Bolstering the role of human resource information system on employees’ behavioural outcomes of selected manufacturing firms in Nigeria

Ololade, Alebiosu Jadesola; Paul, Salau Odunayo; Morenike, Atolagbe Tolulope; Esitse, Dada Augustina

doi:10.1016/j.heliyon.2022.e12785

Cited by 8 publications

(6 citation statements)

References 24 publications

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“…Another study by Ololade et al (2023) highlighted the role of HRIS in influencing employees' behavioural outcomes in selected manufacturing firms in Nigeria. The study underscores the significance of HRIS in managing and monitoring employee data, which aligns with the capability of HRIS to track employee movement and behaviour within an organisation.…”

Section: Tracking Employees' Movement Through Hrismentioning

confidence: 99%

Effectiveness of HRIS Personnel Records Management on Performance of Higher Learning Institutions: A Case of Tengeru Institute of Community Development

R.,

2024

int.jour.sci.res.mana

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Organisations recognise that human resource information systems improve HR efficiency and, hence, organisational effectiveness. This has increased the adaptability of these systems, but methods of quantifying their efficiency are challenging. Given the time and expense associated with HRIS deployment, organisations must justify this commitment. Therefore, this study sought to assess the effectiveness of HRIS personnel records management on the performance of higher learning institutions, in the case of the Tengeru Institute of Community Development. The researchers employed a descriptive research design in the course of conducting the research. The population of this research consisted of all employees of all departments of TICD. The researchers used simple random sampling to select respondents. Both primary data and secondary data were collected for the study. Data were analysed using descriptive and inferential statistics with SPSS version 26.0. Findings revealed a significant relationship between HRIS personnel records and TICD performance. The majority of respondents agreed that human information systems (HRIS) can track employee movement and improve information dissemination. HRIS is effective in meeting strategic goals and enabling employees to meet expectations. Implementation has reduced work duplication and improved employee performance. HRIS personnel records management is useful for keeping correspondence records and maintaining leave records. The composite mean of 3.5 indicates that HRIS personnel records management significantly affects the performance of TICD. The study recommends that the Tanzanian government should integrate Human Resource Information Systems (HRIS) into its all-HR management processes to enhance operational effectiveness, reduce work duplication, and improve personnel records management. Investing in employee training and change management strategies will maximise HRIS benefits and enhance organisational performance.

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Section: Tracking Employees' Movement Through Hrismentioning

confidence: 99%

Effectiveness of HRIS Personnel Records Management on Performance of Higher Learning Institutions: A Case of Tengeru Institute of Community Development

R.,

2024

int.jour.sci.res.mana

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“…Puspitarini et al, (2018) stated information quality, service quality, system quality, compatibility, IT Infrastructure and complexity as the Technological enabling factors affecting the implementation of Human Resource Information systems. Also, organisations particularly in developing and underdeveloped nations are unable to fully profit from HRIS due to constraints and challenges that prevent proper implementation (Ololade et al, 2023). However, the implementation of HRIS is still a major challenge notwithstanding the huge investment by most organisations in HRIS activities (Hagan et al, 2022;Mohamed, 2013;Raheem et al, 2020;Tansley & Watson, 2000).…”

Section: Functions Of Human Resource Information Systemmentioning

confidence: 99%

Assessing the Relationship between Technological Factors and the Implementation of Human Resource Information System: A survey in the Municipal, Metropolitan, and District Assemblies in the Upper West Region of Ghana

Haleem,

Ditsa

2024

Am. J. Interdiscip. Res. Innov.

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Over the years, public sector organization such as Metropolitan, Municipal, and District Assemblies (MMDAs) in Ghana have been challenged by a significant number of factors that affect the implementation of Human Resource Management Information Systems (HRISs). The study focuses on assessing the technological factors affecting the implementation of the HRIS in the MMDAs in the Upper West Region of Ghana. The philosophical foundation of the study was positivism. A cross-sectional survey was employed in the study as part of a quantitative research design. The target population comprised of 187 Line managers. The study used a non-probability sampling technique known as purposive sampling. Self-administered questionnaires were used to collect primary data. The study also embraced descriptive and inferential statistics. Bivariate regression analysis and correlation coefficient were used to establish causal relationships between variables. Stepwise regression was also used to determine the most influential variables in implementing of HRIS. It was concluded that IT Infrastructure and Compatibility had a moderate level of acceptance as factors that affect the implementation of the HRIS. In contrast, Quality Information, System Quality, and Complexity had a low level of acceptance. The study also concluded that Complexity, Quality Information, Compatibility and System Quality had correlated with the acceptance of the HRIS, whereas IT infrastructure did not correlate with the acceptance of the HRIS. Lastly, it was concluded that IT Infrastructure, Complexity, Quality Information, Compatibility, and System Quality did correlate with the Effectiveness of the HRIS. The study recommends that, HRIS Software adopted and implemented at the LGS and its Agencies must be user-friendly. The LGS and its Agencies do not have a guide that support new technology implementation such as the HRIS. Hence the need to adopt the guide offered in this study.

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“…This wise resource allocation boosts production and operational effectiveness [ 2 ]. Real-time feedback and tracking systems in HRM using big data technology by utilizing real-time HR data collection and analysis enables managers to quickly spot performance gaps, respond to employee requirements, and give timely feedback for development [ 3 ]. The technology can provide a more accurate and holistic evaluation of employee performance by analyzing full HR data and considering many elements outside typical measures.…”

Section: Introductionmentioning

confidence: 99%

Development of big data assisted effective enterprise resource planning framework for smart human resource management

Zhao

2024

PLoS ONE

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The planning of human resources and the management of enterprises consider the organization’s size, the amount of effort put into operations, and the level of productivity. Inefficient allocation of resources in organizations due to skill-task misalignment lowers production and operational efficiency. This study addresses organizations’ poor resource allocation and use, which reduces productivity and the efficiency of operations, and inefficiency may adversely impact company production and finances. This research aims to develop and assess a Placement-Assisted Resource Management Scheme (PRMS) to improve resource allocation and usage and businesses’ operational efficiency and productivity. PRMS uses expertise, business requirements, and processes that are driven by data to match resources with activities that align with their capabilities and require them to perform promptly. The proposed system PRMS outperforms existing approaches on various performance metrics at two distinct levels of operations and operating levels, with a success rate of 0.9328% and 0.9302%, minimal swapping ratios of 12.052% and 11.658%, smaller resource mitigation ratios of 4.098% and 4.815%, mean decision times of 5.414s and 4.976s, and data analysis counts of 6387 and 6335 Success and data analysis increase by 9.98% and 8.2%, respectively, with the proposed strategy. This technique cuts the switching ratio, resource mitigation, and decision time by 6.52%, 13.84%, and 8.49%. The study concluded that PRMS is a solid, productivity-focused corporate improvement method that optimizes the allocation of resources and meets business needs.

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Bolstering the role of human resource information system on employees’ behavioural outcomes of selected manufacturing firms in Nigeria

Cited by 8 publications

References 24 publications

Effectiveness of HRIS Personnel Records Management on Performance of Higher Learning Institutions: A Case of Tengeru Institute of Community Development

Effectiveness of HRIS Personnel Records Management on Performance of Higher Learning Institutions: A Case of Tengeru Institute of Community Development

Assessing the Relationship between Technological Factors and the Implementation of Human Resource Information System: A survey in the Municipal, Metropolitan, and District Assemblies in the Upper West Region of Ghana

Development of big data assisted effective enterprise resource planning framework for smart human resource management

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