scholarly journals Human Resource Digital Transformation of IT Sector in India

Webology ◽  
2021 ◽  
Vol 18 (1) ◽  
pp. 219-232
Author(s):  
Jayendira P Sankar ◽  
G. Yoganandham ◽  
R. Kalaichelvi ◽  
Jeena Ann John ◽  
Badella Uday Kumar
Keyword(s):  
Information Technology ◽  
Human Resource ◽  
Positive Influence ◽  
Digital Transformation ◽  
Technology Sector ◽  
Family Balance ◽  
Information Technology Sector ◽  
Work Family Balance ◽  
Work Family ◽  
Employee Experience

Information technology sector plays a vital role in the economy of the country. So the present study focused on the information technology sector of India to determine the effectiveness of human resource digital transformation. The administrative activities include personal record, updating details and benefits information, employee experience comprise cultural environment, technological environment and physical environment, and work-family balance encompass personal relationship, physical & mental health and overall happiness as independent variables. A total of 336 sample data collected from the employees of the information technology sector from Chennai. The goodness of model fit, composite reliability, discriminant validity between constructs, PLS path modelling utilized in full-fledged structural equation modelling by adopting SmartPLS to test the hypothesis. Employee experience has a positive influence; administrative tasks and work-family balance do not have a positive influence on human resource digital transformation. The results of the effectiveness of human resource digital transformation help the organization in decision-making and emphasize their action.

scholarly journals Transformation towards Human Resource Information Systems

2015 ◽  
Vol 26 ◽  
pp. 30-50
Author(s):  
J. Anitha ◽  
M. Aruna
Keyword(s):  
Information Technology ◽  
Information Systems ◽  
Human Resource ◽  
Large Scale ◽  
New Technologies ◽  
Main Tool ◽  
Influential Factors ◽  
Resource Information ◽  
Technology Sector ◽  
Information Technology Sector

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.

Human Resource Management Strategies of the Indian Information Technology Sector Post-Pandemic

2021 ◽  
pp. 191-210
Author(s):  
Kannan Rajagopal ◽  
Vaisahli Mahajan ◽  
Krishna Chandan Ayyagari
Keyword(s):  
Information Technology ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Strategies ◽  
Secondary Data ◽  
Employee Morale ◽  
Employer Branding ◽  
Technology Sector ◽  
Information Technology Sector

The objective of this chapter is to discuss the changes incorporated in the human resource management strategies post-pandemic situation owing to the COVID-19 pandemic which has instigated disaster across the Indian information technology sector. However, the information technology (IT) industry has been cruising through the situations steadily compared to the other sectors as it has adopted certain innovative human resource (HR) management strategy coupled with technological innovation. The theoretical investigation using the secondary data sources and views of HR professionals clearly reveals that the information technology sector has incorporated strategic changes to restore the balance and control the distortion caused by the COVID-19 pandemic to the industry. More specifically, the diverse HR strategies incorporated by the IT firms in their efforts were focused to combat the economic repercussions caused by the pandemic, keeping in mind the financial strength of the company, employee morale, future business outlook, and employer branding.

scholarly journals Does board gender diversity affect firm performance? Empirical evidence from Standard & Poor’s 500 Information Technology Sector

2021 ◽  
Vol 7 (1) ◽  
Author(s):  
Liliana Nicoleta Simionescu ◽  
Ştefan Cristian Gherghina ◽  
Hiba Tawil ◽  
Ziad Sheikha
Keyword(s):  
Information Technology ◽  
Fixed Effects ◽  
Gender Diversity ◽  
Ordinary Least Squares ◽  
Positive Influence ◽  
Company Performance ◽  
Corporate Boards ◽  
Technology Sector ◽  
Information Technology Sector ◽  
Board Gender Diversity

AbstractThe essence of this study is to investigate the influence of the board gender diversity on firms’ accounting and market-based performance using a sample of Standard & Poor’s 500 companies belonging to the information technology sector over 12 years. Using the pooled ordinary least squares (OLS) method, the outcomes provide evidence for a positive influence of women on corporate boards on both measures of company performance, except for the percentage of female executives in the case of return on assets (ROA). After estimating the fixed effects and random-effects through panel data, the econometric outcomes show no statistically significant association among board gender diversity and ROA but a positive influence of the number and percentage of women on board on price-to-earnings ratio.

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