Human Resource Information System Research Articles

A Model for an Electronic Health Information Management System with Structural Interoperability in Heterogeneous Environments for continued Health Care

Electronic Health Records (EHR) Systems have over the recent years become an integral part of any effective Health Care System. Volumes of data is kept in heterogeneous systems and though continued health care highly depends on knowledge acquired from medical history captured at various points, this information is usually not readily available. This is caused by lack of interoperability and use of standards. Usually, interoperability has been targeted at health systems communicating amongst themselves and not with other supporting systems such as administrative systems that may be directly affected by healthcare systems or may themselves affect healthcare systems.
 The University of Zambia (UNZA) Clinic EHR does not interoperate with administrative systems systems. This study proposes a model to improve the efficiency of healthcare at UNZA Clinic by introducing an EHR system that applies interoperability with the University’s Human Resource and Student Information Systems at as less a cost a possible. The study was guided by two (2) objectives. A baseline study was conducted to evaluate the performance of the currently implemented modules of the Electronic System at UNZA Clinic to address objective number (1). 200 questionnaires were distributed during clinic visits with 150 of them being used to collect data from within University community. Of these, 50 were given to members of staff that benefit from the health services, 75 to students and 50 to the healthcare providers. The remaining 25 questionnaires were shared amongst staff dependents and the community outside the University.
 Our results show that there is potential to improve on patient delay time. Many respondents suggested that automating the processes and securely sharing electronic records amongst the offices that attend to them would better the service. A model has been proposed to address objective 2 for the design of a prototype that adheres to HL7 EHR Standards. In order to achieve an interoperable eHealth Records System, we have investigated and proposed a Web Service architecture.

Success Factors of Human Resource Information System Implementation: A Case of Ministry of State-owned Enterprise

Success Factors of Human Resource Information System Implementation: A Case of Ministry of State-owned Enterprise

Success Factors of Human Resource Information System Implementation: A Case of Ministry of State-owned Enterprise

Success Factors of Human Resource Information System Implementation: A Case of Ministry of State-owned Enterprise

PENGARUH PELATIHAN, DEMOGRAFI, DAN KETERAMPILAN TERHADAP PENGGUNAAN SISTEM INFORMASI SUMBER DAYA MANUSIA

The purpose of this study was to determine and analyze the effect of training on Human Resources Information System, then investigate and analyze the demographics influence the organization of the Human Resources Information System, the latter is to know and analyze the effect of the organizational skills of the Human Resource Information System. This study uses a quantitative research methods. The population used in this study was 36. The sampling technique in this research is census techniques. 
 Methods of data analysis used in this research is descriptive analysis and Partial Least Square. The study shows that, training and demographics affect the Human Resources Information System. It shows that the Human Resource Information System can be used without special skills how to use the Human Resources Information System.

Analyzing Criteria of Human Resource Information System that Affect Human Resource Performance in Manufactures

Human Resources (HR) had a very important role in the company, and also an information system in helping HR works. HRIS (Human Resources Information System) could support the fulfillment of qualified human resources. With the availability of qualified human resources, it was expected to affect the efficiency and effectiveness of the organization/company. This study analyzed criteria of Human Resource Information System (HRIS) that affected human resources in manufacture by using DEMATEL-based ANP (DANP) method. The questioner was designed by literature review and reviewed by five experts. Then, it was distributed to 10 HR person from different manufacture companies. With the DANP method it was found that Quality Information dimension with a local weight value of 0.3268 and High-Quality Data Presentation criteria with final weight value of 0.1089 was the most important in the use of HRIS.

Study of Strategic Entrepreneurship on Organizational Performance With the Mediating Role of Human Resource Information Systems (study case: Social Security Organization of East Azerbaijan Province)

The purpose of this study was to investigate the effect of strategic entrepreneurship on the performance of the organization with the mediator role of human resources information systems. For this purpose, the statistical society of the staff of the Social Security Organization of the East Azerbaijan province was selected. Of all its employees, which was 930 people, 273 people were selected using the Cochran formula as the statistical sample. A questionnaire was used to measure the variables of the research. The results of the analysis of research hypotheses, which were carried out using correlation and structural equations, show that strategic entrepreneurship has a positive and significant effect on the performance of the organization. The role of mediation of human resources information systems in the relationship between strategic entrepreneurship and organization performance was also confirmed. Also, in reviewing research hypotheses, the impact of all the components of strategic entrepreneurship, including entrepreneurial thinking, entrepreneurial culture, entrepreneurial leadership, strategic resource management, creativity, and innovation, was confirmed positively and significantly on human resource information systems and organizational performance.

Impact of Benefits and Barriers of Implementing Human Resources Information System on Staff Performance at Al-Balqa Applied University

The study objectives are to investigate the influence of human resources information system benefits and barriers on staff performance in Al-Balqa applied university. To fulfill such objectives, a self-administrated questionnaire was used for the purpose of collecting the required date. The questionnaire was distributed over the research sample that was consisted of 200 subjects selected randomly. Descriptive methodology was use. Collected data were analyzed through using the SPSS. The research concluded that human resource information system implementation impacts positively university performance. The results also revealed that an implementation human resource information system barrier affects negatively university staff performance.

Evaluation of ISO 27001 implementation towards information security of cloud service customer in PT. IndoDev Niaga Internet

Every organization must ensure that information assets are protected and information security system has been implemented well. PT. IndoDev Niaga Internet is a provider of business solutions applications and implementation services that include application Human Resource Information System (HRIS) and Enterprise Resource Planning (ERP). In order to ensure the security of the information, then in 2015 PT. IndoDev Niaga Internet implement ISO 27001: 2013. Through the implementation of ISO 27001: 2013, it is expected that information can be properly maintained, which in turn will affect the business continuity. Companies need to know the extent to which the process has been applied and what actions can be done to improve the performance of the application of ISO 27001: 2013. Factor analysis was conducted first to determine the factors that affect to the information security. After the factors that affect to the information security known, then observation and interview conducted to gather data about PT. IndoDev Niaga Internet ISO 27001:2013 implementation according to the factors that affect. And then recommendation and corrective action developed using gap analysis method. The most influential factor to the security of customer information PT. IndoDev Niaga Internet is a factor access control and security operations. For the audit results IS027001: 2013 from the aspect of access control, they found 11 check items that fit into the category of NC (Non-Conformance) of 33 check items in which 9 of them in the category of major and two remaining categories minor, while for operations security aspects of the 12 check items, found 5 that goes into the category of NC (Non-Conformance) and everything was included into the category of minor.

A Study of Development of Human Resource Information Systems HRIS and its Effectiveness in the Banking Sector of India

A Study of Development of Human Resource Information Systems HRIS and its Effectiveness in the Banking Sector of India

HRIS (Human Resources Information System) Design for Small for Micro, Small and Medium Enterprises

The purpose of this study was to create a system that handles human resource management for all MSMEs. This research design using descriptive method, using object oriented approach using Unified Modelling Language (UML), while for its development method use waterfall model. Indonesian economy is dominated by small and medium-sized enterprises, the growth of a business is ideally balanced with the improvement and management of good human resources. Through the development of HRIS (Human Resources Information System) for MSME, it is expected to help the untapped MSME in Indonesia to have access to a better human resource management and relevant with the development era. With the existence of human resource information system design on this MSME, then the adoption of technology, able to be applied to the business processes in MSME. The realization of standardization of an information system of human resource management at all MSME in Indonesia.

Query Optimization to Improve Performance in the Application of Human Resource Information System

Query Optimization to Improve Performance in the Application of Human Resource Information System

Towards a Robust Human Resource Information System’s Success Measurement Model

Human Resource Information System (HRIS) is a technological innovation that is transforming the Human Resource (HR) department from a record-keeping and clerical unit into a strategic function. The purpose of the study is to review the IS and HRIS success models, and identify key gaps that researchers can focus on in order to formulate a robust HRIS’ success model. The study found out that there is lack of consensus in the constructs used in the IS and HRIS-success measurement whereby different IS and HRIS models have different success measures. It concluded that there isn’t yet a model explaining comprehensively how the success of HRIS can be adequately measured. The study recommends that HR researchers should formulate a robust and widely accepted HRIS-success model. The study has proposed a HRIS-success measurement model that HR researchers and practitioners will find useful in assessing the HRIS success in an organization.

The implementation of human resources information system and it’s benefit for organizations

The objective of this study is to examine the effect of the implementation of the Human Resources Information System (HRIS) on time efficiency, cost efficiency, quality of information, and managerial satisfaction. Using data of 80 respondents who are managers and staff working in HR department of companies in Central Java and Yogyakarta, we find that the implementation of HRIS affects time efficiency and managerial satisfaction. However, our study also find that the hypothesis concerning that the implementation of HRIS affects cost efficiency and quality of information is not supported.

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

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

Dynamique du marché du travail en santé au Niger et perspective de couverture sanitaire universelle

To analyse Health Labour Market dynamics (2010-2014) in Niger in the light of the processes and interrelations between training, recruitment, deployment and retention of health workers, and to estimate additional health workforce needs to achieve universal health coverage in 2030. This was a descriptive study based on data collected from health training institutions from the capital city (training dynamics), the Ministry of Public Health (labour market dynamics) and international institutions (health workforce dynamics and demographic dynamics). Between 2010 and 2014, approximately 8,570 health graduates were trained in Niger and 3,780 to 3,924 were recruited, representing less than 4% of the permanent jobs created at the national level. Between 14,300 to 15,070 graduates were unemployed or occupied precarious jobs, including 300 to 370 doctors. Health workers' remuneration, which is 13 to 25 times higher than the average national income, makes the public sector particularly attractive.The achievement of universal health coverage (UHC) in 2030 and population growth induce additional annual needs of: 23 to 30 midwives, 139 to 174 nurses and 169 to 186 physicians. The threshold of 23 health workers per 10,000 inhabitants increases these needs by 50%. The country is facing an underproduction of doctors and an overproduction of paramedical agents.Training, recruitment, deployment and retention of health workers policies are not effective, threatening achievement of UHC. Urgent actions are required to develop a health human resources information system, to better regulate the training sector, to operationalize the regionalization of budget centres and to strengthen the Ministry of Public Health leadership.

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

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

IT Strategy Of Human Resource Information System (HRIS) to Achieve Green It Strategy

Companies not only need a strategy to implement the business process, companies also require IT strategy must be aligned with the business strategy. IT strategic planning can provide a clear picture of the future of the company, utilization of resources on the things that are important or quantitative in nature and can be understood by the environmental conditions that affect the company. a prestigious consultant believes the technology strategy developed at this time one of them is a green IT strategy. Green IT is seen as an innovation because there are many people who give new insights into the perception or green IT could affect the existing knowledge and experience in this case is associated with information systems and technology to become an IT strategy. Based on the above figures and tables, of each sub-system on HRIS, and aspects of green IT strategies are assessed, then the strategy aspect of the challenge (chalenges) is the largest sub-system of recruitment. Where is the part that the use of resources and information technology still requires energy and the amount is large and consistent with the hypothesis that in order to create green IT, the use of computer resources in an efficient way to improve the economic viability, social responsibility and environmental impacts can be realized by determining the right IT strategy (see table 1). while Human resource information system (HRIS) that can be created innovative by implementing green IT strategy. PT Pertamina (Persero) has implemented the system in improving the performance and reducing the cost and resources that are not needed. For example, excessive use of paper in the preparation of reports, information and workforce benefits.

Role of Human Resource Information Systems in Improving Tourism: A Conceptual Study of Situation in Arunachal Pradesh

Need for an efficient HR practice for smooth business operation requires no explanation in modern day business situation. Similar is the case with the tourism industry. Arunachal Pradesh has immense possibilities in tourism and hospitality industry because of its vivid scenic beauty, unique topography, picturesque landscape, and plenty of virgin natural resources. All of this requires a skilled, potent, and efficient workforce to deliver a memorable experience to tourists and visiters. A successful tourism business cannot be realised without a competent workforce who are directly responsible for rendering quality and memorable tour experience. Human Resource Information Systems (HRIS) is known to enhance the competence of human resources and facilitating it by automation, objectivity, reliability, accuracy, and responsiveness. Through this article, efforts are laid to establish that for improving tourism in Arunachal Pradesh it is important to improve the current HR practices through an effective HRIS.

Determining Criteria of Human Resource Information System that Affect Human Resource Performance in Companies Using DEMATEL-Based ANP Method

Decision making in HR activities is delayed because of insufficient information. Human Resources (HR) and information system are the important roles in helping company HR works. Objective of this study is toidentifycriteria of Human Resource Information System (HRIS) that affect human resources in companies by using DEMATEL-based ANP (DANP) method.HRIS criteria are collected from several studies to be validated by experts in HR of manufacturing companies. The survey was conducted with 5 experts and their judgments are calculated in limit supermatrix. The limit supermatrix of DANP showed that 18 criteria in HRIS. This study obtained five most important criteria of HRIS in HR performance are high quality data presentation, quick and precise, accessible, information need in time, and fulfill needs of HR.

Impact of Information System on Transformation of Human Resource Performance: An Exploratory Study in Oromia Radio and Television Organization

In the last few decades, emerging hyper-competitive era has increased the demand of information system and technology on human resource management for competitiveness. The revolution of information system and technology is completely and rapidly redefining the way of things are done in almost every field of human activity. Many firms are looking for utilizing the two elements (human resources and information system) as strategic weapons to compete. In particular, information system is demonstrated for human resource management that referred as human resource information system (HRIS). The HRIS is an integrated system mostly used to collect data, govern, record and to deliver and present data for human resource and hence promotes and transforms appropriateness of transforming human resource performance. This paper focuses on the impact of information system on transformation of human resource performance, the case of Oromia radio and television organization in Ethiopia. Both literature studies and interviews were done in this study to accrue information.