Human resource information systems: a strategic contribution to HRM

2019 ◽  
Vol 35 (10) ◽  
pp. 4-6
Author(s):  
Ayesha Irum ◽  
Rama Shankar Yadav
Keyword(s):  
Information Systems ◽  
Performance Management ◽  
Human Resource ◽  
Organizational Context ◽  
Strategic Decision ◽  
Content Type ◽  
Employee Privacy ◽  
Resource Information ◽  
Human Resources Information Systems ◽  
Resource Function

Purpose The article presents an overview of the Human Resources Information Systems (HRIS) and its relevance in the current organizational context. It broadly captures the advantages of HRIS and the significant challenges involved in its implementation and succeeding stages. Design/methodology/approach A string of research articles in the domain is reviewed for the briefing. Findings HRIS is salient in supplementing various Human Resource (HR) functions ranging from HR planning to performance management. It can act as a catalyst in establishing the significance of HR in strategic decision making. It helps managers to effectively store large amounts of employee data and draw inferences from it to make pro-employee decisions. However, despite being relevant in HR functions, HRIS is often surrounded by concerns like employee privacy breach and misuse of information. Originality/value The article showcases the transformation of the Human Resource function to strengthen its strategic position in the organization and sustain HR professionals. Adoption of HRIS helps to convert HR to a data-driven function.

A Contingency Perspective on the Implementation of E Performance Management

2009 ◽  
pp. 197-202 ◽  
Author(s):  
Tanya Bondarouk ◽  
Jan Kees Looise
Keyword(s):  
Information Systems ◽  
Performance Management ◽  
Human Resource ◽  
Information Technologies ◽  
Office Automation ◽  
Organizational Conditions ◽  
Resource Information ◽  
Contingency Perspective ◽  
Key Words Growth ◽  
Information And Communication

A lot has been done in the research into information technologies for HR purposes. Beginning in the 1960- s, personnel management was an early candidate for office automation in payroll, benefits administration, and employee records holding (Ball, 2001). Typically, this information was stored in flat databases being interrogated via simple searching of key words. Growth in strategically focused HRM produced demands for information and communication developments in human resource information systems (HRIS). Growth in strategically focused HRM produced demands for information and communication developments in e-HRM. Empirical reports since then have indicated that the use of e-HRM has become more confident although still mainly for administrative purposes, and that e-HRM projects mainly remained technology-driven events, with the focus on the growing sophistication of information technology. As a result, in the first years in this field, e-HRM was subject to high failure rates and, today, the situation is little better (Bondarouk & Ruël, 2007; Keebler & Rhodes, 2002): While there have been periods during the last thirty years when human resource information systems have been more successful in the industry eye, there is no reason to think that it has become less serious. (Bondarouk & Rüel, 2007) The purpose of this article is to contribute to the discussion on the implementation of e-HRM in organizations by developing a contingency framework of what the organizational conditions are likely to support the process of adoption of one specific e-HRM application, e-performance management.

scholarly journals Human Resources Information Systems Implementation and Influences in Higher Education

2020 ◽  
Vol 11 (3) ◽  
pp. 65-84
Author(s):  
Ashkan Davarpanah ◽  
Norshidah Mohamed
Keyword(s):  
Higher Education ◽  
Information Systems ◽  
Human Resource ◽  
User Satisfaction ◽  
Information Quality ◽  
Education Institution ◽  
Resource Information ◽  
Human Resources Information Systems ◽  
Information Systems Implementation ◽  
Structural Assurance

The research seeks to develop and test a theoretical model to explain the implementation and influences of human resource information systems (HRIS's) for a Malaysian higher education institution. Data was gathered from 103 respondents in the institution using a survey questionnaire. Results show that system factor, through information quality, and institution-based trust, through situational normality and structural assurance, contribute to user satisfaction. User satisfaction and situational normality predict user-perceived HRIS benefits. Findings aid researchers and practitioners in human resource function when explaining user-perceived benefits and satisfaction with HRIS implementation. The research advances understanding of the role of HRIS in supporting human capital performance and enhancing productivity.

Influence of human resource capital information disclosure on investors’ share investment intentions

2017 ◽  
Vol 46 (3) ◽  
pp. 551-571 ◽  
Author(s):  
Sugumar Mariappanadar ◽  
Alma Kairouz
Keyword(s):  
Performance Management ◽  
Human Resource ◽  
Information Disclosure ◽  
Banking Sector ◽  
Strategic Human Resource Management ◽  
Annual Reports ◽  
Individual Investors ◽  
Content Type ◽  
Investment Intentions ◽  
The Impact

Purpose The purpose of this paper is to apply the strategic human resource management (HRM) perspective to investigate the schematic relationship between the dimensions of human resource (HR) capital information and intentions to use such information in individual investors’ decisions relating to investing equities in the banking industry. Design/methodology/approach A two-stage empirical study was conducted in 2010 using a four-part HR capital disclosure questionnaire, which was developed and validated in stage 1 (n=145) of the study. In stage 2 (n=157), current or previous shareholders in one of the Australian banking sector corporations participated in the study. The collected data were analyzed using confirmatory factor and logistic regression analyses. Findings The findings of this explorative study highlight that the individual investors’ perception on the importance of performance management dimension of HR capital information has varied impacts on their intentions to use such information in investment decisions to buy, hold on to, or sell stocks. Practical implications This study has made an important contribution to the strategic HRM and behavioral finance literature that the human capital information facilitates the propensity to avoid regrets in selling shares too early (dispositional effect bias) to achieve utility benefits in future which is different from the findings of financial information disclosure study. Originality/value A recent critical review of HR disclosure indicated that most of the published articles on HR capital have used company annual reports for data source. However, this is the first study that attempts to understand the impact of HR capital disclosure information on investment intentions from individual investors’ schema rather than drawing data from company annual reports.

The use of human resource information systems in two retail organisations in the Western Cape, South Africa

2017 ◽  
Vol 1 (2) ◽  
Author(s):  
Emmanuel Udekwe ◽  
Andre C. De la Harpe
Keyword(s):  
South Africa ◽  
Information Systems ◽  
Human Resources ◽  
Human Resource ◽  
The Body ◽  
Retail Industry ◽  
Successful Implementation ◽  
Western Cape ◽  
Report Generation ◽  
Resource Information

Orientation: The retail industry is the largest contributor to employment and the gross domestic product (GDP) in the Western Cape, South Africa. The management of human resources in this very competitive industry is a high priority for all retailers. The successful implementation, maintenance and use of human resource information systems (HRISs) are an integral part of many retailers.Research purpose: Human resource information systems are difficult to implement and maintain, and as a result, organisations cannot effectively utilise these systems to their benefit. The purpose of this paper is to explore the factors affecting the implementation, maintenance and use of HRISs in two retail organisations in the Western Cape.Motivation of study: Many retailers find it difficult to apply and utilise HRISs to their benefit and to the systems’ full potential. This study explores the challenges retailers are facing when implementing, maintaining and using HRISs.Research design, approach and method: Multiple case studies were used to conduct the research. Data were collected through a semi-structured questionnaire using interviews. Twenty-one interviews were conducted in the two retail companies to gain an understanding of the use of HRISs within these organisations. The data were analysed using a thematic method of analysis. The units of analysis were the Human Resources and the Information Technology departments of both companies. The units of observation were (21) purposively selected employees in the two mentioned departments of both retail organisations.Main findings: This research shows an under-utilisation of the HRIS in both companies as a result of poor data quality, lack of adequate training and the high cost of implementing and maintaining the system. There is a gap in terms of data analytics and report generation. This gap leads to the under-utilisation of the HRISs preventing the retailers to optimise the benefits of the HRIS.Practical and managerial implications: For organisations to reap benefits from HRISs, a change management strategy and a rigorous training programme are needed that will focus on the implemented maintenance and improved usage of these systems.Contribution: The contribution of the study includes proposed guidelines for the effective and efficient use of HRISs. The study further contributes to the body of knowledge in shedding light on the implementation, maintenance and use of HRISs in the retail industry in the Western Cape, South Africa.

Examining the dark side of human resource analytics: an empirical investigation using the privacy calculus approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sheshadri Chatterjee ◽  
Ranjan Chaudhuri ◽  
Demetris Vrontis ◽  
Evangelia Siachou
Keyword(s):  
Theoretical Model ◽  
Human Resource ◽  
Partial Least Square ◽  
Dark Side ◽  
Equation Modeling ◽  
Negative Consequences ◽  
Content Type ◽  
Employee Privacy ◽  
Proposed Model ◽  
Privacy Calculus

PurposeThe purpose of this study is to explore the negative consequences of human resource analytics applications using the privacy calculus approach.Design/methodology/approachBy using the existing literature and privacy calculus theory, a theoretical model has been developed. This model helps to examine the benefits and risks associated with HR analytics applications. The theoretical model was validated using the partial least square structural equation modeling (PLS-SEM) technique with 315 respondents from different organizations.FindingsHR analytics provides multiple benefits to employees and organizations. But employee privacy may be compromised due to unauthorized access to employee data. There are also security concerns about the uncontrolled use of these applications. Tracking employees without their consent increases the risk. The study suggests that appropriate regulation is necessary for using HR analytics.Research limitations/implicationsThis study is based on cross-sectional data from a specific region. A longitudinal study would have provided more comprehensive results. This study considers five predictors, including other boundary conditions that could enhance the model’s explanative power. Also, data from other countries could improve the proposed model.Practical implicationsThe proposed model is useful for HR practitioners and other policymakers in organizations. Appropriate regulations are important for HR analytics applications. The study also highlights various employee privacy and security-related issues emerging from HR analytics applications. The study also discusses the role of leadership support for the appropriate usage of HR analytics.Originality/valueOnly a few research studies have explored the issues of HR analytics and its consequences. The proposed theoretical model is the first to consider the negative consequence of HR analytics through privacy calculus theory. In this perspective, the research is considered to be novel.

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