Human Resources Information Systems Implementation and Influences in Higher Education

Abstract

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.

A systematic literature review of Human Resource Information System (HRIS) usage in the health system of South Africa

“…Butt's (2020) study on the implementation of HRIS found that the lack of IT proficiency, IT structure, financial unwillingness and top management support have negatively affected the use of HRIS for competitive advantage. For competitive advantage to be achieved, Davarpanah and Mohamed (2020) are of the view that health workforce satisfaction brings about the optimised efficiency of the system (i.e. HRIS).…”

Descriptive literature review of human resource information systems (HRIS) adoption issues in the health sector, South Africa

“…Thus, HRIS is a software solution for challenges linked to, among others, data tracking and data information of workers (Anupa, 2021). Studies on the use of HRIS in the health sector have been conducted, yet there are unanswered questions regarding the capacity of HRIS to improve the quality of health services in South Africa (Iwu, Allen-Ile, & Ukpere, 2012;Tursunbayeva, Bunduchi, Franco, & Pagliari, 2017;Davarpanah & Mohamed, 2020). There are various types of information systems that make up the HRIS.…”

Bolstering the role of human resource information system on employees’ behavioural outcomes of selected manufacturing firms in Nigeria

“…Despite the undeniable benefits of modern technology, most manufacturing firms, particularly small and medium-sized businesses, cannot profit from it fully. In 2012, the Institute of Management and Administration performed a poll, in the survey, respondents identified a lack of employees, a lack of budget, difficulty with time management, the need to collaborate with other departments, and a lack of information technology assistance as challenges in administering HRIS [ 3 ], because these are general barriers to any information system, a list of more specific barriers may arise throughout the implementation and management of HRIS. Some of these roadblocks are related to ambiguity in identifying the key people responsible for basic HRIS design, the difficulty in formulating HR policies under multiple national laws, the risk of losing personal data stored in HRIS, and the difficulty in measuring the behavioural dispositions of manufacturing employees [ 4 ].…”