Indian Journal of Science and Technology
Year: 2019, Volume: 12, Issue: 35, Pages: 1-6
Ali Saeed Alomari*
Department of Management Information System, King Abdulaziz University, Jeddah–21589 Saudi Arabia; [email protected]
Objectives: Human resource management function has assumed great importance in recent years as organisations drive their competitiveness on the basis of their human capital and employee competencies. This has created the need for organisations to acquire, store, and manage large amounts of information about their employees, their training and development requirements, their competencies, their potential for succession within organisations, etc. Methods/ Findings: Given the amount of this required information, the use of technology-based human resource information systems has gained popularity and momentum in organisations. Research suggests that these systems not only enhance the effectiveness and efficiency of business processes and organisational productivity and performance, but also enhance the culture of the organisation by developing transparency, accountability, sound management-employee relationships, and innovation and creativity through employee commitment. However, human resource information systems are costly interventions with requirements of continued investment in the form of financial resources and specialised knowledge and training of relevant people. Application: The study is to identify the organisational factors that help support successful human resource information systems interventions. In this respect, top management support, training, and organisational communication have emerged as the key themes that organisations can use to minimise the disadvantages of using human resource information systems.
Keywords: Human Resource Management, Information Systems, Interventions
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