Technology Acceptance of HRIS

2019 ◽  
Vol 11 (4) ◽  
pp. 35-45
Author(s):  
Nagadeepa C. ◽  
Sibi Shaji ◽  
B. Rose Kavitha
Keyword(s):  
Information Technology ◽  
Information System ◽  
Human Resource Management ◽  
Technology Acceptance ◽  
Human Resource ◽  
Digital Technology ◽  
Educational Institutions ◽  
Resource Information ◽  
Digital Era ◽  
Upper Level

In the digital era, people are shifting from human involvement to digital involvement. They expect everything do be done in single touch. In this fast world, digital technology has grown so much that people use the information technology in all their activities. This article focuses on the digital technology used for human resource management in B-Schools. It is understood that there are plenty of HRIS tools that are available to be used in the educational institutions. For the current study, the researchers focused the study towards the B-Schools in India. The respondents were employees of various B-Schools in Bangalore. This study considered 120 employees (low, middle and upper level) from various B-Schools. The study was to understand the effectiveness of the human resource information system tools in B-Schools using SEM.

HRIS Readiness Among Faculties in B Schools for Human Development

2021 ◽  
pp. 14-34
Author(s):  
Nagadeepa C. ◽  
Sibi Shaji
Keyword(s):  
Technology Acceptance ◽  
Human Resource ◽  
High Rate ◽  
Educational Institutions ◽  
Web Based ◽  
Resource Information ◽  
Digital Era ◽  
Upper Level ◽  
Acceptance Model ◽  
Very High

Human resource departments implementing ICTs is becoming a common phenomenon in corporations and it's referred to as human resource information system (HRIS). In the digital era, people are shifting from human involvement to digital involvement. HRIS transforms the HR service delivery using web-based technology. HR departments are able to provide effective services when they utilize HRIS. This chapter focuses on the digital technology used for human resource management in b-schools. It is understood that there are plenty of HRIS tools that are available to be used in the educational institutions. For the current study, the researchers focused the study toward the b-schools in India. The respondents were employees of various b-schools in Bangalore. This study considered 120 employees (low, middle, and upper level) from various b-schools. This led to the understanding that there is a very high rate of effectiveness in the usage of HRIS tool in any institution, which is proved using the technology acceptance model (TAM).

scholarly journals EMPLOYEE PERCEPTION TOWARD THE IMPECT OF INFORMATION TECHNOLOGY IN HUMAN RESOURCE MANAGEMENT

2017 ◽  
Vol 5 (7) ◽  
pp. 298-308
Author(s):  
Vinay Saxena ◽  
Rohit Sharma
Keyword(s):  
Decision Making ◽  
Information Technology ◽  
Information System ◽  
Human Resource Management ◽  
Human Resource ◽  
Resource Information ◽  
Communication Processes ◽  
Main Components ◽  
Role Of It

Human Resource Information technology is a software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting, recruiting selecting and many others. In the present time the role of IT in HRM is very wide and special An IT in HRM generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness. An IT in HRM offers HR, payroll, benefits, training, recruiting and compliance solutions Most are flexibly designed with integrated databases, a comprehensive array of features, and powerful reporting functions and analysis capabilities that you need to manage your workforce. This can give back hours of the HR administrator’s day previously spent attending to routine employee requests. An IT in HRM  also facilitates communication processes and saves paper by providing an easily-accessible, centralized location for company policies, announcements, and links to external URL’s. Employee activities such as time-off requests and W-4 form changes can be automated, resulting in faster approvals and less paperwork. An affordable Human Resource Information System allows companies to manage their workforce through two powerful main components: HR  & Payroll. In addition to these essential software solutions, HRIS offers other options to help companies understand and fully utilize their workforce’s collective skills, talents, and experiences.

Exploring the Relation between the Use of HRIS and their Implementation in Spanish Firms

2011 ◽  
pp. 967-975
Author(s):  
José Antonio Fernández-Sánchez ◽  
Susana de Juana-Espinosa ◽  
Jorge Valdés-Conca
Keyword(s):  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Quantitative Research ◽  
Resource Information ◽  
Depth Analysis ◽  
Information Products ◽  
Definition Of ◽  
Practical Implications

An information system (IS) is “a set of people, procedures, and resources that collects, transforms, and disseminates information in an organization. A system that accepts data resources as input and processes them into information products as output” (O’Brien & Marakas, 2005). Likewise, the definition of human resource information Systems (henceforth HRIS) can be expressed as an IS that deals only with information related directly to the human resource management (HRM) area (Tannenbaum, 1990). Initially, computerized HRIS were only useful for administrative purposes. However, in the course of the last decade, that tendency has changed markedly and a strategic re-orientation of these applications is nowadays considered desirable and necessary for companies competing in today’s uncertain, complex and ever-developing environment. This phenomenon has turned HRIS into a major strategic means, capable of providing information about the actual capacity of the firm, its potential, and the potential of its competitors. This research paper aims to provide an in-depth analysis of HRIS usage as a tool for assisting in recruitment decisions. This was carried out in accordance with the empirical findings of a quantitative research on selection and recruitment processes in Spanish firms. This paper reports and evaluates the major results of this current study and discusses its theoretical and practical implications with a view to increasing the effectiveness of HRIS usage for its recruitment processes.

The Practice of Optimization and Improvement of Human Resource Management Informatics in State Grid Company

2014 ◽  
Vol 687-691 ◽  
pp. 4674-4678
Author(s):  
Ben Wang ◽  
Yuan Ren ◽  
Jian Zhang ◽  
Yue Zhu Ma ◽  
Yu Wei Yin
Keyword(s):  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Information Management ◽  
Human Resource ◽  
Information Management System ◽  
Integration Scheme ◽  
Application Integration ◽  
Information Platform ◽  
Resource Information

We carry out research on the practice of optimization and improvement of human resource management informatics in State Grid Company, in order to improve human resource information harvest and enhance the depth and breadth of management. Being the creed file of the system, this paper describes the overall technology framework, deployment scheme and application integration scheme. The SG-ERP human resource information management system is an information platform that is transverse integration and lengthways transfixion, covering the whole business and staff. It also upgrades the scope of the human resource information system and the support capability, both interior and exterior information, for human resource operation.

scholarly journals The Impact of Human Resource Information System on Human Resource Management: A Case Study of Bank of Baroda Dharwad City

2021 ◽  
Vol 9 (VI) ◽  
pp. 5022-5028
Author(s):  
Mr. Vijay N Budihal
Keyword(s):  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
New Thought ◽  
Human Resource Information System ◽  
Resource Information ◽  
Human Resource System ◽  
The Impact

Human Resource system isn't a brand-new thought currently. it's gained large quality among companies round the world. It plays a significant role in Human Resource management with in a bank. Human Resource management with plays a big role in managing the manpower of any banks. Ineffective Human Resource management with might cause insignificant variety of workers. Thus, HR planning permits cheap management with of human resource in a bank. the key aim of this paper is to focus the impact of Human Resource information system on Human Resource management activities. The results of paper recommend that Human resource Information system play a really important role in effectiveness of HR managementfunctions in abank.

Information technology, knowledge management and human resource management

2018 ◽  
Vol 48 (2) ◽  
pp. 255-276 ◽  
Author(s):  
Lejla Turulja ◽  
Nijaz Bajgoric
Keyword(s):  
Information Technology ◽  
Knowledge Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Performance ◽  
Structural Models ◽  
Dynamic Capability ◽  
Content Type ◽  
It Capability ◽  
Digital Era

Purpose Drawing on dynamic capability view, this study aims to offer a conceptual framework to clarify the nature of the effects of firm’s information technology (IT) capability, knowledge management (KM) capability and human resource management (HRM) capability on organizational business performance. IT is the driver that changes all aspects of doing business in the digital era, while both knowledge and human resources (HR) are being increasingly regarded as key levers of competitive advantage in today’s global, dynamic and complex business environment. Design/methodology/approach The survey methodology was used to collect data. To clarify the relationships between IT capability, KM capability and organizational business performance, the qualitative literature review has been conducted. This review has revealed the three structural models presenting possible interactions between observed constructs. Confirmatory factor analysis has been used for the evaluation of proposed measurement models while structural equation modeling has been used for structural models’ assessments and hypotheses testing. Findings IT capability enhances HRM capability which enhances KM capability. As a result, KM capability together with IT capability enhances organizational business performance. In addition, there is an interaction effect of KM capability and HRM capability on business performance. Research limitations/implications First, the sample is based on the emerging economy firms. Second, the use of a self-rating performance measure may be a limitation of the study. Third, the data are not completely normally distributed. Fourth, specificities of different industries were not the subject of analysis in this paper. This should be considered in the interpretation and understanding of the results. Practical implications From managerial point of view, the paper indicates what managers can do to master their dynamic capabilities, especially those relevant to the business in the digital era. Firms are urged to develop and improve their capabilities to face dynamic environment and intense competition, as well as business globalization. However, to improve certain capability, firms should develop others as well because of their interconnectedness. Originality/value The main academic contribution of this study is reflected through the development of the integrative model which is aimed at identifying the interrelationships among IT, KM, HRM and business performance. The results indicate the importance of observing interconnections between the firms’ various capabilities to verify the premise of the dynamic capability view. This paper identified relationships between most prominent firm’s resources for the digital era: knowledge, HR and IT. The results show causes and effects of relationships between capabilities related to these resources.

scholarly journals NORMALISASI SEBAGAI SALAH SATU METODE UNTUK MEMBANGUN DATABASE DALAM ERA REVOLUSI TEKNOLOGI SISTEM INFORMASI

2004 ◽  
Vol 3 (1) ◽  
Author(s):  
Bonnie Soeherman
Keyword(s):  
Information Technology ◽  
Information System ◽  
Information Systems ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Operation Management ◽  
The Other ◽  
Successful Business ◽  
Management Operation

Information systems and information technology have become a fundamental component of successful business and organization. That's the same important thing as studying marketing, human resource management, operation management, accounting, and the other business components. That's why most managers, entrepreneur, and other business professional have to understand of information system, as it is understand the other business components. This article describes the concept of normalization as one of the methods of building database. This method is recognized as the key success of database's function within companies.

scholarly journals HUMAN RESOURCE INFORMATION SYSTEM AS A STRATEGIC TOOL IN HUMAN RESOURCE MANAGEMENT

2012 ◽  
Vol 5 (1) ◽  
pp. 6-15
Author(s):  
Ebenezer Ankrah ◽  
Evans Sokro
Keyword(s):  
Decision Making ◽  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Strategic Decision ◽  
Strategic Decision Making ◽  
Human Resource Information System ◽  
Resource Information

The purpose of this research is to identify specifically, how the use of Human Resource Information Systems (HRIS) contributes to the effectiveness of strategic human resources management and to examine the strategic importance of using HRIS at the workplace. Relevant review of various HRIS literature were undertaken which culminated into the development of a conceptual model and the formulation of hypotheses to test the proposal that there is relationship between independent variables- HRIS- and the dependent variables- Cost and Time Savings (CTS), Decision Making Contribution (DMC), Quality Information Effects (QIE) and Employment Development Commitment (EDC). The research uses data generated from 34 respondents from insurance companies in Ghana: SSNIT, ELAC, Vanguard, and Donewell. Data was analyzed using SPSS software. It has been found that HRIS adoption and use have a strong and positive effect on CTS and DMC. Essentially, organizations that divert concerted efforts towards HRIS adoption and use have a high likelihood of cutting down cost and saving time, and also ensure better contributions to strategic decision making. Further findings suggest that insurance organizations map up a strategic plan before implementation goes underway. Financial and resource appraisal in relation to the ability to start and sustain HRIS use are critical. HRIS enables HR professionals and supervisors to manage complex information entities and to plan HR efficiently also, organisations that intend using HRIS should thoroughly educate its employees- not only HR staff- so that internal awareness can facilitate the acceptance of the system. Key words: human resource information system, strategic human resource management, strategic decision making.

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