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Download this Document for Free Page | 2 One of the systems that Human Resource Department also used is Human ResourceManagement Information System (HRMIS). HRMIS is the technology that can help theeffectiveness and efficiency of managing information about workers in organization. Itrefers to the system and the processes at the intersection between Human ResourceManagement (HRM) and Information Technology (IT). It merges HRM as a disciplineand in particular its basic HR activities and processes with the information technologyfield. HRMIS will therefore support activities that maintain employee records, trackemployee skills, job performance, and training and support planning for employeescompensation and career development, thus aiding the administration of the humanresource functions. Currently, the Human Resource Management encompassedmodules included Payroll Module, Work Time Module, Benefits Administration Module,Human Resource Management Module, Recruiting Module, Training or LearningManagement System Module, Performance Record Module, and Employee Self-ServiceModule.So, this study examines one of the modules in Human Resource Management (HRM)which is Human Resource Management Information System (HRMIS) module. Thisstudy examines the Human Resource Management Information System (HRMIS) for thecase of Land and District Office of Kuala Lipis. The aim is to examine the benefits andbarriers, which will be the factors on the successful adoption of HRMIS by the workers inLand and District Office of Kuala Lipis. This research also aimed to get their opinionsand perceptions on the impact of HRMIS on HR operations which addressed thesuccessful HRMIS adoption in their workplace. Page | 3 1.2 PROBLEM STATEMENT Nowadays, technology is a very important method for the workers to settle their works inan efficient way. In fact, the implementation of HRMIS in organizations is a right way for the organization especially the Human Resource Department to make its functionsbecame smooth and efficient.However, the adoption and implementation of HRMIS have its benefits and barrierswhich can be addressed as the factors that make the service become successful. Theadoption and implementation of HRMIS in Land and District Office of Kuala Lipis seemsto have some problems, which is from the observation, the workers in this organizationhave not fully adopted and implemented this service. F

or example, in terms of holidaysand sickness, the workers still use manual method which is by filling in the rest leaveform. F rom this observation, it is felt that there is a need for a close attention towards thisissue. So, there is a need to investigate the benefits and barriers that can be the factorsthat affect the successful adoption of HRMIS in Land and District Office of Kuala Lipis.There is also a need to know what are the impacts of high technology and functions of HRMIS to the workers in Lipis Land and District Office. This research also wants toobtain the workers opinion and perceptions about the adoption of HRMIS inorganization. Page | 4 1.3 RESEARCH OBJECTIVE 1) To investigate the impact of technology and functions of HRMIS to the workers inLand and District Office of Kuala Lipis.2) To determine the benefits and barriers that affects the adoption of HRMIS inLand and District Office of Kuala Lipis.3) To investigate the workers perceptions on the adoption of HRMIS inorganization. 1.4 RESEARCH QUESTIONS 1) What are the impacts of technology and functions of HRMIS to the workers inLand and District office of Kuala Lipis?2) What are the benefits and barriers that affect the adoption of HRMIS in Land andDistrict Office of Kuala Lipis?3) What are the workers perceptions for the adoption of HRMIS in their organization? Page | 5 1.5 SCOPE OF STUDY The scope of this study is about the empirical analysis for the adoption andimplementation of Human Resource Management Information System (HRMIS). Analyzes of the benefits and barriers that become as the factors that determine thesuccessful implementation of HRMIS in Land and District Office of Kuala Lipis will bedone. This research is for the employers and employees in Land and District Office of Kuala Lipis to pay attention about the factors that fully affect the implementation of HRMIS in their organization. This study will help the employers and employees in Landand District Office of Kuala Lipis to better understand about the factors that affect thesuccessful implementation of HRMIS in their organization. 1.6 SIGNIFICANT OF STUDY The significant of this study is the researcher will be able to explore what are the benefitsthe organization gets when it adopt and implement HRMIS in its daily functions, andwhat are the barriers that obstruct the organization to proceed with its adoption andimplementation of HRMIS. This study is important for the organizations in order to obtainthe factors that make the adoption and implementation of HRMIS become successful.The findings of this study will give opportunities to the employers and employees in theorganization to take any actions in order to enhance its Human Resource services. F urthermore, this study will be able to obtain the perception of workers about HRMIS.The perceptions from respondents about the adoption and implementation of HRMIS willgive some ideas as to the actual feedbacks from workers about HRMIS in their organization. Page | 6

The results from this study then will help to provide some recommendations that can beused by the organization, especially for Land and District Office of Kuala Lipis, in order to enhance its Human Resource services. The efficient Human Resource services inorganizations will increase the workers satisfactions. F urthermore, it will motivate theworkers to stay with the organization. 1.7 LIMITATION OF STUDY The limitation of this study is there is no specific information that can be obtained inorder to measure the effectiveness level for the adoption of HRMIS in Land and DistrictOffice of Kuala Lipis. So, in order to know whether the adoption and implementation of HRMIS in this organization is effective, it will only investigate what are the benefits andbarriers for the adoption of HRMIS in this organization. If there are more benefits thanbarriers for the adoption of HRMIS in this organization, the researcher can conclude thatthe adoption of HRMIS in Land and District Office of Kuala Lipis is effective and viceversa. The workers perceptions about HRMIS adoption and implementation that will beobtained also will help this research to know the effectiveness of HRMIS adoption inLand and District Office of Kuala Lipis. Upload a Document

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Section:1.0 INTRODUCTIONSection 1 of 38

1.0 INTRODUCTIONp. 13 1.1 BACKGROUND OF STUDYp. 13 1.2 PROBLEM STATEMENTp. 16 1.3 RESEARCH OBJECTIVEp. 17 1.4 RESEARCH QUESTIONSp. 17 1.5 SCOPE OF STUDYp. 18 1.6 SIGNIFICANT OF STUDYp. 18 1.7 LIMITATION OF STUDYp. 19 1.8 BACKGROUND OF COMPANYp. 20 1.9 DEFINITION OF TERMp. 22 2.0 INTRODUCTIONp. 26

2.1.1 Definition of HRMISp. 26 2.1.2 Management Commitmentp. 27 2.1.3 Information Processesp. 28 2.1.4 Employee Commitmentp. 29 2.1.5 Planning and Program Developmentp. 31 2.2 THEORETICAL FRAMEWORKp. 32 3.0 INTRODUCTIONp. 34 3.1 METHODp. 34 3.2 SAMPLEp. 35 3.3.1 Dependent Variablep. 35 3.3.2 Independent Variablep. 35 3.4 RESEARCH DESIGNp. 35 3.5 SAMPLING DESIGNp. 38 3.6 DATA COLLECTION METHODp. 38 3.7 RESEARCH INSTRUMENTp. 38 3.8 DATA ANALYSIS AND TREATMENTp. 41 4.0 INTRODUCTIONp. 43 4.1 ANALYSIS AND INTERPRETATION OF DATAp. 43 4.2 DEMOGRAPHIC PROFILE OF RESPONDENTSp. 43 4.3 DESCRIPTIVE ANALYSISp. 51 4.4.1. Reliability of Variables (Cronbachs Alpha)p. 54 4.4.2 Data Presentation on Reliability of Variables (Cronbachs Alpha)p. 54 4.5 CORRELATION BETWEEN VARIABLESp. 56 5.0 INTRODUCTIONp. 60 5.1 CONCLUSIONp. 60

5.2 RECOMMENDATIONSp. 62

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This research also has answered the third Research Question and ResearchObjective, which is the workers perception through the adoption and implementationof HRMIS in their organization. From the finding, the workers agreed that HRMIS is agood service in terms of the better Information Processes but there must be moreimprovement in terms of the management commitment, employees commitment, andplanning and program development. It is hoped that the organization can take anyinitiatives in order to face the barriers to become as the benefits to the adoption andimplementation of HRMIS in their organization. From this finding, it can be concludedthat the organization need to give more management commitment, and there must bemore planning and program development. The employees also need to give their commitment towards the successful adoption and implementation of HRMIS in their organization. 5.2 RECOMMENDATIONS Through this research, it is recommended that the organization, which is Land andDistrict Of Kuala Lipis need to provide more training and courses about how to useHRMIS in a right way. The training must not only specified to certain employees, butmust provide it to all employees in the organization. So, they will obtain the skills andknowledges on how to use HRMIS in their organization.The management should also give more commitment to the employees in order toadopt and implement HRMIS in their organization. F or example, the managementshould make change management, provide motivation to all employees, consult thesignificant groups, and the management should also have adequate financial support.

Page | 50 Not only management responsibility, the employees also need to give their commitment to the adoption and implementation of HRMIS in their organization. Theymust try to learn on how to use HRMIS and there must be a high learning culture inthe organization. Workers that are

literate in using HRMIS must be able to help their colleagues to learn using HRMIS for the sake of their advantages together.There is also one of the recommendations given by the Assistant District Officer (ADO) of Land and District Office of Kuala Lipis, Cik Hafiza bt Hambali, themanagement should give users manual guides to all employees for them to refer tothe manual guides in order to learn and update their personal information in HRMIS,especially to apply rest leaves through HRMIS. It will help for fast learning programbecause the works try it on their own guided by the users manual. The managementalso should penalize the employees who do not apply and use HRMIS. So, theemployees will be fear of the penalization thus they will learn and use HRMIS in their organization.

Page | 51 REFERENCES Ball, K. S. (2001). The Use of Human Resource Information Systems: A Survey. Personnel Review

, 30(6) , 677-693.Beulen, E. (2009). The Contribution of a Global Service Provider's Human ResourcesInformation System (HRIS) to staff Retention in Emerging Markets. InformationTechnology and People

, 22(3) , 270-288.Chandra, R. P. (2009). Role of HRIS in improving Modern HR operations. Advances InManagement. Christopher G. Reddick, P. (2009). Human Resource Information System In Texas CityGovernment: Scope And Perception On Its Effectiveness. Public Personnel Management .Ellen Ernst Kossek, W. Y. (1994). Waiting for Innovation in the Human ResourcesDepartment:Godot Implements a Human Resource Information System. HumanResource Management, Spring

, Vol. 33 , 135-159.Giannantonio, A. E.-H. (2008). Human Resource Information Systems in Crises. Allied Academics International Conference

, 7(1) , 23.Hendrickson, A. R. (2003). Human Resource Information Systems:BackboneTechnology of Contemporary Human Resources. Journal Of Labour Research .Ikhlas Altarawneh, Z. A.-S. (2010). Human Resource Information Systems in JordanianUniversities. Intemational Joumal of Business and Management

,5 , 10.Kenneth A. Kovach, A. A. (2002). Administrative and Strategic Advantages of HRIS. Wiley InterScience .Ramezan, R. H. (2010). Measuring the Effectiveness of a Human Resource InformationSystem in National Iranian Oil Company. Education,Business and Society:Contemporary Middle Eastern Issues

, 3(1) , 28-39.Tesone D.V & Shani A. (2010). Have Human Resource Information Systems Evolvedinto Internal E-Commerce?. Worldwide Hospitality and Tourism Themes,2(1),30-48. Wat F

.K.T & Ngai E.W.T (2006). Human Resource Information Systems: A Review andEmpirical Analysis. Personnel Review, 35(3), 297-314.

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