Human Resource Information System Research Articles

The Role of Human Resource Information System in the Process of Manpower Activities

The evolution of technology has encouraged organizations to use human resource information systems (HRIS). HRIS is perceived to contribute to the effectiveness of manpower activities (human resources planning) in organizations. This paper interviewed two HRIS managers in the hospitality industry in Greater Region (Ghana) to identify the benefits, contributions and the challenges of HRIS. It was revealed that HRIS identified unfilled positions, accurately analyzed each job position and its job title in the organization, providing insight into organizational training needs, selected the right persons to be trained at the right time, evaluated the effectiveness of training programs and made faster and better decisions about successor ranking. It was therefore concluded that HRIS played a major role in the management of human resources. Organizations should integrate HRIS with other organizational systems to facilitate speedily sharing of information and decision making.

Measuring the effectiveness of HRIS practice in business organisations: a study in the context of a developing country

The study measures the effectiveness of HRIS practice in business organisations operating in Jordan as a case from developing countries. It also aims to test whether the scope of human resource information systems (HRIS) affects HRIS effectiveness and whether the latter differs across different types of business, size of business, and business experiences. Primary data were collected from 236 respondents and 31 measures of HRIS effectiveness were employed. A questionnaire was constructed based on previous studies. Three factors for measuring HRIS effectiveness were identified, namely: 1) transformational/strategic; 2) operational/administrative 3) relational. The conducted analysis indicates that there is a moderate and a positive impact on HRIS effectiveness either taken together or separately attributed to the scope of HRIS applications being used. The results indicate that some types of business sectors (i.e., banking) apply HRIS applications more than others especially for strategic purposes. These results also indicate that the size of organisations does not play an important role on the impact of the HRIS on HR functions. Finally, the results reveal that business organisations which have a higher experience felt that the use of HRIS improve and enhance HR functions (i.e., operational, relational, and strategic effectiveness) more than others with lower business experience.

دور نظام معلومات الموارد البشرية في إعداد لوحة القيادة الاجتماعية في المؤسسة الصناعية : دراسة حالة مؤسسة الأسمنت بباتنة

نظام معلومات الموارد البشرية | لوحة القيادة الاجتماعية | مؤشرات لوحة القيادة الاجتماعية | مؤسسة الاسمنت بباتنة | Human Resources Information System | social Dashboard | Indicators Social Dashboard | Cement Organisation BatnaThe Characters of Abnormal Criminal

Adoption Factors of Electronic Human Resource Management (e-HRM) in Banking Industry of Bangladesh

Abstract: The purpose of the study is identifying the important factors that contribute to adoption of e-HRM among banks in Bangladesh. Stratified random sampling technique was used to consider 265 respondents from twenty eight private commercial banks. A pre-tested and close-ended questionnaire adapting five-point Likert scale was used for data collection. In this study, descriptive statistics and exploratory factor analysis are exercised as statistical tools. The result shows that employee's individual attributes, top management support, compatibility, IT infrastructure and industry pressure are important factors that influencing management decision to adopt e-HRM among banks. The practical implication of the findings is discussed at the end of this paper and recommendations for further research are also addressed.Keywords: Electronic Human Resource Management (e-HRM), Adoption, Factors, Banks, BangladeshIntroductionNowadays, the performance of Human Resource Management (HRM) is directly linked with organizational success (Masum et al., 2015). To achieve organizational goal, traditional HRM tools and techniques have been shifted to strategic HRM through a significant contribution of Information Technology (IT) (Rodriguez and Ventura, 2003). Organizations are increasingly implementing electronic Human Resource Management (e-HRM) as well as Human Resource Information System (HRIS) to meet the needs of HR professionals, managers and employees in HR activities for gaining competitive advantages (Thite et al., 2012). These systems provide a vital link between IT and HRM. Bondarouk et al. (2009) have recently claimed that e-HRM has been interchangeably coined with Human Resource Information System (HRIS), virtual HRM, web-based HRM and Intranet-based HRM.In Bangladesh, large companies have started to implement e-HRM in last 5 years (Jahan, 2014). However, its implementation is still limited within the large companies in Bangladesh. Small companies and public companies have failed to realize the benefits of e-HRM and taken barely any inventiveness to implement the system. Since the discussion of e-HRM is still in its infancy, there is not much empirical research available glancing at the factors that foster the application of e-HRM (Jahan, 2014; Masum et al., 2013). So, the adoption decision and implementation of e-HRM can thus be seen as an innovation in Bangladesh. As like other countries, there are some factors that influence HR managers for implementing e-HRM in Bangladesh. This research will guide Bangladeshi managers to prepare for a successful shift from traditional HRM towards e-HRM and thus contribute to the economic development of the country.The main thrust of this paper is identifying the most important factors that are linked to organizational adoption of e-HRM in the private banks of Bangladesh. The structure of this study is divided into seven sections. The second section demonstrated the related factors of e-HRM adoption. The following section includes a conceptual framework for the study. The research methods are discussed in section four. The findings of the study and discussion are addressed in section five and six respectively. In last section, conclusion describes the future research and recommendations with managerial implications.2. Literature ReviewDue to the increasing use of Information System (IS) in the industrial operations, HR professionals became accustomed to use IS for HR activities from the early 1980's (Voermans and van Veldhoven, 2007). E-HRM is an integrated system covers a whole range of HR activities for the HR department. Usually, e-HRM contains some applications of labor force planning, supply and demand forecast, staffing information, applicant qualifications, information on training and development, salary forecast, pay increase, labor/employee relations, promotion-related information and so on (Bamel et al., 2014). Recent studies also confirmed that e-HRM improves the strategy formulation and decision making for HR activities. …

Leveraging mobile devices for human resource information systems

Finding ways to engage with workers will help address the challenges of a global, flexible and remote workforce. There is a strong need for improved employee engagement, fostered by creative solutions with new human resource practices and approaches that have global application, but, local implications. These challenges will be addressed by using enabling technologies, in this paper. The objective of the work presented in this paper was to leverage mobile devices for human resource information systems. The paper first demonstrates the shift from desktop to web-based applications. It then proceeds to list the factors in the adoption of cellphone applications in organisations. Next, it proceeds to identify the key players and their roles and description. It also discusses the feature sets of HR-based cellphone applications. It attempts to list the various HR functions that can be ported to mobile HR applications and finally it emphasises on the challenges, opportunities and limitations in using a mobile platform for HR.

An integrated model for identifying the determinants of the adoption of human resources information system applications in business organisations

This research has attempted to examine the influence of the firm's internal and external environmental factors upon its adoption behaviour of HRIS applications. To achieve the study objectives, and to conduct the research in a systematic approach, a conceptual framework was developed. The conceptual framework ties together the major factors proposed to influence the firm's adoption of HRIS applications. The key factors were presented under two broad dimensions, i.e., internal and external. The data for this research were collected through structured-directed interviews with 236 respondents. The target respondents were the shareholdings companies in Jordan, and the key respondent approach was employed. The primary date has been analysed by a variety of multivariate statistical techniques including; discriminant function analysis, the Jacknife and split-half methods for validating the DFA functions; the chi-square test, the univariate F-ratio test; McNemar test, and the t-test. The result provides empirical evidence that the integration approach of the firm's internal environmental and its external environmental measures give better explanation of the prediction of adoption of HRIS behaviour (i.e., classification of adoption group membership).

The level of the usage of the human resource information system and electronic recruitment in Croatian companies

Performing business according to contemporary requirements influences companies for continuous usage of modern managerial tools, such as a human resource information system (HRIS) and electronic recruitment (ER). Human resources have been recognised as curtail resources and the main source of a competitive advantage in creation of successful business performance. In order to attract and select the top employees, companies use quality information software for attracting internal ones, and electronic recruitment for attracting the best possible external candidates. The main aim of this paper is to research the level of the usage of HRIS and ER within medium-size and large Croatian companies. Moreover, the additional aim of this paper is to evaluate the relationship among the usage of these modern managerial tools and the overall success of human resource management within these companies. For the purpose of this paper, primary and secondary research has been conducted in order to reveal the level of the usage of HRIS and ER as well as the overall success of human resource management in Croatian companies. The companies’ classification (HRIS and ER) is done by using the non-hierarchical k-means cluster method as well as the nonparametric Kruskal Wallis test. Further, the companies are ranked by the multicriteria PROMETHEE method. Relevant nonparametric tests are used for testing the overall companies’ HRM. Finally, binary logistic regression is estimated, relating binary variable HRM and HRIS development. After detailed research, it can be concluded that large Croatian companies apply HRIS in majority (with a positive relation to HRM performance), but still require certain degrees of its development.

The Impact of Implementing SAP System on Human Resource Management: Application to Saudi Electricity Company

This study is aimed at exploring the benefits of using the SAP system to manage the human resource at the Saudi Electricity Company (SECO). After SECO unified power companies across the country, it had an urgent need to standardize its procedures between the business areas in the Kingdom. Therefore, the senior management agreed to start to apply SAP in 2005. The goal of this paper was to reveal the challenges facing the implementation of SAP, identify how to plan the requirements of a human resource information system, and to evaluate the performance of the contractors that implemented the SAP. We used employee feedback to inform our results. More than (90) employees from different locations filled out the evaluation forms. We analyzed the responsesusing SPSS and concluded there was a cost reduction of 33% by using SAP.

Usage, benefits and barriers of human resource information system in universities

Purpose – The purpose of this paper is to examine the university teaching staff’s perception about functions, benefits and barriers of human resource information system (HRIS). It also aims to explore the relevance of attitudinal/demographic diversity with focused HRIS dimensions. Design/methodology/approach – A 26-item questionnaire was developed on the basis of similar research studies. Responses were collected through electronic mail from 90 faculty members of seven state universities in India. Descriptive statistics along with t-test and analysis of variance were used to answer the research questions. Findings – The results of the study reported that HRIS is mostly used for administrative purpose and not taken as strategic requirement. Results also revealed that the perceived functions, benefits and barriers in adoption of HRIS do not vary group-wise. Research limitations/implications – The findings of the study potentially can help in developing and implementing of HRIS in similar types of organizations. Originality/value – Past literature on HRIS mainly comes from the developed countries and is confined to for-profit organizations. The present study is among the few that coherently took up the issue from non-profit organizations, i.e. universities of a developing country.

The Practice of Optimization and Improvement of Human Resource Management Informatics in State Grid Company

We carry out research on the practice of optimization and improvement of human resource management informatics in State Grid Company, in order to improve human resource information harvest and enhance the depth and breadth of management. Being the creed file of the system, this paper describes the overall technology framework, deployment scheme and application integration scheme. The SG-ERP human resource information management system is an information platform that is transverse integration and lengthways transfixion, covering the whole business and staff. It also upgrades the scope of the human resource information system and the support capability, both interior and exterior information, for human resource operation.

An Architecture for Human Resource Information Management Using Cloud Computing

Cloud computing, with its powerful capability of computing and storage and with its large- scale data resource, provides unprecedented opportunities for management and application of human resource information. How to support complex and even unpredictable human resource services as well as manipulate large scale data at the same time to provide good quality of human resource information, is one of the crucial and fundamental problems for cloud-based human resource information system. This paper proposes establishing a general framework for human resource application and services based on cloud. As a type of compact, structured, and knowledgeable human resource information representation, and publish to the user by Internet. Moreover, the case is evidenced by an application example. Cloud computing, which not only brings the new environment for the application of human resources information management but also makes a far-reaching impact on it and its application with the power computing capacity, storage capacity and its vast amounts of data. First of all, powerful cloud computing capacity, storage capacity and pay-as-you-go service mode provide a different mode of processing for the vast and heterogeneous human resources data to make people no longer worry about complex calculations involved and mass storage which related with applications. Thereby, reducing the human resources data source originally isolated problem. Secondly, cloud serves as a unified computing, storage and access platform for human resources data application with transparent access characteristics. People can experience high-quality information service as long as access to the cloud whether PC or mobile phone. More importantly, cloud provides innovative solutions to management and discovery human resource knowledge with its extremely abundant data resource. Many important resources in the hands of specific employees when every enterprise operates accumulated a lot of knowledge, skills, and solutions. The traditional processing method which based on model requires for kinds of modals obtained by trained then classified and recognize the models. However, the trained model often not applicable when applied to the new scene for the limitation by the training data. The model based method is sometimes difficult to conquer the problems such as multiple instance, diversity and multimodal for not fully mining the link between data. Therefore, a variety of human resources information processing method of data driven gradually becomes the mainstream which based on large data in recent years. Cloud has huge amounts of data resources, and the data resource part of which labeled by the users contains abundant knowledge and information.

Human Resource Information Systems and Their Impact on Human Resource Management Strategies: A Field Study in Jordanian Commercial Banks

Purpose – The purpose of this paper is to examine the impact of Human resource information system (HRIS) on Human Resource Management Strategies. Design/methodology/approach – The present paper develops a research model derived from up to date literature and then tests this model in (7) Jordanian Commercial Banks, chosen from (13) banks. Study's population consists of 185 persons from the higher and middle of management. Findings – The Study exposed that HRIS had a significant effect at level (P≤ 0.05) on Human Resource Management Strategies in Jordanian Commercial Banks. Research limitations/implications – This study could do good to from a large sample, from banks. Practical implications – The current paper proposes convenient suggestions to the banking industry and management overall on how to run the impact of HRIS on Human Resource Management Strategies. Originality/value – This paper has undertaken to make available a comprehensive view about the HRIS effect on Human Resource Management Strategies in the banking industry.

Human Capital Information Systems: An Introduction

This article seeks to look into the needs of users of Human Resource Information Systems (HRIS) in Jordan. Its primary purpose is to analyse the existing and future functionality that will help HRIS to improve the performance of the HR function and the value of human capital. This paper takes the opportunity to improve the understanding of the future of HRIS and its impact on transforming the approach to HRM and introduces a new concept: Human Capital Information Systems (HCIS). HCIS is potentially a new paradigm for HRIS development which indicates a shift in thinking about its future potential. Personal interviews were used to collect data from HR professionals and managers in the telecommunications companies of Jordan. Through considering the influence of culture, religion, human and other contextual factors on users’ attitudes towards the use of HRIS, newer functionalities are expected to facilitate the further development of new more employee-centred systems.

Informing the scale-up of Kenya's nursing workforce: a mixed methods study of factors affecting pre-service training capacity and production.

BackgroundGiven the global nursing shortage and investments to scale-up the workforce, this study evaluated trends in annual student nurse enrolment, pre-service attrition between enrolment and registration, and factors that influence nurse production in Kenya.MethodsThis study used a mixed methods approach with data from the Regulatory Human Resources Information System (tracks initial student enrolment through registration) and the Kenya Health Workforce Information System (tracks deployment and demographic information on licensed nurses) for the quantitative analyses and qualitative data from key informant interviews with nurse training institution educators and/or administrators. Trends in annual student nurse enrolment from 1999 to 2010 were analyzed using regulatory and demographic data. To assess pre-service attrition between training enrolment and registration with the nursing council, data for a cohort that enrolled in training from 1999 to 2004 and completed training by 2010 was analyzed. Multivariate logistic regression was used to test for factors that significantly affected attrition. To assess the capacity of nurse training institutions for scale-up, qualitative data was obtained through key informant interviews.ResultsFrom 1999 to 2010, 23,350 students enrolled in nurse training in Kenya. While annual new student enrolment doubled between 1999 (1,493) and 2010 (3,030), training institutions reported challenges in their capacity to accommodate the increased numbers. Key factors identified by the nursing faculty included congestion at clinical placement sites, limited clinical mentorship by qualified nurses, challenges with faculty recruitment and retention, and inadequate student housing, transportation and classroom space. Pre-service attrition among the cohort that enrolled between 1999 and 2004 and completed training by 2010 was found to be low (6%).ConclusionTo scale-up the nursing workforce in Kenya, concurrent investments in expanding the number of student nurse clinical placement sites, utilizing alternate forms of skills training, hiring more faculty and clinical instructors, and expanding the dormitory and classroom space to accommodate new students are needed to ensure that increases in student enrolment are not at the cost of quality nursing education. Student attrition does not appear to be a concern in Kenya compared to other African countries (10 to 40%).

Factors Motivating and Inhibiting the Practice of HRIS in Business Organizations: An Empirical Analysis

Human Resource Information System (HRIS) software helps the HR function to comply with the human resource (HR) requirements of an organization using web-technology-based channels. The main purposes of this study are to examine the extent to which business organizations in Jordan, as a developing country, have adopted HRIS and to examine the current HRIS usage, benefits, and barriers exhibited within these organizations. A questionnaire was written based on an analysis of previous work. Results indicate that the most frequent applications of HRIS used in business organizations in Jordan are “Employee Records,” followed by “Pay Roll” and Recruitment/Selection. Use of sophisticated HRIS applications, such as “Succession Planning,” “Performance Appraisal,” “Compensation Management,” and Training and Development were also found in organizations throughout Jordan. The results showed that the benefits of HRIS include quicker response time, more accurate HR information, reduction of paperwork and manpower, and more efficient tracking and controlling, while the greatest barriers were perceived to be cost implications and inadequate knowledge in implementing the system.

A Comparative Study on the Usage of HRIS in the IT/ITES, Services, and Manufacturing Sectors in the Indian Scenario

Information systems have grown as an integral part of every business process in an organization, be it a large of small organization. Human resource information system (HRIS) forms an integration between human resource management (HRM) and information technology (IT). Its usage has aided HR to shed its administrative burden to a great extent. The primary purpose of this study is to understand the HRIS usage in various functionalities of the HR department in the Indian scenario. The data was collected through a self-administered questionnaire from 269 organizations; the respondents were IT and HR managers. The study compares the usage level of HRIS among the three major sectors in India, that is, IT/ITES, services, and manufacturing sectors. In addition, this study also explores the differences between large and SME organizations under these sectors. Independent t - test and ANOVA were used for drawing these comparisons. The results show the variation in the usage of HRIS features among the different groups. In addition, a massive gap was found to be evident in the usage of HRIS, which can be tapped by the HRIS software providers for business development.

A Comparative Study on the Usage of HRIS in the IT/ITES, Services, and Manufacturing Sectors in the Indian Scenario

Information systems have grown as an integral part of every business process in an organization, be it a large of small organization. Human resource information system (HRIS) forms an integration between human resource management (HRM) and information technology (IT). Its usage has aided HR to shed its administrative burden to a great extent. The primary purpose of this study is to understand the HRIS usage in various functionalities of the HR department in the Indian scenario. The data was collected through a self-administered questionnaire from 269 organizations; the respondents were IT and HR managers. The study compares the usage level of HRIS among the three major sectors in India, that is, IT/ITES, services, and manufacturing sectors. In addition, this study also explores the differences between large and SME organizations under these sectors. Independent t - test and ANOVA were used for drawing these comparisons. The results show the variation in the usage of HRIS features among the different groups. In addition, a massive gap was found to be evident in the usage of HRIS, which can be tapped by the HRIS software providers for business development.

Cultivation Model of Human Resource Management Based on Internet

For current college students' employment pressure and the status of the school needs to be market-oriented, research and implement human resource information system based on the Internet. The system functions in addition to traditional recruitment websites, but also by k-means algorithm manpower resource information database established mining, enable schools to keep abreast of the needs of the information society to the creation of professional talent, curriculum; using C4.5 algorithm, the historical data of previous graduates to classify and predict the direction of the employment of graduates.

A Framework for Human Resource Information Systems Based on Data Streams

One of the key issues for a successful business is human resource management and that process is under significant influence of modern information technology. Human Resources Information Systems (HRIS) are systems used to collect, record, and store, analyze and retrieve data concerning an organization’s human resources. The study of dynamic data management is one of the burning topics among the HRIS. Although it has been studied extensively, a new kind of data, named streaming data, which have been appeared on the HRIS such as real-time monitoring of employee, is not well understood, because of its rapid data arriving speed and huge size of data set. This paper describes in the basic model and the architecture of a new system to manage human resource data streams for real-time applications. We first provide an overview of the elementary model and architecture and then describe in detail a stream-oriented set of operators. Ultimately, the experimental result shows that the model offers a better way of dynamic human resource data management that cannot be achieved with existing schemes.

Human Resource Information Systems (HRIS) in HR Planning and Development in Mid to Large Sized Organizations

The role of HRM has changed altogether from a traditional (popularly called personnel management) to a strategic one. Most medium and large scale organisations spend large amounts of money and reserves on HR software, but unfortunately many of them utilise it only for HR administrative purposes rather than for effective and efficient human resource planning (true HRP). This study aims to explore the extent of usage of a Human Resource Information System (HRIS) in mid to large sized organizations and the advantages they derive from the implementation of the same in the Human Resource Planning (HRP) sub-functions. HRIS outline the integration between Human Resource Management (HRM) and Information Technology (Gerardine deSanctis, 1986). Primary data was collected by means of questionnaires from 50 senior and junior HR executives/managers in three organizations in Pune. It was found that the greatest uses of HRIS were its contribution to the efficiency and effectiveness of HR planning through HRIS skills’ inventory, HRIS training needs analysis, HRIS succession planning and HRIS labour demand and supply analysis. Results showed that identification of unfilled job positions accurately is the most frequently accepted HRIS feature. Organisations can record good HR planning efficiency and effectiveness if HRIS aligns with information system strategy and HR strategy. Organisations need to integrate HRIS functions with other business functions. The study revealed that HRIS needs to offer more intelligent capabilities to increase the effectiveness of HR planning.