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The Impact of Human Resources Information Systems on Human Resources Selection and Recruitment Strategy: An applied study on Arab Potash Company in the Hashemite Kingdom of Jordan

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The Impact of Human Resources Information Systems on Human Resources Selection and Recruitment Strategy: An applied study on Arab Potash Company in the Hashemite Kingdom of Jordan

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Hisham Mobideen et al., International Journal of Advanced Trends in Computer Science and Engineering, 8(5),September - October 2019, 2475- 2484
2475
ABSTRACT
The aim of this study was to identify the impact of human
resources information systems on the selection and
recruitment strategy in the Potash Company. to achieve these
objectives a questionnaire was developed to collect data and
the statistical package for social sciences (SPSS.16.) was used
to analyze the study data. A number of results were
highlighted The level of importance of human resources
information systems (efficiency of human resources
information system, integration with other management
information systems) in the company according to
respondents’ perceptions was moderate.
In addition to the impact of this dimension in HR selection
and recruitment strategy, HRIS explained (58.3%) of the
variation in the strategy of selection and recruitment of
human resources in the Arab Potash Company.
Based on the results that the study reached, it shed light
many recommendations, the most important of which is the
design of website for the Arab Potash Company, which is easy
to use and uncomplicated so that individuals who wish to
work in these companies can apply electronically, which
provides the company with the opportunity to attract as many
as possible applicants who have high competencies.
Key words : Human Resources, Information Systems.
1. INTRODUCTION
The efficiency of a company depends on the effectiveness of
its human resources in it.Therefore, it is necessary to pay
attention to the selection of human resources on scientific and
objective basis, by putting each person in the right place that
suits his qualifications and abilities. Here came the
importance of choosing to access the most efficient human
resources. The effectiveness and success of selection depends
on the process of attraction and its success. Attracting the best
human resources facilitates selection and recruitment among
fewer people who have the required characteristics of the
vacancy. In addition, the selection and hiring function is
represented in the natural extension of the research function
and attracting the forces of the appropriate workforce. And
then comes the selection process for a trade-off between the
individual applicants to fill the vacant post in terms of the
degree of suitability for the job[1]. So the need for (HRIS) is
necessary, which appeared, through the provision of data
and facts about employees, activities and policies of person ,
which facilitates the production of information and reports
that help in decision-making[2].
THE STUDY PROBLEM
This study came in response to the question about the impact
of human resources information systems in the strategy of
selection and recruitment of human resources in the Arab
Potash Company and its role in the success and development
of companies.
Main Hypothesis (H01):
According the problem of the study the following hypotheses
are presented:-
"There is no impact of statistical significance of human
resource information systems (efficiency of human resources
information systems, integration with other MIS, response) in
the selection and recruitment of employees at the level of
significance (.05)".
The Importance of the Study
The importance of this study lies in the effect of human
resources in the success and development of companies.
Human resources systems play a major role in the selection
and recruitment of human resources that are distinguished by
their efficiency and effectiveness and contribution to achieve
corporate goals and success. The importance of this study is
shown through providing formal procedures enhanced with
competitive experience by the selection and development of
personnel based on HR-based procedures.
2. OBJECTIVES OF THE STUDY
This study seeks to determine the impact of human resources
information systems in the strategy of selecting, hiring human
resources and determining their role in the success of
The Impact of Human Resources Information Systems on Human Resources
Selection and Recruitment Strategy: An applied study on Arab Potash
Company in the Hashemite Kingdom of Jordan
Hisham Mobideen
1
, Sattam Allahawiah
2
, KhaledMohammad Alomari
3
1Motah University , Jordan, h_mobaideen@yahoo.com
2Albalqa Applied University, Jordan, s.allahawiah@bau.edu.jo
3 Abu Dhabi University, United Arab emirates, khaled.alomari@adu.ac.ae
ISSN 2278-
3091
Volume 8, No.5, September - October 2019
International Journal of Advanced Trends in Computer Science and Engineering
Available Online at http://www.warse.org/IJATCSE/static/pdf/file/ijatcse93852019.pdf
https://doi.org/10.30534/ijatcse/2019/93852019
Hisham Mobideen et al., International Journal of Advanced Trends in Computer Science and Engineering, 8(5),September - October 2019, 2475- 2484
2476
companies by contributing to the achievement of the
company's main objectives.
3.THEORETICAL FRAMEWORK
When the concept of selection and hiring is mentioned, it
comes to mind that there are two different processes separated
from each other. However, one who studies thoroughly the
definition of this process among most writers and
administrators finds that hiring is only a step or procedure
that comes at the end of the selection stage and as a result
where the candidate applicant to the post will be employee of
the company, after successfully passing the procedures,
including the trial period [3].
Al-Shawish defines it as the selection and hiring of the labor
force on a sound basis of readiness and competence, and the
ability to achieve the objectives and to engage them in jobs
that are compatible with their preparations, abilities and
competencies[4]. There are the foundations that depend on
efficiency and merit that ensures putting the right person in
the right place and the success of the company. Therefore, the
importance of the selection and hiring refer to the functions of
the company, in terms of its impact on the activities of the
company, and its impact on the employees and their trends
towards work, the conditions of his/her work and the future of
his job. There are methods used in the selection process and
the hiring where differentiation and competition are the
methods used in selection and hiring widely among
companies. But companies differ from each other in the
procedures and steps involved in the selection and hiring
process. These steps can be summed up, where the priority is
for the applicants and ends with a new employer within the
company [5].
Figure 1: HR Selection Methods (Gulati & Khera,2012)
According to Gulati The study is conducted on the biggest
seven information technology companies according to their
shares in the Indian market[6]. It aimed at identifying the
benefits of HRIS in IT organizations, clarifying the role of
HRS in the strategic activities of HR managers in HR
planning in these organizations. The study concluded that the
human resources information systems help to:
1. Making human resources decisions with high efficiency.2.
To provide better supervision and control of the workforce of
the Organization.
3. Reduce the cost of labour and the various costs in the
organization.
4. Completion of all human resources development activities
from training, development and sequential planning, tracking
of recruitment and selection processes, workforce planning,
retention of personal information, salary planning, analysis of
absenteeism from work, turnover analysis, scheduling,
compensation management, performance management,
management of benefits such as returns, health insurance and
life insurance[6]
Figure 2 illustrator A sub-model (1) has been developed based
on the above to serve the original study model:
Figure 2:Sub-Model (1)
According to Obeidat the purposes of this study are to discuss
the linkage between human resources information systems
and human resources management functions. The theoretical
framework of the study was based on human resource
management and previous research. The role of human
resources contribution was measured by compliance and the
level of application of human resources functions to HR
functionalities. A questionnaire was sent to five different
Jordanian banks with a response rate of (61.5%). The target
groups of the questionnaire were human resources
departments, which included human resources managers and
professionals in the Jordanian banking sector[7].
Some of the functions of human resources information
systems were found to have a relationship with HRM
functionalities. Particularly, the study found that strategic
integration, forecasting, planning, human resource analysis,
communication and integration have nothing to do with HR
functionalities. While performance development and
knowledge and records management have been linked to
human resource functions, the human resources information
systems are the dimensions.
Figure 3 illustrator A sub-model (2) has been developed based
on the above to serve the original study model. It is as follows:
Figure 3 :Sub-Model (2)
According to Ball the study aims at surveying the usage of
human resources information systems in small foundations in
Canada. The study investigated the nature of electronic data
storage in three areas: individuals, training, employment, and
the diversity of information analysis. The study concluded
Hisham Mobideen et al., International Journal of Advanced Trends in Computer Science and Engineering, 8(5),September - October 2019, 2475- 2484
2477
that there is a significant relationship between the total
number of employees and some aspects of their stored
information. It also found that small enterprises are less likely
to use human resources information systems, and that HR
information systems are often used less in training and
recruitment. The study recommended activating the use of
human resources information systems in operations
management completely and not limited to data analysis, and
the establishment of an integrated database to store data
related to employees[8].
Figure 4illustrator A sub-model (3) has been developed based
on the above to serve the original study model:
Figure 4 : Sub-Model (3)
According to Negin& et al.[9]the study aims at analyzing the
possibilities and difficulties facing e-employment in small
and medium enterprises in Malaysia and explaining the
nature of the process and some administrative effects on these
procedures. The researcher used the questionnaire as a data
collection tool in this study and the descriptive and analytical
method. The study sample was randomly selected. A sample
of 60 small and medium enterprises was selected in all three
economic sectors: agriculture, services and manufacturing.
The study concluded that the results of expressing attitudes
and opinions of small and medium enterprises' executives
towards e-recruitment as a sub-function of integrated human
resources management. It can be seen as an improvement in
their value in key critical technological activities for human
resources management. Results show that the ability to
communicate and to deal with the multilingual environment
is one of the most important operational benefits of e-HR
management.The study recommended the use of modern
technology as a means of internal and external transactions in
companies and building full and comprehensive data bases
for storing them in relation to employees in companies, while
following up technological developments and their use.
Figure 5illustrator A sub-model (4) has been developed based
on the above to serve the original study model. It is as follows:
Figure 5: Sub-Model (4)
According to Hamarna The aim of this study is to investigate
the extent to which the e-recruitment system is implemented
in the agencies of the United Nations in the occupied
Palestinian territories. The study population may be from all
the personnel employed in the field of employment and
human resources in the agencies of the United Nations in the
occupied Palestinian territories (150) employees. During the
course of the study, 49 Copies of the questionnaire were
restored; the questionnaire is a tool for collecting data of five
parts. The corresponding study was used to determine the
nature of the e-recruitment system in force in the UN
agencies. The study reached the following results:
1. There is a direct relationship between e-recruitment and the
importance and benefits of using the system in UN agencies.
As well as the existence of an IT infrastructure that has the
ability to provide the needs of software, servers and system
management devices.
2. The results also showed the positive impact of the senior
management on supporting the implementation of the
e-recruitment system in the agencies of the United Nations.
Finally, the study recommended: that the United Nations
agencies should strengthen the e-recruitment system to
reduce the financial and administrative expenses resulting
from advertising about jobs by newspapers and fields, while
job seekers can search through the organization's
e-recruitment site and choose the job which the applicant
wishes to submit to it simply. The researcher also
recommended the need to monitor the system by providing
the possibility of tracking the screening of applicants and the
holding of examinations and interviews at each stage of
employment. Figure 6 illustrator A sub-model (5) has been
developed based on the above to serve the original study
model. It is as follows:[10]
Figure 6: Sub-Model (5)
Tartara in his study aimed at investigating the impact of
using Computerized Information Systems (MIS) in human
resource management functions (recruitment, recruitment of
staff, training of staff, and evaluation of staff performance) in
public institutions in Jordan. showed a statistically significant
impact on the use of computerized management information
systems in the functions of human resources management in
public institutions in Jordan, There is a statistically
significant impact on the efficiency of the computerized
management information system personnel in human
resource management functions (attraction, recruitment,
training and evaluation of performance) in public institutions
in Jordan, and a statistically significant impact on the quality
of the computerized management information systems in
human resources management functions attraction,
recruitment, training, and evaluation) in public institutions in
Jordan. Finally, the results showed that there were no
statistically significant differences in the effect of
computerized information systems on human resource
management functions in public institutions in Jordan due to
Hisham Mobideen et al., International Journal of Advanced Trends in Computer Science and Engineering, 8(5),September - October 2019, 2475- 2484
2478
the demographic and functional characteristics (sex, age,
educational qualification and experience)[12].
Figure 7: Sub-Model (6)
4.STUDY MODEL
Based on the previous Error! Reference source not
found. sub-models (6)and the theoretical framework
discussed, and based on the linking processes that brings HR
systems together with HR selection and recruitment strategy,
the 8 illustrator study model was developed as follows:
Figure 7: Study Model Design by the researchers
4.DATA ANALYSIS AND DISCUSSION
The objective of this study was to study the impact of human
resource information systems in the strategy of selecting and
assigning human resources and its role in the development of
Arab Potash Company. Therefore, the results of this study
will be presented and analyzed in this section. The study
adopted descriptive analysis to describe the characteristics of
the sample using (SPSS.16.1) in the processing of data to
answer the study questions and test its hypotheses.
A. Study tool
The consistency of the tool was determined by the method of
extracting the stability coefficient for the tool in its final
formula and for each dimension of the study. The internal
consistency was calculated by using the Cronbach Alpha
equation for the instrument as a whole and for each of its
fields.
Table 1 :The internal consistency was calculated by using the
Cronbach Alpha
Table 1 shows the values of Cronbach's Alpha coefficients for
both human resources information systems and the strategy of
selection and employment of human resources.
A. Showing results
This section includes a detailed presentation of the results of
the study in light of the questions that aimed at measuring the
impact of human resource information systems in the strategy
of selecting and assigning human resources according to the
sequence of their questions. The results of the study and the
recommendations arising from these results were discussed.
To answer the study questions the responses of the individuals
of the sample were evaluated based on the following criterion.
According to Table 2, if the arithmetic average of the
responses of the individuals of the sample is greater than 3.5,
it will be considered high, but if it falls in the range of
(3.49-2.5), it will be considered moderate otherwise when it is
less than 2.49 it will be judged as a low response .
Table 2: Arithmetic Average
Arithmetic Averages Level for the arithmetic
mean
3.5 and more High
3.49-2.5 Medium
2.49-1 Low
What is the level of importance of human resources
information systems according to the perceptions of the
respondents in the potash companies?
To explain the respondent answers we calculate the average
and standard deviation of the dimensions such as perceptions
of availability of human resources information systems.
Table 3 : Importance of the Dimensions of HRIS
Table 3 shows that the general average of the importance of
the dimensions of human resources information systems in
the Arab Potash Company was 3.48 and a standard deviation
(0.77). This means that the level of perceptions of the study
sample of the importance of human resources information
systems in the Arab Potash Company is moderate. Analyzing
the dimensions of human resources information systems in
Variable Alpha
Efficiency of human resources information
systems 0.88
Integration human resources information systems 0.85
Response of human resources information
systems 0.81
Human Resources Information Systems (macro) 0.85
Selection and recruitment strategy 0.89
Variable Alpha
Efficiency of human resources information
systems 0.88
Integration human resources information systems 0.85
Response of human resources information
systems 0.81
Human Resources Information Systems (macro) 0.85
Selection and recruitment strategy 0.89
Dimensions
Arithm
etic
Averag
e
Standar
d
Deviati
on
Rank
Level
of
Availa
bility
Efficiency of human resources
information systems 3.50 .80 2
High
Integration of human
resources information systems 3.52 .90 1
High
Response of human resources
information systems 3.41 .75 3
Modera
te
Total average 3.48 .77 - Modera
te
Hisham Mobideen et al., International Journal of Advanced Trends in Computer Science and Engineering, 8(5),September - October 2019, 2475- 2484
2479
the Arab Potash Company shows that the dimension of
(Integrating human resources information systems) ranked
first with an average of 3.52 and a standard deviation of 0.90,
followed by the dimension of (efficiency of human resources
information systems) with an average of 3.50 and a standard
deviation of 0.80. The HR response dimension ranked last
with an average of 3.41 and a standard deviation of 0.75. The
following is a detailed view of each item.
1) Firstly . The efficiency of human resources
information systems
Arithmetic averages and standard deviations of the
perceptions of the individuals of the study sample on the items
of the dimension of efficiency of human resources
information systems.
Table 4 :Arithmetic Average of The Respondents' Perceptions for
Dimension
No.
Item
Arithmetic
Average
Standard
Deviation
Rank
Level of
Availability
1
The Human Resources
Information System
(HRMS) has a
comprehensive content to
perform various tasks
and functions
3.75 .99 2 High
2
The Human Resources
Information System and
its applications suit the
needs of the Human
Resources Department
3.55 .87 4 High
3 The Human Resources
Information System
(HRIS) is easy to use 3.54 .97 6 High
4
The Human Resources
Information System
(HRIS) is constantly
updating its data and
information
3.55 1.01 5 High
5
The accuracy of the
information generated by
the Human Resources
Information System
(HRIS) can be trusted for
decision-makers
3.62 1.05 1 High
6
The Human Resources
Information System
(HRIS) is maintained
regularly and
continuously to ensure its
continual efficiency
3.43 .99 8 Mediu
m
7
Equipment and devices
for the operation of the
Human Resources
Information System are
available accurately.
3.45 1.03 7 Mediu
m
8 The database used meets
the needs of workers’
from information. 3.43 1.02 9 Mediu
m
9 There are no errors in
processing and saving
data. 3.37 1.10 10 Mediu
m
1
0
The Human Resources
Information System
helps in reducing the
resulting costs of
traditional systems
(using papers and pens).
3.56 1.07 3 High
Total average 3.50 .80
The data in Table 4 indicate that the arithmetic average of the
respondents' perceptions of the dimension (efficiency of
human resources information systems) was high with an
arithmetic average of (3.50). Item (5), which states: "The
accuracy of the information generated by the human resources
information system (HRIS)can be trusted for decision makes."
Occupied the first rank with an arithmetic average of 3.62 and
standard deviation of 1.05 , while item (9), which states that
"there is no error in processing and data preservation," ranked
last with an average of 3.27 and a standard deviation of
(1.10).
1) Secondly. Integration of human resources information
systems
Statistical averages and standard deviations of the perceptions
of the study sample members on item of the dimension of
integration of human resources information systems.
Table 5: Average Of Respondents' Perceptions of The (Human
Resources Information Systems Integration)
Item No.
Item
Arithmetic
Average
Standard
Deviation
rank
Level of
Availability
1
HRMS provides
integration with other
activities of the
company
3.68 1.00 1 High
2
The Human
Resources
Information System
assists in the
preparation of reports
3.52 .97 3 High
Hisham Mobideen et al., International Journal of Advanced Trends in Computer Science and Engineering, 8(5),September - October 2019, 2475- 2484
2480
in all aspects through
the exchange of
information and data
3
The outputs of the
Human Resources
Information System
(HRIS) help to
provide the necessary
support to different
decision-making
departments.
3.56 1.00 2 High
4 HRMS share one
database with other
systems. 3.34 1.12 4 Medium
Total Average 3.52 .90 - High
The data presented in Table 5indicates that the arithmetic
average of respondents' perceptions of the (human resources
information systems integration) was high with an arithmetic
average of (3.52). Item (1), which states: "HRIS provides for
integration with other activities of Company, ranked first
with an average of 3.68 and a standard deviation of 1.00,
whereas item 4, which states that "HRIS is share one database
with other systems," ranked last with an average of 3.34 and a
standard deviation (1.12).
Thirdly . Response of human resources information systems
The arithmetical averages and standard deviations of the
Derceptions of the individuals of the study sample on Items
after the response of human resources information systems.
Table 6: The Mean of The Respondents' Perceptions for
Dimension
Item No.
Item
Arithmetic
Average
Standard
Deviation
Rank
Level of
Availability
1
The Human Resources
Information System
(HRIS) is quick to
process incoming data
3.6
1 .93 1 High
2
The Human Resources
Information System
(HRIS) helps to easily
and quickly exchange
information between
individuals
3.4
7 .92 4 Mediu
m
3 HR Information
System provides timely
information
3.4
6 1.01
6 Mediu
m
4 The Human Resources
Information System
(HRIS) provides all the
3.4
9 .98 2 Mediu
m
outputs needed by
departments and
beneficiaries
5
The Human Resources
Information System
(HRIS) helps the
employee to view the
profiles without any
complications
3.2
7 1.16 8 Mediu
m
6
The Human Resources
Information System
responds to inquiries
from other departments
3.4
7 ,87 3 Mediu
m
7
The system helps
identify the employees'
responsibilities and
roles in the company in
order not to overload
the worker.
3.2
1 1.04 9 Mediu
m
8
The use of human
resources information
systems helps
implement the
requirements of
different employees at
the required speed
3.2
8 1.06 7 Mediu
m
9
Different reports
resulting from human
resources information
systems can be
prepared based on
external variables.
3.4
6 .825 Mediu
m
Total Average 3.4
1 .75 - Mediu
m
The data in Table 6 indicate that the mean of the respondents'
perceptions of the dimension (response of human resources
information systems) was medium, with an average of (3.41).
Item (1), which states: "came first with an arithmetic average
of 3.61 and a standard deviation of (0.93)", while Item (7),
which states that "the system helps to determine the
responsibilities of employees and their roles in the company
so as not to overload the worker" occupied that last rank with
an average arithmetic (3.21).
1) Forth. Selection and hiring
Arithmetic averages and standard deviations of the
perceptions of the members of the sample of the study on
items of selection and hiring dimension
Hisham Mobideen et al., International Journal of Advanced Trends in Computer Science and Engineering, 8(5),September - October 2019, 2475- 2484
2481
Table 7: Mean Of The Respondents' Perceptions of The Selection
And Recruitment
Item No.
Item
Arithmetic
Average
Standard
Deviation
Rank
Level of
Availability
1
The Human Resources
Information System
helps to select human
resources on scientific
and objective grounds
3.3
5 1.1
3 2 Mediu
m
2
The Human Resources
Information System
(HRIS) helps to select
the right person for the
vacant job.
3.2
9 1.0
8 3 Mediu
m
3
The system contributes
to the performance of the
company through the
recruitment of qualified
and highly skilled
3.1
6 1.1
0 7 Mediu
m
4
The Human Resources
Information System
(HRIS) clarifies the
principles and criteria
adopted by the company
in selection and
recruitment.
3.2
3 1.0
6 5 Mediu
m
5
The Human Resources
Information System
(HRIS) provides
appropriate selection
and placement policies
that can create a synergy
between the job and the
staff.
3.2
5 1.0
4 4 Mediu
m
6
The Human Resources
Information System
(HRIS) helps to reveal
the real skills of
employees
3.2
2 1.0
5 6 Mediu
m
7
The Human Resources
Information System
(HRIS) helps to reduce
the chance of problems
such as absenteeism,
leaving work, etc.
3.5
4 .99 1 High
Total Average 3.2
9 .89 - Mediu
m
The data presented in
Table 7indicates that the mean of the respondents' perceptions
of the selection and recruitment period reached (3.29). Item
(7) which states that "HRIS helps reduce the chance of some
problems such as absenteeism, leaving work, etc.", ranked
first with an average of (3.54) and a standard deviation of
(0.89). Whereas item (3), which states that "the system
contributes to the company's performance by recruiting
competencies and owners of high skills "ranked last with an
arithmetic mean (3.16).
A. Testing hypotheses
Before applying the regression analysis to test the hypotheses
of the study, the researcher conducted some tests in order to
ensure the adequacy of the data for regression analysis the
following tests were made:
1. Multi collinearity which will be tested using tolerance with
T> 0.05 and variance inflation factor which should be greater
than 10 to avoid it .
2. Multi variate normality which can be checked by skewness
coefficient with the Nile that the distribution is normal when
the torsion coefficient is less than 1.
Table 8 : Test of tolerance, variance of inflation factor, and
Skewness coefficient
Sub-dimensions Tolerance VIF Skewness
Efficiency of human
resources
information systems 0.293 3.412 0.304
Integration of human
resources
information systems 0.292 3.426 0.596
Response of human
resources
information systems 0.331 3.019 0.297
From Table 8, we notice that the VIF values for all variables
are less than (10) and range from (3.019 - 3.426). Tolerance
values ranged from (0.292 to 0.331), and it is greater than
(0.05). This is an indication of the absence of a high
correlation between the independent variables
(Multicolinearity). It was confirmed that the data follow
normal distribution by calculating the skewness coefficient,
since it is less than (1) and ranged between (0.297-0.596).
Results of Analysis of variance to verify the validity of the
model for testing hypotheses of the study:
Table 9 : Analysis of Variance
The
dependen
t variable
The R2
selection
factor
The
degrees
of
freedom
Calculate
d (t) value
The level of
significanc
e F
Selection
& Hiring 0.583 (96.3) 44.754 0.000
*Of Statistical Significance at the level of (α ≤0.05).
Hisham Mobideen et al., International Journal of Advanced Trends in Computer Science and Engineering, 8(5),September - October 2019, 2475- 2484
2482
The above table highlight the validity of hypothesis of the
study .it appear from the data there is high value of (f) at the
level of(α ≤0.05) and freedom degrees (3, 96),but the
dimensions HRIS explore (58.3%) of the total variance in the
factor (selection and placement). Accordingly, the
hypotheses was tested as follows:
First Hypothesis (H01):"There is no impact t at the (α ≤ 0.05)
of HR information systems (efficiency of human resource
information systems, integration with other MIS, response) in
the selection and recruitment of staff in the company"
Table 10: Regression Analysis efficiency, Integration and
Response
Depen
dent
Dimen
sion
The R2
selection
Coeffici
ent
B Stand
ard
error
Bet
a
Calcul
ated (t)
value
The
level
of
signi
fican
ce F
Consta
nt
Regres
sion
0.583 .17
9 .283 .621 .536
Efficie
ncy of
HRIS .17
5 .155 .15
5 1.128 .262
Integra
tion
Of
HRIS
.29
5 .132 .29
8 2.242 .027
Respon
se
Of
HRIS
.42
9 .140 .36
2 3.076 .003
*Of Statistical Significance at the level of (α ≤0.05).
Results in Table 10 indicate that the dimension of integration
of HRIS have an impact on the selection and recruitment of
the company's employees in terms of (Beta) coefficients for
these two dimensions. At the same time the increase in value
of t is calculated at the level of( α≤ 0.05), and calculated
values of (t) equal (2.242 and 3.076), respectively. They are
significant at the level of (α≤0.05).
So there was no effect of this dimension of (efficiency of
human resources information systems) in terms of the (Beta)
coefficients of this dimension as in the table and the
significance of the decrease in value (t) calculated from its
tabulated value at the level of (α≤0.05) where the calculated
values of (t) equal (1.128) ). The following is required:
Rejecting the null hypothesis and accepting the alternative
hypothesis .
Stepwise Multiple Regression analysis was performed to
determine the significance of each independent dimension
separately in the contribution to the arithmetic model as
illustrated in Table 11.
Results of Stepwise Multiple Regression Analysis to predict
the selection and recruitment of employees in the company
through the dimensions of HR Information Systems
Table 11 : Regression Analysis of the Independent Dimensions
The order of
entry of
independen
t elements
in the
prediction
equation
R2 value
Coefficient of
determinatio
n
B Calculate
d t value
Level of
significanc
e t
Constant .25
4 .923 .359
Response of
HRIS 0.521 .49
5 3.893 .000
Integration
of HRIS 0.057 .38
2 3.597 .001
*Of statistical Significance at the level of (α≤ 0.05).
Table 11 shows the order of entry of the independent
dimensions in the regression equation. The dimension of (the
response of human resources information systems) ranked
first and explained separately (52.1%) of the total variance in
the selection and recruitment of employees in the company.
The dimension of ( Integration of Human Resources
Information Systems) entered next where the two dimensions
of (response of human resource information systems and
human resources information systems integration) accounted
for (57.8%) of the total variance in the selection and
recruitment of employees in the company, i.e., the dimension
of the (integration of human resources information systems)
alone explained (5.7%) of variance in the dependent variable
(selection and recruitment of employees in the company).
5. RESULTS AND DISCUSSION
In view of the responses of the surveyed sample, the following
results were reached and discussed as follows:
Firstly, the results indicate that the arithmetic averages of the
perceptions of the individuals of the study sample for the level
of availability of the dimensions of the human resources
information systems at the macro level were "medium" with
an average of (3.48) and a standard deviation of (0.77). The
researcher attributes this result to the application of this
system in any company cannot be complete even in large
companies because of the many challenges that vary in
intensity and impact from one company to another. The Arab
Potash Company is one of the companies facing many
difficulties and different challenges, including organizational
difficulties and problems of change and redesign of the
organizational structure, the difficulty in building,
developing and modifying the human resources information
system, the lack of specialized experts in human resources
systems, and the lack of acceptance of the majority of workers
for technological development because of their lack of
experience in these systems and familiarity with traditional
systems.
Hisham Mobideen et al., International Journal of Advanced Trends in Computer Science and Engineering, 8(5),September - October 2019, 2475- 2484
2483
We will not forget the importance of these systems in the
pursuit of the development and success of these companies
where they help in collecting data necessary for the
management, maintenance and preservation of the system,
introducing conversion and operation processes to provide
beneficiaries later and then provide officials with information
about personnel working in the company in the areas of
benefits and compensation, training and competency
development, evaluation of performance, in addition to
providing information about selection systems, assessment
and analysis of activities, competencies and skills
development and career planning. The importance of human
resources information systems is shown in the Integration
with the company's other MIS, such as marketing information
system, manufacturing information system, technical
processes, conversion information systems and other
information systems within the company that ensure an
integrated, holistic information system that serves
decision-making at the company level to provide the
information needed by external parties taking into account
confidentiality and information availability for publication.
As for the ranking of human resources information systems
axes, HRMS integration ranked first and obtained a high
"3.52" arithmetic mean. This result can be explained by the
fact that HRIS may provide integration with other activities of
the company to assist in preparing Comprehensive and
integrated reports with the activities and operations of the
company. That will help to achieve the necessary support for
different departments to make various decisions correctly.
As for the efficiency of human resources information systems,
it came in the second place with a "high" arithmetic average
of 3.50. To explain this result, the researcher suggests that
HRIS helps to produce accurate information that decision
makers can trust to make decisions. The human resources
information used by the Arab Potash Company is
comprehensive, suitability, easy and continuous maintenance
of these systems. Most importantly, they minimize the
material costs that may result from using of traditional
systems due to the use of paper, pens and other materials.
The results showed that the averages of the perceptions of the
Arab Potash Company respondents that the selection and
recruitment obtained an average mean of 3.29. The researcher
attributed the interpretation of this result to that HRIS may
not help in revealing the real skills of the employees to help in
the performance of the company through the recruitment of
highly skilled and qualified employees. It may be that the
bases and criteria adopted by the Arab Potash Company in the
selection process and recruitment are not clear to its
employees that may help to find compatibility between the job
and employees.
The results showed that there is an impact of human
resources information systems in the selection and
recruitment strategy. HRIS would help reducing the chance of
problems such as absence from work or leaving work. In the
availability of scientific and objective bases and standards in
the system data, this helps to select the employees according
to those scientific bases and criteria to select the appropriate
personnel to fill the vacancies.
6. RECOMMENDATIONS
1. Designing easy website for the Arab Potash Company, so
that if the employee wants to apply they can use the electronic
form and this give the company opportunity to gain qualified
people
2. Developing comprehensive strategies for the performance
of human resources in the Arab Potash Company in line with
the improvement of policies and procedures related to the
process of selection and recruitment of qualified and high
skills that contribute to the progress and development of the
company.
3. Holding lectures and distribution of awareness leaflets to
the employees about the importance of such systems in the
company. As these Systems will lead to the development of
the performance of the employees in the company which will
reflect on the performance of the company as a whole and
achieve its objectives.
4. Providing the basic infrastructure of the hardware,
equipment and software used in human resources information
systems. There is a need for continuous updating software and
maintaining of equipment to reduce the occurrence of
potential errors which may lead to disruption of the work.
5. The researcher recommends the need for further studies on
HRIS and their impact on improving business activities and
activities.
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... [ [19][20] It utilizes the purported profundity movement maps (DMMs) from three projection sees (front, side and top) to catch movement signs and sees nearby paired examples (LBPs) to increase a minimized component portrayal. The trial results on two standard datasets exhibited enhancements over the acknowledgment exhibitions of the current technique ...
... According to an article published by Forbes, employees are more important to an organization's success than customers [2]. Therefore, organizations need to employ and maintain the right people to maximize the organization's chances for success [3]. However, it is increasingly difficult for HR professionals to acquire and maintain the required talents. ...
Article
Full-text available
Human resource information system (HRIS) is not new concept but it is recuperating day by day with changing environment. Its major role is in human resource planning (HRP) which itself a crucial activity in any organization. Ineffective HRP can lead to extra or fewer numbers of employees than needed. Both over and under number of employees can create crappy situations. HRIS helps in proper planning of human resources. This paper focuses on the role of HRIS in HRP. The research is empirical in nature as 127 respondents from top 7 IT companies (as per their market share) are taken to see the sights of the objectives. The survey is done with the assistance of the questionnaire. After investigation it is concluded that HRIS has various benefits but the foremost is HRIS stores ample data about the employees of the organizations that helps in escalating the snail's pace of HRP. HRIS also helps in the strategic activities of HR managers and more in training and development, succession planning, applicant tracking in recruitment and selection and manpower planning. While analyzing the overall contribution of HRIS in HRP it is concluded that HRIS identifies occupied and unoccupied positions in an organization very effectively and accurately.
The Scientific and Applied Aspects of Human Resources Management in Organizations
  • Abdel Baqi
Abdel Baqi, Salah El Din Mohamed, "The Scientific and Applied Aspects of Human Resources Management in Organizations", Alexandria, University House Publishing, Publishing and Distribution,2001.
Human Resources Management: Theoretical Framework and Practical Cases
  • Abu Shaikha
  • Nader
Abu Shaikha, Nader, Human Resources Management: Theoretical Framework and Practical Cases, Amman, Dar Al-Faa Publishing and Distribution, 2nd ed,2010.
The reality of selection and recruitment policies in the administrative posts in the Palestinian Ministry of Education and Higher Education in the Gaza Strip and its impact on organizational loyalty
  • Ihab Jaroun
  • Abdullah
Jaroun, Ihab Abdullah (2009) "The reality of selection and recruitment policies in the administrative posts in the Palestinian Ministry of Education and Higher Education in the Gaza Strip and its impact on organizational loyalty" Master Thesis, Islamic University, Gaza, Palestinem2009.
The Impact of the Use of Computerized Information Systems on Human Resource Management Functions in Public Institutions in Jordan
  • Elias Tartarah
  • Plain
Tartarah, Elias Plain "The Impact of the Use of Computerized Information Systems on Human Resource Management Functions in Public Institutions in Jordan", unpublished Master Thesis, University of Jordan, Amman,2006.
E-recruitment implementation in the United Nations Agencies in the Occupied Palestinian Territories field study
  • Raed Hamarna
  • Ali
Hamarna, Raed Ali (2011)," E-recruitment implementation in the United Nations Agencies in the Occupied Palestinian Territories field study", un published Master thesis, Islamic university of Gaza, Palastine, 2011
Theoretical Perspective on the Relationship between Knowledge Management Systems, Customer Knowledge Management, and Firm Competitive Advantage
  • Bader Obeidat
  • Yousef
Obeidat, Bader Yousef, " Theoretical Perspective on the Relationship between Knowledge Management Systems, Customer Knowledge Management, and Firm Competitive Advantage, Euro Journals Publishing, Inc. 2012 ".