The Effect of Applying Human Resources Information System in Corporate Performance in the Banking Sector in Jordanian Firms
Affiliation(s)
Computer Information System, Karak University College, Albalqa Applied University, Salt, Jordan.
Computer Information System, Karak University College, Albalqa Applied University, Salt, Jordan.
ABSTRACT
This paper aimed to demonstrate the impact of the effectiveness of the Application of human Resources Management System in Corporate Performance which perspective of workers in the Banking Sector in Jordanian Firm, and to achieve the purpose of the study questionnaire was developed to measure the impact of the effectiveness of the Applica-tion of human Resources Management System in Corporate Performance, and the sample consists of the study (500) employees in the banking sector, and used statistical methods appropriate to answer the study questions and test hy-potheses. The study found asset of results, including: 1) There is a significant effect between the quality of the output of human resources information system and institutional performance in banking sector in the Jordanian firm. 2) There is a statistically significant effect between motives and corporate performance in the banking sector in the Jordanian firm. 3) There is a significant effect between training and organizational performance in the banking sector in the Jordanian firm. The study was presented a set of recommendations, including: activating the role of human resources information system, where still the information system performs the function of traditional supply the decision maker authorized one to read the outputs historical information when they want, either directly or after completing a series of routine procedures that enable it, without that, this applies to access information system to avoid problems that many occur later. Must go beyond human resources information system (HRIS) traditional role in the process of selection and appointment of the new human resource to work in the organization, which is merely providing information to decision makers about the people who stepped forward to fill a job order that differentiation among those application. That the ambitious goal of that system to provide a base for data (data bank) includes all of the details of the employment available in the market.
This paper aimed to demonstrate the impact of the effectiveness of the Application of human Resources Management System in Corporate Performance which perspective of workers in the Banking Sector in Jordanian Firm, and to achieve the purpose of the study questionnaire was developed to measure the impact of the effectiveness of the Applica-tion of human Resources Management System in Corporate Performance, and the sample consists of the study (500) employees in the banking sector, and used statistical methods appropriate to answer the study questions and test hy-potheses. The study found asset of results, including: 1) There is a significant effect between the quality of the output of human resources information system and institutional performance in banking sector in the Jordanian firm. 2) There is a statistically significant effect between motives and corporate performance in the banking sector in the Jordanian firm. 3) There is a significant effect between training and organizational performance in the banking sector in the Jordanian firm. The study was presented a set of recommendations, including: activating the role of human resources information system, where still the information system performs the function of traditional supply the decision maker authorized one to read the outputs historical information when they want, either directly or after completing a series of routine procedures that enable it, without that, this applies to access information system to avoid problems that many occur later. Must go beyond human resources information system (HRIS) traditional role in the process of selection and appointment of the new human resource to work in the organization, which is merely providing information to decision makers about the people who stepped forward to fill a job order that differentiation among those application. That the ambitious goal of that system to provide a base for data (data bank) includes all of the details of the employment available in the market.
Cite this paper
M. Al-Tarawneh and H. Tarawneh, "The Effect of Applying Human Resources Information System in Corporate Performance in the Banking Sector in Jordanian Firms," Intelligent Information Management, Vol. 4 No. 2, 2012, pp. 32-38. doi: 10.4236/iim.2012.42005.
M. Al-Tarawneh and H. Tarawneh, "The Effect of Applying Human Resources Information System in Corporate Performance in the Banking Sector in Jordanian Firms," Intelligent Information Management, Vol. 4 No. 2, 2012, pp. 32-38. doi: 10.4236/iim.2012.42005.
References
[1] S. I. Tannenbaum, “Human Resource Information Systems: User Group Implications,” Journal of Systems Management, Vol. 41, No. 1, 1990, pp. 27-32. [2] M. L. Lengnick-Hall and S. Moritz, “The Impact of e-HR on the Human Resource Management Function,” Journal of Labor Research, Vol. 24, No. 3, 2003, pp. 365-379. doi:10.1007/s12122-003-1001-6 [3] A. J. Walker, “How the Web and Other Trends Are Changing Human Resources,” In: J. W. Alfred, Ed., Web- Based Human Resources, McGraw-Hill, New York, 2001. [4] V. Y. Haines and A. Petit, “Conditions for Successful Human Resource Information Systems,” Human Resource Management, Vol. 36, No. 2, 1997, pp. 261-275. doi:10.1002/(SICI)1099-050X(199722)36:2<261::AID-HRM7>3.0.CO;2-V [5] S. Overman, “Reaching for the 21st Century,” HR Magazine, Vol. 37, 1992, pp. 61-63. [6] Y. Awazu and K. C. Desouza, “Knowledge Management,” HRMagazine, Vol. 48, No. 11, 2003, p. 107. [7] D. Brown, “eHR-Victim of Unrealistic Expectations,” Canadian HR Reporter, Vol. 15, No. 16, 2002, pp. 1-6. [8] J. Mayfield, M. Mayfield and S. Lunce, “Human Resource Information Systems: A Review and Model Development,” Advances in Competitiveness Research, Vol. 11, No. 1, 2003, pp. 139-151. [9] W. Wyatt, “e-HR: Getting Results along the Journey,” 2002 Survey, 2002. http://www.watsonwyatt.com/research/printable.asp?id=W-524 [10] K. A. Kovach, A. A. Hughes, P. Fagan and P. Maggitti, “Administrative and Strategic Advantages of HRIS,” Employment Relations Today, Vol. 29, No. 2, 2002, pp. 43- 48. doi:10.1002/ert.10039
[1] S. I. Tannenbaum, “Human Resource Information Systems: User Group Implications,” Journal of Systems Management, Vol. 41, No. 1, 1990, pp. 27-32. [2] M. L. Lengnick-Hall and S. Moritz, “The Impact of e-HR on the Human Resource Management Function,” Journal of Labor Research, Vol. 24, No. 3, 2003, pp. 365-379. doi:10.1007/s12122-003-1001-6 [3] A. J. Walker, “How the Web and Other Trends Are Changing Human Resources,” In: J. W. Alfred, Ed., Web- Based Human Resources, McGraw-Hill, New York, 2001. [4] V. Y. Haines and A. Petit, “Conditions for Successful Human Resource Information Systems,” Human Resource Management, Vol. 36, No. 2, 1997, pp. 261-275. doi:10.1002/(SICI)1099-050X(199722)36:2<261::AID-HRM7>3.0.CO;2-V [5] S. Overman, “Reaching for the 21st Century,” HR Magazine, Vol. 37, 1992, pp. 61-63. [6] Y. Awazu and K. C. Desouza, “Knowledge Management,” HRMagazine, Vol. 48, No. 11, 2003, p. 107. [7] D. Brown, “eHR-Victim of Unrealistic Expectations,” Canadian HR Reporter, Vol. 15, No. 16, 2002, pp. 1-6. [8] J. Mayfield, M. Mayfield and S. Lunce, “Human Resource Information Systems: A Review and Model Development,” Advances in Competitiveness Research, Vol. 11, No. 1, 2003, pp. 139-151. [9] W. Wyatt, “e-HR: Getting Results along the Journey,” 2002 Survey, 2002. http://www.watsonwyatt.com/research/printable.asp?id=W-524 [10] K. A. Kovach, A. A. Hughes, P. Fagan and P. Maggitti, “Administrative and Strategic Advantages of HRIS,” Employment Relations Today, Vol. 29, No. 2, 2002, pp. 43- 48. doi:10.1002/ert.10039