Elements influencing the success of Human Resource Information System

Dissanayake, D.M.N.S.W.; Nandasena, Nandasena

doi:10.35912/amor.v1i1.299

Cited by 3 publications

(3 citation statements)

References 13 publications

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“…Srivastava et al (2021) comprehend HRIS as "a suite of software, database and cloud computing which provide an all-encompassing solution for managing every aspect of a workforce." Dissanayake and Nandasena (2020) explains HRIS as an interrelated system that collects, stores and interprets HR-related data in a firm. Bali (2019) maintains that HRIS is a system that is used to collect, record, store, analyse and retrieve, the data related to an organisation's HR.…”

Section: Definitions Of Human Resource Managementmentioning

confidence: 99%

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

Haleem,

Ditsa

2024

Am. J. Interdiscip. Res. Innov.

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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.

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Section: Definitions Of Human Resource Managementmentioning

confidence: 99%

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

Haleem,

Ditsa

2024

Am. J. Interdiscip. Res. Innov.

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“…They indicated that the cost of hiring someone online is estimated to be about one-twentieth of the total estimated cost for offline recruitment. Online or electronic jobs can use the Internet to advertise vacancies, provide information about jobs and organisations, and communicate via emails between job seekers and employers ( (Dissanayake & Nandasena, 2019); (Bans-Akutey, 2022)). Job seekers can virtually apply for jobs by applying online through e-mailing application forms and resumes to employers or human resource managers of business organisations.…”

Section: E-recruitmentmentioning

confidence: 99%

Effect of recruitment and selection practices on organisational strategic goals

Bans-Akutey

Abdullahi²,

Afriyie³

2021

amor

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Purpose: This study aimed at examining how recruitment and selection practices influence organisational strategic goals. Research methodology: A descriptive case study design was employed. Data was collected from 311 employees of Nestle Water Company who were randomly selected. Results: The study showed that screening affects profitability and market share positively though the effects were insignificant. The selection test on the other hand affects profitability both positively and significantly. There was however a positive insignificant relationship between the selection test and market share. Lastly, the study showed that there exists a positive significant relationship between e-recruitment and profitability; as well as e-recruitment and market share of Nestle water company. Limitations: This study focused on just four recruitment and selection tools as well as employees of Nestle water company. Contribution: The general assertion of scholars that screening, selection tests, e-recruitment, and employee referral have the capacity to stimulate an increase in the profitability and market share of an organisation was confirmed. It is recommended that future studies consider other recruitment and selection tools which were not considered in this study. Keywords: 1. Recruitment 2. Selection 3. Practices 4. Strategic 5. Goals

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“…HRMIS is one of the many integrated services in ERP [5]. Companies in the telecommunication, banking, and manufacturing industries mostly use HRMIS [6], however while implementing and adopting HRMIS, almost every organization faces challenges such as employee resistance to use, technological incompatibility, and incurring huge costs on installation and training of employees [7,8].…”

Section: Introductionmentioning

confidence: 99%

Employee Acceptance of Human Resource Management Information System: Integrated UTAUT and TTF Model in a Selected Public Firm in Sri Lanka

Sachitra,

Wimalasena

2024

SAJSSE

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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.

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Elements influencing the success of Human Resource Information System

Cited by 3 publications

References 13 publications

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

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

Effect of recruitment and selection practices on organisational strategic goals

Employee Acceptance of Human Resource Management Information System: Integrated UTAUT and TTF Model in a Selected Public Firm in Sri Lanka

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