Hris Foreign Literature Essay Example

HER data with student information systems.

With the numerous demands placed on higher education institutions, it is essential for them to have a robust business solution that can effectively manage student, graduate, employment information, and financial data. The application of the HAIR system in these institutions provides various benefits such as resource updatability, speed, compatibility, accessibility, data integrity, privacy, and security (Rata, 2008).
However, implementing new technologies like HAIR can be challenging for many organizations. There are several barriers that organizations encounter during implementation. These include a lack of sufficient capital and skills (Angina and Watt, 2006), the cost of maintaining HAIR (Bakers and Boast, 2002), inadequate funding, lack of support and commitment from top management, limited HER knowledge by system designers, absence of HER applications for users (Jehovah and Cataract, 1999), shortage of qualified HAIR staff and budget, lack of cooperation with other departments, and insufficient information technology support (Institute of Management and Administration, 2002).
Scholars have also acknowledged the relationship between organizational size and HAIR usage. Ball (2001) justifies the lower usage of HAIR output in relation to organizational size by considering factors such as HER restrictions, time in use of HAIR, organizational culture and strategy, and IT skills.

The cost and risk associated with acquiring a highly automated information resource (HAIR) differ between small and large organizations. According to Thales-Carter (1998), smaller organizations may not require a complex and sophisticated HAIR system like larger organizations, and they may also struggle to afford expensive organization resource planning systems. Additionally, small organizations may face more challenges in dealing with risks such as downtime, training requirements, time constraints, and problems related to the adoption of new software (Ball,

2001).

Previous studies in the literature have largely been theoretical when it comes to HAIR. Angina and Watt (2006) conducted a survey on HAIR implementation in Hong Kong organizations, highlighting that quick response and access to information were the main benefits, while insufficient financial support was the biggest obstacle. It is worth noting that these studies were conducted within the context of organizations and sites in developed countries.

Furthermore, there have been several previous studies conducted on the implementation of HAIR. Angina and Watt (2006) have reported on these studies. For instance, Narration's study in 1994 compared the use of IT between Canada and Hong Kong. The study found that HAIR was more widely used in Canada compared to Hong Kong, but HARM was more commonly applied in Hong Kong than in Canada. Ball's survey in 2001 aimed to investigate the usage of SHIRR in smaller organizations in the United Kingdom (UK). The survey revealed that smaller organizations are less inclined to utilize HAIR.

Moreover, a study conducted in 2005 by Burch and Donor aimed to assess the strategic potential of HAIR in facilitating people management activities in 520 organizations in the Republic of Ireland. The study revealed that HAIR was predominantly adopted by large organizations owned by foreign entities, as opposed to smaller organizations owned by Irish entities. Additionally, the study found that HAIR technologies were predominantly used for administrative purposes rather than strategic decision-making. In a more recent study conducted in 2010 by Dolores and Arcane, they aimed to further elaborate on the development of roles and responsibilities within organizations.

From a traditional perspective, it has been discovered that the incorporation of new technologies

in an organization has an impact on the way HER professionals carry out their duties both within the HER department and throughout the rest of the organization. A study conducted by Krishna and Sings (2006) aimed to investigate the challenges and obstacles faced by nine Indian organizations in implementing and managing HAIR. The primary issues identified were a lack of knowledge about HAIR within the HER department and a lack of significance given to the HER department within the organizations.

There is a concern regarding the lack of cooperation across different functions and divisions within the organization for the successful implementation of HAIR. While previous studies have focused on HAIR's status, uses, and implementation, there is little research on the benefits and barriers of its implementation. Furthermore, there is a lack of information on HAIR in Middle East organizations, including those in Jordan. Therefore, this study is particularly significant as it examines the current status of HAIR in Jordanian organizations, where no previous studies have been conducted.