scholarly journals Relationship between Change Management and the Implementation of the Human Resource Information System in Isiolo County Government, Kenya

2021 ◽  
Vol 6 (1) ◽  
pp. 65-76
Author(s):  
Hadija Halake Dida ◽  
Abel Moguche ◽  
Dr. Nancy Rintari
Keyword(s):  
Information System ◽  
Change Management ◽  
Human Resource ◽  
Current System ◽  
Target Population ◽  
County Government ◽  
Unique Contribution ◽  
Human Resource Information System ◽  
Resource Information ◽  
Isiolo County

Purpose: To establish the relationship between change management and the implementation of the human resource information system in Isiolo County Government, Kenya. Methodology: This study was conducted in Isiolo County. Descriptive research design was used by the study to collect a total of 654 Employees of the county government of Isiolo who were the target population. The study employed stratified random sampling to select 30% of the employees in each stratum to obtain a sample of 196 employees of the county government. Data was collected using questionnaires. Data was then analyzed through SPSS version 23. The overall results were presented through inferential statistics such as regression, correlation and descriptive statistics frequencies and percentages. The data was presented using tables. Results: The study found out that there is a relationship between change management and the implementation of the human resource information system in Isiolo County Government, Kenya. Change management had an R value of 0.791 and R square value of 0.627. This indicated that change management influenced 63% on implementation of HRIS. The other 37% remaining were determined by other factors. This indicated that change management was part of a key ingredient towards implementation of HRIS. It was found that change management had a relationship with implementation of HRIS. Unique contribution to theory, policy and practice: The study concluded that even though change management was necessary to effectively implement HRIS some employees did not feel the need for change management. This was because the employees felt that they were okay with the current system and norms. The leadership did not articulately involve them in the vision attainment hence the main reason of employees not seeing the bigger picture. Therefore, the management should be more open minded and communicate frequently with the staff on where exactly the county was headed and what was needed to attain its vision and goals. Once the employees understand and internalize these things, it would motivate them to put effort so as to be part of realizing the vision.

RANCANG BANGUN HUMAN RESOURCE INFORMATION SYSTEM MODUL TIME MANAGEMENT

2020 ◽  
Vol 2 (2) ◽  
Author(s):  
Nunu Nugraha Purnawan ◽  
Rian Piarna ◽  
Rani Merlinda
Keyword(s):  
Information System ◽  
Human Resource ◽  
Time Management ◽  
Modelling Language ◽  
Human Resource Information System ◽  
Resource Information ◽  
Unified Modelling Language ◽  
Model View

Human Resource Information System (HRIS) modul Time Management merupakan suatu sistem aplikasi perangkat lunak berbasis website yang dapat membantu dalam proses administrasi perusahan. Metode yang digunakan dalam pembuatan sistem aplikasi ini berdasarkan sistem yang sedang berjalan saat ini dan dengan menggunakan pendekatan terstruktur yaitu database, dan data Unified Modelling Language (UML). Sistem HRIS modul Time Management ini diimplementasikan dengan menggunakan bahasa pemrograman framework CodeIgniter. Framework CodeIgniter merupakan suatu framework berbasis PHP dengan Model, View, dan Controller. Hasil dari analisis sistem ini untuk digunakan di UPTD. Puskesmas Gunung Sembung yang masih belum memiliki sistem informasi pengajuan cuti, ijin dan lembur karena saat ini semua hal tersebut masih dilakukan secara manual belum adanya sistem yang dapat mengelola data tersebut. Dengan adanya sistem  HRIS modul Time Management ini diharapkan dapat membantu UPTD. Puskesmas Gunung Sembung dalam mengelola data pengajuan cuti, ijin, dan lembur.Kata Kunci. Human Resource Information System (HRIS), Time Management, Unified Modelling Language (UML), Framework CodeIgniter

Perception of Professionals towards Effectiveness of Human Resource Information System

2015 ◽  
Vol 4 (3) ◽  
Author(s):  
Bharti Motwani
Keyword(s):  
Information System ◽  
Human Resource ◽  
Training Programme ◽  
Middle Level ◽  
Human Beings ◽  
Human Resource Information System ◽  
Resource Information ◽  
Future Challenges ◽  
Operational Decision Making ◽  
The Impact

Organizations are facing stiff market and other external pulls and pushes, thus HR will become vital source for managing future challenges. HRIS is an information system that makes use of computers to monitor, control, and influence the movement of human beings from the time they indicate their intention to join an organization till the time they separate from it. The purpose of the HRIS is to provide service, in the form of accurate and timely information, to the clients of the system. As there are a variety of potential users of HR information, it may be used for strategic, tactical, and operational decision making (e.g., to plan for needed professionals in a merger), to avoid litigation (e.g., to identify discrimination problems in hiring), to evaluate programmes, policies, or practices (e.g., to evaluate the effectiveness of a training programme), and/or to support daily operations (e.g., to help managers monitor time and attendance of their professionals). However, in order to maximize HRIS success, researchers and practitioners have to know more about its underlying drivers. The study is undertaken looking to the importance of HRIS in the organizations. The paper identifies the factors of HRIS as perceived by professional users. This study is also an attempt to study the impact of designation on identified factors of Human Resource Information System (HRIS). The results of this research will increase researchers comprehension on difference in factors that influence effectiveness of senior and middle-level professionals.

PENINGKATAN KOMPETENSI ASN MELALUI SISTEM INFORMASI SUMBER DAYA MANUSIA, PENGEMBANGAN KARIER DAN DISIPLIN KERJA ASN, SERTA DAMPAKNYA TERHADAP KINERJA ASN DI INSTANSI PEMERINTAH KOTA MEDAN

2019 ◽  
pp. 226-237
Author(s):  
Ferry Panjaitan ◽  
Gloria Sianipar
Keyword(s):  
Information System ◽  
Career Development ◽  
Human Resource ◽  
Significant Influence ◽  
Hypothesis Test ◽  
City Government ◽  
Equation Modeling ◽  
Analytical Technique ◽  
Human Resource Information System ◽  
Resource Information

Abstract The purpose of this research is to know the improvement of ASN competence through human resource information system, career development and work discipline of ASN, and its impact on ASN performance in Medan city government institution. Analytical technique used in hypothesis test in this research used Structural Equation Modeling (SEM). This study uses secondary data in the form of recapitulation of ASN amount spread over various SKPD in Medan City Government and primary in the form of questionnaires distributed to ASN spread on various SKPD existing in Medan City Government. Population or Total ASN in Medan City Government as many as 5,384 people from population taken sample of 373 ASN by Proportionate Stratified Random Sampling. The result of research in Medan City Government shows the implementation of Human Resource Information System has a positive and significant impact on ASN career development, the implementation of human resource information system has a positive and significant impact on ASN discipline, ASN work discipline has significant influence on ASN competence, Human, discipline and career development have no significant effect on ASN performance, competence mediate the influence of career development on ASN performance, competence able to mediate relationship or influence discipline on ASN performance, Competence has significant influence to ASN performance

Usage, benefits and barriers of human resource information system in universities

VINE ◽  
2014 ◽  
Vol 44 (4) ◽  
pp. 519-536 ◽  
Author(s):  
Nisha Bamel ◽  
Umesh Kumar Bamel ◽  
Vinita Sahay ◽  
Mohan Thite
Keyword(s):  
Information System ◽  
Human Resource ◽  
Human Resource Information System ◽  
Resource Information
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