Human Resource Information System Research Articles

Factors Affecting the Adoption of HRIS: An Empirical Study Using Extended UTAUT2 Model

Human Resource Information Systems (HRIS) have become indispensable in modern businesses, reshaping the landscape of Human Resource (HR) service delivery. Despite their crucial role, the adoption and implementation of HRIS present persistent challenges influenced by diverse factors. This study delves into the adoption dynamics of HRIS and their practical utilization in developing countries, specifically in Bangladesh. Leveraging the Unified Theory of Acceptance and Use of Technology (UTAUT) model, the research incorporates Hedonic Motivation (HM) and Personal Innovativeness (PI) as additional factors, forming an extended UTAUT2 model. Employing a quantitative approach, survey data was collected from 255 respondents, including top-level management, HR professionals, and executives from public and private organizations in Chittagong and Dhaka, Bangladesh. Structural Equation Modeling (SEM) with the partial least squares (PLS) method through SmartPLS was employed for model validation. Results reveal that all selected parameters exert a positive and direct influence on HRIS adoption. The results aim to enhance comprehension of the intricate aspects of HRIS adoption, providing valuable insights for organizations to tailor implementation strategies. These findings are pertinent for policymakers and HR managers, offering insights into overcoming obstacles associated with HRIS adoption and optimizing HR practices, thereby contributing to organizational performance improvements.

Impact of Human Resource Information System Performance for Sustainable Health Sector in South Africa

The search for significance in the constantly changing health sector environment has led many organisations/sectors to consider numerous strategies, such as the introduction of information systems in human resource management. Thus, the utilisation of human resource information systems (HRIS) for sustainable healthcare workforce performance to realise substantial study interest without proportionate consideration of how HRIS can impact the healthcare sector for sustainable development growth in South Africa (SA). A mixed-method research design was employed; four public hospitals were selected in the Western Cape Provincial Department of Health and Wellness (WCPDHW) of SA. A pragmatic paradigm with an abductive approach was initiated. Psychometric properties testing was carried out to assess the reliability and validity of the data instrument. The participants were selected purposively from the four hospitals. Forty-six questionnaires and forty-one interviews were collated for the study. It was realised that the lack of effective HRIS does not bode well for healthcare workforce performance management due to reasons such as insufficient computers and information systems, lack of teamwork and staff participation, lack of sophisticated systems, lack of confidentiality of information, continuous use of manual HR processes, lack of government support and commitment. These reasons do not support sectors such as healthcare that should add to the country’s growth and sustainable strategy. The respondents argue that the effectiveness of information systems is sustained if a suitable intervention of how it can be improved to achieve better healthcare performance in the sector is introduced. It was found that the lack of upgrades to the system in use does create negativity among healthcare workers regarding the impact of HRIS on their performance in the healthcare sector. The study recommends sustainable technological structures and the elimination of manual HR processes. It further recommends effective guidelines for effective HRIS utilisation to sustain workforce performance in SA’s health sector. Future research directions are signalled in the study.

Assessing the Relationship between Technological Factors and the Implementation of Human Resource Information System: A survey in the Municipal, Metropolitan, and District Assemblies in the Upper West Region of Ghana

Over the years, public sector organization such as Metropolitan, Municipal, and District Assemblies (MMDAs) in Ghana have been challenged by a significant number of factors that affect the implementation of Human Resource Management Information Systems (HRISs). The study focuses on assessing the technological factors affecting the implementation of the HRIS in the MMDAs in the Upper West Region of Ghana. The philosophical foundation of the study was positivism. A cross-sectional survey was employed in the study as part of a quantitative research design. The target population comprised of 187 Line managers. The study used a non-probability sampling technique known as purposive sampling. Self-administered questionnaires were used to collect primary data. The study also embraced descriptive and inferential statistics. Bivariate regression analysis and correlation coefficient were used to establish causal relationships between variables. Stepwise regression was also used to determine the most influential variables in implementing of HRIS. It was concluded that IT Infrastructure and Compatibility had a moderate level of acceptance as factors that affect the implementation of the HRIS. In contrast, Quality Information, System Quality, and Complexity had a low level of acceptance. The study also concluded that Complexity, Quality Information, Compatibility and System Quality had correlated with the acceptance of the HRIS, whereas IT infrastructure did not correlate with the acceptance of the HRIS. Lastly, it was concluded that IT Infrastructure, Complexity, Quality Information, Compatibility, and System Quality did correlate with the Effectiveness of the HRIS. The study recommends that, HRIS Software adopted and implemented at the LGS and its Agencies must be user-friendly. The LGS and its Agencies do not have a guide that support new technology implementation such as the HRIS. Hence the need to adopt the guide offered in this study.

THE INFLUENCE OF EXTERNAL ENVIRONMENTAL FACTORS ON THE IMPLEMENTATION OF THE HUMAN RESOURCE INFORMATION SYSTEM IN GHANA. AN EMPIRICAL STUDY IN THE UPPER WEST REGION MMDA’S

The study examines the relationship between the external factors (government policy, external support and competitive pressure) and the implementation of the HRIS (acceptance and effectiveness). The study assessed the level of acceptability of each variable in the study. The study was a quantitative study which centers on question-based survey. The study used purposive sampling technique and a sample of 187 line managers of the eleven (11) MMDAs in the Upper West Region of Ghana were selected. The unit of analysis was at the individual level where opinions of the line managers were sought to assess the relationship between the individual characteristics and the implementation the HRIS. The unit of measurement was likert scale. SPSS was used to carry out the analysis of this study. Bivariate correlation was used to establish one-on-one relationship between variables operationalized in this study. The findings revealed that Competitive Pressure and External Support had a moderate level of acceptance whereas Government Policies have a low level of acceptance as factors that affect the implementation of the HRIS. The study revealed that, government policies, external support, competitive pressure had correlation with the acceptance of the HRIS. Lastly, it concluded that government colicies, competitive pressure had correlation with the effectiveness of the HRIS whereas external support had no correlation with the effectiveness of the HRIS. The study recommended Ghana's government to create sound regulations that will facilitate the HRIS adoption and implementation.
 Keywords: Human Resource Information System, Environmental Factors, Implementation, Government Policy, External Support, Competitive Advantage, Acceptance, Effectiveness.

Influence of the Human Resource Information System on Employee Performance with Employee Engagement as a Moderating Variable

Influence of the Human Resource Information System on Employee Performance with Employee Engagement as a Moderating Variable

GAMIFICATION IN IMPROVING HRIS USAGE

This study investigates the capacity of gamification to improve the utilization of HRIS (Human Resource Information Systems). The respondents were selected from a wide range of sectors, including schools, banks, government agencies, and others. They represented different positions, from lower-level employees to management responsibilities, and were characterized as either operational or managerial users. The data collection process employed a snowball sampling technique, which involved obtaining referrals from current users of the HRIS system. The study found a strong positive association between all variables, including organizational impact, HRIS use, HRIS success factors, and gamification. The majority of correlation coefficients demonstrated a substantial effect size, with the exception of gamification and HRIS utilization, which displayed a modest effect size. The success criteria of HRIS had a considerable impact on the usage of HRIS, accounting for around 55% of the variation. Information quality was found to be the only significant predictor of HRIS utilization among the several factors that contribute to the success of HRIS. However, the moderation study investigating whether gamification played a moderating role in the link between HRIS success factors and HRIS use did not yield significant evidence supporting gamification as a moderating variable.

EXPLORING LINE MANAGERS’ PERSPECTIVE ON THE EFFECTS OF ORGANISATIONAL FACTORS ON THE IMPLEMENTATION OF HRIS: A SURVEY IN THE MMDAS IN THE UPPER WEST REGION OF GHANA

This study explored the line managers’ perspective on the organizational factors affecting the implementation of the Human Resource Information System (HRIS) in the Metropolitan, Municipal and District Assemblies (MMDA’S) in the Upper West Region (UWR) of Ghana. In order to accomplish the purpose of the study, five organizational factors were explored from literature namely: Top Management Support, Financial Resources, Training, Relative Advantage and Change Management. Data was collected through a questionnaire. 187-line managers were purposively selected from the eleven MMDA’s in the UWR of Ghana. Data was analyzed using Statistical Package for Social Software (SPSS). The study concluded that, Top Management Support, Financial Resources, Training, had a moderate level of acceptance as factors that affect the implementation of the HRIS whereas Relative Advantage and Change Management had a low level of acceptance. The study also concluded that Top Management Support, Relative Advantage had correlation with Effectiveness whereas Financial Resources, Training, Change Management had no correlation with the Effectiveness. The study recommended that top management must support and provide enough financial resources in the implementation of the HRIS.
 Keywords: Human Resource Information System, Organisational Factors, Implementation.

Optimising Human Resource Information Systems in the Context of MSME Technology Management

This research explores the implementation of the Human Resource Information System (HRIS) in managing MSMEs, aiming to enhance operations and business development. The focus includes understanding the challenges of HRIS implementation, flexible workforce management strategies, and the benefits of adopting current technology. This research is hoped to provide valuable insights for MSMEs in leveraging HRIS for their business growth and efficiency. The research methodology used is survey design. Data was collected through a survey instrument consisting of scales to gather quantitative responses from business owners. The population of this study includes all entrepreneurs in Makassar, South Sulawesi, Indonesia, both those who have participated in government empowerment programs and those who have not. A purposive sampling technique was used to select 75 participants based on various criteria such as business type and background. The research findings affirm that optimizing HRIS in MSMEs can improve efficiency, productivity, and organizational performance. Technology-based HRM strategies, such as cloud-based software, mobile applications, and web-based platforms, can streamline HR processes and enhance workforce productivity. Human resource competencies play a crucial role in MSME development, and leveraging HRIS can optimize product and service marketing, contributing to MSME growth. The research emphasizes the importance of optimizing HRIS in MSME management. The results indicate that technology-based HRIS usage can enhance operational efficiency and workforce productivity. It is recommended that MSMEs invest in the latest HRIS technology and provide adequate employee training. These steps will support the growth and success of MSMEs in the current digital era.

Effectiveness of HRIS Personnel Records Management on Performance of Higher Learning Institutions: A Case of Tengeru Institute of Community Development

Organisations recognise that human resource information systems improve HR efficiency and, hence, organisational effectiveness. This has increased the adaptability of these systems, but methods of quantifying their efficiency are challenging. Given the time and expense associated with HRIS deployment, organisations must justify this commitment. Therefore, this study sought to assess the effectiveness of HRIS personnel records management on the performance of higher learning institutions, in the case of the Tengeru Institute of Community Development. The researchers employed a descriptive research design in the course of conducting the research. The population of this research consisted of all employees of all departments of TICD. The researchers used simple random sampling to select respondents. Both primary data and secondary data were collected for the study. Data were analysed using descriptive and inferential statistics with SPSS version 26.0. Findings revealed a significant relationship between HRIS personnel records and TICD performance. The majority of respondents agreed that human information systems (HRIS) can track employee movement and improve information dissemination. HRIS is effective in meeting strategic goals and enabling employees to meet expectations. Implementation has reduced work duplication and improved employee performance. HRIS personnel records management is useful for keeping correspondence records and maintaining leave records. The composite mean of 3.5 indicates that HRIS personnel records management significantly affects the performance of TICD. The study recommends that the Tanzanian government should integrate Human Resource Information Systems (HRIS) into its all-HR management processes to enhance operational effectiveness, reduce work duplication, and improve personnel records management. Investing in employee training and change management strategies will maximise HRIS benefits and enhance organisational performance.

Adopting human resource information system and work-related outcomes in emerging market SMEs: unified theory of acceptance and use of technology

PurposeThis study investigates the psychological adoption of technology in relation to employees' mental beliefs about using technology in their workplace, because it is necessary to investigate the direct and indirect effects of information systems (IS) on employees' work-related results that underpin creativity and engagement.Design/methodology/approachUsing a cross-sectional design, data were collected from 153 human resource (HR) employees who used human resource information systems (HRIS) in small- and medium-sized enterprises (SMEs) in Malaysia.FindingsThe results show that effective acceptance and adoption of an HRIS enables HR employees and management in SMEs to be creative, balanced and engaged. Facilitating conditions and task-technology fit positively affect the behavioral intention to accept and adopt an HRIS. Additionally, organizational citizenship behavior moderates the relationship between the behavioral intention to accept and adopt an HRIS and employee creativity.Originality/valueThis study significantly advances the fields of human resource management and IS by elucidating the factors influencing employees' adoption of technology. In an effort to address a research gap in existing research, it introduces a unified theory of acceptance and use of technology, which precedes the psychological adoption process by individuals. Furthermore, it offers both empirical and theoretical insights into the interplay between technology adoption factors and their subsequent impact on work-related outcomes.

Sistem Informasi Kepegawaian Berbasis Web Studi Kasus PT. Hara Sentosa Mandiri

Human Resource Information System (HRIS) is a very important system in an organization or institution, which aims to manage employee data, employee attendance, employee salaries, and so on. However, at present there are still many organizations or institutions that still use traditional systems. PT. Hara Mandiri Sentosa is one of the private companies that has not adopted an integrated human resource information system, such as using employee data with books, attendance filled in in writing by employees, and salary calculations that are summarized through the attendance so that they are prone to errors in the process. This research aims to build a web-based human resource information system using the waterfall method. The results of this study indicate that the system that was built can overcome the risk of errors in the process. This system is able to make the processing of human resource data more efficient and data security guaranteed.

Factors influencing users’ retention of using human resources information system in the post-implementation stage in Vietnam, from human resources professionals’ perspective

This study aims to explore the factors influencing the retention of human resources information systems (HRIS) by users during the post-implementation stage in Vietnam. To obtain insights into the experiences of HR professionals with HRIS implementation and use, semi-structured interviews were conducted with eight professionals from three different organisations. The thematic analysis of the interview data revealed four key themes that impact the retention of HRIS, which are system features, management support, organisational management, and organisational capabilities. The study found that system features, such as user-friendliness, self-service, reliability, data aggregation, and integration, drive satisfaction and ongoing use of HRIS. Management support in the form of modelling usage and training also encourages retention. Organisational management practices, including communication and change management, facilitate adoption. Finally, digital transformation experience and financial investment enhance engagement with HRIS. The study concludes that user experience, leadership, communication, change management, and organisational elements all contribute to sustaining HRIS adoption after implementation. This study provides valuable insights into promoting continued HRIS utilisation through a holistic approach that addresses these various factors. Additionally, it offers practical recommendations to increase user retention during the post-implementation stage, based on real-world perspectives from HR professionals in Vietnam.

Artificial Intelligence Enabled Human Resources Recruitment Functionalities: A Scoping Review

Human resources information systems have enhanced monitoring, documenting, and recording functions for organizations, and consequently have accelerated swift completion of routine processes. This change demonstrates the critical impact of adopting and using advanced technology such as artificial intelligence in the human resources function; in multiple functional gamut's, particularly in recruitment. This manuscript presents a scoping review of academic articles on the impact of adopting and using artificial intelligence in the human resource management function. The current review draft considered a total of 653 academic articles and aggregated review of 35 articles to present a classification framework with three distinct dimensions: artificial intelligence-enabled human resources benefits, challenges, and functionalities. Implications for future research and their directions are identified in the areas of value-added human services for decision-making, security, and privacy for customer and organization data, monitoring features, and creative IT service delivery models.

Organisational sustainability through human resource information system

Organisational sustainability through human resource information system

Influence of human resource information systems and technology on firm performance: a qualitative comparative analysis

Influence of human resource information systems and technology on firm performance: a qualitative comparative analysis

Evaluasi Bisnis Proses Rekrutmen dan Seleksi Karyawan PT Sumber Alfaria Trijaya Tbk

This research evaluates and improves the efficiency of the employee recruitment and selection process at PT Sumber Alfaria Trijaya Tbk, a leading retail company. The research focus involves marketing strategies for job vacancies, optimizing selection tests, and implementing information technology. Research methods involve document analysis, interviews, and observation. The results show potential improvements in job vacancy visibility, selection test adjustments, and use of human resource information systems.

Assessing the Effects of the Human Resource Information System on Work Performance at Zesco Limited

Assessing the Effects of the Human Resource Information System on Work Performance at Zesco Limited

PREDICTIVE ANALYTICS IN HUMAN RESOURCES USING MACHINE LEARNING AND DATA MINING

Human resource management information systems (HRIS) are rapidly evolving as a result of today's technologies and global technological developments. With the digitalization of businesses, it is widely used in predictive applications in human resources (HR) and HRIS. HR and HRIS, better managing human resources data and making more accurate and reliable decisions are of critical importance for businesses. In this field, data mining and machine learning approaches are used to reveal meaningful relationships and trends between data in management decisions through predictive analysis. Both approaches are very important in the field of HR and are very effective for businesses to transform data sets into useful information. It helps businesses understand trends that can lead to more accurate and reliable business decisions by using analytical capabilities. Within the scope of this study, research was conducted on the use of the HRIS system with white-collar employees of a company in the automotive sector in Bursa. The cost, time saving and strategic impact of the human resources information system on the company and information technology infrastructure, its differences and relationships according to the department worked, age, gender and education level were investigated through statistics and data mining. Knime and SPSS Statistics programs, which are machine learning tools, were used in the research. HRIS results were evaluated and suggestions were made for future planning.

Analisis Sistem Informasi Driver Maxim Indonesia Menggunakan Pendekatan Evaluasi Usability Heuristik dan Human Resource Information System

Driver information system analysis includes evaluation and in-depth understanding of various aspects of the system used by drivers in a service or platform. Driver information system analysis helps ensure that the technology infrastructure that supports driver operations in application-based transportation services is efficient, safe, and in line with business and driver needs. This research aims to analyze the usability of the driver information system with a case study of the Maxim driver information system. The method used to analyze Maxim drivers uses the Heuristic Evaluation (HE) and Human Resource Information System (HRIS) approaches. The research results found that the Maxim driver information system is easy to use and the information contained in it is quite clear.

Dedication of Machine Learning for Trend of Digital HRM

The digital world has inevitably entered various fields of human life in carrying out their duties as world leaders. Technology is an important tool to ease the human workload, including in this discourse is human resource management. Machine Learning is a technology that allows machines to learn and adapt quickly from given data without having to be explicitly programmed. Machine Learning has found its place in many industries and has great potential to improve the efficiency of human resources within organizations. This research is a literature review of several articles related to machine learning. The review was conducted from some of the recent research efforts that utilize machine learning. Furthermore, this review is derived from multiple literacies and includes an attempt at problem solving efforts that are divided into section areas from the perspective of each machine learning category. Machine learning can change the way the human resource management domain functions in an organization. It is making changes in all aspects of human resource management starting from human resource planning. Enormous data is available in human resource information systems (HRIS) available in organizations.