There is an inadequate understanding of the successful use and effects of a human resource information system (HRIS) in a developing country context. Given this backdrop, this study plans to explore the determinants impact on HRIS adoption in a developing country. A research model was developed after studying the existing literature, and a questionnaire was developed accordingly to collect data through a purposive sampling method.Materials and Methods: To assess adoption of human resource information system, this study applied the Unified Theory of Acceptance and Use of Technology (UTAUT). Data were collected from HR executives and HR professionals of different private and public organizations situated in Dhaka (capital of Bangladesh) and Chittagong (commercial capital of Bangladesh), Bangladesh. To analyze the data, researcher applied partial least square method based on structural equation modeling.Results: The study found that the research factors performance expectancy, effort expectancy, social influence, facilitating condition as well as the extended factors of UTAUT model employee involvement and training support (p < 0.05) had a weighty influence on HRIS adoption.Conclusions: The findings of this study may become beneficial for the human resource department of various organizations (public, private and others) of developing countries like Bangladesh by adopting HRIS.

The role of Human resource management (HRM) has shifted overall from traditional (popularly called personnel management) to a strategic one. HRIS outline the amalgamation between HRM and IS. HRIS is one of the best neoteric HR tools in modern organizations. It became popular in developed countries since the beginning of this century. However, only few corporate organizations and MNCs in developing countries like Bangladesh have started to adopt and use HRIS since this decade. But still its adoption and usages are limited to few mid to large sized organizations. This research is primarily concerned with identifying the applications of human resource information systems (HRIS) in various businesses, as well as their outcomes. This study also aims to provide the useful information about the major barriers in adoption of HRIS to be concerned with. And finally, it describes knowledge acquisition of HRIS and its scope to take a decision regarding its extension.

No abstract

This study explores the relationship between innovation, organizational and environmental characteristics, and the adoption of HRIS. After an extensive review of existing literature, a research model and corresponding questionnaire was developed to collect data using purposive sampling method. The targeted companies were located in Dhaka, Bangladesh. Discriminant analysis of the data reveals that relative advantage, compatibility, complexity, top management support, organization size and HRIS expertise are positively related to the adoption of HRIS. The study also examines whether there is a relationship between the extent of HRIS adoption and innovation, organizational and environmental variables. The results indicate that size of organization has a substantial impact on with the extent of HRIS adoption. However, HRIS expertise is only significant in the regression with total number of HRIS applications as the dependent variable. In a developing country scenario, this study has noteworthy theoretical and practical contribution in the field of HRIS.