Exploring Organizational Human Resource Information System Security

We explore HRIS security by presenting information security fundamentals and how they pertain to organizations. With increasing use of enterprise systems such as HRIS, security of such systems is an area that is worthy of concern. Even then, there is surprisingly little research in this area, albeit extensive work is present with regard to HRIS privacy. While focusing on HRIS security we introduce aspects of HRIS security and how it can be enhanced in organizations. Because of its complex, sensitive nature, we suggest that qualitative research is the optimal method of further investigating HRIS security. We also propose six research questions as part of deepening our understanding of HRIS research in the future

An exploratory study of the role of the human resource information system professional

The increasing implementation of technology applications into the workplace has substantiated the need for adept professionals who can manage HR technology for employees and provide data about the organization. For some companies, these professionals are found within the human resources department. These information systems professionals combine HR knowledge and technology skills to procure applications that improve work processes and HR outcomes. The qualitative study focused on exploring the role delineation of human resource information systems (HRIS) professionals to better understand the advantageous aspects of the role\u27s focus in HR technology and analytics. Specifically, the study aimed to describe how the HRIS professional role supports the functions of HR and transformation of HR activities within organizations. Additionally, the research sought to uncover how HRIS professionals described their responsibilities and competencies in response to the significance of data analytics, as well as how the HRIS professionals described the outlook of their professional role. Ten, semi-structured interviews were conducted with HRIS professionals who reported having progressive HRIS experience within U.S. based organizations. The results included HRIS professionals\u27 beliefs about their tasks, competencies, and job outlook and thematic analysis resulted in six categories: data management, HR/IT intersection, HRIS emergence, business intelligence, professional identity, and job satisfaction. The conclusions drawn from the research findings indicated that: HRIS professionals encourage HR technology integration to improve workplace processes; HRIS professionals manage data integrity and support the safeguarding of employee information; HRIS professionals manage data integrity and support the safeguarding of employee information; HRIS professionals run data inquiries and provide reports that influence decision making related to workforce and business outcomes; and HRIS professionals are enthusiastic about emergent job responsibilities in the design and coding of systems. Recommendations for practice include executive consideration toward improving the visibility of HRIS contributions as a way of strengthening relationships between HRIS professionals and the stakeholders they support. Recommendations also include further investigation into utilization of analytics in the workplace. This study contributes to the existing literature by providing insight into the opinions of HRIS professionals about their role and interactions within their organizations and recognizes that HRIS professionals consider both people and data when it comes to HR technology implementation

Applications of HRIS in Human Resource Management in India: A Study

This study intends to assess the applications of HRIS in human resource management (HRM) in companies operating in India. Primary data based on 544 respondents and 18 applications of HRIS in HRM were analyzed. Five factors from factor analysis were further analyzed. Respondents perceived “technical and strategic HRM” and “performance and reward management” as the most important factors for HRIS applications. The most frequent application of HRIS in organizations operating in India was found to be in “employee record”, followed by “pay roll”.  Sophisticated HRIS applications i.e. “technical and strategic HRM”, “performance and reward management” and “corporate communication” were also applied in organizations in India.  ANOVA results showed that manufacturing and service companies differed significantly on all sophisticated HRIS applications. Mean scores showed that on all the sophisticated HRIS applications, service companies had significant edge over the manufacturing companies. However Indian and multinational companies did not differ significantly on any of the HRIS applications. Keywords: Human resource information system, HRM, Corporate communication, Information technology, Sophisticated HRIS, India.

The moderating role of organization size on the relationship between individual characteristics and system conditions on successful implementation of Human Resource Information System (HRIS)

Past studies on HRIS have not established the moderating role of organization size to the successful implementation of HRIS. Therefore, this study will examine the relationship between individual characteristics and system condition to the successful implementation of HRIS with organization size as a moderator.Technology Acceptance Model (TAM) will be used to explain user satisfaction and system usage to measure the success of HRIS implementation

The role of information systems in human resource management

Persistency of the organization, competitive advantage and realization of extra profit, in contemporary environment, are directly connected with balance of the resources available to the firm. One of the key issues of successful business is human resource management and that process is under great influence of modern information technology. Human Resources Information Systems (HRIS) are systems used to collect, record, store, analyze and retrieve data concerning an organization’s human resources, but it is not merely reduction of administrative procedures. The importance of HRIS system is multifaceted, ranging from operational assistance in collecting, storing and preparing data for reports, simplifying and accelerating the processes and controlling the available data, reducing labour costs for HR departments, and providing timely and diverse information to the management of the company, based on which it is possible to make quality strategic decisions related to human capital. The aim of this paper is to highlight the importance of HRIS and to give a comprehensive insight of the subject. Special focus in the paper will be on companies in Serbia, which have started to apply this concept, but in most situations not widely, but just partially. They must be aware that positive results can be expected only if this subject is approached in the right wayHuman resource management, information systems, HRIS, ERP

Administrative Innovation in Human Resource Information Systems: Exploring Post-Adoption Usage in Kuwait’s Public Sector

Human resource information systems (HRIS) have a prominent role in organizational success and have been used to support various HR goals. Previous research on HRIS focuses on its adoption as a form of innovation per se, and limited studies examine innovation emerging in the context of HRIS post-adoption usage. This study will focus on post-adoption usage from the perspective of administrative innovation, which is related to improvements in work processes and tasks following the adoption of HRIS. Although innovation has gained more interest in the public sector as a way to improve efficiency, there is a lack of studies regarding HRIS and administrative innovation in this sector. Therefore, this research aims to investigate the development of administrative innovation in the public sector of Kuwait where HRIS has been adopted and integrated into various HR practices. This poster presents the preliminary findings of the research in progress

HRIS Practices in Universities: An Exploratory Study on the Private Universities In Bangladesh

The study aims at finding the application of Human Resources Information Systems HRIS in the private universities of Bangladesh The paper is based on primary data collected through structured questionnaire from the HR personnel of 35 out of 61 Private Universities of Bangladesh A five scale Likert technique has been used to investigate the interviewees opinion The study reveals that only 22 9 universities studied are using HRIS in full extent while 42 9 use HRIS to some extent In 34 3 universities there is very limited applications of HRIS Again the highest use of HRIS is observed in recruiting and selection in private universities which is 80 74 3 universities use HRIS in their payroll system while the least use of HRIS is found in training and development of employees as only 14 40 universities apply HRIS technique for need assessment and train their employees The paper explored that there is a gap between expected application of HRIS and present level of use in the selected private universalities Among the main reasons of such gap Lack of infrastructure and high cost are found vital The other reasons are lack of expertise in this field and insufficient training of the employee

Joint Channel and Direction Estimation for Ground-to-UAV Communications Enabled by A Simultaneous Reflecting and Sensing RIS

Hybrid Reconfigurable Intelligent Surfaces (HRISs), which are capable of simultaneous programmable reflections and sensing, are expected to play a significant role in future wireless networks, enabling various Integrated Sensing and Communication (ISAC) applications. In this paper, we focus on HRIS-enabled Unmanned Aerial Vehicle (UAV) networks and design the HRIS parameters (phase profile, reception combining, and the power splitting between the two functionalities) for jointly estimating the individual UAV-HRIS and HRIS-base-station channels as well as the Angle of Arrival (AoA) of the Line-of-Sight (LoS) component of the UAV-HRIS channel. We derive the Cram\'er Rao lower bounds for the estimated channels and evaluate the performance of the proposed approach in terms of the channel estimation error and the LoS AoA estimation accuracy, verifying its effectiveness for HRIS-enabled ground-to-UAV wireless communication systems.Comment: 5 pages, 3 figures, submitted to IEEE ICASSP 202

Challenges and Strategies in the Implementation of Human Resource Information Systems in Kenyan Universities

The need for quality service delivery and enhanced outputs in organizations has led to the need for a streamlined and efficient workforce. This is clearly illustrated by the numerous strategies that organisations are putting in place in order to satisfy their clients’ needs.  One such strategy that has gained popularity in many organisations is the entry of Human Resource Information Systems. Even though most of these strategies have propelled organizations in fulfilling their objectives, limited information exists on HRIS in Kenya, more so in the higher education sector. This study therefore examined the challenges and strategies in the implementation of human resource information systems in Kenyan universities. The specific objectives of the study were: to establish the challenges associated with the usage of HRIS on service delivery and; to explore appropriate strategies for sustained usage of HRIS on service delivery in Public and Private Universities in Kenya. The study used the survey research design. The targeted population for the study was 88 and was drawn from departments of Human Resource, Information and Communications Technology and Finance from the two Universities. The three departments were purposively selected since they were involved with HR matters. The entire population participated in the study since it was small and manageable. The researcher used questionnaires and an interview schedule to collect data from the respondents. Collected data was analyzed descriptively and presented through tables. It was established that there were challenges in the usage of HRIS as most employees resisted the changeover from the manual system to the automated system. Lack of skilled Staff, High cost of setting up and maintaining a HRIS and resistance to change of the organizational culture were other challenges stated. In order to effectively implement HRIS, the respondents opined that there should mobilization of resources required to set up HRIS, acquisition of a suitable HRIS software, the organization should focus on their goals and objectives in order to enhance usage and HRIS performance, recruitment of trained and qualified HRIS staff and continuous in-house training for existing staff on HRIS implementation. The findings revealed that there were a number of benefits associated with adoption of HRIS which included easy access of staff information, improved data management, and improved data input process among others. Therefore, there is need to expand the use of HRIS in the universities. This will enable the Universities to efficiently and effectively handle HR functions. Key words: HRIS, HRIS Implementation Challenges, HRIS Implementation Strategies, Kenyan Universities, ICT, Service Deliver

Assessing the Influence of Perceived Usefulness and Ease of Use of HRIS on Employee Attitude and Turnover Intention: An Empirical Investigation in a Sri Lankan Tiles Manufacturing Enterprise

This research delves into an exploration of employees' perceived beliefs and attitudes towards Human Resource Information Systems (HRIS) to gain deeper insights into its influence on employee turnover intention. The study constructs a conceptual framework primarily drawing from the Technology Acceptance Model and Reasoned Action Theory, and subsequently puts it to the test. Data was gathered from a tile manufacturing company situated in Sri Lanka. The primary objective of this study was to assess whether employees' beliefs and attitudes regarding HRIS significantly affect their turnover intention. To achievethis, we considered perceived usefulness and perceived ease of use as independent variables, with turnover intention serving as the dependent variable. Additionally, we examined employees' attitude towards HRIS, considering it as a mediator between theindependent variables and the dependent variable. Our sample comprised 148 respondents selected from the aforementioned tile manufacturing company. Our analysis aimed to uncover whether the implementation of HRIS would impact employees' attitudes and subsequently their intention to leave the organization, specifically within ABC Tiles PLC. The results of our study demonstrate that both the perceived usefulness and ease of use of HRIS exert a significant influence on employee turnover intention. Furthermore, we concluded that employees' attitude towards HRIS plays a mediating role between perceived usefulness and turnover intention. These findings provide valuable insights for top management and system administrators, shedding light on the prevailing beliefs concerning HRIS within the company. Such insights can help identify perspectives that either enhance or hinder individual and organizational performance. Key Words: Attitude towards HRIS, HRIS, Perceived Ease of Use, Perceived Usefulness, Turnover Intention, Sri Lank