The Relationship between Human Resource Information System (HRIS) Functions and Human Resource Management (HRM) Functionalities

Abstract

The purpose of this paper is to discuss the relationship between Human Resource Information System (HRIS) functions and Human Resource Management (HRM) functionalities. The theoretical framework of this paper is based on previous HRM and HRIS research where the contributing role of HRIS is measured by the compliance and application level of HRIS functions to HR functionalities. A survey questionnaire was sent to five different banks and a response rate of 61.5% was received. The target groups of the questionnaire were HR departments that include HR managers and professionals in the Jordanian banking sector. In this study, human resource information system functions were found to have a relationship with HRM functionalities. More specifically, it was found that strategic integration, forecasting and planning, human resources analysis, and communication and integration have no relationship with human resource functionalities. Whereas, it was found that performance development, knowledge management, and records and compliance as dimensions of human resources information systems have a relationship with human resources functionalities.

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

“…One of the basic changes has been the modern use of Information System in support of HR process (Hagood & FriedmaHn, 2002). Thus, organizations today's are becoming heavily dependent on HRIS to raise the effectiveness of human resource management (Lippert& Michael Swiercz, 2005;Obeidat, 2012). Every organization nowadays considered HRIS as an integral part of any organization functions.…”

Adoption of Cloud Human Resource Information System in Egyptian Hotels: An Experimental Design Research

“…ATechnology application in HR has dramatically expanded and is remaining to change HRM functions and roles. HRIS is now used for management purposes as well as strategic and business decision-making purposes (Obeidat, 2012). Sadri and Chatterjee (2003) highlighted some advantages if the HRIS function was computerized in the cloud since a quick decision making was able to occur in the HR development, planning, and administration because data became much easier to store, retrieve, update, categorise, and analyse.…”

“…administrative applications, talent management applications, workforce management applications, service delivery applications, workforce analysis, decision making or support applications) (Mayfield et al, 2003;Hussain et al, 2007). HRIS involves many functions of corporate communication, recruitment and selection, training, employee opinion survey, compensation, payroll services and employee certification and staff related information and demographics (Ball, 2001;Obeidat, 2012) . Cloud HRIS includes functions of transaction processing systems, communication systems, decision support systems, and some elements of artificial intelligence.…”

Human Resources Information Systems: Transactional and Strategic Paradigm

“…The research studies highlight the fact that the HRM function due to its complexity, process intensity and variety of procedures and information is one among last remaining management functions intended for automation and digitalisation which indicates complexity and difficulties in developing one such a comprehensive system in comparison with some other organisational business functions (Obeidat, 2012;Sotiropoulos, 2014;Sareen, 2015). This type of HRIS can be considered as the ideal model because it generates a range of information critical for effective decisions making processes including the organisation's HR services, and consequently it can be considered as a benchmark for adoption and implementation of an HRIS in the organisation (Delmotte et al, 2012;Bhuiyan et al, 2015).…”