Human Resource Information System Research Articles

Investigation on the precursors to and effects of human resource information system use: The case of a developing country

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...

PENGEMBANGAN SISTEM INFORMASI KEPEGAWAIAN BERBASIS WEB PADA MAN 1 PADANG

Information Systems serve as a tool for managing palayanan in the organization to be more accurate, effective and efficient. In MAN 1 Padang TU Head is still difficult to manage employee data because there is no database management that can store, process, and maintain the integrity of personnel data. To improve the service in MAN 1 Padang is in need Civil Service Information System-based web that is able to manage personnel services, from employee data input process, employee leave process, employee mutation process and employee retirement process are mutually integrated as a whole. This design is implemented with PHP programming language with MySQL database and CodeIgniter framework. In the system design involved Use Case diagrams, Activity diagrams, Context Diagrams, flowmap, Normalization and Entitiy Relationship Diagram. This system involves 3 users ie Employee, Admin, and Principal. The three levels of registered users have a private account to enter into the system ie username and password for the admin and principal while the employee enters by using NIP and Password with MD5 encryption. This personnel information system produces web-based applications that can help Administrative Officers in improving the effectiveness and efficiency in the implementation of personnel management activities as well as displaying actual information in the form of employee data reports, employee pension information, history of employee mutation and employee leave history. Keywords: Human Resources Information System, PHP, MySQL database, CodeIgniter framework.

Human Resource Information System implementation readiness in the Ethiopian health sector: a cross-sectional study

BackgroundHealth workforce information systems in low-income countries tend to be defective with poor relationship to information sources. Human Resource Information System (HRIS) is currently in a pilot implementation phase in the Federal Ministry of Health and Regional Health Bureaus of Ethiopia. Before scaling up the implementation, it is important to understand the implementation readiness of hospitals and health departments. The aims of this study were to assess the readiness for HRIS implementation, identify associated factors, and explore the implementation challenges in public hospitals and health departments of the Amhara National Regional State, Ethiopia.MethodsAn institution-based cross-sectional study supplemented with a qualitative study was conducted from the 15th of February to the 30th of March 2016 in 19 public hospitals and health departments of the Amhara National Regional State, Ethiopia. A self-administered questionnaire was used to collect the data. The questionnaire includes items on socio-demographic characteristics and questions measuring technical, personal, and organizational factors adapted from the 32-item questionnaire of the Management Science for Health (MSH) HRIS readiness assessment tool. The data were entered and analyzed with statistical software. Descriptive statistics and bivariate and multivariable logistic regression analyses were performed. Odds ratios with 95% confidence interval were computed to identify the factors statistically associated with readiness of HRIS implementation. In-depth interviews and observation checklists were used to collect qualitative data. Thematic content analysis was used to analyze the qualitative data.ResultA total of 246 human resource (HR) employees and 16 key informants have been included in the study. The HR employee’s level of readiness for HRIS implementation in this study was 35.8%. Employee’s Internet access (AOR = 2.59, 95%CI = 1.19, 5.62), availability of separate HR section (AOR = 8.08, 95%CI = 3.69, 17.70), basic computer skills (AOR = 6.74, 95%CI = 2.75, 16.56), and fear of unemployment (AOR = 2.83, 95%CI = 1.27, 6.32) were associated with readiness of HRIS implementation. Poor logistic supply, lack of competency, poor commitment, and shortage of finance were the challenges of HRIS implementation.ConclusionIn this study, readiness of HRIS implementation was low. Strategies targeting to improve skills, awareness, and attitude of HR employees would facilitate the implementation process.

Talent Management System pada Program Pengembangan Sumberdaya Manusia di SAKA Indonesia Pangkah Limited

The need for energy both oil and gas in the world and in Indonesia continues to increase this condition is required the best energy management, of course, supported by qualified human resources and good capacity, energy management will work well too. This study aims to determine the talent management system program in the human resources development program in SAKA Indonesia Pangkah Limited. The results obtained, in the framework of talent management has not been fully running well, especially in the selection and recruitment process, still using the traditional way has not been using talent mapping. In the characteristics of talent management SIPL has had development-oriented thinking, applied high work culture, talent management system applied got support from management, and has applied good human resource information system. Suggestions can be given is to provide the widest opportunity to the resources owned companies to grow, given the promotion or grade improvement to the talent of consistent performance, and also provide rewards to the achievers and punishment to .the less consistent performance

The use of human resource information systems in two retail organisations in the Western Cape, South Africa

Orientation: The retail industry is the largest contributor to employment and the gross domestic product (GDP) in the Western Cape, South Africa. The management of human resources in this very competitive industry is a high priority for all retailers. The successful implementation, maintenance and use of human resource information systems (HRISs) are an integral part of many retailers.Research purpose: Human resource information systems are difficult to implement and maintain, and as a result, organisations cannot effectively utilise these systems to their benefit. The purpose of this paper is to explore the factors affecting the implementation, maintenance and use of HRISs in two retail organisations in the Western Cape.Motivation of study: Many retailers find it difficult to apply and utilise HRISs to their benefit and to the systems’ full potential. This study explores the challenges retailers are facing when implementing, maintaining and using HRISs.Research design, approach and method: Multiple case studies were used to conduct the research. Data were collected through a semi-structured questionnaire using interviews. Twenty-one interviews were conducted in the two retail companies to gain an understanding of the use of HRISs within these organisations. The data were analysed using a thematic method of analysis. The units of analysis were the Human Resources and the Information Technology departments of both companies. The units of observation were (21) purposively selected employees in the two mentioned departments of both retail organisations.Main findings: This research shows an under-utilisation of the HRIS in both companies as a result of poor data quality, lack of adequate training and the high cost of implementing and maintaining the system. There is a gap in terms of data analytics and report generation. This gap leads to the under-utilisation of the HRISs preventing the retailers to optimise the benefits of the HRIS.Practical and managerial implications: For organisations to reap benefits from HRISs, a change management strategy and a rigorous training programme are needed that will focus on the implemented maintenance and improved usage of these systems.Contribution: The contribution of the study includes proposed guidelines for the effective and efficient use of HRISs. The study further contributes to the body of knowledge in shedding light on the implementation, maintenance and use of HRISs in the retail industry in the Western Cape, South Africa.

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.

How the introduction of a human resources information system helped the Democratic Republic of Congo to mobilise domestic resources for an improved health workforce.

The Democratic Republic of Congo has flagged health workforce management and compensation as issues requiring attention, including the problem of ghost workers (individuals on payroll who do not exist and/or show up at work). Recognising the need for reliable health workforce information, the government has worked to implement iHRIS, an open source human resources information system that facilitates health workforce management. In Kasaï Central and Kasaï Provinces, health workers brought relevant documentation to data collection points, where trained teams interviewed them and entered contact information, identification, photo, current job, and employment and education history into iHRIS on laptops. After uploading the data, the Ministry of Public Health used the database of over 11 500 verified health worker records to analyse health worker characteristics, density, compensation, and payroll. Both provinces had less than one physician per 10 000 population and a higher urban versus rural health worker density. Most iHRIS-registered health workers (57% in Kasaï Central and 73% in Kasaï) reported receiving no regular government pay of any kind (salaries or risk allowances). Payroll analysis showed that 27% of the health workers listed as salary recipients in the electronic payroll system were ghost workers, as were 42% of risk allowance recipients. As a result, the Ministries of Public Health, Public Service, and Finance reallocated funds away from ghost workers to cover salaries (n = 781) and risk allowances (n = 2613) for thousands of health workers who were previously under- or uncompensated due to lack of funds. The reallocation prioritised previously under- or uncompensated mid-level health workers, with 49% of those receiving salaries and 68% of those receiving risk allowances representing cadres such as nurses, laboratory technicians, and midwifery cadres. Assembling accurate health worker records can help governments understand health workforce characteristics and use data to direct scarce domestic resources to where they are most needed.

The Effect of Knowledge Management through Human Resources Information Systems on Customer Relationship Management in Aquatic Sport Centers

The Effect of Knowledge Management through Human Resources Information Systems on Customer Relationship Management in Aquatic Sport Centers

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.

EMPLOYEE PERCEPTION TOWARD THE IMPECT OF INFORMATION TECHNOLOGY IN HUMAN RESOURCE MANAGEMENT

Human Resource Information technology is a software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting, recruiting selecting and many others. In the present time the role of IT in HRM is very wide and special
 An IT in HRM generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness.
 An IT in HRM offers HR, payroll, benefits, training, recruiting and compliance solutions
 Most are flexibly designed with integrated databases, a comprehensive array of features, and powerful reporting functions and analysis capabilities that you need to manage your workforce. This can give back hours of the HR administrator’s day previously spent attending to routine employee requests.
 An IT in HRM also facilitates communication processes and saves paper by providing an easily-accessible, centralized location for company policies, announcements, and links to external URL’s. Employee activities such as time-off requests and W-4 form changes can be automated, resulting in faster approvals and less paperwork.
 An affordable Human Resource Information System allows companies to manage their workforce through two powerful main components: HR & Payroll. In addition to these essential software solutions, HRIS offers other options to help companies understand and fully utilize their workforce’s collective skills, talents, and experiences.

Determinants of Human Resources Information System Implementation in County Governments in Kenya

The government computerized human resource information system was designed in 2010/2011 by the Kenyan government officers from the Ministry of State for Public Service and other departments. The ministry of state and public service has designed the GHRIS in order to maintain accurate and consistent personnel data in the Public Service. The objectives of the study were to determine the influences of employee skills on implementation of HRIS in Isiolo County government, to determine the influence of organization policies on implementation of HRIS in Isiolo County government, to establish the influence of availability of funds on implementation of HRIS in Isiolo County government and to establish the influence of politics on implementation of HRIS in Isiolo County government. The study adopted a descriptive research design. The study focused on the management and heads of sections. This is because they are the major players in the day-to-day operations of these in the implementation of the human resource information systems. There are 50 management employees of Isiolo county government and these were the study respondent’s. The study adopted a census since the target population was manageable and the respondents were within systems that could be accessed easily. Data was collected through questionnaire. Descriptive statistics was used to analyze the collected data. SPSS software was used and measures of central tendency and generate tables and frequencies. The analyzed data was presented using pie charts, percentage, graphs and cross tabulation. The study established that availability of funds influence implementation of Human resource Information System. Employee skills influence implementation of Human resource Information.

Human Resource Information System: A Review of Previous Studies

Abstract Purpose - This paper aims to review research on the topic human resource information system to establish the current body of knowledge, on this regard, to suggest some promising avenues for future research.Design/methodology/approach - The present study consists of a systematic review of 155 referred articles on human resource information system.Findings - The findings contribuThis paper aims to review research on the topic human resource information system to establish the current body of knowledge, in this regard, the researchers suggest some promising avenues for future research and the study consists of a systematic review of 155 referred articles on human resource information system. The findings contribute to a more holistic view of the topic and complement the study of human resource information system. Additionally, a conceptual framework is proposed that aims at guiding and informing future research activities. This study may not enable a complete coverage of all articles in the field of human resource information system. However, based on the selected research methodology, it seems reasonable to assume that the review process covered a large share of studies available. And moreover to the best of author’s knowledge, there is no systematic review on human resource information systems previously published in academic journals.te to a more holistic view of the topic and complement the study of human resource information system. Additionally, a conceptual framework is proposed that aims at guiding and informing future research activities.Research limitations/implications - This study may not enabled a complete coverage of all articles in the field of human resource information system. However, based on the selected research methodology, it seems reasonable to assume that the review process covered a large share of studies available.Originality/value – To the best of author’s knowledge, there is no systematic review on human resource information systems previously published in academic journals.Keywords: human resource information systems, HR acquire, HR develop, HR pay, HR retain, HR interact, systemic literature reviewPaper type: Literature review

THE INFLUENCE OF SOFTWARE QUALITY HUMAN RESOURCES INFORMATION SYSTEM AND USER PARTICIPATION TOWARD USER SATISFACTION AS SYSTEM USER

The research on the influence of the quality of software human resources information systems and user participation on user satisfaction in the Bureau of Human Resources Trisakti University. The research purposes (1) Identify the effect of the quality of software human resources information system for user satisfaction as users of the system, (2) Identify the effect of user participation on user satisfaction as users of the system (3) identification of the influence of the quality of software human resource information systems and participation user together to user satisfaction as users of the system. This research is descriptive and correlational research is to describe the characteristics of respondents and aims to determine the relationship between two or more variables. The research was conducted at the Bureau of Human Resources University of Trisakti by respondents as many as 32 people and using correlational and regression analyzes. The study found that the quality of the software (Xl) and user participation (X2) either individually or group have a strong influence and positive impact on user satisfaction (1J as the user s system. From this study several conclusions can be drawn as follows: (1) there is a strong and positive relationship between software quality variables (Xl) to the satisfaction of the user m with r values of 0.584, (2) there is a strong and positive relationship between the variables user participation (X2) with user satisfaction (Y) with r value of 0.721 (3) The regression model obtained is Y = -2.125 + 0.304 software quality (Xl) + 0.397 user participation (X2), (4) regression models can state that the variable quality of the software and user participation is jointly affect user satisfaction as users of the system. It is shown from ANOVA test results were obtained Fcount of 22.642 with a significance level of F = 0.000 which is much smaller than 0.05, (5) The coefficient of determination (R Square) of 0.610 implies that, 61.0% user satisfaction can be explained by a variety of software quality and variety of user participation, while the rest is explained by other factors.

Human Resources Information Systems and their Impact on Competitive Advantage: An Empirical Study on Cement Companies in the Hashemite Kingdom of Jordan

The study identifies human resources information systems (HRIS) and their impact on the competitive advantage of Jordanian cement companies (Lafarge Cement Company, Arab White Cement Company, Manaseer). To achieve the objectives of the study, a questionnaire was developed for data collection, and then the Statistical Package for Social Sciences (SPSS.16.1) was used to analyze the data of the questionnaire. The study produced a series of results, the most prominent of which are: The level of importance of human resources information systems (the efficiency, integration, and response of human resources information systems) in Jordanian cement companies according to the respondents' perceptions was “medium”. Moreover, human resources information systems had an effect on competitive advantage. Human resources information systems accounted for 69.8% of the variation in competitive advantage in Jordanian cement companies. In the light of the study’s results, the study produced several recommendations, the most important of which is to design training programs for employees and users of human resources information systems. The study also stressed on the importance of providing and constantly upgrading and maintaining the basic infrastructure for hardware, equipment, and software used in human resources information systems, to minimize the occurrence of potential errors that may disrupt required work.

The effects of the information on job analysis obtained from the hr information system on information health

The main goal of the research is to determine the perception of managers working in food production companies in Eagean Region on the information on business analysis obtained from the human resources (HR) information system on information health. The survey form of the study was applied face to face interview or through e-mail to 63 managers working at food production companies in Aegean Region between March 2016-June 2016. According to research results, business analysis factors of data / information derived from HR information systems “leadership, motivation, communication, organizational relations, cooperation, audit of the work, mission, responsibility, jurisdiction, performance standards, mental and physical effort, way of doing work, technology equipment tools materials used in work, work information, to be open to learning, job related skills, relations with other works, education, working conditions and capabilities” effect information health positively. Efficient use of information obtained from HR information systems can provide strategic advantages to businesses.

Toward a More Secure HRIS: The Role of HCI and Unconscious Behavior

By design, human resource information systems (HRIS) hold confidential and sensitive information. Therefore, one needs to ensure the security of these systems from unintentional mistakes that may compromise such information. Current systems design and training procedures of HRIS unintentionally help reinforce unsecure behaviors that result in non-malicious security breaches. Measures to improve security through design and training may only occur by breaking the use/impact cycle that individuals have habitually formed. Using strong contexts and cues allow trainers to interrupt individuals’ habits. Then, they have the opportunity to enforce the repetition of the desired behavior. This paper introduces a model of habit formation from consumer behavior that one may apply to HRIS.

The Impact of HRIS on HRM Effectiveness: A Study in Large Scale Group of Company in Sri Lanka

Area of the Study Most of the organizations have used technology in the form of Human Resource Information System (HRIS), Electronic Human Resource Management System (e-HRM system) etc. in managing their human resources in order to improve HRM effectiveness. However a deficiency of researches in this study area in Sri Lanka can be observed. Therefore this research study is aimed to examine the impact of HRIS on HRM effectiveness in a large scale group of company in Sri Lanka. Problem of the Study The main focus of this research study is to identify and examine the impact of HRIS on HRM effectiveness in Sri Lankan context. Hence the research problem of the study is what is the impact of HRIS on HRM effectiveness in selected large scale group of company in Sri Lanka? Method of the Study The selected population was all the Strategic Business Units (SBUs) in the selected large scale group of company which are nearly twenty subsidiaries and the population has considered as a whole for the study without considering a particular sample. The primary technique of data collection was a descriptive questionnaire which was distributed between HR personnel and Non- HR personnel in the company including CEOs of SBUs, HR representatives and IT representatives. Data was analyzed using univariate analysis, correlation and regression analysis with the SPSS (16.0 version). Findings of the Study According to the findings at the end of the study there is a weak positive relationship between the impact of HRIS and HRM effectiveness in the selected group of company. Further it was found that the Impact of HRIS has the possibility to account for 10.0% of the variation in HRM effectiveness. However when considering the responses of HR personnel only, 28.2 % of the variance of the HRM effectiveness is explained by the Impact of HRIS and according to Non HR personnel, only 6.3 % of the variance of the HRM effectiveness is explained by the impact of HRIS. Conclusion of the Study It is concluded that there is a weak positive relationship between the impact of HRIS and HRM effectiveness in selected large scale company. If the utilization of HRIS is increased further, it could be used for achieving more favorable results in enhancing HRM effectiveness in the company. Keywords: HRIS, HRM Effectiveness, Technology, HR Personal, Non HR Personal

HRIS as a Tool for Effective Decision Making in Select Software Companies in Bangalore, Karnataka, India

21st century is acknowledged for its information outburst, technological innovation and also for transmission of such information through Human Resource Information System for successful functioning of organizations. HRIS facilitates retrieval of information quickly and accurately which allows quick analysis of HR issues and gives good information for decision makers. HRIS acts as an effective tool for managers to take effective decisions. With this background, an attempt has been made to assess the impact of human resource information systems usage on decision making process in the select software companies. For the purpose of the study 50 companies were selected based on purposive sampling method through a structured questionnaire administered. The sample included 350 IT professionals from different designations. Statistical tools like descriptive statistics, ANOVA and t-test have been used. The IT professionals and their designations have been considered as independent variables while the decision making process has been treated as dependent variable. The results of this research would help software companies to better understand the usage of HRIS to facilitate the decision making process in their organizations and also would help to identify how the decisions are taken by the employees with the help of HRIS.

Employee Adoption and Use of Human Resource Information Systems (HRIS) : Evidence from Ugandan Local Government Perspective

Employee Adoption and Use of Human Resource Information Systems (HRIS) : Evidence from Ugandan Local Government Perspective

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.