز وتطوير الكفاءات والقدرات المتمكنة داخل الشركة والقادرة على قيادة برامج التحول الرقمي لتحقيق الإبداع والتميز، ضرورة العمل على توفير الدعم المالي لأهميته في تطوير أداء الشركة بشكل مستمر وصولا للتحول الرقمي. English Abstract: This study aimed to identify the relationship between human resources information systems (HRISs) and the achieving of institutional excellence (AIE) in the Fusion Internet Company (FIC). In addition to reveal the level and nature of the relationship between HRISs and AIE. The most important results indicated that all averages of different dimensions varied in terms of their relative weights (RW), which showed a degree of approval (68.60%). Moreover, the results appeared a degree of approval for the dimension of quality of computerized information (QCI) with (RW = 72.60%), which was located in the first position. Furthermore, the results presented a degree of approval for the dimension of organizational structure (OS) with (RW =71.80%), which was ranked in the second place. Otherwise, the results displayed a degree of approval for the dimension of technical infrastructure (TI) with (RW = 65.80%), which was ranked in the third position. On the other hand, the results demonstrated a degree of approval for the dimension of information security and safety with (RW = 64.20%), which was positioned in the fourth place. In addition, the results showed a degree of approval for the arithmetic average of the workers ’reality towards AIE excellence with (RW = 68.20%). The results manifested that there is a correlational relationship of statistical significance at the level of significance (α ≤ 0.05) between HRISs and (AIE, TI, ISS, QCI, and OS) in the FIC. The most important recommendation are FIC have to create a digital transformation (DT) unit to provide the best services to the beneficiaries. In addition, FIC have to cooperate and coordinate with private sector companies regard to DT. Moreover, FIC have to develop its administrative structure in line with the DT. On the other hand, FIC have to enhance and develop of competencies and capabilities within to be able to lead programs of DT to achieve creativity and distinction. As well as that is the necessity of working to provide financial support for its importance in developing of FIC performance continuously, which will lead to DI.

Midwifery crisis in Africa: the introduction of the human resources information systems

Abstract Background Each year, 2.7 million newborns die during their first day of life: a number that equals the entire population of Namibia. In the “Year of Nursing and Midwives”, this article highlights the importance of skilled birth attendants: researchers estimate a 56% of maternal, fetal and neonatal deaths reduction in case of midwife assisted delivery. Methods Authors propose an integrative review involving a mapping exercise of the literature. The search included peer reviewed research and discursive literature on variables to assess the capacity of HRH. Results Research shows that steps to recognize and support this working relationship require multipronged approaches to address imminent training, resource and infrastructure deficits, as well as broader health system strengthening. Central Africa Republic, Côte d'Ivoire, Democratic Republic of Congo, Ethiopia, Liberia, Madagascar, Rwanda, Sierra Leone, Uganda and Tanzania all experience a midwife density per 1000 population lower than 1. Improved service provision may be associated with development of supervision systems like the introduction of a human resources information system to help mobilise domestic resources. This review also looks at the level and the relative importance of each revenue. Conclusions Given issues such as shortages and poor retention of human resources for maternal and newborn health service delivery in low resources settings, international organizations should focus on strengthening capacity of midwives at community and facility level as a realistic measure to at least halve maternal and perinatal mortality. Information systems may contribute to the development of national and local policies in the country, which address the human resources needs of the health care system to meet regional and national demands. References World Health Organization. The World Health Report 2006-working together for health. UNFPA, ICM, WHO. The State of the World-s Midwifery (SoWMy) 2014. Key messages Information systems may contribute to the development of national and local policies in the country. international organizations should focus on strengthening capacity of midwives at community and facility level.

Implementation of human resource management functions in selected small manufacturing companies in Ga-Rankuwa industrial area, Gauteng, South Africa

Orientation: Human resource management (HRM) is a fundamental element in the success of any organisation. Research on HRM functions in medium and large organisations has been given much attention. However, few research studies have been conducted in assessing the importance and implementation of HRM functions in small companies.Research purpose: The objective of this study was to investigate the implementation of HRM functions and its perceived importance in small manufacturing companies (SMC), as well as the limitations or barriers to effective HRM implementation in SMCs.The motivation for the study: Human resource management functions play a strategic role in any organisation. Literature studies indicate that relatively little is known about HRM functions in small businesses. This research aimed to contribute to the knowledge of HRM and enhance the understanding and importance of the HRM functions in SMCs.Research approach/design and method: A qualitative research design was followed. A convenience sampling technique was used with eight participants. Data were collected by means of semi-structured interviews.Main findings: The HRM functions of recruitment and orientation, general labour relations, human resource information systems (HRIS), performance management, training and development, and remuneration and benefit were informally implemented and acknowledged as crucial in SMCs. The study further found that a limited budget, lack of resources and capacity, inadequate systems, ineffective employment relationships, lack of knowledge and understanding of HRM functions and business instability negatively affect SMCs to implement all HRM functions within the business and therefore negatively influence the performance of the company.Practical/managerial implications: All managers/owners and employees are aware of all the HRM functions that could enhance the performance and success of their organisation.Contribution/value-add: The study findings will assist SMCs to implement and understand the importance of HRM functions as well as the barriers to effective implementation of HRM functions.

Big Data, HRIS, and Competitive Advantage

Limited work has viewed big data through the lens of Human Resource Information Systems (HRIS). By integrating the characteristics of big data into HRIS, we explore the pathways that result in a competitive advantage. We do so by identifying four themes: (1) big data characteristics applied to HRIS; (2) big data analytics applied to HRIS; (3) the use of big data in the pursuit of better decisions; and (4) combined effect of workforce analytics and HRIS to better decisions. Our framework traces the relationships from HRIS to competitive advantage. Implications for the HR literature and practice are discussed.

Human Resources Information Systems Implementation and Influences in Higher Education

The research seeks to develop and test a theoretical model to explain the implementation and influences of human resource information systems (HRIS's) for a Malaysian higher education institution. Data was gathered from 103 respondents in the institution using a survey questionnaire. Results show that system factor, through information quality, and institution-based trust, through situational normality and structural assurance, contribute to user satisfaction. User satisfaction and situational normality predict user-perceived HRIS benefits. Findings aid researchers and practitioners in human resource function when explaining user-perceived benefits and satisfaction with HRIS implementation. The research advances understanding of the role of HRIS in supporting human capital performance and enhancing productivity.

أثر تكنولوجيا المعلومات على ممارسة إدارة الموارد البشرية في القطاع العام لدولة الإمارات العربية المتحدة

تبحث هذه الدراسة في تأثير تكنولوجيا المعلومات (IT) على وظائف إدارة الموارد البشرية في القطاع العام بدولة الإمارات العربية المتحدة. تعرض هذه الدراسة نتائج حول تصورات عينة من مديري إدارة الموارد البشرية في مؤسسات القطاع العام. وركزت الدراسة على الخدمة الذاتية المقدمة من خلال الإنترنت (الموقع الإلكتروني) بوظائف الموارد البشرية. وقد سئل مديرو الموارد البشرية عن تصوراتهم حول فاعلية نظم معلومات الموارد البشرية في منظماتهم، وكانت النتائج إيجابية. وأظهرت أن نطاق نظام معلومات الموارد البشرية كان واسعًا حيث يتواصل حوالي 28 ٪ من الموظفين في الموارد البشرية عبر البريد الإلكتروني و30 ٪ من خلال الموقع الإلكتروني للمنظمة. ومن حيث تصورات مدراء إدارة الموارد البشرية حول تأثير نظام إدارة الموارد البشرية، فتبين أن التأثيرات التشغيلية مثل أتمتة الحفظ الإلكتروني للسجلات وتخفيف الأعباء الإدارية وتحسين كفاءة الموارد البشرية مهمة كثيرًا للمنظمات. وبخصوص العلاقات، كان المجيبون واضحين بشأن دور نظام معلومات الموارد البشرية مثل تقليل وقت الاستجابة وتحسين جودة الخدمة، لكنهم شككوا بدور نظم المعلومات الإدارية في تعزيز قدرة المنظمة على جذب أفضل المواهب، وتحسين الوعي أو العلاقات بين الموارد البشرية والموظفين. وفيما يتعلق بالجوانب التحويلية كانت أراء العينة بإعادة هيكلة إدارة الموارد البشرية، وتوسيع نطاقها وتحسين جودة الخدمات والاحتفاظ بالمعرفة.

The Influence of HRIS Usage on Employee Performance and Mediating Effects of Employee Engagement in Five Stars Hotels in Jordan

The purpose of this study is to evaluate the role of employee engagement with their work as a mediating factor in the relationship between utilisation of a human resource information system (HRIS) and employee performance in five-star hotels in Jordan. A conceptual framework based on social exchange theory and content analysis of similar previous studies was developed. A quantitative approach and simple random sampling were used to obtain data via questionnaires completed by 221 human resources (HR) employees working at 21 five-star hotels in Jordan. The response rate was 71%. Structural equation modelling (SEM) was used to analyse and verify the study variables. The findings revealed that use of a HRIS had a significant positive influence on both employee performance and work engagement, while the latter acted as a partial mediator between HRIS utilisation and employee performance.

Employment Analysis of University Students Majoring in Environmental Materials Based on Human Resources Information System

In modern business activities, information has become one of the important resources. Whoever obtains the latest information and pays attention to the development and utilization of information resources may obtain huge economic benefits. The intensification of talent competition is both a challenge and an opportunity for colleges and universities. The human resources management department can no longer be the role of the policy executor in the traditional planned economy era, but should change into a policy advisor while understanding the superior policies. An analysis of the existing contingent of environmental materials professionals requires a powerful platform, namely, the human resources management information system. Human resource management department can no longer be the role of policy executor in the era of traditional planned economy, but should be transformed into policy proponent while understanding the superior policy. Based on the human resource information system, this paper attempts to analyze the employment of environmental materials majors in China from the perspective of human resource development, using the relevant theories of human resource development, and puts forward relevant suggestions.

Impact of human resources information systems in the military environment

The use of information systems (IS) in the security and defence organisations is widespread, but studies highlighting their effectiveness in use are lacking. This paper aims to address this gap by zooming into the Malaysian Armed Forces (MAF) to identify the factors that influence the personnel in using the system. It also aims to examine the impact of Human Resource Management Information Systems (HRMIS) on MAF personnel. This study reveals that there were seven factors that influenced the personnel’s use of the HRMIS, and the system also had some positive impact on the personnel. Studies looking at the implementation of the IS often involve organisations, with little attention given to the security and defence organisations such as the armed forces. In that regard, the findings of this study are significant because they are derived directly from the system users. This study also contributes to the literature by providing evidence of the use of the IS in a setting that is rarely ventured into by researchers.

Peneraapan Model HOT Fit pada Evaluasi Kinerja Human Resources Information System (HRIS) di KPKNL Palembang

Human Resources Information System (HRIS) is a system that functions to manage all information related to human resources in an institution. This study aims to evaluate and assess the current system and to see the relationship of the variables in the HOT Fit method to HRIS users in KPKNL Palembang. There are three independent variables in this model, each variable has its own sub-variables. Human variables have sub-variables: System Users (PS) and User Satisfaction (KP), Organization Variables have sub-variables: Organizational Structure (SO) and Organizational Environment (LO), and Technology Variables have sub-variables: System Quality (KS), Quality Information (IC), and Service Quality (KL), In addition to the independent variable of this study there are also dependent variables, namely Net Benefit. From these variables, it will be the focus of this research. In this study the authors will use quantitative descriptive research methods by observing, interviewing, and distributing questionnaires. This study uses a Likert scale in measuring employee attitudes and perceptions of the product to be assessed. Because there are only 38 Civil Servants (PNS), all of them will be taken as samples. From this study, the authors hope that the agency can use it as a reference in perfecting the current system.

Artificial Intelligence in Human Resources Information Systems: Investigating its Trust and Adoption Determinants

With the rapidly emerging trend of employing Artificial Intelligence technologies within modern economics. This study is an attempt to fill the research gap associated with the factors that have influence with the adoption of artificial intelligence in human resources information systems on HR-leaders intention to use it. It empirically investigates the influences that trust, technological readiness, facilitating condition and performance expectancy on HR-professional’s behavioral intention to use AI in HRM. Besides, examine the moderating effect of age and experience on the proposed associations. Data were collected from by online questionnaire from 185 HR managers. A structural framework was introduced to test the relationship between study latent variables. Result exhibited that trust and performance expectancy has a significant influence on HR-professionals behavioral intention to use AI-HRIS. Trust and technological readiness showed a significant influence on HR-professionals performance expectancy of using AI-HRIS. While facilitating condition, organizational size and technological readiness did not show a significant influence on HR-professionals behavioral intention toward using AI-HRIS. Lastly, Age and Experience did not have a moderating effect on trust and performance expectancy association with the behavioral intention toward using AI-HRIS. The findings of this study contribute to the theory development of information technology diffusion in HRM.

“Planned Benefits” Can Be Misleading in Digital Transformation Projects: Insights From a Case Study of Human Resource Information Systems Implementation in Healthcare

Human Resources Information Systems (HRIS) are being implemented in many organizations but, like other technology projects, translating their potential benefits into meaningful improvements can be challenging. So-called “planned benefits” approaches are designed to aid this translation, but little is known about their success in HRIS projects. This study examined how a planned benefits approach was manifested in a national-scale HRIS implementation program. The results point to the importance of reviewing the benefits plan at regular intervals, to ensure the project can adapt to changing circumstances, and considering benefits at the level of individual modules and user groups, as well as for the organization as a whole. Adequate data preparation, training, effective communication, and process analysis were identified as key actions necessary for successful HRIS implementation and benefit realization.

The contribution of electronic health records to risk management through accreditation of residential aged care homes in Australia

BackgroundThe Australian government has implemented a compulsory aged care accreditation system to guide and monitor the risk management approach in registered residential aged care (RAC) homes. This research assessed the contribution of electronic health records (EHR) to risk management in RAC homes in relation to the extent that aged care accreditation fulfils its role.MethodsA convenience sample of 5560 aged care accreditation reports published from 2011 to 2018 was manually downloaded from the Accreditation Agency web site. A mixed-method approach of text data mining and manual content analysis was used to identify any significant differences in failure to meet accreditation outcomes among the RAC homes. This took account of whether EHR or paper records were used, year of accreditation, and size and location of the homes.ResultsIt appears that aged care accreditation was focused on structure and process, with limited attention to outcome. There was a big variation between homes in their use of measurement indicators to assess accreditation outcomes. No difference was found in outcomes between RAC homes using EHR and those using paper records. Only 3% of the RAC homes were found to have failed some accreditation outcomes. Failure in monitoring mechanism was the key factor for failing many accreditation outcomes. The top five failed outcomes were Human Resource Management, Clinical Care, Information Systems, Medication Management and Behavioural Management.ConclusionsSub-optimal outcomes have limited the effectiveness of accreditation in driving and monitoring risk management for care recipient safety in RAC homes. Although EHR is an important structure and process component for RAC services, it made a limited contribution to risk management for accreditation in Australian RAC homes. Either EHR was not effective, or the accreditation process was not robust enough to recognize its influence. Aged care accreditation in Australia needs to develop further outcome-based measures that are supported by robust data infrastructure and clear guidance.

HUMAN RESOURCES INFORMATION SYSTEM TO IMPROVE EMPLOYEE PERFORMANCE

Today employee performance is a fundamental element for the progress of the institution. Along with the changing times demanded in increasing employee performance in order to achieve the objectives to be achieved. The discussion of this study regarding the decline in employee performance is characterized by a decrease in the percentage of achievement of work program targets. In this study, there are two variables, namely human resources information system variable (X) and employee performance variable (Y). This study aims to determine the effectiveness of human resources information system and the level of employee performance. This research method uses descriptive method using the type of explanatory survey research. Data collection techniques used were interviews and questionnaires that used a rating scale measurement scale. Data analysis techniques using simple regression analysis. The population in this study is employees. Based on the results of the study, showed that the respondents' perceptions of performance appraisal in the effective category were in the very high category. Hypothesis testing shows that human resources information system has a positive and significant influence on employee performance

Elements influencing the success of Human Resource Information System

Purpose: Due to the upgrade of technology, it has swapped the methods of controlling human beings in companies. In this context, finding the elements influencing the success of the HRIS in ABC manufacturing (Pvt) Ltd was the current research motive. Research methodology: The study design was deductive and quantitative. Moreover, primary data with Scale questionnaire was utilized for data gathering. 30 executives were selected in ABC manufacturing (Pvt) Ltd have directly dealt with the HRI System. Further, data analysis did through regression analysis. Results: The results confirmed that the success of HRIS was significantly impacted by the internal environmental elements and the external environmental elements. Also, found that internal environmental factors have the highest influence on the success of HRIS compared with the rest. Limitations: The respondents chosen for the study were 30 in one single company. Instead, the researcher selected two determinants only. Contribution: The researcher is motivated through this study because electronic, personal applications are now highly concern in local companies. The research findings can apply to organizations in third-world profiles to boost their HRI systems' efficacy. Keywords: Human Resource Information System (HRIS), Internal environmental elements, External environmental elements

University stakeholders’ perceptions of the impact and benefits of, and barriers to, human resource information systems in Spanish universities

The purpose of this article is twofold: (1) to examine university stakeholders’ perception of the importance and benefits of, and barriers to, transmitting information on human resources collected in human resource information systems in universities; and (2) to understand stakeholders’ perceptions of the impact of the effective implementation of human resource information systems on university efficiency. To this end, a questionnaire was developed and sent to all members of the social councils of Spanish public universities. Descriptive statistics, analysis of variance and linear regression analysis were used to answer the research questions. Our main findings revealed a strong emphasis on the need for universities to transmit information about their human resources from the implementation of human resource information systems. Specifically, university stakeholders perceive as very relevant the provision of information about the academic and professional qualifications of the teaching and research staff, the mobility of teachers and researchers, scientific productivity, and teaching capacities and competences. Likewise, findings suggest that increased transparency, quick responses and easy access to information were the main benefits of the implementation of human resource information systems, while the lack of commitment from top management and insufficient financial support were perceived as the greatest barriers to human resource information systems in selected universities. Finally, the results confirm that a well-implemented human resource information system has the potential to enhance human capital efficiency in universities. The findings provide some insights into the performance and applications of human resource information systems in Spanish universities that could help human resource management practitioners to get a better understanding of the current uses, benefits and problems of human resource information systems, which, in turn, will improve their effectiveness in Spanish universities. Points for practitioners A well-implemented human resources information system has the potential to improve the efficiency of human capital management. This study contributes to practical knowledge by helping professionals in charge of human resources management to better understand the benefits of and barriers to implementing human resource information systems in universities, enabling the better future management of human resources in them. Likewise, this article provides managers with a greater understanding of the effects of human resource information systems on efficiency and shows that they represent a key factor in improving university performance.