Transformation towards Human Resource Information Systems

Abstract

This paper has explored the various factors namely technological factors, organisational factors, environmental factors and psychological factors that influence in the adoption of Human Resource Information Systems (HRIS). The purpose of the paper is to focus on the factors essential for the adaptability and capability of companies to accept the introduction of information systems like HRIS. The paper is descriptive in nature and the respondents are the users of HRIS in small, medium and large scale companies. The users are the employees, managers and executives of the information technology sector. The techniques of descriptive statistics, one way ANOVA, correlation, and linear regression are used in the analysis to measure the existing level of the influential factors of HRIS. The environmental factor is found to have a profound influence on the adoption of HRIS. This implies that the competitiveness and external pressure are the vital forces for the company to sustain in the global environment and in adopting new technologies. As, this paper has focused only on the respondents from the information technology sector,it can be extended to manufacturing and automobile sectors for a comprehensive model development. The model developed can be considered as a main tool for an organisation for introducing new information systems like HRIS. This also encompasses specific components for successful adoption of HRIS.

Elements influencing the success of Human Resource Information System

“…Moreover, when considering human capital management, HRIS plays a vital role. According to (Anitha & Aruna, 2015), HRIS is the bridge to merge HR and IT.…”

“…Moreover, the HRIS creates a platform for decision-makers to find the information for their decisions. The research scholar of (Anitha & Aruna, 2015) mentioned that from the 1960s onwards, organizations used electronic practices for personal management concerning the functions of planning, administration, coordination, and control. The previous research of (Kagehi S. j., 2015) found that organizational characteristics, IT planning, corporate culture highly influence the execution of HRIS in the IT firms in Kenya.…”

“…These resources also are classified as physical resources and human resources. Men are the most identical and significant asset compare to others (Anitha & Aruna, 2015). The beauty here is physical resources activate through human resources.…”

“…In this context, it is crucial to find the elements influencing the success of the HRIS in manufacturing companies. Instead, the involvement of technology in the production-oriented process generates quality output to the customers (Anitha & Aruna, 2015). In manufacturing organizations, they use more labor for their operations.…”

“…Moreover, improved data quality, systematic processing, speed, and provide trusted results. Because of all these pros finally increase organizational productivity (Anitha & Aruna, 2015).…”