Human Resources Information Systems: Transactional and Strategic Paradigm

Abstract

Human resources information system (HRIS) is an inevitable element of contemporary organisation's setup. The HRIS provides multiple human resources management (HRM) services from operational assistance in collecting, storing and preparing data, executing and controlling processes, reducing HRM labour costs, and providing information to the management enabling them to make quality HR strategic decisions. This paper is aimed in contributing to the better utilization of HRIS usage in organizations, analysing various approaches in terms of purposefulness and validity of implementation of HRIS with the goal to maximize its impact to organizational performance. The goal of the paper is to provide the overview of HRIS transactional and strategic paradigm, and evaluate its impact to organizational performance.

A systematic literature review of Human Resource Information System (HRIS) usage in the health system of South Africa

“…Mohammed (2021) points to the need for increased participation in the process of change and organisational excellence by recommending effective management that assists in adapting to changes in relation to the identified benefits of HRIS in healthcare facilities. Barišić, Pejić Bach and Miloloža (2018) believe that the benefit of HRIS is an unpredictable component of modern organisational systems and the current HRIS provides only the administrative settings. The need to produce quality strategic decisions in HR with benefits is yet to be achieved.…”

The impact of AMO-HR systems on proactive employee behavior: The mediating contribution of leader-member and team-member exchange

“…The researchers were interested in studying the role of implementing technology in human resource functions and its contribution to improving the organizational performance. Barišić et al 51 study aimed to explain the better use of human resources information systems (HRIS) in improving the organizational performance. Providing this information can inform quality HR strategic decisions that contribute to maximize its impact on organizational performance.…”