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, an...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.展开更多
This study examines the key factors that have impact on the successful adoption of Human Resource Information System (HRIS) within the Aqaba Special Economic Zone Authority (ASEZA)/Jordan. In order to accomplish the p...This study examines the key factors that have impact on the successful adoption of Human Resource Information System (HRIS) within the Aqaba Special Economic Zone Authority (ASEZA)/Jordan. In order to accomplish the purpose of the study four critical factors are inquired. So, four critical factors are inquired: First, TAM Model (Perceived Ease of Use (PEOU) and Perceived Usefulness (PU)). Second, Information Technology Infrastructure (ITI). Third, Top Management Support (TMS). Finally, Individual Experience with Computer (IEC). The research model was applied to collect data from the questionnaires answered by 45 users of HRIS as a source of primary data, based on a convenience sample the response rate was about 91%. In addition, the results were analyzed by utilizing the Statistical Package for Social Software (SPSS). Furthermore, the findings were analyzed;multiple Regression analysis indicated that all research variables have significant relationship on successful adoption of HRIS. The findings indicated IT infrastructures have a positive and significant effect on the successful adoption of HRIS. But there is no significant of PU, PEOU, TMS, and IEC on the successful adoption of HRIS. Finally, the results indicated that no significant statistical differences of demographic characteristics on HRIS adoption. Depending on the research’s findings;the researchers proposed a set of recommendations for better adoption of HRIS in SEZA.展开更多
Human resource management has begun to conduct information technology to enhance the efficiency of human resource work.The research objectives are:(1)Does the implementation of human resource management information sy...Human resource management has begun to conduct information technology to enhance the efficiency of human resource work.The research objectives are:(1)Does the implementation of human resource management information system enhance work efficiency?(2)What are key factors to influence the implementation of human resource management information system?This research adopts case study with in-depth interviews at W University of Science and Technology.The interviewees of this study were mainly one director and four staffs working at the Department of Human Resource.The research results show that the system quality is acceptable and the system security is perfect.All users have consistent opinions on the bad quality of information and they spend more time to check the data at work.The system use frequency of each user is different,mainly depending on the content of their work.Users who are used less have higher user satisfaction in human resource management information system.Most users perceive that the personal benefit is increased,and feel that this system can enhance personal benefits and improve the organization benefits for personnel management.展开更多
With the acceleration of economic globalization and the rapid development of modern high technology, the great value of human resources is also reflected. Therefore, establishing a strong platform for human resources ...With the acceleration of economic globalization and the rapid development of modern high technology, the great value of human resources is also reflected. Therefore, establishing a strong platform for human resources management information system through information technology and realizing the combination of information technology and human resources management are beneficial to promoting the further development of enterprise human resources management information system. In this paper, the current situation of enterprise human resources management information system is analyzed. Compared with the traditional human resources information management model, the business process of enterprise human resources management is straightened out and standardized through the actual operation of each process, and the corresponding modules and functions are re-established for each process of enterprise human resources management information system, so as to build a relatively perfect enterprise human resources management information system, which is of great significance for accelerating the development of enterprises and improving economic benefits.展开更多
In this paper, the author uses the listed company＇s annual report and financial statements to do the empirical research, the selected areas are information technology industries. The results show that the average age...In this paper, the author uses the listed company＇s annual report and financial statements to do the empirical research, the selected areas are information technology industries. The results show that the average age of employees, professional proportion, and the average assesses and executives＇ shareholdings have no significant impact with P/B. The industry statistics revealed no significant impact between average age and P/B because each group of age has its own advantages. By using these indicators, the author can improve the human resources information voluntary disclosure, make the disclosure of information comparable, and provide the empirical reference to the listed companies.展开更多
This study aims to investigate how information technology is applied in the administration of the municipality of Ferizaj and what are the challenges with human resources, the work was carried out through a case study...This study aims to investigate how information technology is applied in the administration of the municipality of Ferizaj and what are the challenges with human resources, the work was carried out through a case study in the municipality. This paper highlights that the use of information technology provides higher efficiency for the performance of daily work in the municipality, thus also the provision of better services to citizens. However, the level of use of information technology in the Municipality of Ferizaj leaves much to be desired in terms of efficiency because a significant number of employees have not attended adequate training for the effective and efficient use of various IT applications and have not are still adapted to the digital environment in the municipality. Therefore, the recommendation derived from this paper is that the information technology environment in the municipality of Ferizaj needs to be improved by providing staff with adequate qualifications, while for those who are currently engaged in the municipality and who do not have adequate qualifications, training should be provided in a way that all users of IT applications are fully integrated into the digitized environment in order to be effective and efficient in providing services to citizens. This simultaneously gives the municipal staff job security and motivation for better services for citizens. Also, information technology enables a better control over the activity of the municipality because every action is recorded as data which can then be used to analyze the performance of the municipality.展开更多
Based on the integrated predecessors＇ research results and practical experience at home and abroad, on the basis of investigation and study the Xinlong casting co., LTD. In the process of implementation of human reso...Based on the integrated predecessors＇ research results and practical experience at home and abroad, on the basis of investigation and study the Xinlong casting co., LTD. In the process of implementation of human resources information management problems, such as： The problems existing in the informatization recruitment; The problems in the compensation management, software foundation weak; In the labor relations problems. ChangIng the concept of executives, to renew the idea of human resources information management. And other small and medium-sized enterprise human resources the implementation of information management to provide the reference and the suggestion.展开更多
Based on the integrated predecessors＇ research results and practical experience at home and abroad, on the basis of investigation and study the Xinlong casting co., LTD. In the process of implementation of human reso...Based on the integrated predecessors＇ research results and practical experience at home and abroad, on the basis of investigation and study the Xinlong casting co., LTD. In the process of implementation of human resources information management problems, such as： The problems existing in the informatization recruitment; The problems in the compensation management, software foundation weak; In the labor relations problems. Changing the concept of executives, to renew the idea of human resources information management. And other small and medium-sized enterprise human resources the implementation of information management to provide the reference and the suggestion.展开更多
With the rapid progress of modern information technology, the development of all walks of life is closely related to information technology. Information technology also provides effective technical support for human r...With the rapid progress of modern information technology, the development of all walks of life is closely related to information technology. Information technology also provides effective technical support for human resources management in public institutions. Due to the rapid development and progress of the human resources management reform process in public institutions, only by implementing active information management according to the actual situation can the new human resources management model in public institutions be continuously improved and optimized. The author tries to explore the breakthrough in the field of human resources informatization in modern public institutions, and to explore the construction of informatization projects, so as to provide positive ideas for the construction of human resources and scientific management and control in public institutions. Only in the process of promoting the development and innovation of informatization can new enlightenment be provided for the managers of relevant institutions.展开更多
The Forest Department in the State of Uttar Pradesh, India developed Forest Management Information System (FMIS) for achieving organizational goals of improved financial and human resource management, improvement in t...The Forest Department in the State of Uttar Pradesh, India developed Forest Management Information System (FMIS) for achieving organizational goals of improved financial and human resource management, improvement in the management of forests and wildlife, and for achieving responsive administration. This paper, based on field research, presents an assessment of the dynamics of FMIS in organizational context for a better understanding of such systems in forestry organizations. The paper also investigates the success of FMIS in assisting decision makers in achieving organizational goals. Based on the knowledge developed during the course of the study, key learning elements have been highlighted for the benefit of the stakeholders in information systems in forest sector.展开更多
Unemployment in the third world countries has led to various negative and positive challenges from brain drain, increased crime cases to emergent of entrepreneurial businesses. This paper examines the Nigerian informa...Unemployment in the third world countries has led to various negative and positive challenges from brain drain, increased crime cases to emergent of entrepreneurial businesses. This paper examines the Nigerian informal sector and the extent of conformity with proper human resource practices. This paper adopts survey approach in analyzing data to test whether or not SMEs can conform to global HRM practices by analyzing some variables. Graphs and simple statistics were used to test the probability of conformity of informal sector activities with HRM practices in Nigeria. This paper also relied on secondary data from Bureau of Statistics and other government agencies. Past literatures were also examined. It was discovered that due to low capital outlay and inability to access funds from financial institutions, global human resource practices like proper recruitment, training, career development are being ignored.展开更多
The assessment of the Project Management Maturity （PMM） level shows the company how good it is at managing projects. This measurement can be performed in different domains of expertise. In the article, the issue of ...The assessment of the Project Management Maturity （PMM） level shows the company how good it is at managing projects. This measurement can be performed in different domains of expertise. In the article, the issue of PMM in the human resources （HR） area is examined. The discussion is based on a world-wide empirical research project conducted in more than 400 companies. The study was mostly focused on the machinery industry as there is a dearth of research on project management topics in this branch of the economy. Therefore, by investigating the PMM level in the HR area, a picture of the state of project management in the machinery industry will be created. For the purposes of comparison, a study was conducted on the construction （CONS） and information technology （IT） industries which, in contradistinction, are very well recognized in the scientific literature related to project management issues. This approach will help to better contextualize and understand the results from the machinery industry. The PMM level measurement was done using the author＇s model which assesses maturity on a scale of one to five, where one is the lowest and five, the highest level of maturity. The results of the study revealed that there were differences among the industries in PMM levels and between Polish and foreign companies.展开更多
With coming of the global economy era, developed countries have to abandon traditional manufacturing to lower labor costs developing countries due to rising labor costs. Chinese manufacturing industry which is called ...With coming of the global economy era, developed countries have to abandon traditional manufacturing to lower labor costs developing countries due to rising labor costs. Chinese manufacturing industry which is called ＂world factory＂ is facing upgrading technology updates, which promotes high- skilled talents upward trend in the demand for talent in an increasingly competitive speed. To adapt to this environment, corporate human resources has taken a proactive human resources strategy in the ＂ election ＂, ＂ education＂ , ＂use＂ , and ＂stay＂ , select qualified personnel, develop and motivate key employees. But the human resource management is properly and effectively crucial. In this context, we study human resource management and evaluate it： how to measure human resource management and promote the strategic objectives of the enterprise of human resource management services has important practical significance.展开更多
文摘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.
文摘This study examines the key factors that have impact on the successful adoption of Human Resource Information System (HRIS) within the Aqaba Special Economic Zone Authority (ASEZA)/Jordan. In order to accomplish the purpose of the study four critical factors are inquired. So, four critical factors are inquired: First, TAM Model (Perceived Ease of Use (PEOU) and Perceived Usefulness (PU)). Second, Information Technology Infrastructure (ITI). Third, Top Management Support (TMS). Finally, Individual Experience with Computer (IEC). The research model was applied to collect data from the questionnaires answered by 45 users of HRIS as a source of primary data, based on a convenience sample the response rate was about 91%. In addition, the results were analyzed by utilizing the Statistical Package for Social Software (SPSS). Furthermore, the findings were analyzed;multiple Regression analysis indicated that all research variables have significant relationship on successful adoption of HRIS. The findings indicated IT infrastructures have a positive and significant effect on the successful adoption of HRIS. But there is no significant of PU, PEOU, TMS, and IEC on the successful adoption of HRIS. Finally, the results indicated that no significant statistical differences of demographic characteristics on HRIS adoption. Depending on the research’s findings;the researchers proposed a set of recommendations for better adoption of HRIS in SEZA.
文摘Human resource management has begun to conduct information technology to enhance the efficiency of human resource work.The research objectives are:(1)Does the implementation of human resource management information system enhance work efficiency?(2)What are key factors to influence the implementation of human resource management information system?This research adopts case study with in-depth interviews at W University of Science and Technology.The interviewees of this study were mainly one director and four staffs working at the Department of Human Resource.The research results show that the system quality is acceptable and the system security is perfect.All users have consistent opinions on the bad quality of information and they spend more time to check the data at work.The system use frequency of each user is different,mainly depending on the content of their work.Users who are used less have higher user satisfaction in human resource management information system.Most users perceive that the personal benefit is increased,and feel that this system can enhance personal benefits and improve the organization benefits for personnel management.
文摘With the acceleration of economic globalization and the rapid development of modern high technology, the great value of human resources is also reflected. Therefore, establishing a strong platform for human resources management information system through information technology and realizing the combination of information technology and human resources management are beneficial to promoting the further development of enterprise human resources management information system. In this paper, the current situation of enterprise human resources management information system is analyzed. Compared with the traditional human resources information management model, the business process of enterprise human resources management is straightened out and standardized through the actual operation of each process, and the corresponding modules and functions are re-established for each process of enterprise human resources management information system, so as to build a relatively perfect enterprise human resources management information system, which is of great significance for accelerating the development of enterprises and improving economic benefits.
文摘In this paper, the author uses the listed company＇s annual report and financial statements to do the empirical research, the selected areas are information technology industries. The results show that the average age of employees, professional proportion, and the average assesses and executives＇ shareholdings have no significant impact with P/B. The industry statistics revealed no significant impact between average age and P/B because each group of age has its own advantages. By using these indicators, the author can improve the human resources information voluntary disclosure, make the disclosure of information comparable, and provide the empirical reference to the listed companies.
文摘This study aims to investigate how information technology is applied in the administration of the municipality of Ferizaj and what are the challenges with human resources, the work was carried out through a case study in the municipality. This paper highlights that the use of information technology provides higher efficiency for the performance of daily work in the municipality, thus also the provision of better services to citizens. However, the level of use of information technology in the Municipality of Ferizaj leaves much to be desired in terms of efficiency because a significant number of employees have not attended adequate training for the effective and efficient use of various IT applications and have not are still adapted to the digital environment in the municipality. Therefore, the recommendation derived from this paper is that the information technology environment in the municipality of Ferizaj needs to be improved by providing staff with adequate qualifications, while for those who are currently engaged in the municipality and who do not have adequate qualifications, training should be provided in a way that all users of IT applications are fully integrated into the digitized environment in order to be effective and efficient in providing services to citizens. This simultaneously gives the municipal staff job security and motivation for better services for citizens. Also, information technology enables a better control over the activity of the municipality because every action is recorded as data which can then be used to analyze the performance of the municipality.
文摘Based on the integrated predecessors＇ research results and practical experience at home and abroad, on the basis of investigation and study the Xinlong casting co., LTD. In the process of implementation of human resources information management problems, such as： The problems existing in the informatization recruitment; The problems in the compensation management, software foundation weak; In the labor relations problems. ChangIng the concept of executives, to renew the idea of human resources information management. And other small and medium-sized enterprise human resources the implementation of information management to provide the reference and the suggestion.
文摘Based on the integrated predecessors＇ research results and practical experience at home and abroad, on the basis of investigation and study the Xinlong casting co., LTD. In the process of implementation of human resources information management problems, such as： The problems existing in the informatization recruitment; The problems in the compensation management, software foundation weak; In the labor relations problems. Changing the concept of executives, to renew the idea of human resources information management. And other small and medium-sized enterprise human resources the implementation of information management to provide the reference and the suggestion.
文摘With the rapid progress of modern information technology, the development of all walks of life is closely related to information technology. Information technology also provides effective technical support for human resources management in public institutions. Due to the rapid development and progress of the human resources management reform process in public institutions, only by implementing active information management according to the actual situation can the new human resources management model in public institutions be continuously improved and optimized. The author tries to explore the breakthrough in the field of human resources informatization in modern public institutions, and to explore the construction of informatization projects, so as to provide positive ideas for the construction of human resources and scientific management and control in public institutions. Only in the process of promoting the development and innovation of informatization can new enlightenment be provided for the managers of relevant institutions.
文摘The Forest Department in the State of Uttar Pradesh, India developed Forest Management Information System (FMIS) for achieving organizational goals of improved financial and human resource management, improvement in the management of forests and wildlife, and for achieving responsive administration. This paper, based on field research, presents an assessment of the dynamics of FMIS in organizational context for a better understanding of such systems in forestry organizations. The paper also investigates the success of FMIS in assisting decision makers in achieving organizational goals. Based on the knowledge developed during the course of the study, key learning elements have been highlighted for the benefit of the stakeholders in information systems in forest sector.
文摘Unemployment in the third world countries has led to various negative and positive challenges from brain drain, increased crime cases to emergent of entrepreneurial businesses. This paper examines the Nigerian informal sector and the extent of conformity with proper human resource practices. This paper adopts survey approach in analyzing data to test whether or not SMEs can conform to global HRM practices by analyzing some variables. Graphs and simple statistics were used to test the probability of conformity of informal sector activities with HRM practices in Nigeria. This paper also relied on secondary data from Bureau of Statistics and other government agencies. Past literatures were also examined. It was discovered that due to low capital outlay and inability to access funds from financial institutions, global human resource practices like proper recruitment, training, career development are being ignored.
文摘The assessment of the Project Management Maturity （PMM） level shows the company how good it is at managing projects. This measurement can be performed in different domains of expertise. In the article, the issue of PMM in the human resources （HR） area is examined. The discussion is based on a world-wide empirical research project conducted in more than 400 companies. The study was mostly focused on the machinery industry as there is a dearth of research on project management topics in this branch of the economy. Therefore, by investigating the PMM level in the HR area, a picture of the state of project management in the machinery industry will be created. For the purposes of comparison, a study was conducted on the construction （CONS） and information technology （IT） industries which, in contradistinction, are very well recognized in the scientific literature related to project management issues. This approach will help to better contextualize and understand the results from the machinery industry. The PMM level measurement was done using the author＇s model which assesses maturity on a scale of one to five, where one is the lowest and five, the highest level of maturity. The results of the study revealed that there were differences among the industries in PMM levels and between Polish and foreign companies.
文摘With coming of the global economy era, developed countries have to abandon traditional manufacturing to lower labor costs developing countries due to rising labor costs. Chinese manufacturing industry which is called ＂world factory＂ is facing upgrading technology updates, which promotes high- skilled talents upward trend in the demand for talent in an increasingly competitive speed. To adapt to this environment, corporate human resources has taken a proactive human resources strategy in the ＂ election ＂, ＂ education＂ , ＂use＂ , and ＂stay＂ , select qualified personnel, develop and motivate key employees. But the human resource management is properly and effectively crucial. In this context, we study human resource management and evaluate it： how to measure human resource management and promote the strategic objectives of the enterprise of human resource management services has important practical significance.
