Intention and Usage of Human Resource Information Systems among Ghanaian Human Resource Managers

Abstract

The purpose of this study is to investigate the intentions and usage of human resource information systems (HRIS) among Ghanaian HR managers and practitioners. In today's global networking era, information technology has become an integral part of human resource management. This is because the increasing pressure to support strategic goals and the greater focus on shareholder value has led to changes in both job content and expectations of Human Resource professionals. Hence, the use of Human Resource Information System has been used by HR professionals to become strategic managers. Survey methodology was adopted to obtain data from HR managers and practitioners in Ghanaian companies. A net-targeted sample of 175 respondents produced 100 usable questionnaires for analysis. The study results revealed that information technology (IT) has assisted "organizations to deliver state-of-the art HR services, and reduced operational costs of companies, regardless of the size of the firm". Advances in IT helps in resolving many of the challenges of HRM such as attracting, retaining, motivating employees, meeting the demands for a more strategic HR function, and managing the "human element" of technological change. Furthermore, effective HRIS has a direct positive influence on organizational performance.

Human Resource Information Systems Information Security and Organizational Performance of Commercial State Corporations in Kenya

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“…The modern technological environment is based on the intersection of digitalization, industry, IoT, legal and regulatory developments, cyber security culture, and information security. Businesses that carefully traverse and include these components will be in a better position to prosper in the digital age, properly controlling risks and guaranteeing the security of vital data (Awad & Fairhurst, 2018;Ankrah & Sokro, 2016). Human resource management (HRM) has seen a general shift in its role from traditional (also known as personnel management) to a strategic one, according to Quaosar & Rahman, 2021.…”

Development of Education Information System in Personnel Deployment

“…Besides, it is also to improve the information process in terms of speed, accuracy, and communication. [4]…”

The Impact of eHRM Practice on Organizational Performance: Investigating the Effect of Job Satisfaction of HRM Professionals

“…Moreover the eHRM field is yet continues as frantic and chaotic pace due to scanty of theoretical contributions (Strohmeier, 2007). Reviewing eHRM literature, it is seen that ample attention has provided on the eHRM pre-adoption stages such as "intent to adopt" (Ankrah and Sokro, 2016) and "eHRM adoption" (Bian, 2012;Teo et al, 2007) instead of the post-adoption issues such as "value creations" especially in developing nations. To this end, the current research seeks quantitative demonstration to absolutely comprehend the business importance of eHRM from the organizations of Bangladesh by ascertaining respondent's opinion on some selective drivers of eHRM practice and its impacts on Organization Performance (OP).…”