Human Resource Management Information System Research Articles

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.

Employee Acceptance of Human Resource Management Information System: Integrated UTAUT and TTF Model in a Selected Public Firm in Sri Lanka

Aim: In the modern digital world, many companies are moving towards technology-based applications to perform human resource administration work. Employees nowadays are capable of accessing a web-based Human Resource Management Information System (HRMIS) to obtain critical data from recognized techniques such as System Applications and Products (SAP), PeopleSoft, Bann and Lawson. This study aims to investigating the factors affecting the adopting intention of HRMIS in a selected public firm in Sri Lanka.
 Design: Acknowledging the vital concepts on accepting or resisting technology, six components (performance expectancy, effort expectancy, social influence, facilitating conditions, task characteristics, and technology characteristics) from the Unified Theory of Acceptance and Use of Technology (UTAUT) model and the Task Technology Fit (TTF) model were contextualized to investigate the drivers influencing HRMIS adoption intentions in a selected public firm in Sri Lanka. Target population was identified as the Executives, Supervisors/Technical Officers, Clerical and Allied employees of the chosen public company in Sri Lanka. A structured online questionnaire, including 30 items, was used to collect data.
 Findings: Multiple regression analysis results revealed that the factors of Performance Expectation, Task Characteristics, and Technology Characteristics have a positive influence on users’ adoption intention to HRMIS. Effort Expectancy, Social Influence, and Facilitating Conditions had negative influence.
 Implications: The outcomes highlight the necessity of combining TTF components with technology acceptance theories when evaluating the factors influencing acceptance of HRMIS or other information systems. The study's findings will aid management in making the required organizational changes to encourage employees to use the HRMIS application.

Implementation of E-HRM (Electronic Human Resource Management) with Zoho Application: A Case Study

Electronic Human Resource Management (e-HRM) is an information system that handles problems related to human resource management in an organization (company). The problem raised in this research is the company's limitations in the management of existing Human Resources (HR), with a proposed solution in the form of an integrated Human Resource management information system. In implementing this e-HRM system using tools from a third party, namely Zoho, Zoho is a platform that allows HRD / Personnel to carry out human resource management starting with the recruitment or outsourcing process and continuing with the process of managing existing human resource data in the company. From the research that has been done, the results that the use of modules contained in Zoho can help companies company by 83.22% in conducting employee management.

THE INTEGRATION OF HR INFORMATION SYSTEMS UTILIZATION IN INDUSTRIAL ENTERPRISES

Human resource management (HRM) is of strategic importance for the management of organizations, therefore management measures in the field of HRM are of considerable importance for the performance of any organization. For the management of HR in the organization, it is important to have an information system that provides timely and reliable information necessary for decision-making. The article is focused on human resource management information systems (HRIS), which represent a significant part of corporate information systems. The main aim of the paper is to present the results of the analysis of HRIS used in industrial enterprises in Slovakia. The results of the analysis showed, that most often HRIS are only partially interconnected with other corporate IS. The results also pointed out that the used HRIS are considered mostly as useful and also demonstrated that how users evaluate the usefulness of the used HRIS is related to how they assess the integration of these systems with other corporate information systems.

Sistem Informasi Manajemen Pegawai Berbasis Desktop (Studi Kasus: LPP RRI Jayapura)

Human Resources Management Information System (HRMIS) is a critical element in organizations or institutions to ensure the efficiency and effectiveness of employee data management. This research discusses the development of a desktop-based HRMIS at LPP RRI Jayapura to overcome challenges in employee data processing, such as the lack of user understanding of the existing system and issues in personnel administration. The research method used is the waterfall approach with steps including requirement analysis, system design, implementation, and testing. The research location focuses on the HR and General Affairs department of LPP RRI Jayapura. Data collection is done through observation and interviews with the Head of the Administrative Division. The results of the research include system design, database table structure, user interface, and black box testing. This system features the management of job positions, ranks, employees, spouses, children, promotion, mutation, and report generation. Black box testing indicates that the system functions well. The conclusion of this research is that the development of a desktop-based HRMIS can improve the efficiency and effectiveness of employee data management at LPP RRI Jayapura. This system is expected to provide solutions to existing challenges and enhance the performance of personnel management in the institution.

Human resources analytics in practice: A knowledge discovery process

AbstractExisting scholarship offers a comprehensive understanding of the concept and purposes of human resource analytics (HRA). However, how HRA is carried out in practice in organisations is still under‐researched. We examine the practice of HRA through a systematic review across three disciplines, namely, human resource management, business analytics and management information systems while using a process lens: the knowledge discovery process (KDD) model. A hundred and three high‐end quality manuscripts were analysed. Our findings show that the scope of HRA is expanding both in the use of HR and business data and certain sophisticated statistical techniques. However, much needs to be done to uncover the measurable impact of HRA on HR and business outcomes.

Cloud Inspired Human Resource Management Empowered with Fuzzy Inference System

Traditional Human Resource Management (HRM) systems face complications in managing various issues related to personnel, organization, salary, attendance, etc. Cloud Computing (CC) provides help in these business applications. This research proposes a Cloud-Inspired Human Resource Management Information System (CIHRMIS) employing a fuzzy logic system. The proposed CIHRMIS, in view of Fuzzy Logic, may help companies accomplish their HRM tasks proficiently, which in turn reduces the cost and increases managerial efficiency. Further, the Fuzzy Logic System performs adaptive activities, which can be used with multiterminal platforms operation, which supplements the application value of the system as well.

Perancangan Sistem Informasi Manajemen Sumber Daya Manusia Pada PPSU Kelurahan Mangga Dua Selatan

The Public Facilities and Infrastructure Handling Officer (PPSU) is one of the jobs given the responsibility to repair public facilities and infrastructure in the DKI Jakarta area. At present the data storage process for PPSU officers in determining work placement areas is still being carried out using paper media and other supporting equipment, so that in the current process errors often occur in the placement of PPSU officers' work areas. Based on these problems, this study discusses the Human Resources Management Information System for PPSU Officers. The system design method in this study uses the Unified Modeling Language (UML) method and the analysis method uses the waterfall method equipped with the PHP programming language and the use of the MySQL database.

User Satisfaction on Human Resources Management Information System: Implementation in Enforcement Organization

Information and Communications Technology (ICT) involves unlimited technology developments and plays important role in measuring the success of an organization. The efficiency of management in an organization depends on the performance of Human Resources Management (HRM). Human Resource Management Information System (HRMIS) is one of the Malaysian government flagships that occupy government employees to manage human resources (HR). However, the findings from the elicitation of literature and existing experience from the researcher found that the usefulness of HRMIS particularly in terms of ease of use, time-saving, cost-saving, and system quality is still ambiguous which affects user satisfaction. Therefore, the main objective of this study is to determine the relationship between all of the factors and user satisfaction in HRMIS. The study has been carried out at one of the government organizations which involves a total number of 191 respondents out of 380 by utilizing a stratified random sampling technique. The results found that time-saving, cost-saving, and system quality are the most significant factors that affect user satisfaction in using the HRMIS. Thus, it is hoped that the findings of this study should be able to provide awareness on the importance of using HRMIS among public servants in Malaysia.

Application of Cloud-based Human Resource Management Information System and Women-Entrepreneurial Growth: A Conceptual Consideration

The aim of this study is to offer a conceptual understanding on the link between Cloud-Based Human Resource Management Information System and women entrepreneurship growth. The phenomenon of female entrepreneurship, female business owners themselves and their enterprises, is regarded as one of the carriers of economic and social development. Despite their vast participation and contribution to the economic development, however, female entrepreneurs do not perform as well as their male counterparts in terms of business strategy which results in high growth prospects. The study followed a conceptual approach to indicate how Cloud-Based Human Resource Management Information System will lead to women entrepreneurial growth. The study also proposed a framework on the association between the two constructs. It was concluded that the development of the system will offer greater opportunities for women entrepreneurs to overcome the overarching challenges most especially in their human resource practices which will eventually results in growth opportunities. The study recommended that future research efforts should be carried out to empirically test the proposed framework so as to empirically understand the association between the two constructs.

Strategic Employees Satisfaction toward Human Resource Management Information System in Higher Education Institutions

Strategic Employees Satisfaction toward Human Resource Management Information System in Higher Education Institutions

Management Information System Tools and Human Resource Management Practices in Selected Commercial Banks in Akwa Ibom State

This research was conducted to examine the relationship between Management Information System Tools and Human Resource Management Practices in Selected Commercial Banks in Akwa Ibom State. Four objectives and four Research Questions were developed. For the objective of the study to be achieved, four hypotheses were formulated. A survey research design was adopted for the study and a sample size of 181 respondents was drawn from the population of 330. The major instrument for data collection was a structured questionnaire administered to the respondents. Random Sampling Technique was used to pick the size from the population. Data collected were analyzed using simple percentage and Pearson Product Moment Correlation was used in testing the hypotheses. Results showed that there is a significant correlation between system software, Supervisor support and employee network design, and Human Resource Management. Based on the findings of the analysis, it was concluded that Software design, supervisor support, employee network design, business and process knowledge are significant positive determinants of Human resource management. Commercial Banks that consider the application of management information system dimensions are likely to record a better HRM Key Performance Indicators (KPI); Recruitment & Selection, Training & Development, Performance Management and Appraisal Processes, and Compensation and Benefits. Although all four (4) management information system dimensions were strongly correlated, the coefficient for business and process knowledge was seen as the dimension that had the highest significant influence at 0.874 on the human resource. Consequently, it is recommended that Commercial Banks in Akwa Ibom State should help in the development of human resources management information system to measuring goals through training programs.

Human Resource Management and Management Information System in A Select Deposit Money Banks in Akwa Ibom State

This research was designed to examine the relationship between Human Resource Management and Management Information System in a Select Deposit Money Banks in Akwa Ibom State. A survey research design was adopted for the study and a sample size of 181 respondents was drawn from the population of 330. For the objective of the study to be achieved, four hypotheses were formulated. The major instrument for data collection was a structured questionnaire administered to the respondents using Random Sampling Techniques. Data collected were analyzed using simple percentage and Pearson Product Moment Correlation. Results show that there is a significant correlation between system software, Supervisor support, employee network design, business and process knowledge and Management Information System. Based on the finding of the analysis, it is concluded that Software design, supervisor support, employee network design, business and process knowledge are significant positive determinants of Human resource management. Companies that consider the application of management information system dimensions are likely to record a better HRM Key Performance Indicators (KPI). Although all four (4) management information system dimensions were strongly correlated, the coefficient for business and process knowledge was seen as the dimension that had the highest significant influence at 0.874 on the human resource. Consequently, it is recommended that Deposit Money Banks in Akwa Ibom State should help in the development of human resources management information system to measuring goals through training programs.

Relationship between Recruitment Information System and Management of Human Capital: A case of James Finlay Limited, Kenya

Technological advancement in the 21st century has unlocked possibilities in all spheres of existence. Lately, with the advent of the Covid-19 pandemic, the workplace has been transformed, and businesses are operating in unchartered waters. A human resource management information system is believed to guarantee a more efficient and effective way of managing human capital in organizations. However, its implementation has not effectively transformed from the manual method of running the human resource functions. Many organizations are, therefore, still stuck with the traditional way of managing human capital. On this basis, this study sought to establish the effectiveness of recruitment information systems in human capital management. The study was anchored on the resource-based theory of the firm and used a cross-sectional research design with a target population of 458 employees. A sample size of 213 respondents was determined while stratified and simple random sampling techniques were adopted to select the respondents for the study. A structured questionnaire was used to obtain primary data from the respondents. The reliability of the questionnaire was tested through a pilot study where an average Cronbach alpha coefficient of 0.89 was obtained. The validity of the questionnaire was ensured by doing a detailed literature review and consultation with subject experts. Descriptive statistics (mean and standard deviation) were used to summarize data, while correlation analysis was used to test the study's hypothesis. Results were presented using tables. The findings established that recruitment information systems had a strong positive relationship (R = 0.873, β1 = 0.518, R2 = 0.762, p = 0.05) with human capital management, indicating that James Finlay Limited should invest more in Recruitment information systems. The study recommended that the company improve the recruitment information system to enhance the job interview process and improve the system to allow efficiency in tracking job applications and appointment processes.

Reflections on Process Reengineering and Application Construction of Human Resources Management Information System in Enterprises

Reflections on Process Reengineering and Application Construction of Human Resources Management Information System in Enterprises

Application of Big Data Processing Technology in Human Resource Management Information System

As an important part of the high-level management model, human resource management has attracted much attention in all fields. Human resource management faces a large number of data problems, and it is urgent to discover valuable knowledge and provide decision-making support for enterprises to develop talent training strategies. The purpose of this article is to analyze the application of big data processing technology in human resource management information system. This paper proposes a literature research method, a case research method and a comparative research method to conduct a comprehensive analysis of the human resource management information system of a company. In addition, this paper takes the human resource data of a company as an example, through a large amount of data preprocessing work, design a human resource data mining system based on association rules is implemented, which realizes the application of incremental association rule mining algorithm to human resource data mining, realizes visualization, and finally mines valuable information. The experimental results of this paper show that the number of users of the client and server in the human resource management information system is less than 100, and the performance of the system can fully meet the needs of actual work in actual use.

Optimization of the Enterprise Human Resource Management Information System Based on the Internet of Things

In this paper, the optimization of the enterprise HR information system is studied based on IoT first-off technology, the system demand phase is analysed, and the edge control system is designed and built. The hardware and software system and edge node management platform are implemented first, and then the communication scenarios between the edge layer of the system and the sensing layer, the edge layer, and the cloud layer are analysed, and the business type-driven link selection algorithm and the northbound multilink switching algorithm are designed and implemented, respectively, to guarantee the communication reliability between different layers of the system. Based on the implementation of the above functions, the edge control system can meet the intelligence, expandability, and security requirements of IoT applications. An in-depth investigation and research are launched mainly on the enterprise demand to determine the functional requirements and performance requirements of the enterprise and to achieve the basic logical structure; in the system design phase, the system architecture and other aspects of the design are realized. According to the conditions of the system function structure, a number of system module functions are designed in detail. The system is composed of the following modules, namely, personnel change management, organization management, and salary and benefits management. The system consists of the following modules, namely, personnel change management, organization management, compensation and benefits management, and personnel information management. The system modules run through the process of human resource management; in the system implementation stage, the system coding and page operation are realized based on the development tools and software development techniques. The system finally achieves the system design objectives and is put on a trial operation to meet its actual business requirements.

Work Performance and its Influencing Factors Among Support Staff in Hospital Mersing, Johor

Work performance report is a systematic and comprehensive evaluation report that quantitatively assesses the level of performance of civil servants in Malaysia. The objective of this study was to ascertain whether work performance of supporting staff in Hospital Mersing is at par with the performance of civil servants in Malaysia. Other objectives were to identify the high-performing and lowperforming members in the organisation and to determine factors affecting work performance. This study was a cross-sectional, retrospective, and used convenient sampling from secondary data in the employee service books, Human Resource Management Information System (HRMIS) information and staff medical records in 2016. The results of this study show that there was significant relationship between socio-demographic factors with work performance, which were gender, monthly income and education level. However, there was no significant relationship between ethnicity (p=0.692), age (p=0.102), marital status (p=1.000) and period of service (p=0.299). There was no significant relationship found between health factor and job factor with work performance. The outcome from this study can be used by the hospital administration and supervisors to take measures improving the level of staff work performance accordingly, which can benefit both individual and the organisation.

Упровадження інноваційних інструментів та практик управління людськими ресурсами в Апараті Верховної Ради України

Метою статті є дослідження питань упровадження нових інноваційних практик управління людськими ресурсами в Апараті Верховної Ради України в контексті модернізації системи державного управління та реалізації парламентської реформи.
 Наукова новизна визначається дослідженням упровадження нових інструментів та практик управління людськими ресурсами в Апараті Верховної Ради України з метою забезпечення модернізації його подальшої діяльності та виконання основних завдань парламентської реформи.
 Висновки. Україна розпочала реалізацію широкомасштабної парламентської реформи та модернізацію системи державного управління. У зв’язку з цим особливого значення набувають питання розробки та упровадження нових інноваційних інструментів та практик управління людськими ресурсами в органах державної влади, зокрема в Апараті Верховної Ради України.
 Вивчення кращих практик та досвіду зарубіжних країн у цій сфері свідчить про необхідність їх популяризації та упровадження нових інструментів управління людськими ресурсами на державній службі. Мова йде про такі інноваційні інструменти та практики з питань менеджменту та управління людськими ресурсами: розроблення та упровадження системи проведення ґендерного аудиту, внутрішньої системи управління якістю, розвиток корпоративної культури, управління талантами, розбудова системи наставництва (менторства), підтримка адаптації новопризначених працівників, удосконалення системи оцінювання результатів роботи державних службовців, інформатизація та автоматизація процесів управління людськими ресурсами, розвиток кадрової мобільності, підвищення рівня мотивації працівників та їх заохочення до покращення результатів роботи; розвиток лідерства, підвищення рівня професійної компетентності та кар’єрний розвиток, розвиток системи управління змінами тощо.
 Одночасно проаналізовано усі можливі переваги та недоліки функціонування кожної з цих практик, а також перспективи їх упровадження в Апараті, насамперед із урахуванням специфіки цього державного органу та основних завдань реформи державного управління в Україні. Враховуючи вищевикладене, підготовлено комплексні пропозиції щодо забезпечення подальшої модернізації діяльності Апарату Верховної Ради України, розробки та упровадження нової широкомасштабної стратегії розбудови кадрового потенціалу Апарату (з урахуванням рекомендацій Європейського Парламенту, інших міжнародних організацій, а також основних завдань парламентської реформи, що реалізується в Україні).

Design of Information System Human Resource Management

The purpose of this research is to design an information system for managing human resources in order to make it easier for managers to plan or make decisions. This study used qualitative research methods. The result was to design a web-based human resource management information system that made the management of human resources easier and faster. The human resource management information system allows employees who work outside the office to be able to do attendance remotely and managers can manage data on the attendance of existing employees.