Human Resource Information System Implementation Research Articles

Optimising Human Resource Information Systems in the Context of MSME Technology Management

This research explores the implementation of the Human Resource Information System (HRIS) in managing MSMEs, aiming to enhance operations and business development. The focus includes understanding the challenges of HRIS implementation, flexible workforce management strategies, and the benefits of adopting current technology. This research is hoped to provide valuable insights for MSMEs in leveraging HRIS for their business growth and efficiency. The research methodology used is survey design. Data was collected through a survey instrument consisting of scales to gather quantitative responses from business owners. The population of this study includes all entrepreneurs in Makassar, South Sulawesi, Indonesia, both those who have participated in government empowerment programs and those who have not. A purposive sampling technique was used to select 75 participants based on various criteria such as business type and background. The research findings affirm that optimizing HRIS in MSMEs can improve efficiency, productivity, and organizational performance. Technology-based HRM strategies, such as cloud-based software, mobile applications, and web-based platforms, can streamline HR processes and enhance workforce productivity. Human resource competencies play a crucial role in MSME development, and leveraging HRIS can optimize product and service marketing, contributing to MSME growth. The research emphasizes the importance of optimizing HRIS in MSME management. The results indicate that technology-based HRIS usage can enhance operational efficiency and workforce productivity. It is recommended that MSMEs invest in the latest HRIS technology and provide adequate employee training. These steps will support the growth and success of MSMEs in the current digital era.

Factors influencing users’ retention of using human resources information system in the post-implementation stage in Vietnam, from human resources professionals’ perspective

This study aims to explore the factors influencing the retention of human resources information systems (HRIS) by users during the post-implementation stage in Vietnam. To obtain insights into the experiences of HR professionals with HRIS implementation and use, semi-structured interviews were conducted with eight professionals from three different organisations. The thematic analysis of the interview data revealed four key themes that impact the retention of HRIS, which are system features, management support, organisational management, and organisational capabilities. The study found that system features, such as user-friendliness, self-service, reliability, data aggregation, and integration, drive satisfaction and ongoing use of HRIS. Management support in the form of modelling usage and training also encourages retention. Organisational management practices, including communication and change management, facilitate adoption. Finally, digital transformation experience and financial investment enhance engagement with HRIS. The study concludes that user experience, leadership, communication, change management, and organisational elements all contribute to sustaining HRIS adoption after implementation. This study provides valuable insights into promoting continued HRIS utilisation through a holistic approach that addresses these various factors. Additionally, it offers practical recommendations to increase user retention during the post-implementation stage, based on real-world perspectives from HR professionals in Vietnam.

The Impact of Human Resource Information Systems on Organizational Performance: A Systematic Literature Review

The purpose of this research paper is to investigate the impact of Human Resource Information Systems (HRIS) on organizational performance. HRIS are digital platforms that help organizations to manage human resources by centralizing, organizing, and automating processes related to HR functions. This study examines the relationship between HRIS implementation and organizational performance, specifically focusing on the efficiency, effectiveness, and competitive advantage that organizations can gain. Through a comprehensive review of existing literature, case studies, and empirical analysis, this paper establishes the importance of HRIS for organizations and offers recommendations for successful implementation and utilization.

Implementing Human Resource Information System (HRIS) for Efficient Human Resource Management

Technological developments cause the need for changes in resource management. This is done so that resource management in a company becomes more efficient and can compete well with competing companies. One step in developing resource management to increase efficiency is implementing the Human Resource Information System (HRIS). This research will be conducted to see how the implementation of HRIS can improve the efficiency of Human Resource Management. This research will be carried out using a descriptive qualitative approach. The data used in this study comes from various research results and previous studies. The results of this study then found that the existence of HRIS has the potential to increase the effectiveness and efficiency of HRM. This is because HRIS can optimize human resource management in the areas of planning, recruitment and selection, development, performance evaluation, and compensation. This increase can help the organization succeed in competing with other organizations.

The Impact of Human Resources Information Systems Implementation on the Organization’s Performance

This research aims to examine the impact of implementing a Human Resources Information System (HRIS) on an organization’s performance. Using data collected from 14 interviewees who are managers, executives, and engineers at the Directorate of Personnel Management, Compensation, and HR systems in the Company of Sonelgaz. We find that the implementation of HRIS in an organization does have an impact and a positive one on the organization’s performance in terms of HR processes, time efficiency, information effectiveness, and decision-making effectiveness. However, we also find that HRIS implementation does not have any impact on the cost efficiency within the organization. Theoretical and practical implications were discussed.

Impact of the Challenges in Implementing Human Resource Information Systems in Sri Lankan MSMEs

Nowadays, the Human Resource Information System (HRIS) is a trending software that is a highly efficient platform for the HR department to carry out their operations. Still, there are some challenges faced by organisations with regard to HRIS implementation. The primary objective of the research is to explore the impact of the challenges such as the cost of maintenance, technical knowledge, management support and staff training in implementing the HRIS in Sri Lankan micro, small and medium enterprises (MSMEs). The authors collected both primary and secondary data. The primary data have been referred from previous research. To study the impact of the challenges and to obtain secondary data, authors analysed 300 surveys as a sample in the Western Province from a total of 1,017,352 MSMEs population in Sri Lanka. This survey had closed-ended questions to collect quantitative data from the respondents, and the convenience sampling method has been used as the data collection method. As the data analysis tool, the authors have used simple and multiple regression analysis to study the significant impact of the challenges on implementation. Lack of researches have been conducted on HRIS implementation, especially in MSMEs, and a minority of HRIS service providers are focusing on MSMEs to promote their systems. To conclude, this research will boost the demand for HRIS technology among MSMEs, pay attention to the HRIS service providers to focus on MSMEs. Further, it helps to spread HRIS knowledge among HR students and HR industrial people to improve the information technology units in the HR industry.

The Effectiveness of I-AM Human Resources Information System Application at PT Pertamina (Persero)

This study discusses the effectiveness of implementation of Human Resource Information System (HRIS) I-AM application in improving the quality of employee service at PT Pertamina (Persero). Although this I-AM application helps employees, most of them are reluctant to use it. Therefore, this research intends to evaluate the effectiveness of the I-AM HRIS implementation by using the Delone model, McLean Information System Success model, and Quality Function Deployment analysis. Fifty employees are selected by performing convenience sampling techniques . The result shows that there are four indicators in the dimension of system quality which did not fulfil the employees’ desire. Out of four indicators which failed to fulfill the employees’ desire, The speed of administration process as well as the ease of the human resource administration process are among the highest technical importance rating and relative weight which literally means high-interest rate and should be redesigned to improve employee service through I-AM HRIS.

The effect of HRIS implementation success on job involvement, job satisfaction and work engagement in SMEs

PurposeThe purpose of the study is to highlight the effect of human resources information systems (HRISs) implementation success on the job involvement, job satisfaction and work engagement of the employees in small and medium enterprises (SMEs).Design/methodology/approachFollowing an investigative study, a quantitative research is done with a positivist approach. A sample of 1,082 responses from 163 SMEs in different economic sectors is analyzed using statistical package for social sciences and structural equation modelling.FindingsThe results show that HRIS successful implementation explains the variation in job involvement and work engagement to a limited extent while it does highly affect employees’ job satisfaction. Moreover, the correlation between job involvement and both HRIS implementation success and job satisfaction is negative.Research limitations/implicationsThe researchers were not able to conduct intersector analysis for differences among economic sectors. Existing gender differences in job involvement, work engagement and job satisfaction are hinted to and need further analysis.Practical implicationsThe HRIS users with higher educational background tend to display a more open approach toward using the system and seeing the system’s implementation succeed. Tenured managers display low enthusiasm toward HRIS success, although being highly involved and engaged in the SME’s life. This provides for not only a steady work-flow but also fosters resistance to change. The successful implementation of the HRIS is a new dimension in the hands of managers at work, facilitating their supervisor work routines and affecting employees’ satisfaction, involvement and engagement.Social implicationsThe HRIS success allows more flexibility at the supervisor level of daily work, opening a window toward flexible working hours and indirect supervision. It allows users some freedom and flexibility and the application of their own ethical beliefs when self-reporting.Originality/valueAlthough most research looks at corporations and the factors leading to HRIS implementation success, this study goes beyond the implementation to dwell into Small and Medium Enterprises (SMEs), looking at HRIS after its implementation success, as a potential tool for motivating, involving and engaging employees.

Human Resources Information Systems Implementation and Influences in Higher Education

The research seeks to develop and test a theoretical model to explain the implementation and influences of human resource information systems (HRIS's) for a Malaysian higher education institution. Data was gathered from 103 respondents in the institution using a survey questionnaire. Results show that system factor, through information quality, and institution-based trust, through situational normality and structural assurance, contribute to user satisfaction. User satisfaction and situational normality predict user-perceived HRIS benefits. Findings aid researchers and practitioners in human resource function when explaining user-perceived benefits and satisfaction with HRIS implementation. The research advances understanding of the role of HRIS in supporting human capital performance and enhancing productivity.

“Planned Benefits” Can Be Misleading in Digital Transformation Projects: Insights From a Case Study of Human Resource Information Systems Implementation in Healthcare

Human Resources Information Systems (HRIS) are being implemented in many organizations but, like other technology projects, translating their potential benefits into meaningful improvements can be challenging. So-called “planned benefits” approaches are designed to aid this translation, but little is known about their success in HRIS projects. This study examined how a planned benefits approach was manifested in a national-scale HRIS implementation program. The results point to the importance of reviewing the benefits plan at regular intervals, to ensure the project can adapt to changing circumstances, and considering benefits at the level of individual modules and user groups, as well as for the organization as a whole. Adequate data preparation, training, effective communication, and process analysis were identified as key actions necessary for successful HRIS implementation and benefit realization.

Human resource system as innovation for organisations

Purpose This paper aims to identify relevant aspects to achieve advantage of the innovative potential of a human resource information system (HRIS). The present study compared the system implementation professionals’ perception of the results expected from the system, its characteristics and how it should be implemented. Design/methodology/approach Semi-structured interviews were conducted with eight information technology specialists and ten human resource (HR) professionals from four organisations at different stages of HRIS implementation, in which two had it fully implemented and two were undergoing the implementation process. The resulting data were submitted to four sets of content analyses and then compared. Findings Findings suggest specificities in the perception of these professionals. Critical aspects regarding the effective adoption of HRIS were addressed, such as characteristics of the systems, implementation process and human resource management model. Originality/value The implementation of an HRIS alone does not ensure the achievement of the obtained advantages. The results of the present study provide guidelines for implementation of HRIS as innovation for a strategic management of people. These guidelines come from different knowledge areas and from different stages of implementation. These findings corroborate models of innovation diffusion and technology acceptance.

Factors Influencing Practice of Human Resource Information System in Organizations: A Hybrid Approach of AHP and DEMATEL

This paper blends the development of the Technology-Organization-Environment (TOE) framework and Human-Organization-Technology (HOT) fit model to identify the factors that influence the administration choice in embracing human resource information system (HRIS) in the organizations. Here, a hybrid Multi-Criteria Decision Making (MCDM) model combining the Decision Making Trial and Evaluation Laboratory (DEMATEL) and Analytic hierarchy Processes (AHP) is used to achieve the objective of the study. In this study, the experts agree that the staffs IT skill is most significant than other factors for the Human dimension. Similarly, IT infrastructure, top level support, and competitive pressure are the most vital factors for Technology, Organization and Environment dimensions respectively. Moreover, this paper will help the managers to take care of some factors that are vital for HRIS implementation in the organizations.

Human Resources Information Systems: Transactional and Strategic Paradigm

Human resources information system (HRIS) is an inevitable element of contemporary organisation’s setup. The HRIS provides multiple human resources management (HRM) services from operational assistance in collecting, storing and preparing data, executing and controlling processes, reducing HRM labour costs, and providing information to the management enabling them to make quality HR strategic decisions. This paper is aimed in contributing to the better utilization of HRIS usage in organizations, analysing various approaches in terms of purposefulness and validity of implementation of HRIS with the goal to maximize its impact to organizational performance. The goal of the paper is to provide the overview of HRIS transactional and strategic paradigm, and evaluate its impact to organizational performance.

Application of Expanded Technology Acceptance Model for Enhancing the HRIS Usage in SMEs

Rapid developments and change have culminated new applications of information technologies. This trend is reflected in the plethora of innovative studies. Literature indicates that small- to medium-sized enterprises (SMEs) perceive human resources information systems (HRIS) as complicated and time consuming, resulting in resistance from both users and employees. The purpose of this article is to identify necessary acceptance conditions for a successful implementation of the HRIS software within SMEs in Turkey. SMEs compose 99% of all companies in Turkey. Fierce rivalry within sectors gives rise to increased technology use to gain a competitive advantage. This study contributes to an efficient implementation of widely used HRIS in SMEs and offers solutions for implementation failures, including user resistance and idle system problems. This study attempts to apply the technology acceptance model to 112 SMEs that implement HRIS exclusively with all the submodules. This research analyzes success factors for an effective HRIS implementation by testing the latest integrated model of expanded technology acceptance. It concludes that there is a positive and robust correlation between acceptance and use of technology variables and user satisfaction. The results of this study are useful not only for the managers but also for the manufacturers, technical support, online support, and aftersales services as they are advised to develop strategies for user satisfaction.

Success Factors of Human Resource Information System Implementation: A Case of Ministry of State-owned Enterprise

Success Factors of Human Resource Information System Implementation: A Case of Ministry of State-owned Enterprise

Success Factors of Human Resource Information System Implementation: A Case of Ministry of State-owned Enterprise

Success Factors of Human Resource Information System Implementation: A Case of Ministry of State-owned Enterprise

Impact of Benefits and Barriers of Implementing Human Resources Information System on Staff Performance at Al-Balqa Applied University

The study objectives are to investigate the influence of human resources information system benefits and barriers on staff performance in Al-Balqa applied university. To fulfill such objectives, a self-administrated questionnaire was used for the purpose of collecting the required date. The questionnaire was distributed over the research sample that was consisted of 200 subjects selected randomly. Descriptive methodology was use. Collected data were analyzed through using the SPSS. The research concluded that human resource information system implementation impacts positively university performance. The results also revealed that an implementation human resource information system barrier affects negatively university staff performance.

The implementation of human resources information system and it’s benefit for organizations

The objective of this study is to examine the effect of the implementation of the Human Resources Information System (HRIS) on time efficiency, cost efficiency, quality of information, and managerial satisfaction. Using data of 80 respondents who are managers and staff working in HR department of companies in Central Java and Yogyakarta, we find that the implementation of HRIS affects time efficiency and managerial satisfaction. However, our study also find that the hypothesis concerning that the implementation of HRIS affects cost efficiency and quality of information is not supported.

Human Resource Information System implementation readiness in the Ethiopian health sector: a cross-sectional study

BackgroundHealth workforce information systems in low-income countries tend to be defective with poor relationship to information sources. Human Resource Information System (HRIS) is currently in a pilot implementation phase in the Federal Ministry of Health and Regional Health Bureaus of Ethiopia. Before scaling up the implementation, it is important to understand the implementation readiness of hospitals and health departments. The aims of this study were to assess the readiness for HRIS implementation, identify associated factors, and explore the implementation challenges in public hospitals and health departments of the Amhara National Regional State, Ethiopia.MethodsAn institution-based cross-sectional study supplemented with a qualitative study was conducted from the 15th of February to the 30th of March 2016 in 19 public hospitals and health departments of the Amhara National Regional State, Ethiopia. A self-administered questionnaire was used to collect the data. The questionnaire includes items on socio-demographic characteristics and questions measuring technical, personal, and organizational factors adapted from the 32-item questionnaire of the Management Science for Health (MSH) HRIS readiness assessment tool. The data were entered and analyzed with statistical software. Descriptive statistics and bivariate and multivariable logistic regression analyses were performed. Odds ratios with 95% confidence interval were computed to identify the factors statistically associated with readiness of HRIS implementation. In-depth interviews and observation checklists were used to collect qualitative data. Thematic content analysis was used to analyze the qualitative data.ResultA total of 246 human resource (HR) employees and 16 key informants have been included in the study. The HR employee’s level of readiness for HRIS implementation in this study was 35.8%. Employee’s Internet access (AOR = 2.59, 95%CI = 1.19, 5.62), availability of separate HR section (AOR = 8.08, 95%CI = 3.69, 17.70), basic computer skills (AOR = 6.74, 95%CI = 2.75, 16.56), and fear of unemployment (AOR = 2.83, 95%CI = 1.27, 6.32) were associated with readiness of HRIS implementation. Poor logistic supply, lack of competency, poor commitment, and shortage of finance were the challenges of HRIS implementation.ConclusionIn this study, readiness of HRIS implementation was low. Strategies targeting to improve skills, awareness, and attitude of HR employees would facilitate the implementation process.

Should I stay or should I go? Human Resource Information System Implementation in Indonesian Public Organizations

This paper aims to explore the readiness of public sector organization in technological change, particularly in implementing Human Resource Information System (HRIS). The result shows that an organization should not only provide its own HRIS, but also continuously upgrading the system in order to be able to support the organization’s goals achievements. In a company’s daily operation, HRIS can be employed as a supporting tool in decision making process. Furthermore, this paper’ findings suggest that there are several factors contributing to the lack of HRIS adoption and conflicting perspectives among HRIS officers and top management level in the public organizations. These factors are: 1). Budget centralization; 2). Technology; 3). Human Resource readiness; and 4). Success story. Also, in order establishing a HR department as a strategic partner for the organization, it is an advantage to hire personnel with HR and HRIS background in managing this system.