Adoption Of Hris In Organizations

Published Date: 02 Nov 2017

There have been numerous studies on innovation, spanning many disciplines and focusing on both organizational and individual levels, according to Kassim et-al the process of adopting new innovations has been studied for over 30 years, In the innovation diffusion theory, done by Rogers proposed that innovation adoption is a process of uncertainty reduction and information gathering, The objective of the study was to understand the influence of various perceived attributes of innovations on the extent of HRIS usage and the outcomes of HRIS use (Kassim, Ramayah, & Kurnia, 2012). Information technology in the past decades drastically changed the human resources function, according to Yasemin et-al with the rise of computerized management information systems (MIS) in industrialized countries’ enterprises in the 1980s, HR functions increasingly started to deploy human resource information systems in their daily work. HRIS correspondingly evolved into more sophisticated information expert systems featuring analytical tools to support decision-making in managing human capital and to achieve this, optimization of the database and data mining become paramount and all this information provided an essential part of the control mechanism through information selected and presented in a form suitable for managerial decision making and for the planning and monitoring of the organization’s activities (Yasemin, B. Esin, E.& Serdar. B, 2012).

Some of database optimization algorithm studied includes Simulated Annealing algorithm (S A) according to Das et-al, Simulated Annealing is a random search method proposed by Kirkpatrick et-al way back in 1983 for solving combinatorial optimization problems. The method differs from the local search method in its capability to escape local optima by considering a probability, solution. The Simulated Annealing algorithm generally accepts all the solutions that improve the objective function, while those, which do not result in improvements, may be accepted by the acceptance probability criterion. The acceptance probability is determined by a control parameter defined as the annealing temperature, which decreases with the progress of the Simulated Annealing steps (Das, Lashkari, & Sengupta, 2006). A number of algorithms for optimizing queries have been proposed according to Anant, proposed an algorithm wherein cost savings are achieved by modifying the procedural queries before executing them. In another direction of refinement, considered the caching of the materialized results and caching strategies, caching in tuples, and separate caching-are considered. The last algorithm is flattening, where a POSTQUEL query is modified into an equivalent flat query, and then optimized through a traditional optimizer (Anant Jhingran, 2000).

Data mining according to Gargano et-al uses assorted toolkit of novel algorithmic models that help to automatically solve user defined questions. Each model in this array of powerful tools is intuitive, easy to explain, simple to use and understandable. These tools include artificial intelligence methods e.g. expert systems, fuzzy logic, decision trees, rule induction methods, genetic algorithms and genetic programming, neural networks e.g. back propagation, associative memories, and clustering techniques (Gargano & Raggad, 1999). Analytic hierarchy process based on genetic algorithms is useful in the process of group decision-making to help managers set priority level and make the best decision, it has been utilized successfully to solve economic, political, social, and technological problems in the group decision-making process It is also a successful tool for solving business problems (Liu and Shih, 2005; Si et al., 2009:Lin & Hsu, 2010).

2.0 Adoption of HRIS in organizations.

The HRIS is usually a part of the organization’s larger management information system. According Kassim et-al a good human resource decision is more likely to follow from a good HRIS, such a system should therefore be provided to both human resource and managers to facilitate decision making, through optimization techniques can provide a powerful foundation for the development of Group Decision Support System (GDSS) to assist organization to negotiate and make decisions that are the best and have a competitive advantage (Kassim et al., 2012).

HRIS has grown in popularity since the 1960s, According to Ball a survey conducted in 1998 showed that 60 percent of companies use the HRIS to support daily human resource management (HRM) operations (Ball, 2001). According to Ngai et-al when the HRIS function was computerized, faster decision making can be carried out on the development, planning, and administration of HR because data can be much easier to store, update, classify, and analyze. In addition, they noted that HRIS can strengthen an organization’s character (Ngai & Wat, 2006).

Using an HRIS to automate HR information management practices according to Tansley et-al 2001 can therefore enable both greater efficiency in current HR practices and, at the same time, reduce overhead costs via task mechanization and process automation through the substitution of the human agency of HR specialists (Tansley, Newell, & Williams, 2001).

2.1 Importance of optimizing human resource information system

Strategic management decisions have been vastly improved, management can use the information generated from the database to influence organization strategy, with the use of technology it is now no longer tactical and reactionary but strategic and proactive. Through optimization according to Bussler et-al the HRIS have offered simplification of processes such as performance appraisals where the software can track trends of core competencies though data mining and provides the manager with tips for employees needing improvement or coaching (Bussler, Lori; Davis, Elaine, 2001).

HRIS can provide specific reporting formats that break out the various activities being performed by purpose, time, and relative importance, eventually when all these data are aggregated by general functional or specific firm’s categories, it is possible to account very specifically for the current resources allocation (Hyde, 2013). It also aids managers with reports that summarize and categorize information derived from all databases and allow management to spot trends and is suited for unstructured decisions for future development (George , 2002).

Through database optimization HRIS can also support various practices such as workforce planning, staffing, compensation programs, salary forecasts, pay budgets and labor/employee relations, Yasemin et-al noted that it can support long range planning with information for labor force planning and supply and demand forecast; staffing with information on equal employment, separations and applicant qualifications; and development with information on training programs, salary forecasts, pay budgets and labor/employee relations with information on contract negotiations and employee assistance needs (Yasemin, B. Esin, E.& Serdar. B,2012).

Enhance information responsiveness as HR professionals are able to be more responsive, answer queries more quickly, and provide more accurate information, Kassim et-al noted that HRIS may enable these professionals to increase their responsiveness. Thus, with more extensive use of HRIS, HR professionals are able to provide increased information responsiveness which is a competitive advantage (Kassim et al., 2012).

2.2 Challenges facing human resource information system

Although the proposed Group Decision Support System is a flexible and expandable system that offers several advantages through a complete procedure for managers to determine a firm’s HR capability development strategy by appropriately combining both strategic planning and IT, still there is the need for combining the inputs of many decision makers with different backgrounds and or different geographic work locations and handling complicated and heterogeneous information to chose the most viable decision (Lin & Hsu, 2010).

2.3 Advantages of human resource information system

HRIS will make company be well equipped with information for future reference which can be easily retrieved or updated. According to Ngai et-al many authors (Hendirks, 2003; Beadles, et all, 2005, Kovach, 2002) emphasize the importance of HRIS and can be systematized as follows;

Increase competitiveness by improving the operational transactions in the HR department through the use of query database and provision of instant feed back and use of software as a service;

The ability to implement a number of different operations related to HR that optimize the use of information in the database;

Shifting the focus from the operational (transaction) HR information to strategic HR information; Include employees as an active part of the HRIS and also re-engineering the entire HR department (Ngai & Wat, 2006).

2.4 Weakness / Barriers to the implementation of HRIS

The cost of setting up and maintaining a HRIS can be high, which is the major obstacle in the implementation of a HRIS. According to Ngai et-al a survey conducted by the Institute of Management and Administration 2002 indicated that the biggest problems or obstacles to managing a HRIS include:

the lack of staff who have capacity to utilize the system fully;

the lack of a budget to set up and maintain the system ;

the lack of information technology (IT) support (Ngai & Wat, 2006).

.