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The Use and Effect of Human Resource Information Systems on Human Resource Management Productivity
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This study aims to investigate the effect of Information and Communication Technology (ICT) implementation on Business Process Management (BPM) through examining the relationship among influences of Human Resource Information Systems (HRIS) on HRM productivity. The current study developed a conceptual model and examined collected data from 187 HR specialists who have access to HRIS in their organizations. Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis was used to test hypotheses and examined data set. The results of this research showed that, applied properly, HRIS-provide HR transformational, transactional and traditional exercise has an important influence on the HRM performance. These results are suitable for competitive organizations in the marketplace that seek enhancement in HRM productivity by HRIS-empowered HR exercise. Consequently, the companies aimed to reconsider and renovate their business methods based on HRM are encouraged by this research to adopt a suitable HRIS, particularly a performance management system (PMS), which is a serious factor in their achievement.
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This study investigates the relationships between electronic human resource management (e-HRM) and employee efficiency in private companies, with impersonal trust being the intervening variable. A conceptual model was developed and tested using data collected from 167 HR professionals for the study. Data set was examined, and hypotheses were tested by employing Partial Least Squares-Structural Equation Modelling (PLS-SEM) analysis. The result reveal that all hypothesis supported, as well as impersonal trust mediates (partially) the relationship between e-HRM and employee efficiency. The results show that technology-enabled HRM supports organisations by enhancing organisational trust and efficiency outcomes. The key predictors for improving employee efficiency are organisational trust and e-HRM. e-HRM, in the HRM department has a positive impact on employees' trust. The outcomes show the valuable insights for HR professionals allowing them to enhance employee efficiency by applying e-HRM to upgrade employees' trust in the company.
Associations require helpful performance from individual to reach their purposes. In todays of modern technology it is essential and very important to understand performance in the information technology (IT) area. This study brings up a problem that individual performance success could be enhanced by complementing other elements. This research examines the success of individual performance by task-technology fit theory. This study aims to investigate which task-technology fit elements are able to explain and improve the individual performance. The findings show that the TTF explains, improving personal performance of employees will cause higher level of organizational performance in hotel industry. In this research from eight factors of task technology fit three factors support, which are Quality, Authorization and Production Timeliness. Employee with high performance will provide better services for customers and this will increase customer satisfaction. This study provides solutions for employers of hotel industry in Malaysia to improve the performance of the operational employees, which eventually increases the performance of the hotel industry in Malaysia. As a result, the hotels will deliver better services to the customers, in order to compete with other hotels in Malaysia. In addition, delivering high quality services provides customer satisfaction, which significantly contributes to business performance. Moreover this will cause repeating travel to the same destination, purchase repetition and potential increased future patronage of the hotel.
The statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined. A drawback of the commonly applied chi square test, in addition to the known problems related to sample size and power, is that it may indicate an increasing correspondence between the hypothesized model and the observed data as both the measurement properties and the relationship between constructs decline. Further, and contrary to common assertion, the risk of making a Type II error can be substantial even when the sample size is large. Moreover, the present testing methods are unable to assess a model's explanatory power. To overcome these problems, the authors develop and apply a testing system based on measures of shared variance within the structural model, measurement model, and overall model.
Human resource capacity has become a critical issue for contemporary universities as a result of increasing pressures from governments and global markets. As a consequence, particularly where the institution is the employer, changes are occurring in the expectations of staff and institutions about employment terms and conditions, as well as the broader aspects of working life, and this is affecting academic and professional identities. Even under different regimes, for instance, in Europe, with the government in effect as the employer, institutions are giving greater attention to ways in which they might respond to these developments. This paper considers key issues and challenges in human resource management in higher education, and some of the implications of these changes.
The Oxford Handbook of Human Resource Management aims to provide an authoritative account of current trends and developments in Human Resource Management (HRM). HRM is central to management teaching and research, and has emerged in the last decade as a significant field from its earlier roots in personnel management, industrial relations, and industrial psychology. People Management and High Performance teams have become key functions and goals for managers at all levels in organizations. The text is divided into four parts: foundations and frameworks; core processes and functions; patterns and dynamics; and finally measurement and outcomes.