The Impact of Human Resource Information Systems on Organizational Performance

Abstract

The Impact of Human Resource Information Systems on Organizational Performance 1. Introduction Until recently, human resource management has used computer software and its functions mainly in storing, archiving, and retrieving. However, with the transformation and revolution of information technology and artificial intelligence, organizations are now trying to implement the appropriate software and applications to optimize their processes and achieve their goals and objectives in human resource management functions, by, for example, applying technology in recruitment and selection, compensation, training and development, performance appraisal, human resource planning, talent management, and career development. [1] have emphasized that the development and innovation of technology has made it necessary for human resources management to adopt suitable information technology in order to utilize its functions. [2] has stressed that the rapid improvement of the business environment encourages organizations to implement the appropriate technological tools to support human resource managers to obtain reports and make decisions quickly. In addition, [3] has emphasized the necessity to the organization of using information technology for human resource management activities. [4] advances the notion of using technology as tool to help organizations to function effectively and proficiently and to gain a maintainable competitive advantage. A human resource information system (HRIS) is one of most important programs that can help the human resources department and the organization as a whole to operate effectively and efficiently. According to [5], an HRIS can be defined as an incorporated system that helps the organization to store, retain, collect, and analyze information regarding its workforce. [1] explain that characteristic activities of human resources, including collecting and sustaining information and generating reports about the employees in an organization, can be done through an HRIS. [6] highlights the benefits of HRISs, as they help to generate sophisticated reports, ensure consistent information, and lessen the time spent on administrative duties. Moreover, [3] demonstrates the benefits that employees and organizations can gain by using HRISs, which include cost-lessening, efficient decision-making, the ability to build databases of employees in the organization, reduction in paper forms and time savings, helping employees and managers to make appropriate decision in a timely manner, computerization of routine tasks, and accessibility of information. The components of an HRIS are input, data maintenance, and output. According to [3], the input element contains personal information and essential data; data maintenance deals with updating current information and adding new data after initially entering data into the HRIS; and the final component, output, includes reports and information that help the human resource department and the organization.[7] recognizes three factors that encourage organizations to adopt ...