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Perception of Management on Outcomes of Human Resource Information System (HRIS)

Author

Listed:
  • 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,)

Abstract

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 “Operational Efficiency (OE)†, “Managerial Effectiveness (ME)†and “Strategic Finesse (SF)†. 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.

Suggested Citation

  • Md. Abdullah Al Mamun & Md. Shamimul Islam, 2016. "Perception of Management on Outcomes of Human Resource Information System (HRIS)," International Journal of Business and Social Research, LAR Center Press, vol. 6(2), pages 29-37, February.
    • Handle: RePEc:lrc:larijb:v:6:y:2016:i:2:p:29-37
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    References listed on IDEAS

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    1. Mark L. Lengnick-Hall & Steve Moritz, 2003. "The Impact of e-HR on the Human Resource Management Function," Journal of Labor Research, Transaction Publishers, vol. 24(3), pages 365-379, July.
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    Cited by:

    1. MahmudulHasan Foiji & Md. Anamul Hoque & Muhammad Belal Hossain Khan, 2019. "Strategic Potential of e-HRM in Outsourcing HR Functions," International Journal of Business and Social Research, LAR Center Press, vol. 9(2), pages 1-10, February.
    2. MahmudulHasan Foiji & Md. Anamul Hoque & Muhammad Belal Hossain Khan, 2019. "Strategic Potential of e-HRM in Outsourcing HR Functions," International Journal of Business and Social Research, MIR Center for Socio-Economic Research, vol. 9(2), pages 1-10, February.

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