Review of Public Administration and Management

Impact of Human Resource Management Systems on Employee Behaviour

Amelia Mia^* Department of Management, Brandon University, Manitoba, Canada
^*Correspondence: Amelia Mia, Department of Management, Brandon University, Manitoba, Canada, Email:

Received: 02-Feb-2023, Manuscript No. RPAM-23-19702; Editor assigned: 06-Feb-2023, Pre QC No. RPAM-23-19702 (PQ); Reviewed: 20-Feb-2023, QC No. RPAM-23-19702; Revised: 27-Feb-2023, Manuscript No. RPAM-23-19702 (R); Published: 06-Mar-2023, DOI: 10.35248/2315-7844.23.11.386

Description

Human resource management is critical to the success of any organization. Due to a number of obstacles, businesses, particularly those in the manufacturing industry, are falling behind in utilizing current technologies. The current study examined the impact of the Human Resource (HR) information system on employees' behavioural outcomes in a sample of manufacturing enterprises in order to fill the aforementioned gaps. The eventual adoption of new technologies in Human Resource Management was explained using the diffusion of innovation theory. The chosen Fast Moving Consumer Goods Companies' Managers and Supervisors (FMCGs) made up the target population. To be more precise, the purposive sampling method was used to choose the study's participants. Structural equation modelling was used to analyze the data gathered. The results showed that information on succession planning, performance evaluations, and manpower planning are determinants of employees' behavioural outcomes. It was determined that the biggest obstacles to effectiveness are management apprehension, employee privacy concerns, and organizational opposition from within, and conversion costs. At the same time as they must meet customer needs, businesses today are under pressure to cut operational expenses. Globally, it is more intense for the manufacturing industry. The use of a Human Resource Information System (HRIS) benefits the business since it lowers costs and enhances communication. Because these are general barriers to any information system, more specific barriers may emerge during the implementation and management of HRIS. The survey respondents identified a lack of employees, a lack of budget, difficulty managing time, the need to collaborate with other departments, and a lack of information technology assistance as challenges in administering HRIS. Some of these challenges include the challenge of creating HR rules that adhere to numerous national laws, the risk of losing personally identifiable information contained in HRIS, and the challenge of assessing the behavioural dispositions of manufacturing personnel. The human resource management has progressed from an administrative to a strategic function over the previous several decades, owing to amazing and ongoing technological innovation. By automating information and enabling managers to access pertinent data, run analysis, and make informed decisions, an HRIS would lower HR costs. Despite the technology's apparent advantages, proper implementation is hindered by limitations and difficulties, which prohibit businesses particularly those in poor and impoverished countries from reaping the full benefits of HRIS. Every business should adopt an attitude of automating standardized operations in order to deliver higher-quality results. A human resource information system can automate human resource functions as a result of how technology affects enterprises.

Planning, accounting, personnel management, pay, and regulatory analysis are just a few of the aspects of human resource management that may benefit from the efficient use of an information system. It is therefore essential for managers to have competency in manpower planning information, performance appraisal information, and succession planning information due to the goal that HRIS seeks to achieve. Most importantly, however, managers should be able to develop and implement strategies that will encourage positive behavioural outcomes. Organizations may maintain a fair performance evaluation system by understanding the most typical barriers to HRIS adoption and how to overcome them. Many manufacturing organizations fall short of creating a great culture that inspires everyone to develop and be open to criticism. This might be the reason why performance evaluation is so tough in the industrial sector. These challenges can interfere with the behavioural proclivities of workers in the manufacturing sector. Additionally, many firms make the assumption that managers understand what is required of them in terms of putting in place a successful performance system.

Modern HR practices, the development of information technology infrastructure, and the strengthening of systems by the addition of new information system capabilities have all had a big impact on the office environment. The relatively new human resource information system offers businesses the chance to increase their HR department's administrative and strategic participation in running the corporation. Due to the expanding influences of globalization and technology, businesses have recently started using information systems in a range of roles and departments.

Businesses should choose to ensure effective deployment by knowing the challenging and disruptive challenges despite the unquestionable benefits of HRIS. HR leaders may find the study's findings helpful in identifying barriers to this technology's effective integration into HRM processes. The key to the overall success of an HRIS plan is top management support. An efficient HRIS approach should be progressive and incorporate the creation of a reliable core capability before tackling expanded capabilities.

A strong foundation and plan will serve as the basis for futurefocused operations like planning and predictive analytics. Manufacturing companies should be ready to overcome numerous obstacles and difficulties during the HRIS deployment in order to reach the organizationally desired outcome.