EMPIRICAL ANALYSIS ON THE ADOPTION AND IMPLEMENTATION OF HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM (HRMIS) A CASE OF: LAND AND DISTRICT OFFICE OF KUALA LIPIS INTAN NORMAYA BINTI HAIRUDDIN 2009469922 BACHELOR OF BUSINESS ADMINISTRATION WITH HONOURS (HUMAN RESOURCE MANAGEMENT) FACULTY OF BUSINESS MANAGEMENT UNIVERSITI TEKNOLOGI MARA SHAH ALAM
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
EMPIRICAL ANALYSIS ON THE ADOPTION AND IMPLEMENTATION OF HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM (HRMIS)
A CASE OF: LAND AND DISTRICT OFFICE OF KUALA LIPIS
INTAN NORMAYA BINTI HAIRUDDIN2009469922
BACHELOR OF BUSINESS ADMINISTRATION WITH HONOURS (HUMAN RESOURCE MANAGEMENT)
FACULTY OF BUSINESS MANAGEMENTUNIVERSITI TEKNOLOGI MARA
SHAH ALAM
APRIL 2011
EMPIRICAL ANALYSIS ON THE ADOPTION AND IMPLEMENTATION OF HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM (HRMIS)
A CASE OF: LAND AND DISTRICT OFFICE OF KUALA LIPIS
INTAN NORMAYA BINTI HAIRUDDIN2009469922
Submitted in Partial Fulfilment of the Requirement for the
Bachelor of Business Administration with Honours (Human Resource Management)
FACULTY OF BUSINESS MANAGEMENTUNIVERSITY TECHNOLOGY MARA
SHAH ALAM
APRIL 2011
Page | 1
DECLARATION OF ORIGINAL WORK
BACHELOR OF BUSINESS ADMINISTRATION WITH HONOURS (HUMAN RESOURCE MANAGEMENT)
FACULTY OF BUSINESS MANAGEMENTUNIVERSITI TEKNOLOGI MARA
"DECLARATION OF ORIGINAL WORK"
I, INTAN NORMAYA BINTI HAIRUDDIN, (I/C Number: 880508-06-5170)
Hereby, declare that:
This work has not previously been accepted in substance for any degree, locally or overseas, and is not being concurrently submitted for this degree or any other degrees.
This project-paper is the result of my independent work and investigation, except where otherwise stated.
All verbatim extracts have been distinguished by quotation marks and sources of my information have been specifically acknowledged.
Signature: Date: MAY 2011
Page | 2
LETTER OF SUBMISSION
Faculty of Business Management
Universiti Teknologi MARA Shah Alam
40450 Shah Alam
Selangor Darul Ehsan
April 2011
The Head of Program
Bachelor of Business Administration (Hons) Human Resource Management
Faculty of Business Management
Universiti Teknologi MARA Shah Alam
40450 Shah Alam
Selangor Darul Ehsan
Dear Sir/Madam,
Attached is the project title “EMPIRICAL ANALYSIS ON THE ADOPTION AND
IMPLEMENTATION OF HUMAN RESOURCE MANAGEMENT INFORMATION
SYSTEM (HRMIS), A CASE OF: LAND AND DISTRICT OFFICE OF KUALA LIPIS” to
fulfill the requirement as needed by the Faculty of Business Management, Universiti
Teknologi MARA.
Thank you.
Yours Sincerely,
INTAN NORMAYA BINTI HAIRUDDIN
2009469922
Bachelor of Business Administration (Hons) Human Resource Management
Page | iii
ACKNOWLEDGEMENT
IN THE NAME OF ALLAH THE MOST GRACIOUS AND THE MOST MERCIFUL
Alhamdulillah was-salatu was-salaamu ‘ala’ rasoolillah. Praise be to Allah, with
His love and guidance, I managed to finish up my project paper under the topic
“Empirical Analysis on the Adoption And Implementation of Human Resource
Management Information System (HRMIS), A Case Of: Land And District Office
of Kuala Lipis”. The journey of studying and recollecting the information for this
report is exhilarating. Special thanks to those who involved in helping to ensure
the completion of this report. This acknowledgement is purposely to thank you
and appreciation to those following individual for their useful information and
suggestion for improving the quality of this project paper.
I would like to express my deep and sincere gratitude to my advisor Prof Madya
Dr Normala binti Daud. Her wide knowledge, understanding, encouraging and
personal guidance have been great value for me. The same goes to my
examiner, Madam Norashikin binti Hussein that helped me a lot in providing me
with the researchable concept more clearly. Her kindly support in term of ideas,
time, and advice will ensure that this project paper is carry out into final report.
Thanks to my friends for the fullest and amazing cooperation and freely shared
their views and experience towards the completion of the project paper. I really
thanked to my parents for their tireless love and support until the end. My
heartfelt thank to all the people that always give their hand in order to finish this
project paper. All their help and support are beyond repayment. May Allah SWT
reward them with the best rewards in this world and Hereafter.
Page | iv
TABLE OF CONTENTS
Page
TITLE PAGE i
DECLARATION OF ORIGINAL WORK ii
LETTER OF SUBMISSION iii
AKNOWLEDGEMENT iv
LIST OF TABLES ix
LIST OF FIGURES AND GRAPHS x
ABSTRACT xi
CHAPTERS
1. INTRODUCTION
1.0 Introduction 1
1.1Background of Study 1
1.2 Problem Statement 3
1.3 Research Objectives 4
1.4 Research Questions 4
1.5 Scope of Study 5
1.6 Significant of Study 5
1.7 Limitation of the Study 6
1.8 Background of the Company 7
1.9 Definition of Terms 9
Page | v
2. LITERATURE REVIEW
2.0 Introduction 13
2.1 Previous Study
2.1.1 Management Commitment 14
2.1.2 Information Processes 15
2.1.3 Employee Commitment 16
2.1.4 Planning and Program Development 17
2.2 Theoretical Framework 18
3. METHODOLOGY AND DATA
3.0 Introduction 20
3.1 Method 20
3.2 Sample 21
3.3 Variables and Measurement 21
3.3.1 Independent Variable
3.3.2 Dependent Variable
3.4 Research Design 22
3.5 Sampling Design 23
3.6 Data Collection Method 23
Page | vi
3.7 Research Instrument 24
3.7.1 Questionnaires Design
3.7.2 Structure Questionnaire
3.7.3 Statistical Methods
3.7.4 Scale of Measurement
3.8 Data Analysis and Treatment 27
3.8.1 Obtaining Descriptive Statistics: Frequency Distributions
3.8.2 Reliability of Measures: Cronbach’s Alpha
3.8.3 Descriptive Statistics
3.8.4 Correlation Analysis
4. FINDINGS AND ANALYSIS
4.0 Introduction 29
4.1 Analysis and Interpretation of Data 29
4.2 Demographic Profile of Respondents 31
4.2.1 Demographic Profile of Respondents
4.2.2 Data Presentation of Demographic
4.2.3 Histogram of Demographic
4.3 Descriptive Analysis 38
4.3.1 Data Presentation of Descriptive Analysis
4.4 Reliability Analysis 41
4.4.1 Reliability of Variables (Cronbach’s Alpha)
4.5 Correlation between Variables 43
4.5.1 Data presentation of Correlation between variables
Page | vii
5. CONCLUSION AND RECOMMENDATIONS
5.0 Introduction 47
5.1 Conclusion 48
5.2 Recommendations 50
REFERENCES
APPENDICES
Page | viii
LIST OF TABLES
TABLES TITLE PAGE
TABLE 4.1 Frequency and Percentage for Respondent’s Demographic Profile 30
TABLE 4.2 Total Mean Score and Standard Deviation for the Variables 37
TABLE 4.3 Reliability of Variables (Cronbach’s Alpha) 40
TABLE 4.4 Interpretation of “r” value by Guilford’s Theory 42
TABLE 4.5 Pearson Correlation between Independent Variables and Dependent Variable 43
FIGURES/GRAPHS TITLE PAGE
Page | ix
GRAPH 4.1 Histogram of Respondents’ Gender 32
GRAPH 4.2 Histogram of Respondents’ Years Of Service 33
GRAPH 4.3 Histogram of Respondents’ Race 34
GRAPH 4.4 Histogram of Respondents’ Education Level 35
GRAPH 4.5 Histogram of Respondents’ Marital Status 36
FIGURE 4.1 Cronbach’s Alpha Measure 39
LIST OF FIGURES AND GRAPHS
Page | x
EMPIRICAL ANALYSIS ON THE ADOPTION AND IMPLEMENTATION OF HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM (HRMIS) A CASE OF: LAND AND DISTRICT OFFICE OF KUALA LIPIS
Abstract
Purpose – The purpose of this paper is to investigate the benefits and barriers towards
the adoption and implementation of HRMIS in Land and District Office of Kuala Lipis.
Design/Methodology/Approach – A total of 100 respondents were participated in
answering questionnaires.
Findings – The findings of this study indicates that there is a significant relationship
between information processes and perceived benefits of HRMIS. The other variables
are not significant with the perceived benefits of HRMIS thus it became as the barriers
toward the successful adoption and implementation of HRMIS in Land and District Office
of Kuala Lipis.
Practical Implications – The findings of the paper may have serious implications for the
current adoption and implementation of HRMIS in Land and District Office of Kuala Lipis.
Originality/Value – The paper draws attention to a rather neglected issue towards the
adoption and implementation of HRMIS in Land and District Office of Kuala Lipis.
Keywords – Perceived Benefits of HRMIS, Management Commitment, Information
Processes, Employee Commitment, Planning and Program Development.
Paper type – Research Paper
Page | xi
Page | xii
CHAPTER 1INTRODUCTION
1.0 INTRODUCTION
This chapter will introduce what it is meant by Human Resource Management
Information System (HRMIS). It will also discussed about the reason of why this study
need to be conducted, the problem statement of this study, the research questions,
research objectives, the scope of this study, and the significant of this study to the
organization, which is Land and District Office of Kuala Lipis. This chapter will give
overall information to the readers in order to enhance their understanding about this
research.
1.1 BACKGROUND OF STUDY
The Human Resource Department (HRD) is in-charge with the responsibility of
attracting, developing and maintaining the organization’s workforce. So, Human
Resource Department needs a system that can help for the smooth process of all
Human Resource functions.
There are several systems that Human Resource Department has in order to enhance
its functions and services. The systems that Human Resource Department can use are
the Applicant Tracking System (ATS) which is the software that enables the electronic
handling of recruitment needs, Absence Management which is the software that collects
aggregates information on attendance, holidays, and sickness, the Audit Trail that will
detail every transaction through the application, date and who generated it, the Bankers’
Automated Clearing Services (BACS), which is a not-for-profit, membership based
industry scheme for the electronic processing of financial transactions, Bradford Formula
which is used in HR management as a mean of measuring workers’ absenteeism, Page | 1
Employee Self Service (ESS) which is a web-based application that provide employees
with access to their personal records and payroll records, and etc.
Page | 1
One of the systems that Human Resource Department also used is Human Resource
Management Information System (HRMIS). HRMIS is the technology that can help the
effectiveness and efficiency of managing information about workers in organization. It
refers to the system and the processes at the intersection between Human Resource
Management (HRM) and Information Technology (IT). It merges HRM as a discipline
and in particular it’s basic HR activities and processes with the information technology
field. HRMIS will therefore support activities that maintain employee records, track
employee skills, job performance, and training and support planning for employees’
compensation and career development, thus aiding the administration of the human
resource functions. Currently, the Human Resource Management encompassed
modules included Payroll Module, Work Time Module, Benefits Administration Module,
Human Resource Management Module, Recruiting Module, Training or Learning
Management System Module, Performance Record Module, and Employee Self-Service
Module.
So, this study examines one of the modules in Human Resource Management (HRM)
which is Human Resource Management Information System (HRMIS) module. This
study examines the Human Resource Management Information System (HRMIS) for the
case of Land and District Office of Kuala Lipis. The aim is to examine the benefits and
barriers, which will be the factors on the successful adoption of HRMIS by the workers in
Land and District Office of Kuala Lipis. This research also aimed to get their opinions
and perceptions on the impact of HRMIS on HR operations which addressed the
successful HRMIS adoption in their workplace.
Page | 1
1.2 PROBLEM STATEMENT
Nowadays, technology is a very important method for the workers to settle their works in
an efficient way. In fact, the implementation of HRMIS in organizations is a right way for
the organization especially the Human Resource Department to make its functions
became smooth and efficient.
However, the adoption and implementation of HRMIS have its benefits and barriers
which can be addressed as the factors that make the service become successful. The
adoption and implementation of HRMIS in Land and District Office of Kuala Lipis seems
to have some problems, which is from the observation, the workers in this organization
have not fully adopted and implemented this service. For example, in terms of holidays
and sickness, the workers still use manual method which is by filling in the ‘rest leave
form’.
From this observation, it is felt that there is a need for a close attention towards this
issue. So, there is a need to investigate the benefits and barriers that can be the factors
that affect the successful adoption of HRMIS in Land and District Office of Kuala Lipis.
There is also a need to know what are the impacts of high technology and functions of
HRMIS to the workers in Lipis Land and District Office. This research also wants to
obtain the workers’ opinion and perceptions about the adoption of HRMIS in
organization.
Page | 2
1.3 RESEARCH OBJECTIVE
1) To investigate the impact of technology and functions of HRMIS to the workers in
Land and District Office of Kuala Lipis.
2) To determine the benefits and barriers that affects the adoption of HRMIS in
Land and District Office of Kuala Lipis.
3) To investigate the workers’ perceptions on the adoption of HRMIS in
organization.
1.4 RESEARCH QUESTIONS
1) What are the impacts of technology and functions of HRMIS to the workers in
Land and District office of Kuala Lipis?
2) What are the benefits and barriers that affect the adoption of HRMIS in Land and
District Office of Kuala Lipis?
3) What are the workers’ perceptions for the adoption of HRMIS in their
organization?
Page | 3
1.5 SCOPE OF STUDY
The scope of this study is about the empirical analysis for the adoption and
implementation of Human Resource Management Information System (HRMIS).
Analyzes of the benefits and barriers that become as the factors that determine the
successful implementation of HRMIS in Land and District Office of Kuala Lipis will be
done. This research is for the employers and employees in Land and District Office of
Kuala Lipis to pay attention about the factors that fully affect the implementation of
HRMIS in their organization. This study will help the employers and employees in Land
and District Office of Kuala Lipis to better understand about the factors that affect the
successful implementation of HRMIS in their organization.
1.6 SIGNIFICANT OF STUDY
The significant of this study is the researcher will be able to explore what are the benefits
the organization gets when it adopt and implement HRMIS in its daily functions, and
what are the barriers that obstruct the organization to proceed with its adoption and
implementation of HRMIS. This study is important for the organizations in order to obtain
the factors that make the adoption and implementation of HRMIS become successful.
The findings of this study will give opportunities to the employers and employees in the
organization to take any actions in order to enhance its Human Resource services.
Furthermore, this study will be able to obtain the perception of workers about HRMIS.
The perceptions from respondents about the adoption and implementation of HRMIS will
give some ideas as to the actual feedbacks from workers about HRMIS in their
organization.
Page | 4
The results from this study then will help to provide some recommendations that can be
used by the organization, especially for Land and District Office of Kuala Lipis, in order
to enhance its Human Resource services. The efficient Human Resource services in
organizations will increase the workers’ satisfactions. Furthermore, it will motivate the
workers to stay with the organization.
1.7 LIMITATION OF STUDY
The limitation of this study is there is no specific information that can be obtained in
order to measure the effectiveness level for the adoption of HRMIS in Land and District
Office of Kuala Lipis. So, in order to know whether the adoption and implementation of
HRMIS in this organization is effective, it will only investigate what are the benefits and
barriers for the adoption of HRMIS in this organization. If there are more benefits than
barriers for the adoption of HRMIS in this organization, the researcher can conclude that
the adoption of HRMIS in Land and District Office of Kuala Lipis is effective and vice
versa. The workers’ perceptions about HRMIS adoption and implementation that will be
obtained also will help this research to know the effectiveness of HRMIS adoption in
Land and District Office of Kuala Lipis.
Page | 5
1.8 BACKGROUND OF COMPANY
Land and District Office of Kuala Lipis is an administration center for the district of Kuala
Lipis. This office also is an earliest office built before it moved to Kuantan, Pahang. Its
authority included the administration matter about the district of Kuala Lipis which is
width 520,214 hectare. There are 12 districts and 81 Village Safety Committee under the
administration of Land and District Office of Kuala Lipis.
The organization’s function is planning, administrating and making the economy and
social development based due to the National Development requirements. Land and
District Office of Kuala Lipis also aligned the government department works in district
and doing the development projects or services. It also makes a harmony environment
among peoples which are multiracial. This organization also has an effective and
competent land management system.
Land and District Office of Kuala Lipis mission is planning, organizing, and administer
Kuala Lipis development based aligned to state and country development based. The
vision of this organization is to increase the economy level competed with other districts
in Pahang.
Page | 6
Figure 1.1 LAND AND DISTRICT OFFICE OF KUALA LIPIS
Page | 7
1.9 DEFINITION OF TERM
Applicant Tracking System (ATS)
An Applicant Tracking System (ATS) is a software application that enables the electronic
handling of recruitment needs. An ATS system can be implemented on an Enterprise or
small business level, depending on the needs of the company.
Bankers’ Automated Clearing Services (BACS)
BACS is a United Kingdom scheme for the electronic processing of financial
transactions. BACS direct debits and BACS direct credits are made using the BACS
system. BACS payments take three working days to clear: they are entered into the
system on the first day, processed on the second day, and cleared on the third day.
Employee Self Service (ESS)
Employee Self Service (ESS) is a web-based application that provides employees with
access to their personal records and their payroll details. The most common features of
ESS allow employees to change their own address, contact details and etc.
Human Resource Department (HRD)
Human Resource Department is a department that is responsible in managing the
Human Resource operations such as interviewing, recruitment, staffing, payroll, leaves,
.90 - 1.00 Very high correlation, very dependable relationship
Page | 42
VARIABLES PEARSON CORRELATION
IV 1: Management Commitment 0.020
IV 2: Information Processes 0.303
IV 3: Employees’ Commitment -0.020
IV 4: Planning and Program Development 0.009
DV: Perceived Benefits of HRMISIV 1: Not
Significant
IV 2:
Significant
IV 3: Not
significant
IV 4:Not
Significant
Table 4.5 Pearson Correlation between Independent Variable and Dependent Variable
4.5.1 Data Presentation on the Correlation Between Variables
Based on the correlation coefficient test in the table, it shows that management
commitment (IV 1) is positively associated with the Perceived Benefits of HRMIS (DV)
at Land and District Office of Kuala Lipis. The result shows the correlation between
management commitment with the Perceived Benefits of HRMIS at Land and District
Office of Kuala Lipis is r = 0.020. Based on the Guilford’s theory, this result is having
slight and small correlation. Hence, there is almost negligible relationship between
those two variables. Since it has almost negligible relationship, management
commitment is not significant to the Perceived Benefits of HRMIS at Land and District
Office of Kuala Lipis.
Page | 43
Based on the correlation coefficient test in the table, it shows that information processes
(IV 2) is positively associated with the Perceived Benefits of HRMIS (DV) at Land and
District Office of Kuala Lipis. The result shows the correlation between information
processes with the Perceived Benefits of HRMIS at Land and District Office of Kuala
Lipis is r = 0.303. Based on the Guilford’s theory, this result is having low correlation.
Hence, there is definite but small relationship between those two variables. Since it
has definite but small relationship, information processes can be significant to the
Perceived Benefits of HRMIS at Land and District Office of Kuala Lipis
Based on the correlation coefficient test in the table, it shows that employee commitment
(IV 3) is negatively associated with the Perceived Benefits of HRMIS (DV) at Land and
District Office of Kuala Lipis. The result shows the correlation between employee
commitment with the Perceived Benefits of HRMIS at Land and District Office of
Kuala Lipis is r = -0.020. Based on the Guilford’s theory, this result is having slight and
small correlation. Hence, there is almost negligible relationship between those two
variables. Since it has almost negligible relationship, employee commitment is not
significant to the Perceived Benefits of HRMIS at Land and District Office of Kuala
Lipis.
Page | 44
Based on the correlation coefficient test in the table, it shows that planning and program
development (IV 4) is positively associated with the Perceived Benefits of HRMIS (DV)
at Land and District Office of Kuala Lipis. The result shows the correlation between
planning and program development with the Perceived Benefits of HRMIS at Land and
District Office of Kuala Lipis is r = 0.009. Based on the Guilford’s theory, this result is
having slight and small correlation. Hence, there is almost negligible relationship
between those two variables. Since it has almost negligible relationship, planning and
program development is not significant to the Perceived Benefits of HRMIS at Land
and District Office of Kuala Lipis.
Page | 45
CHAPTER 5CONCLUSION AND RECOMMENDATIONS
5.0 INTRODUCTION
This chapter may represent the conclusion and recommendation for the empirical study
on the adoption and implementation of Human Resource Management Information
System (HRMIS) in Land and District Office of Kuala Lipis. As shown in the chapter four,
the SPSS had been use to analyze the data and to find the result on the importance of
Information Technology and the benefits and barriers on the adoption and
implementation of HRMIS in Land and District Office of Kuala Lipis, based on the four (4)
independent variables given.
The four independent variables are namely management commitment, information
processes, employees’ commitment, and planning and program development.
Frequency distribution, descriptive analysis, reliability, and correlation analysis has been
chosen as the method to find the result. From the result, it shows various answers from
the respondents regarding the issue given. This chapter will try to explain and give
several recommendations regarding the issue on the adoption and implementation of
HRMIS in Land and District Office of Kuala Lipis.
5.1 CONCLUSION
On the information of sixty (60) structured questionnaires, respondents were asked to
select from the most favorable response from each statement with regards to the
adoption and implementation of HRMIS in Land and District Office of Kuala Lipis. The
study summarizes the following key findings such as only information process become
as the benefits to the adoption and implementation of HRMIS in Land and District Office
of Kuala Lipis.
Page | 46
Generally, the result of this study shows that management commitment, employees’
commitment, and planning and program development has a positive relationship
between the perceived benefits of adoption of HRMIS in Land and District Office of
Kuala Lipis. In this chapter, it is explained whether the objectives are related with the
study. Based on the data analysis, the relationship between the management
commitments, employees’ commitment, information processes, planning and program
development and the perceived benefits on the adoption and implementation of
HRMIS are good. It has been approving by all the analysis that was find on reliability.
From the correlation analysis, it is found that only information processes was
significant to the perceived benefits on the adoption and implementation of HRMIS.
So, it became as the benefit to the adoption and implementation of HRMIS because it
has change the way the information being processes.
This research also has answered the Research Questions and obtained the Research
Objectives. From the first Research Question and Research Question, which is
regarding the Information Technology, it has answered that Information Technology
have give positive impacts to the workers because HRMIS has help in terms of better
information processes to the organization because the correlation is significant to the
dependent variable. So, it is answered that Information Technology plays an important
role for the workers to make their works become faster and smooth. It gives evidences
when the respondents’ answers that they are agree that they are relied and appreciate
the information technology. For the other independent variables, which are
management commitment, employees’ commitment and planning and program
development was not significant to the dependent variable. So, it became as the
barriers through the adoption and implementation of HRMIS in Land and District Office
of Kuala Lipis. This conclusion has answered the second research question, which is
to determine the benefits and barriers on the adoption and implementation of HRMIS.
Page | 47
This research also has answered the third Research Question and Research
Objective, which is the workers’ perception through the adoption and implementation
of HRMIS in their organization. From the finding, the workers agreed that HRMIS is a
good service in terms of the better Information Processes but there must be more
improvement in terms of the management commitment, employees’ commitment, and
planning and program development. It is hoped that the organization can take any
initiatives in order to face the barriers to become as the benefits to the adoption and
implementation of HRMIS in their organization. From this finding, it can be concluded
that the organization need to give more management commitment, and there must be
more planning and program development. The employees also need to give their
commitment towards the successful adoption and implementation of HRMIS in their
organization.
5.2 RECOMMENDATIONS
Through this research, it is recommended that the organization, which is Land and
District Of Kuala Lipis need to provide more training and courses about how to use
HRMIS in a right way. The training must not only specified to certain employees, but
must provide it to all employees in the organization. So, they will obtain the skills and
knowledges on how to use HRMIS in their organization.
The management should also give more commitment to the employees in order to
adopt and implement HRMIS in their organization. For example, the management
should make change management, provide motivation to all employees, consult the
significant groups, and the management should also have adequate financial support.
Page | 48
Not only management responsibility, the employees also need to give their
commitment to the adoption and implementation of HRMIS in their organization. They
must try to learn on how to use HRMIS and there must be a high learning culture in
the organization. Workers that are literate in using HRMIS must be able to help their
colleagues to learn using HRMIS for the sake of their advantages together.
There is also one of the recommendations given by the Assistant District Officer
(ADO) of Land and District Office of Kuala Lipis, Cik Hafiza bt Hambali, the
management should give user’s manual guides to all employees for them to refer to
the manual guides in order to learn and update their personal information in HRMIS,
especially to apply rest leaves through HRMIS. It will help for fast learning program
because the works try it on their own guided by the users’ manual. The management
also should penalize the employees who do not apply and use HRMIS. So, the
employees will be fear of the penalization thus they will learn and use HRMIS in their
organization.
Page | 49
REFERENCES
Ball, K. S. (2001). The Use of Human Resource Information Systems: A Survey. Personnel Review , 30(6), 677-693.
Beulen, E. (2009). The Contribution of a Global Service Provider's Human Resources Information System (HRIS) to staff Retention in Emerging Markets. Information Technology and People , 22(3), 270-288.
Chandra, R. P. (2009). Role of HRIS in improving Modern HR operations. Advances In Management.
Christopher G. Reddick, P. (2009). Human Resource Information System In Texas City Government: Scope And Perception On Its Effectiveness. Public Personnel Management.
Ellen Ernst Kossek, W. Y. (1994). Waiting for Innovation in the Human Resources Department:Godot Implements a Human Resource Information System. Human Resource Management, Spring , Vol. 33, 135-159.
Giannantonio, A. E.-H. (2008). Human Resource Information Systems in Crises. Allied Academics International Conference , 7(1), 23.
Hendrickson, A. R. (2003). Human Resource Information Systems:Backbone Technology of Contemporary Human Resources. Journal Of Labour Research .
Ikhlas Altarawneh, Z. A.-S. (2010). Human Resource Information Systems in Jordanian Universities. Intemational Joumal of Business and Management , 5, 10.
Kenneth A. Kovach, A. A. (2002). Administrative and Strategic Advantages of HRIS. Wiley InterScience .
Ramezan, R. H. (2010). Measuring the Effectiveness of a Human Resource Information System in National Iranian Oil Company. Education,Business and Society: Contemporary Middle Eastern Issues , 3(1), 28-39.
Tesone D.V & Shani A. (2010). Have Human Resource Information Systems Evolved into Internal E-Commerce?. Worldwide Hospitality and Tourism Themes,2(1),30-48.Wat F.K.T & Ngai E.W.T (2006). Human Resource Information Systems: A Review and Empirical Analysis. Personnel Review, 35(3),297-314.