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This paper focused on broadening users and HAMT technology elite knowledge on the adoption of Hospital Administration Management System Technology base on the amalgamation of Theory of Planned Behavior and Technology Acceptance Model. In regards to this, 236 questionnaires were distributed to health professionals out of which 200 were recouped. The 200 Health Professionals were from different hospitals and clinics for this paper, the makeup of the population sample consist of Nurses, Doctors, and Administrative staff as they form the majority users of HAMT. Every institution needs reliable information or data to operate successfully, it is, therefore, worthwhile to say that information or data on hand has a significant influence on the outcome of treatment of patients. The results of the study fascinatingly demonstrate the significant factors of HAMT adoption and the impact of each delineated element. The outcomes established that the majority of health workers will adopt HAMT base on their Perceived Usefulness, Perceived Ease of Use, Attitude, Subjective Norms and Subjective.

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The advancement in usage of information technology in past decades have revolutionized the business environment. For instance, the introduction and widely acceptance of e-commerce technologies have transformed the retail landscape. Same as the emerging of streaming services and platforms like Netflix has change the entertainment especially the movie sector drastically. Like other sectors of the economy, the adoption of technology has transformed the functional activities of diverse organizations and organizational units. Specifically, the adoption of eHRM is argued to enrich organizational effectiveness. The study attempts to investigate the effect of organizational leadership, organizational structure, and employee technological capabilities on the implementation success of e-HRM system. Data is collected from a novel dataset that is based on list of human resource practitioner/professional that was made available by the Chartered Institute of Human Resource Practitioners, Ghana. The outcome of the study indicates organizational structure and employee technological efficacy/competence have a positive and significant influence on the successful implementation of e-HRM. Conversely, organizational leadership did not have significant influence on the success of e-HRM. However, it must be acknowledging internal marketing plays critical role in aligning organizational goals, employee’s capabilities, and expectation.