Usage, benefits and barriers of human resource information system in universities

Abstract

Purpose -The purpose of this paper is to examine the university teaching staff's perception about functions, benefits and barriers of human resource information system (HRIS). It also aims to explore the relevance of attitudinal/demographic diversity with focused HRIS dimensions. Design/methodology/approach -A 26-item questionnaire was developed on the basis of similar research studies. Responses were collected through electronic mail from 90 faculty members of seven state universities in India. Descriptive statistics along with t-test and analysis of variance were used to answer the research questions. Findings -The results of the study reported that HRIS is mostly used for administrative purpose and not taken as strategic requirement. Results also revealed that the perceived functions, benefits and barriers in adoption of HRIS do not vary group-wise.Research limitations/implications -The findings of the study potentially can help in developing and implementing of HRIS in similar types of organizations. Originality/value -Past literature on HRIS mainly comes from the developed countries and is confined to for-profit organizations. The present study is among the few that coherently took up the issue from non-profit organizations, i.e. universities of a developing country.

The Application of Acceptance Models to Human Resource Information Systems: A Literature Review

“…As demonstrated by Tables 1, 2, in the context of HRIS, the TAM and UTAUT models have been combined with others including, for example, the Yale model of communication and persuasion (Saleh and Saleh, 2016); the Ulrich model of HR department roles (Voermans and van Veldhoven, 2007;Panos and Bellou, 2016;Noutsa et al, 2017): the Information Systems success model of Delone and MacLean (Kolatshi, 2017;Noutsa et al, 2017;Bayraktaroglu et al, 2019) and the Haines and Petit explanatory model of HRIS success (Bamel et al, 2014;Noutsa et al, 2017). On the other hand, some authors have added explanatory variables to these two models, such as motivation (Yoo et al, 2012), emotional state (Harindran and Jawahar, 2016), the user's country (Amiel and Van De Leemput, 2014) and the impact of linguistic normalisation (Heikkil and Smale, 2011).…”

“…In fact, the quality and wealth of the data contained in the HRIS influences its perceived usefulness, perceived ease of use and intention of use (Huang and Martin-Taylor, 2013;Kamaludin and Kamaludin, 2017;Kolatshi, 2017;Udekwe et al, 2017). Among the characteristics of the technology, the overall quality of the computer system (Noutsa et al, 2017;Bayraktaroglu et al, 2019), its security (Saleh and Saleh, 2016;Udekwe et al, 2017) and its processing speed (Huang and Martin-Taylor, 2013;Bamel et al, 2014;Saleh and Saleh, 2016; ) are linked to intention of use and its usual predictors. Consequently, we propose to consider most particularly in the analysis of the acceptance of HRIS the quality of information contained in the system, its security and speed of response, as these dimensions present congruent results in at least two studies.…”

Adoption Factors of Electronic Human Resource Management (e-HRM) in Banking Industry of Bangladesh

“…E-HRM is an integrated system covers a whole range of HR activities for the HR department. Usually, e-HRM contains some applications of labor force planning, supply and demand forecast, staffing information, applicant qualifications, information on training and development, salary forecast, pay increase, labor/employee relations, promotion-related information and so on (Bamel et al, 2014). Recent studies also confirmed that e-HRM improves the strategy formulation and decision making for HR activities.…”

Impact of Benefits and Barriers of Implementing Human Resources Information System on Staff Performance at Al-Balqa Applied University

“…Some studies on information technology adoption and implementation have indicated difficult technologies, like human resources information systems applications, perceived obstacles are relevant as a result of the adoption method tends to . Shine et al (2015) in his study revealed many challenges that hinder human resource information system implementation effectively Nisha et al (2014) examined university teaching staff's perception regarding many issues such as functions, benefits and barriers of human resource information system .The research results revealed that human resources information are used for administrative purpose. Sabrina (2014) who has analyzed the small corporate houses and big organizations, failed to realize the benefits of HRIS.…”