Human Resource Information System Research Articles

Digital Human Resource Management: Prospects & Challenges for Garments Industries in Bangladesh

Digital human resource management (HRM) popularly known as Electronic HRM has got immense popularity around the world including least developing countries like Bangladesh due to rapid automation, tech-based business era, presence and involvement larger community online, real-time response, gaining efficiency, and distance handling of HR in the workplace. Application of digital HR practices has faster the process, reduces cost, saves times, recruiting through social media, establish a brand and enhance the name and fame of the organization to the global community providing a platform of Human Resource Information System (HRIS). The study mainly reveals the current status, prospects, and challenges of using digital HRM in the garments industry in Bangladesh. To serve this purpose a focused group discussion has been conducted of most renowned eight garment factories along with digital HRM practices therein. Being the second position of readymade garments products exporting countries Bangladesh is certainly on the right track to capitalize on it with lots of prospects and challenges. Meanwhile, number one ranked China is moving on advancing on the automation.to keep track of this competition Bangladesh should not lag. Hence, the proper application of digital HR practices can be blessed to convert the mass into human resources. Keywords: Digital HRM, garments industry, HRIS, social media, prospects, and challenges. DOI: 10.7176/EJBM/12-7-03 Publication date: March 31 st 2020

Path Analysis for Implementation Analysis Of Human Resources Information System On Human Resources Planning

At present, the quality of HR decisions is highly dependent on the quality of information held and obtained. HR information should be made available to HR managers and other line managers in the company or agency so that it will facilitate decision making. In the current era of technological development, information systems are developing rapidly in support of management activities. In other words, HR information systems can get the information needed or the choices of many people who are more related to new HR planning activities. The purpose of this study is to measure the contribution of the implementation of human resource information systems to the effectiveness of human resource planning. In this paper, the analysis uses the path analysis model. The results of the analysis of the implementation of the HR information system can explain the benefits of the HR information system in the organization’s HR planning decision making.

The Role of Job Satisfaction in Moderating of Human Resource Performance on Snack Company in Sidoarjo, Indonesia

This study aims to determine the effect of human resource information systems and competencies on employee performance and to determine the effect of human resource information systems and competencies on employee performance with job satisfaction as a moderating variable at PT. Manohara Asri Sidoarjo. Research Line includes the type of Quantitative Research, analysis tools used in the form of questionnaires. The population in this study was 334 employees of PT. Manohara Asri Krian. The sample in this study was 182 respondents. Data analysis was performed by path analysis using AMOS software. Research results show that the human resource information system has no significant effect on employee performance; competence has a significant effect on employee performance. In addition, the results show that the human resource information system and competence significantly influence employee performance with job satisfaction as a moderating variable.

Development MEIS (Military Education Information System): HRIS (Human Resources Information System) Integration for Competence and Placement of Personnel Positions

MEIS (Military Education Information System) is an information system used in the field of education in military organizations, while HRIS (Human Resources Information System) is an information system in the HRD (Human Resources Department). The rapid development of technology has resulted in a lot of changes aimed at adjusting technology and meeting the needs of the organization, especially in the field of education. The research was conducted on previous research, by paying attention to how and when the development has been carried out. The research found that not too much research was carried out in the military sphere of education. Through several stages in the review of the literature that has been obtained, it is very helpful in a more structured selection. So, from the results of the literature research, it can be seen that there have been some technological updates that have been made, but some are still concepts and plans. The merger between MEIS and HRIS is an effort in optimizing the system so that problems in development related to budget and personnel limitations can be overcome. Problems in the budget and personnel are often found in developing countries that have limitations, especially in the issue of budget and personnel who are professional in their fields. The combination of two or more systems will be able to provide utilization of the system effectively and efficiently by adjusting to the needs of the organization, in this case, the military organization, which has a more complex organizational structure.

Penerapan Sistem Penunjang Keputusan Menggunakan Algoritma Naive Bayes Pada konsep Human Resource Information System (HRIS) (Studi kasus :Penerusan Kontrak Kerja Karyawan di PT. XYZ)

One of the valuable assets in a company is human resources (HR). Human Resource Information System (HRIS) has emerged as one of the drivers of competitiveadvantage and strategic decision making tool. One of the HRIS task is employee recruitment. Employees become an important role. Therefore, this research is conducted forclassification of employee status determination using the Naïve Bayes methods. One of the duties of employees is to provide service to customer in the process of purchasing goods until the payment transaction process directly. Because of the large number of contract employees at the time of certain events, it requires companies to select every three months for the continuation of the work contract period for employees according to store needs so that the company's employee payroll expenses do not exceed the budget. One of the criteria is for being able to work in flexible groups between the ages of 17 and 25 for contract employees with a minimum of high school or vocational education. The purposes of this study are to design and build a Decision Support System application for the Continuation of Employee Employment Contracts Using the Naïve Bayes Method at PT. XYZ Retail. The result of the research is the application using the naïve bayes method with an accuracy rate of 90%.

A STUDY ON HR PLANNING – KARVY

The main purposes of this study are to explore the extent to which public Jordanian universities have adopted Human Resource Information System (HR PLANNING) and to examine the current HR PLANNING uses, benefits and barriers in these universities. A structured questionnaire was constructed based on other previous studies, it also pre-tested, modified and translated to capture data from HR PLANNING users in Jordanian universities. The main findings of this study reveled that the quick response and access to information were the main benefits of HR PLANNING implementation. While, the insufficient financial support; difficulty in changing the organization’s culture and lack of commitment from top managers were the main HR PLANNING implementation barriers. The present study provides some insights into the performance and applications of HR PLANNING in Jordanian universities that could help Human Resource Management (HRM) practitioners to get a better understanding of the current HR PLANNING uses, benefits and problems, which in turn, will improve the effectiveness of HR PLANNING
 Scholars in many disciplines have considered the antecedents and consequences of various forms of trust. This paper generates 11 propositions exploring the relationship between Human Resource Information Systems (HR PLANNING) and the trust an individual places in the inanimate technology (technology trust) and models the effect of those relationships on HR PLANNING implementation success. Specifically, organizational, technological, and user factors are considered and modeled to generate a set of testable propositions that can subsequently be investigated in various organizational settings. Eleven propositions are offered suggesting that organizational trust, pooled interdependence, organizational community, organizational culture, technology adoption, technology utility, technology usability, socialization, sensitivity to privacy, and predisposition to trust influence an individual’s level of trust in the HR PLANNING technology (technology trust) and ultimately the success of an HR PLANNING implementation process. A summary of the relationships between the key constructs in the model and recommendations for future research are provided.

Using Kahoot! to increase exam scores and engagement

Instructional games in the classroom help to facilitate student engagement and utilize technology to help students prepare for exams. The purpose of this experiential learning exercise is to increase student engagement and understanding of course content using technology as a game in the classroom to increase exam scores. Human resource information systems is a technology course on human resources systems and tools that combine human recourses services, processes, and data for operational efficiencies. Human resource information systems include payroll, open position postings, applicant processing, benefits, training, timekeeping, succession planning, and performance management. Using Kahoot! as a trivia game review in the classroom allows students to develop a deeper understanding of vocabulary, course concepts, and provides immediate feedback. Kahoot! trivia games allow students to connect course topics and learning paths while pointing out learning gaps to instructors.

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.

Using human resource information systems as tools to enhance the performance of banks in Ghana

This paper examined the use of human resource information (HRI) systems and organisational performance in the banking industry in Ghana, using a selected bank as a case. The study employed a mixed method approach and involved 103 employees and ten key informants of the selected bank for primary data. Content analysis was used to analyse qualitative data while Statistical Product and Service Solutions version 21 was used to analyse quantitative data. The study revealed that the types of HRI systems being employed by the bank were administrative, tactical and strategic. The benefits of using HRI systems included the ability to store and retrieve accurate employee information faster, better succession planning and effective decision making. There was a strong positive relationship between HRI systems adoption and the bank's performance in terms of efficiency, effectiveness, innovation and market share. This is a lesson for other banks to emulate to enhance their performance.

Using human resource information systems as tools to enhance the performance of banks in Ghana

This paper examined the use of human resource information (HRI) systems and organisational performance in the banking industry in Ghana, using a selected bank as a case. The study employed a mixed method approach and involved 103 employees and ten key informants of the selected bank for primary data. Content analysis was used to analyse qualitative data while Statistical Product and Service Solutions version 21 was used to analyse quantitative data. The study revealed that the types of HRI systems being employed by the bank were administrative, tactical and strategic. The benefits of using HRI systems included the ability to store and retrieve accurate employee information faster, better succession planning and effective decision making. There was a strong positive relationship between HRI systems adoption and the bank's performance in terms of efficiency, effectiveness, innovation and market share. This is a lesson for other banks to emulate to enhance their performance.

Technological Features and Effectiveness of Human Resource Information System in Tanzanian Local Government Authorities

Information and Communication Technology has drastically become indispensable for companies aiming to favourably compete in the business world. The traditional way of storing information is losing its ground; organisations are abandoning paper documents and quickly adopting digital storage. Today, most organizations have upgraded their file storage systems from paper filing to digital filing whereby documents are stored on servers and storage devices. By so doing, documents can be easily accessed by anyone who is granted access. Organizations are able to store and maintain tremendous amount of information, which enhance immediate access of information from the system. Tanzania like many other countries has decided to use Human Resources Information System (HRIS) to replace manual record systems in Ministries Departments and Agencies (MDAs) and the Local Government Authorities (LGAs). The aim of introducing HRIS in the MDAs and LGAs was to reduce manual performance of administrative activities and to enable HR officers maintain complete, accurate and up-to-date employees’ information by using computerized application software. The purpose of this article is to assess the influence of technological features on (HRIS) effectiveness. The study involved 37 LGAs in six regions-Mwanza, Arusha, Dodoma, Morogoro, Iringa, and Kagera. Primary data were collected through administration of 201 questionnaires to Human Resource Officers (HROs) and interviews with 8 key informants. Secondary data were mainly collected through documentary review. Data were analysed using both descriptive and inferential statistics. The study employed the ordered logistic regression model to assess the influence of technology features on the effectiveness of HRIS in LGAs in terms of information timeliness, completeness and accuracy. Based on the results, technological features have significant influence on HRIS effectiveness in terms of timeliness, completeness, and accuracy of information. These include compatibility, complexity, usefulness and reliability. The implication of the results is that a new and reliable system is needed to facilitate decision making, increase access from other devices, address the needs of the institution, and be procedurally clear. It was suggested that the current system should be changed to accommodate technological advancement and cover loopholes which are being manipulated by employees in LGAs.

Cost reduction and productivity improvement through HRIS

Employee productivity improvement and HR cost reduction are two useful options for a cost leader. This study aims to examine the association between human resource information systems (HRIS), employee productivity, and HR costs by focusing on the data of 40 Bangladeshi banks. The impact of one standard deviation variation of HRIS application on employee productivity and HR costs is then calculated using multiple regression analysis. The multivariate analysis of covariance (MANCOVA) is then tested to examine the variation of employee productivity and HR costs according to bank ownership patterns. Results indicate that the use of HRIS applications generated a higher efficiency in terms of employee productivity and the reduction of HR costs (where all things remain constant). It was also observed that employee productivity does not vary according to bank ownership patterns though stateowned banks and private-owned banks experience different HR costs.

A Role of Effectiveness of Human Resource Information System (HRIS) in 21st Century

Today, Business organizations, governments, and non-profit organizations around the world rely on human resource information systems (HRIS) to smoothen the progress of information sharing as well as make easier in downsizing and reengineering efforts. Human Resources Information Systems (HRIS) is a combination of HRM and Information Systems (IS). HRIS or Human resource Information system helps HR managers to execute HR functions in a more efficient and systematic and orderly way of using technology.

Adopting technology adoption model organisation in human resource management through primary research

Human resource technology has been used in HR domain to support activities such as web advertisement, hiring, and maintain human resources records, provide support to HR administration, and optimise human resource management. Human resource information systems (HRISs) have over the years made the role of a human resource professional much simpler with better outcomes and higher productivity than traditional methods (Dessler et al., 2008). In this paper, the role of HRIS has been studied in order to simplify standard HR practices with the use of technology. Practices such as recruitment, recording effort time and daily attendance, learning and development, designing compensation and benefits and administering them, payroll administration, performance management systems, appraisal system, pension and benefits administration, labour relations are components that comprised an HRIS. Using a Delphi study of 180 (N = 180) respondents, findings indicate that simplicity in design, minimal technical errors, rewards, availability of information at one platform, and training quality appeared as the influencing factors for acceptance of HRIS. The findings can be used in other organisations of similar characteristics where technology can bring in simplified processes for faster implementation.

Cost reduction and productivity improvement through HRIS

Employee productivity improvement and HR cost reduction are two useful options for a cost leader. This study aims to examine the association between human resource information systems (HRIS), employee productivity, and HR costs by focusing on the data of 40 Bangladeshi banks. The impact of one standard deviation variation of HRIS application on employee productivity and HR costs is then calculated using multiple regression analysis. The multivariate analysis of covariance (MANCOVA) is then tested to examine the variation of employee productivity and HR costs according to bank ownership patterns. Results indicate that the use of HRIS applications generated a higher efficiency in terms of employee productivity and the reduction of HR costs (where all things remain constant). It was also observed that employee productivity does not vary according to bank ownership patterns though stateowned banks and private-owned banks experience different HR costs.

Workday: Human resource information system in Grameenphone

Workday: Human resource information system in Grameenphone

Factors Influencing Practice of Human Resource Information System in Organizations: A Hybrid Approach of AHP and DEMATEL

This paper blends the development of the Technology-Organization-Environment (TOE) framework and Human-Organization-Technology (HOT) fit model to identify the factors that influence the administration choice in embracing human resource information system (HRIS) in the organizations. Here, a hybrid Multi-Criteria Decision Making (MCDM) model combining the Decision Making Trial and Evaluation Laboratory (DEMATEL) and Analytic hierarchy Processes (AHP) is used to achieve the objective of the study. In this study, the experts agree that the staffs IT skill is most significant than other factors for the Human dimension. Similarly, IT infrastructure, top level support, and competitive pressure are the most vital factors for Technology, Organization and Environment dimensions respectively. Moreover, this paper will help the managers to take care of some factors that are vital for HRIS implementation in the organizations.

Методичні засади статистичного аналізу ринку праці в Україні та роль HR-менеджменту в підвищенні якості кадрового потенціалу

The article discusses topical issues of peculiarities of labor market analysis in Ukraine, efficiency of use and improvement of quality of personnel potential at the enterprise. The article is aimed at forming the methodological principles of statistical analysis of the labor market in Ukraine and studying the role of HR management in improving the quality of personnel potential on the basis of the use of the formed system of indicators and a detailed analysis of the efficiency of work and selection of candidates at different enterprises and organizations. The necessity of analyzing the personnel potential of the enterprise is substantiated, which is due to the importance of identifying the conformity of the qualitative characteristics of the enterprise’s personnel to its labor system, as well as forecasting the possibility of expanding the potential of available workers. The peculiarities of application in HR management of HRM systems (human resources management system) and HRIS (human resources information system) are covered. The main functions of HR-information systems, such as identifying potential workers, maintaining accounts of available workers and creating programs for the development of talents and skills of personnel, have been defined and analyzed. The main tasks that HRIS systems help to solve are considered. For a statistical analysis of the quality of personnel potential and efficiency of HR management of the company in the sphere of recruitment, a system of statistical indicators was formed and proposed for use, the main indicators are the following: number of employees, turnover of personnel per year (per quarter), the average age of personnel in the company, the average duration of work in the company, etc. On the basis of international data, mechanisms for improving the model of selection of candidates are defined. In the course of statistical analysis of the labor market in Ukraine, on the basis of official data of the State Employment Service, the processes of selection of candidates were investigated, the number of unemployed by professional groups and the number of vacancies and the number of unemployed by types of economic activity were analyzed.

Business Intelligence for Human Capital Management

This article presents the results of an exploratory study of the use of business intelligence (BI) tools to help to make decisions about human resources management in Portuguese organizations. The purpose of this article is to analyze the effective use of BI tools in integrating reports, analytics, dashboards, and metrics, which impacts on the decision making the process of human resource managers. The methodology approach was quantitative based on the results of a survey to 43 human resource managers and technicians. The data analysis technique was correlation coefficient and regression analysis performed by IBM SPSS software. It was also applied qualitative analysis based on a focus group to identify the impacts of business intelligence on the human resources strategies of Portuguese companies. The findings of this study are that: business intelligence is positively associated with HRM decision-making, and business intelligence will significantly predict HRM decision making. The research also examines the process of the information gathered with BI tools from the human resources information system on the decisions of the human resources managers and that impacts the performance of the organizations. The study also gives indications about the practices and gaps, both in terms of human resources management and in processes related to business intelligence (BI) tools. It points out the different factors that must work together to facilitate effective decision-making. The article is structured as follows: a literature review concerning the use of the business intelligence concept and tools and the link between BI and human resources management, methodology, and the main findings and conclusions.

Literature Review for Finding Factors Influencing HRIS Implementation Decisions

It is essential to keep data about people and jobs because it helps a human resource manager to take right decisions on managerial (planning, organizing, staffing, controlling and directing of human resources) and operational (acquisition, development, maintenance, compensation management and separation of human resources) HR functions. Many organizations have migrated from a manual information system to keep data about employees and jobs to a more sophisticated computer based information system known as Human resource information system. Due to reduced cost and improved effectiveness of information technology products, HRIS is not only becoming more and more affordable but also becoming more and more sophisticated as per the need of the operational, middle and top level management. With the use of HRIS the question of privacy and ethics are posing new challenges. This study divides the literature review into 4 sub themes which are utility of HRIS, Factors influencing HRIS implementation, Acceptance of HRIS and privacy and security issues associated with HRIS. This study will help to find the factors that need to be considered before implementing an HRIS solution in an organization.