Perception of Management on Outcomes of Human Resource Information System (HRIS)

Authors

DOI:

https://doi.org/10.18533/ijbsr.v6i2.837

Keywords:

HRM, IS, HRIS, Perception

Abstract

Human Resource Management is getting focused day by day for ensuring and sustaining organizational success. HRIS (Human Resource Information System) is a prevailing HR tool coupled with contemporary innovation of information system. HRIS is defined as the information system to collect, store, process and retrieve HR information to seamlessly help organization achieve strategic objectives. For installation of HRIS, commitment, decision and action of management are inevitable. This study aims at unveiling implicit perception of management regarding performance of HRIS towards organizational objectives in three perspectives such as “Operational Efficiency (OE)”, “Managerial Effectiveness (ME)” and “Strategic Finesse (SF)”. 54% and 57% respondents respectively agree that HRIS enhances OE and ensures ME. On the other hand, 70% respondents underline HRIS as SF. However, the hypothesis results showed that management perception toward HRIS performance is independent of experience, gender and education of managerial people but associated with organizational origin either Bangladeshi or foreign. Thus it is concluded that foreign companies are advanced to adopt contemporary tools whereas Bangladeshi firms are averse or endeavor to assimilate laggardly. The findings open the door for future research why Bangladeshi firms respond at late.

Author Biographies

  • Md Shamimul Islam, ASA University Bangladesh
    Department of MIS
  • Md. Abdullah Al Mamun, Bangladesh University of Business and Technology (BUBT)
    Assistant professor
    Department of Management, School of Business

References

Armstrong, M. (2008). Strategic Human Resource Management: A Guide to Action, Kogan Page, London.

Ball, K.S. (2000), The use of human resource management system: a survey, Personnel Review, 30 (6), 2000, 677-693.

Bal, Y., Bozkurt, S., Ertemsir, E. (2012), The Importance of Using Human Resources Information System (HRIS) and A Research on Determining the Success of HRIS, Management, Knowledge and Learning; International Conference 2012, Page: 08& 53-62

Beckers, A. M. and Bsat, M. Z. (2002), “A DSS classification model for research in human resource information systems”, Information Systems Management, Vol. 19 No. 3, pp. 41-50.

Beadles, N. A., Lowery, C. M., & Johns, K. (2005). The impact of human resource information systems: An exploratory study in the public sector, Communication of the IIMA, 5(4), pp. 39–46.

Beadles-II, N. A., Lowery, C. M. & Johns, K. (2005). The Impact of Human Resource Information Systems: An Exploratory Study in the Public Sector. Journal of Communications of the IIMA, 5(4), 39-46.

Bondarouk et al (2009) found three key determinant of the effective use of HRIS such as organizational factors, personal factors and cultural factors.

Bondarouk, T., Ruel, H., Guiderdoni-Jourdain, K., & Oiry, E. (2009), Handbook of Research on E-Transformation and Human Resources Management Technologies: Organizational Outcomes and Challenges, IGI Global Press.

Bozkurt, Ertemsir & et al (2012) showed that both HRIS perception and HRIS satisfaction of employees result from position variable, not from age, educational level or seniority in the management.

Johnson, J et al. (2001), Collaborating on project success, http://www.softwaremag.com/L, cfm? Doc=archive/2001feb/CollaboratingMgt.html, retrieved on 12 October, 2013.

Kalayci, A. (2005). Evaluation of apical sealing ability and adaptation to dentine of two resin‐based sealers. Journal of oral rehabilitation, 32(2), 105-110.

Kenneth A. Kovach, Allen A. Hughes, Paul Fagan and Patrick G. Maggitti (2002), “Administrative and Strategic Advantages of HRIS”, Employment Relations Today, Vol. 29 Issue: 2, pages 43–48.

Kovach, K. A., & Cathcart, C. E. (1999). Human resource information systems (HRIS): Providing business with rapid data access, information exchange and strategic advantage. Public Personnel Management, 28(2), 275-282.

Kovach, K. A., & Cathcart, C. E. (1999). Human resource information systems (HRIS): Providing business with rapid data access, information exchange and strategic advantage. Public Personnel Management, 28(2), 275-282.

Laudon, K., & Laudon, J. (2009). Management Information Systems: International Edition, 11/E. Pearson Higher Education.

Lawler, E. & Mohrman, S.A. (January 2003), HR as a strategic partner: what does it take to make it happen? Marshall School of Business, Centre for Effective Organization, University of Southern California: CEO Publication.

Lengnick-Hall, M. L. & Moritz, S. (2003). The impact of e-HR on the Human Resource Management Function. Journal of Labor Research, 24(3), 365-379.

Mayfield, J., Mayfield, M., & Lunce, S. (2003). Human Resource Information Systems: A Review and ModelDevelopment. Advances in Competitiveness Research. 11( 1), 139-151.

Overman, S. (1992). Reaching for the 21st Century. HR Magazine, 37, 61-63.

Roda, C & Nabeth, T. (2008), Attention management in organization: Four levels of support in information systems, In A Bounfour, Organizational Capital: Modeling, Measuring and Contextualizing. Routledge (Advanced research series in management). Routledge. Pp. 214-233

Siriwardene A. S. & Dharmasiri A. S. (2010) FactorsImpeding Effective Use of Human Resource Information Systems (HRIS) in Local Banks in Sri Lanka, pp. 20-22

Shaikh S. (2012), “Human resource information system (HRIS) designing needs for business application”, ZENITH International Journal of Business Economics & Management Research, Vol.2 Issue 1, January, pp 256-264.

Stone, R & Davis, J. M. (2009), Change Management: Implementation, Integration and Maintenance of the HRIS, In M. Thite and M.J. Kavanagh (Eds), Human Resource Information Systems: Basics, Applications and Future Directions, California: SAGE Publications Inc. pp 173-208.

Shiri, S. (2012). Effectiveness of Human Resource Information System on HR Functions of the Organization – A Cross Sectional Study. US-China Education Review, A (9), 830-839.

Tannenbaum, S.I. (1990). Human Resource information Systems: User Group Implications. Journal of Systems Management. 41(1), 27-32.

Teo, T. S. H., Soon, L. G. & Fedric, S. A. (2001). Adoption and impact of Human Resource Information Systems (HRIS). Research and Practice in Human Resource Management, 9(1), 101–117.

Troshani, I., Jerram, C., & Rao Hill, S. (2011). Exploring the public sector adoption of HRIS. Industrial Management & Data Systems, 111(3), 470-488.Kinnie N.J. & Arthurs A. J. (1996), Personnel specialists’ advanced use of information technology: evidence and explanations, Personnel Review, 25 (3), 3-19

Wei, S. & Feng, A. (2013). Research on applications of Human Resource Information System in SMEs. 2nd International Conference on Science and Social Research (ICSSR) 2013. Atlantis Press, 804–807.

Yeung, A. & Brockbank, W. (1995), Reengineering HR through information technology, Human Resource Planning, Vol. 18 No. 2, 24-37

Downloads

Published

2016-03-19

Issue

Section

Article