Human Resource Information System Research Articles

Linking Competitive Strategies with Human Resource Information System

Understanding how human resource information system (HRIS) is linked with competitive strategies (CSs) has become an important research topic in the field of strategic human resource management (SHRM) and information systems (IS). This study intends to find a relationship between HRIS and CSs and the resulting competitive advantages gained from the relationship that impact the organization's overall performance. A semi-structured questionnaire survey based on the face-to-face interview method was conducted among human resource (HR) executives of the selected Bangladeshi business organizations to collect data and find results. The result shows that HRIS implementation has a significant influence on CSs. Again, HRIS contributes to leveraging benefits from these strategies. The statistical findings reveal that HRIS pay-off (36%) is positively correlated (37%) with CSs to a lower-medium extent, but this correlation insignificantly affects business performance in this horizon. Finally, a framework is developed showing how to leverage HRIS pay-off based on findings and literature.

HRIS Symbolic Adoption, Its Relationship With Technological Adoption Factors, WLB, and Creativity

The study examines the relationship between technology adoption factors (performance expectancy, effort expectancy, and social influence) on employee creativity and work-life balance. The study examines the mediating role of the symbolic adoption of human resource information system (HRIS) between the above-stated relationships in small to medium-size IT organizations. A sample of 311 information technology professionals working in small-to-medium organizations has been taken for analysis via a questionnaire method. Structural equation modeling results show that symbolic adoption partially mediated the relationship between performance expectancy and creativity. Additionally, it established a partial mediated relationship between performance expectancy, effort expectancy, with work-life balance. The study facilitates the HR department and professionals towards employees' symbolic adoption variable that enhances the acceptance of HRIS technology, employees' creativity, and better work-life balance. Further, detailed research implications and limitations have been discussed.

A STUDY OF HR PLANNING AT KARVY HYDERABAD

The main purposes of this study are to explore the extent to which public Jordanian universities have adopted Human Resource Information System (HR PLANNING) and to examine the current HR PLANNING uses, benefits and barriers in these universities. A structured questionnaire was constructed based on other previous studies; it also pre-tested, modified and translated to capture data from HR PLANNING users in Jordanian universities. The main findings of this study reveled that the quick response and access to information were the main benefits of HR PLANNING implementation. While, the insufficient financial support; difficulty in changing the organization’s culture and lack of commitment from top managers were the main HR PLANNING implementation barriers. The present study provides some insights into the performance and applications of HR PLANNING in Jordanian universities that could help Human Resource Management (HRM) practitioners to get a better understanding of the current HR PLANNING uses, benefits and problems, which in turn, will improve the effectiveness of HR PLANNING

Role of Charismatic Leadership and Technology Self-Efficacy in HRIS Use Behavior: A Conceptual Study

The current study claims that the Human Resource Information System (HRIS) Use Behavior, plays a salient role in utilizing the information technology as intended. Thus, organizations investing in information technology are in dire requirement of developing and implementing the effective interventions. The purpose of this is to optimize information technology adoption and its maximum usage among the HRIS users. The existing knowledge base in HRIS Use Behavior hardly addresses the relationship of Charismatic Leadership and Technology Self-Efficacy in the Unified Theory of Acceptance and Use of Technology (UTAUT). The current study has developed an ‘integrative conceptual model’ contributing a theoretical extension of the UTAUT model, which fills he identified theoretical gaps, grounded on UTAUT, Charismatic Leadership theory, and the Social Cognitive Theory. The salient feature of this study is that it conceptualizes and introduces two constructs: 1) Technology Self-Efficacy and 2) Charismatic Leadership, in extending a validated information system Use Behavior or ‘explanatory model’ as a theoretical contribution. This concept paper argues that the Charismatic Leadership and Technology Self-Efficacy have a positive relationship among the UTAUT model's HRIS Use Behavior-related variables. However, it can be integrated towards arriving at a ‘coherent conceptual model’ to be researched and validated. This particular study has developed a ‘coherent conceptual framework’ in studying the phenomenon of HRIS Use Behavior. Furthermore, it studies the role of Charismatic Leadership and Technology Self-Efficacy in affecting the psychological aspect of the end users of a Human Resource Information System (HRIS)

Factors influencing Use of Human Resource Information System in Nepali Organizations

Adoption of Human Resource Information System (HRIS) could be instrumental in gaining competitive advantage to organizations across all sectors. However, the adoption of HRIS is scanty in many organizations, especially in the developing countries. This study attempted to investigate application of Unified Technology Acceptance and Use of Technology (UTAUT) model in the context of adoption of Human Resource Information System (HRIS) in Nepali organizations. It also examined the mediating role of Behavioral Intention for actual use of HRIS. The study further investigated the moderating role of prior exposure for generating actual use of HRIS when behavioral intention already existed. One hundred thirty employees from the Human Resource Unit of different organizations participated in the study. The results showed that three factors - facilitating condition, performance expectancy, and hedonic motivation, generate behavioral intention for adoption of HRIS. The influence of these factors on actual use of HRIS was partially mediated by behavioral intention for adoption. Prior exposure of employees moderated the positive influence of three factors on actual use of HRIS. The implications of the study are discussed and limitations of the study are highlighted.

Team-Member Role Characteristics as Predictors of Response Behavior on Team-Related Surveys

Although substantive research examining work teams continues to grow, methodological research examining the collection of team survey data lags behind substantive progress. To address this research gap, we test how individual and team characteristics affect one’s likelihood of completing a team survey. Using multilevel ordinal logistic regression analysis of human resources information systems data and survey responses from 3,403 clinical staff within 900 multidisciplinary healthcare teams, we found that time dedicated to the team, leadership status, and team size relate to response behavior, with differential effects for men and women. We discuss implications for team research in real-world organizational contexts.

PENGARUH SISTEM INFORMASI SUMBER DAYA MANUSIA,KOMPETENSI DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN DI SEKRETARIAT DPRD PROVINSI SUMATERA BARAT

This study aims to determine the effect of HR information systems, competence and work discipline on employee performance at the DPRD secretariat of West Sumatra Province, this research is a quantitative study, the sampling method uses total sampling with a total of 60 respondents. The data analysis technique used in this research is multiple linear regression analysis. The results of this study indicate that the Human Resources information system has a positive and significant effect on employee performance, competence has a positive and significant effect on employee performance, and work discipline has a positive and significant effect on employee performance

Application of Data Mining Technology in Enterprise Digital Human Resource Management

The purpose of this paper is to explore the practical application of big data comprehensive mining and analysis technology in the overall human resource management work of the entire enterprise under the gradual increase in the amount of enterprise data, so as to effectively improve the overall core strategic competitiveness of the entire enterprise and improve the overall human resource management level of the entire enterprise. This article adopts the risk management theory of quantifying the characteristics of business management data, analyzes various management models in modern human resource information system management, and analyzes the entire process of modern enterprise daily operation and various types of human resource system risk management and business data. Combined with quantitative management theory, it introduces the basic concepts of business data feature mining system theory and its most common six data analysis and calculation methods. The module design examples are organically combined, and the traditional data mining analysis theory and its application are extended to the enterprise human resource project management information system. Finally, the experimental results show that the use of big data mining and analysis technology can solve the problems of human resource quality management in small- and medium-sized enterprises. The independent quantitative data mining analysis model has achieved 25% improvement in the application effect of the analysis of the types of human resources in management enterprises, the prevention of internal talent loss in management enterprises, and the performance evaluation management system of enterprises.

Assessing the Effect of Human Resource Information Systems on the Human Resource Strategies of Commercial Banks

The purpose of the study is to analyze the impact that Human Resource Information Systems on Human Resource Management Strategies. The statement of the problem was to look if human resource information systems have fulfilled their promise of providing timely, better, cost-efficient, etc. information for strategic decision making by human resource management practitioners by looking at its influences on the human resource management strategies. The Non-Probability Sampling technique was used to collect the data because non-probability sampling is often associated with case study research design and qualitative research. Because the total sample will have the same distribution of features as the entire population and the respondent are chosen on the basis of predetermined features, the Quota Sampling under the Non-probability sampling technique was used. Questionnaires were sent to ten (10) commercial banks in Sierra Leone. The data was collected using Google Forms and uploaded to SPSS from an Excel sheet downloaded from Google Drive. SPSS was therefore used to do the analysis of the responses from the questionnaire. Based on the analysis, the researchers concluded that HRIS has indeed fulfilled its promise to timely, better, cost-effective information for the strategic decision-making by human resource managers with respect to the Human Resource Management Strategies. It, therefore, has a positive impact on human resource management strategies. The research recommends that HRIS be used but more training needs to be given to staff, the system must be updated regularly for security updates and more needs to be done to ensure that the cost of maintaining the system is reduced.

Aplikasi Sistem Payroll Menggunakan Framework Codeigniter Berbasis Web

Employees are an important subject in an organization. One of them is part of Human Resource which is responsible for managing personnel data. Management of personnel still manual So that the company is struggling to get information related to personnel employee. The other problems are not optimal to create of employee salary report. For solve with these problems, human resource application that can help the HRD and supervisor to perform the task. The creation of this web-based application uses waterfall methods that include: analysis, design, coding and testing using the PHP framework Codeigniter and MySQL as the database. From the results of the research was obtained that Human Resource information system makes information received faster, management of personnel data, Payroll data is easier and the process of creating employee salaries can be done quickly and according to the schedule.

Aplikasi Sistem Payroll Menggunakan Framework Codeigniter Berbasis Web

Employees are an important subject in an organization. One of them is part of Human Resource which is responsible for managing personnel data. Management of personnel still manual So that the company is struggling to get information related to personnel employee. The other problems are not optimal to create of employee salary report. For solve with these problems, human resource application that can help the HRD and supervisor to perform the task. The creation of this web-based application uses waterfall methods that include: analysis, design, coding and testing using the PHP framework Codeigniter and MySQL as the database. From the results of the research was obtained that Human Resource information system makes information received faster, management of personnel data, Payroll data is easier and the process of creating employee salaries can be done quickly and according to the schedule.

Human Resource Information System with Machine Learning Integration

The human resource information system with machine learning integration was developed to aid in the management of employees’ records, profiling, turnover, data analytics, and the generation of electronic personal data sheets used by the government service records. It was developed with the feature of predicting employee turnover using a supervised machine learning method. The system can also generate the following reports, namely, the government service record, years of service and loyalty awards, and available leave credits of the employees. To determine the quality of the developed system the researcher used the ISO 25010 Software Quality Model as a basis when evaluating the properties of a software product. The integration of machine learning in the human resource information system proves to be a very useful tool if integrated into a human resource information system to predict trends in the different aspects of human resource management. Based on the thorough evaluation of the experts and respondents, it was found that the human resource information system is highly usable, secured, efficient, and provides a fast and easy way to manage employees' records and predict employees over using a supervised machine learning that uses the linear regression method.

Human Resources Information System Impact on Organization Performance: The Roles of Human Capital and HR Analytics

The purpose of this study is to investigate the mediating role of Human Capital and the moderating role of HR Analytics in the relationship between HRIS and organizational performance in Telecommunication private sector firms in Egypt. A structured questionnaire was administered to survey managers and employees in the three main private telecommunication firms in Egypt. 740 questionnaires were distributed, 472 of which were returned and considered valid. Data was statistically analyzed using structural equation model estimation.

Impact of the Challenges in Implementing Human Resource Information Systems in Sri Lankan MSMEs

Nowadays, the Human Resource Information System (HRIS) is a trending software that is a highly efficient platform for the HR department to carry out their operations. Still, there are some challenges faced by organisations with regard to HRIS implementation. The primary objective of the research is to explore the impact of the challenges such as the cost of maintenance, technical knowledge, management support and staff training in implementing the HRIS in Sri Lankan micro, small and medium enterprises (MSMEs). The authors collected both primary and secondary data. The primary data have been referred from previous research. To study the impact of the challenges and to obtain secondary data, authors analysed 300 surveys as a sample in the Western Province from a total of 1,017,352 MSMEs population in Sri Lanka. This survey had closed-ended questions to collect quantitative data from the respondents, and the convenience sampling method has been used as the data collection method. As the data analysis tool, the authors have used simple and multiple regression analysis to study the significant impact of the challenges on implementation. Lack of researches have been conducted on HRIS implementation, especially in MSMEs, and a minority of HRIS service providers are focusing on MSMEs to promote their systems. To conclude, this research will boost the demand for HRIS technology among MSMEs, pay attention to the HRIS service providers to focus on MSMEs. Further, it helps to spread HRIS knowledge among HR students and HR industrial people to improve the information technology units in the HR industry.

The Effect of Human Resource Information Systems on Innovation –Study at Jordanian Telecommunication Companies

Telecommunication companies is a very important sector in today’s economy. They contribute heavily to the national economy of developed and developing countries. They are considered a motive for all sectors in any country. Therefore, human resources should be managed well and the consolidated human resources information systems are very important in this pursuit. They need support from top management at the telecommunications companies. As such, this study aimed to know the effect of human resources information systems on innovation from the employees' point of view at the Jordanian telecommunications companies. To achieve this, (384) questionnaires were distributed to the sample at Jordanian telecommunications companies, with (336) valid questionnaires were recovered. The study concluded with some results, most importantly are the level of human resources information systems, which scored high, in addition to innovation, which scored high as well. There is a significant statistical effect of human resources information systems and all its components on innovation at (α ≤ 0.05) at Jordanian Telecommunications companies, and interpreted (0.60) variance for innovation, except for selection and recruitment information systems which had no effect. The researcher recommended that the telecommunications companies adopt human resources information systems as a strategy to maximize benefits gained from the strategy of their use. In addition, the researcher recommended that the telecommunication companies increase the level of relying on human resources information systems to get information about employees, competencies, and human resources as a whole, which benefit in planning, training, compensation and so on to get benefits for their companies. Keywords: Human Resource Information Systems, Innovation, Telecommunications companies, Jordan DOI: 10.7176/EJBM/14-10-06 Publication date: May 31 st 2022

Effectiveness of Human Resource Information System on HR Functions of an Organization

HRM (Human Resource Management) is particularly imperative in a learning based economy, where thoughts and mastery are extraordinarily esteemed, and an imaginative and inventive workforce is important to meet the difficulties of this new economy. Productive and compelling administration of human capital is progressively a basic and complex procedure. Thus, there has been a significant increment in the quantity of associations assembling, putting away, and examining data with respect to their HRs using a product which is HRIS (Human Resource Management System). The developing significance of HRIS is because of the acknowledgment of HR experts that IT (Information Technology) and IS (Information System) ought to be a piece of HR capacities principally to create and utilize better HRM programs. This appropriation of HRIS by associations consolidated with the expanding modernity of this product, gives the HR work new difficulties which requests the HR experts to partake and contribute completely to their organizations, as genuine key business accomplices/strategic partners. This paper endeavours to recognize the viability and the significance of the utilization of HRIS on the HR elements of an association. It incorporates the top administration, chiefs, and official of HR working in assembling, administration and IT areas. Results give experiences into HRIS practice, its belongings and viability and demonstrate that HRIS is of direct importance & confirms fulfilment of the HR capacity. Furthermore it furnishes HR experts with chances to upgrade their commitment to the vital heading of the firm.

Human Resource Professionals' Intention to Use and Actual Use of Human Resource Information Systems

Human resource information systems (HRISs) are widely used and have a strategic impact on organizations. The fundamental objective of this paper is to reveal the predominant antecedents affecting their adoption and implementation by replicating the unified theory of acceptance and use of technology (UTAUT) model from a South Asian emergent country perspective. The study collected data from human resource professionals employed in manufacturing and service companies located in Bangladesh, which were analyzed by employing partial least squares-based structural equation modeling software. It was revealed that performance expectancy, social pressure, and facilitation conditions significantly influence the intention to use and the actual use of HRIS, but that user’s effort expectancy had no significant impact. The study contributes by enriching the previous findings and validating the results based on relevant literature. Furthermore, managerial implications, the limitations of the study and suggested future study directions are presented.

Influence of Information Governance, Innovativeness of Senior Executives and it Capabilities of Staff on Hris Effectiveness in the Banking Sector of Pakistan. The Mediating Role of Information System Ambidexterity

Current pandemic has brought human resources to the forefront of business equation and the aiding technology is HRIS. However, it is a common concern for academicians and managers to reach an agreement as to why such important technological implementations, despite heavy investments, do not realize their full potential as evidenced in the contemporary marketplaces. Accordingly, this study aims at proposing a conceptual framework to investigate the influencing factors like information governance, IT capabilities of staff, innovation of senior executives, IS ambidexterity and effectiveness of human resource information systems in a developing country context like Pakistan. Banking industry provides a valuable context as it is one of the largest investors and early adopters in the field of information technology, however, the evidence suggests that the outcomes of these investments always daunt the stakeholders. In this study, we intend to explore the factors that determine the success and effectiveness of human resource information system in the banking sector of Pakistan. The antecedents that influence the HRIS effectiveness have been considered with the combination of prominent research theories like Resource based view and dynamic capabilities theory which have been employed as theoretical basis for this research.

Process Improvements in Human Capital Management

Human Capital Management (HCM) is an insightful method of managing people in the workplace to achieve organizational goals. This paper examines the changes in HC, such as updating its technology and adopting new techniques to enhance the ability of human resources. These resources include the implementation of Human Resource Information Systems (HRIS). These applications automate most HR work, such as payroll processing and administration of employee benefits, and vigorous incorporation of Artificial Intelligence (AI) and machine learning in matters concerning recruitment and performance evaluation. These technologies can facilitate the predictive analysis process so that organizations can make valuable decisions regarding employee engagement, staff retention, and staff training and development. Moreover, employee self-service (ESS) platforms are practiced to allow employees to manage data, thereby eliminating or minimizing bureaucracy. This paper also emphasizes the organization’s strategies for new hire retention and enlightened organizational culture through efficient onboarding techniques. Current performance management approaches involving regular feedback and appraisal are explored to enhance the employees’ growth and performance. Furthermore, improved learning and development opportunities and possibilities, particularly e-learning and individual training needs, are critical contributors to satisfaction and breakthrough to the next career level. Data analytics is highlighted in these areas, proving how it can help understand workforce trends, support more effective decision-making, and streamline HR operations. The concluding part of the paper addresses existing and developing trends in the field of HCM with an emphasis on the advances in artificial intelligence and data analytics as well as the focus on employees’ needs. Such advancements will redefine how organizations manage human capital and provide new avenues for getting, keeping, and growing talent in a competitive business environment..

Formation of Employee Discipline Character Through the Implementation of Talenta’s Human Resource Information System at PT. Pelayaran Tamarin Samudra Tbk.

Currently, many companies have used information technology as a medium to support the achievement of organizational goals and PT. Pelayaran Tamarin Samudra Tbk. Previously, this company had utilized information technology in its team member attendance system, namely, by applying a fingerprint attendance device; this tool was less effective and efficient because the type of business carried out in this company was a field, namely shipping. This study aims to analyze team member discipline by applying the Human Resource Information System at PT. Pelayaran Tamarin Samudra Tbk. This type of research is descriptive with a qualitative approach, assisted by quantitative data obtained from distributing questionnaires and observations. In determining the sample, the author uses a random sampling technique. From the total population of employees, as many as 200 people took 40 people as samples. Analysis of the data through the stages of qualitative descriptive data with percentages and descriptions of the explanation of the primary data resulting from the distribution of the questionnaire. The results showed team member work discipline by applying the Human Resource Information System Talents at PT. Pelayaran Tamarin Samudra Tbk. Already effective. The study's conclusion states that the factors that shape the character of work discipline in the company, namely leadership examples, respect, fairness, and firmness, have been carried out well, only for the factors of supervision and sanctions that need to be improved again.