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Human Resource Information Systems: Basics, Applications & Directions
Abstract
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... However, with the evolution of computer technology, meeting this information requirement has been greatly enhanced through the creation of HRIS (Florkowski and Olivas-Luja´n, 2006;Kovach et al., 2002;Shani and Tesone, 2010). According to Kavanagh et al. (2012), HRIS includes hardware and software as well as people, forms, policies, procedures and data. This computerised HRIS consists of a fully integrated organisation wide network of HR-related data, information services, databases and tools that are applied to improve HR administration, transactions and process performance (Kettley and Reilly, 2003;Nel et al., 2008). ...
... HRM generally uses IT in the form of a HRIS. A HRIS is an integrated system that is used to acquire, store, manipulate, retrieve and distribute pertinent information about an organisation's HRs (Hendrickson, 2003;Kavanagh et al., 2012). The HRIS is shaping the integration between HRM and IT (Maguire and Redman, 2007;Ngai and Wat, 2006), merging HRM as a discipline and in particular basic HR activities and processes with the IT field (Dileep, 2010). ...
... However, with the evolution of computer technology, meeting this information requirement has been greatly enhanced through the creation of HRIS (Florkowski and Olivas-Luja´n, 2006;Kovach et al., 2002;Shani and Tesone, 2010). According to Kavanagh et al. (2012), HRIS includes hardware and software as well as people, forms, policies, procedures and data. This computerised HRIS consists of a fully integrated organisation wide network of HR-related data, information services, databases and tools that are applied to improve HR administration, transactions and process performance (Kettley and Reilly, 2003;Nel et al., 2008). ...
... HRM generally uses IT in the form of a HRIS. A HRIS is an integrated system that is used to acquire, store, manipulate, retrieve and distribute pertinent information about an organisation's HRs (Hendrickson, 2003;Kavanagh et al., 2012). The HRIS is shaping the integration between HRM and IT (Maguire and Redman, 2007;Ngai and Wat, 2006), merging HRM as a discipline and in particular basic HR activities and processes with the IT field (Dileep, 2010). ...
... Additionally, Huselid (1995) defines HRM as a collection of policies that are planned to maximize employee commitment. HR exercise or HR activities refer to the HR management tasks, such as recruitment, selection, compensation, knowledge management, performance management, routine bookkeeping activities, benefits administration, training programs, organizational development (Bamberger et al., 2014;Cascio, 2015;Greer et al., 1999;Huselid, 1995;Kavanagh and Johnson, 2017;Noe et al., 2017;Shahreki, 2019;Shahreki and Nakanishi, 2016). According to Bratton and Gold (2017), human resource exercise affect organization performances. ...
... However, this paper used the Boselie et al. (2005) HRM outcomes list to serve as a practical tool for investigating the HRM productivity within the HR results. HR exercise can be categorized under three domains such as traditional, transactional, and transformational (Gardner et al., 2003;Kavanagh and Johnson, 2017). HR transactional exercise involve the daily transactions that deal mainly with bookkeeping and record keeping such as employee status changes, entering payroll information, and the administration of employee benefits. ...
This study aims to investigate the effect of Information and Communication Technology (ICT) implementation on Business Process Management (BPM) through examining the relationship among influences of Human Resource Information Systems (HRIS) on HRM productivity. The current study developed a conceptual model and examined collected data from 187 HR specialists who have access to HRIS in their organizations. Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis was used to test hypotheses and examined data set. The results of this research showed that, applied properly, HRIS-provide HR transformational, transactional and traditional exercise has an important influence on the HRM performance. These results are suitable for competitive organizations in the marketplace that seek enhancement in HRM productivity by HRIS-empowered HR exercise. Consequently, the companies aimed to reconsider and renovate their business methods based on HRM are encouraged by this research to adopt a suitable HRIS, particularly a performance management system (PMS), which is a serious factor in their achievement.
... Additionally, Huselid (1995) defines HRM as a collection of policies that are planned to maximize employee commitment. HR exercise or HR activities refer to the HR management tasks, such as recruitment, selection, compensation, knowledge management, performance management, routine bookkeeping activities, benefits administration, training programs, organizational development (Bamberger et al., 2014;Cascio, 2015;Greer et al., 1999;Huselid, 1995;Kavanagh and Johnson, 2017;Noe et al., 2017;Shahreki, 2019;Shahreki and Nakanishi, 2016). According to Bratton and Gold (2017), human resource exercise affect organization performances. ...
... However, this paper used the Boselie et al. (2005) HRM outcomes list to serve as a practical tool for investigating the HRM productivity within the HR results. HR exercise can be categorized under three domains such as traditional, transactional, and transformational (Gardner et al., 2003;Kavanagh and Johnson, 2017). HR transactional exercise involve the daily transactions that deal mainly with bookkeeping and record keeping such as employee status changes, entering payroll information, and the administration of employee benefits. ...
This study aims to investigate the effect of Information and Communication Technology (ICT) implementation on Business Process Management (BPM) through examining the relationship among influences of Human Resource Information Systems (HRIS) on HRM productivity. The current study developed a conceptual model and examined collected data from 187 HR specialists who have access to HRIS in their organizations. Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis was used to test hypotheses and examined data set. The results of this research showed that, applied properly, HRIS-provide HR transformational, transactional and traditional exercise has an important influence on the HRM performance. These results are suitable for competitive organizations in the marketplace that seek enhancement in HRM productivity by HRIS-empowered HR exercise. Consequently, the companies aimed to reconsider and renovate their business methods based on HRM are encouraged by this research to adopt a suitable HRIS, particularly a performance management system (PMS), which is a serious factor in their achievement.
... Additionally, Huselid (1995) defines HRM as a collection of policies that are planned to maximize employee commitment. HR exercise or HR activities refer to the HR management tasks, such as recruitment, selection, compensation, knowledge management, performance management, routine bookkeeping activities, benefits administration, training programs, organizational development (Bamberger et al., 2014;Cascio, 2015;Greer et al., 1999;Huselid, 1995;Kavanagh and Johnson, 2017;Noe et al., 2017;Shahreki, 2019;Shahreki and Nakanishi, 2016). According to Bratton and Gold (2017), human resource exercise affect organization performances. ...
... However, this paper used the Boselie et al. (2005) HRM outcomes list to serve as a practical tool for investigating the HRM productivity within the HR results. HR exercise can be categorized under three domains such as traditional, transactional, and transformational (Gardner et al., 2003;Kavanagh and Johnson, 2017). HR transactional exercise involve the daily transactions that deal mainly with bookkeeping and record keeping such as employee status changes, entering payroll information, and the administration of employee benefits. ...
This study aims to investigate the effect of Information and Communication Technology (ICT) implementation on Business Process Management (BPM) through examining the relationship among influences of Human Resource Information Systems (HRIS) on HRM productivity. The current study developed a conceptual model and examined collected data from 187 HR specialists who have access to HRIS in their organizations. Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis was used to test hypotheses and examined data set. The results of this research showed that, applied properly, HRIS-provide HR transformational, transactional and traditional exercise has an important influence on the HRM performance. These results are suitable for competitive organizations in the marketplace that seek enhancement in HRM productivity by HRIS-empowered HR exercise. Consequently, the companies aimed to reconsider and renovate their business methods based on HRM are encouraged by this research to adopt a suitable HRIS, particularly a performance management system (PMS), which is a serious factor in their achievement.
... Additionally, Huselid (1995) defines HRM as a collection of policies that are planned to maximize employee commitment. HR exercise or HR activities refer to the HR management tasks, such as recruitment, selection, compensation, knowledge management, performance management, routine bookkeeping activities, benefits administration, training programs, organizational development (Bamberger et al., 2014;Cascio, 2015;Greer et al., 1999;Huselid, 1995;Kavanagh and Johnson, 2017;Noe et al., 2017;Shahreki, 2019;Shahreki and Nakanishi, 2016). According to Bratton and Gold (2017), human resource exercise affect organization performances. ...
... However, this paper used the Boselie et al. (2005) HRM outcomes list to serve as a practical tool for investigating the HRM productivity within the HR results. HR exercise can be categorized under three domains such as traditional, transactional, and transformational (Gardner et al., 2003;Kavanagh and Johnson, 2017). HR transactional exercise involve the daily transactions that deal mainly with bookkeeping and record keeping such as employee status changes, entering payroll information, and the administration of employee benefits. ...
This study aims to investigate the effect of Information and Communication Technology (ICT) implementation on Business Process Management (BPM) through examining the relationship among influences of Human Resource Information Systems (HRIS) on HRM productivity. The current study developed a conceptual model and examined collected data from 187 HR specialists who have access to HRIS in their organizations. Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis was used to test hypotheses and examined data set. The results of this research showed that, applied properly, HRIS-provide HR transformational, transactional and traditional exercise has an important influence on the HRM performance. These results are suitable for competitive organizations in the marketplace that seek enhancement in HRM productivity by HRIS-empowered HR exercise. Consequently, the companies aimed to reconsider and renovate their business methods based on HRM are encouraged by this research to adopt a suitable HRIS, particularly a performance management system (PMS), which is a serious factor in their achievement.
... Additionally, Huselid (1995) defines HRM as a collection of policies that are planned to maximize employee commitment. HR exercise or HR activities refer to the HR management tasks, such as recruitment, selection, compensation, knowledge management, performance management, routine bookkeeping activities, benefits administration, training programs, organizational development ( Bamberger et al., 2014;Cascio, 2015;Greer et al., 1999;Huselid, 1995;Kavanagh and Johnson, 2017;Noe et al., 2017;Shahreki, 2019;Shahreki and Nakanishi, 2016). According to Bratton and Gold (2017), human resource exercise affect organization performances. ...
... However, this paper used the Boselie et al. (2005) HRM outcomes list to serve as a practical tool for investigating the HRM productivity within the HR results. HR exercise can be categorized under three domains such as traditional, transactional, and transformational ( Gardner et al., 2003;Kavanagh and Johnson, 2017). HR transactional exercise involve the daily transactions that deal mainly with bookkeeping and record keeping such as employee status changes, entering payroll information, and the administration of employee benefits. ...
This study aims to investigate the effect of Information and Communication Technology (ICT) implementation on Business Process Management (BPM) through examining the relationship among influences of Human Resource Information Systems (HRIS) on HRM productivity. The current study developed a conceptual model and examined collected data from 187 HR specialists who have access to HRIS in their organizations. Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis was used to test hypotheses and examined data set. The results of this research showed that, applied properly, HRIS-provide HR transformational, transactional and traditional exercise has an important influence on the HRM performance. These results are suitable for competitive organizations in the marketplace that seek enhancement in HRM productivity by HRIS-empowered HR exercise. Consequently, the companies aimed to reconsider and renovate their business methods based on HRM are encouraged by this research to adopt a suitable HRIS, particularly a performance management system (PMS), which is a serious factor in their achievement.
... Additionally, Huselid (1995) defines HRM as a collection of policies that are planned to maximize employee commitment. HR exercise or HR activities refer to the HR management tasks, such as recruitment, selection, compensation, knowledge management, performance management, routine bookkeeping activities, benefits administration, training programs, organizational development ( Bamberger et al., 2014;Cascio, 2015;Greer et al., 1999;Huselid, 1995;Kavanagh and Johnson, 2017;Noe et al., 2017;Shahreki, 2019;Shahreki and Nakanishi, 2016). According to Bratton and Gold (2017), human resource exercise affect organization performances. ...
... However, this paper used the Boselie et al. (2005) HRM outcomes list to serve as a practical tool for investigating the HRM productivity within the HR results. HR exercise can be categorized under three domains such as traditional, transactional, and transformational ( Gardner et al., 2003;Kavanagh and Johnson, 2017). HR transactional exercise involve the daily transactions that deal mainly with bookkeeping and record keeping such as employee status changes, entering payroll information, and the administration of employee benefits. ...
This study aims to investigate the effect of Information and Communication Technology (ICT) implementation on Business Process Management (BPM) through examining the relationship among influences of Human Resource Information Systems (HRIS) on HRM productivity. The current study developed a conceptual model and examined collected data from 187 HR specialists who have access to HRIS in their organizations. Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis was used to test hypotheses and examined data set. The results of this research showed that, applied properly, HRIS-provide HR transformational, transactional and traditional exercise has an important influence on the HRM performance. These results are suitable for competitive organizations in the marketplace that seek enhancement in HRM productivity by HRIS-empowered HR exercise. Consequently, the companies aimed to reconsider and renovate their business methods based on HRM are encouraged by this research to adopt a suitable HRIS, particularly a performance management system (PMS), which is a serious factor in their achievement.
... Additionally, Huselid (1995) defines HRM as a collection of policies that are planned to maximize employee commitment. HR exercise or HR activities refer to the HR management tasks, such as recruitment, selection, compensation, knowledge management, performance management, routine bookkeeping activities, benefits administration, training programs, organizational development (Bamberger et al., 2014;Cascio, 2015;Greer et al., 1999;Huselid, 1995;Kavanagh and Johnson, 2017;Noe et al., 2017;Shahreki, 2019;Shahreki and Nakanishi, 2016). According to Bratton and Gold (2017), human resource exercise affect organization performances. ...
... However, this paper used the Boselie et al. (2005) HRM outcomes list to serve as a practical tool for investigating the HRM productivity within the HR results. HR exercise can be categorized under three domains such as traditional, transactional, and transformational (Gardner et al., 2003;Kavanagh and Johnson, 2017). HR transactional exercise involve the daily transactions that deal mainly with bookkeeping and record keeping such as employee status changes, entering payroll information, and the administration of employee benefits. ...
This study aims to investigate the effect of Information and Communication Technology (ICT) implementation on Business Process Management (BPM) through examining the relationship among influences of Human Resource Information Systems (HRIS) on HRM productivity. The current study developed a conceptual model and examined collected data from 187 HR specialists who have access to HRIS in their organizations. Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis was used to test hypotheses and examined data set. The results of this research showed that, applied properly, HRIS-provide HR transformational, transactional and traditional exercise has an important influence on the HRM performance. These results are suitable for competitive organizations in the marketplace that seek enhancement in HRM productivity by HRIS-empowered HR exercise. Consequently, the companies aimed to reconsider and renovate their business methods based on HRM are encouraged by this research to adopt a suitable HRIS, particularly a performance management system (PMS), which is a serious factor in their achievement.
... Additionally, Huselid (1995) defines HRM as a collection of policies that are planned to maximize employee commitment. HR exercise or HR activities refer to the HR management tasks, such as recruitment, selection, compensation, knowledge management, performance management, routine bookkeeping activities, benefits administration, training programs, organizational development (Bamberger et al., 2014;Cascio, 2015;Greer et al., 1999;Huselid, 1995;Kavanagh and Johnson, 2017;Noe et al., 2017;Shahreki, 2019;Shahreki and Nakanishi, 2016). According to Bratton and Gold (2017), human resource exercise affect organization performances. ...
... However, this paper used the Boselie et al. (2005) HRM outcomes list to serve as a practical tool for investigating the HRM productivity within the HR results. HR exercise can be categorized under three domains such as traditional, transactional, and transformational (Gardner et al., 2003;Kavanagh and Johnson, 2017). HR transactional exercise involve the daily transactions that deal mainly with bookkeeping and record keeping such as employee status changes, entering payroll information, and the administration of employee benefits. ...
This study aims to investigate the effect of Information and Communication Technology (ICT) implementation on Business Process Management (BPM) through examining the relationship among influences of Human Resource Information Systems (HRIS) on HRM productivity. The current study developed a conceptual model and examined collected data from 187 HR specialists who have access to HRIS in their organizations. Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis was used to test hypotheses and examined data set. The results of this research showed that, applied properly, HRIS-provide HR transformational, transactional and traditional exercise has an important influence on the HRM performance. These results are suitable for competitive organizations in the marketplace that seek enhancement in HRM productivity by HRIS-empowered HR exercise. Consequently, the companies aimed to reconsider and renovate their business methods based on HRM are encouraged by this research to adopt a suitable HRIS, particularly a performance management system (PMS), which is a serious factor in their achievement.
... Additionally, Huselid (1995) defines HRM as a collection of policies that are planned to maximize employee commitment. HR exercise or HR activities refer to the HR management tasks, such as recruitment, selection, compensation, knowledge management, performance management, routine bookkeeping activities, benefits administration, training programs, organizational development (Bamberger et al., 2014;Cascio, 2015;Greer et al., 1999;Huselid, 1995;Kavanagh and Johnson, 2017;Noe et al., 2017;Shahreki, 2019;Shahreki and Nakanishi, 2016). According to Bratton and Gold (2017), human resource exercise affect organization performances. ...
... However, this paper used the Boselie et al. (2005) HRM outcomes list to serve as a practical tool for investigating the HRM productivity within the HR results. HR exercise can be categorized under three domains such as traditional, transactional, and transformational (Gardner et al., 2003;Kavanagh and Johnson, 2017). HR transactional exercise involve the daily transactions that deal mainly with bookkeeping and record keeping such as employee status changes, entering payroll information, and the administration of employee benefits. ...
This study aims to investigate the effect of Information and Communication Technology (ICT) implementation on Business Process Management (BPM) through examining the relationship among influences of Human Resource Information Systems (HRIS) on HRM productivity. The current study developed a conceptual model and examined collected data from 187 HR specialists who have access to HRIS in their organizations. Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis was used to test hypotheses and examined data set. The results of this research showed that, applied properly, HRIS-provide HR transformational, transactional and traditional exercise has an important influence on the HRM performance. These results are suitable for competitive organizations in the marketplace that seek enhancement in HRM productivity by HRIS-empowered HR exercise. Consequently, the companies aimed to reconsider and renovate their business methods based on HRM are encouraged by this research to adopt a suitable HRIS, particularly a performance management system (PMS), which is a serious factor in their achievement.
... Additionally, Huselid (1995) defines HRM as a collection of policies that are planned to maximize employee commitment. HR exercise or HR activities refer to the HR management tasks, such as recruitment, selection, compensation, knowledge management, performance management, routine bookkeeping activities, benefits administration, training programs, organizational development (Bamberger et al., 2014;Cascio, 2015;Greer et al., 1999;Huselid, 1995;Kavanagh and Johnson, 2017;Noe et al., 2017;Shahreki, 2019;Shahreki and Nakanishi, 2016). According to Bratton and Gold (2017), human resource exercise affect organization performances. ...
... However, this paper used the Boselie et al. (2005) HRM outcomes list to serve as a practical tool for investigating the HRM productivity within the HR results. HR exercise can be categorized under three domains such as traditional, transactional, and transformational (Gardner et al., 2003;Kavanagh and Johnson, 2017). HR transactional exercise involve the daily transactions that deal mainly with bookkeeping and record keeping such as employee status changes, entering payroll information, and the administration of employee benefits. ...
This study aims to investigate the effect of Information and Communication Technology (ICT) implementation on Business Process Management (BPM) through examining the relationship among influences of Human Resource Information Systems (HRIS) on HRM productivity. The current study developed a conceptual model and examined collected data from 187 HR specialists who have access to HRIS in their organizations. Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis was used to test hypotheses and examined data set. The results of this research showed that, applied properly, HRIS-provide HR transformational, transactional and traditional exercise has an important influence on the HRM performance. These results are suitable for competitive organizations in the marketplace that seek enhancement in HRM productivity by HRIS-empowered HR exercise. Consequently, the companies aimed to reconsider and renovate their business methods based on HRM are encouraged by this research to adopt a suitable HRIS, particularly a performance management system (PMS), which is a serious factor in their achievement.
... According to research done by Ball (2001), 60 per cent of Fortune 500 organisations used the HRIS to support everyday human resource management (HRM) activities in the late 1990s. HRIS-using firms have been found to have a competitive edge over non-HRIS-using enterprises (Kavanagh and Thite, 2009). Rawat (2008) also claims that today's higher education institutions are faced with a big challenge: enhancing learning environments while lowering administrative operational expenses. ...
Human Resource Information System (HRIS) has fostered effective organisational learning, noticeable productivity, and, above all, sustainability in a period of demanding and changing human resource management approaches for organisational growth and development of information technology. The current study combines bibliometric analysis with a systematic literature review (SLR). The systematic review is used methodically to collect available material and then evaluate it against established criteria (Tranfield et al., 2003). The current study examines peer-reviewed articles from the year 2001 to 2021 from Scopus (ScienceDirect) database, Google Scholar (web search engine) and ResearchGate (a commercial social networking site for scientists and researchers). Specific keywords are used to find articles with the search string "Human resource information system" resulting in 10 articles which were undertaken for further study after inclusion and exclusion criteria. This review-based work aims to provide qualitative insight into HRIS's overall evolutionary trend, knowledge structure, and literature gaps and suggests some future research possibilities with special reference to the banking sector by using open-source software. The findings indicate a clear insight into the benefits of implementing HRIS in the banking sector. The study offers a comprehensive picture of the advancement of publications and research diversification within the domain. Furthermore, it gives scholars and practitioners an analytical idea to implement HRIS in different sustainable sectors. Keywords: Human Resource Information System (HRIS), human resource (HR), systematic literature review (SLR), bibliometric analysis, banking Introduction Human Resource Information System (HRIS) is a concept for effectively managing Human Resource Management (HRM) activities and applications by utilising Information Technology (IT) development and features (Kovach et al., 2002) of HRM. Human resource information systems (HRIS) are becoming increasingly important in the progress of communication procedures (Volkmer, 1999). Moreover, HRIS can be described as a technology-based system for acquiring, storing, manipulating, analysing, retrieving, and distributing information relevant to an organization's human resources that meet users' information needs and increase their productivity (Tannenbaum, 1990). According to Lengnick, Mark and Moritz (2003), the nature of HRIS varies depending on the size of the company. It is more casual in small firms, but it is more formal and organised in large enterprises. The fast advancement of information and communications technology (ICT) over the last two decades has accelerated the adoption and use of electronic human resource management (e-HRM) (Strohmeier, 2007). Technology's use in HR has exploded, and it's still changing HR management operations with executives, managers, and employees (Mathis and Jackson, 2010). While information systems were once employed to standardize data, recent advancements in HRIS have contributed to lower administrative expenses and the introduction of a slew of new apps, making HR jobs less independent and empowering the whole HR department (Alleyne, Kakabadse and Kakabadse, 2007). HRIS in various service sectors Kirishna and Meena (2010) recognised the key functional areas in which ICT is used for information management in Higher Education institutions. The current degree of utilization in higher education institutions suggests clear incorporation of ICT being used for managerial or information-based administration. According to research done by Ball (2001), 60 per cent of Fortune 500 organisations used the HRIS to support everyday human resource management (HRM) activities in the late 1990s. HRIS-using firms have been found to have a competitive edge over non-HRIS-using enterprises
... However, despite its quick start, the HRM function has been the last to get automated. The reasons were data intensiveness and complexity, since HRIS has been very difficult to develop and implement, as compared to accounting and supply chain systems (Kavanagh and Johnson, 2017). Therefore, it is only recently that larger organizations have implemented HR systems and started e-recruitment, performance appraisal applications, employee information management, training services, succession planning, and many more (Nankervis et al., 2021). ...
The fourth industrial revolution will be ushered in by future high technology,
and as a result, the world will face new di�culties relating to people,
the environment, and profitability. Accordingly, the competitive edge and
long-term viability of businesses would depend on the knowledge workers
who could overcome these excruciatingly di�cult obstacles and have the
knowledge and competency to influence the overall performance of any
type of company. But managing knowledge workers falls under the purview
of human resources, and only eective human resources tools, plans, and
procedures can ensure the success of this task. One such tool, which has
the capacity and capability to change the whole scenario in an organization’s
favor, is the human resource information system (HRIS). The purpose of
this structured review is to provide insight into a field of HRM (i.e., HRIS)
that has largely been neglected by other reviews of the literature and has
only been briefly discussed by a small number of publications published in
reputable, top-tier journals. A customized HRIS framework is the result of
this structured literature review for managing knowledge and competence.
The study presents the content analysis of 48 articles, systematically and
purposefully selected for this literature review, published during the past
three decades. The study has several implications for policymakers and
HR practitioners.
... Scientists have pointed out that (Griggs et al., 2015) human resources (HR) education is very important for successful implementation of innovations. Different opinions on research of information technologies application in human resources management are prevailing in the world of science (Analoui, 2007;Kavanagh, Thite, 2009;Bondarouk, Furtmueller, 2012;Altmann, Engberg, 2015;Katou, 2015; and others). ...
İqtisadi sistemin transformasiyası iqtisadi və sosial inkişafın nisbəti məsələsini, keçid dövründə meydana çıxan sosial problemlərin mahiyyəti və onların həlli yolları, sosial siyasət kimi məsələləri ön plana çəkir. Məlum olduğu kimi, cəmiyyət sosial qruplardan təşkil olunmuşdur. Sosial qrupların müxtəlif maraqları vardır – bunlar bəzən oxşar, bəzən isə uyğun olmayan, hətta barışmaz da olur.Buna baxmayaraq, sosial qrupların qarşılıqlı əlaqələri labüddür. Belə qarşılıqlı əlaqələrin konkret formaları müxtəlifdir: münaqişə, partnyorluq, ittifaq, qarşılıqlı güzəşt, düşmənçilik, təzyiq, tətillər, vətəndaş müharibəsi, vətəndaş həmrəyliyi, vətəndaş itaətsizliyi, zorakılıq, hədə və s. formalar. Ümümilikdə isə bunlar siyasət adlandırılır. Əgər sosial qruplar iqtisadiyyatla əlaqədar üzləşirlərsə (yaxud əməkdaşlıq edirlərsə), bu, iqtisadi siyasətdir. Əgər bu üzləşmə təbii mühitin vəziyyəti və istifadəsi səbəbindəndirsə, bu, ekoloji siyasətdir. Demoqrafik, mədəni, maarif və s. siyasətlər də mövcuddur
... In the literature on change management, Kotter's eight-step change paradigm is a prominent exemplar. The model outlines a method for successfully managing change and avoiding the traps that plague failed change initiatives (Kavanagh & Thite 2009). ...
Organizational Change and Change Management is a significant field of study to examine its applications to the current innovative ever-changing world. Models and processes in change management contributes for the success with new plans in the challenging environment. Thus, this chapter goes insight to an overview of Organizational change and Change Management.
It includes brief introduction to Organizational change, Types of organizational changes, an overview of Change management, Implication of Change management Models; Kotter’s eight-step Change Management Model, Kurt Lewin's Three-Step Change Model, Benefits of Change Management to organizations, Negative impacts and barriers of Change Management, Key factors for successful change and a brief analysis of the Interdependent Role of Communication and Employee Involvement in Effective Change Management.
... These new systems have enabled HR professionals to better focus on HR strategy (Ahmed & Ogalo, 2019;Khan et al., 2017;Gueutal & Stone, 2005) since their administrative burden in the field is reduced to a greater extent (Stone & Dulebohn, 2013). These new systems are expected to enhance HR efficiency (Bondarouk, Parry & Furtmueller, 2017) and reduce organizational costs (Findikkli & Bayarcelik, 2015;Kavanagh, Thite & Johnson, 2011). ...
Role of employee engagement in an organisation: Evidence from Covid 19
... Additionally, the HRIS has a unique feature, in that it enables companies in encouraging, appealing, and retaining workforces, which are vital factors in eradicating competition from other organizations, in attracting as well as retain gifted and experienced workers (Kavanagh, Thite and Johnson, 2017;Kolatshi, 2017). Besides, Keenan (2020) stated that the HRIS backs the interaction, communication, and service aim based on HR procedures such as, e-learning, e-recruiting, and e-benefits. ...
... More specifically, transformational e-HRM includes "an integrated set of policies and practices developed to execute the company's implicit or explicit business strategy through the management of the firm's human capital" (Poisat & Mey, 2017, p. a862). The scope of transformational e-HRM, therefore, comprises such activities as internal staffing, organizational development, talent management, and learning (Thite & Kavanagh, 2009;Wirtky et al., 2016). As this article focuses on how employees can be mobilized in function of strategic organizational objectives (Poisat & Mey, 2017), and through e-HRM systems that hold the potential to transform the HRM function (Ruël et al., 2004), it is on this transformational goal of e-HRM that our focus lies. ...
In this dissertation, we empirically examine a new model of employee mobility in large, hierarchical organizations. Our focus is on three guiding questions: (1) What processes are replacing conventional mobilization and development approaches? And what technologies are expected to play a key role therein?; (2) What technology design are organizations applying to revise their approaches to employee mobility and development?; (3) How do employees experience individual work and development in these new marketplaces of work? We find that traditional mobility models are being replaced by more nimble and market-like forms of mobility that provide employees unprecedented opportunities to self-direct their careers within their broader organization. We emphasize both the theoretical and practical implications of our findings and identify several areas of future inquiry.
... We gathered 298 descriptive and predictive HR analyses and assigned them to the appropriate decisions. A total of 202 are selected from the academic and professional literature (e.g., Bassi et al. 2010, Becker et al. 2001, Boudreau 2010, Cascio & Boudreau 2011, Davenport et al. 2010, Fitz-enz 2010, Fitz-enz & Davison 2001, Infohrm 2010, Kavanagh & Thite 2009, SilkRoad 2012, Smith 2013) and the others from past consulting projects and suggestions provided by the HR analysts interviewed for this research. Fig. 5 counts the number of analyses belonging to each HR process. ...
The popularity of business intelligence (BI) systems to support business analytics has tremendously increased in the last decade. The determination of data items that should be stored in the BI system is vital to ensure the success of an organisation's business analytic strategy. Expanding conventional BI systems often leads to high costs of internally generating, cleansing and maintaining new data items whilst the additional data storage costs are in many cases of minor concern -- what is a conceptual difference to big data systems. Thus, potential additional insights resulting from a new data item in the BI system need to be balanced with the often high costs of data creation. While the literature acknowledges this decision problem, no model-based approach to inform this decision has hitherto been proposed. The present research describes a prescriptive framework to prioritise data items for business analytics and applies it to human resources. To achieve this goal, the proposed framework captures core business activities in a comprehensive process map and assesses their relative importance and possible data support with multi-criteria decision analysis.
... These new systems have enabled HR professionals to better focus on HR strategy (Ahmed & Ogalo, 2019;Khan et al., 2017;Gueutal & Stone, 2005) since their administrative burden in the field is reduced to a greater extent (Stone & Dulebohn, 2013). These new systems are expected to enhance HR efficiency (Bondarouk, Parry & Furtmueller, 2017) and reduce organizational costs (Findikkli & Bayarcelik, 2015;Kavanagh, Thite & Johnson, 2011). Most recent empirical studies have positively linked e-HRM systems with enhancement in employee productivity (Iqbal, Ahmad & Allen, 2019), organizational performance (Iqbal & Ahmad, 2016) and effectiveness (Obeidat, 2016). ...
Given the advent and growing popularity of Industry 4.0, the present study aimed to explore the concept and relevance of Electronic Human Resource Management (e-HRM) in contemporary business world. The review revealed that e-HRM, an approach of executing HR strategies, policies and practices in organizations through a conscious and directed support of web-based technology (Ruel, Bondarouk & Looise, 2004), has managed to garner a strategic significance for achieving competitive advantage as well as increasing the value of HR function. It has the potential to enhance efficiency within the HR department thereby allowing human resource to become a strategic partner in accomplishing organizational objectives. The present study has identified and discussed various outcomes of adopting e-HRM in detail. In addition, various e-HRM practices like e- recruitment, e-selection, e- training, e-performance appraisal and e- compensation remained in focus. The review also revealed certain technology, organizational and people factors that have significant bearing on its successful implementation. These factors have been discussed briefly and few suggestions for better implementation of such concept have been provided at the end.
... HRIS is a subsystem of MIS, which is a study of people, technology, and organizations, and thus, the contemporary HRIS cannot be conceptualized without these components. "HRIS is a system for acquiring, storing, manipulating, analyzing, retrieving, and distributing resources" [7]. It is a system for transaction processing, editing, record-keeping, and functional application system for the automation of human resources work [8]. ...
This research aims at establishing a relationship between the factors affecting the effectiveness of the Human Resource Information System in Indian IT companies. Eight factors were identified and used in the study. Confirmatory Factor Analysis was conducted, and a Human Resource Information System model was developed using Structural Equation Modelling. A close relationship between the factors affecting the HRIS and the effectiveness of the HRIS in the Indian IT Industry was established. The results of this study provide a decent model fit. Although a Human Resource Information System is treated as an alternative to the paper-based work, yet other functions are still to be exploited. This calls for proper training of personnel in-charge of Human Resource functions as well as customizing the Human Resource Information System as per the requirement for ease of use, resulting in an effective Human Resource Information System by reduction of cost.
... More specifically, transformational e-HRM includes "an integrated set of policies and practices developed to execute the company's implicit or explicit business strategy through the management of the firm's human capital" (Poisat & Mey, 2017, p. a862). The scope of transformational e-HRM, therefore, comprises such activities as internal staffing, organizational development, talent management, and learning (Thite & Kavanagh, 2009;Wirtky et al., 2016). As this article focuses on how employees can be mobilized in function of strategic organizational objectives (Poisat & Mey, 2017), and through F o r P e e r R e v i e w 6 e-HRM systems that hold the potential to transform the HRM function (Ruël et al., 2004), it is on this transformational goal of e-HRM that our focus lies. ...
Through an international Delphi study, this article explores the new electronic human resource management regimes that are expected to transform internal staffing. Our focus is on three types of information systems: human resource management systems, job portals, and talent marketplaces. We explore the future potential of these new systems and identify the key challenges for their implementation in governments, such as inadequate regulations and funding priorities, a lack of leadership and strategic vision, together with rigid work policies and practices and a change‐resistant culture. Tied to this vision, we identify several areas of future inquiry that bridge the divide between theory and practice.
... Notably, it allows organisations to access and retrieve data from the employee's job description, and transfer the information into the evaluation from any computer that has internet and at any time making it easier and faster for the organisation to generate accurate HR related reports [84]. Mean while the opinion that an employee can also use the e-performance appraisal system to manage his or her own personal performance goals based on his/her performance appraisal results [85]. ...
... Human-Resource Information Systems (HRIS) have drastically evolved since they were first introduced, is a software or online solution for the data entry, data tracking, and data information needs of the Human -Resources, reporting beginning with his recruitment and ending with his retirement [1] [2] .As such, HRIS facilitates the use of computer technology to streamline HR operations, cut costs and ultimately enhance the effectiveness of human-resource management. However, the present HRIS system at the Institution of vocational education \ Ministry Education in Iraq involves a lot of manual feeding. ...
Python based on Analysis and Simulation of UML Use Case Modeling
... Human-Resource Information Systems (HRIS) have drastically evolved since they were first introduced, is a software or online solution for the data entry, data tracking, and data information needs of the Human -Resources, reporting beginning with his recruitment and ending with his retirement [1] [2] .As such, HRIS facilitates the use of computer technology to streamline HR operations, cut costs and ultimately enhance the effectiveness of human-resource management. However, the present HRIS system at the Institution of vocational education \ Ministry Education in Iraq involves a lot of manual feeding. ...
In this work we have presented the state of the art of requirements engineering in methodologies used for the development of HRIS system web-based. To achieve this purpose, we started describing the structure of the requirements engineering process and the most common techniques used in such a process in the classic software
development for HRIS Traditionally non-web applications in an organization. During this study, various stages of the system development life cycle were executed. Understanding the problem statement, literature survey, analysis, interpretation, design and implementation gave the thorough idea of a study life-cycle. The objective behind designing of a new HRIS was to eliminate manual work to some extent and also help employees to access their own HRIS, and also sharing information with other departments in the organization. The process developed by this HRIS web-based system includes. First, I have main activities: capture requirements, definition and Analysis of requirements. The techniques most frequently used to perform these activities are among others, use cases, scenarios. I have used a combination of three requirements elicitation methodobservation, interviews and brainstorming. In the interview process, I have interviewed three potential customers. And finally, after brainstorming, I have used use case technique to specify the user requirements. Based on the user requirements, I have designed class attributes and activity diagram. In a second step I have designed the class diagram to get the clear picture of the future HRIS system. I have designed an outline of the methodologies for the web describing how these approaches cover the aspects related to requirements engineering, I use struts MVC framework and J2EE standard platform technology, a new flexible, high-effect, expandable enterprise human resources management system framework is designed and then implemented. This system not only can successfully resolve a large number of practical problems the enterprise human resources management faced to improve human resources management efficiency, but also the information system is simple and easy to implement, has strong features such as easy to expand, easy to maintain, flexible and secure. Finally, I have also designed GUI prototypes. This study can be further extended in implementation of other modules of HRIS like recruitment and selection, training and development, compensation, benefits and payroll. Can be used another framework for developing this application for example (ASP.NET MVC &Spring MVC) easily. Reason the persistence layer and business logic layer it will not be affected, thus the system flexibility and maintainability.
... DeSanctis [15] defined HRIS as "a specialized information system within the traditional functional areas of the organization, designed to support the planning, administration, decision-making, and control activities of HRM". Aptly Kavanagh, Thite, and Johnson [16] described HRIS as a computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to human resources. ...
... Walaupun tidak ada satu faktor yang menjadi punca, Lorenzi dan Riley (2000) mencadangkan bahawa "kesan bola salji (snowball effect) sering dilihat, dengan kekurangan dalam satu kawasan yang membawa kepada kekurangan berikutnya di kawasan lain. Menurut Johnson dan Kavanagh (2018) ,teknologi bukanlah faktor penyebab atau kaitan terhadap kegagalan HRIS dilaksanakan. Hal ini kerana kemahiran pemimpin, isu-isu ahli-ahli dan organisasin yang berkaitan dengan perubahan. ...
ABSTRAK Kajian ini dijalankan adalah bertujuan untuk mengenalpasti faktor penyebab kegagalan fungsi Human Resource Information System (HRIS). Sistem Maklumat Sumber Manusia atau HRIS adalah perisian atau penyelesaian dalam talian untuk kemasukan data, pengesanan data, dan keperluan maklumat data Sumber Manusia, gaji, pengurusan, dan fungsi perakaunan dalam perniagaan. Kelebihan sistem ini adalah ia menjimatkan masa, membolehkan anda memberi tumpuan kepada pengurusan proses pengeluaran, merancang penjualan syarikat, dan mencari pasaran baru untuk mengembangkan perniagaan anda. Semakin banyak kegagalan untuk melaksanakan HRIS dengan adanya teknologi, Hal ini demikian keranan teknologi bukanlah faktor penyebab atau kaitan terhadap kegagalan HRIS dilaksanakan. Terdapat 4 kategori utama yang menjadi faktor penyebab kegagalan fungsi HRIS iaitu kategori utama: kepemimpinan, perancangan, komunikasi, dan latihan. ABSTRACT The purpose of this study is to identify the contributing factors to the failure of the Human Resource Information System (HRIS). Human Resource Information System or HRIS is an online software or solution for data entry, data tracking, and Human Resource data requirements, salaries, management, and accounting functions in business. The advantage of this system is that it saves you time, lets you focus on managing production processes, planning company sales, and finding new markets to grow your business. More and more failures to implement HRIS with technology, this is because technology is not a contributing factor to HRIS failures. There are 4 main categories that are the contributing factors to the failure of the HRIS function: the main categories: leadership, planning, communication, and training. PENGENALAN HRIS ditakrifkan sebagai sistem maklumat yang memberi tumpuan kepada menyokong fungsi dan aktiviti HR, serta proses "orang" organisasi yang lebih luas. Definisi HRIS yang lebih formal adalah sistem yang digunakan untuk memperoleh, menyimpan, memanipulasi, menganalisis, mengambil, dan mengedarkan maklumat mengenai sumber manusia organisasi untuk menyokong HRM dan keputusan pengurusan. HRIS bukan sekadar perkakasan komputer dan perisian berkaitan HR yang berkaitan. Semakin banyak kegagalan untuk melaksanakan HRIS, namun kegagalnya tidak ada kaitan dengan teknologi, tetapi sebaliknya mempunyai lebih banyak kaitan dengan kemahiran perubahan iiaitu pemimpin, dan isu-isu organisasi dan masyarakat yang berkaitan dengan perubahan. Kajian literatur perubahan telah mengenal pasti beberapa faktor utama di luar proses pengurusan perubahan yang menyumbang kepada sistem IT kegagalan pelaksanaan. Walaupun tidak ada satu faktor tunggal pelakunya, Lorenzi dan Riley (2000) mencadangkan bahawa "kesan bola salji (snowball effect) sering dilihat, dengan kekurangan dalam satu kawasan yang membawa kepada kekurangan seterusnya di kawasan lain. METODOLOGI SKOP KAJIAN Kajian ini ialah berkaitan artikel yang menerangkan mengenai sistem HRIS seperti kelebihannya dan faktor penyebab kegagalan. Namun fokus utama artikel ini ialah tentang faktor-faktor penyebab kegagalan fungsi HRIS.no
This study sought to find out the factors influencing social media utilization in the Ghanaian hotel industry among the star-rated hotels. The study adopted cross-sectional approach to solicit the views of 127 hotel respondents. The study employed simple random and purposive sampling techniques. Structured questionnaire with closed-ended questions were used. Chances hotel within Ho Municipal was targeted for the study. Even though, the results revealed that Chances hotel is present on social media, overall its use is basic. Most of the hotels suffer from low levels of visibility, activity and engagement. Regression analysis from the study revealed that, the parameter estimates of cost, culture, human skills and it infrastructure were significant predictors of social media utilization. However, competition and managerial style were not significant predictors of social media utilization. These estimates had p-values greater than 0.05 but this study sees positive relation between the two factors and the level of usage as generally informative. Hotel managers who seek to utilize social media as an advertisement tool, should take critical attention to investing into IT infrastructure, training of staff in IT related issues and engaging customers to increase the visibility of hotels on social media channels. They also need to take more definitive action in order to fully exploit the potential social media as advertisement tool.
This study sought to find out the factors influencing social media utilization in the Ghanaian hotel industry among the star-rated hotels. The study adopted cross-sectional approach to solicit the views of 127 hotel respondents. The study employed simple random and purposive sampling techniques. Structured questionnaire with closed-ended questions were used. Chances hotel within Ho Municipal was targeted for the study. Even though, the results revealed that Chances hotel is present on social media, overall its use is basic. Most of the hotels suffer from low levels of visibility, activity and engagement. Regression analysis from the study revealed that, the parameter estimates of cost, culture, human skills and it infrastructure were significant predictors of social media utilization. However, competition and managerial style were not significant predictors of social media utilization. These estimates had p-values greater than 0.05 but this study sees positive relation between the two factors and the level of usage as generally informative. Hotel managers who seek to utilize social media as an advertisement tool, should take critical attention to investing into IT infrastructure, training of staff in IT related issues and engaging customers to increase the visibility of hotels on social media channels. They also need to take more definitive action in order to fully exploit the potential social media as advertisement tool.
The advancement of digital technologies such as electronic devices, information systems, mobile or internet technologies, etc., which is presently known as the Fourth Industrial Revolution, generates real opportunities for organizations to focus their activities on core competencies and achievable goals. It was inevitable for human resource management (HRM) to adopt such an advancement that drastically influenced businesses’ work and management. Digital technology has caused the total re-evaluation and improvement of the procedures and systems concerning different capacities throughout businesses, and the HR role is not an exception. Therefore, this study aims to investigate the impact of digitalization technologies on HRM practices in the automotive manufacturing industry in Malaysia. Recruitment and selection, training and development, and performance appraisal and compensation are the main HRM practices identified as independent variables. A total of 203 respondents were selected for an online survey among employees in the automotive manufacturing industry in Pekan, Pahang. The results show a significant relationship between digitalization technologies and all human resource practices addressed in this study except compensation where the data was obtained and examined using IBM SPSS (Version 27) statistical software. The findings of the study revealed that HRM practices have a significant association with digitalization technologies and, occasionally, with the current and future needs of industrial revolution in manufacturing the industry; further studies can widen their scope to other industries in making Malaysia a developed nation holistically from political and socio-economic perspectives.
The utility of Human Resources Information Systems (HRIS) in the public sector remains very much at the functional level; it is beginning to see its use in strategic decision-making. There is a consensus among researchers that HRIS use and its adoption in public and nonprofit organizations is limited. Past studies focused on the adoption of Information Communication Technology (ICT) in public sector (Troshani et al., 2011). There is an increasing reliance on HRIS to fulfill even the most basic tasks (Hendrickson, 2003; Lengnick-Hall & Moritz, 2003) based on the degree of sophistication (Ball, 2001). Payroll management and benefit administration are often considered basic and unsophisticated tasks, while HR planning, recruitment and selection, training and development are considered sophisticated tasks that aid in strategic decision-making (Ball, 2001; Martinsons, 1994). According to Troshani et al. (2011), HRIS adoption in the public sector depends on Technological, Organizational and Environmental (TOE) factors.
Along with the digital world, business management models adapt to this area and reshape their processes according to this century. This digital shaping no longer appears only in marketing departments but also human resources are at the center of this digitalized world. In this era where human structure and behavioral patterns have changed, that is, people become digital, human resources positioning themselves in this field is now a necessity rather than a difference. In this study, the change experienced in human resources management functions and applications with the effect of technology in time has been mentioned. The types of E-Human Resources Management applications that emerged with the changes in information and communication technologies are explained in terms of their functions in the business and the effects of the transformation of human resources functions on business outputs are examined. The application for the test conducted revealed positive effects in the area. This study aimed to find out the role of e-HRM in Syrian refugee companies which are established in Turkey. In addition, aimed to examine e-HRM process adaptation in refugees companies and how to carry out services for them. This study is designed to improve the general findings and recommendations of the electronic human resources management. Another mail goal is to shed some light on how Syrian refugee companies react to these new components and their improvement. Beside that, this article cannot provide a comprehensive report on the numerous activities in Turkey. The report highlights some management mechanisms in Syrian refugee companies regarding to e-HRM. In this study, qualitative research technique is used. According to the information obtained from open-ended and in-depth interview questions directed to the participants; E-HRM reduces the costs that organizations spend on HR functions. Effective time management and enabling data banking are prominent motivator factors. In addition to these positive outcomes, it plays a role in increasing mutual communication between the employee and the organization. Under the light of this information, HRM once again confirms that it is an important strategic partner in supporting the organization’s strategies through technology investments.
____________________________________________________________________________ Abstract The current study tries to identify and build a relationship between the theories of Transactional Analysis, Time Structuring with the Job Satisfaction of employees. While conducting review of the literature, it is found that very less research has been undertaken which shows the practical undertaking of the dominant Ego State of employees and the way they structure their time at work place. A detailed understanding of these two is known by the theory of Transactional Analysis and Time Structuring. The way employees organize their time will have a distinct impression on the Job Attitude they develop. Out of the plethora of work done in the field of Human Resource and Organizational Behavior, the most focused work attitude is Job Satisfaction. Therefore, this research aims to create a model for managers through the usage of which employees can achieve Job Satisfaction, while checking their dominant Ego State and the way they structure time. There is a need in the present organizations to utilize extant theories of Organizational Behavior to achieve its ultimate objective. This study has made an attempt to prepare for the same.
Ketika Revolusi Industri terjadi pada periode antara tahun 1750-1850 di mana terjadinya
perubahan secara besar-besaran di bidang pertanian, manufaktur, pertambangan dan transportasi
dikarenakan kemajuan teknologi banyak masyarakat yang melakukan protes serta mengutuk perubahan
tersebut. Ketika mesin bajak menggantikan kerbau atau kereta uap dan mobil bermesin bensin
menggantikan tenaga kuda bahkan mesin tenun menggantikan tangan-tangan terampil manusia, banyak
resistensi di semua lapisan masyarakat mulai dari alasan kemanusiaan atau lingkungan hidup bahkan
menggunakan dalil agama.
Hasilnya perubahan tetap tidak terbendung dan pada akhirnya memiliki dampak yang mendalam
terhadap perubahan kondisi sosial, ekonomi, dan budaya di dunia.
Sepuluh tahun terakhir ini kemajuan teknologi kembali menunjukkan taringnya, inovasi kreatif
banyak bermunculan di masyarakat dan banyak dari masyarakat yang menyantap hidangan inovasi
teknologi tersebut namun banyak pula yang melakukan protes walaupun dengan malu-malu sambil
mencicipi inovasi tersebut.
Buku ini ingin memperlihatkan fenomena diatas dalam lingkup mikro di sebuah perusahaan dan
kali ini Departemen Sumber Daya Manusia menjadi perhatian dalam menghadapi perubahan inovasi
teknologi. Sebagian stakeholder ada yang mencintai dan menaruh harapan besar terhadap inovasi
teknologi tersebut namun sebagian lagi ada yang mencibir bahkan menolaknya. Buku ini akan
memperlihatkan bagaimana strategi yang digunakan oleh perusahaan dalam melakukan perubahan
inovasi teknologi dan bagaimana menghadapi para resistensi.
Pada akhirnya buku ini akan memperlihatkan hasil dari proses perubahan tersebut dan
memberikan pilihan kesimpulan kepada pembacanya yaitu: Apakah inovasi teknologi ini merupakan
Sustainable Innovation ataukah Disruptive Innovation?
Human Resource Information System (HRIS) is a software application that establishes the connection of human resources of an organization with information technology. HRIS allows HR activities and processes to occur electronically in a computer-based platform. The effective management of human resources of an organization is essential to gain a competitive advantage in the marketplace. Thus, to facilitate this process, it often requires timely and accurate information on current employees and potential employees in the labour market.
The organizational theory literature is about continuity and stabilization in most cases, and organizations change all the time, each and every day (Burke 2002, xiii). No organization today - large or small, local or global - is immune to change (Kotter 1998, 27). The nature of change has been a philosophical debate throughout the human history, and it remains a subject matter of scholarly exploration in the contemporary developed world, as researchers try to understand the complexities of moving human groups from one state to another (Kiel 2010). Together with academic interest in the change management, the amount of significant, often traumatic change in organizations has grown remarkably over the past two decades because of the transformation in the external environment, connected with globalization and market needs, and more and more organizations are pushed to change (Kotter 1996, 3; Burke 2002, xiii).
These efforts in understanding and managing organizational change impelled researchers to develop a number of models, each of them has various backdrops and philosophical groundings. Kotter’s eight-step change model stands as a prominent exemplar in the change management literature. The model offers a process to successfully manage change and avoid the common pitfalls that beset failed change programs (Kavanagh and Thite 2009, 183). The purpose of this paper is to provide a critical review of Kotter’s eight-step model for transforming organizations.
Nothing endures but change – Heraclitus
To alter, make radically different, give a different position, course, or direction and make a shift from one to another are different definitions of change (Merriam-Webster): amongst the shades of the meaning, change has noticeable effects on human life in psychological, social, and cultural terms. It is unavoidable; Heraclitus’ well known quote “you could not step twice into the same river” points out its dynamic structure which forces an individual or an organization to adapt or else vanish in the new environment.
The nature of change has been a philosophical debate throughout the human history, and it remains a subject matter of scholarly exploration in the contemporary developed world, as researchers try to understand the complexities of moving human groups from one state to another (Kiel 2010). The organizational theory literature is about continuity and stabilization in most cases, and organizations change all the time, each and every day (Burke 2002, xiii). No organization today, large or small, local or global is immune to change (Kotter 1998, 27), and many scholars recognize change as a must for survival of organizations. Organizational change refers a difference in form, quality, or state over time in an organizational entity.
Organizational change is not a self growing process that can be achieved without management. That is, organizational change needs well structured management strategies. Thus, change management has become extremely popular within organizations that would like to initiate significant change to processes that can include both work tasks and culture. Together with academic interest in the change management, the amount of significant, often traumatic change in organizations has grown remarkably over the past two decades because of the transformation in the external environment (Kotter 1996, 3; Burke 2002, xiii).
All change efforts in the organizations include people related issues. Most attention is usually given to the organization in terms of structure, processes, tools, measurements, policies and procedures. But for the transition to be successful, people need to internalize and be committed to the change process. Their individual interests, values and competencies must be effectively aligned with the organization’s new vision, strategies, climate and capabilities. Otherwise, employees may have misfit or value misalignment. Additionally, when situations are not well-defined or seem chaotic, which is typically the case for employees when organizations introduce a significant change, people tend to respond by turning inward and becoming preoccupied with their own needs. Also, some employees may not believe the need for a change, perceive the change as a threat to their personal interest or simply prefer not to take a part in the change process. For situational and individual reasons, these employees may or can not express themselves or state their concerns and complaints (Griffith 2002, 301). They rather pretend to embrace the new values, regulations and support the change while hiding their true feelings and thoughts from their peers and managers.
These efforts in understanding and managing organizational change impelled researchers to develop a number of models, each of them has various backdrops and philosophical groundings. Organizational change can be considered from the perspectives of levels: individual, group, and larger systems. However, these three levels of understanding are not discrete. Although taking the organization apart by level, one must remain highly cognizant of the fact that organizational change deals with totalities, wholes, and systems (Burke 2002, 119). Since covering all aspects of the change management within this paper is not possible, it attempts to handle change at individual level and its reflections in the larger systems. This article also seeks the answers of these questions: what are the main drives for individual and organizational level change? What types of theories do exist in explaining change management? How individual level of change can be managed and how it affects the organizational change process. Why change efforts often fail and what are the individual reasons of resistance?
In this study, we discuss the impact of the use of accounting and management information systems on the performance of enterprises. This study was applied in Iraqi ports. The study involved shareholders, program management, knowledge management, internal control, procedures, competition, efficiency, constraints, management and planning. This study plays a major role in the performance of Iraqi ports and the executive authority inside the port and how to do work in the use of accounting and management information systems. For staff working in Iraqi ports, based on the analysis of the results, we found that the use of accounting and management information systems significantly affects the work of the port in Iraq as described in this paper.
This article discusses the use of social media in the Human Resource Information System (H RIS) in an organization. The Social Media Web (SMW) is a great resource for organizations t hat want to communicate about cultural organizations, share information to attract talent, an d provide potential job applicants with information about their jobs, careers, and organizatio nal culture. Therefore, in order to compete in the pursuit of talent and skilled labor, organiza tions need to better adapt to this new technology. This article also will discuss about the stra tegies of social media in HRIS based on recruitment task.
ABSTRAK Pengurusan Sistem Maklumat Sumber Manusia ini atau lebih dikenali sebagai Human Resource Information Sytem (HRIS) merupakan perkara yang penting dalam pengurusan sumber manusia pada era globalisasi pada masa kini. HRIS ditakrifkan sebagai sistem maklumat yang memberi tumpuan kepada sokongan fungsi dan aktiviti HR, serta proses organisasi yang lebih luas. Hasil dapatan artikel ini mendapati bahawa HRIS akan membawa kepada perubahan dalam pengurusan di tempat kerja. Dalam masa yang sama artikel ini juga membincangkan tentang teknologi maklumat yang digunakan secara meluas dalam organisasi terutamanya dalam perniagaan bagi meluaskan lagi pasaran sehingga ke luar negara. Permintaan yang meningkat dalam sesebuah organisasi telah mendorong sesebuah organisasi untuk meningkatkan strategi serta lebih memfokuskan kepada pengurusan organisasi bagi mengubah cara pekerjaan serta dapat menyumbang kepada kejayaan dalam sesebuah organisasi. Pengunaan teknologi maklumat ini amat penting dalam sesebuah organisasi supaya mereka mampu bersaing dengan yang lain di peringkat yang lebih tinggi. Oleh itu, bagi meningkatkan produktiviti dan kecekapan dalam organisasi pengurusan sumber manusia amat bergantung kepada HRIS. Kata kunci: Sistem Maklumat Sumber Manusia (HRIS), fungsi-fungsi, pengurusan perubahan, strategi, tempat kerja. ABSTRACT Human Resource Information System (HRIS) is an important part of human resource management in today's era. HRIS is defined as an information system that focuses on supporting Human Resource (HR) functions and activities, as well as a broader organizational process. The findings of this article indicate that HRIS will lead to changes in workplace management. At the same time, this article also discusses information technology widely used in organizations especially in business to expand the market into international level. Increasing demand for an organization has driven an organization to improve its strategy and focus more on organizational management to change the way it works and contribute to success in an organization. The use of this information technology is very important in an organization so that they can compete with others at a higher level. Therefore, to increase productivity and efficiency in human resource management organizations it is depends on the HRIS.
Pada masa kini, inovasi teknologi membawa kepada evolusi sistem kerja dalam organisasi yang membantu mempertingkatkan Sistem Maklumat Sumber Manusia (HRIS). Oleh itu, hasil kajian adalah penting kepada organisasi dan juga kakitangan. Kajian ini perlu dilakukan kerana ia membantu organisasi untuk mengetahui faktor-faktor yang berkaitan seperti ciri-ciri individu, teknologi dan persekitaran organisasi dengan tahap penguasaan Sistem Maklumat Sumber Manusia (HRIS) pekerja. Ini adalah selaras dengan tujuan pembangunan organisasi iaitu untuk membangunkan teknologi yang tinggi dalam Sistem Maklumat Sumber Manusia (HRIS) dan juga bagi melahirkan pekerja celik IT di tempat kerja. Tambahan pula, hasil kajian ini juga akan membantu organisasi dalam meningkatkan kecekapan Pengurusan Sumber Manusia (HRM) menggunakan Sistem Maklumat Sumber Manusia (HRIS) secara cekap menangani tugas-tugas Sumber Manusia seperti faedah, gaji dan lain-lain kerja yang berkaitan. Selain itu, kajian ini juga meningkatkan daya saing organisasi untuk bersaing dan membawa ke peringkat global. Today, technological innovations lead to the evolution of work systems in organizations that help improve the Human Resource Information System (HRIS). Therefore, the findings of this study are important to the organization as well as the staff. This study is necessary as 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). This is in line with the organisation's purpose of developing high technology in the Human Resource Information System (HRIS) and also to produce IT literacy in the workplace. In addition, the findings of this study will also assist organizations in improving Human Resource Management (HRM) utilization of the Human Resource Information System (HRIS) to effectively address Human Resource tasks such as benefits, payroll and other related tasks. In addition, this study also enhances the competitiveness of organizations to compete and bring them to the global stage.
Pada masa kini, inovasi teknologi membawa kepada evolusi sistem kerja dalam organisasi yang membantu mempertingkatkan Sistem Maklumat Sumber Manusia (HRIS). Oleh itu, hasil kajian adalah penting kepada organisasi dan juga kakitangan untuk menilai keberkesanan Sistem Maklumat Sumber Manusia. Kajian ini perlu dilakukan kerana ia membantu organisasi untuk mengetahui faktor-faktor kegagalan pelaksanaan HRIS dalam organisasi agar sesebuah organisasi tersebut boleh memperbaiki kelemahan-kelemahan HRIS yang mereka telah laksanakan. Dengan itu, antara faktor kegagalan yang sering dikaitkan dengan pelaksanaan HRIS ialah berkaitan kepimpinan, perancangan, komunikasi dan latihan. Kajian ini lebih kepada menggunakan sumber sekunder sebagai satu kaedah untuk mendapatkan hasil kajian. Dengan demikian, kajian ini telah menggunakan kajian perpustakaan sebagai metodologi dalam kajian yang berkaitan dengan tahap Sistem Maklumat Sumber Manusia (HRIS) pekerja. Ini adalah selaras dengan tujuan pembangunan organisasi iaitu untuk membangunkan teknologi yang tinggi dalam Sistem Maklumat Sumber Manusia (HRIS) dan juga bagi melahirkan pekerja celik IT di tempat kerja. Today, technological innovations lead to the evolution of work systems in organizations that help improve the Human Resource Information System (HRIS). Therefore, the findings of this study are important to the organization and staff to evaluate the effectiveness of the Human Resource Information System. This study is necessary because it helps organizations to identify the factors that fail to implement HRIS in an organization so that an organization can remediate the weaknesses of HRIS that they have implemented. Therefore, some of the failure factors often associated with the implementation of HRIS are leadership, planning, communication and training. This study is more about using secondary sources as a means of obtaining research results. Thus, this study has used the library study as a methodology in the study. related to the Human Resource Information System (HRIS) level. This is in line with the organisation's purpose of developing high technology in the Human Resource Information System (HRIS) and also to produce IT literacy in the workplace.
ABSTRAK Pada masa kini, inovasi teknologi membawa kepada evolusi sistem kerja dalam organisasi yang membantu mempertingkatkan Sistem Maklumat Sumber Manusia (HRIS). Oleh itu, hasil kajian adalah penting kepada organisasi dan juga kakitangan untuk menilai keberkesanan Sistem Maklumat Sumber Manusia. Kajian ini perlu dilakukan kerana ia membantu organisasi untuk mengetahui faktor-faktor kegagalan pelaksanaan HRIS dalam organisasi agar sesebuah organisasi tersebut boleh memperbaiki kelemahan-kelemahan HRIS yang mereka telah laksanakan. Dengan itu, antara faktor kegagalan yang sering dikaitkan dengan pelaksanaan HRIS ialah berkaitan kepimpinan, perancangan, komunikasi dan latihan. Kajian ini lebih kepada menggunakan sumber sekunder sebagai satu kaedah untuk mendapatkan hasil kajian. Dengan demikian, kajian ini telah menggunakan kajian perpustakaan sebagai metodologi dalam kajian. yang berkaitan dengan tahap Sistem Maklumat Sumber Manusia (HRIS) pekerja. Ini adalah selaras dengan tujuan pembangunan organisasi iaitu untuk membangunkan teknologi yang tinggi dalam Sistem Maklumat Sumber Manusia (HRIS) dan juga bagi melahirkan pekerja celik IT di tempat kerja. ABSTRACT Today, technological innovations lead to the evolution of work systems in organizations that help improve the Human Resource Information System (HRIS). Therefore, the findings of this study are important to the organization and staff to evaluate the effectiveness of the Human Resource Information System. This study is necessary because it helps organizations to identify the factors that fail to implement HRIS in an organization so that an organization can remediate the weaknesses of HRIS that they have implemented. Therefore, some of the failure factors often associated with the implementation of HRIS are leadership, planning, communication and training. This study is more about using secondary sources as a means of obtaining research results. Thus, this study has used the library study as a methodology in the study. related to the Human Resource Information System (HRIS) level. This is in line with the organisation's purpose of developing high technology in the Human Resource Information System (HRIS) and also to produce IT literacy in the workplace.
ABSTRAK Pada masa kini, inovasi teknologi membawa kepada evolusi sistem kerja dalam organisasi yang membantu mempertingkatkan Sistem Maklumat Sumber Manusia (HRIS). Oleh itu, hasil kajian adalah penting kepada organisasi dan juga kakitangan. Kajian ini perlu dilakukan kerana ia membantu organisasi untuk mengetahui faktor-faktor yang berkaitan seperti ciri-ciri individu, teknologi dan persekitaran organisasi dengan tahap penguasaan Sistem Maklumat Sumber Manusia (HRIS) pekerja. Ini adalah selaras dengan tujuan pembangunan organisasi iaitu untuk membangunkan teknologi yang tinggi dalam Sistem Maklumat Sumber Manusia (HRIS) dan juga bagi melahirkan pekerja celik IT di tempat kerja. Tambahan pula, hasil kajian ini juga akan membantu organisasi dalam meningkatkan kecekapan Pengurusan Sumber Manusia (HRM) menggunakan Sistem Maklumat Sumber Manusia (HRIS) secara cekap menangani tugas-tugas Sumber Manusia seperti faedah, gaji dan lain-lain kerja yang berkaitan. Selain itu, kajian ini juga meningkatkan daya saing organisasi untuk bersaing dan membawa ke peringkat global. Kata kunci: Sistem Maklumat Sumber Manusia (HRIS), Pembangunan Organisasi, Kecekapan, Daya Saing ABSTRACT Today, technological innovations lead to the evolution of work systems in organizations that help improve the Human Resource Information System (HRIS). Therefore, the findings of this study are important to the organization as well as the staff. This study is necessary as 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). This is in line with the organisation's purpose of developing high technology in the Human Resource Information System (HRIS) and also to produce IT literacy in the workplace. In addition, the findings of this study will also assist organizations in improving Human Resource Management (HRM) utilization of the Human Resource Information System (HRIS) to effectively address Human Resource tasks such as benefits, payroll and other related tasks. In addition, this study also enhances the competitiveness of organizations to compete and bring them to the global stage.
ABSTRAK HRIS ini amat penting dalam pengurusan sumber manusia dalam era globalisasi pada masa kini. Teknologi maklumat ini digunakan secara meluas dalam organisasi terutamanya dalam perniagaan bagi meluaskan lagi pasaran sehingga ke luar negara. Tekanan yang meningkat dalam sesebuah organisasi telah mendorong sesebuah organisasi untuk meningkatkan strategi serta lebih memfokuskan kepada pengurusan organisasi bagi mengubah cara pekerjaan serta dapat menyumbang kepada kejayaan dalam sesebuah organisasi. Organisasi telah menetapkan bahawa pentingnya pengunaan teknologi maklumat ini dalam sesebuah organisasi agar organisasi mampu untuk bersaing dengan yang lain. Oleh itu, bagi meningkatkan produktiviti dan kecekapan dalam organisasi pengurusan sumber manusia amat bergantung kepada HRIS. ABSTRACT Nowadays, HRIS is very important in human resource management. This technology is used widely in organization especially in business to expand the market to the next level. The increased of stress level in one organization is making them to improve the strategy and focus more to the organization management to change the way of working. Apart of it, can help one organization to be succeed. Organizations have emphasized the importance of using this information technology in one organization so that it can compete with others. Therefore, to increase productivity and efficiency in human resource management organizations depends on HRIS.
The authors identify the key challenges facing strategic human resource management (SHRM) going forward and discuss several new directions in both the scholarship and practice of SHRM. They focus on a clearer articulation of the “black box” between HR and firm performance, emphasizing the integration of strategy implementation as the central mediating variable in this relationship. There are direct implications for the nature of fit and contingencies in SHRM. They also highlight the significance of a differentiated HR architecture not just across firms but also within firms.