Human Resource Information System Research Articles

PREDICTIVE ANALYTICS IN HUMAN RESOURCES USING MACHINE LEARNING AND DATA MINING

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

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

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

The Role of Human Resource Information Systems in Making Strategic Decisions (An Applied Study on the Iraqi Ministry of Finance)

This research aims to identify the role that human resources information systems play in improving strategic decisions and to explain the relationship of the impact of human resources information systems on improving strategic decisions. To achieve the objectives of the research, the impact between human resources information systems in its dimensions, which are (planning, recruitment, Compensation, training, performance evaluation) in improving strategic decisions. The methodology addressed a set of paragraphs, the most important of which is the research problem, the content of which is that there have been increasing interests and developments recently in human resources information systems. The research problem was defined in several questions centered around the form and nature of the relationship between the research variables, and in light of that, a hypothetical diagram was built that embodies the relationship. Among the variables concerned, a set of main and sub-hypotheses emerged from it. In order to achieve the aforementioned research goal and answer the research questions and test the validity of its hypotheses, the study relied mainly on (the questionnaire), which is the main tool for collecting data and information, and by adopting the descriptive approach. Because of that, a sample was chosen from the study population, so the research community was represented by all employees of the Iraqi Services Company. Banking, 400 questionnaires were distributed, of which 344 questionnaires were returned valid for analysis. After evaluating and testing the credibility and stability of the research measurement tools, data analysis and hypothesis testing were conducted using advanced statistical tools and analysis using statistical programs (SPSS. Ver. 25). The results showed the validity of the study hypothesis, and based on it, a number of conclusions were formulated.

Dedication of Machine Learning for Trend of Digital HRM

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

Human Resource Information Systems Information Security and Organizational Performance of Commercial State Corporations in Kenya

The purpose of this study was to establish the influence of HRIS information security on the organisational performance of commercial state corporations in Kenya. A Cross-sectional descriptive research design was used. The population was drawn from 55 Commercial State Corporations in Kenya. The units of observation were the managing directors or chief executive officers, directors of human resources, and deputy directors of human resources. The study used qualitative and quantitative methods to collect primary and secondary data. Data were collected from 110 respondents. Questionnaires and interviews were used to collect data for the study, supplemented by secondary sources. SPSS version 23.0 was used to analyse data using descriptive analysis, factor analysis, Pearson correlation, analysis of variance (ANOVA), and regression. The correlation and regression results revealed that HRIS Information Security had a positive and significant relationship with Kenya's Organizational Performance of Commercial State Corporations. The null hypothesis indicating no significant relationship between HRIS Information Security and Organisational performance of Commercial State Corporations in Kenya was rejected. From the study findings, it was recommended that organisations should keep a record of who is in charge of implementing the security agenda across the board and let all employees know about it. Information security policies, organisational internet usage policies, software management policies, and security expectations that align with the functions' tasks should all be explained to and covered in the training for employees

The application of human resources information systems for enhancing output in agricultural companies

To examine whether the application of integrated human resource information systems can enhance output, increase productivity, and reduce operating costs in agricultural companies. Survey method is used in this study. One hundred and forty-five supply chain employees from the agricultural industry were surveyed through a structured questionnaire to find the influence of HRIS in the recruitment process, performance appraisal, training needs, and management support to enhance output. The data were analyzed using statistical methods like correlation analysis, Chi-square analysis, and factor analysis. The results reveal that four factors­-recruitment process, performance appraisal, training needs, and management support are statistically significant and influence the outcome variable enhancing output. The automated HRIS system can be helpful in managing the recruitment process, performance appraisal, and training needs efficiently. The management support is critical in deploying automated HRIS to enhance output in agricultural companies. The deployment of HRIS systems isbeneficial for enhancingoutput in agricultural companies. However, before the deployment of such systems, the size of the organization, environment, type of business, and sensitivity of the information need to be considered. Employees will benefit as they are better equipped to visualize original ideas with enhanced IT capacities.

People Development Dengan Metode Business Process Improvement (Studi Kasus: PT. XYZ)

PT. XYZ intends to create a Human Resources Information System (HRIS), requiring HR master data. During the formation of HR master data, many errors were found in the business processes within it, necessitating corrections. The numerous errors in HR business processes have hindered the creation of the Human Resources Information System (HRIS) system. Business process improvements are carried out in the recruitment and people development modules. Improving business processes is the initial step in creating master data to be used in the Human Resources Information System (HRIS) system. Business process improvements begin with the identification of business processes, evaluation of business processes, and proposing business process improvements. The evaluation of business processes is done using the business process improvement method and the ESIA (Eliminate, Simplify, Integrate, Automate) technique. The proposed business processes for recruitment and people development show significant differences in the number of activities and the flow of processes performed

The Influence of Human Resource Information Systems and Organizational Citizenship Behavior on Innovation Through Creativity at Private Universities in Kendari City

This study examines the influence of human resource information systems and organizational citizenship behavior on Innovation through Creativity at private universities in Kendari City. This type of research is explanatory research. The population in the study was 9 Private Universities in Kendari City. The number of samples determined was 206 at 9 Private Universities in Kendari City. The lecturer data from samples/respondents were analyzed using structural equation modeling (SEM) using the AMOS 4.01 program package to obtain the results of causality relationships between variables developed in the Model. The test results of the Influence of Human Resource Information Systems and Organizational Citizenship Behavior on Innovation through Creativity at Private Universities in Kendari City, are as follows; the influence of human resource information systems on creativity with a path coefficient value of 0.74 with a probability level of 0.02 (p < value 0.05), the influence of Organizational Citizenship Behavior towards Creativity with a path coefficient value of 0.71 with a probability level of 0.00 (p < value 0.05), the influence of human resource information systems on Innovation with a path coefficient value of 0.03 with a probability level of 0.68 (p > value 0.05), the influence of Organizational Citizenship Behavior to Innovation with a path coefficient value of 0.21 with a probability level of 0.19 (p > value 0.05), the influence of Creativity on Innovation with a path coefficient value of 0.86 with a probability level of 0.00 (p < value 0.05), the role of creativity in mediating the influence of human resource information systems on Innovation with an indirect influence value of 0.63 more significant than the direct influence value of 0.03, The role of creativity in mediating the influence of Organizational Citizenship Behavior on Innovation with an indirect influence value of 0.61 is greater than the direct influence value of 0.21. The benefits that can be gleaned from this research are the development of science, especially in the paradigm The influence of human resource information systems and organizational citizenship behavior on Innovation through Creativity at private universities in Kendari City. The development of science and organizational Citizenship Behavior is a variable that can influence and increase the Creativity of Private Universities in Kendari City. Higher Education Creativity is an influential variable in mediating the influence of Organizational Citizenship Behavior on the Innovation of Private Universities in Kendari City.

A STUDY ON HUMAN RESOURCE INFORMATION SYSTEM TO IMPROVE STAFF EXPERIENCE AT MANIPAL HOSPITAL, DODDABALLAPUR.

This study explores the implementation of a human resource information system with the goal of enhancing staff experience. By integrating technology and HR processes, the study seeks to streamline information management, optimize communication, and facilitate efficient HR operations. The research analyzes the impact of the HRIS on staff satisfaction, engagement, and overall experience within the organization through a combination of quantitative and qualitative methods, the study evaluates the system effectiveness in addressing staff needs, and fostering a more positive work environment. The findings offer insights into the potential benefits and challenges of adopting an HRIS to enhance staff experience, contributing to the broader field of HR Technology and employee wee-being.

Risk management in a human resources information system

Risk management in a human resources information system

The digital divide: David vs. Goliath.

There is a global danger that hides in the shadows and is changing the way continuing care operators care for residents. Today, to provide that same historical level of resident care, a group of techno-soldiers are not just a nice-to-have, but are a must, to protect our critical Information Technology (IT) infrastructure. There is little doubt that technology has enabled us to provide better care. Electronic medical records, human resources information systems, and voice over internet communications systems have created great efficiencies in operations. However, global cybercriminals lurk in the same technologies that support us. Continuously attempting to rob our private information and hold us ransom, or play havoc with our IT systems impeding our provision of care. How can a continuing care operator, an already funding-challenged industry balance the costs of protecting their IT infrastructure against this growing massive threat? Compounding the issue, rising insurance expectations for continuing care operators to continuously enhance their IT safety controls against evolving cyberterrorism. This is the story of the Good Samaritan Society/Canada (Good Samaritan) digital transformation journey. Our digital roadmap sets Good Samaritan up to rise above the ongoing barrage of cyberattacks and loss of insurance. This is a digital divide story of David vs. Goliath.

Development of leave information system and office travel costs in Private Hospital HR with scrum method

One of the needs for Human Resource Information System at private hospitals is a system for calculating official travel costs and the remaining leave for workers in private hospitals as one of the agency units under the corporation. Both guidelines for calculating official travel fees and for employee leave rights in private hospitals are still in the form of books and decrees signed by the director. The rules in the guideline for official travel fees and in the collective work agreement are include in the information system to calculate employee leave entitlements and official travel fees. The outbreak of the Covid-19 pandemic that hit during the last 1 year required changes in the handling of patients in all health facilities around the world. Changes in patient handling not only change health care procedures but also encourage function shifts in several hospitals. The shift in the function of the hospital to a special Covid-19 hospital also affects the information system that is already running in the hospital. One of the factors that influence information systems is requirement physical distancing and social distancing. The method used to minimize changes in information systems is the Scrum method. The Scrum Method was chosen due to the shorter time for system development and cost efficiency arising from the COVID-19 pandemic outbreak.

THE IMPACT OF HUMAN RESOURCES INFORMATION SYSTEMS ON EFFICIENCY AND EFFECTIVENESS IN THE PHARMACEUTICAL INDUSTRY

Effective human resource management is crucial to maintaining competitiveness and achieving organizational goals in the highly regulated and complicated environment that the pharmaceutical industry operates in. In recent years, the adoption of Human Resources Information Systems (HRIS) has gained significance as a tactical tool to increase efficiency and effectiveness in this industry. This abstract looks into how HRIS impacts efficiency and productivity in the pharmaceutical sector. A mixed-methods approach, which includes qualitative and quantitative methodologies, was employed as the research strategy for this study. A detailed literature study identifies key areas where HRIS might increase efficiency and effectiveness in the pharmaceutical industry. These areas include hiring and selection, performance management, training and development, and employee engagement. By facilitating effective internal communication, teamwork, and knowledge sharing, HRIS also promotes employee involvement. It provides self-service capabilities that let employees examine their payslips, request leave, and access and modify their personal information in an effort to reduce administrative burdens. HRIS also offers data-driven decision-making, helping HR professionals to make intelligent strategic decisions through robust analytic and reporting capabilities. HRIS installation in the pharmaceutical industry has several benefits, but problems with data security, system integration, and change management need to be fixed. Organizations should make major expenditures in robust security measures, ensure seamless integration with existing systems, and provide personnel with in-depth training to improve the effectiveness of HRIS adoption. In conclusion, the usage of HRIS increases the effectiveness and efficiency of the pharmaceutical industry. Businesses may speed up HR operations and boost employee engagement while also enhancing employee performance. By effectively implementing HRIS, pharmaceutical companies can get a competitive edge in a market that is growing more dynamic and competitive, which will ultimately lead to improved organizational performance and success. KEYWORDS:- HRIS ,Employee, industry ,efficient &effectively

Enhancing Human Resource Functions through Digital Information Management Systems: The Moderating Role of Organisational Commitment

The adoption and implementation of digital information management systems is largely viewed as a means for promoting efficiency in organisations. Conversely, the realisation of the benefits derived from full utilisation of integrated digital information management systems still remain distant, pointing to lack of efficiency for some universities, particularly in the context of Sub-Saharan Africa. This lack of efficiency on the part of some universities suggests the need for accelerated incremental or adaptive digital innovations which are regarded as antecedents for the full utilisation of digital information management systems. Owing to this, the purpose of this study is to investigate the influence of digital information management systems as an antecedent for human resource functions in promoting efficiency. The hypotheses are tested using a sample size of 202 comprising senior managers, heads of sections and human resource personnel. The authors identify enterprise resource planning and human resource information systems as factors that bring efficiency to human resource functions. Organisational efficiency is associated with sound human resource functions driven by full utilisation of digital information management systems. Furthermore, the realisation of efficiency requires commitment of resources by the organisation. The empirical outcomes suggest that the digital information management system in place is predominantly used for recruitment, training and development processes while performance management processes are largely done manually. This paper contributes to the research literature on the significance of digital information management systems utilisation particularly from Sub-Saharan Africa. Also, the study provides a new empirical test using a data set of 202 decision makers such as senior managers and heads of sections.

SISTEM INFORMASI SUMBER DAYA MANUSIA DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN

Increasingly advanced developments require companies to update strategies within their companies, one of which is on strategies in human resources. Human resources owned by a good company will be seen from how the results of employee performance. And that many factors can affect employee performance, including human resource information systems and work motivation. This study aims to conclude from the problem of employee performance that occurs by collecting from various previous studies or by literature review. The variables in this study are Human Resource Information Systems, Work Motivation, and Employee Performance. The method in this study uses a literature study approach. The results of this study indicate that both the human resource information system and motivation can produce results that affect and do not affect employee performance due to the object of research, research time, and other factors that are not examined.

HRM formality: the role of contextual factors in shaping HRM formality among Pakistan SMEs

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsA study of 300 owners of SMEs in Pakistan found that firm age, association with a larger parent entity, existence of a strategic business plan and the presence of a human resource information system (HRIS) are positively related with higher HRM formality. But firm size, family ownership and exporting characteristics had no association with formality.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Development of a REST API for Human Resource Information System for Employee Referral Management Domain Using the Express JS Framework and Node.js

This paper presents the development process of a REST API for a Human Resource Information System (HRIS) focusing on employee referral management. The API was developed using the Express JS framework and Node.js, leveraging their powerful capabilities for efficient web application development. The HRIS serves as a centralized platform for managing employee referrals, tracking candidate progress, and optimizing talent acquisition. The article provides insights into the methodology, key features, and advantages of using the Express JS framework and Node.js for building such an HRIS. The results of the study indicate that the Express JS and Node.js frameworks have successfully developed a REST API for HRIS in the domain of employee referral management. This is evident from the black box testing results, which show valid outcomes for each tested request and response in every API endpoint.

PERANCANGAN HUMAN RESOURCE INFORMATION SYSTEM BERBASIS WEB DI PT THE MASTER STEEL

Human Resource Information System is an important part of human resource management in modern organizations. In an effort to increase the efficiency and effectiveness of HRIS, many organizations are turning to web-based solutions. This study aims to design web-based HRIS using the Waterfall method as its development life cycle. The Waterfall method is a linear and sequential approach to software development. The stages in this method include needs analysis, design, implementation, testing, and maintenance. By using this method, it is possible to identify user needs, analyze and design system architecture, implement web-based Human Resource Information System solutions and test the system as a whole. The result of this research is a web-based Human Resource Information System that allows efficient management of employee information, personal data, attendance, payroll and performance evaluation. This Human Resource Information System also provides easy accessibility via a web browser, allowing users to access the system from anywhere and anytime.

Exploring human resource management intelligence practices using machine learning models

The use of machine learning for recruitment has become one of the main themes in human resources ever since machine learning software investigated the first recruitment software and discovered that utilizing technology improves their effectiveness at work, speed, and makes the process simpler. In order to better handle employee files, profiles, turnover, data analytics, and the creation of electronic personal data sheets for government service records, a human resource information system that incorporates machine learning has been created. Using a supervised machine learning technique, it was designed to foresee staff turnover. From a theoretical perspective, machine learning apps may be able to perform the same tasks as HR specialists, if not better or faster. Supporting HR professionals in becoming a true business partner and providing them with accurate and reliable advice, the interaction between HR professionals and line top management believes that the HR professionals still has surplus over machine learning, alone. Human resources methods and the significance of machine learning are the primary focus of this paper. This paper's three goals are to (1) determine how much of an impact Machine learning can have on the organization's recruitment procedures, (2) examine the extent to which this technology has been adopted, and (3) examine the frequency with which complaints have been lodged during these crucial exercises.

Utilisation du système d’information des ressources humaines (SIRH) dans l’entreprise: Cas d’un échantillon d’entreprises de la Région Souss-Massa au Maroc

The use of innovative tools in HRM is becoming more and more necessary to increase the efficiency of the HR function but also that of the organization. This is why today's organizations are increasingly resorting to the acquisition of HR solutions such as the human resources information system (HRIS). This tool, which often takes the form of an ERP or separate HR modules, is structured around administrative processes dedicated to keeping employee files, managing time and activities, payroll and benefits, etc., in order to focus on other HR activities with a higher value-added decision-making aspect such as GPEC, etc. The reason behind this study is to know the state of play in the use of the HRIS at the level of the Souss-Massa Region in Morocco. To do this, we have chosen to study a sample of companies in the private and semi-public sectors through a quantitative study based on a questionnaire which was carried out after seeing important aspects of previous studies on this subject. The survey concerned HR actors in these organizations. The main results of this research, mainly based on the CPA revealed that the HRIS is mainly focused on the traditional components such as payroll and benefits management, employee record keeping, time and activity management, recruitment and selection and monitoring and analysis of turnover.