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HRIS and Organizational Performance: Literature Review

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This research paper examines Human Resource Information Systems (HRIS), including intelligent HRIS frameworks, decision support systems, and their impact on organizational performance. It is a comprehensive academic paper, essay, or assignment designed for students and professionals seeking insight into HRIS implementation, productivity, efficiency, and achieving higher returns on investment through proper HR technology usage.

HRIS and Organizational Performance: Literature Review

Bhuiyan, F., Mahbubur Rahman, M., & Osman Gani, M. (2015). Impact of Human Resource Information System on Firm Financial Performance. International Journal of Business and Management, 10(10). https://doi.org/10.5539/ijbm.v10n10p171

Bhuiyan et al. (2015) conducted an analysis of how the implementation of human resource information systems (HRIS) can impact an organization’s financial performance. The firms chosen for analysis were banks from which the researchers developed performance estimation models for five years performance. Based on multivariate analysis of covariance across the 41 banks selected, findings revealed that there were positive relations of HRIS implementation to the firms’ financial performance. The study contributes to the body of knowledge by asserting the significance of HR using their financial intelligence to apply the right HRIS category for the benefit of their organizations. It follows that measuring the financial areas of HRIS applications is possible through the application of suitable statistical tools, as these will guarantee the needed return on investment for the firms (Bhuiyan et al., 2015).

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Czarnowski, I., & Pszczółkowski, P. (2020). A Novel Framework for Decision Support System in Human Resource Management. Procedia Computer Science, 176(1), 1548–1556. https://doi.org/10.1016/j.procs.2020.09.166

Czarnowski and Pszczółkowski (2020) sought to solve the issue of supporting a prediction, decision-making, and decision-validation in a normal human resource management system. The authors add value by introducing, discussing, and recommending a novel intelligent decision support mechanism for HR. This is relevant to ensuring a good return on investment because by implementing an enhanced HRIS in human resource activities, it becomes possible to gather values of all HR indicators, their fluctuations, and implement good monitoring techniques that in turn guarantee efficiency and the right returns for the organization (Czarnowski & Pszczółkowski, 2020).

Masum, A. K. M., Beh, L.-S., Azad, A.-K., & Hoque, K. E. (2018). (PDF) Intelligent human resource information system (i-HRIS): A holistic decision support framework for HR excellence. ResearchGate. https://www.researchgate.net/publication/322853406_Intelligent_human_resource_information_system_i-HRIS_A_holistic_decision_support_framework_for_HR_excellence

Masum et al. (2018) proposed a framework that uses intelligent HRIS, such that there is a provision for the application of intelligent decision support systems in conjunction with knowledge discovery to enhance human resource processes. According to Masum et al. (2018), proper application of HRIS aids organizations in saving costs, maintaining track of the safety and skills of employees, monitoring productivity, among others. The work also contributes to the body of knowledge by highlighting the significance of applying HRIS to achieve higher returns.

Olughor, R. (2016). The Relationship Between Human Resource Information System and Human Resource Management. International Journal of Economics, Commerce and Management United Kingdom, IV(2). https://ijecm.co.uk/wp-content/uploads/2016/02/4227.pdf

Olughor (2016) sought to understand the relationship between human resource information systems and HR management. The author posits that HRIS is a good transformational tool for human resource managers. This is because it connects operations and implementation in the sense that appropriate HRIS brings about improvement in communication, making HR decisions that play out in the firm at large, and improvement in workflow processes (Olughor, 2016). The general take away and contribution to the field of knowledge is that the right HRIS tool leads to  the attainment of a competitive advantage. In the end, the organization using HRIS tools in the right way can achieve higher returns on investment.

Suharti, L., & Sulistyo, P. R. (2018). The implementation of human resources information system and it’s benefit for organizations. Diponegoro International Journal of Business, 1(1), 1. https://doi.org/10.14710/dijb.1.1.2018.1-7

Suharti and Sulistyo (2018) examined the implication of the implementation of HRIS on organizational areas like time efficiency, cost effectiveness, information quality, and managerial satisfaction. The factors named above, and others like market power and economies of scale contribute to a firm’s economies of scale. The conclusion of the study was that implementation of the appropriate HRIS based on a firm’s specifics directly affects satisfaction and efficiency, ultimately contributing to the needed ROI. The contribution of this research to the body of knowledge in human resources and technology is the reiteration of the significance of appropriate application of HRIS for the benefit of the human resource department and organization at large.

References

Bhuiyan, F., Mahbubur Rahman, M., & Osman Gani, M. (2015). Impact of Human Resource Information System on Firm Financial Performance. International Journal of Business and Management, 10(10). https://doi.org/10.5539/ijbm.v10n10p171

Czarnowski, I., & Pszczółkowski, P. (2020). A Novel Framework for Decision Support System in Human Resource Management. Procedia Computer Science, 176(1), 1548–1556. https://doi.org/10.1016/j.procs.2020.09.166

Masum, A. K. M., Beh, L.-S., Azad, A.-K. ., & Hoque, K. E. (2018). (PDF) Intelligent human resource information system (i-HRIS): A holistic decision support framework for HR excellence. ResearchGate. https://www.researchgate.net/publication/322853406_Intelligent_human_resource_information_system_i-HRIS_A_holistic_decision_support_framework_for_HR_excellence

Olughor, R. (2016). THE RELATIONSHIP BETWEEN HUMAN RESOURCE INFORMATION SYSTEM AND HUMAN RESOURCE MANAGEMENT. International Journal of Economics, Commerce and Management United Kingdom, IV(2). https://ijecm.co.uk/wp-content/uploads/2016/02/4227.pdf

Suharti, L., & Sulistyo, P. R. (2018). The implementation of human resources information system and it’s benefit for organizations. Diponegoro International Journal of Business, 1(1), 1. https://doi.org/10.14710/dijb.1.1.2018.1-7

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