Feasibility of implementing the human resource payroll management system based on cloud computing

Abstract

PurposeThe present study is descriptive research in terms of purpose, descriptive analysis in terms of nature and cross-sectional research in terms of time. The study’s statistical population includes all employees and managers of the China City Organization selected as sample members using random sampling method and Krejcie table of 242 people. The questionnaire was modified and revised based on the goals, tasks and mission of the target organization to collect information. In data analysis, due to the normality of data distribution, the structural equation modeling method is used to evaluate the causal model, reliability and validity of the measurement model. Evaluation and validation of the model are done through the structural equation model. Questionnaire-based model and data are analyzed using Smart PLS 3.0. The main purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.Design/methodology/approachNew technologies require innovative approaches for creating valuable opportunities in an organization to integrate the physical flows of goods and services and financial information. Today, cloud computing is an emerging mechanism for high-level computing as a storage system. It is used to connect to network hosts, infrastructure and applications and provide reliable services. Due to advances in this field, cloud computing is used to perform operations related to human resources. The role, importance and application of cloud computing in human resource management, such as reducing the cost of hardware and information software in hiring, job planning, employee selection, employee socialization, payroll, employee performance appraisal, rewards, etc., is raised. This way, human resource management teams can easily view resumes, sort candidates and observe and analyze their performance. Cloud computing is effective in implementing human resource payroll management systems. Therefore, the primary purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.FindingsTesting the research hypotheses shows that the dimension desirability of ability and acceptance is provided in dimensions related to the minimum conditions required to implement cloud computing technology in the organization. For this reason, the feasibility of implementing the systems based on cloud computing in companies must be considered.Research limitations/implicationsThis study also has some limitations that need to be considered in evaluating the results. The study is limited to one region. It cannot be assured that the factors examined in other areas are effective. The research design for this study is a cross-sectional study. It represents the static relationship between the variables. Since cross-sectional data from variable relationships are taken at a single point in time, they are collected in other periods. As a proposal, future researchers intend to investigate the impact of Enterprise Resource Planning (ERP) systems based on cloud computing.Practical implicationsThe research also includes companies, departments and individuals associated with systems based on cloud computing.Originality/valueIn this paper, the feasibility of implementing the human resource payroll management system based on cloud computing is pointed out, and the approach to resolve the problem is applied to a practical example. The presented model in this article provides a complete framework to investigate the feasibility of implementing the human resource payroll management system based on cloud computing.

Fuzzy comprehensive evaluation and quantitative weight analysis in structure management of human resources

“…This includes using data analytics tools to collect and analyze employee data, which can help companies identify trends and patterns in employee behavior and performance. It also involves adopting digital platforms and tools for recruitment, onboarding, and performance management, which can streamline HR processes and enhance the employee experience [32,33].…”

Managing Talent Among Healthcare Human Resource: Strategies for a New Normal

“…The adoption of digital technologies has changed HRM to e-HRM, enabling human resource administration from anywhere at any time. The recruitment and selection process, payroll management, attendance tracking, paperwork and other associated tasks all have benefited from the use of technology (Arora & Chakrabarti, 2013; Gupta et al, 2018; Nikolaou, 2021; Rhemananda et al, 2021; Zhao & Rabiei, 2022). As globalisation increased, many multinational organisations adopted the use of HRIS (Lippert & Swiercz, 2005).…”

“…E-recruitment, a process that includes attracting potential candidates, advertising opportunities and jobs, maintaining candidate resumes and profiling, has become an integral part of recruiting employees in an organisation (Gurol et al, 2010). Cloud services and data analytics are used to gather and analyse a large amount of data (Black & van Esch, 2020; Zhao & Rabiei, 2022). Simulation- and technology-based role-playing exercises are used to gauge a candidate’s mindset and behaviour (Civico, 2019; Saphiro, 2018; Thiriot et al, 2011).…”

“…Mobile solutions, gamification and use of avatars are used during on-boarding to train new employees and for employee development on creative thinking and social aspects. Knowledge management and all employee- and company-related documentation are maintained on cloud servers for quick access from just about anywhere (Rhemananda et al, 2021; Zhao & Rabiei, 2022). E-payroll management is utilised in almost every organisation that is interested in processing a large amount of information related to salary quickly and efficiently.…”

Construction and Empirical Research on the Evaluation Index System for Online Teaching Quality: A Case Study of Sports Rehabilitation<br /> <div> <br /> </div>

“…In the future, as online education continues to evolve, the evaluation index system will undergo further refinement and enhancement [9][10][11][12][13]. By integrating emerging teaching technologies and methodologies, combined with feedback from students and instructors, the accuracy and practicality of the evaluation index system can be further improved.…”