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Artykuły w czasopismach na temat „Information Technology Human Resource Management”

Autor: Grafiati

Data publikacji: 3 czerwca 2025

Data aktualizacji: 31 lipca 2025

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Turulja, Lejla, and Nijaz Bajgoric. "Information technology, knowledge management and human resource management." VINE Journal of Information and Knowledge Management Systems 48, no. 2 (2018): 255–76. http://dx.doi.org/10.1108/vjikms-06-2017-0035.

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Purpose Drawing on dynamic capability view, this study aims to offer a conceptual framework to clarify the nature of the effects of firm’s information technology (IT) capability, knowledge management (KM) capability and human resource management (HRM) capability on organizational business performance. IT is the driver that changes all aspects of doing business in the digital era, while both knowledge and human resources (HR) are being increasingly regarded as key levers of competitive advantage in today’s global, dynamic and complex business environment. Design/methodology/approach The survey

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Krasova, Elena. "HUMAN RESOURCE MANAGEMENT APPROACHES IN INFORMATION TECHNOLOGY." Bulletin of the South Ural State University series "Economics and Management" 18, no. 4 (2024): 115–24. https://doi.org/10.14529/em240409.

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This article deals with theoretical and methodological developments in Human Resource Management (HRM). HRM is developing along with ongoing technological and economic transfor-mations. Information and digital components have transformed organizations in recent decades, and this naturally affects all levels of management. The article analyzes theoretical and methodological ap-proaches to HRM in the context of the IT paradigm. The article presents the evolution of fundamental approaches to HRM, the conditions for this evolution with the development of IT and the information economy, and highlig

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Tamar Kiladze, Tamar Kiladze, and Iulia Tedeevi Iulia Tedeevi. "Information Technology and Personnel." Economics 105, no. 11-12 (2024): 121–30. http://dx.doi.org/10.36962/ecs105/11-12/2023-121.

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Information technologies develop faster and faster every year and gradually reach all spheres of life. Currently, the use of information technology in personnel management is unimaginable in isolation, as it allows any organization to use process automation to a large extent. Most companies in the modern world automate the process of personnel management using information systems. The paper discusses the importance of information technology in personnel management, which allows the organization to always be one step ahead and ahead of its competitors, who use information technology in personne

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Sunil, S. Patil. "HUMAN RESOURCE MANAGEMENT THROUGH IT." Shanlax International Journal of Arts, Science and Humanities 6, S2 (2019): 169–72. https://doi.org/10.5281/zenodo.2566249.

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<em>In nowadays top leaders fully realize the power of information technology (IT) tools for reaching business targets. The utilization of IT tools help not only to fulfill defined company’s goals but to optimize the work processes as well. Trends and results of the contemporary studies constantly confirm contribution of the IT tools in Human Resources (HR) area i.e. to accomplish assigned HR tasks by using the source of IT capabilities. The following paper gives a brief overview about possibilities of IT usage in HR field for measuring and tracking human capital and using the HR informa

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Zeng, Wei. "IT Impact Analysis of Human Resource Management Model." Advanced Materials Research 1044-1045 (October 2014): 1764–67. http://dx.doi.org/10.4028/www.scientific.net/amr.1044-1045.1764.

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With the rapid development of modern science and technology, Information technology has been widely applied in human resource management, human resource management which also had a significant impact model. Combined with practical work experience, the first of human resources and information technology a brief introduction, and then change the information on human resources management model were brought forth, and finally the impact of information technology on human resource management brings to detail analysis, I hope this study can provide some help for the relevant personnel.

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Wang, Jun, and He Ma. "Application of Information Technology in Human Resource Management." Journal of Physics: Conference Series 1881, no. 2 (2021): 022091. http://dx.doi.org/10.1088/1742-6596/1881/2/022091.

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Coursey, David H. "Human Resource Management Challenges in Government Information Technology." Review of Public Personnel Administration 25, no. 3 (2005): 203–6. http://dx.doi.org/10.1177/0734371x05276216.

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Fadaei, Ebrahim, Farshid Nikzad, and Mohammad Taghinejad. "Effectiveness of Information Technology on Human Resource Management." Singaporean Journal of Business , Economics and Management Studies 1, no. 6 (2013): 80–87. http://dx.doi.org/10.12816/0003778.

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HAJDARI, Besnik, and Hasan MLINAKU. "Application of Information Technology in Human Resource Management." Eurasia Proceedings of Science Technology Engineering and Mathematics 26 (December 30, 2023): 780–96. http://dx.doi.org/10.55549/epstem.1412690.

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This work was carried out in order to inform more about the impact of innovation technology on the development of entrepreneurship. This paper begins with the explanation about the enterprises, starting with their concept, their development over the years, where it elaborates a theory of time about the reasons why the enterprises are opened and exist, continuing with the discussion of who the entrepreneurs are, and what are the tasks theirs, and also gives us a clear picture of how businesses cannot function without business law. This research continues with the most important subject of the t

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Mangesh Prakash Wachasundar, Mangesh Prakash Wachasundar, Dr Surendra Kumar Bhogal Dr. Surendra Kumar Bhogal, and Dr Dhanashree Potey Dr. Dhanashree Potey. "Role of Information Technology (IT) in Human Resource Management." International Journal of Information Technology and Management 16, no. 2 (2024): 57–60. http://dx.doi.org/10.29070/6prtf135.

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The world has been changed with Information Technology. Our daily life and the way weinterconnect with others have been changed via Internet, how we study and learn, how we work, andspend our time. Information Technology plays a vital role in all aspects of life and causes to bringaccuracy, speed, availability and easiness in our daily life. Information technology, as a package ofoffered program is available to individuals and organizations through hardware infrastructure and playsa vital role in the growth of Human Resources. This paper covers a introduction of the role of informationtechnolo

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Guo, Yuhan. "Effect of Information Technology on the Human." Research in Economics and Management 2, no. 3 (2017): 98. http://dx.doi.org/10.22158/rem.v2n3p98.

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<p><em>With the continuous development of information technology, information technology has infiltrated the divers industries of society. The impacts of information technology on social economic management including human resource management have become stronger. This paper starts with the essence of information handling and analysis of information technology, explores the influence of information technology on the model of human resource management, and builds the closed loop model modern human resource management supported by information technology. Meanwhile, the paper analyzes

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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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Chazhaeva, Manat M., Olga Yu Yanova, and Eliza R. Abataeva. "THE IMPACT OF INFORMATION TECHNOLOGY ON HUMAN RESOURCE MANAGEMENT." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 10/4, no. 151 (2024): 102–7. https://doi.org/10.36871/ek.up.p.r.2024.10.04.013.

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The XXI century is the era of information technology. Various advanced technologies represented by the Internet are gradually penetrating traditional industries, constantly undermining the original values and management models, and have an increasingly profound impact on the human resource management model of modern enterprises. Based on the effective use of information technologies, including computer hardware and software complexes, an important part of the informatization of enterprises in our country is the reconstruction of the enterprise’s human resource management system and the impleme

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Broderick, Renae, and John W. Boudreau. "Human resource management, information technology, and the competitive edge." Academy of Management Perspectives 6, no. 2 (1992): 7–17. http://dx.doi.org/10.5465/ame.1992.4274391.

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Mishra, Alok, and Ibrahim Akman. "Information Technology in Human Resource Management: An Empirical Assessment." Public Personnel Management 39, no. 3 (2010): 271–90. http://dx.doi.org/10.1177/009102601003900306.

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Munir, Misbachul, and Mohammad Djaelani. "Information Technology and Repositioning of Human Resource Management Functions." Journal of Social Science Studies (JOS3) 2, no. 2 (2022): 50–55. http://dx.doi.org/10.56348/jos3.v2i2.28.

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Technological developments have an impact on business development. Almost all business functions must make changes to anticipate them. This fact becomes a challenge for business practitioners and academics who study management science. A concrete example that shows the impact of technological advances on the business world is the development of VoIP (Voice Over Internet Protocol). In response to this, business transformation is an urgent thing to do. Advances in information technology have an impact on changing business organizations from a hierarchical business organization to a leaner busine

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Kaur, Manpreet, Lovedeep Singh Sidhu, Shiny Sharma, Shivani Narang, and Ramandeep kaur. "Information Technology in Human Resource Management: A Practical Evaluation." COMPUSOFT: An International Journal of Advanced Computer Technology 03, no. 12 (2014): 1437–42. https://doi.org/10.5281/zenodo.14768463.

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This paper encloses a brief overview of number of observations on the applications of information technology (IT) in the field of human resource management (HRM) in general. Although the impact of IT on HRM has long been attracting the concern of academics, no pragmatic research has ever been realized in this field in India, and few studies have been reported elsewhere. The survey was conducted among the IT managers and professionals from various sectors, based on those results, the data shows that IT is used widely in the organizations to perform HRM functions in India’s dynamic economy

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Townsend, Anthony M., and James T. Bennett. "Human resources and information technology." Journal of Labor Research 24, no. 3 (2003): 361–63. http://dx.doi.org/10.1007/s12122-003-1000-7.

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Вдовина, Е. В., П. А. Амзаракова, А. Я. Коренева, et al. "The use of information technology in management." Экономика и предпринимательство, no. 5(118) (June 11, 2020): 827–30. http://dx.doi.org/10.34925/eip.2020.118.5.168.

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В статье рассмотрены современные информационные технологии в области управления человеческими ресурсами и работы с персоналом; проанализированы тенденции в развитии информационных технологий в управлении кадрами. Для систематизации процессов управления человеческими ресурсами сегодня необходимо изучить программные обеспечения, предлагаемые на рынке для менеджеров компаний, а также определить основные функции современных программных продуктов. The article discusses modern information technology in the field of human resources management and work with personnel; analyzed the trends in the develo

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Adv., Anju Thomas. "DISRUPTIVE TECHNOLOGY AND STRATEGIES FOR HUMAN RESOURCE MANAGEMENT." International Journal of Human Resource & Industrial Research 3, no. 6 (2016): 67–78. https://doi.org/10.5281/zenodo.10700372.

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The cornerstone of this research paper is the highlight on disruptive innovation in technology for bringing about entrepreneurial human resource management. Therefore, the main purpose of this paper is to introduce the concept of Disruptive innovation and need of disruptive practices in Human Resource management. The review of literatures on innovativeness in Human resource management practices comprise of the significant part of this paper, the survey conducted for the study focus on challenges posed by information technology to human capital, derive the implications of disruptive HR in peopl

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M., Dileep Kumar. "Leveraging Technology towards HR Excellence." Information Management and Business Review 4, no. 4 (2012): 205–16. http://dx.doi.org/10.22610/imbr.v4i4.981.

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The last decade has seen a significant increase in the number of organizations gathering, storing and analyzing human resources data using Human Resource Information Systems (HRIS) (Ball, 2001; Barron et al., 2004; Hussain et al., 2007; Ngai & Wat, 2006). HR to benefit almost every realm of business operations is leveraging technology. Many technology applications support Human Resource functions like erecruitment, employee tracking system, performance management software, e earning mode etc are helping dramatically to improve HRâ€™s ability to carry out effective talent management and get

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Wibowo, Bambang Sri, Hasan Abdillah, Sofyan Lazuardi, and Miya Dewi Suprihandari. "INFORMATION AND TECHNOLOGY FOR ADVANCED SOCIETY." JOURNAL OF HUMANITIES SOCIAL SCIENCES AND BUSINESS (JHSSB) 3, no. 1 (2023): 60–67. http://dx.doi.org/10.55047/jhssb.v3i1.812.

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Human resource management in community organizations and government entities in rural areas holds significant complexity and importance. Rural regions often serve as crucial supporting environments for surrounding urban centers, making effective human resource management pivotal for organizational success. This research aims to enhance Human Resource Management in Rural Areas Through Information Technology as an effort towards advanced societal development. By analyzing literature reviews, case studies, and real-world implementation examples, this study seeks to uncover how information technol

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Dr., M. Panneerselvam. "ELECTRONIC HUMAN RESOURCE MANAGEMENT." International Journal of Multidisciplinary Research and Modern Education 3, no. 1 (2017): 55–58. https://doi.org/10.5281/zenodo.290675.

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Electronic Human Resource Management is an essence the revolution of human resource functions to management and employees. These functions are typically used via intranet and web technology. This helps the organization to improve their standards where they can able to review and forward. All those documents can be viewed within a fraction of second with help of client and server links. The phenomenon of E- HRM deserves closer and more fundamental roots to HR activity. The E-HRM develops and become more entrenched in business culture and they will become more apparent. Growth of technology upda

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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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Leung, Alicia, Amy L. Y. Wong, and Michael N. Young. "Global Information Technology Company, Ltd." Asian Case Research Journal 12, no. 01 (2008): 129–40. http://dx.doi.org/10.1142/s0218927508001060.

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This case presents a scenario that pertains to the effective management of human resources in a Chinese cultural context where guanxi and face are of considerable importance. It depicts actual situations in detail, but the names of the organization and participants have been disguised at the request of the interviewees. The scenarios deal with issues of managerial appointments, promotion, husband-wife team in an organization, threat of resignation, effective leadership and achievement of subordinate respect and performance. Human resource management in China often requires a different approach

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Taufik, Opik, and Syafrizal Ikram. "Factors Affecting Village Financial Management Accountability." Journal of Accounting Auditing and Business 5, no. 2 (2022): 29–42. http://dx.doi.org/10.24198/jaab.v5i2.39320.

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This study aims to analyze the effect of human resource competence and organizational commitment on the use of information technology and its impact on village financial management accountability. This study uses a quantitative approach. The population in this study are villages in Tasikmalaya Regency. This study used the proportional sampling method with a total sample of 187 respondents. The sample of this study consisted of village heads, village secretaries, heads of administrative and general affairs, heads of government sections, and heads of financial affairs from 187 villages in Tasikm

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Wang, Zhouhuo. "Design of the Human Resource Optimization Allocation Model Based on Information Integration." Mobile Information Systems 2022 (August 25, 2022): 1–11. http://dx.doi.org/10.1155/2022/6549647.

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With the increasingly close integration of information technology and enterprise management, the human resource management (HRM) model is also changing in the direction of information integration. The new information-based human resource management has gradually become a common management model for all industries and enterprises. Information integration of management work achieves integration and resource sharing among HR departments, managers, and employees. Information integration also facilitates the management of big data and the query of information from the upper and lower levels of grou

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Dawes, Sharon S. "Human Resource Implications of Information Technology in State Government." Public Personnel Management 23, no. 1 (1994): 31–46. http://dx.doi.org/10.1177/009102609402300103.

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This paper discusses the human resource implications of information technology in state government. It outlines how changing information technologies have strong influences on the nature and operation of public programs, on the structure and function of public organizations, and on the content of public service jobs. Within this larger context, we discuss specific human resource problems in five key areas: title structures; recruitment, testing and selection; performance appraisal, rewards and compensation; training and professional development; and civil service processes. The paper concludes

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Haines, Victor Y., and Geneviève Lafleur. "Information technology usage and human resource roles and effectiveness." Human Resource Management 47, no. 3 (2008): 525–40. http://dx.doi.org/10.1002/hrm.20230.

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Zhou, Da. "Application of Data Mining Technology in Enterprise Digital Human Resource Management." Security and Communication Networks 2022 (June 22, 2022): 1–9. http://dx.doi.org/10.1155/2022/7611623.

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The purpose of this paper is to explore the practical application of big data comprehensive mining and analysis technology in the overall human resource management work of the entire enterprise under the gradual increase in the amount of enterprise data, so as to effectively improve the overall core strategic competitiveness of the entire enterprise and improve the overall human resource management level of the entire enterprise. This article adopts the risk management theory of quantifying the characteristics of business management data, analyzes various management models in modern human reso

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Lu, Yuang. "The Application of Information Technology in Modern Enterprise Human Resource Management." GBP Proceedings Series 1 (January 9, 2025): 55–63. https://doi.org/10.71222/vtk5q710.

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The application of information technology in human resource management is driving a profound transformation in modern enterprise management models. This paper explores the role of information technology in improving recruitment efficiency, optimizing employee performance management, enhancing organizational collaboration, and promoting enterprise innovation. By analyzing the current state of information management and typical use cases, the paper summarizes its positive impact on improving corporate management efficiency and achieving strategic goals. Additionally, this paper delves into the c

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Srivastava, Sonalee, Badri Bajaj, and Santosh Dev. "Human Resource Information System Adoption and Implementation Factors." International Journal of Human Capital and Information Technology Professionals 11, no. 4 (2020): 80–98. http://dx.doi.org/10.4018/ijhcitp.2020100105.

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In the modern era, human resource management is accompanied by the information system which is instrumental in managing human resource processes. In the current competitive and challenging environment, organizational success depends on its effective and efficient human resource. Human resource along with IT professionals can create an environment in an organization for successful adoption of human resource information systems. While considering it as a key factor in modern enterprise management, its burgeoning interest has led to the foundation of this article. The study is to delve deep into

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Kinnie, N. K., and A. J. Arthurs. "Human Resource Policies and the Introduction of Information Technology." Management Research News 11, no. 1/2 (1988): 39–40. http://dx.doi.org/10.1108/eb027954.

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Amany, Sameulhaq. "A Review of Digital Human Resource Management: Transforming HR Practices Through Technology." Luminis Applied Science and Engineering 2, no. 1 (2025): 65–71. https://doi.org/10.69760/lumin.20250001011.

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Digital Human Resource Management is a digital transformation in human resource practices and processes through the use of electronic media, mobile, analytics and information technology to make human resource management more efficient. In other words, digital human resource management basically performs or manages all human resource work using soft technologies, applications and the internet. Digitalization or digital transformation is something that all organizations must bring to be efficient and relevant in the future. Otherwise, they will be left behind by other organizations in the market

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Guo, Rui, Liang Yan, Yifei Li, Zhijun Li, and Yudong Gao. "Challenges and prospects of human resource management under the background of big data." Advances in Education, Humanities and Social Science Research 6, no. 1 (2023): 20. http://dx.doi.org/10.56028/aehssr.6.1.20.2023.

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With the development of information technology and Internet computing, big data has led individuals and enterprises to step into the era of automation in many ways. Big data technology usually starts with the classification and large-scale uptake of resource information, and then integrates, stores and utilizes the information displayed in the data after certain screening processing. The value of data sets is diverse, so it often requires more scientific and systematic classification analysis and computational processing design than traditional classification to make the resource set play an i

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Shao, Fang. "Analysis of Science and Technology Human Resource Information Management Application in China Enterprise." Advanced Materials Research 171-172 (December 2010): 600–603. http://dx.doi.org/10.4028/www.scientific.net/amr.171-172.600.

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According to science and technology human resources function inside enterprise is prominently important, various enterprises are more and more value science and technology human resources information management. The article described science and technology human resources present situation in China, introduced essential countermeasure to improve enterprise’s science and technology human resources information management, which help enterprises actualize science and technology human resources information management effectively.

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N., Sathish Kumar, and Kalaivani K. "ROLE OF COMPUTERS IN HUMAN RESOURCE MANAGEMENT." International Journal of Advanced Trends in Engineering and Technology 2, no. 1 (2017): 43–46. https://doi.org/10.5281/zenodo.495581.

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The purpose of the computer for Human Resource Managers is to improve the quality of the services they are offering. Computers upkeep us. As a manager we carry out our human resources responsibilities by performing a variety of time consuming jobs. A large amount of the work in the human resources office is clerical in nature. By using Information Technology, many of the routine jobs can be automated and the number of persons can be reduced for these tasks. In large organizations, one of the biggest problems is to upkeep the current data file. It has been proved that one of the supporting pill

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Gani, Raashidah, and Darakhshan Anjum. "e- Human Resource Management (e-HRM)." International Journal of Emerging Research in Management and Technology 6, no. 6 (2018): 184. http://dx.doi.org/10.23956/ijermt.v6i6.266.

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e- HRM is a wide term which integrates Information Technology (IT) with Human Resource Management (HRM). It mainly focuses on the goals of the managers and employees of a company. e- HRM is the process of transmission of digitalized Human Resource information. e- HRM is a technique of executing Human Resource (HR) plans, policies, and practices in an organization. In the present times, a number of organizations have replaced Human Resource Management activities with e- HRM in their business. The process of e- HRM has played an efficient role in increasing the overall Human Resource capabilitie

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Santoso, Tuti Nurhaningsih, Arita Marini, and Rihlah Nur Aulia. "Human Resource Planning Strategy to Improve the Quality of Online Library Management Information Systems (E-Libraries) of Higher Education in the Industrial Era 5.0." International Journal Of Education, Social Studies, And Management (IJESSM) 4, no. 3 (2024): 1082–90. http://dx.doi.org/10.52121/ijessm.v4i3.463.

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Library management information systems in universities are essential for managing e-libraries in universities. The world of education will face one of the challenges after 2030: the use of information technology or robotics in various sectors of human life, one of which is university libraries. This research was conducted using a literature approach by collecting data from various relevant theoretical sources about human resource management and higher education management information systems in the context of university library human resource planning strategies. This article delves into the p

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Zhou, Huan. "Information technology for the management of human resourses of educational projects." Management of Development of Complex Systems, no. 55 (September 25, 2023): 128–32. http://dx.doi.org/10.32347/2412-9933.2023.55.128-132.

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The work analyzed and established that there are gaps in the direction of the development of information technologies for human resource management, in particular electronic management. The research is incomplete and practically does not take into account the particular operating conditions of the organization and external undesirable influences: pandemic, economic crisis, and military conflict. At the same time, the interest of the private sector in the development of this direction is growing every year. Thus, the main directions for research related to the application of information technol

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Pliskin, Nava. "Human Resource Management: Guidelines for Effective Introduction of Microcomputer Technology." Journal of Information Systems Management 6, no. 2 (1989): 51–58. http://dx.doi.org/10.1080/07399018908960143.

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Rachmaliya, Nyayu Siti, and Hady Efendy. "Analysis of Employee Performance, Organization Culture, Work Satisfaction and Organization Commitment." Human Resource Research 1, no. 1 (2017): 41. http://dx.doi.org/10.5296/hrr.v1i1.11740.

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The purpose of this study is to analyze the innovation of an organization’s management, strategic factors that support organizational management, efforts made, relationships with human resource development and application to human resource development. This research is a qualitative research with content analysis method. The data source in this research are document of five international articles, data collection, data analysis up to the presentation of data adopting Huberman and Milles model. Level of management maturity, organizational culture concepts and organizational performance and Info

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Hasdiansa, Ilma Wulansari. "The Role of Technology in Operational Management Process Selection." Economics and Business Journal (ECBIS) 2, no. 3 (2024): 281–86. https://doi.org/10.47353/ecbis.v2i3.123.

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The selection of operational management processes is significantly influenced by technology, which can enhance the efficiency and effectiveness of company operations. The application of information technology enables organizations to manage equipment, human resources, and production processes in a more efficient and effective manner. In the selection of operational management processes, information technology plays a pivotal role in identifying and selecting production processes that align with the needs of the organization. Furthermore, information technology facilitates the implementation of

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Tërstena, Arben, Arta Jashari Goga, and Bujar Jashari. "Improving the efficiency of human resources with the use of new technologies and reorganization process." International Journal of Research in Business and Social Science (2147- 4478) 9, no. 1 (2019): 31–38. http://dx.doi.org/10.20525/ijrbs.v9i1.606.

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Information technology (IT) as a structural factor and instrument transforms the architecture of organizations, business processes, and communication which is increasingly integrated into human resource management (HRM). It is an important part of the human resources work process. IT is designed to support HR professionals at all stages of management. This paper is focused on analyzing how information technology affects the improvement of human resource efficiency. The survey was conducted in private enterprises in Ferizaj, region (Kosovo), through questionnaires. Twenty employees/managers of

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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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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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Utama, Hendra, Mohammad Yusuf, Zulham Sitorus, and Pebri Ramadani. "Human Resource Management Challenges Towards Human Capital Management 4.0. At Pt. Pelabuhan Indonesia (Persero) I." Jurnal Fokus Manajemen 5, no. 2 (2025): 329–34. https://doi.org/10.37676/jfm.v5i2.8575.

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The industrial revolution 4.0 in the modern era is essentially focused on the digitalization of information technology. This explains that the industrial revolution 4.0 in the 21st century is a digital technology revolution to create a digitalization space. The digital technology revolution is a digital technology revolution to create digitalization, with a communication technology revolution, an information technology revolution, and an internet technology revolution to create digitalization. Digitalization uses digital technology. In the era of the industrial revolution 4.0, every organizati

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Rahman, Noor, Heru Dwi Hartanto, Khuzaini Khuzaini, and Syahrial Shaddiq. "THE INFLUENCE OF HUMAN RESOURCES MANAGEMENT TECHNOLOGY DEVELOPMENT." Journal Competency of Business 7, no. 1 (2023): 91–108. https://doi.org/10.47200/jcob.v7i01.1934.

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Technological advances that continue to develop have had an impact on current management practices and are inseparable from human resource management practices. These practices in the Industrial 4.0 era. now it is inseparable from E-HRM. In running an E-HRM information system, of course, an organization must have adequate technology assets. In this case the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency follows developments in the current era in its application in terms of Human Resource Development. The Ministry of ATR/BPN pays adequate attention to the development of

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Singhraul, Prof Budheshwar Prasad, and Diksha Anuragi. "HUMAN RESOURCE MANAGEMENT IN THE DIGITAL ERA." International Journal of Research in Commerce and Management Studies 06, no. 05 (2024): 267–81. http://dx.doi.org/10.38193/ijrcms.2024.6515.

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Human resource management (HRM) is changing dramatically in the age of digitization, with advances in information technology, data analytics, and automation. This study investigates the changing role of HRM in using digital tools to improve recruiting, staff involvement, growth of talent, and job performance evaluation. The use of artificial intelligence (AI), machine learning (ML), and big data into HR processes is changing the way businesses manage their personnel, allowing for more effectiveness, customization, and strategic choice-making. This study investigates both the potential and prob

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Bahri, Danang Zainal Ali, Basuki Basuki, and Zakky Zamrudi. "Integrating Human Resource Information System into Educational Institutions: A Framework for Digital Culture Adaptation." Al-Tanzim: Jurnal Manajemen Pendidikan Islam 8, no. 4 (2024): 1289–301. https://doi.org/10.33650/al-tanzim.v8i4.9638.

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The application of technology in human resource management in the education sector aims to improve efficiency, transparency, and accountability in managing school personnel data. This study aims to analyze the application of technology in human resource management in the education sector, focusing on using the Personnel Management Information System and the Human Resource Information System to improve efficiency, transparency, and accountability in managing personnel data in schools. This study uses a qualitative design with a case study approach. Data were collected through interviews, observ

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