Factors Motivating and Inhibiting the Practice of HRIS in Business Organizations: An Empirical Analysis

Abstract

Human Resource Information System (HRIS) software helps the HR function to comply with the human resource (HR) requirements of an organization using web-technology-based channels. The main purposes of this study are to examine the extent to which business organizations in Jordan, as a developing country, have adopted HRIS and to examine the current HRIS usage, benefits, and barriers exhibited within these organizations. A questionnaire was written based on an analysis of previous work. Results indicate that the most frequent applications of HRIS used in business organizations in Jordan are "Employee Records," followed by "Pay Roll" and "Recruitment/Selection." Use of sophisticated HRIS applications, such as "Succession Planning," "Performance Appraisal," "Compensation Management," and "Training and Development" were also found in organizations throughout Jordan. The results showed that the benefits of HRIS include quicker response time, more accurate HR information, reduction of paperwork and manpower, and more efficient tracking and controlling, while the greatest barriers were perceived to be cost implications and inadequate knowledge in implementing the system.

The applications, advantages and challenges in the implementation of HRIS in Pakistani perspective

“…The result has proved that “current employees’ information”, “absence monitoring”, “performance appraisal” and “job analysis and work design” are the most important applications of HRIS. Some other researchers have also found that “absence monitoring” and “current employees’ information” are one of the most significant applications of HRIS (Altarawneh and Al-Shqairat, 2010; Al-Dmouret and Al-Zu’bi, 2004; Raiden et al , 2001). Similarly, some other studies are also proving that “absence monitoring” is an important application of HRIS but “current employees’ information” was found as a moderate application (Bamel et al , 2014).…”

Moderating Role of Marketing Audit on the Effect of Strategic Marketing Planning on Organisational Performance of Selected Quoted Consumer Goods Manufacturing Companies in Lagos

“…Organizational performance on the other hand, can also be characterized as the ability of the organization to attain its goals by effectively and efficiently utilizing human resources (Akpalu & Markom, 2022). The real success of an organisation depends largely on its performance, which shows to its ability to effectively implement strategies to accomplish organizational objectives (Al-Dmour et al, 2015).…”

Exploring Line Managers’ Perspective on the Effects of Organisational Factors on the Implementation of Hris: A Survey in the Mmdas in the Upper West Region of Ghana

“…Yagneshnath and Shankarra (2020) outlined the challenges of HRIS implementation to include: employee's sense of ownership and accountability, unreasonable expectations from top management, change management for process improvement, training needs, establishing the appropriate IT infrastructure for configuration and data transformation and quality support and timely maintenance Following the afore-mentioned challenges, studies are geared towards addressing the dynamic nature of HRIS implementation (Zhou et al, 2022). Majority of these studies has been conducted in developed countries (Al-Dmour & Zu'bi, 2014;Ngai & Wat, 2006), such as United Kingdom and other European countries (Panayotopoulou et al, 2007) whiles studies in the developing countries are limited (Al-Dmour et al, 2017;Dmour et al, 2015) and Ghana is no exception. Besides, studies are generally explored on the factors affecting the implementation of HRIS, specific exploration of the organisational factors affecting the implementation of HRIS has not been addressed much in the literature.…”