Human Resource Management Information System Research Articles

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.

Employment Analysis of University Students Majoring in Environmental Materials Based on Human Resources Information System

In modern business activities, information has become one of the important resources. Whoever obtains the latest information and pays attention to the development and utilization of information resources may obtain huge economic benefits. The intensification of talent competition is both a challenge and an opportunity for colleges and universities. The human resources management department can no longer be the role of the policy executor in the traditional planned economy era, but should change into a policy advisor while understanding the superior policies. An analysis of the existing contingent of environmental materials professionals requires a powerful platform, namely, the human resources management information system. Human resource management department can no longer be the role of policy executor in the era of traditional planned economy, but should be transformed into policy proponent while understanding the superior policy. Based on the human resource information system, this paper attempts to analyze the employment of environmental materials majors in China from the perspective of human resource development, using the relevant theories of human resource development, and puts forward relevant suggestions.

Impact of human resources information systems in the military environment

The use of information systems (IS) in the security and defence organisations is widespread, but studies highlighting their effectiveness in use are lacking. This paper aims to address this gap by zooming into the Malaysian Armed Forces (MAF) to identify the factors that influence the personnel in using the system. It also aims to examine the impact of Human Resource Management Information Systems (HRMIS) on MAF personnel. This study reveals that there were seven factors that influenced the personnel’s use of the HRMIS, and the system also had some positive impact on the personnel. Studies looking at the implementation of the IS often involve organisations, with little attention given to the security and defence organisations such as the armed forces. In that regard, the findings of this study are significant because they are derived directly from the system users. This study also contributes to the literature by providing evidence of the use of the IS in a setting that is rarely ventured into by researchers.

Реформування державної служби в рамках проведення реформи державного управління України

Мета статті – проаналізувати нормативно-правове забезпечення реформування державної служби в рамках проведення реформи державного управління України.
 Наукова новизна. Проаналізовано нормативно-правову базу реформування державної служби в рамках проведення реформи державного управління України, що передбачено міжнародними зобов’язаннями України. Дослідження здійснено на основі аналізу комплексу нормативно-правових актів, які були прийняті в Україні, починаючи з 2016 року.
 Висновки. Реформування державної служби в рамках проведення реформи державного управління України, що передбачено міжнародними зобов’язаннями України, регулюється комплексом нормативно-правових актів, які були прийняті в Україні, зокрема: розпорядження КМУ від 24 червня 2016 р. № 474-р. «Деякі питання реформування державного управління України» (щодо схвалення Стратегії реформування державного управління України на період до 2021 року, яка є результатом оновлення Стратегії реформування державного управління на 2016–2020 роки та відповідного плану заходів з її реалізації в редакції розпорядження КМУ від 18 грудня 2018 р. № 1102-р), Закону України «Про державну службу» від 10 грудня 2015 р. № 889-VIII зі змінами, розпорядження КМУ від 27 грудня 2017 р. № 1013 «Про схвалення Концепції оптимізації системи центральних органів виконавчої влади», розпорядження КМУ від 1 грудня 2017 р. № 844-р. «Про схвалення Концепції впровадження інформаційної системи управління людськими ресурсами в державних органах та затвердження плану заходів щодо її реалізації», розпорядження КМУ від 1 грудня 2017 р. № 974-р. «Про схвалення Концепції реформування системи професійного навчання державних службовців, голів місцевих державних адміністрацій, їх перших заступників та заступників, посадових осіб місцевого самоврядування та депутатів місцевих рад», а також змін до законів України «Про Кабінет Міністрів України», «Про центральні органи виконавчої влади» та «Про державну службу».

The Structural Relationship Between Organisational-Information System Related Support, Technology Self-Efficacy, And End-User Satisfaction With E-HRM

The study investigated the structural relationships between organisational information system (IS)-related support and end-user satisfaction with electronic human resource management (E-HRM) in government agencies in Malaysia, called human resource management information system (HRMIS). The moderating effect of technology self-efficacy on the relationships was also examined. A purposive sampling technique specifically judgment sampling was used to recruit participants in 14 state governments and ministries. To collect data, 990 questionnaires were distributed, of which 490 were used for data analysis. The results showed that of four dimensions of organisational IS-related support, only literacy support, technical support, and technology involvement support had significant and positive relationships with end-user satisfaction with HRMIS. Innovation support did not show any significant contribution. Unexpectedly, technology self-efficacy did not demonstrate any moderating effect, suggesting that organisational IS-related support is more crucial than prior computer skill to ensure the effective implementation of HRMIS in government agencies in Malaysia. The theoretical and managerial implications of the results are discussed.

Recurent Ectopic Pregnancy Score As Predictor To Fertility Outcome Following Tubal Ectopic Pregnancy

Introduction: Ectopic pregnancy may occur in fallopian tube, ovary or abdominal cavity. This study focused on tubal pregnancy outcome. The return of fertility after operative removal of tubal ectopic pregnancy was examined in 237 women who were admitted to Hospital Sultanah Nur Zahirah (HSNZ) for ectopic pregnancy between 2012 and 2016. The follow-up period averaged six months to four years. Materials and Methods: This was a case control, retrospective non-comparative study. Data collected from HSNZ Human Resources Management Information System (HRMIS). Patient who has no pregnancy or delivery record after six months of ectopic event were contacted via phone. Multivariate analysis was done to identify score for patients who were at risk of recurrence, and who require fertility help. Results: One hundred forty eight women (64%) aged 20-35 years old able to conceive spontaneously after ectopic pregnancy, with the mean-time of 8 months if one tube is patent. Ninety three percents of those who conceived had intrauterine pregnancy, 5% had recurrent ectopic pregnancy. Conclusion: From a multivariate analysis, a scoring system, Recurrent Ectopic Pregnancy (REP) score was made to choose most suitable patient for laparoscopic intervention, preserve fertility or facilitate fertility. Significant REP score of 4/5 suggest laparoscopic salpingectomy with contralateral sterilization to prevent recurrence of ectopic. Patient with REP score 2-3 may have spontaneous conception and REP score less than 1/5 will require further fertility treatment.

Architecture of human resource management system at universities

In carrying out the duties and functions of an agency, human resources are the most important part. The main function of human resource management is to ensure that the strategic objectives of the organization can be achieved and can meet the needs of institutions both in quantity and quality. This article discusses the design of human resource management information system architecture in a university which is integrated into a computer network that is capable of producing quality information to support decision making. The methodology used is The Open Group Architecture Framework (TOGAF) 9.1 which in this article is limited to the architectural stage of technology. The results of this study are in the form of blueprint list of application needs and technology infrastructure needed to support the employment function at the university.

An estimation of staffing requirements in primary care in Oman using the Workload Indicators of Staffing Needs method.

Oman is a high-income country having a relatively small population scattered over large sparsely populated areas. This presents challenges to the provision of health services. It is important to ensure that all health facilities at all levels of care have the right number and skills mix of health workers to deliver quality health care. The main aim was to develop national staffing norms to ensure adequate numbers, appropriate skills mix and equitable distribution of health professionals in primary health care (PHC) using the workload indicators of staffing needs (WISN) method. All types of PHC services were itemized (promotive, preventive, curative, and rehabilitative and support services). We used 2014 data from the health information system and the human resources management information system to develop staffing norms using the WISN method. First we set the norms based on the national average for the activity standards, then simulated the norms in Muscat governorate, which has 32% of the population. We calculated the required numbers of GPs and specialists for PHC centres providing core as well as core and supplementary services and the expected annual outpatient attendance. The simulation showed that doctors were less workload stressed (WISN ratio 1.02) than nurses (WISN ratio 0.66) on average, although some variations between health centres were noted. Additional parameters (e.g. planned new services; local disease profile; change in health policies) may be added in future to re-adjust the calculation method once the health services mapping and human resources for health profiles for each governorate is completed.

The influence of Human Resource Management Information System (HRMIS) Application towards Employees Efficiency and Satisfaction

The transformation of human resource information management activities from traditional practice to urban computerization method in some way lead to dissatisfaction amongst some government employees. However, this transformation is necessary in E-Government era as its allow employees to accomplish human resource function in more effective and efficient manner. In response to this emerging trend, government has introduced HRMIS application for government organization. HRMIS application is one of the integrated e-government services that provide single interface for government employees to perform human resource function and act as a central database for public sector. In relation to this, a study is conducted to investigate the influence of Human Resources Management Information Systems (HRMIS) towards employees’ efficiency and satisfaction after the implementation of the system. The study involves 191 employees from different departments at Terengganu Police Contingent. A simple random sampling was used to collect the data and were analysed using reliability analysis, descriptive frequency analysis, and Pearson’s correlation analysis. When these variables were tested simultaneously, the result shows that HRMIS application, user characteristics and organization support have positive influence on Terengganu Police Contingent employees’ satisfaction. The study also provides valuable insight to various stakeholders particularly to the policy makers, and organizational members about the importance of HRMIS enforcement in the organization.

Cloud Computing Management Platform of Human Resource Based on Mobile Communication Technology

For studying the cloud computing management platform of human resources, according to the plight of group enterprise human resource management research, a set of human resource management information system based on cloud computing technology is designed, which is used in various fields of group enterprise human resources management, such as personnel management, organization management, salary management, attendance management and so on. The results show that the group level human resource management information system based on cloud computing can help enterprises to complete the task of human resource management efficiently, which reduces the communication costs and improves the management efficiency. In addition, it achieves the group enterprise human resources data search of MapReduce engine under the framework of Hadoop, report data check and so on massive data computing task. In summary, it provides a cloud computing based group human resource management information system achieved based on JAVA programming language, and provides PC terminal, mobile terminal, flat terminal and other multi terminal operating platforms, which has high application value.

Designing Essentials of Effective Human Resource Management Information System (HRMIS) Engineering for e-Governance & Business Virtualization

Designing Essentials of Effective Human Resource Management Information System (HRMIS) Engineering for e-Governance & Business Virtualization

A Web-Based Management Information System for Human Resources in Selected Universities of Duhok Province

Today, all managers use the information system to manage their organization efficiently and effectively. Moreover, a management information system (MIS) is a type of computerized information systems. Hence, human resource management information system (HRMIS) has a fast processing to produce accurate information within the organization environment. Therefore, many researchers proposed numerous HRMISs for university campuses. However, some universities, including Kurdistan Region universities are still relying paper-based system in managing their human resources. Based on that, this study aims to identify and analyze current systems which are used for managing and accessing human resource information in the university campus. Further, the study tries to design a web-based HRMIS based on the requirements achieved from aforementioned aim. The data collection of this study has been carried out at three universities, as a case study, in Duhok province. A mixed method of data collection was done. Then, the qualitative method of data collection conducted using interviews and observation instruments. Also, the quantitative method conducted using system usability scale (SUS) to evaluate the designed web-based HRMIS. Further, the analysis of collected data was based on the strategic planning technique using SWOT (Strengths, Weaknesses, Opportunities and Threats) to identify strengths, weaknesses, opportunities and threats points. Then, the requirements of designing a proposed web-based HRMIS were achieved. After implementing of the proposed system, the evaluation results of SUS were conducted to be acceptable (i.e. total score is 72.03%) based on the end-user viewpoints. Further, the reliability of the proposed HRMIS will be conducted at the University by using reliability measurement tools after implementing such system for a period of time.

The Design and Implementation of Human Resources Management Information System(HRMIS) Based on B/S Structure

To carry out human resource management information system (HRMIS) in vocational colleges based on B/S structure, this paper puts forward its design and implementation plan. In addition, this paper introduces the design and implementation method of VS.NET and SQL Server system.

Towards a Theoretical Model for Human Resource Management Information Systems, Government Policy and Organizational Performance: A Research Agenda

Towards a Theoretical Model for Human Resource Management Information Systems, Government Policy and Organizational Performance: A Research Agenda