Human Resources Information Systems Implementation and Influences in Higher Education

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.

The Influence of HRIS Usage on Employee Performance and Mediating Effects of Employee Engagement in Five Stars Hotels in Jordan

The purpose of this study is to evaluate the role of employee engagement with their work as a mediating factor in the relationship between utilisation of a human resource information system (HRIS) and employee performance in five-star hotels in Jordan. A conceptual framework based on social exchange theory and content analysis of similar previous studies was developed. A quantitative approach and simple random sampling were used to obtain data via questionnaires completed by 221 human resources (HR) employees working at 21 five-star hotels in Jordan. The response rate was 71%. Structural equation modelling (SEM) was used to analyse and verify the study variables. The findings revealed that use of a HRIS had a significant positive influence on both employee performance and work engagement, while the latter acted as a partial mediator between HRIS utilisation and employee performance.

Human Resource Information System Adoption and Implementation Factors

In the modern era, human resource management is accompanied by the information system which is instrumental in managing human resource processes. In the current competitive and challenging environment, organizational success depends on its effective and efficient human resource. Human resource along with IT professionals can create an environment in an organization for successful adoption of human resource information systems. While considering it as a key factor in modern enterprise management, its burgeoning interest has led to the foundation of this article. The study is to delve deep into the literature and to explore the factors responsible for human resource information system adoption and to identify the barriers in its implementation and to provide suggestions to overcome these barriers. The findings reveal that the factors of human resource information system mentioned in literature are important. These factors should be taken into consideration while adopting Human Resource Information System by integrating Technology-Organization-Environment (TOE) framework with Human-Organization-Technology (HOT) framework.

Human Resource Information System Use, Satisfaction, and Success

With the advent of technology in the workplace, the applicability of the human resource information system (HRIS) within organizations has gained momentum widely. Indeed, employees' perceptions towards human resource information system has changed gradually. Human resource information system is influencing employees' work activities to such an extent that it has become imperative precedence for organizations' to maintain HRIS quality. Keeping this in the background, the study aims to examine the relationship of HRIS system quality, HRIS information quality, HRIS service quality, and HRIS perceived usefulness in determining HRIS system use and its users' satisfaction. Further, the study also aims to analyze the relationship of HRIS system use and HRIS users' satisfaction in determining HRIS success in Indian organizations. A sample of 116 HR staffs and managers working in IT-enabled service sector from National Capital Region (India) has been taken for step-wise regression analyses. The findings of the study revealed that HRIS service quality and perceived usefulness showed a significant positive relationship with HRIS system use. The results also revealed that HRIS system quality and perceived usefulness showed a significant positive relationship with users' satisfaction. Further, the findings also revealed that HRIS system use and HRIS users' satisfaction has a significant relationship with HRIS success.

Adoption and Use of Human Information System Digital Technology for Organizational Competitiveness

Staying competitive in the current digitized workplace era requires, among other things, an adequate and efficient use of modern technology. Human resource information system (HRIS) is one of several tools that helps organizations remain sustainable by providing technology that can help to acquire, store, generate, analyze, and disseminate timely and accurate employee information and activities. Of late, HRIS is slowly gaining prominence in Nepal. A generic model for conditions that are necessary for successful adoption and use of HRIS in Nepali organizations is designed as the models proposed by earlier researchers in a developed context may not work well in a developing context. This sets fertile ground to carry out scholarly inquiry into the domain of HRIS in the Nepalese context. The limitations of present study are mentioned and practical/research implications of the same are discussed towards the end. Researchers are of the opinion that the findings of this preliminary study can be taken up to the next level for carrying out quantitative research in HRIS domain in Nepal.

The Investigation of Employer Adoption of Human Resource Information Systems at University Using TAM

The new conditions that arise as a result of the transformation of the information society are reflected in many areas, such as the changes in human resources management, especially in the context of human resource information systems (HRIS). HRIS have become an important element in increasing organizational performance and productivity. The primary aim of this chapter is to investigate the employers' adoption for human resource information systems (HRIS) in higher education by using technology acceptance model (TAM). The results of the study revealed that perceived usefulness and perceived ease of use has an important role of employers' attitudes towards using, behavioral intention to use the system, and actual usage of HRIS. A survey was administered, and a sample of 155 academic and administrative personnel at Isparta Süleyman Demirel University were analyzed using SmartPLS version 3.2.7.

IMPROVEMENT OF SVD ALGORITHM TO INCREASE THE EFFICIENCY OF RECOMMENDATION SYSTEMS

Many existing websites use recommendation systems for their users. They generate various offers for them, for example, similar products or recommend the people registered on this site with similar interests. Such referral mechanisms process vast amounts of information to identify potential user preferences. Recommendation systems are programs that try to determine what users want to find, what might interest them, and recommend it to them. These mechanisms have improved the interaction between the user and the site. Instead of static information, they provide dynamic information that changes: recommendations are generated separately for each user, based on his previous activity on this web resource. Information from other visitors may also be taken into account. The methods of collecting information provided by the Internet have greatly simplified the use of human thought through collaborative filtering. But, on the other hand, the large amount of information complicates the implementation of this possibility. For example, the behavior of some people is quite clearly amenable to modeling, while others behave completely unpredictably. And it is the latter that affect the shift of the results of the recommendation system and reduce its effectiveness. An analysis of Internet resources has shown that most of the recommendation systems do not provide recommendations to users, and the part that does, for example, offers products to the user, selects recommendations manually. Therefore, the task of developing methods for automated generation of recommendations for a limited set of input data is quite relevant. The problems of data sparseness, new user problem, scalability of the widely used SVD algorithm for the development of such recommendation systems are proposed to be eliminated by improving this algorithm by the method of the nearest k-neighbors. This method will allow you to easily segment and cluster system data, which will save system resources.

Lifting the veil on HRIS adoption: the role of vendors and consultants in the diffusion of HR innovations

PurposeThis paper aims to analyze the adoption process of human resource information systems (HRIS) from a supply-side perspective emphasizing the practices of HRIS vendors and consultants. It aims to counterbalance the existing literature on HRIS, which has overwhelmingly studied HRIS adoption from the customer organization's viewpoint, hence systematically downplaying the active role of vendors and consultants in adoption processes.Design/methodology/approachThe research has been conducted on the HRIS market of the Benelux (Belgium–The Netherlands–Luxemburg) from a constructionist and exploratory perspective. The structure and dynamics underlying the market are gradually unveiled through open interviews with HRIS vendors and consulting firms (n = 22).FindingsThe paper reveals how the social shaping of HR innovations takes place and identifies nine types of pressures exerted by HRIS vendors and consultants on customer organizations: assessing, advising, advertising, case-building, demonstrating, configuring, accompanying, sustaining and supporting. Taken together, these pressures demonstrate the systematic presence and active role of external actors throughout the adoption process of HRIS within firms.Research limitations/implicationsIt is suggested that further supply-side studies of innovation diffusion processes of HRIS should be conducted to complement the existing, demand-side literature. In this view, emphasis should be set on technology providers and their ongoing interactions with customer firms.Originality/valueThe analytical precedence given to supply-side actors allows to conceptualize HRIS adoption as the dynamic result of negotiations between three groups of actors (HRIS vendors, HRIS consultants and customer firms), hence resulting in a more comprehensive and holistic view of HRIS adoption processes.

The Effectiveness of I-AM Human Resources Information System Application at PT Pertamina (Persero)

This study discusses the effectiveness of implementation of Human Resource Information System (HRIS) I-AM application in improving the quality of employee service at PT Pertamina (Persero). Although this I-AM application helps employees, most of them are reluctant to use it. Therefore, this research intends to evaluate the effectiveness of the I-AM HRIS implementation by using the Delone model, McLean Information System Success model, and Quality Function Deployment analysis. Fifty employees are selected by performing convenience sampling techniques . The result shows that there are four indicators in the dimension of system quality which did not fulfil the employees’ desire. Out of four indicators which failed to fulfill the employees’ desire, The speed of administration process as well as the ease of the human resource administration process are among the highest technical importance rating and relative weight which literally means high-interest rate and should be redesigned to improve employee service through I-AM HRIS.