Proceedings Article•
e-HR Systems Implementation: A Conceptual Framework
01 Jan 2008-pp 338
TL;DR: A conceptual framework and a research plan to develop a theory of e -HR systems implementation are offered, which offer the promise of huge performance improvement as well as of overhauling the entire HR function itself.
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.
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Journal Article•
141 citations
TL;DR: Assessment of 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 found that poor logistic supply, lack of competency, poor commitment, and shortage of finance were the challenges ofHRIS implementation.
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.
18 citations
Cites background from "e-HR Systems Implementation: A Conc..."
...According to literature, readiness of HRIS implementation is influenced by the demographic characteristics of employees, availability of skilled human power, organizational structure, and technological factors [10, 24, 25]....
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11 Feb 2018
TL;DR: In this article, the authors examined the pressing need to implement e-HRM within Abu Dhabi, Department (ADPD) and analyzed the weaknesses and strengths of the current management and HR practices in running and managing its daily activities and operations.
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
9 citations
18 Dec 2020
TL;DR: In this paper, the authors used quantitative methods with a study sample of 100 randomly selected individuals 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.
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.
8 citations
Proceedings Article•
01 Jan 2011TL;DR: 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 are unfolded.
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.
4 citations
Cites background from "e-HR Systems Implementation: A Conc..."
...…one hypothesizes the focus of IT support in HR, which is either operational efficiency or competitive advantage, to be dependent on the factors organization, technology and people and on the level of implementation – informational, interactional or transformational (Pant and Chatterjee, 2008)....
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References
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01 Jan 1989
TL;DR: Regression analyses suggest that perceived ease of use may actually be a causal antecdent to perceived usefulness, as opposed to a parallel, direct determinant of system usage.
40,975 citations
"e-HR Systems Implementation: A Conc..." refers background in this paper
...The remaining two variables under the ‘Employee Factor’ category come from the Technology Acceptance Model (TAM) (Davis, 1989)....
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...TAM is a well-established model in IS research that looks at information systems from a user’s perspective (Davis, 1989; Davis et al, 1989, Brown et al, 2002)....
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TL;DR: In this article, the authors developed and validated new scales for two specific variables, perceived usefulness and perceived ease of use, which are hypothesized to be fundamental determinants of user acceptance.
Abstract: Valid measurement scales for predicting user acceptance of computers are in short supply. Most subjective measures used in practice are unvalidated, and their relationship to system usage is unknown. The present research develops and validates new scales for two specific variables, perceived usefulness and perceived ease of use, which are hypothesized to be fundamental determinants of user acceptance. Definitions of these two variables were used to develop scale items that were pretested for content validity and then tested for reliability and construct validity in two studies involving a total of 152 users and four application programs. The measures were refined and streamlined, resulting in two six-item scales with reliabilities of .98 for usefulness and .94 for ease of use. The scales exhibited hgih convergent, discriminant, and factorial validity. Perceived usefulness was significnatly correlated with both self-reported current usage r = .63, Study 1) and self-predicted future usage r = .85, Study 2). Perceived ease of use was also significantly correlated with current usage r = .45, Study 1) and future usage r = .59, Study 2). In both studies, usefulness had a signficnatly greater correaltion with usage behavior than did ease of use. Regression analyses suggest that perceived ease of use may actually be a causal antecdent to perceived usefulness, as opposed to a parallel, direct determinant of system usage. Implications are drawn for future research on user acceptance.
40,720 citations
01 Feb 2009
TL;DR: In this paper, the authors describe the process of inducting theory using case studies from specifying the research questions to reaching closure, which is a process similar to hypothesis-testing research.
Abstract: Building Theories From Case Study Research - This paper describes the process of inducting theory using case studies from specifying the research questions to reaching closure. Some features of the process, such as problem definition and construct validation, are similar to hypothesis-testing research. Others, such as within-case analysis and replication logic, are unique to the inductive, case-oriented process. Overall, the process described here is highly iterative and tightly linked to data. This research approach is especially appropriate in new topic areas. The resultant theory is often novel, testable, and empirically valid. Finally, framebreaking insights, the tests of good theory (e.g., parsimony, logical coherence), and convincing grounding in the evidence are the key criteria for evaluating this type of research.
40,005 citations
TL;DR: In this paper, the authors define a leadership event as a perceived segment of action whose meaning is created by the interactions of actors involved in producing it, and present a set of innovative methods for capturing and analyzing these contextually driven processes.
Abstract: �Traditional, hierarchical views of leadership are less and less useful given the complexities of our modern world. Leadership theory must transition to new perspectives that account for the complex adaptive needs of organizations. In this paper, we propose that leadership (as opposed to leaders) can be seen as a complex dynamic process that emerges in the interactive “spaces between” people and ideas. That is, leadership is a dynamic that transcends the capabilities of individuals alone; it is the product of interaction, tension, and exchange rules governing changes in perceptions and understanding. We label this a dynamic of adaptive leadership, and we show how this dynamic provides important insights about the nature of leadership and its outcomes in organizational fields. We define a leadership event as a perceived segment of action whose meaning is created by the interactions of actors involved in producing it, and we present a set of innovative methods for capturing and analyzing these contextually driven processes. We provide theoretical and practical implications of these ideas for organizational behavior and organization and management theory.
22,673 citations
"e-HR Systems Implementation: A Conc..." refers methods in this paper
...Thereafter we will conduct a cross-case analysis (as recommended by Eisenhardt, 1989) to glean theoretical insights....
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TL;DR: In this article, the authors address the ability to predict peoples' computer acceptance from a measure of their intentions, and explain their intentions in terms of their attitudes, subjective norms, perceived usefulness, perceived ease of use, and related variables.
Abstract: Computer systems cannot improve organizational performance if they aren't used. Unfortunately, resistance to end-user systems by managers and professionals is a widespread problem. To better predict, explain, and increase user acceptance, we need to better understand why people accept or reject computers. This research addresses the ability to predict peoples' computer acceptance from a measure of their intentions, and the ability to explain their intentions in terms of their attitudes, subjective norms, perceived usefulness, perceived ease of use, and related variables. In a longitudinal study of 107 users, intentions to use a specific system, measured after a one-hour introduction to the system, were correlated 0.35 with system use 14 weeks later. The intention-usage correlation was 0.63 at the end of this time period. Perceived usefulness strongly influenced peoples' intentions, explaining more than half of the variance in intentions at the end of 14 weeks. Perceived ease of use had a small but significant effect on intentions as well, although this effect subsided over time. Attitudes only partially mediated the effects of these beliefs on intentions. Subjective norms had no effect on intentions. These results suggest the possibility of simple but powerful models of the determinants of user acceptance, with practical value for evaluating systems and guiding managerial interventions aimed at reducing the problem of underutilized computer technology.
21,880 citations
"e-HR Systems Implementation: A Conc..." refers background in this paper
...TAM is a well-established model in IS research that looks at information systems from a user’s perspective (Davis, 1989; Davis et al, 1989, Brown et al, 2002)....
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