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Human resource information system (HRIS) has potential benefits to improve organizational performance. The purpose of this exploratory study is thus to investigate the impact of HRIS on organizational effectiveness. The textile industry in Thailand is taken as a context of the study as it faces many challenges in this globalization era. One of the...
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... 3 shows that there is a significant and positive relationship among variables in this study. When categorizing the sample respondents into HRIS users and non-users, Table 4 shows the overall average means of each dimension and then those of 44 HRIS users and 19 non-users along each dimension of HRIS perceived impact on organizational effectiveness. For HRIS users, the total mean of the scale items on human resource process is 3.37. ...Context 2
... respect to time saving, when compared between the two groups, the HRIS users think that the time spent on inputting data is reduced by using HRIS (Table 4). The mean value for this dimension is highest which is 3.81. ...Context 3
... for the HRIS non-users, the expected benefits from using HRIS are: cost per hire (3.37) and data input expense reduction (3.32) respectively. With respect to information effects (Table 4), for the HRIS users, it is agreed that the highest benefit from using HRIS is that the level of useful information is increased (3.84). Other dimensions of benefits include the fact that top administrators use the information generated from HRIS (3.70) and the coordination between HR department and top administrators is increased because of the generated information (3.66). ...Similar publications
This research aims to examine the relationships among entrepreneurial orientation, organizational learning capability, firm innovation, and firm performance. To achieve a data collection, a mail survey procedure via questionnaire was implemented by using executives or managers of gems & jewelry industries, textile and clothing industries, leather a...
Citations
... Apply meta-Standardized methodologies are necessary to ensure findings are comparable across 44 and SME types could cause inconsistencies in findings, reducing the ability to generalize results across sectors. ...
This systematic review critically examines the adoption and integration of Human Resource Information Systems (HRIS) and Artificial Intelligence (AI) in small and medium-sized enterprises (SMEs), with a focus on enhancing workforce productivity and strategic decision-making. Using the PRISMA framework, 100 research articles from reputable sources such as Google Scholar, Scopus, and Web of Science were analyzed. The analysis reveals that HRIS adoption can improve employee productivity by 29%, decision-making by 20%, and operational efficiency by 26%, highlighting its transformative impact on SMEs. The review identifies major challenges, including high implementation costs, limited IT resources, and integration difficulties with AI and machine learning technologies. Despite these barriers, integrating AI into HRIS presents significant opportunities for SMEs, fostering innovation in talent management, compliance automation, and data-driven decision-making, thus creating a competitive edge in rapidly evolving markets. Actionable insights for practitioners emphasize the need for cost-effective, scalable HRIS solutions tailored to the unique operational needs of SMEs, while researchers are urged to further explore AI-driven HRIS advancements to address current gaps in workforce engagement and performance management. This review offers a comprehensive roadmap for future HRIS innovations and underscores the strategic importance of digital transformation in human resources for sustained SME competitiveness.
... HR professionals spend a lot of their time in mastering and improving their business processes, talent management processes, workforce metrics, planning HR strategy, workforce management and planning, maintain employee records and competency management. Thus, everything can be easily done in an efficient and effective manner by incorporating the HRIS system [8]; [9]. ...
Today's technological innovations lead to the evolution of work systems in organizations that help improve the Human Resource Information System (HRIS). Human Resource Information System (HRIS) is a way or tool to achieve, store, manage, recover and dispense all the relevant information in the aspect of organizational human resource or in another way, it can be said as the combination of both human resource management and information system. Therefore, the findings of this study are important to the organization as well as the employees. This study is necessary because it helps organizations to identify relevant factors such as individual characteristics, technology and organizational environment with the level of mastery of the Human Resource Information System (HRIS). Currently, HRIS is being widely applied in various firms. The main objective of this research is to investigate the HRIS contributions and impact on strategic employee engagement and participation in private education industry. Approximately 147 data were collected from respondent using selected purposively sampling method who has direct access to HRIS in private education industry in Malaysia. The data was analysed using the PLS structure equation model. Findings and suggestions provide valuable insights on HRIS contribution and implication on strategic employee engagement and participation in private education industry.
The study evaluates usage and Effectiveness of HRIS among Generation Y in Gujarat State. But unfortunately, very insufficient number of studies has been conducted on this area in the context of Gujarat. Mostly many organizations use HRIS application and E-HRM for managing human resource activities in day to day activities. The aim of this research paper is know the usage and effectiveness of HRIS and effective on HR policies and practices. This research contributes to fill the gap by implementing UTATA model factor such as performance expectancy, Effort Expectancy, social Influence and facilitating condition where studied to know the effectiveness of HR practices and policies in organization among Generation To implement the framework, a set of questionnaire was developed according to model description in the Research framework and questionnaire was distributed to Generation Y working is service sector users of HRIS in Gujarat. We have used primary data of the generation Y to study how the usage of HRIS can help the employees in Organization. Secondary data is also used for analysis purpose. The finding revels that the usage and Effectiveness of HRIS among generation Y is positive. If the organization adopts HRIS it gives favorable result in enhancing HRM effectiveness in Policies and Practices.
Since contemporary research on business information systems has called for human-centred technologies in manufacturing, the time has emanated to identify the implementation challenges of human resource information systems (HRIS) in the apparel industry of developing economies. This qualitative systematic review intends to categorise the implementation dares of HRIS in the garments manufacturing industry of a developing economy. From the top academic databases, a total of 553 research papers published during the period 2001-2021, were inspected to ascertain the applicable 22 publications using PRISMA flowchart. Using VOSviewer, term co-occurrence network maps were generated. Cross-mapping the terms from bibliographic analyses with concrete insights from detailed qualitative interviews piloted in a developing nation, researchers proposed four themes, i.e., sustainability, cultural, financial, and performance. The findings have revealed that these four are the groups of challenges that are required to be maneuvered to augment the benefits of HRIS in current settings.
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 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.
