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Human Resource Information System Business Essay

Over the old ages, company had continually found a manner to better Human Resource Management in managing the employees. This been done to back up all the activity involved the company direction such as employees benefits, employees satisfaction in workplace and easier manner in managing or support in concern operation. One of the solutions is utilizing Hunan Resource Information System ( HRIS ) .

HRIS is a package or on-line solution for the informations entry, informations trailing, and informations information demands of the Human Resources, paysheet, direction, and accounting maps within a concern. Normally packaged as a database, 100s of companies sell some signifier of HRIS and every HRIS has different capablenesss. Typically, HRIS provide direction of all employee information, coverage and analysis of employee information, company-related paperss such as employee enchiridions, exigency emptying processs, and safety guidelines, benefits disposal including enrolment, position alterations, and personal information updating, complete integrating with paysheet and other company fiscal package and accounting systems and applicant and resume direction.

The HRIS that most efficaciously serves companies paths such as attending, wage rises and history, public presentation development programs, developing received, disciplinary action received, personal employee information, and on occasion, direction and cardinal employee sequence programs, high possible employee designation, and applicant trailing, questioning, and choice.

An effectual HRIS provides information on merely about anything the company needs to track and analyse about employees, former employees, and appliers. With an appropriate HRIS, Human Resources staff enables employees to make their ain benefits updates and reference alterations, therefore liberating HR staff for more strategic maps. Additionally, informations necessary for employee direction, cognition development, calling growing and development, and equal intervention is facilitated. Finally, directors can entree the information they need to lawfully, ethically, and efficaciously back up the success of their coverage employees.

As we know that non all the company now use this HRIS. Some little company still used the traditional manner in managing the direction and the employees. They possibly do non hold an adequate capital to purchase the HRIS package. They besides do non concern how of import of HRIS and how effectiveness the HRIS, because they think that they are a little company, so do non necessitate the package. Trough this research, it will give a deepness understanding on the function of HRIS in Human Resource Management and the effects of it.

1.1 BACKGROUND OF THE STUDY

The broad agreement of HRM activities for illustration, planning, recruiting, choice, and preparation merely to reference but few topographic point tremendous duties on supervisors and directors likewise. These embrace analysing occupations, be aftering labor demands, choosing employees, pointing and developing employees, pull offing compensation, communication ( which includes guidance and disciplining ) , and keeping employee committedness.

As we know, human resource direction ( HRM ) issues have been major concern for directors at all degrees, because they all meet their ends through the attempts of others, which require the effectual and efficient direction of people ( Dessler et al. , 2000 ) . In order to acquire better apprehension on the function of human resource information system ( HRIS ) in strategic human resource direction ( SHRM ) , we are carry oning this research. The chief thought to demo how the public presentation of the HRIS can be improves competences of human resource direction undertaking. As the concern demand to be competitory in a market, they have increase their public presentation same as the human resource direction. Strategic human resource direction is one of the of import constituents in the company. They are managing the people, which are employees, directors and all links with the company.

The human resource information system ( HRIS ) is considered to be of strategic every bit good as direction importance. In research every bit good as in pattern, it believed that an effectual HRIS provides information on merely about anything the company needs to track and analyse about employees, former employees, and appliers. The company will necessitate to choose a Human Resources Information System and custom-make it to run into their demands.

The greater grade of human resource information system is strongly associated with higher degrees of public presentation, which has been a prevailing premise behind much human resource information literature.

Reappraisal on the past research, it had focus more on the effects of the function of human resource information system towards strategic human resource direction by impacts of occupation functions and the size of the company. This research focuses more on the component of occupation functions, size of the company and competences of human resource undertaking.

4.0 DATA ANALYSIS / FINDINGS

4.1 RESPONSE Rate

Out of the 100 questionnaire distributed, the full questionnaire are included from the analysis due to completeness responses. The samples are divided approximately between male and female. It shown in table 4.1 below:

Table 4.1

NO

Social Demography

Frequency

Percentage

%

Accumulative Percent ( % )

1.

Gender

Male

Female

53

47

53

47

53

100

2.

Age

15-25

25-45

& A ; gt ; 46

55

39

6

55

39

6

55

94

100

3.

Ethical motives

Malay

Chinese

Indian

46

41

13

46

41

13

46

87

100

4.

Occupation

Part-time worker

Private

Government

10

62

28

10

62

28

10

72

100

5.

Education

Certificate or Diploma

Prof. certification or Degree

Post Graduate

11

78

11

11

78

11

11

89

100

6.

Income

& A ; lt ; RM1,500

RM 1,500 – 2,500

RM 2,500 – 3,500

& A ; gt ; RM3,500

14

37

36

13

14

37

36

13

14

51

87

100

After we collected the informations through making the study, there are no losing values exist in the questionnaire. Respondents fill the full inquiries.

4.2 NORMALITY

Data showing is of import to analyse informations. During informations testing, we will look into the normalcy of the informations collected. It is of import to prove the normalcy before continuing to another measure. To prove normalcy, we will demo by comparing the mean, standard divergence, lopsidedness, and kurtosis degree. For a information to be normal, the value of mean must be greater than standard divergence, the value of lopsidedness must be between -2 to 2 and the value kurtosis must be between -3 to 3.

Descriptive Statisticss

Table 4.2

Concepts

Mean

St. Deviation

Lopsidedness

Kurtosis

Competences of HR undertaking

20.270

6.58565

1.319

2.300

Job Roles

20.810

4.53649

1.009

0.458

Size of the company

26.350

4.65881

0.357

2.843

From the tabular array 4.2, we can see that the skewness value of three independent variables is autumn in the scope -2 to 2 while the kurtosis besides autumn in the scope from -3 to 3. Kurtosis is step of the & A ; lsquo ; peaked capes of the chance distribution. Therefore, we can state that the informations collected are normal because it non over the minimal and maximal value.

For the competences of HR undertaking, we can see the kurtosis value is 2.300, which is less than the maximal value. Whereas, occupation functions had 0.458 for the kurtosis value and more than the minimal value, which is -3. Finally yet significantly, the size of the company, the kurtosis value is 2.843 that less than the kurtosis maximal value.

4.3 RELIABILITY ANALYSIS

Internal dependability can be tested by utilizing Cronbach ‘s Alpha, which is based on the mean correlativity of points within a trial if the points are standardized. Cronbach ‘s Alpha ranges in the value of 0 to 1. This is because Cronbach ‘s Alpha can be interpreted as a correlativity coefficient. Normally, the variables are internally dependable if the Cronbach ‘s Alpha is greater than 0.7.

Table 4.3

Concepts

No. of Items

Cronbach ‘s Alpha

Competences of HR undertaking

10

0.927

Job Roles

10

0.750

Size of the company

10

0.743

The factor of occupation functions on the function of Human Resource Information System ( HRIS ) in Strategic Human Resource Management ( SHRM ) is exciting company uninterrupted and so on. From the tabular array 4.3 above, is the end product of dependability analysis for points in occupation functions. It is shows the Cronbach ‘s Alpha is 0.750, means this variable is good because all respondents have the same or similar sentiment towards the points in occupation functions.

The points in competences of Human Resource undertaking include the public presentation of the employees in heightening the company or concern flows. The public presentations are of import in company direction because from that we can look whether the HR employees understand their occupation range in HR direction and the public presentation utilizing the HRIS. Form the dependability trial, we can happen thet the Cronbach ‘s Alpha is 0.927 which greater than 0.700. This is besides shows that all respondents have the same or similar positions towards the points in competences of HR undertaking.

The points size of the company consist of the size in which company we choose whether it is relate with the HRIS or non. This package for non merely the large company used, but little company besides can utilize the HRIS. It is because if the company usage this package, the flow or progrees in managing or pull off employees much easy instead than utilize the traditional ways. From the dependability trial above, we can see that the Cronbach ‘s Alpha for the size of the company is 0.743, which is greater than 0.700. This is besides shows that all respondents have the same or similar position towards the points in size of the company.

For all these factors, Cronbach ‘s Alpha if the Item Deleted for each concepts are less than Cronbach ‘s Alpha for each contruscts. Therefore, there is no inquiry should be deleted.

4.4 REGRESSION / COEFFICIENTS

To research the prognostic ability of an independent or a set of independent ( forecasters ) variables on one dependant ( standard ) variable, arrested development is used. It is a more sophisticated extension of correlativity. It non merely tells dependent variables and us about the relationship and the significance of the independent it besides predicts the result from forecasters.

Arrested development uses least square method, which is a simple mathematical method of guaranting the consecutive line that runs trough the points on the spread diagram is positioned so as to be the best possible. The arrested development coefficient tells us how much of the discrepancy in the dependant variable explained by the independent variable.

To analyze the hypothesis are accepted or rejected, coefficients is used. For a hypothesis to be accepted, the important degree must less ( & A ; lt ; ) than 0.05. On the other manus, the hypothesis that has the important degree greater ( & A ; gt ; ) than 0.05, it should be rejected.

Model sum-up

Model

Roentgen

R Square

Adjusted R Square

Std. Mistake of the Estimate

1

0.821 ( a )

0.675

0.668

3.794

( a ) Forecasters: ( Constant ) , Size of company, occupation functions

( B ) Dependent variable: Competences of human resource undertaking

Coefficients ( a )

Model

Sig.

1 ( invariable )

0.001

Job functions

0.000

Size of company

0.006

From the tabular array above, we can happen that the R=0.821. This means that the positive relationship between all independent variables where are occupation functions and size of the company to dependent variables which is competences human resource undertaking are rather strong. The R square value, 0.675 agencies that all points in occupation functions and size of the company merely explain 18.0 % of competences in human resource undertaking.

For a hypothesis to be accepted, the important degree must more ( & A ; gt ; ) than 0.05. The important degree of occupation functions, which is 0.000, is less than 0.05 and the hypothesis there is no relationship between the functions of human resource information system in term of occupation functions can be rejected. Therefore, we have to accept H1 which is there is a relationship between function of human resource information system in term of occupation functions.

Significant degree of size of the company is 0.006 and we have to reject the H0, because of the important degree of size of the company is less than 0.05. We have to accept H1 which here is a relationship between the function of human resource information system in term of size of the company.

Crosstabs

The following rating crosstabs, the rating based in one of demographic factor which is what is your place in the company and the cross variable is one of most interesting portion which is occupation functions. This analyze is to look the respond of the respondent by place in their company to this peculiar factor. Tables below are shows the frequence of occupation functions factor towards respondent ‘s place in company.

Item 1

From table by point 1 below we can see the higher mark is _____ which is most from _____

4.5 Factor Analysis

To analyze the mistake footings, the research workers can analyze the possible jobs caused by observations that do non run into the premise of arrested development. Residuals represent the difference between the observed ( sample ) values of the dependent variables and the predicted values of dependant variable predicted by the arrested development theoretical account. The research workers conduct a remainders analysis to find if any of the premises of the arrested development theoretical account have been violated ( i.e. , outliers ) . The remainders analysis includes normal chance secret plan of arrested development standardized remainders, and scatterplot.

4.5.1 Normal Probability Plot of Regression Standardized Remainders

It can compare the ascertained standardised remainders against the expected standardised remainders from a normal distribution. If the ascertained remainders are usually distributed, they will be near to 45o line shown on the secret plan. In his research, all the ascertained remainders for each independent variable are autumn or to shut to the grade 45o line, therefore the research workers conclude that all the five concept ‘s ascertained remainders are usually.

4.5.2 Scatterplot

It can compare the standardised predicted values of the dependent variable against the standardised remainders from the arrested development equation. If the scatterplot of remainders shows no big differences in the spread of the remainders and most of the points are within -2 or +2 scope, this shows that the findings suggest a additive relationship. In this research, the full three concept ‘s scatterplot shows that there is no big differences in the spread of the remainders and most of the points are within -2 or +2 scope. Thus, the research workers conclude that these full three concept suggest a additive relationship between in independent variables and dependent variable.

4.5 Discussion

Concept in the Human Resource Information System is made up of certain factors ; competences of HR undertaking, occupation functions, and size of the company as what had been explain in literature reappraisal and it believed to be of import concept in order to find the human resource information system public presentation.

To do an result, research workers really look into informations analysis and findings where shows that there are two important factors in explicating the human resource information system public presentation towards occupation functions and size of the company.

In informations analysis and findings, the research workers used 95 % assurance interval to prove multiple arrested development whether to accept or make non accept the hypothesis create. So here, any important value big than ( & A ; gt ; 0.005 ) demand to be accept the H0 and do non accept H0 for any important value which is little than ( & A ; lt ; 0.005 ) which means the research workers need to accept H1. Consequence of the hypothesis as shown below.

Hypothesis 1:

There is relationship between the use of HRIS in term of competences of HR undertaking applied H1 accepted and do non accept H0.

The consequences revealed that there is a strong support for the statement that HRIS plays a major function in strategic HR undertakings. The findings are consistent with the organisations ‘ increased trust on the usage of HRIS in support of strategic HR undertakings, and HR professionals ‘ higher professional evaluations after utilizing HRIS. Hypothesis 1 is hence recognized.

Hypothesis 2:

There is relationship between the use of HRIS in term of occupation functions applied H1 accepted and do non accept H0.

The occupation functions of HR employees and directors will impact the likeliness of use of HRIS in a company. Higher degree of direction place will hold higher per centum of utilizing HRIS. There is grounds that HRIS are used in support of strategic HR undertakings. The findings are consistent with the organisations ‘ increased trust on the usage of HRIS in support of strategic HR undertakings. Hence, hypothesis 2 is accepted.

Hypothesis 3:

There is relationship between the use of HRIS in term of the size of the company applied H1 accepted and do non accept H0.

The grade of HRIS use in respondents ‘ organisation in the SME differed from the big organisations. In other words, the grade of HRIS use in respondents ‘ organisation is dependent on the type of organisation. The big companies favoured HRIS use than the SME. Furthermore, the consequences from proving the extent of HRIS use in support of specific strategic HR undertakings were as follows:

Communication

There was a important difference in the proportion of SME and big companies, who use HRS in support of communicating as an HR undertaking. There was strong grounds that the grade of usage by SME was lower compared to big companies. Human resource development and workplace acquisition. The trial showed no important difference in the proportion of users from SME and big companies who use HRIS in support of human resource development and workplace acquisition. There was no grounds that the extent of usage by SME were any different.

Career direction

There was a important difference in the proportion of users between SME and big companies, who use HRIS to back up Career direction as a strategic HR undertaking. There was grounds that the extent of HRIS usage in support of calling direction by big companies were higher.

Commitment direction

The survey showed no important difference in the proportion of users between SME and big companies, who use HRIS to back up Commitment direction as a strategic HR undertaking. There was no grounds of difference in the extent of HRIS usage in support of committedness direction between SME and big companies.

Leadership direction

There was a important difference in the proportion of users between SME and big companies utilizing HRIS in support of Leadership direction as a strategic HR undertaking. There was strong grounds of greater HRIS usage in support of leading direction among big companies.

Business procedure reengineering

There was a important difference in the proportion of users between SME and big companies, who use HRIS to back up concern procedure reengineering as a strategic HR undertaking. Once once more, there was strong grounds that HRIS usage in support of concern procedure reengineering was higher in big companies.

Pull offing trade brotherhood dealingss with the organisation

There was grounds of difference in the proportion of users between SME and big companies, utilizing HRIS to back up pull offing trade brotherhood dealingss as a strategic HR undertaking. SME use was important, showing limited usage of HRIS in support of this.

Decision-making

There was besides a important difference in the proportion of users between SME and big companies, utilizing HRIS in support of decision-making as a strategic HR undertaking. There was grounds that HRIS usage in support of decision-making was lower in SME.

In amount, there was overall grounds of difference in the proportion of users between SME and big companies, utilizing HRIS to back up specific strategic HR undertaking. SME had limited usage of HRIS in support of specific strategic HR undertakings compared to big companies. The decision is hence that HRIS will be used differentially by Small and medium sized companies in support of strategic HR undertakings relative to big sized companies. Hypothesis 3 is so accepted.

An organisation additions competitory advantage by utilizing its employees efficaciously, pulling on their expertness and inventiveness to run into clearly defined aims. Torrington et al. , ( 2005: 5 ) identified the function of the human resource maps with the cardinal aims.

5.0 Restriction

In traveling behind the rhetoric of & A ; lsquo ; The best public presentation HRIS in Human Resource Management ‘ shown that grounds can non be taken for granted and that more research is needed in peculiar with respect to the consequence of organisation public presentation on Human Resource Management. Research supports the thought of research model and public presentation grounds 100 and confirms the importance of specifying clearly the boundaries of surveies systems as differences in range may give different consequences. Research besides supports the thought of utilizing the Human Resource Information System ( HRIS ) can alter the advancement of Human Resource Management in managing employees to be a greater ways.

Finally, research adds the argument with in regard of the sort of public presentation that can be improved thanks to Human Resource Information System ( HRIS ) . Swink et Al. ( 2007 ) , Stonebreaker and Liao ( 2004 ) , Zailani, and Rajagopal ( 2005 ) , conclude that there are restrictions in research, which views human resource information public presentation as a massive construct: & A ; lsquo ; The consequence of human resource information system public presentation on human resource direction ‘ . Our consequence confirms this and illustrates the demand for a multi-dimensional attack non merely refering the construct of the system but to public presentation and context.

The sample size is another restriction of this survey. The sample consists of divisions of Human Resource employees and directors in assorted countries. Because of it is difficult for us to happen the sample ; we merely travel to the Master Student in Business Administration, University of Malaya because some of them are worker in Human Resource or direction field. So, in this research, we notice that consequence is non 100 per centum support our aim, which is some pupil are non familiar with this construct, and because of that, we get ensue that non to the full back up & amp ; lsquo ; The Role of Human Resource Information Systems ( HRIS ) in Strategic Human Resource Management ( SHRM ) ‘ .

Samples of little and most of them are student might supply different sets of consequences. However, we believe the consequences can still offer of import guidelines for retroflexing the survey over a larger sample of little. The consequences from a larger and heterogenous sample might supply a better footing to wholly revise the theoretical theoretical account. However, seeing the nature of the inquiries crossing human resource direction public presentation on human resource information system, the few Numberss of divisions and the low response rate are non considered wholly unusual. Despite these restrictions, the survey remains to be utile in clear uping the consequence of human resource direction public presentation on human resource information system.

6.0 Decision

This research had being distributed the questionnaire to the white-collar respondents in order to acquire an accurate informations. Therefore, this research contributes the elucidation of the construct of human resource information system and a better apprehension on its consequence to the human resource direction public presentation. The model had provided the construction chapeau had being a guideline in doing the research. The reappraisal besides provides a get downing point in developing the research inquiries for the human resource information system and for the hereafter survey.

From the treatment, it can be conclude that there is relationship between the two variables, which is occupation functions, and size of the company with the competences of human resource undertaking or public presentation. This meant that when organisation implements the human resource information system in the human resource direction could increase their public presentation though the occupation functions and size of the company.

As the consequences, show that the addition in human resource public presentation are being influence wholly by human resource information system. Therefore, the company should make a research or analyze the impact of human resource information system ( HRIS ) . Most of the company today used this package because it helps the company or human resource direction to increase their public presentation in managing the employees.

In the other manus, the human resource information system and its relationship or consequence to the competences in human resource undertaking or public presentation is an interesting research subject. Therefore, the hereafter research is needed in order to acquire a deepness understanding about the effects of human resource information system ( HRIS ) in strategic human resource direction ( SHRM ) public presentation.

7.0 Recommendations and Suggestions for Further Research

While this survey has confirmed bing surveies into HRIS, it provides a platform for future work in this country, which should concentrate on a figure of issues.

First, a elaborate research would be needed to research the function of HRIS in SHRM, particularly ; with much, bigger sample size and a higher response rate so that a deeper analysis can be done for generalisation.

Second, HRIS represent a big investing determination for companies of all sizes. However, SMEs are progressively neglecting to utilize HRIS in support of strategic HRM undertakings. It would hence be really interesting if future research could pitch towards happening replies to why SMEs are loath to perpetrate clip and resources for the execution of HRIS in strategic HR undertakings. This will enable a careful analysis and persevering consideration of HRIS application to strategic HR undertakings since a successful executing is rewarded with legion benefits including improved truth, proviso of just-in-time information, and costs salvaging ( Lederer, 1984 ; Wille and Hammond, 1981 ) .

Third, an in-depth survey on HRIS use in support of trade brotherhoods ‘ dealingss with organisations demands farther scrutiny. This will let both the trade brotherhoods and the employers to pull off and decide struggles and other related labour issues expeditiously and efficaciously.

Finally, as HRIS becomes an progressively critical constituent of SHRM undertakings public presentation, research workers must spread out their attempts to understand the chances and menaces that it fosters. Human resource information systems may be a cardinal enabler leting HR 82 professionals to equilibrate successfully the viing functions of administrative expert, employee title-holder, alteration agent, and strategic spouse ( Ulrich, 1998 ) . There is besides a hazard that big investings in HRIS will non better HR professionals ‘ satisfaction or render the SHRM undertakings public presentation a more efficient cost centre. This may be outgrowth of low technology-acceptance among intended users, inappropriate engineering picks, or other factors. Until more is known, investings in these inventions should continue with cautiousness.

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