Abstract: This study aims to explore the impact of HRIS of human resource information systems on the decisions of top management in a company. Many researches have studied the HRIS and organizational Behavior and how to prepare and issue senior management decisions in companies in the past decade, some researchers have concluded that there is a positive relationship between HRIS and organizational Behavior (i.e. Ngai and Wat, 2006; Targowski and Deshpande, 2001); While others have argued that HRIS causes a number of ineffective outcomes for organizations and individuals (eg Stone, Stone-Romero, Lukaszewski, 2003).
However; Almost all previous studies visualize HRIS as a single variable without measuring the HRIS sub-applications (recruitment applications, selection applications, Behavior management applications, payroll and compensation applications, training applications, development applications, administrative applications, and employee self-service applications). This study contributes to the literature by visualizing and measuring individual applications of the human resource information system, analyzing their impact on organizational Behavior and making important decisions by top management in an organization.
The results of the analysis provide the following recommendations to ensure the impact of the human resource information system on the methods of decision-making by senior management in the organization and its organizational Behavior: Implementing an HRIS requires participation and commitment from all areas of the company; Starting with the executive management of the company - the sponsors of the project.
The executive management of the organizations should appoint a steering committee; This group should contain members who can ensure that their line managers have the directives and responsibilities needed to operate an HRIS. Ensure that managers understand the impact of the human resource information system on organizational Behavior and how this system helps top management make the most important decisions.
It is highly recommended to hire a project manager or project management team, in addition to ensuring that the project is staffed with the right personnel.
Managers need to review and possibly redefine the roles before, during and after HRIS implementation. New job descriptions may need to be prepared and managers must keep employees informed of any additional changes and responsibilities.
Technical and non-technical training must be identified and implemented; Training going beyond screen printing and mouse click sequences needs an explanation of how the new process fits into the organization, its relationship to other processes, and the implementation steps in the process.
Formalization of functional support teams is essential to the steady operation of the HRIS. A formal, on-site team of HR and IT analysts would be more effective.
Keywords: HRIS, organizational Behavior, companies.
Title: THE EFFECTIVENESS OF HUMAN RESOURCES INFORMATION SYSTEMS ON TOP MANAGEMENT DECISIONS, EMPLOYEE BEHAVIOR AND ORGANIZATIONAL BEHAVIOR IN ORGANIZATIONS
Author: MOHAMAD AKRAM RADWAN ALSAMMAN, Asst. Prof. Dr. Mazen Mohammed Farea
International Journal of Management and Commerce Innovations
ISSN 2348-7585 (Online)
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