Human Resource Management Information System Research Articles

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.

Integrasi Sistem Informasi Manajemen Sdm Dalam Transformasi Digital: Pengaruh Terhadap Efisiensi Operasional

This study aims to evaluate the impact of integrating Human Resource Management Information Systems (HRMIS) on organisational operational efficiency in the context of digital transformation. A quantitative approach with a survey design was used to collect data from 20 organizations that have implemented HRMIS in Indonesia. Linear regression analysis showed a positive and significant relationship between the level of HRMIS integration and operational efficiency, with a regression coefficient of 0.38 and an R-squared of 0.65. Additionally, t-tests and F-tests indicated that the regression model is statistically significant, with p-values of 0.0001 and 0.00001, respectively. The correlation between the level of HRMIS integration and operational efficiency also indicated a strong relationship, with a correlation coefficient of 0.81. These findings suggest that HRMIS integration significantly contributes to improving operational efficiency, with perceived benefits including time savings, increased data accuracy, and enhanced decision-making capabilities. Although organizations face challenges in integrating HRMIS, such as resistance to change and interoperability issues, the benefits obtained indicate that investment in this technology can provide significant returns. This study provides important contributions to the literature on digital transformation and HR management and offers practical guidance for HR managers in optimizing HRMIS use in the digital era. It is hoped that the results of this study will encourage more organizations to adopt and integrate HRMIS, thereby improving their operational efficiency and competitiveness in the global market.

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.

Factors Affecting the Implementation Success of Human Resources Management Information System (HRMIS) in the organization: A Literature Review Study

Factors Affecting the Implementation Success of Human Resources Management Information System (HRMIS) in the organization: A Literature Review Study

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.

HOW CAN BLOCKCHAIN IMPROVE EMPLOYEE PERFORMANCE?

Entering the era of the Internet of Things (IoT), one of the main challenges faced by human resources (HR) departments related to human resource management information systems (HRIS) is employee data security and process efficiency which can affect overall organizational productivity. The aim of this research is to provide companies with an in-depth understanding of the potential and implications of using blockchain technology in human resource management information systems (HRIS) and its impact on employee performance. This study uses a quantitative approach with the survey method. The research population comes from HRD professionals who work in companies at various company levels in all industrial fields in the Java-Bali region.PData collection uses an online questionnaire with an interval scale.There were 350 samples taken by purposive sampling and tested using the Partial Least Squares method. Research resultshow that adoption of blockchain technology modifies the relationship between key human resource management variables, such as job satisfaction, transparency, work culture, and work motivation, with employee performance, revealing complex dynamics that require a deeper understanding in dealing with technological developments. This research has limitations in taking respondents because the number taken as samples is still relatively small, namely only in the Java-Bali regions and the variability of the data is still not balanced in terms of sex, length of work and company level. Thus, this research does not just explore the relationship between variables,However also presents findings that provide deep insight into the role of blockchain technology in the transformation of human resource management.

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.

Factors affecting the Low Adoption of the Human Resource Management Information System 2.0 among Junior Public Officers in Putrajaya

This study investigates the factors affecting the low adoption of the Human Resource Management Information System 2.0 (HRMIS 2.0) among junior officers that fall into grades 41 - 44 working in Putrajaya. Although it has been used for more than ten years now, the adoption rate is still low. Therefore, this research adopts a quantitative research method that utilizes Technology Acceptance Model (TAM) to understand the issue. The results show that perceived usefulness, perceived ease of use, IT infrastructure and individual experience with computers have significant impact. Thus, this research serves to inform public sectors by considering the identified factors.

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.

Exploration of Enterprise Informatization Management Innovation Strategy Model Driven by Big Data Technology

Abstract The development of big data technology provides new ideas and choices for the change of enterprise management style, and informationization management innovation becomes an important means to enhance enterprise competitiveness. In this paper, we mainly use the enterprise informatization maturity model, critical success factor method PDCA management cycle, and other methods combined with the Internet big data technology to study the optimization scheme of enterprise informatization management innovation. The evaluation model is used to evaluate the enterprise’s performance after informatization management innovation to assess the effect of enterprise informatization management innovation. Through the case study of Enterprise-A, which is mainly engaged in the manufacture of steel structure parts for new energy power generation equipment, it is concluded that the management structure of Enterprise-A is clearer, and the authority and responsibility of each department are more explicit after the optimization of information management innovation. The optimized collaboration platform system, human resource management information system, and mobile office system have contributed to Enterprise A’s increased competitiveness in the market and industry. The evaluation index system of Enterprise-A, after the optimization of information technology management innovation, is constructed with 1 target layer, 8 criteria layers, and 24 index layers using the topological evaluation model. After calculating the weights and other work, it is concluded that the performance of enterprise A after informationization management innovation reaches grade 4, which is in the state of “good”. The optimization program of Enterprise A’s information management innovation is effective, as evidenced by this.

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.