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Journal articles on the topic 'Human resource information systems'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Hendrickson, Anthony R. "Human resource information systems: Backbone technology of contemporary human resources." Journal of Labor Research 24, no. 3 (2003): 381–94. http://dx.doi.org/10.1007/s12122-003-1002-5.

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2

Tigari, Mr Harish. "Human Resource Information System: A Theoretical Perspective." International Journal of Trend in Scientific Research and Development Volume-2, Issue-1 (2017): 1406–10. http://dx.doi.org/10.31142/ijtsrd8245.

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3

Okinyi, Oyoo Mark, Kelvin Kabeti Omieno, and Kitone K. Margaret. "The Value Of Human Resource Information Systems In Human Resource Management." INTERNATIONAL JOURNAL OF COMPUTERS & TECHNOLOGY 11, no. 10 (2013): 3085–89. http://dx.doi.org/10.24297/ijct.v11i10.2977.

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In todayâ€™s organizations Human Resource Management has become one of the key resources of business organizations. The need to integrate Human Resource Management (HRM) with information systems has become a necessity as modern firms are realizing that their people and information resources are vital for their survival. This is the reason Human Resource Information Systems (HRIS) is now used extensively in all organizations irrespective of its size, tenure of establishment, complexities of operations etc. With the growing importance of human resource management and increasing size of the organ

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4

Anitha, J., and M. Aruna. "Transformation towards Human Resource Information Systems." Journal of Management and Development Studies 26 (April 21, 2015): 30–50. http://dx.doi.org/10.3126/jmds.v26i0.24940.

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This paper has explored the various factors namely technological factors, organisational factors, environmental factors and psychological factors that influence in the adoption of Human Resource Information Systems (HRIS). The purpose of the paper is to focus on the factors essential for the adaptability and capability of companies to accept the introduction of information systems like HRIS. The paper is descriptive in nature and the respondents are the users of HRIS in small, medium and large scale companies. The users are the employees, managers and executives of the information technology s

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5

Robinson, Dr M., and Ms P. Perciya Shiny. "Factors Influencing Decision to Adopt Human Resource Information Systems (HRIS) – Conceptual Study." International Journal of Research Publication and Reviews 5, no. 4 (2024): 4753–57. http://dx.doi.org/10.55248/gengpi.5.0424.1050.

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6

Niederman, Fred. "Global Information Systems and Human Resource Management." Journal of Global Information Management 7, no. 2 (1999): 33–39. http://dx.doi.org/10.4018/jgim.1999040104.

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7

DeSanctis, Gerardine. "Human Resource Information Systems: A Current Assessment." MIS Quarterly 10, no. 1 (1986): 15. http://dx.doi.org/10.2307/248875.

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8

Taylor, G. Stephen, and Barbara A. Spencer. "Ethical implications of Human Resource Information Systems." Employee Responsibilities and Rights Journal 3, no. 1 (1990): 19–30. http://dx.doi.org/10.1007/bf01384761.

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9

Haines, Victor Y., and Andr� Petit. "Conditions for successful human resource information systems." Human Resource Management 36, no. 2 (1997): 261–75. http://dx.doi.org/10.1002/(sici)1099-050x(199722)36:2<261::aid-hrm7>3.0.co;2-v.

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Zafar, Humayun. "Human resource information systems: Information security concerns for organizations." Human Resource Management Review 23, no. 1 (2013): 105–13. http://dx.doi.org/10.1016/j.hrmr.2012.06.010.

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11

Alzghoul, Amro, Sahar Moh’d Abu Bakir, and Ghaith Abdulraheem Ali Alsheikh. "The interplay among human resource information systems, organizational citizenship behavior, and organizational success in Jordanian banks." Problems and Perspectives in Management 21, no. 1 (2023): 493–503. http://dx.doi.org/10.21511/ppm.21(1).2023.42.

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The objective of this study is to investigate the impact of human resource information systems on organizational success and the moderating role of organizational citizenship behavior in the banking sector of Jordan. The study employed a quantitative-research method, using a stratified random sampling technique, to collect data from 141 employees working in the human resources departments of Jordanian banks. The simple regression results showed a significant positive impact of human resource information systems on organizational success, as indicated by a T-value of 4.195 at a significance lev

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12

Poutanen, Hilkka, and Vesa Puhakka. "The Many Sides of Human Resource Information Systems." International Journal of Technology and Human Interaction 6, no. 4 (2010): 1–13. http://dx.doi.org/10.4018/jthi.2010100101.

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The history of human resource information systems stretches to the 1960s, when human resource data were separated from payroll systems. In the 1980s, researchers and practitioners became more interested in human resource information systems, and in the 1990s several studies, articles, user experiences, opinions and descriptions were published in journals, magazines and on the internet. Still, despite the number of literature, no survey or framework exists that constructs a synthesis of the fragmented issues of human resource information systems from both of these viewpoints, that is, informati

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13

Ankrah, Ebenezer, and Evans Sokro. "Intention and Usage of Human Resource Information Systems among Ghanaian Human Resource Managers." International Journal of Business and Management 11, no. 2 (2016): 241. http://dx.doi.org/10.5539/ijbm.v11n2p241.

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The purpose of this study is to investigate the intentions and usage of human resource information systems (HRIS) among Ghanaian HR managers and practitioners. In today’s global networking era, information technology has become an integral part of human resource management. This is because the increasing pressure to support strategic goals and the greater focus on shareholder value has led to changes in both job content and expectations of Human Resource professionals. Hence, the use of Human Resource Information System has been used by HR professionals to become strategic managers. Survey met

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14

Lippert, Susan K., and Paul Michael Swiercz. "Human resource information systems (HRIS) and technology trust." Journal of Information Science 31, no. 5 (2005): 340–53. http://dx.doi.org/10.1177/0165551505055399.

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15

Pande, Sharon, and Neville Gomes. "Leveraging mobile devices for human resource information systems." International Journal of Business Information Systems 20, no. 1 (2015): 23. http://dx.doi.org/10.1504/ijbis.2015.070890.

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16

Wickramasinghe, Vathsala. "Human resource information systems of medium-sized firms." Business & IT XII, no. 1 (2022): 22–28. http://dx.doi.org/10.14311/bit.2022.01.03.

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The purpose of the study was to investigate the characteristics of human resource information systems (HRIS) that influence the success of the same. Findings led to identify the important characteristics of HRIS that influence its success in medium-sized firms in a developing country, Sri Lanka. The research adds value to the existing literature on antecedents and outcomes of HRIS in medium-sized firms.

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17

Hales, Mike. "A Human Resource Approach to Information Systems Development – the ISU (Information Systems Use) Design Model." Journal of Information Technology 6, no. 3-4 (1991): 140–61. http://dx.doi.org/10.1177/0268396291006003-405.

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The ISU design model is an ‘architecture’ designed to support a human resource approach to information systems development. The model emerged in a live project for a large local government client, and its particular shape derives from four major areas of concern: (1) quality, and the strategic management of resources; (2) client-led management of information systems development; (3) IT-related labour market issues and equalization of employment opportunities; and (4) human-centred approaches to the design of technology systems. This article develops a working definition of human-centred design

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18

Al Mamun, Abdullah. "Human Resource Professionals' Intention to Use and Actual Use of Human Resource Information Systems." International Journal of Technology and Human Interaction 18, no. 1 (2022): 1–18. http://dx.doi.org/10.4018/ijthi.299070.

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Human resource information systems (HRISs) are widely used and have a strategic impact on organizations. The fundamental objective of this paper is to reveal the predominant antecedents affecting their adoption and implementation by replicating the unified theory of acceptance and use of technology (UTAUT) model from a South Asian emergent country perspective. The study collected data from human resource professionals employed in manufacturing and service companies located in Bangladesh, which were analyzed by employing partial least squares-based structural equation modeling software. It was

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19

Hussain, Zahid, James Wallace, and Nelarine E. Cornelius. "The use and impact of human resource information systems on human resource management professionals." Information & Management 44, no. 1 (2007): 74–89. http://dx.doi.org/10.1016/j.im.2006.10.006.

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20

Xiao, Han. "Application of Information System in Human Resource Management." Economics and Management Science 1, no. 1 (2019): 15–25. http://dx.doi.org/10.36012/ems.v1i1.959.

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With the development of China's economy, more and more Chinese companies have appeared. And with the emphasis on the role of human, these companies are paying more and more attention to human resource management. The development of informatization has brought many benefits to the human resources management of enterprises. This article focuses on the concept and advantages of human resource information systems, and how to scientifically establish a human resource management system.

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21

Alomari, Ali Saeed. "The Role of Human Resources Information Systems in Improving the Performance of Human Resources Management." Indian Journal of Science and Technology 12, no. 35 (2019): 01–06. http://dx.doi.org/10.17485/ijst/2019/v12i35/147859.

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22

Ekram Yawar, Mohammad. "Studying the Application of Management Information Systems in Evaluating Human Resources Performance." Acta Globalis Humanitatis et Linguarum 2, no. 3 (2025): 64–71. https://doi.org/10.69760/aghel.0250020010.

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With the introduction of information technology into the organization and ultimately the use of management information systems, human resource management functions undergo changes. This change can be effective if we first identify the activities that management information systems can perform and provide the context for these activities. Subsequently, human resource management becomes familiar with the new conditions so that it can improve the performance of the organization's human resources by utilizing the capacities that these information systems can create. In this article, management inf

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23

Irum, Ayesha, and Rama Shankar Yadav. "Human resource information systems: a strategic contribution to HRM." Strategic Direction 35, no. 10 (2019): 4–6. http://dx.doi.org/10.1108/sd-02-2019-0043.

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Purpose The article presents an overview of the Human Resources Information Systems (HRIS) and its relevance in the current organizational context. It broadly captures the advantages of HRIS and the significant challenges involved in its implementation and succeeding stages. Design/methodology/approach A string of research articles in the domain is reviewed for the briefing. Findings HRIS is salient in supplementing various Human Resource (HR) functions ranging from HR planning to performance management. It can act as a catalyst in establishing the significance of HR in strategic decision maki

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24

KURNIAWAN, ADE. "ANALISIS DAN PERANCANGAN SISTEM INFORMASI SUMBER DAYA MANUSIA MENGGUNAKAN METODE RAPID APPLICATION DEVELOPMENT (RAD) PADA PERUSAHAAN OTOMOTIF." Jupiter: Journal of Computer & Information Technology 2, no. 1 (2021): 33–50. http://dx.doi.org/10.53990/cist.v2i1.115.

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In this era of globalization, technology and information systems have an important influence on the development of companies, including the automotive business. In addition to technology and information systems, human resources also play an important role in the success of a company. Therefore, many companies develop information technology and systems to carry out effective human resource management. This study uses the Rapid Application Development (RAD) method, a human resource system developed with an application programming language based on Visual Basic. NET. This application aims to assi

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25

Whitehouse, Diane. "Managing the Human Resource." European Journal of Information Systems 2, no. 1 (1993): 63–65. http://dx.doi.org/10.1057/ejis.1993.13.

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26

Ngai, E. W. T., and F. K. T. Wat. "Human resource information systems: a review and empirical analysis." Personnel Review 35, no. 3 (2006): 297–314. http://dx.doi.org/10.1108/00483480610656702.

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27

Bussler, Lori, and Elaine Davis. "Information Systems: The Quiet Revolution in Human Resource Management." Journal of Computer Information Systems 42, no. 2 (2002): 17–20. http://dx.doi.org/10.1080/08874417.2002.11647482.

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28

Mbamba, Ulingeta O. L., and John J. Sanga. "Human Resource Information Systems Usage and Competitiveness of Organisations." University of Dar es Salaam Library Journal 19, no. 1 (2024): 156–72. http://dx.doi.org/10.4314/udslj.v19i1.11.

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This study mainly aimed to analyse the role of Human Resource Information Systems (HRIS) in driving organisational competitiveness of Higher Learning Institutions (HLIs) through improved human resource management (HRM). Specifically, it determined the influence of HRIS use on administrative costs, HR service delivery and HR innovation using data collected from HR managers and heads of academic and administrative departments or sections responsible for handling HR activities in the HLIs under review. Employing a quantitative survey, the study gathered data from purposively selected human resour

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29

Ball, Kirstie S. "The use of human resource information systems: a survey." Personnel Review 30, no. 6 (2001): 677–93. http://dx.doi.org/10.1108/eum0000000005979.

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30

Taylor, G. Stephen, and J. Stephen Davis. "Individual privacy and computer-based human resource information systems." Journal of Business Ethics 8, no. 7 (1989): 569–76. http://dx.doi.org/10.1007/bf00382934.

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31

Putri, Novita. "HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEMS IN SCHOOLS: LITERATURE REVIEW." Inspirasi Ekonomi : Jurnal Ekonomi Manajemen 5, no. 3 (2023): 136–41. http://dx.doi.org/10.32938/ie.v5i3.5380.

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Human resource management (HRM) is the most important factor in the world of education. HRM is connected to the formation of educational staff and educators, both of which are important components in preparing educational programs. The COVID-19 pandemic, which spread to various parts of the world for several years and reached Indonesia, has made digitalization in the Indonesian education sector, namely schools, adapt more quickly to the era of digitalization than before. Current technological advances have had a positive impact on the world of education, which is inseparable from the managemen

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32

Sholikah, Hesti, Yusaq Tomo Ardianto, and Dwi Arman Prasetya. "Pengaruh Kualitas Sistem Informasi Sumber Daya Manusia, Pelatihan dan Pengembangan terhadap Kinerja Karyawan melalui Disiplin Kerja pada PT. Era Mulia Abadi Sejahtera." Jurnal Teknologi dan Manajemen Informatika 8, no. 2 (2022): 125–33. http://dx.doi.org/10.26905/jtmi.v8i2.8239.

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The aims of this study is to analyze the effect of the quality of human resource information systems, training and development, and work discipline on employee performance. The technique of analysis uses a linear regression analysis. The population of this sample was 116 workers. The findings have shown the quality of human resource information systems and training and development will enhance the discipline of work. This ensures that the quality of human resource systems accompanied by the seriousness of the workers in training and development will strengthen work discipline. Therefore, the q

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33

Intan Ayuningtyas, Ardiani Ika Sulistyawati, and , Arief Himmawan Dwi Nugroho. "MENAKAR KUALITAS INFORMASI LAPORAN KEUANGAN PEMERINTAH DAERAH MELALUI FAKTOR-FAKTOR PENENTUNYA (Studi Empiris pada SKPD di Kota Semarang)." Jurnal Akuntansi, Ekonomi dan Manajemen Bisnis 2, no. 1 (2022): 45–55. http://dx.doi.org/10.55606/jaem.v2i1.109.

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This research aims to test and analyze the influence of internal control systems, information technology utilization, human resources quality, implementation good governance, and human resource capacity toward the quality of the financial information of local government. The sample in this research were employees of the finance department at SKPD in Semarang. Sampling techniques carried out by purposive sampling method that produces 124 samples to be processed. The analysis method used in this research is a quality test of data, classic assumptions test, hypothesis test and multiple linear reg

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34

Duffy, Neil. "Information management through human resources spectacles." South African Journal of Business Management 22, no. 4 (1991): 94–100. http://dx.doi.org/10.4102/sajbm.v22i4.906.

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The purpose with this article is to highlight the similarities of, and mutual dependence between, information management and human resource management. Information pervades almost everything we do. The information resource itself comprises applications, tools, people, organization, software, hardware and data. Many of the issues that drive information systems today have strong human resources (HR) connotations: organizational learning, IS's role, contribution and alignment in the organization, end-user computing, IS implementation, change and organization design. Both IS and HR manage a key re

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35

Bretz, Robert D., and Timothy A. Judge. "The Role of Human Resource Systems in Job Applicant Decision Processes." Journal of Management 20, no. 3 (1994): 531–51. http://dx.doi.org/10.1177/014920639402000301.

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Given that organizations make choices about how to manage their human resources, information about the organization is often expressed or implied in the human resource systems that organizations implement. This study proposes that information conveyed through human resource systems affects applicant job choices, that particular systems will be more important to some people than to others, and that job acceptance will be influenced by the degree to which individual characteristics match the content of the system information presented. A policy-capturing design was used to assess the effects of

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36

Sharplin, Arthur D. "HUMAN RESOURCE PLANNING." Journal of Business Strategy 5, no. 3 (1985): 90–93. http://dx.doi.org/10.1108/eb039077.

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37

Vrabcová, Pavla, and Hana Urbancová. "Use of human resources information system in agricultural companies in the Czech Republic." Agricultural Economics (Zemědělská ekonomika) 67, No. 5 (2021): 173–80. http://dx.doi.org/10.17221/452/2020-agricecon.

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High-quality information systems explicitly focused on working with people help companies meet the increasingly complex requirements for registration of attendance, forms, employment contracts, and much more. The article's main goal is to identify areas of human resources management for which agricultural companies in the Czech Republic use information systems to increase the efficiency of processes and evaluate the development of their usage with regard to the support of digitisation. The data, which were subjected to factor analysis, were obtained via a questionnaire survey from selected 70

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38

Hussein, Layth S. "The Relationship Between Information Technology Governance and Human Resource Information Systems Infrastructure." TANMIYAT AL-RAFIDAIN 37, no. 120 (2018): 115–30. http://dx.doi.org/10.33899/tanra.2018.159991.

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39

Ankrah, Ebenezer, and Evans Sokro. "HUMAN RESOURCE INFORMATION SYSTEM AS A STRATEGIC TOOL IN HUMAN RESOURCE MANAGEMENT." Problems of Management in the 21st Century 5, no. 1 (2012): 6–15. http://dx.doi.org/10.33225/pmc/12.05.06.

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The purpose of this research is to identify specifically, how the use of Human Resource Information Systems (HRIS) contributes to the effectiveness of strategic human resources management and to examine the strategic importance of using HRIS at the workplace. Relevant review of various HRIS literature were undertaken which culminated into the development of a conceptual model and the formulation of hypotheses to test the proposal that there is relationship between independent variables- HRIS- and the dependent variables- Cost and Time Savings (CTS), Decision Making Contribution (DMC), Quality

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40

Mugisha, Kamala, and Hadija Matimbwa. "Technological Determinants of Human Resource Information System Effectiveness in Tanzania." Journal of Policy and Development Studies 16, no. 2 (2024): 263–327. https://doi.org/10.4314/jpds.v16i2.15.

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Organizations are increasingly moving from traditional paper files to digital filing systems to gain a competitive edge and improve access to human resources and HR-related information. This digitalization process not only makes data more accessible but also enhances its utilization for HR decision-making. As a result, HR-related information becomes more comprehensive, accurate, and up-to-date. This study specifically investigates the impact of technological factors on the effectiveness of human resource information systems (HRIS) within local government authorities (LGAs) in Tanzania. The res

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41

Bandara P.M.G.R.I, Kumarasiri R.D.S.R, Silva H.C.M, and Herath A.M.T.N. "Human Resource Management System." International Journal of Engineering and Management Research 12, no. 4 (2022): 125–53. http://dx.doi.org/10.31033/ijemr.12.4.16.

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The main focus of the essay, "Human Resources Management System," is on controlling the administrator of a company's human resources department. The systems and procedures at the intersection of human resources and management are referred to as a human resource management system (HRMS).technology (IT) with human resources management (HRM). It combines HRM as a discipline, especially its fundamental HR actions and procedures related to information technology, as opposed to data processing programming. Systems developed into enterprise resource planning (ERP) software packages and established pr

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42

Hales, Mike. "A human resource approach to information systems development — the ISU (information systems use) design model." Journal of Information Technology 6, no. 3-4 (1991): 140–61. http://dx.doi.org/10.1057/jit.1991.29.

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43

Bah, Mohamed Pateh, Ezekiel K. Duramany-Lakkoh, and Ernest Udeh. "Assessing the Effect of Human Resource Information Systems on the Human Resource Strategies of Commercial Banks." European Journal of Business and Management Research 7, no. 3 (2022): 304–12. http://dx.doi.org/10.24018/ejbmr.2022.7.3.1460.

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The purpose of the study is to analyze the impact that Human Resource Information Systems on Human Resource Management Strategies. The statement of the problem was to look if human resource information systems have fulfilled their promise of providing timely, better, cost-efficient, etc. information for strategic decision making by human resource management practitioners by looking at its influences on the human resource management strategies. The Non-Probability Sampling technique was used to collect the data because non-probability sampling is often associated with case study research design

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44

Jameel, Jalal Qais, Tareq Nasser Mahdi, Oleg R. Kuzichkin, Konstantin А. Polshchykov, Sergej А. Lazarev, and Ilya К. Polshchikov. "Method of Detecting Resource-intensive Inquiries to Databases of Agro-industrial Resources Geo-ecological Monitoring Systems." Webology 19, no. 1 (2022): 3929–39. http://dx.doi.org/10.14704/web/v19i1/web19259.

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This article aims to achieve more efficient automated software systems use in the geo-ecological monitoring of agro-industrial sector resources. A method of detecting resource-intensive inquiries to agricultural resources databases is developed. Self-Organizing Map is used for clustering inquiries to databases in the method. Additionally, an algorithm is proposed to discover resource-intensive inquiries and the corresponding software. The performance evaluation demonstrates that the suggested method considerably increases the correctness of detecting resource-intensive inquiries to databases c

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45

Ngulugulu, Mathew Mgendu, Evelyne George Rwela, and Noel Yoeza Mkwizu. "Adoption of Human Resource Information Systems on Public Sectors in Tanzania." East African Journal of Information Technology 6, no. 1 (2023): 66–76. http://dx.doi.org/10.37284/eajit.6.1.1191.

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Tanzania’s public sectors have begun to use Information Systems (IS) in various HR functions over the last fifteen years due to the increased use of Information and Communication Technology (ICT). Organisations are increasingly implementing Human Resource Information Systems (HRIS) to ensure that their human resources are used efficiently (HR). The purpose of this study is to investigate the functions and practices of the adoption of human resource information systems in Tanzania’s public sectors. The study areas were drawn from eight districts in the Mwanza region with the case study design a

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46

Sanjeev, Rinku, Nidhi Shridhar Natrajan, and Snigdha Dash. "Organisational sustainability through human resource information system." International Journal of Knowledge Management Studies 15, no. 1 (2024): 70–92. http://dx.doi.org/10.1504/ijkms.2024.138068.

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47

Natrajan, Nidhi Shridhar, Snigdha Dash, and Rinku Sanjeev. "Organisational sustainability through human resource information system." International Journal of Knowledge Management Studies 15, no. 1 (2024): 70–92. http://dx.doi.org/10.1504/ijkms.2024.10063588.

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48

S., Lindiwe, Njabulo N., and Elton V. "Enhancing Human Resource Functions through Digital Information Management Systems: The Moderating Role of Organisational Commitment." International Journal of Entrepreneurship and Business Innovation 6, no. 2 (2023): 47–68. http://dx.doi.org/10.52589/ijebi-4oz0z5f9.

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The adoption and implementation of digital information management systems is largely viewed as a means for promoting efficiency in organisations. Conversely, the realisation of the benefits derived from full utilisation of integrated digital information management systems still remain distant, pointing to lack of efficiency for some universities, particularly in the context of Sub-Saharan Africa. This lack of efficiency on the part of some universities suggests the need for accelerated incremental or adaptive digital innovations which are regarded as antecedents for the full utilisation of dig

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49

Balash, Liliya, Ruslana Sodoma, and Oleh Kovalchuk. "INTELLIGENT SYSTEMS FOR FORMING PROJECT TEAMS IN SAFETY-ORIENTED SYSTEMS." Innovative Technologies and Scientific Solutions for Industries, no. 2 (24) (August 5, 2023): 5–15. http://dx.doi.org/10.30837/itssi.2023.24.006.

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Human security project teams are formed in higher education institutions that train qualified civil protection specialists. One of the tasks is to increase the efficiency of forming SOS project teams by HR services, as well as to improve the recruitment and selection procedure using modern information technologies. Developing human resources, improving the quality of higher education for its applicants. Information systems provide high speed data processing, information search, recruitment optimization and candidate analysis. Automation of HR processes helps to reduce the labor intensity and r

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Balash, Liliya, Ruslana Sodoma, and Oleh Kovalchuk. "INTELLIGENT SYSTEMS FOR FORMING PROJECT TEAMS IN SAFETY-ORIENTED SYSTEMS." Innovative Technologies and Scientific Solutions for Industries, no. 2 (24) (June 30, 2023): 5–15. http://dx.doi.org/10.30837/itssi.2023.24.005.

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Human security project teams are formed in higher education institutions that train qualified civil protection specialists. One of the tasks is to increase the efficiency of forming SOS project teams by HR services, as well as to improve the recruitment and selection procedure using modern information technologies. Developing human resources, improving the quality of higher education for its applicants. Information systems provide high speed data processing, information search, recruitment optimization and candidate analysis. Automation of HR processes helps to reduce the labor intensity and r

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