Human Resource Information System Research Articles

Human Resource Information System of Monitoring Employee Attendance Using Microsoft Power BI at Catholic University of De La Salle Manado

Human Resource Information System of Monitoring Employee Attendance Using Microsoft Power BI at Catholic University of De La Salle Manado

Incentives to attract and retain physicians to underserved areas - a case study from Portugal

Abstract Issue Physician shortages in underserved areas are a common challenge for governments and policymakers worldwide, including in Europe. Meanwhile, a knowledge gap exists on effective measures to address the issue. Description According to WHO Europe, one of ten actions to strengthen the healthcare workforce is to develop strategies to attract and retain health workers in rural and remote areas. Portugal faces geographical asymmetries in the distribution of physicians, and difficulties in retaining them in certain areas of the country. This case study seeks to describe and analyse the impact of an incentives package introduced in 2015 that aimed to attract and retain physicians in underserved areas. Financial incentives data was gathered via a national health human resources information system. Non-financial incentives data was reported by health institutions through an online form. Document analysis was conducted to understand the scope of the incentives package and its amendments. Results The incentives package implemented in Portugal effectively deployed physicians to underserved areas, since it led to a fourteen-fold increase in physicians settling in underserved areas. In terms of retention, an average of 59% of the physicians that took up the incentives package are still practicing in the same underserved area. However, the difference between the retention levels of physicians under the incentives package and those not covered is minimal. To further reduce health inequities and achieve universal health coverage, a need exists to review the financial and non-financial incentives to better suit physicians’ needs and expectations, as well as those of the National Health Service. Lessons The incentives package introduced in Portugal makes it clear that flexibility in the design of attraction and retention measures is crucial. It requires a long-term commitment and a recognition that each intervention should be assessed and adapted to local circumstances and context. Key messages • The incentives package introduced in Portugal attracted physicians to underserved areas and led to a fourteen-fold increase in physicians settling in underserved areas. • More than half of the physicians are still practicing in the same underserved health institution but the difference in retention against those not covered by the incentives package is minimal.

Perbandingan Evaluasi Kerentanan Menggunakan Tenable Nessus Scanner dan Owasp Zed Attack Proxy untuk Meningkatkan Keamanan Sistem Informasi Kepegawaian di Universitas Merdeka Malang

This study aims to compare the vulnerability analysis between Tenable Nessus Scanner and OWASP Zed Attack Proxy (ZAP) for improving the security of the Human Resource Information System (HRIS) website at Universitas Merdeka Malang. The research methodology includes the use of both Nessus and OWASP ZAP tools to scan the HRIS website for potential vulnerabilities. The findings of this research indicate that OWASP ZAP identified several critical web application vulnerabilities such as the absence of Anti-CSRF tokens, lack of Content Security Policy (CSP) headers, and missing Anti-Clickjacking headers, which are essential for maintaining the security and integrity of user data. On the other hand, Nessus Scanner focused more on network and server infrastructure vulnerabilities. The results suggest that OWASP ZAP is more effective for web application security in this context. Recommendations are provided to address the identified vulnerabilities and enhance the overall security of the HRIS website.

Implementation of Information System at SD Laboratorium UNG

This research aims to find out the implementation of the human resource information system at SD Laboratorium UNG. The purpose of the information system is to help organize all functional areas of human resource management efficiently. SD Laboratorium UNG is a school that has been accredited as superior. This mini-research was conducted using a qualitative approach and data collection techniques in the form of observation, interviews, and documentation, and data presentation was carried out using a descriptive approach, in the form of words, writing, or oral from the subjects observed, namely the principal and teachers. Based on the mini research that has been carried out, the results show that the implementation of the Human Resource Management System at SD Laboratorium UNG has been carried out, but it has not been carried out optimally, but the school has been able to utilize the development of information and communication technology for the progress of the school towards a better direction. The applications used at SD Laboratorium UNG are Facebook, YouTube, Instagram, Email, Zoom, Google Drive, WhatsApp, Ms.Word, Ms.Exel, and JunioSmart.

Assessment of the readiness of health facilities in urban areas to deliver geriatric-friendly care services: a cross-sectional study in Kampala City, Uganda

BackgroundWith the global rise in the elderly population, ensuring geriatric-friendly healthcare services is paramount. This study aimed to assess the current readiness of health facilities in Kampala City, Uganda, to provide geriatric-friendly care services.MethodsWe conducted a cross-sectional study in 35 health facilities (HF) including Private for-profit (PFP), Private not-for-profit, and public (government-run) facilities at different levels i.e., Health Centre III, Health Centre IV, and Hospitals, within Kampala City, Uganda. Data was collected using a self-administered health facility assessment tool. Facilities scoring 80–100 were classified as fully ready to offer geriatric-friendly care, 51–79 indicated moderate readiness, and 0–50 indicated low readiness.ResultsThe overall readiness index (RI) across all facilities was low, 44.09 (SD ± 14.18). The National Referral Hospital (NRH), PFPs, and HFs in Kampala Central had the highest RI of 55.34. 47.63 and 51.09 respectively. The low readiness of HF to provide geriatric-friendly care was due to the low scores in leadership and governance (13.49), financing (19.29), human resource (42.66), and Health Management Information System (47.99) WHO building blocks. HCIVs had a higher readiness index than the other HF levels (Coefficient: 17.40, 95% CI: 4.16 to 30.64, p = 0.012). HFs in Kawempe had a significantly lower RI than those in Makindye and Kampala Central (Coefficient: -13.80, 95% CI: -24.48 to -3.11, p = 0.013).ConclusionThe findings of our study indicate that public and private health facilities in Kampala City are not ready enough to provide geriatric-friendly care services.

Evaluation of the Success of HRIS (Human Resource Information System) using the Delone Mclean Approach and Technology Acceptance Model (Case Study At PT. Anugerah Pharmindo Lestari)

Information systems play a significant role in today's business world, enabling companies to achieve innovation and competitiveness advantages. By using information systems, companies can enhance their efficiency, effectiveness, and productivity. This has led many companies to start implementing human resource information systems. PT. Anugerah Pharmindo Lestari (APL), a company operating in the healthcare service distribution sector, has been using HRIS since 2020. However, no evaluation has been conducted, serving as the basis for the necessity of this research. The objective is to understand the influence of system quality, information quality, and user experience on user satisfaction through perceived usefulness. The research employs a qualitative approach, targeting the entire population of 73 HRIS admins at PT. APL, all of whom are included in the sample. Data is collected through interviews and questionnaire distribution. The research concludes that the system quality directly does not support perceived usefulness and user satisfaction. Information quality cannot form perceived usefulness but can shape user satisfaction. User experience can shape perceived usefulness and user satisfaction. However, perceived usefulness cannot moderate impact of system quality, information quality, and user experience to satisfaction.

Optimalisasi Penggunaan Human Resource Information System (HRIS) pada Human Capital Administration of The Foundation

The Foundation is a non-profit organization that focuses on education and empowerment of women in micro-enterprises (MSMEs). The Foundation has several community activity programs such as scholarship programs, batik learning houses, learning house programs for underprivileged community groups, etc. Community Service Activities carried out by STIE Trisakti at The Foundation aim to help organizations improve the accuracy and completeness of data on the HRIS (Human Resource Information System) used by The Foundation so that the process of managing Human Resource (HR) management activities becomes more efficient and appropriate. The STIE Trisakti Community Service Team together with The Foundation team carry out activities to apply management science, especially human resource management, to optimize the use of HRIS as a solution for managing organizational HR by updating employee data through the process of collecting the latest employee data and filling out employee data update forms continuously. The use of HRIS in routine activities is the responsibility of the HC administration unit so that the available data is accurate and can minimize errors that generally occur in the process of organizational HR management activities. Accurate employee data information is an important part of the HR management process to achieve efficiency and effectiveness in achieving success goals.

Factors Influencing the Intention to Use Human Resource Information Systems Among Employees of SMEs in Iraq

Introduction:In light of technological development and digital transformation, today's Small and Medium-Sized Enterprises (SMEs) rely heavily on their ability to use technology to succeed. Employees' acceptance or rejection of modern technology and the factors affecting it are crucial topics for SMEs. Methods:This study investigates the moderating roles of Technology Readiness (TR), Experience (EX), Trust, and Voluntariness of Use (VU) on the relationship between Effort Expectancy (EE), Performance Expectancy (PE), Social Influence (SI), Task-Technology Fit (TTF), Facilitating Condition (FC), and the Intention to Use (ITO) Human Resources Information Systems (HRIS) among employees of SMEs in Iraq. Data from 304 employees of Iraqi SMEs will be collected. Statistical analysis will be performed using SPSS and Partial Least Squares (PLS). Results:This research provides insight into the reasons behind employees' resistance to adopting HRIS, supporting the organization's policy of developing employee skills and training them in information technology systems. Discussion:Additionally, evaluating the acceptance of information technology systems can develop the framework for technical services in companies, including human resource units. Furthermore, defining the model's architecture will update stakeholder knowledge and enhance human resource management services in Iraq

Pengaruh Teknologi Human Resource Information System (HRIS) terhadap kinerja karyawan pada Kantor Cabang Utama Pos Bandung

This research aims to determine the effect of Human Resource Information System (HRIS) technology on employee performance. This research uses a descriptive approach with a quantitative approach. Analyze causal relationships using hypothesis testing. Data was collected through distributing questionnaires. All 54 employees of KCU Pos Bandung were the population in this study. Data analysis uses validity, reliability, normality and simple linear regression test procedures, correlation coefficients, determining factors and hypothesis testing. The research results show that HRIS Technology influences employee performance at KCU Pos Bandung

Insights and innovations in human resource information systems: A systematic literature review

The aim of this systematic literature review is to consolidate existing knowledge and identify unexplored research areas in the field of Human Resource Information Systems (HRIS). The study examines the literature published between 2000 and 2024 to understand the evolution, influence, and potential advancements of HRIS. The methodology is consistent with the PRISMA principles, which ensure a meticulous selection process. Initially, 144 publications were identified through the Scopus database. Nevertheless, only 65 articles were ultimately included after the application of rigorous inclusion and exclusion criteria. The findings suggest that HRIS is essential for the improvement of working standards, the facilitation of strategic decision-making, and the improvement of access to human resource data. Scholarly interest in HRIS has been on the rise, particularly since 2015, as it underscores the increasing utilization of technology in human resource management. The study also emphasizes critical areas for future research, such as the integration of open-source software and the service sector's role in the implementation of HRIS. This comprehensive assessment provides policymakers and HR professionals with valuable insights, aiding in the strategic development and management of human resources using advanced information systems.

The Influence of Human Resource Information System Career Planning and Development on Employee Performance: A case of the Institute of Accountancy Arusha

This study sought to examine the influence of human resource information system career planning and development on employee performance: A case of the Institute of Accountancy Arusha. Descriptive survey research design and quantitative research approach were employed. Primary data were gathered through structured questionnaires and secondary data were obtained from various sources including published sources and unpublished sources such as books, research reports, journal articles, dissertations, seminars, magazines, and newspapers regarding the influence of HRIS utilization on employee performance in the Institute of Accountancy Arusha. Descriptive statistics was used to analyze data. Findings revealed that human resource information system career planning and development influenced employee performance at IAA through improving working morale, increasing productivity, performing well the work duties, increasing creativity, ability to make a productive decision in employees’ work. It was recommended that human resource information system human resource information system should be strengthened and improved as to continually influence employee’s performance at the Institute of Accountancy Arusha. This can be done by adopting up-to-date (more sophisticated) human resource information systems.

Exploring The Role of Human Resources Information System in Employee Performance Management: A Systematic Literature Review

Exploring The Role of Human Resources Information System in Employee Performance Management: A Systematic Literature Review

The Effect of Human Resource Information System (HRIS) Integration, Conflict Management, and Work Flexibility on Work-Life Balance in Banten Manufacturing Industry

Within the context of the manufacturing sector in Banten, this research explores the impact that the integration of Human Resource Information Systems (HRIS), conflict management, and work flexibility have on the work-life balance of employees operating in that sector. Through the use of a quantitative research methodology, data were gathered from a total of 160 samples by means of a structured questionnaire that utilized a Likert scale that ranged from 1 to 5. Through the utilization of Structural Equation Modeling-Partial Least Squares (SEM-PLS 3), the data were examined in order to determine the links that exist between the variables. According to the findings, high-resolution information system (HRIS) integration considerably improves work-life balance by optimizing human resource operations and increasing employee access to information. Effective conflict management practices are shown to mitigate workplace tensions, further contributing to a better work-life balance. Additionally, work flexibility is found to be a crucial factor in allowing employees to manage their professional and personal responsibilities more effectively. The study underscores the importance of integrating advanced HR systems, adopting robust conflict management strategies, and promoting flexible work arrangements to enhance the work-life balance of employees in the manufacturing sector.

Study on the Impact of Enterprise HR Management Informationization on Labor Relations Management

In the context of global economic integration, new opportunities have arisen for the robust development of China's economy and various industries. As the mainstay of all economic activities, enterprises have a significant impact on competitiveness through internal management optimization and effective talent utilization. Thus, managing human resources well is of great importance. To meet the long-term development needs of enterprises, relying solely on capital accumulation and technological innovation is insufficient. It is also essential to build an efficient, collaborative, and innovative team based on actual development needs. Such a team requires scientific and rational human resource management. In the age of informationization, the effective management of human resources information systems has become a key means for enterprises to enhance management efficiency and optimize resource allocation. Labor relations, an important aspect of enterprise management, directly affect the stable development of an enterprise. Human resource management information systems can help establish a more transparent and fair labor relations management system, reduce labor disputes, and increase employee satisfaction, thereby creating a favorable development environment for the enterprise. Therefore, strengthening the construction of human resource management information systems has become an inevitable choice for enterprises to enhance competitiveness and achieve sustainable development.

Analysis of the Availability of Medical Laboratory Technology Experts (ATLM) Based on the Minimum Energy Standard of Permenkes No. 43 of 2019 in Indonesia Year 2023

Introduction: Medical Laboratory Technology Experts (ATLM) as one type of health worker, are authorized to organize or practice in the health sector according to their expertise. The ideal ratio of Community Health Centers (Puskesmas) to districts is at least 1 Puskesmas per sub-district, and the minimum staffing standard based on Minister of Health Regulation No. 43 of 2019 for ATLM personnel in Puskesmas is 1 (one), both in Urban, Rural, Remote, and Very Remote Puskesmas. Method: The purpose of this study is to analyze the suitability of ATLM personnel with minimum staffing standards based on the Minister of Health Regulation No. 43 of 2019 in Indonesia. The qualitative research method describes the availability of ATLM personnel at the district/city/provincial level in Indonesia, using secondary data from the Ministry of Health's Health Human Resources Information System (SISDMK) for 2022. Result: The results showed that there is still a shortage of medical laboratory technologists in Puskesmas at the district/city/provincial level in Indonesia, with 1,486 Puskesmas experiencing a shortage out of a total of 10,436 Puskesmas in Indonesia.

Analisis Adopsi Continuous Auditing pada Fungsi Audit Intern di Lembaga Negara XYZ

This research is motivated by the challenges faced by the Internal Audit Function (IAF) at XYZ Government Institution in the midst of the rapid development of technology and financial transactions that have been fully digitized using the Enterprise Resource Planning / Human Resources Information System. In order to utilize financial transaction data and technology, IAF carries out digital transformation by adopting continuous auditing and developing the Pemantauan Off Site Risiko Operasional (PERISAI) application as a continuous auditing implementation tool. The purpose of this study is to analyze the suitability of the steps taken by the IAF at XYZ Government Institution in adopting continuous auditing based on the Global Technology Audit Guide (GTAG) 3: Coordinating Continuous Auditing and Monitoring to Provide Continuous Assurance (2nd edition), analyzing the success of the PERISAI application based on the user's perspective using the DeLone and McLean Information System Success Model. This research uses a case study research strategy with an exploratory study method. The data collection methods used were semi-structured interviews consisting of open and closed ended questions, documentation, and observation. The results of this study indicate that the steps taken by FAI to implement continuous auditing are not fully in accordance with the key steps for implementing continuous auditing in GTAG 3 (2nd edition), while the PERISAI application is considered successful by FAI internal auditors even though there are still some things that must be improved from the aspects of people, process, and technology used.

Human Resource Information Systems and Employee Performance at Teacher’s Service Commission in Nairobi City County, Kenya

Human Resource Information Systems and Employee Performance at Teacher’s Service Commission in Nairobi City County, Kenya

The Influence of the Human Resource Information System ( HRIS), Organizational Culture, Financial Incentives, and Flexible Working Space (FWS) On Employee Performance (Survey of PT Cloud Hosting Indonesia employees)

This research is a study to examine the application of Human Resource Information System (HRIS), Organizational Culture, Financial Incentives and Flexible Working Space (FWS) on employees of PT. Cloud Hosting Indonesia. Specifically, the purpose of conducting research at PT Cloud Hosting Indonesia is to find out management practices in applying the concepts of HRIS, Organizational Culture, Financial Incentives and FWS along with their influence on Employee Performance, especially for employees of PT Cloud Hosting Indonesia. The scope of this research will measure the relationship between research variables both dependent variables and independent variables using quantitative methods, namely multiple linear regression methods. In this study, a research sample was taken from employees of PT Cloud Hosting Indonesia and obtained a total of 60 respondents with a sampling method using a questionnaire distributed to all employees at PT Cloud Hosting Indonesia. The results of respondents' responses from the questionnaire were processed so that the results obtained that the HRIS variables, Organizational Culture, Financial Incentives and FWS, all have a relationship between variables and a significant influence on employee performance variables at PT. Cloud Hosting Indonesia.

Performance Monitoring Model to Increase the Productivity of STMIK Mardira Indonesia Employees

Performance monitoring is a crucial aspect in assessing the advancement of an organization. An effective way to monitor performance is by implementing performance assessments for staff. Employee performance is consistently hindered by the absence of work achievement targets or Employee Work Targets (SKP). This study aims to develop a performance monitoring framework that can be used at STMIK Mardira Indonesia. The research methodology is qualitative, utilizing a case study design and naturalistic observation. The recommended performance monitoring model for implementation at STMIK Mardira is a hybrid approach that combines Traditional Assessment, Management by Objective (MBO), and 360-degree Feedback models. This model is further enhanced by utilizing a digital-based information system called the Human Resource Information System (HRIS).

Sistem Informasi Kepegawaian Pada PT Graha Sriwijaya Sejahtera Sentosa

A personnel information system is a system that provides information about personnel to help companies manage employee data more easily and quickly. PT Graha Sriwijaya Sejahtera Sentosa is a company engaged in the distribution of car batteries under the Massiv brand. Problems that exist in companies include the accumulation of prospective employee application files resulting in the destruction of rejected employee application files, searching for employee data which takes a lot of time because employee data has to be searched in a storage cupboard so it is less efficient and employee leave applications are still recorded manually. in written media such as books and paper which have a fairly high risk of being lost or damaged, which causes data processing related to the company's human resource information system to still have shortcomings and inefficiencies. The system development method used is the RUP method (Rational Unified Process) by observing the running system. This research aims to collect data and convey information about employees. The results of interviews with the company's HRD revealed problems in collecting employee data adapted to the PIECES framework as welldiagram usecase as well as in planning to useclass diagram anddiagram activity andMySQL for database storage. The purpose of creating this system is to simplify the process of collecting personnel data in companies. Therefore, having a personnel information system in the company can help the company more easily collect employee data, provide information to employees regarding the company's internal affairs, and help employees more easily apply for leave without having to contact their superiors directly.