The Impact of Human Resource Information System (HRIS) Applications on Organizational Performance (Efficiency and Effectiveness) in Jordanian Private Hospitals

Khashman, Iyad Mohammad Ali; Khashman, Aysar Mohammad

doi:10.5296/jmr.v8i3.9419

Cited by 13 publications

(8 citation statements)

References 19 publications

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“…The use of HRIS enables the employees to manage their schedule and tasks with more efficient behaviour and eventually increase their working and innovation. Also, this result was related to the findings of Barišić et al (2018); Khashman & Khashman (2016); Scupola & Pollich (2019) that specified that an increase in using HRIS could help organizations to increase their effectiveness and efficiency and this positively influences the employee's attitude and their innovation.…”

Section: Conclusion and Discussionsupporting

confidence: 53%

Role of HRIS and Knowledge Sharing Behaviour towards Innovation Capability: Moderating role of Organizational Citizenship Behaviour

Shaikh

Diwan

Kumar

2021

JEMI

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The objective of the study was to examine the impact of HRIS usage and knowledge sharing behaviour on the innovation capability of banking sector employees. The study also investigated the moderating role of organizational citizenship behaviour in the effect of HRIS usage and knowledge sharing behaviour on innovation capability. Resource-Based View and Organizational Citizenship Behaviour theories are applied in this research. This study is based on a quantitative approach for data collection and the data was examined using a correlational research design. The target population of this study is based on the employees of private banks of Karachi, Pakistan. The sample size was 187 responses which were analyzed using linear regression. The results showed that human resource information system usage has a positive and significant effect on employee’s innovation capacity. Similarly, knowledge-sharing behaviour was also found positive but had an insignificant effect on employee’s innovation capacity. The results also demonstrated that organizational citizenship behaviour has a positive and significant moderated effect on the relationship of human resource information systems and employee’s innovation capacity and in the relationship between knowledge-sharing behaviour and employee’s innovation capacity. This study provides a model to management leaders and practitioners who can look into employees’ creative capabilities and leverage them. The study suggests that certain actions need to be implemented by top management to foster a positive attitude towards employees' innovation capacity through proper HRIS usage and knowledge-sharing behaviour over the span of time. Lastly, implications and avenues for future research are also suggested at the end of the paper.

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Section: Conclusion and Discussionsupporting

confidence: 53%

Role of HRIS and Knowledge Sharing Behaviour towards Innovation Capability: Moderating role of Organizational Citizenship Behaviour

Shaikh

Diwan

Kumar

2021

JEMI

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“…Efficiency is described as an organization's degree to achieve its goals and is a determining criterion used to identify how much an organization comes closer to the specified goal by using at a certain extent and efficiency of the inputs such as workmanship, raw materials, materials, information and employees in the course of the goals. In other words, it is the measurement of the rate of achievement of the performance criteria set forth in the strategic plan [62].…”

Section: The Role Of Hris On Oe: Literature Surveymentioning

confidence: 99%

The Role of Human Resource Information System on Operational Efficiency: Evidence from MNCs Operating in Bangladesh

Hosain

Arefin²,

Hossin

2020

AJEBA

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The study made an attempt to reveal the role of human resource information system (HRIS) on the operational efficiency (OE) of selected multi-national corporations (MNCs) in Bangladesh. For due purpose, five components of HRIS (Job analysis, e-recruitment & selection, e-compensation & benefit, e-performance appraisal and e-communication) have been selected based on literature as the independent variables while OE has been considered as the dependent one. The study was conducted based on a sample size of 256 top & 308 mid level managers of 11 MNCs operating in Bangladesh. The respondents were selected through convenience sampling technique and the data was collected using a detailed structured survey instrument. The authors utilized Pearson’s correlation coefficient for testing the relationship between the variables; and, linear and multiple regression analysis for testing the validity of assumed hypotheses. After utilizing the specified statistical tools, the results indicated that all the five components of HRIS had positive relationships with operational efficiency while the relationship is strongest for e-recruitment & selection followed by e-communication. The findings of this study are expected to be valuable for HR managers in adopting and understanding the conductive results of HRIS applications at organizations as well as for academicians to study the contribution of HRIS to a further extent.

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“…Kshaman in his study on Jordanian hospitals recommended usage of HRIS by employees. Focusing on human resource information system, the work culture changes and achieves expected outcome and organizational performance at all levels can be maximized [14] .…”

Section: Review Of Literaturementioning

confidence: 99%

HRIS Driving Health Care Institutes

Kannipamula¹,

Rao²

2019

IJITEE

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An effort is made in this paper to show case the concept of current status of Human Resource Information System and empirical analysis on learning mode of hospital personnel. The traditional practices of HRM used in the present business arena is time taking and includes lengthy processes. The integration between the departments has become the challenging aspect to be considered. The data generated from the HR department becomes the primary base for other functional departments to work and helps scheduling, compensating and decision making. The term automation brought the era of digitally linking the traditional human resource management to technical human resource management. Based on various standard HRM models a model is developed to show the integrated use of technically developed HRM practices in attaining Global competitiveness. The literature review indicates the necessity of globally competitive HRM practices in every sector including service sectors and various departments of business. Data is drawn from global competitiveness report of the year 2017-2018 and analyzed in various dimensions. Primary data is collected from 40 hospital personnel in Vijayawada region.

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The Impact of Human Resource Information System (HRIS) Applications on Organizational Performance (Efficiency and Effectiveness) in Jordanian Private Hospitals

Cited by 13 publications

References 19 publications

Role of HRIS and Knowledge Sharing Behaviour towards Innovation Capability: Moderating role of Organizational Citizenship Behaviour

Role of HRIS and Knowledge Sharing Behaviour towards Innovation Capability: Moderating role of Organizational Citizenship Behaviour

The Role of Human Resource Information System on Operational Efficiency: Evidence from MNCs Operating in Bangladesh

HRIS Driving Health Care Institutes

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