Somendra Pant

Bio: Somendra Pant is an academic researcher. The author has contributed to research in topics: Conceptual framework & Information system. The author has an hindex of 1, co-authored 1 publications receiving 10 citations.

e-HR Systems Implementation: A Conceptual Framework

Abstract: Information and Communication Technologies (ICT) enable innovative ways of carrying on routine organizational tasks via the power of virtual work environment. Piggy -backing on the success of E -commerce systems, organizations are in creasingly making use of Web -based Human Resource Management (e -HR) systems. These systems offer organizations the promise of huge performance improvement as well as of overhauling the entire HR function itself. This latter possibility is expected to offe r competitive advantage to organizations. However, it is not known (a) at what level of sophistication should organizations pitch their e -HR systems and (b) what contextual factors moderate the relationship between e -HR systems implementation and their be nefits. In this research -in -progress paper we offer a conceptual framework and a research plan to develop a theory of e -HR systems implementation.

Human Resource Information System implementation readiness in the Ethiopian health sector: a cross-sectional study

Abstract: Health workforce information systems in low-income countries tend to be defective with poor relationship to information sources. Human Resource Information System (HRIS) is currently in a pilot implementation phase in the Federal Ministry of Health and Regional Health Bureaus of Ethiopia. Before scaling up the implementation, it is important to understand the implementation readiness of hospitals and health departments. The aims of this study were to assess the readiness for HRIS implementation, identify associated factors, and explore the implementation challenges in public hospitals and health departments of the Amhara National Regional State, Ethiopia. An institution-based cross-sectional study supplemented with a qualitative study was conducted from the 15th of February to the 30th of March 2016 in 19 public hospitals and health departments of the Amhara National Regional State, Ethiopia. A self-administered questionnaire was used to collect the data. The questionnaire includes items on socio-demographic characteristics and questions measuring technical, personal, and organizational factors adapted from the 32-item questionnaire of the Management Science for Health (MSH) HRIS readiness assessment tool. The data were entered and analyzed with statistical software. Descriptive statistics and bivariate and multivariable logistic regression analyses were performed. Odds ratios with 95% confidence interval were computed to identify the factors statistically associated with readiness of HRIS implementation. In-depth interviews and observation checklists were used to collect qualitative data. Thematic content analysis was used to analyze the qualitative data. A total of 246 human resource (HR) employees and 16 key informants have been included in the study. The HR employee’s level of readiness for HRIS implementation in this study was 35.8%. Employee’s Internet access (AOR = 2.59, 95%CI = 1.19, 5.62), availability of separate HR section (AOR = 8.08, 95%CI = 3.69, 17.70), basic computer skills (AOR = 6.74, 95%CI = 2.75, 16.56), and fear of unemployment (AOR = 2.83, 95%CI = 1.27, 6.32) were associated with readiness of HRIS implementation. Poor logistic supply, lack of competency, poor commitment, and shortage of finance were the challenges of HRIS implementation. In this study, readiness of HRIS implementation was low. Strategies targeting to improve skills, awareness, and attitude of HR employees would facilitate the implementation process.

The Implications of Implementing Electronic Human Resource Management in Abu Dhabi , Department

Abstract: This study examined the pressing need to implement e-HRM within Abu Dhabi , Department (ADPD). It analysed the weaknesses and strengths of the current management and HR practices in running and managing its daily activities and operations. It evaluated the benefits and implications of implementing e-HRM. It also assessed the drivers, enablers and barriers to an effective adoption of e-HRM within Abu Dhabi , Department. e-HRM (Electronic-Human Resource Management) emerged as a result of the advent of information technology. e-HRM takes advantage of the latest information technology to deliver an online real-time Human Resource Management solution. Although e-HRM is relatively new, it has been extensively researched. However, much of the literature on e-HRM tends to focus essentially on types of e-HRM, the role of e-HRM, factors influencing the value and effectiveness of e-HRM, as well as the drivers, benefits and challenges of implementing e-HRM. There is a consensus among authors that e-HRM supports the HR functions and contributes to cost effectiveness. It also provides dynamic impetus to HR operational capabilities. e-HRM has enhanced HR services and activities which in turn benefit both employees and management, through improved efficiency and cost reduction within the HR department. To some extent it has succeeded, but it has fallen short of taking HR to a higher level. In principle, it is assumed that e-HRM drives HR to become a strategic player in achieving organisational goals. It has disappointed on the strategic front. In order to gather concrete evidence from multiple sources, mixed methods is employed to achieve the objectives of the study. The combination of quantitative and qualitative provides an in-depth investigation and allows closer assessment of the challenges and benefits of implementing e-HRM. Based on the purpose of the study, the nature of the problem and research questions, quantitative data are collected using a questionnaire involving employees at the AD , Department. This was supported by qualitative data using semi-structured interviews with HR management at ADPD. Findings revealed that the adoption of e-HRM at ADPD is a collective effort and the key successful factors for implementing eHRM are readiness, planning and full management support. The results showed that e-HRM tools and facilities are not working to their full potential and the level of e-HRM implementation is considered below the required standard at the ADPD. Findings from interviewees showed that there is no clear e-HRM strategy and as a result, there is little engagement from employees. Findings also indicated that there are some challenges for effectively implementing e-HRM e.g. ineffective IT training and resistance to change. There is need to upgrade technology, reorganise work, and empower employees. This study has provided a platform for further in-depth research into the challenges of implementing e-HRM in the UAE by expanding the literature which will benefit future research. The findings of the study aimed at empirically supporting the decision-makers at ADPD to put e-HRM development and implementation on the top of its agenda. The study findings will therefore help the decision makers to implement e-HRM effectively and can

Human Resource Information System and Work Stress during COVID-19 Pandemic

Abstract: The increasingly rapid flow of technological development is now a tool to improve backwardness, renew the system, as well as a means of improvement in various aspects of life. For companies, the development of information and communication technology is a new innovation or breakthrough to improve service quality. Various benefits provided by technology and information. However, if not handled properly, technology and information will become a boomerang for an organization. HRIS is the application of HRM functions in the application of information and communication technology. The concept of HRIS as a digital form of HRM is increasing along with the outbreak of the Covid-19 pandemic which has caused a large loss impact on all lines of life. The limitation of social interaction in an effort to prevent the wider spread of covid-19 and the higher number of casualties causes business activities to stall. This research uses quantitative methods with a study sample of 100 randomly selected. This study aims to see how clarity of high-tech goals in human resources management, perceived benefits, perceived ease of use, company conditions that can influence attitudes towards HRIS.

Going beyond operational efficiency in HR using IT – A Literature Review of Human Resources Information Systems

Abstract: Leading academics claim that the management of human resources will be most critical in gaining competitive advantage. Today, the human resources departments (HR) are transforming themselves from an administrative cost-center to an internal partner delivering additional business value. In this transformation process, information technology (IT) could play a key role. Therefore, this paper aims to unfold both the current state of knowledge concerning the value contribution of information systems (IS) for the HR function and approaches that go even beyond operational efficiency. Reviewing nearly 8,000 articles, published in the proceedings of eight major IS conferences reveals that in total 35 articles exclusively deal with the topic of human resources information systems (HRIS) but only very few research approaches show, how HRIS could help to go beyond operational efficiency. Furthermore, the literature analysis identifies that approaches dealing with the IT support for HR planning processes are completely missing so far.