HRIS

Concern among the public and policymakers about current and future major staff shortages is increasing. Strengthening Human Resource (HR) practices and adopting HR technologies such as Human Resource Information Systems (HRIS), that can collect, store and report workforce data are often described as a potential solution to this problem. Indeed, examples from other industries show that HRIS can help to launch or manage, as well as provide ongoing insights concerning the whole career cycle of an employee. However, few of the existing studies that discuss technology or its impacts on the future of work have focused on health organizations, and those that do have not received sufficient attention in health literature. Furthermore, such contributions as there have been have either prioritized a particular type of technology or focused mainly on the effect of automation on health professionals' work. They have thus overlooked the full range of possible uses of these technologies and, specifically, have neglected the topic of HR for Health (HRH) management in health organizations. The primary aim of this paper is to address this lacuna, with specific reference to the existing categorization of HR technological disruptions. To conclude, health organizations and the health and HR professionals who work within them need to use HRIS responsibly, finding a balance between the drive for innovation, productivity and efficiency and respect for all potential legal, ethical and compliance issues, as well as taking account of the importance of HRH wellbeing and satisfaction.

Women’s participation in the economic sphere is increasing day by day. This study was conducted to assess the socio economic factors that affect the development of women entrepreneurs in Feni district. This study is descriptive in nature and mainly primary data is used for this article but to some extent secondary types of data were also incorporated. To execute this research, 100 respondents were taken using simple random sampling. The collected data was analyzed by using both descriptive and analytical procedures. After coding and organizing the data, statistical package for social sciences (SPSS) software was used to analyze further cleaning. Data analysis showed that economic and technological factors had positive impact upon women entrepreneurs in Feni district than other social and cultural factors. Hence it is recommended that government and other financial institutions should work with NGOs to strengthen women’s socio economic development through imparting skill training, bu...

The purpose of this study is to identify the factors that influence the decision making regarding HRIS adoption in
the telecom sector of Pakistan particularly PTCL. The study has great significance as it contributes to the existing
body of knowledge by providing improved understanding of the various technological, organizational and
environmental factors which facilitate or prohibit the HRIS adoption decision in the telecom sector of Pakistan.

The paper looks into the issues challenges faced by organizations in implementing and managing HRIS. Each organization has unique character owing to its size, sector to which it belongs, type of workforce engaged, type of top management, existing hierarchical structure, etc. Based upon its unique character, organizations formulate different HR policies to administer and engage its employees. An HRIS system enables an organization to integrate all the HR processes in order to enhance efficiency and maintain a competitive position. However, without successful implementation of the system, the projected benefits of improved productivity and competitive advantage would not be forthcoming (Fawaz, Salti, Eldabi, 2008). Hagood and Friedman (2002) observed that HRIS implementation success has emerged as a significant challenge for organizations attempting to justify planned investments or recover expenses associated with investments already incurred.

The above discussion also concludes that HRIS can perform an imperative part in Enfin Technologies India Pvt Ltd human resources function. After the contemporary world is the age of information and technology, Ending Technology is effectively utilizing this tool for the bringing digital revolution in all sectors, particularly education. HRIS works as a key component of Enfin Technology. In short, the given study maintains that HRIS offers significant data about HR needs and abilities; this data further contributes the managing team in creating the structural mission and set goals and purposes in motion which one can consider as the effective application of HRM is accomplished.

Human Resource Management is an Interesting Topic. Hospital Management even more so.  Function of
Healthcare  Industry  is  round  the  clock  and  in  the  course  of  the  12  months.  Human  useful  resource
bureaucracy the spine of any healthcare set up. A hospital is
regularly defined with the aid of the best of
team of workers. Having qualified and skilled manpower at once affects the first
-
rate of provider furnished
via the clinic. However, human resource planning and management is something that's grossly left out
by
way  of  hospitals  and  the  results  get  pondered  afterward  the  sanatorium  operations  and  fine  of  services.
This  necessitates  a  cautious  take  a  look  at  of  numerous  elements  of  control  of  the  hospitals,  particularly
the  factors  of  manpower policy  and  plannin
g.  A  important  useful  resource in  a  clinic  is  human  aid. This
need to be particularly emphasized within the context of a health center, due to the fact, human relations
performs a essential function in giving cure. Human useful resource management in hospi
tals applies the
capabilities of preferred management
-
making plans, organizing, directing, and controlling to every of one
the  duties  of  human  useful  resource  control
-
Procurement,  improvement,  repayment,  integration,
preservation  and  separation.  This  pape
r  addresses  the  health  care  gadget  from  a  worldwide  perspective
and the functions of human resource (HR) in health care services.

This introduction has become a reflection on a two-year debate during the e-HRM and HRIS conferences and therefore echoes the latest discussions about e-HRM research and its role within organizations from both HR- and IT-centred studies. We view e-HRM as an umbrella term covering the integration of HRM and IT, aimed at creating value for targeted employees and managers. This editorial discusses key issues and new challenges in e-HRM research.

The deployment of Human Resource Information System (HRIS) in banking is the fruit of development of Information Technology (IT). It has emerged as an important interdisciplinary tool to achieve vital organizational Human Resource (HR) objectives. HRIS is applied in personnel administration, salary administration, leave/absence recording, skill inventory, medical history, performance appraisal, training and development, HR planning, recruitment, career planning, negotiations etc. In developing countries, the banking industry has gone from a basic process to convert manual information keeping systems into computerized systems. HRIS has become a vital tool to IT enable HR processes. In this paper, the role of HRIS in transforming the banking industry of developing countries is discussed. HRIS in banks of various developing countries like India, Pakistan, Indonesia, Thailand, Sri Lanka and Kenya are studied. It is done to explore the current status and potential utility of HRIS in developing countries. Based on the study, certain practical suggestions have been given to manage and improve HRIS in banking industry of developing countries. It comes out that an appropriate integrated IT platform should be chosen for HRIS. There should be effective harmonization between HR processes and IT platform. In the nutshell, this paper establishes HRIS as a prominent interdisciplinary tool to effectively manage organizations and brings forth synergies among disciplines of HR, IT and banking in the context of developing countries.

The study aims at investigating the extent of the applications of Human Resources Information Systems (HRIS) being practiced in Jordanian business organizations. The study is based on primary data collected through a structured questionnaire from the HR personnel of 236 out 275 of shareholdings companies. The results indicate that the extent of HRIS being practiced is considered to be moderate. This implies that there are some variations among business organisations in terms of their level of implementing of HRIS applications. The results also showed that the extent of HRIS applications being practiced were found varied among business organizations based on their type of business and length of time in business. However, there were not found varied due to their size of business.

Traditional HR practices have massively been transformed by the adoption of Human Resources Information Systems (HRIS) in HR management of hospitals worldwide. Increased operational efficiency through the implementation of HRIS in HR management is primarily influencing the decisions regarding HRIS adoption by the hospital authorities. However, the deployment decision of HRIS in hospitals, especially in a developing country like Bangladesh, is significantly influenced by different socioeconomic factors. This study is attempted with a view to identifying factors influencing the adoption of HRIS by hospitals in Bangladesh by using the Unified Theory of Acceptance and Use of Technology (UTAUT) model. A structured questionnaire was deployed for collecting data from HR managers and general administrations of various public and private hospitals in Bangladesh. Collected data were cleaned, prepared and analyzed through MS Excel, SPSS, and SmartPLS. The study found performance expectancy, effort expectancy, social influence as significant factors in the case of HRIS adoption in the hospitals of Bangladesh. The findings will help managerial authorities of the hospitals in Bangladesh to understand the challenges in adopting HRIS for sound HR management along with the use behavior of the HRIS users.

The current study research question were - How effective and efficiently does the HRIS recruiting application in the organisational planning? How effective and efficiently does the Human Resource Planning HRIS recruiting application in the organisational planning.
This study would guide future HRIS users to make optimum use of HRIS functionalities in HR planning rather than employing it only for administrative works. The Study framework consists of 3 sub systems of HRD: HRIS recruitment, HRIS Human Resource Planning and HRIS Corporate Communication. HRIS recruiting subsystem represents the functionalities of HRIS job analysis and inventory control. HRIS labour Forecasting and
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Succession planning contributed by HRP system. HR – Employee relation and Employee – Management relation represent Corporate Communication Application. A case study of Macleods Pharmaceuticals Ltd. was used for this study purpose The data of 100 respondents were collected. Research strategies developed to plan and answer the research questions. Sampling method used is quota sampling, which was divided into 3 subset viz HRD, IT specialist coordinating HRIS and Employees using HRIS. Data collected through the questionnaire provided standard data allowing easy comparison.Data analysis was done using Minitab 17, a statistical tool.This reduced data was further analyzed by applying t- test.

ABSTRAK Human Resource Information System (HRIS) adalah sebuah sistem informasi yang menangani permasalahan-permasalahan yang berkenaan dengan pengelolaan sumber daya manusia pada sebuah organisasi (perusahaan). Pengelolaan data sumber daya manusia pada PT Batam Sejahtera Berjaya menggunakan Microsoft Word dan Excel yang akan dijadikan arsip sehingga perusahaan kesulitan mengubah informasi yang berhubungan dengan sumber daya manusia yang sudah diarsipkan. Untuk menangani permasalahan tersebut dibuatlah aplikasi Human Resources Information System (HRIS) yang dapat membantu bagian sekretaris untuk menjalankan tugasnya, mulai dari proses penerimaan karyawan hingga pembuatan laporan, serta dapat menghasilkan informasi yang dapat digunakan untuk pengambilan keputusan. Aplikasi HRIS yang dibuat menggunakan metode Rational Unified Process (RUP), dimana metode ini digunakan dalam perancangan perangkat lunak komputer dan juga dengan pemodelan Unified Modeling Language (UML). Aplikasi ini dirancang berbasis web dengan menggunakan pemrograman PHP dan MySQL sebagai database dan juga Black Box Testing sebagai pengujiannya.

This study examines a conceptual framework that investigates the determining factors affecting the e-procurement adoption by SMEs in Jordan. It extends to discover how e-procurement adoption contributes to the enhancement of operational excellence. The proposed conceptual framework was examined by distributing a structured questionnaire to a group of Jordan SMEs. Confirmatory factor analysis and structural equation modeling technique were used to test the research hypotheses. The study results reveal that the IT infrastructure, top management support, and IT staff readiness have strong influences on e-procurement adoption. It was also found that e-procurement adoption is a powerful business tool to reach operational excellence. This implies that organizations with similar contextual settings can potentially utilize this study's findings and promote further implementation of e-procurement systems. This study gives deeper attention to the internal resources that decision makers should emphasize to adopt e-procurement successfully and consequently obtain its potential desired outcomes. Abstract-This study examines a conceptual framework that investigates the determining factors affecting the e-procurement adoption by SMEs in Jordan. It extends to discover how e-procurement adoption contributes to the enhancement of operational excellence. The proposed conceptual framework was examined by distributing a structured questionnaire to a group of Jordan SMEs. Confirmatory factor analysis and structural equation modeling technique were used to test the research hypotheses. The study results reveal that the IT infrastructure, top management support, and IT staff readiness have strong influences on e-procurement adoption. It was also found that e-procurement adoption is a powerful business tool to reach operational excellence. This implies that organizations with similar contextual settings can potentially utilize this study's findings and promote further implementation of e-procurement systems. This study gives deeper attention to the internal resources that decision makers should emphasize to adopt e-procurement successfully and consequently obtain its potential desired outcomes. The current study scrutinizes the intra-organizational competitive capabilities that enhance successful adoption of e-procurement and provides strong evidence on the possibility to harvest operational benefits through applying e-procurement in the SME's.

This paper discusses whether e-HRM makes the HR function more strategic. A model of e-HRM strategy formulation is developed and the efficacy of the HR function becoming more strategic is discussed. Based on this model, a primarily administrative HR function is unlikely to become more strategic with the addition of e-HRM. In contexts where e-HRM goals are likely to be strategic, however, the tendency for HR managers to copy best practices, be overly skeptical or satisfice poses serious challenges. Implications and avenues for future research are discussed. Almost a decade ago, beginning with the Internet boom, management scholars called attention to the transformative effects of Internet-based information technologies. Essentially, Net technologies such as the Internet, extranets, intranets, and the World Wide Web would allow everyone to communicate with everybody else at almost zero cost (Evans and Wurster 1997). Within the human resource management community, early descriptions of the transformative value of Internet-based electronic human resource management, or e-HRM, prompted speculation that this information technology innovation would transform the HR function. For example, HR consultants, Watson Wyatt, described e-HRM as an enterprise-wide strategy that used scalable, flexible and integrated technology to link internal processes and knowledge workers directly to the business objectives of the organization. In the business press, e-HRM was hailed as an overall HR strategy that would lift HR, shift it from the HR department and isolated activities and redistribute it to the organization and trusted business partners (Karakanian 2000). The goal of this paper is to show why e-HRM will rarely deliver on these strategic expectations. This does not mean an investment in e-HRM can never be strategic; however, the currently popular conception of e-HRM making HR strategic may be overly optimistic. Integrating literatures in strategic human resources and strategic search (Rivkin 2000; Gavetti and Rivkin 2007), this paper develops a model of e-HRM strategy formulation that supports this goal. The paper begins with a review of the strategic human resource and e-HRM literatures to provide initial theoretical support for the proposed model. Next, a model is proposed in which HR functional roles and e-HRM goals fit within a strategic process that emerges over time. In this model, the strategy formulation process is also affected by social mimetic forces, the presence of which can derail strategic intent. Several propositions

Human resources are considered to be organizations most valuable asset, therefore its adequate management is required, this study borders on Human Resource Information Systems (HRIS) in United Commercial Bank. Information techno- logy is believed to be crucial in human resource management in contemporary organizations. Banks are owing to their characteristics especially sensitive to human resource management: careful selection of employees is required, their training and performance need to be measured and tracked, legislative requirements regarding human resource management need to be met, but most importantly, employees need to be motivated in order to give better results.  In this article it has been given a general overview of human resource information systems (HRIS) and their application in United Commercial Bank. A survey was conducted in order to explore current practice of HRIS usage in Banking industry .  Some of the researched areas include modality of HRIS development, functionalities it supports, general level of satisfaction with implemented HRIS and target aims when developing it. The results of the research support the findings of other similar researches in the world.

The purpose of this study is to explore the extent to which Jordanian mobile
telecommunication display importance toward the practices of social responsibility
via stakeholders (Community, Employees, Customers, Suppliers, Environment,
Shareholders), and to determine the level of differences in the awareness of social
responsibilities elements among sample study according to their personal
characteristics, The study also seeks to evaluate the impact of social responsibility in
managing the corporate image. Data were collected using a questionnaire that was
administered to managers, employees, and customers in Amman city, Different suitable
descriptive and inferential statistical tools were used to test the questions and study
hypotheses. The findings show the following:
Jordanian mobile telecommunication display high importance toward the practices
of social responsibility via stakeholders as indicated by the total average mean.
No significance differences in the awareness of social responsibilities elements
among sample study according to their personal characteristics.
A significant impact for social responsibility in the management of corporate image.
No significant impact for social responsibility in the management of self image.
A significant impact for social responsibility in the management of projected image,
it appears that the social responsibility toward the employees and suppliers display
more impact on the management of projected image.
No significant impact for social responsibility in the management of perceived
image. But it reveals that there is a significant impact for social responsibility toward
suppliers in the management of perceived image.

The 21 century has seen important expansion in the use and availability of technology, which shifted the working environment of the organization. This paper enlightens the use of technology to lead significant changes in the work environment. There is a huge pressure on today's organizations like increasing globalization, rapid technological change, competition, organizational changes, and changes in the working environment, including employees priorities, capabilities, and demographic characteristics. Within such pressured condition, the human resource function needs to play a strategic role in helping organizations to navigate through these transitions. In recent human resource become a strategic asset to the company. HR analytics aids the HR managers to formulate the strategies which enable the organization to gain an upper hand over its competitors. Thus HR analytics transform the traditional HR to transformational HR approach. Analytics in HR is mostly neglected part so far when compared to another functional area within the organization. These research papers analyze the role of HR analytics in the organization. The study examines how HR Analytics facilitates the improvement of workforce performance in an organization thus increasing the productivity of the employees, in turn, increasing revenue generation. This paper also explores the importance of HR analytics practices and applicability in different sectors of the organization through case study methodology which depicts HR analytics as the cutting edge tool for human resource management and not a mere hype.

Abstract: To tackle the numerous changes that have taken place in the world, competitiveness research takes today center stage in the strategies of any organization. It goes without saying that every company should have a competitive edge to stand out in a complex environment. To this end, it’s important to note that human resources are increasingly becoming a vital key to businesses’ competitiveness because they are part of the key players to tackle their challenges. Proper human resources management helps businesses gain a competitive advantage.
The current context brings new game rules that change how things are set as per human resources. Human resources are being modernized and focus on ICT in the form of Human Resources Information Systems (HRIS). Having an innovative and cutting-edge HRIS helps organizations gain a competitive edge to optimize daily functioning of HR and focus on staff fulfillment; yet, to optimize human resources management, businesses not only need a good HRIS for practice automation but also the implementation of an auditing policy for the system to perfect it and hence increase the HR performance. In this article, we will tackle the human resources HRIS auditing as driver for HR performance for the Regional Department of the Customs and Excise Administration in Casablanca.
Keywords: HRIS, human resources, HRM, performance, Customs and Excise Administration of Casablanca, Audit, SPSS.

The goal of this research is to understand how recruiters perceive the fit between the characteristics of electronic job marketplaces and their needs, and how that fit influences the use of corporate career portals and expected performance. This paper contributes in providing considerable attention of technological, individual and social factors; thus, it integrates TAM and TTF and incorporates subjective norms and computer self-efficacy into the integrated model. This unique model is developed to interpret recruiters' attitudes towards its actual use, and consequently to understand the expected performance. A total of 145 valid responses collected from HR practitioners at Jordanian banks were statistically analysed. Results showed a good fit between the model's technological attributes and the task of recruiting. Thus, the results indicated that the proposed model could be used to predict the users' intention toward corporate career portal. The Actual use of corporate c...

The goal of this research is to understand how recruiters perceive the fit between the characteristics of electronic job marketplaces and their needs, and how that fit influences the use of corporate career portals and expected performance. This paper contributes in providing considerable attention of technological, individual and social factors; thus, it integrates TAM and TTF and incorporates subjective norms and computer self-efficacy into the integrated model. This unique model is developed to interpret recruiters' attitudes towards its actual use, and consequently to understand the expected performance. A total of 145 valid responses collected from HR practitioners at Jordanian banks were statistically analysed. Results showed a good fit between the model's technological attributes and the task of recruiting. Thus, the results indicated that the proposed model could be used to predict the users' intention toward corporate career portal. The Actual use of corporate career portals was

Today, here is an urgent got to link human resource management, unresolvable, to
the business of the organization, at each the strategic and sensible levels. The hour manager
has the task of being on a continuing look-out for the correct selection of staff, fine-tuning the
work combine and compensation package to profit the individual and therefore the
organization, making a flat organization structure and organizing coaching programs for
continued the education at totally different levels within the organization. The aim of this
study is to examine this state of HRIS and therefore the role of HRIS within the IT and NonIT organizations. Conventionally HRIS is intended and enforced for the activities of HRM.
Still, it's needed that the full organization, particularly the superiors, managers and leaders use
the system. Additionally, organizations invest giant amounts of cash and time in maintaining
and developing HRIS with the thought that the system edges the full organization.

Vinos HRIS Human Resources Information Systems Terbaik Di Indonesia. Sebuah Human Resource information system menjadikan sebuah bisnis mempersingkat administrasi.Sebuah sistem dengan sedikit tenaga kerja, menghemat waktu dan uang sebuah organisasi/ perusahaan.Varp menyediakan Vinos HRIS Terbaik Di Indonesia software HRIS baik costumize maupun siap pakai,jika berminat silahkan www.varptech.com

Women's participation in the economic sphere is increasing day by day. This study was conducted to assess the socio economic factors that affect the development of women entrepreneurs in Feni district. This study is descriptive in nature and mainly primary data is used for this article but to some extent secondary types of data were also incorporated. To execute this research, 100 respondents were taken using simple random sampling. The collected data was analyzed by using both descriptive and analytical procedures. After coding and organizing the data, statistical package for social sciences (SPSS) software was used to analyze further cleaning. Data analysis showed that economic and technological factors had positive impact upon women entrepreneurs in Feni district than other social and cultural factors. Hence it is recommended that government and other financial institutions should work with NGOs to strengthen women's socio economic development through imparting skill training, business oriented information and advising on services.