Human Resources Information Systems: A Recent Literature Survey

Bilgiç, Emrah

doi:10.1108/978-1-80043-392-220201008

Cited by 12 publications

(11 citation statements)

References 30 publications

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“…Due to information technology advancement and mobile phone penetration, mobile platforms have evolved as an attractive medium to meet various organisations' needs (Shankar and Datta, 2020). Mobile application platforms are used in almost all business applications, and managing human resources is no exception (Bilgic, 2020). Organisations use several innovative and advanced technologies to make human resource management systems (HRMSs) more efficient and effective (Al-Harazneh and Sila, 2021).…”

Section: Introductionmentioning

confidence: 99%

Explaining resistance intention towards mobile HRM application: the dark side of technology adoption

Shankar

Nigam

2021

IJM

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PurposeThe mobile human resource management application (mHRM app) has recently been seen as an innovative cloud-based solution to manage human resource management (HRM) within organisation. Despite its great potential, organisations have shown resistance towards the usage of the mHRM app. This study investigates the dark side of electronic HRM (eHRM) by examining factors affecting HR professionals' resistance to the mHRM app using status quo bias (SQB) theory. The study also examines the moderating effect of personal innovativeness.Design/methodology/approachResponses were collected from 239 HR professionals using an online survey. Structural equation modelling (SEM) and PROCESS macro were used to examine the hypotheses.FindingsThe results indicated that regret avoidance, inertia, switching costs and perceived threat significantly affect HR professionals' resistance towards mHRM app adoption. Results also indicated that high personal innovativeness negatively moderates the association between inhibitors and resistance to adopt the mHRM app.Practical implicationsThe study's findings will help HR professionals reduce their resistance towards mHRM app adoption.Originality/valueThis study enriches eHRM, mobile applications and the SQB literature.

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Section: Introductionmentioning

confidence: 99%

Explaining resistance intention towards mobile HRM application: the dark side of technology adoption

Shankar

Nigam

2021

IJM

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“…They concluded that "the majority of the studies on the application of technology to support HR, has been conducted in the last 20 to 25 years, as a response to the use of the web, as a medium for delivering HRIS" [18]. Another profound analysis on the development of HRIS is proposed by Bilgic [19], who convincingly claims the following: "Today's HRM-related software do not deal with just payrolls, they also include recruiting and record-keeping, training and performance appraisal which have transitioned HRM from task-oriented to peopleoriented." Some of authors (based on their profound analysis on the field) even claim that sometimes the management of a company in its attempt to strive for the strategic alignment on the axis Information Technology -Business Goals often underestimates or even ignores the role of HRM especially in creating added value [20].…”

Section: Human Resource Information Systems and Erp Systemsmentioning

confidence: 99%

ICT as the New Age of Development of HR Management

Anguelov¹

2023

Business, Management and Economics

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Information and communication technologies are becoming increasingly important for the development of corporate management. This fully corresponds to the human resources management. Integrating various HR information systems with other information systems in the company (ERP, CRM, PLM, etc.), we expect a serious increase in efficiency of company results, which could lead us for a new age in HR management. The more and more elements of artificial intelligence we include in these systems, the more real this conclusion becomes. In this chapter, after the general review of the main achievements in the field, we analyze various issues related to the direction of development of information systems for human resources in terms of their applicability in the enterprises of the future (ENTERPRISE 5.0); the limit of the effective application of artificial intelligence in HR management; the main difficulties faced by human resources departments in implementing and using such systems.

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“…Human resource information system (HRIS) refers to an information system utilised to record, analyse and manage HR-related data (Andry & Chakir, 2020). Global organisations have increased interest in HRIS driven by external trends, such as slow financial growth and the emergence of sophisticated competition that employs advanced technologies (Bilgic, 2020;Bradley, 2019).…”

Section: Human Resource Information Systemmentioning

confidence: 99%

Perspectives of human resource practitioners in two urban local authorities in Zimbabwe

Gumbie

Dhanpat

Joseph

2023

SA j. hum. resour. manag.

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Orientation: This study examines the experiences of human resource (HR) practitioners in two urban local authorities (ULAs) in Zimbabwe.Research purpose: The research aimed to understand the human resource management (HRM)-oriented strategies and the extent to which HR practitioners’ experiences could enable effective implementation.Motivation for the study: There is a need to understand the challenges HR practitioners in ULAs in Zimbabwe face in delivering effective HRM.Research approach/design and method: The study adopted a qualitative research approach using semi-structured interviews with 17 purposively selected HR practitioners. Thematic analysis was used to extract themes from the interviews.Main findings: The findings revealed five themes of HRM challenges in Zimbabwean ULAs, including political interference, resource constraints, bureaucracy and the impact of coronavirus disease 2019 (COVID-19). Human resource management delivery is hindered by stakeholder involvement, performance management gaps, technology gaps and limited interaction with line management. Additionally, traditional HRM approaches committee-focused procedures, and inadequate investment in employee education limit HRM capabilities and procedures.Practical/managerial implications: The study suggests that policymakers and HR practitioners in ULAs in Zimbabwe should pay attention to the identified HRM challenges and proposed solutions to enhance HRM delivery and HR performance. The proposed conceptual model can serve as a guide to overcoming HRM challenges.Contribution/value-add: This study adds to the limited research on public sector HRM in Africa, and stakeholders and HR practitioners can benefit from the conceptual model and recommendations for streamlining HRM procedures in ULAs in Zimbabwe.

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Human Resources Information Systems: A Recent Literature Survey

Cited by 12 publications

References 30 publications

Explaining resistance intention towards mobile HRM application: the dark side of technology adoption

Explaining resistance intention towards mobile HRM application: the dark side of technology adoption

ICT as the New Age of Development of HR Management

Perspectives of human resource practitioners in two urban local authorities in Zimbabwe

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