Online from: 1971
Subject Area: Human Resource Management
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|Title:||Human resource information systems: a review and empirical analysis|
|Author(s):||E.W.T. Ngai, (Department of Management and Marketing, The Hong Kong Polytechnic University, Hung Hom, Kowloon, Hong Kong), F.K.T. Wat, (Department of Management and Marketing, The Hong Kong Polytechnic University, Hung Hom, Kowloon, Hong Kong)|
|Citation:||E.W.T. Ngai, F.K.T. Wat, (2006) "Human resource information systems: a review and empirical analysis", Personnel Review, Vol. 35 Iss: 3, pp.297 - 314|
|Keywords:||Hong Kong, Human resource management, Information systems|
|Article type:||Research paper|
|DOI:||10.1108/00483480610656702 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
Purpose – To present a comprehensive literature review of human resource information systems (HRIS) and to report the results of a survey on the implementation of HRIS in Hong Kong.
Design/methodology/approach – A structured questionnaire was designed, pre-tested, modified, and used to capture data on a cross-section of HRIS users in Hong Kong. The questionnaire was pilot-tested by practicing HRIS consultants and by HR and MIS managers. Based on the feedback from the pilot-test, the questionnaire was modified and a final questionnaire was developed and mailed to companies in Hong Kong.
Findings – Most Hong Kong industries perceived that the greatest benefits to the implementation of HRIS were the quick response and access to information that it brought, and the greatest barrier was insufficient financial support. Moreover, there was a statistically significant difference between HRIS adopters and non-adopters, and between small, medium, and large companies, regarding some potential benefits and barriers to the implementation of HRIS.
Research limitations/implications – Further research should address the status of internet/intranet-based HRIS. An internet/intranet-based HRIS will undoubtedly be of much more benefit than the traditional HRIS, but its adoption will pose some challenges to practitioners.
Practical implications – Provides some insights into the implementation of HRIS by Hong Kong companies, which should help HR practitioners acquire a better understanding of the current status, benefits, and barriers to the implementation of HRIS.
Originality/value – Little research has been done to address the perceived benefits and potential barriers to the implementation of HRIS. This study is timely and important in that it examines the current status of HRIS in Hong Kong. It also compares differences in perception between HRIS adopters and non-adopters as well as in the size of organizations in relation to the adoption of HRIS.
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