Usage of Human Resource Information System and Its Application in Business: A Study on Banking Industry in Bangladesh

Abstract

The study aimed at examining the perceived importance of human resource information system (HRIS) in business. A structured questionnaire was used to get an opinion from human resource end-users from the 55 scheduled banks consisted of 8427 branches. A total of 1200 responses were returned as the complete form. The study then extracted the perceived important reasons of using HRIS in business through principal component (PCA) analysis. In addition, one-way analysis of variance (ANOVA) was tested to examine the variance levels among the responses. The results of the existing study revealed that HRIS only automates the repetitive HR functions but also facilitates HR end-users in allocating workforces effectively, promoting suitable corporate culture, designing employees' career plan and improving services to the employees. Further, it found no significant variances among HR end-users' responses on the perceived importance of HRIS according to their demographic variables. Albeit many studies had been conducted on the importance of HRIS, there was hardly any study that had gone through factor analysis. However, this study provided broad evidence to enrich the existing literature in the respective field, with improved methodological and measurement issues including factor analysis over the previous studies, to unleash the importance of HRIS in business.

Human Resources Information System Impact on Organization Performance: The Roles of Human Capital and HR Analytics

“…Understand the effect of HR Analytics on the relationship between HRIS and Organizational Performance. 6. Statistically analyze the data collected, relate the research findings to previous studies, find similarities, differences, and the main points that could emerge during the investigation.…”

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).…”