Usage, benefits and barriers of human resource information system in universities

被引：14
作者：
Bamel, Nisha [1 ]
Bamel, Umesh Kumar [2 ]
Sahay, Vinita [2 ]
Thite, Mohan [3 ]
机构：
[1] School of Business Management, BPS Women University, Sonipat
[2] Department of Management, Indian Institute of Management Raipur, Raipur
[3] Griffith Business School, Griffith University, Brisbane
来源：
VINE | 2014年 / 44卷 / 04期
关键词：
Human resource information system; Human resource management; Indian universities; Information technology; University teaching staff;
D O I：
10.1108/VINE-04-2013-0024
中图分类号：
学科分类号：
摘要：
Purpose – The purpose of this paper is to examine the university teaching staff’s perception about functions, benefits and barriers of human resource information system (HRIS). It also aims to explore the relevance of attitudinal/demographic diversity with focused HRIS dimensions. Design/methodology/approach – A 26-item questionnaire was developed on the basis of similar research studies. Responses were collected through electronic mail from 90 faculty members of seven state universities in India. Descriptive statistics along with t-test and analysis of variance were used to answer the research questions. Findings – The results of the study reported that HRIS is mostly used for administrative purpose and not taken as strategic requirement. Results also revealed that the perceived functions, benefits and barriers in adoption of HRIS do not vary group-wise. Research limitations/implications – The findings of the study potentially can help in developing and implementing of HRIS in similar types of organizations. Originality/value – Past literature on HRIS mainly comes from the developed countries and is confined to for-profit organizations. The present study is among the few that coherently took up the issue from non-profit organizations, i.e. universities of a developing country. © Emerald Group Publishing Limited.
引用
收藏
页码：519 / 536
页数：17
相关论文
共 97 条
  • [1] Altarawneh I., Al-Shqairat Z., Human resource information systems in Jordanian universities, International Journal of Business and Management, 5, 10, pp. 113-128, (2010)
  • [2] Ashbaugh A., Miranda R., Technology for human resources management: Seven questions and answers, Public Personnel Management, 31, 1, pp. 7-20, (2002)
  • [3] Ball K., The use of human resource management systems: A survey, Personnel Review, 30, 6, pp. 677-693, (2001)
  • [4] Bamel U.K., Rangnekar S., Rastogi R., Gender, organization(s) and managerial level(s) differences in perceiving role efficacy, International Journal of Business and Management Tomorrow, 2, 2, pp. 1-5, (2012)
  • [5] Baral R., Bhargava S., Examining the moderating influence of gender on the relationships between work-family antecedents and work-family enrichment, Gender in Management, 26, 2, pp. 122-147, (2011)
  • [6] Barron M., Chhabra D., Hanscome R., Henson R., Exclusive panel discussion: Tips and trends in HRIS, HR Focus, 81, 5, pp. 6-7, (2004)
  • [7] Barut O., Dogerlioglu O., Human resources information systems: A sociotechnical perspective, Information Technology Journal, 9, 5, pp. 877-888, (2010)
  • [8] Beulen E., The contribution of a global service provider’s human resources information system (HRIS) to staff retention in emerging markets: Comparing issues and implications in six developing countries, Information Technology & People, 22, 3, pp. 270-288, (2009)
  • [9] Boudreau M.-C., Robey D., Enacting integrated information technology: A human agency perspective, Organization Science, 16, 1, pp. 3-18, (2005)
  • [10] Brockbank W., If HR were really strategically proactive: Present and future directions in HR’s contribution to competitive advantage, Human Resource Management, 38, 4, pp. 337-352, (1999)
12345678910