Perception of Management on Outcomes of Human Resource Information System (HRIS)
Md. Abdullah Al Mamun and
Md. Shamimul Islam ()
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Md. Abdullah Al Mamun: Assistant professor, Department of Management, School of Business, Bangladesh University of Business and Technology (BUBT)
Md. Shamimul Islam: Senior Lecturer, Faculty of Business, ASA University Bangladesh,
International Journal of Business and Social Research, 2016, vol. 6, issue 2, 29-37
Human Resource Management is getting focused day by day for ensuring and sustaining organizational success. HRIS (Human Resource Information System) is a prevailing HR tool coupled with contemporary innovation of information system. HRIS is defined as the information system to collect, store, process and retrieve HR information to seamlessly help organization achieve strategic objectives. For installation of HRIS, commitment, decision and action of management are inevitable. This study aims at unveiling implicit perception of management regarding performance of HRIS towards organizational objectives in three perspectives such as â€œOperational Efficiency (OE)â€ , â€œManagerial Effectiveness (ME)â€ and â€œStrategic Finesse (SF)â€ . 54% and 57% respondents respectively agree that HRIS enhances OE and ensures ME. On the other hand, 70% respondents underline HRIS as SF. However, the hypothesis results showed that management perception toward HRIS performance is independent of experience, gender and education of managerial people but associated with organizational origin either Bangladeshi or foreign. Thus it is concluded that foreign companies are advanced to adopt contemporary tools whereas Bangladeshi firms are averse or endeavor to assimilate laggardly. The findings open the door for future research why Bangladeshi firms respond at late.
Keywords: HRM; HRIS information system; Perception. (search for similar items in EconPapers)
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Persistent link: https://EconPapers.repec.org/RePEc:lrc:larijb:v:6:y:2016:i:2:p:29-37
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