hris adoption
213341045
Factors Affecting Extent of HRIS Adoption and its Impact on Organization's Performance: Moderating Role of HR Staff Expertise
The Human Resource Information System (HRIS) is a specialized system that was designed to improve the management and alignment of organization's human resources with organization's performance. Organizations that are best placed to reap the benefits of HRIS are those that completely map their HR functions onto their HRIS. Absence or partial implementation of any function of HRIS may negatively impact the organization's performance, which does not yield the desired results. This research examined the relationship between the extent of HRIS adoption and its impact on organization's performance, in a sample (n 63) of HR managers from various organizations that are using the computerized system in the human resource (HR) department. Additionally, the moderating role of HR staff expertise in this relationship was also tested. Findings supported that positive association exists between the extent of HRIS adoption, HR staff expertise, and organization's performance. However, HR staff expertise did not impact the relationship between the extent of HRIS adoption and organization's performance.
Nasim Qaisar
169781980
Critical Analysis and Current Challenges Facing HRIS Adoption in Arab Countries the Case of Saudi Arabia
Human Resource Management (HRM) system has become a necessity in the changing business technology services to meet global competition. The organisations around the world are increasingly adopting Human Resource Information System (HRIS) to gather deeper insights into the nature and performance of their human resources as well as to identify the various different means to develop the quality of these resources. Moreover, HR is especially important in a knowledge based Information Technology (IT) Information technology has permeated through a number of different fields of management during the recent years. Human resources management is once such field that has benefited immensely from the development in computing power and Internet capabilities. The centralised HR departments in multinational organisations attempt to monitor the performance of employees across geographical borders using scientific measures and also attempt to provide services to employees around the world using centralised systems, which help to standardise the HR practices and to reduce the costs associated with maintaining multiple HR departments. Human Resources Information Systems (HRIS) help to accomplish these seemingly difficult tasks of centralised HR department in an easier manner. The growing importance of HRIS is due to the recognition of HR practitioners that IT and IS should be a part of HR functions mainly to develop better HR programmes. Even though HRIS has been touted as a major development in the area of HRM, it is noted that there are some very important issues associated with the decision making with respect to HRIS and the implementation of the system. Even though a number of researchers have focussed on the issues and problems faced by the organisations, it is noted that very few researchers have studied the special problems faced by developing organisations. HRIS, which was used originally by very large multinational companies, has now been adopted even by smaller organisation as it provides the benefits of scientific management of human resources. This research attempts to study the various issues faced by the organisations in Arab countries It also attempts to ascertain if the issues faced are different for small and large organisations. Primary research methodology is adopted to accomplish these objectives. Accordingly, a detailed process of data collection is undertaken to collect data from a range of participants who represented different organisations engaged in one of the four different kinds of businesses IT, trading, manufacturing and services. It is noted that the problems faced by small organisations are quite different from those faced by the large organisations. Following conclusions are made on the basis of the data analysis.
Abdulrahman Ali F Alhazemi
226637702
Exploring HRIS Post Adoption: A Grounded Theory of Employee Driven Administrative Innovation in the Context of Kuwait's Public Sector
The aim of this research is to investigate the development of administrative innovation in relation to post adoption usage of human resource information system (HRIS) in a public sector organization. This research takes an exploratory and explanatory approach to identifying manifestations of administrative innovation, examining the interaction between initiators of administrative innovation and organizational stakeholders, and identifying motivations and perceived barriers. Grounded theory methodology is employed to investigate administrative employee driven innovation following the adoption of HRIS. The context for the study is a public sector organization, in the banking and finance sector, in Kuwait where HRIS has been adopted and integrated into various human resource (HR) practices. The empirical data consists of thirty two semi structured interviews with HRIS users from different organizational levels ranging from managers to ordinary HR employees who use HRIS to perform their daily work tasks. Document analysis was also utilized to support data collection. The results of the study explain how employees use their knowledge of HRIS and their everyday work practices to generate initiatives for modifying or improving existing administrative processes and tasks. Following the principles of grounded theory, in terms of constant comparison and concurrent data collection and analysis, an integrative framework was developed. The framework aggregates the findings representing a series of actions aimed at developing administrative innovation, at the core of which is 'taking initiative' as the central phenomenon. 'Taking initiative' requires causal conditions and actions/interactions and is affected by intervening and contextual conditions. Subsequently, given the centrality of employee agency in post adoption innovation, institutional entrepreneurship theory is applied as a theoretical lens to enrich the understanding of the development of administrative innovation. This theoretical lens provides deeper insight by focusing on individuals who can initiate innovative ideas and the actions and interactions they engage in to share and implement their ideas within their institutional context. This thesis contributes to the body of knowledge by focusing on administrative innovation developing in the context of HRIS post adoption. It provides insight into employee driven innovation (EDI) and information systems (IS) post adoption literature. Theoretically, it relates inductively generated findings on the phenomenon of "taking initiative" to innovate to institutional entrepreneurship theory, especially through discussing the conditions that enable individuals to innovate, even from within highly institutionalized organizational settings. Finally, in terms of significance for practice, a number of suggestions are advanced on how to stimulate and manage employee driven innovation in public sector organizations.
Bedour Alboloushi
169227327
Exploring Factors Affecting the Adoption of HRIS in SMEs in a Developing Country: Evidence from Cameroon
With the increasing effect of globalization and technology, Human Resource Information Technology plays a key role in today's modern enterprise management. However, developing countries such as Cameroon are facing challenges in its implementation. The aim of this research is to explore factors influencing the adoption of HRIS by SMEs. To understand this issue, this paper integrates the unified theory of acceptance and use of technology (UTAUT) model. Primary data have been collected through survey by administrating structured questionnaire to the employees (HR department) of a number of organizations. We found that Performance Expectancy and Internal Social Influence have a significant effect on the intention to adopt HRIS. In contrast, the specific groups age and education are significantly different in the relationship between Adoption Intention and Use. Of course, these findings open the door for future research issues, including explaining why SMEs organizations are sluggish to respond to HR innovation.
A Noutsa Fobang Samuel Fosso Wamba Jean Robert Kala Kamdjoug
214116714
Internal Environmental Factors and the Level of Adoption of HRIS
A Chamaru De Alwis Berislav Andrlic Marko Sostar
157114513
Factors influencing the adoption and implementation of HRIS applications: are they similar?
This paper aims to investigate the influence of firms' internal and external environmental factors upon their adoption of HRIS behaviour and the level of implementing human resources information systems (HRIS) applications. Data were collected through structured directed interviews with 236 respondents. The survey units were the shareholding companies in Jordan. The findings of the study support that the influential environmental factors of the adoption of HRIS behaviour (i.e. the variation between adopters and non adopters) differ from the influential factors of the level of implementing of HRIS applications in terms of their importance and strengths. In comparison to each environmental dimension acting alone, the integration approach of the two internal and external dimensions gives better explanation not only of the prediction of the level of implementing of HRIS applications, but also of the prediction of adoption behaviour. Therefore, a better understanding of adoption of HRIS behaviour and the level of implementing of HRIS applications requires that firms' environmental factors be viewed as whole.
Rand H Al-Dmour Ra'ed Masa'deh Bader Yousef Obeidat
169436864
Employee Adoption and Use of Human Resource Information Systems (HRIS) Evidence from Ugandan Local Government Perspective
Globally, the importance of human resource technologies such as the Human Resources Information Systems (HRIS) has been recognised in streamlining the organisations operations and human resource management in order to provide better services. The aim of this research was to ascertain the determinants of employee adoption and use of HRIS in the Ugandan local governments' services. By adopting the Technology Organization Environment (TOE) framework, we categorised the possible adoption factors. We adopted a quantitative approach, a descriptive and cross sectional research design and analyzed data using Partial Least Squares Structured Equation Modeling (PLSSEM) to evaluate the strength of the hypothesized relationships among the constructs from the TOE factors and HRIS adoption. In our results, relative advantage; IT infrastructure; organisational compatibility; top management support and IT knowledge were found to have a significant positive relationship in the adoption and usage of HRIS. However, as hypothesized, complexity as an environmental context factor within the TOE framework was not supported as having a significant negative relationship and predictor of HRIS adoption and usage. Subsequently, the central governments in developing countries should earnestly consider the technological and organisational factors in the adoption of HRIS in the context of local governments based on the R squared value of 87.9% While the regulatory agencies concentrate on developing legal frameworks that would foster competition in the adoption and usage of HR technological innovations. Lastly, study implications of the findings are discussed alongside some direction for future research.
Juma Sonny Nyeko Gladies Angundaru
169340678
The Relationship between Internal Environmental Factors and the Level of Adoption of Human Resource Information System (HRIS) Applications in Manufacturing Sector Organizations in Colombo District, Sri Lanka,
The study was quantitative and a cross sectional survey design was followed. This study was evaluated how internal environment factors of an organization influence and impact on level of organizational adoption of HRIS for human resources management functions such as Recruitment and Selection, Record keeping, Communication, Training and Development, Career Development and Worker Compensation etc. Study Conceptual framework integrates ideas and elements from the Diffusion of Innovation Theory (DOI) and Technology Organization Environment (TOE) model. Data was collected through a standard questionnaire developed by Al Dmour (2014) which addressed to HR Professionals. Manufacturing sector organizations in Colombo District, Sri Lanka was the population of this study. Convenience sampling technique was applied to select the sample, and the final sample consisted of 40 organizations from manufacturing companies located in Colombo District. Correlation, regression analysis and factor analysis were used to test research hypothesis.
M K Mdhushani Chamaru De Alwis
55775928
Factors Affecting the Extent of Adoption of Human Resource Information System (HRIS) in Banking Sector in Sri Lanka
Most of the organizations have used technology in the form of Human Resource Information System (HRIS) As significant determinants of HRIS, this study is to discuss the factors affecting the extent of adoption of HRIS in banking sector in Sri Lanka. Empirical knowledge gap on factors affecting the extent of adoption of HRIS and how identified factors influencing the extent of HRIS adoption in banking sector in Sri Lanka are discussed in this study. The data were collected from a sample of 25 HR mangers in licensed commercial banks in Sri Lanka by administrating a structured questionnaire, which consisted of 28 questions/ statements. The data analyses included the univariate, bivariate, and multivariate analyses. According to the findings, it is substantiated that there is an impact on extent of adoption with independent variables. But according to the results of multivariate analysis beside size of the organization other factors (relative advantage, complexity, top management support, competition) are not significant on extent of adoption of HRIS in banking sector in Sri Lanka. It is concluded that among five affecting factors which are affecting the extent of adoption should be considered to enhance the extent of adoption of HRIS. However, there may be other variables which need inclusion to better explain extent of adoption of HRIS. Keywords: Human Resource Information System, Technological Factors, Organizational Factors, Environmental Factors
R M D M Wijethilaka
157324910
Factors affecting the adoption of HRIS by the Bangladeshi banking and financial sector
Abstract Human Resources Information Systems (HRIS) has become a global HR practice in the developed nations for its strategic contributions. However, developing nations such as Bangladesh seemed to face challenges in deploying HRIS in different sector especially in Banking and financial sector. This study attempted to identify the salient factors affecting adoption of HRIS by Bangladeshi banking and financial sector through applying the unified theory of acceptance and use of technology (UTAUT) model. A structured questionnaire, designed based on the model construct, applied to pull data from 300 participants in the various banking and financial organization in Bangladesh. These data were analyzed through SmartPLS 3.0. We found social influence of market leader and behavioral intention of the management of the organization have a significant effect on the intent to adopt HRIS. However, social influence found to have both direct as well as partially mediated (by behavioral intention) effect on the adoption of HRIS. The findings suggest the practitioners to adopt the HRIS to gain the first mover advantage to avoid the bandwagon effect that make the HRIS related competitive advantage evaporate quickly. The researchers in future may conduct a cross cultural study to see whether the same variables are influencing the adoption of HRIS in the other culture and the country or may include more variables in the study to accommodate the ever changing technology and human preferences.
Mohammad Anisur Rahman Xu Qi Mohammad Shahfayet Jinnah