The level of the usage of the human resource information system and electronic recruitment in Croatian companies

Abstract

Abstract. Performing business according to contemporary requirements influences companies for continuous usage of modern managerial tools, such as a human resource information system (HRIS) and electronic recruitment (ER). Human resources have been recognised as curtail resources and the main source of a competitive advantage in creation of successful business performance. In order to attract and select the top employees, companies use quality information software for attracting internal ones, and electronic recruitment for attracting the best possible external candidates.The main aim of this paper is to research the level of the usage of HRIS and ER within medium-size and large Croatian companies. Moreover, the additional aim of this paper is to evaluate the relationship among the usage of these modern managerial tools and the overall success of human resource management within these companies.For the purpose of this paper, primary and secondary research has been conducted in order to reveal the level of the usage of HRIS and ER as well as the overall success of human resource management in Croatian companies. The companies' classification (HRIS and ER) is done by using the non-hierarchical k-means cluster method as well as the nonparametric Kruskal Wallis test. Further, the companies are ranked by the multicriteria PROMETHEE method. Relevant nonparametric tests are used for testing the overall companies' HRM. Finally, binary logistic regression is estimated, relating binary variable HRM and HRIS development. After detailed research, it can be concluded that large Croatian companies apply HRIS in majority (with a positive relation to HRM performance), but still require certain degrees of its development.

The Relevance of Sectoral Clustering in Corporate Debt Policy: The Case Study of Slovak Enterprises

“…Thus, it demonstrates that, while enterprises between classes should be viewed as diverse, homogeneity may be assumed inside these groups. Pivac and Pecariec (2010) used cluster analysis to classify ten countries in transition according to the key indicators of the state and trends in foreign indebtedness. According to Campos and Cysne (2021), a crucial factor in determining the likelihood of a debt default is the link between sovereign risk and the degree of debt.…”

Human resource information systems of medium-sized firms

“…Respondents were a cross section of managerial-level employees from non-IT division and non-HR division, who were using the system for at least one year in the respective firms. These individuals use HRIS as a managerial tool for processing routine transactions, generating regular reports for decision making and control, and strategic planning and decision making [11]. The respondents had considerable understanding about the HRIS System in their current organizations.…”

“…In this regard, the HRIS literature identifies that the use of HRIS largely remains in the hands of its end-users and their perceptions on its adoption [9] [3] [10]. End users of HRIS are of two types, i.e., users associated with the HR function and others, such as middle-level managers who are interested in human resource information for decision making and control and senior-level managers who deals with strategic planning and decision making [11]. The current study investigated perceptions of managerial-level employees for their experiences of HRIS use in medium-sized firms in a developing country, Sri Lanka.…”

Human Resource Information System: A Review of Previous Studies

“…Eleven articles can be determined in the study of human resource information systems role in organization, (Preet, Assistant, Jindal, & Samim, 2011), (Gizela S tangl , Agnes Slavic Nemanja Berber, 2016), (Hoell, Hoell, & Greenhalgh, 2012), (Preet et al, 2011), (Karikari et al, 2015), (Carole Tansley & Sue Newell, 2007), (Joan C. Hubbard & Thomas, 1998), (Maguire & Redman, 2007), (Ordóñez De Pablos, 1994), (Lengnick-Hall & Lengnick-Hall, 2006), and (Buckley, Minette, Joy, & Michaels, 2004), five papers concentrated on higher education of human resource information system, (Altarawneh & Al-Shqairat, 2010), (Davarpanah & Mohamed, 2013), (Sharma & Nathawat, 2014), (Nisha Bamel, 2014), and (Mohd Fuad Salleh, 2017), eighteen articles can be assigned to the study of human resource information system in general and covered human resource information usage in human resource management area, (Mohammed Owais Qureshi & Syed Rumaiya Sajjad, 2013), (Garg., 2013), (Pivac, Tadić, & Marasović, 2014), (Bhuiyan & Osman Gani, 2015), (Maskuri & Zin, 1999), (Zafar, 2013), (Nishad Nawaz, 2012b), (Germeier, Frese, & Bücken, 2003), (A. Raiden, Williams, & Dainty, 2008), (Hrdevadeshsharma & Nathawat, 2014), (Hussain, Wallace, & Cornelius, 2007), (Gerardine DeSanctis, 1986), (Gascó, Llopis, & Reyes González, 2004), (Ken Gregson, 1996), (Bondarouk & Looise, 2005), (Townsend & Bennett, 2003), (Maier, Laumer, Eckhardt, & Weitzel, 2013), and (Broderick & Boudreau, 1991).…”