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Transcript of Thesis_intan Normaya Binti Hairuddin (2009469922)
EMPIRICAL ANALYSIS ON THE ADOPTION AND IMPLEMENTATION OF HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM (HRMIS)
A CASE OF: LAND AND DISTRICT OFFICE OF KUALA LIPIS
INTAN NORMAYA BINTI HAIRUDDIN2009469922
BACHELOR OF BUSINESS ADMINISTRATION WITH HONOURS (HUMAN RESOURCE MANAGEMENT)
FACULTY OF BUSINESS MANAGEMENTUNIVERSITI TEKNOLOGI MARA
SHAH ALAM
APRIL 2011
EMPIRICAL ANALYSIS ON THE ADOPTION AND IMPLEMENTATION OF HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM (HRMIS)
A CASE OF: LAND AND DISTRICT OFFICE OF KUALA LIPIS
INTAN NORMAYA BINTI HAIRUDDIN2009469922
Submitted in Partial Fulfilment of the Requirement for the
Bachelor of Business Administration with Honours (Human Resource Management)
FACULTY OF BUSINESS MANAGEMENTUNIVERSITY TECHNOLOGY MARA
SHAH ALAM
APRIL 2011
Page | 1
DECLARATION OF ORIGINAL WORK
BACHELOR OF BUSINESS ADMINISTRATION WITH HONOURS (HUMAN RESOURCE MANAGEMENT)
FACULTY OF BUSINESS MANAGEMENTUNIVERSITI TEKNOLOGI MARA
"DECLARATION OF ORIGINAL WORK"
I, INTAN NORMAYA BINTI HAIRUDDIN, (I/C Number: 880508-06-5170)
Hereby, declare that:
This work has not previously been accepted in substance for any degree, locally or overseas, and is not being concurrently submitted for this degree or any other degrees.
This project-paper is the result of my independent work and investigation, except where otherwise stated.
All verbatim extracts have been distinguished by quotation marks and sources of my information have been specifically acknowledged.
Signature: Date: MAY 2011
Page | 2
LETTER OF SUBMISSION
Faculty of Business Management
Universiti Teknologi MARA Shah Alam
40450 Shah Alam
Selangor Darul Ehsan
April 2011
The Head of Program
Bachelor of Business Administration (Hons) Human Resource Management
Faculty of Business Management
Universiti Teknologi MARA Shah Alam
40450 Shah Alam
Selangor Darul Ehsan
Dear Sir/Madam,
Attached is the project title “EMPIRICAL ANALYSIS ON THE ADOPTION AND
IMPLEMENTATION OF HUMAN RESOURCE MANAGEMENT INFORMATION
SYSTEM (HRMIS), A CASE OF: LAND AND DISTRICT OFFICE OF KUALA LIPIS” to
fulfill the requirement as needed by the Faculty of Business Management, Universiti
Teknologi MARA.
Thank you.
Yours Sincerely,
INTAN NORMAYA BINTI HAIRUDDIN
2009469922
Bachelor of Business Administration (Hons) Human Resource Management
Page | iii
ACKNOWLEDGEMENT
IN THE NAME OF ALLAH THE MOST GRACIOUS AND THE MOST MERCIFUL
Alhamdulillah was-salatu was-salaamu ‘ala’ rasoolillah. Praise be to Allah, with
His love and guidance, I managed to finish up my project paper under the topic
“Empirical Analysis on the Adoption And Implementation of Human Resource
Management Information System (HRMIS), A Case Of: Land And District Office
of Kuala Lipis”. The journey of studying and recollecting the information for this
report is exhilarating. Special thanks to those who involved in helping to ensure
the completion of this report. This acknowledgement is purposely to thank you
and appreciation to those following individual for their useful information and
suggestion for improving the quality of this project paper.
I would like to express my deep and sincere gratitude to my advisor Prof Madya
Dr Normala binti Daud. Her wide knowledge, understanding, encouraging and
personal guidance have been great value for me. The same goes to my
examiner, Madam Norashikin binti Hussein that helped me a lot in providing me
with the researchable concept more clearly. Her kindly support in term of ideas,
time, and advice will ensure that this project paper is carry out into final report.
Thanks to my friends for the fullest and amazing cooperation and freely shared
their views and experience towards the completion of the project paper. I really
thanked to my parents for their tireless love and support until the end. My
heartfelt thank to all the people that always give their hand in order to finish this
project paper. All their help and support are beyond repayment. May Allah SWT
reward them with the best rewards in this world and Hereafter.
Page | iv
TABLE OF CONTENTS
Page
TITLE PAGE i
DECLARATION OF ORIGINAL WORK ii
LETTER OF SUBMISSION iii
AKNOWLEDGEMENT iv
LIST OF TABLES ix
LIST OF FIGURES AND GRAPHS x
ABSTRACT xi
CHAPTERS
1. INTRODUCTION
1.0 Introduction 1
1.1Background of Study 1
1.2 Problem Statement 3
1.3 Research Objectives 4
1.4 Research Questions 4
1.5 Scope of Study 5
1.6 Significant of Study 5
1.7 Limitation of the Study 6
1.8 Background of the Company 7
1.9 Definition of Terms 9
Page | v
2. LITERATURE REVIEW
2.0 Introduction 13
2.1 Previous Study
2.1.1 Management Commitment 14
2.1.2 Information Processes 15
2.1.3 Employee Commitment 16
2.1.4 Planning and Program Development 17
2.2 Theoretical Framework 18
3. METHODOLOGY AND DATA
3.0 Introduction 20
3.1 Method 20
3.2 Sample 21
3.3 Variables and Measurement 21
3.3.1 Independent Variable
3.3.2 Dependent Variable
3.4 Research Design 22
3.5 Sampling Design 23
3.6 Data Collection Method 23
Page | vi
3.7 Research Instrument 24
3.7.1 Questionnaires Design
3.7.2 Structure Questionnaire
3.7.3 Statistical Methods
3.7.4 Scale of Measurement
3.8 Data Analysis and Treatment 27
3.8.1 Obtaining Descriptive Statistics: Frequency Distributions
3.8.2 Reliability of Measures: Cronbach’s Alpha
3.8.3 Descriptive Statistics
3.8.4 Correlation Analysis
4. FINDINGS AND ANALYSIS
4.0 Introduction 29
4.1 Analysis and Interpretation of Data 29
4.2 Demographic Profile of Respondents 31
4.2.1 Demographic Profile of Respondents
4.2.2 Data Presentation of Demographic
4.2.3 Histogram of Demographic
4.3 Descriptive Analysis 38
4.3.1 Data Presentation of Descriptive Analysis
4.4 Reliability Analysis 41
4.4.1 Reliability of Variables (Cronbach’s Alpha)
4.5 Correlation between Variables 43
4.5.1 Data presentation of Correlation between variables
Page | vii
5. CONCLUSION AND RECOMMENDATIONS
5.0 Introduction 47
5.1 Conclusion 48
5.2 Recommendations 50
REFERENCES
APPENDICES
Page | viii
LIST OF TABLES
TABLES TITLE PAGE
TABLE 4.1 Frequency and Percentage for Respondent’s Demographic Profile 30
TABLE 4.2 Total Mean Score and Standard Deviation for the Variables 37
TABLE 4.3 Reliability of Variables (Cronbach’s Alpha) 40
TABLE 4.4 Interpretation of “r” value by Guilford’s Theory 42
TABLE 4.5 Pearson Correlation between Independent Variables and Dependent Variable 43
FIGURES/GRAPHS TITLE PAGE
Page | ix
GRAPH 4.1 Histogram of Respondents’ Gender 32
GRAPH 4.2 Histogram of Respondents’ Years Of Service 33
GRAPH 4.3 Histogram of Respondents’ Race 34
GRAPH 4.4 Histogram of Respondents’ Education Level 35
GRAPH 4.5 Histogram of Respondents’ Marital Status 36
FIGURE 4.1 Cronbach’s Alpha Measure 39
LIST OF FIGURES AND GRAPHS
Page | x
EMPIRICAL ANALYSIS ON THE ADOPTION AND IMPLEMENTATION OF HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM (HRMIS) A CASE OF: LAND AND DISTRICT OFFICE OF KUALA LIPIS
Abstract
Purpose – The purpose of this paper is to investigate the benefits and barriers towards
the adoption and implementation of HRMIS in Land and District Office of Kuala Lipis.
Design/Methodology/Approach – A total of 100 respondents were participated in
answering questionnaires.
Findings – The findings of this study indicates that there is a significant relationship
between information processes and perceived benefits of HRMIS. The other variables
are not significant with the perceived benefits of HRMIS thus it became as the barriers
toward the successful adoption and implementation of HRMIS in Land and District Office
of Kuala Lipis.
Practical Implications – The findings of the paper may have serious implications for the
current adoption and implementation of HRMIS in Land and District Office of Kuala Lipis.
Originality/Value – The paper draws attention to a rather neglected issue towards the
adoption and implementation of HRMIS in Land and District Office of Kuala Lipis.
Keywords – Perceived Benefits of HRMIS, Management Commitment, Information
Processes, Employee Commitment, Planning and Program Development.
Paper type – Research Paper
Page | xi
Page | xii
CHAPTER 1INTRODUCTION
1.0 INTRODUCTION
This chapter will introduce what it is meant by Human Resource Management
Information System (HRMIS). It will also discussed about the reason of why this study
need to be conducted, the problem statement of this study, the research questions,
research objectives, the scope of this study, and the significant of this study to the
organization, which is Land and District Office of Kuala Lipis. This chapter will give
overall information to the readers in order to enhance their understanding about this
research.
1.1 BACKGROUND OF STUDY
The Human Resource Department (HRD) is in-charge with the responsibility of
attracting, developing and maintaining the organization’s workforce. So, Human
Resource Department needs a system that can help for the smooth process of all
Human Resource functions.
There are several systems that Human Resource Department has in order to enhance
its functions and services. The systems that Human Resource Department can use are
the Applicant Tracking System (ATS) which is the software that enables the electronic
handling of recruitment needs, Absence Management which is the software that collects
aggregates information on attendance, holidays, and sickness, the Audit Trail that will
detail every transaction through the application, date and who generated it, the Bankers’
Automated Clearing Services (BACS), which is a not-for-profit, membership based
industry scheme for the electronic processing of financial transactions, Bradford Formula
which is used in HR management as a mean of measuring workers’ absenteeism, Page | 1
Employee Self Service (ESS) which is a web-based application that provide employees
with access to their personal records and payroll records, and etc.
Page | 1
One of the systems that Human Resource Department also used is Human Resource
Management Information System (HRMIS). HRMIS is the technology that can help the
effectiveness and efficiency of managing information about workers in organization. It
refers to the system and the processes at the intersection between Human Resource
Management (HRM) and Information Technology (IT). It merges HRM as a discipline
and in particular it’s basic HR activities and processes with the information technology
field. HRMIS will therefore support activities that maintain employee records, track
employee skills, job performance, and training and support planning for employees’
compensation and career development, thus aiding the administration of the human
resource functions. Currently, the Human Resource Management encompassed
modules included Payroll Module, Work Time Module, Benefits Administration Module,
Human Resource Management Module, Recruiting Module, Training or Learning
Management System Module, Performance Record Module, and Employee Self-Service
Module.
So, this study examines one of the modules in Human Resource Management (HRM)
which is Human Resource Management Information System (HRMIS) module. This
study examines the Human Resource Management Information System (HRMIS) for the
case of Land and District Office of Kuala Lipis. The aim is to examine the benefits and
barriers, which will be the factors on the successful adoption of HRMIS by the workers in
Land and District Office of Kuala Lipis. This research also aimed to get their opinions
and perceptions on the impact of HRMIS on HR operations which addressed the
successful HRMIS adoption in their workplace.
Page | 1
1.2 PROBLEM STATEMENT
Nowadays, technology is a very important method for the workers to settle their works in
an 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 functions
became smooth and efficient.
However, the adoption and implementation of HRMIS have its benefits and barriers
which can be addressed as the factors that make the service become successful. The
adoption and implementation of HRMIS in Land and District Office of Kuala Lipis seems
to have some problems, which is from the observation, the workers in this organization
have not fully adopted and implemented this service. For example, in terms of holidays
and sickness, the workers still use manual method which is by filling in the ‘rest leave
form’.
From this observation, it is felt that there is a need for a close attention towards this
issue. So, there is a need to investigate the benefits and barriers that can be the factors
that 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 to
obtain the workers’ opinion and perceptions about the adoption of HRMIS in
organization.
Page | 2
1.3 RESEARCH OBJECTIVE
1) To investigate the impact of technology and functions of HRMIS to the workers in
Land and District Office of Kuala Lipis.
2) To determine the benefits and barriers that affects the adoption of HRMIS in
Land and District Office of Kuala Lipis.
3) To investigate the workers’ perceptions on the adoption of HRMIS in
organization.
1.4 RESEARCH QUESTIONS
1) What are the impacts of technology and functions of HRMIS to the workers in
Land and District office of Kuala Lipis?
2) What are the benefits and barriers that affect the adoption of HRMIS in Land and
District Office of Kuala Lipis?
3) What are the workers’ perceptions for the adoption of HRMIS in their
organization?
Page | 3
1.5 SCOPE OF STUDY
The scope of this study is about the empirical analysis for the adoption and
implementation of Human Resource Management Information System (HRMIS).
Analyzes of the benefits and barriers that become as the factors that determine the
successful implementation of HRMIS in Land and District Office of Kuala Lipis will be
done. 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 Land
and District Office of Kuala Lipis to better understand about the factors that affect the
successful 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 benefits
the organization gets when it adopt and implement HRMIS in its daily functions, and
what are the barriers that obstruct the organization to proceed with its adoption and
implementation of HRMIS. This study is important for the organizations in order to obtain
the 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 the
organization to take any actions in order to enhance its Human Resource services.
Furthermore, this study will be able to obtain the perception of workers about HRMIS.
The perceptions from respondents about the adoption and implementation of HRMIS will
give some ideas as to the actual feedbacks from workers about HRMIS in their
organization.
Page | 4
The results from this study then will help to provide some recommendations that can be
used 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 in
organizations will increase the workers’ satisfactions. Furthermore, it will motivate the
workers 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 in
order to measure the effectiveness level for the adoption of HRMIS in Land and District
Office 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 and
barriers for the adoption of HRMIS in this organization. If there are more benefits than
barriers for the adoption of HRMIS in this organization, the researcher can conclude that
the adoption of HRMIS in Land and District Office of Kuala Lipis is effective and vice
versa. The workers’ perceptions about HRMIS adoption and implementation that will be
obtained also will help this research to know the effectiveness of HRMIS adoption in
Land and District Office of Kuala Lipis.
Page | 5
1.8 BACKGROUND OF COMPANY
Land and District Office of Kuala Lipis is an administration center for the district of Kuala
Lipis. This office also is an earliest office built before it moved to Kuantan, Pahang. Its
authority included the administration matter about the district of Kuala Lipis which is
width 520,214 hectare. There are 12 districts and 81 Village Safety Committee under the
administration of Land and District Office of Kuala Lipis.
The organization’s function is planning, administrating and making the economy and
social development based due to the National Development requirements. Land and
District Office of Kuala Lipis also aligned the government department works in district
and doing the development projects or services. It also makes a harmony environment
among peoples which are multiracial. This organization also has an effective and
competent land management system.
Land and District Office of Kuala Lipis mission is planning, organizing, and administer
Kuala Lipis development based aligned to state and country development based. The
vision of this organization is to increase the economy level competed with other districts
in Pahang.
Page | 6
Figure 1.1 LAND AND DISTRICT OFFICE OF KUALA LIPIS
Page | 7
1.9 DEFINITION OF TERM
Applicant Tracking System (ATS)
An Applicant Tracking System (ATS) is a software application that enables the electronic
handling of recruitment needs. An ATS system can be implemented on an Enterprise or
small business level, depending on the needs of the company.
Bankers’ Automated Clearing Services (BACS)
BACS is a United Kingdom scheme for the electronic processing of financial
transactions. BACS direct debits and BACS direct credits are made using the BACS
system. BACS payments take three working days to clear: they are entered into the
system on the first day, processed on the second day, and cleared on the third day.
Employee Self Service (ESS)
Employee Self Service (ESS) is a web-based application that provides employees with
access to their personal records and their payroll details. The most common features of
ESS allow employees to change their own address, contact details and etc.
Human Resource Department (HRD)
Human Resource Department is a department that is responsible in managing the
Human Resource operations such as interviewing, recruitment, staffing, payroll, leaves,
and training employees in the organization.
Page | 8
Human Resource Management Information System (HRMIS)
A Human Resource Management System (HRMS) or Human Resource Information
System (HRIS), refers to the systems and processes at the intersection between human
resource management (HRM) and information technology. It merges HRM as a
discipline and in particular its basic HR activities and processes with the information
technology field, whereas the programming of data processing systems evolved into
standardized routines and packages of enterprise resource planning (ERP) software.
Organization Development (OD)
Organization development (OD) is a planned, organization-wide effort to increase an
organization's effectiveness and viability. Warren Bennis has referred to OD as a
response to change, a complex educational strategy intended to change the beliefs,
attitudes, values, and structure of organization so that they can better adapt to new
technologies, marketing and challenges, and the dizzying rate of change itself. OD is
neither "anything done to better an organization" nor is it "the training function of the
organization"; it is a particular kind of change process designed to bring about a
particular kind of end result. OD can involve interventions in the organization's
"processes," using behavioral science knowledge as well as organizational reflection,
system improvement, planning, and self-analysis.
Page | 9
SUMMARY
This chapter has introduced what it is meant by Human Resource Management
Information System (HRMIS). HRMIS is the technology that helps Human Resource
Department to make its function become efficient, thus it will increase workers’
satisfaction to work well with the organization. The adoption and implementation of
HRMIS in organization is dependant on many factors that makes the service
become successful implemented. So, there is a need for this study to investigate the
benefits and barriers of HRMIS implementation in Land and District Office of Kuala
Lipis.
The problem statement has give information to the readers that there is an issue that
the employers and employees in Land and District Office of Kuala Lipis need to give
attention, which is about the implementation of HRMIS in this organization was not
fully adopted and implemented by the workers. So, there is a need for the
researcher to investigate the benefits and barriers of implementation of HRMIS in
organization, which can be as the factors for the successful implementation of
HRMIS.
The research objectives for this study is to investigate the impact of technology and
functions of HRMIS to the workers in Land and District Office of Kuala Lipis, to
examine whether Information Technology plays an important role for workers to
make their works become faster and smooth, to determine the benefits and barriers
that affects the adoption of HRMIS in Lipis Land and District Office and to investigate
the workers’ perceptions on the adoption of HRMIS in organization.
Page | 10
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 is important for the organizations in order to
obtain the factors that make the adoption and implementation of HRMIS become
successful. Hopefully, the findings that will be obtained from this study will give
opportunities to the employers and employees in the organization to take any actions
in order to enhance its Human Resource services.
Page | 11
CHAPTER 2
LITERATURE REVIEW
2.0 INTRODUCTION
This chapter will discuss about the literature review and the theoretical framework for
this study. There are many previous researches about HRMIS has been done. This
literature review will give evidences that many other researchers also have made
investigation in this area.
The theoretical framework included the independent variables, which are the benefits
and barriers for the successful implementation of HRMIS, that is become the factors
that make HRMIS become successful. The dependent variables are the perception
of the workers towards the HRMIS implementation in Land and District Office of
Kuala Lipis.
2.1 LITERATURE REVIEW
2.1.1 Definition of HRMIS
Historically, human resource information has largely been seen as a necessary tool
in the hiring, administration, and, ultimately, separation of employees. Over the
years, these processes have not changed dramatically, but the way the information
is gathered and stored (Kovach, 2002). Human Resource Information System (HRIS)
is a concept concerning the utilization of Information Technology (IT) development
and characteristics for effective managing of the Human Resource Management
(HRM) functions and applications (Altarawneh, 2010). HRIS is considered as a
systematic procedure for collecting, storing, maintaining, and recovering data
required by the organizations about their human resources, personnel activities and
Page | 12
organizational characteristics (Altarawneh, 2010). The Human Resource Information
System (HRIS) is a software or online solution for the data entry, data tracking, and
data information needs of the Human Resources, payroll, management and
accounting functions within a business (Chandra, 2009). Implementing an HRIS to
enhance strategic and business decision-making has important organizational
development implications (Kossek, 1994). The underutilization of HRIS's capabilities
may be attributed in part to a lack of knowledge of the organizational development
(OD) implications of Human Resource Information Systems (Kossek, 1994). It
became evident as HRIS took hold in the corporate culture that a quality HRIS could
provide valuable information to the organization in managing one of its most valuable
assets: the organization's human resources (Kovach, 2002).
2.1.2 Management Commitment
Lack of commitment from top managers was the most frequently cited barrier to
implementation in small companies and non-adopters. The support of top
management is one of the most important factors in the successful implementation of
HRMIS (Kovach, 1999). Top management tales primary responsibility for providing
sufficient financial support and adequate resources for building successful HRIS. The
lack of financial support and adequate resources will inevitably lead to failure. (Wat,
2006). If top managements do not understand how the HRIS bring the benefits to the
company, they will not be willing to allocate valuable resources to the effort of
implementation. (Wat, 2006). Management needs to consider how a decision to
invest in a certain technology might influence the operations and the priorities of
different departments, including those that will not directly use the specific IT.
(Ramezan, 2010).
Page | 13
2.1.3 Information Processes
IT investments in HR have traditionally focused solely on their role of reducing
costs and automating tasks. Historically, IT has been adopted in HR as an
attempt to substitute capital for labor. There was a tendency for employers to
view HRIS as a “quick fix” rather than a systematic solution. Automating existing
processes with IT without a strategic direction has been described as paving
“cow paths.” (Reddick, 2009).Research shows that Web-based self-service
reduces staff, improves timeliness, and improves accuracy of HR data. There are
benefits and costs of Web-based self-service to employees and managers
(Reddick, 2009). Phases of adopting HRIS have been classified into three
stages. The first phase is the operational impact of IT of automating routine
activities, alleviating the administrative burdens, reducing costs, and improving
productivity internal to the HR function itself The second phase, after the
operational impact of IT is the relational impact, is providing managers and
employees’ remote access to HR databases and services, reducing response
times, and improving service levels. Finally, the transformational phase of IT is
the redefinition of the scope and function of the HR organization to focus more on
strategic issues (Reddick, 2009).
The vast majority of HR functions have had some degree of automation applied
in order to gain both efficiency and effectiveness. Information technology has
historically offered an opportunity to “have your cake and eat it too” in terms of
providing users with increase accuracy and simplification of process steps, while
simultaneously providing these benefits in a faster and less costly environment
(Hendrickson, 2003).
Page | 14
Technology has had a positive effect on the internal operations of organizations.
But it has also changed the way human resource manager’s work. They work in
and provide support in what have become integrative communication centers. By
linking computers, telephones, fax machines, copiers, printers and the like,
information can be disseminated more quickly. With that information, human
resource plans can be better facilitated, decisions can be made faster, jobs may
be more clearly defined and communications with both the external community
and employees can be enhanced (Chandra, 2009). Barry (1989) observes that
information technology often changes the nature of managerial and professional
work, alters communication patterns and power dynamics, and reorients
organizational structures. Use of advanced HRIS applications has the potential to
change the nature of work performed by human resource managers and
professionals from an administrative to a strategic support role (Kossek, 1994).
2.1.4 Employee Commitment
An information rather than automating IS strategy could better support an HR
strategy that was aimed at increasing ‘indirect’ control. (Watson, 1994). This
could be achieved as IS enables managers to develop their business-oriented
objectives in line with wider corporate objectives, and employees could access
parts of the system to find for themselves information about their job, training,
and career structures, remuneration, and organizational plan for employee
involvement.
Theoretically, then, both managers and employees can become more
‘empowered’, having greater control over their work and their working lives
(Newell, 2007). Inadequate considerations and poor management of human
factors can hinder the use and effectiveness of IS. (Martinsons, 1999). The
Page | 15
characteristics of individual users and their work environment can influence IS
performance. Individual adjustment factors can include facets of job involvement
and satisfaction as well as organizational commitment. (Martinsons, 1999). It is
very difficult to overcome resistance to unwanted change simply through training
or forced inducements. Instead, it is necessary to first establish the cultural and
structural conditions which will be conducive to change (Eastman, 1991).
Page | 16
2.1.5 Planning and Program Development
HR specialists can help to remove the threatening nature of a proposed IS and
shape the expectations for the associated change. Lead users can be identified
and asked to provide support during the implementation stage. Employees need
to be told how the new IS will affect their jobs and, wherever possible, be given
opportunities to gain experience without fearing mistakes. (Martinsons, 1999). A
comprehensive HRIS requires a sizeable budget to implement and maintain.
Further promotional efforts as well as an action plan to demonstrate the concrete
advantages of using HRIS are necessary if top management is to become aware
of the benefits that can be achieved from implementing HRIS. (Wat, 2006). The
main HRIS problems were HR Department lack of knowledge about HRIS and
lack of importance given to HR Department in the organizations. Another concern
is the level of cooperation required across various functions and divisions of the
organization for proper implementation of HRIS is also lacking. (Altarawneh,
2010)
Page | 17
2.2 THEORETICAL FRAMEWORK
This theoretical framework contains the independent variables and the
dependent variables. The independent variables contain the factors which will be
either benefits or barriers to the adoption and implementation of HRMIS in the
organization. The dependent variable is the perceived benefits through the
adoption and implementation of Human Resource Management Information
System (HRMIS).
This theoretical framework obtained from many journals that has made from
other researchers which has studied the related topic, which is about the
adoption and implementation of HRMIS. From other related journals, it has
mentioned about the benefits and barriers of the implementation and adoption of
HRMIS.
From the related journals, this study will come with the factors that will become
either it is the benefits or not to the users of HRMIS in Land and District Office of
Kuala Lipis. These factors become as the independent variables for this study.
This theoretical framework will be used to investigate what are the benefits and
barriers for the adoption and implementation of HRMIS in Land and District Office
of Kuala Lipis.
Page | 18
Independent Variable
Figure 2.1 Theoretical Framework
Page | 19
Perceived Benefits through the adoption and implementation of Human Resource Management Information System (HRMIS)
Management commitment
Information process
Employee commitment
Planning and program development
Dependent Variable
CHAPTER 3
METHODOLOGY
3.0 INTRODUCTION
This chapter will focus on the methodology of this study. The purpose of this
methodology is to describe the basic research plan. Again, this study examines
the Human Resource Management Information System (HRMIS) for the case of
Land and District Office of Kuala Lipis.
The study will be on the impacts of technology and functions of HRMIS to the
workers in Land and District office of Kuala Lipis, to investigate whether
Information Technology plays an important role for workers to make their works
become faster and smooth, to investigate what are the benefits and barriers that
affect the adoption of HRMIS in Land and District Office of Kuala Lipis, and to
obtain the workers’ perceptions for the adoption of HRMIS in their organization.
3.1 METHOD
This study will use interview method on 5 workers in Human Resource
Department and questionnaire method to 100 workers in Land and District Office
of Kuala Lipis to collect the data and information. The questionnaire will asked
the respondents what are the benefits and barriers of the implementation of
HRMIS in their organization that will make HRMIS become successful and it will
also view the perceptions from respondents about HRMIS.
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3.2 SAMPLE
The population that will be the respondents for this study is the workers in Land
and District Office of Kuala Lipis. The representative sample from this population
is 5 workers from Human Resource Department that will answer the interview
questions and 100 workers in Land and District Office of Kuala Lipis that will
answer the questionnaire that will be distributed for this research.
3.3 VARIABLES AND MEASUREMENT
The variables used in this study can be categorized in two main types which are
the dependent and independent variables.
3.3.1 Dependent Variable
The dependent variable for this study is perceived benefits on the adoption
and implementation of HRMIS in Land and District Office of Kuala Lipis.
3.3.2 Independent Variable
For this study, there are four independent variables that will be measured.
There are management commitment, information processes, employee
commitment, and planning and program development.
3.4 RESEARCH DESIGN
1) Purpose of the study
This study is a descriptive study. It is because, descriptive studies are
undertaken when the characteristics or the phenomena to be tapped in a
situation is known to exist, and one wants to be able to describe them better by
offering a better by offering a profile of the factors (Sekaran, 2003). This research
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is the statistical study that is used to identify patterns or trends in a situation. In
this research, the researcher wants to investigate what are the benefits and
barriers towards the successful implementation of HRMIS. So, the researcher
needs to obtain the benefits and barriers and get the perception from the
respondents in order to know whether the existed factors are the perceived
benefits or barriers to the successful implementation of HRMIS.
2) Type of investigation
The type of investigation for this research is a causal study. It is because; the
researcher has obtained several factors that will investigate whether the factors
are the perceived benefits for the implementation of HRMIS in Land and District
Office of Kuala Lipis. The researcher will not use a correlational study
because this research is not investigating the relationship between the variables.
3) Extent of researcher interference
The extent of the researcher interference is the moderate interference. The
researcher will need to test the variables in order to know whether the
independent variable is a cause to the dependent variable. In this study, the
researcher will investigate whether the factors are the benefits or barriers that
make the implementation of HRMIS become successful.
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4) Study setting
The study setting for this research is a contrived setting. The researcher will need
to know whether the factors are the benefits or barriers to the successful
implementation of HRMIS. So, the researcher will need to establish a cause-and-
effect relationship using the same natural environment that is called field
experiments.
5) Time Horizon
The time horizon is a cross-sectional study. This research is a cross-sectional
study because the data will be gathered just once, which is over a period of
months, in order to answer a research questions. This study also called one-shot
study.
6) Unit of analysis (population to be studied)
The unit of analysis is individual workers that will give their perceptions about the
benefits and barriers for the implementation of HRMIS in the organization. The
researcher will interview 5 of the workers from Human Resource Department in
Land and District Office of Kuala Lipis, and will distribute questionnaire to 60
workers of this organization.
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3.5 SAMPLING DESIGN
The sampling design is the probability sampling design because the researcher
already knows the population that have a chance to be selected. The researcher
uses the simple random sampling for this study.
3.6 DATA COLLECTION METHOD
The data collection method is by using the interview method and personally
administered questionnaire. It is because by using interview and personally
administered questionnaire, it is easier to collect the entire completed
questionnaire within a short period of time. Any doubt that the respondents might
have on any question during interview session could be clarified on the spot.
Researcher also has an opportunity to introduce the research topic and motivate
the respondents to offer their frank answers. The data that will be obtained from
this study will be analyzed using SPSS Version 17 software.
3.7 RESEARCH INSTRUMENT
3.7.1 Questionnaires Design
Due to the time constraints, closed-ended questions was designed which
predetermined lists of alternate responses presented to the respondents for
checking the appropriate one. These questions were designed in brief and simple
to avoid respondent confusion or losing interest from answering the questions.
Besides, the questions were collected on the previous journal.
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3.7.2 Structure Questionnaire
A set of questionnaire was designed based on the literature review and the
theoretical framework. There are five (5) sections divided in this questionnaire.
(a) Section A
This section is designed to cater information on demographic characteristics and
background information of respondents. This section covered gender, years of
service, race, education level, and current marital status.
(b) Section B
This section intended to investigate the management commitment towards the
adoption and implementation of HRMIS in Land and District Office of Kuala Lipis.
There were five (5) statements comprise in this section to answer.
(c) Section C
This section consists of the questions to investigate whether the Information
Processes give benefits towards the adoption and implementation of HRMIS in
Land and District Office of Kuala Lipis.
(d) Section D
This section consists of the questions regarding the employees’ commitment
towards the adoption and implementation of HRMIS in Land and District Office of
Kuala Lipis.
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(e) Section E
This section consists of the questions regarding the planning and program
development that has done by the organization in terms of the adoption and
implementation of HRMIS in Land and District Office of Kuala Lipis.
3.7.3 Statistical Methods
For this analysis, SPSS (Statistical Package for the Social Science) software
applications for windows will be used.
3.7.4 Scale of Measurement
For Section A, the questions were consists of item on demographic characteristic
and background information of respondents. Nominal scale was used to measure
demographic variables for each question.
For section B, C, D, and E the questions were asked and interval scale was used to
measure the degree agreement of disagreement with series of statement related to
variables studied in four (4) Likert scale. The scales item employ 4-point Likert-
type responses as described as followed.
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Strongly Disagree 1Disagree 2Agree 3Strongly Agree 4
3.8 DATA ANALYSIS AND TREATMENT
In order to analyze the data, this study is using the descriptive statistics,
frequency distributions, reliability tests and correlation analysis. Apart from this
study, the data can be interpreted and to show the relationship between the
variables to meet the objectives.
3.8.1 Obtaining Descriptive Statistics: Frequency Distributions
Frequency distribution will explain extreme values as well as insights into the
central tendency, variability and shape of underlying distribution. Frequency
distribution also can be defined as a process of organizing a set of data by
summarizing the number of times a particular value of a variable occurs. The
process begins by recording the number of times a particular value of variables
occurs. This is the frequency of that value.
3.8.2 Reliability of Measures: Cronbach’s Alpha
Reliability is established by testing for both consistency and stability. Consistency
indicates how well the items measuring the concept hang together as a set.
Cronbach’s Alpha is a reliability coefficient that indicates how well the items in a
set are positively correlated to one another Cronbach’s Alpha is computed in
terms of the average intercorrelation among the items measuring take
concept. The closer Cronbach’s Alpha is to 1, the higher the internal consistency
reliability.
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3.8.3 Descriptive Statistics
According to Uma Sekaran (2007), descriptive statistics such as maximum, minimum,
means, standard deviations and variance were obtained for the interval-scaled
independent and dependent variables.
3.8.4 Correlation Analysis
Pearson Correlation analysis will be used to analyze the relationship between two
variables or to measure the degree of association between variables. (Parasuraman,
1986). In analyzing the result, it is aimed to investigate the relationship exists between
two variables, dependent and independent variable. The analysis can be interpreted as
high, moderate and low correlation based on the core computed.
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CHAPTER 4FINDING AND ANALYSIS
4.0 INTRODUCTION
Data analysis is routinely done with the software such as SPSS or any other
programs. It is very user-friendly and interactive and has the capability to
seamless interface with different database. Excellent graph and charts can also
be producing thorough most of this software program. These also help to ensure
that the data are reasonably good of assured quality for further analysis. This
chapter represents the findings and analysis on the empirical study on the
adoption and implementation of HRMIS in Land and District Office of Kuala Lipis.
4.1 ANALYSIS AND INTERPRETATION OF DATA
As for data analysis, the statically tools use in study is statistical package for
social science (SPSS) version 17.0 to code the data derived from the
questionnaire returned back from respondents. Data processing and analysis
stage is defined as the stage where researcher performs several interrelated
procedure to convert the data into a format that will answer the questions. The
Statistical Package for Social Science (SPSS) version 17.0 is software designed
in making data analyses for the research to be more accurate. As the data has
been keyed in the SPSS, there are few analyses that will be conducted by r
esearcher.
4.2 DEMOGRAPHIC PROFILE OF RESPONDENTS
Frequency distribution is a set of data arranged by synthesizing the number of
times a value of a variable occurs (Zikmund, 2003). Frequency distribution is
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done in order to gain the number of responses pertaining to the different values of
variables and the counting are then interpreted in percentage terms. The table below
will represent the summary of frequency and percentage of respondents’ demographic
profiles.
4.2.1 Demographic Profile of Respondents
Table 4.1: Frequency and Percentage for Respondents’ Demographic Profile
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Demographic Frequency Percent (%)
Gender:
MaleFemale
3327
55.045.0
Years of Service:
1-5 Years6-10 YearsMore than 10 Years
311415
51.723.325.0
Race:
MalayChineseIndian
5613
93.31.75.0
Education Level:
SPMSTPM/DiplomaDegree
34215
56.735.08.3
Marital Status:
SingleMarriedDivorced
16422
26.770.03.3
4.2.2 Data Presentation of Demographic
For the respondents’ gender, from a total of 60 respondents had been selected,
the distribution of questionnaire shows that the overwhelming majority of
participants come from male with 55.0% compared to female with only 45.0%.
The result for the years of service indicates that majority of the respondents has
work between 1-5 years. It represents 51.7% of entire respondents. Followed by
respondents work between 6 to 10 years were 23.3%. There are a few minority
percentage of respondents work more than 10 years were 25.0%.
For respondent’s race, from 60 respondents had been selected, majority of the
respondents are 93.3% Malay, followed 1.7% are Chinese, and 5.0% are Indian.
For an education level, it was found that the educational qualifications of
respondents with high percentage of 56.7% are SPM, followed by Diploma holder
which represents 35.0%. There was a minority with 8.3% of the respondents who
are degree holder.
For respondent’s marital status, from 60 respondents had been selected, majority
of the respondents were married which represents 70.0%, followed by 26.7% of
the respondents were single, and 3.3% of the respondents were divorced.
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4.2.3 Histogram of Demographic
RESPONDENT’S GENDER
Graph 4.1: Histogram of Respondent’s Gender
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RESPONDENT’S YEARS OF SERVICE
Graph 4.2: Histogram of Respondent’s Years of Service
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RESPONDENT’S RACE
Graph 4.3: Histogram of Respondent’s Race
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RESPONDENT’S EDUCATION LEVEL
Graph 4.4: Histogram of Respondent’s Education Level
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RESPONDENT’S MARITAL STATUS
Graph 4.5: Histogram of Respondent’s Marital Status
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4.3 DESCRIPTIVE ANALYSIS
Based on the respondents’ answers on the survey, this finding comes with the
descriptive analysis on the variables which are the independents variables and
the dependent variable. This descriptive analysis comes with the total mean
score and the standard deviation calculated for every variables.
VARIABLESTOTAL MEAN
SCORESTANDARD DEVIATION
IV 1: Management Commitment 3.41 0.09423
IV 2: Information Processes 3.38 0.23394
IV 3: Employees’ Commitment 3.12 0.21541
IV 4: Planning and Program Development 3.02 0.28364
DV: Perceived Benefits on HRMIS 3.46 0.08142
Table 4.2: Total Mean Score and Standard Deviation for the variables
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4.3.1 Data Presentation on Descriptive Analysis
Based on the table, it represents the descriptive analysis for each of the
independent variables and dependent variable. For the first independent variable which
is management commitment, the total means score for this variable is 3.41 and the
standard deviation is 0.09423. it shows that from the answers, majority of the
respondents answered strongly agree with for the questions regarding management
commitment.
For the second independent variable which is information processes, it shows
that the total mean score is 3.38, and the standard deviation is 0.23394. From the result,
it shows that majority of the respondents answered strongly agree with the statements
regarding information processes.
For the third independent variable, which is employees’ commitment, the total
mean score is 3.12 and the standard deviation is 0.21541. From the result, it shows that
majority of the respondents answered that they are strongly agree with the statements
regarding the employees’ commitment towards the adoption and implementation of
HRMIS in their organization.
For the fourth independent variable which is planning and program development,
the total mean score is 3.02 and the standard deviation is 0.28364. From the result, it
shows that majority of the respondents are agreed with the statement regarding the
planning and program development for the adoption and implementation of HRMIS in
their organization.
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For the dependent variable, which is perceived benefits on the adoption and
implementation of HRMIS, the total mean score is 3.46 and the standard deviation is
0.08142. From the result, it shows that majority of the respondents strongly agree with
the statement regarding their perceived benefits on the adoption and implementation of
HRMIS in their organization.
4.4 RELIABILITY ANALYSIS
According to Sekaran(2007), reliability in the research means the existence of both
consistency and stability factors in the research. This reliability can be determined by
Cronbach’s Alpha test which can show how strong the correlation of these two factors.
The nearer the value of Cronbach’s Alpha to 1, the reliability will become more
consistent.
According to Malhotra (1996), reliability is the extent to which a scale produces
consistent result if repeated measurements are made on the characteristics.
Determining the proportion of systematic variation in a scale assess reliability. This is
done by the association between scores obtained from different administration of the
scale. The Cronbach’s Alpha is often used to measure reliability.
Figure 4.1 Cronbach’s Alpha Measure
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< 0.6 = poor
0.6>x<0.8 = acceptable
>0.8 = good
4.4.1. Reliability of Variables (Cronbach’s Alpha)
ITEMSNO. OF ITEMS
CRONBACH’S ALPHA
IV 1: Management Commitment 5 0.761
IV 2: Information Processes 5 0.717
IV 3: Employees’ Commitment 5 0.737
IV 4: Planning and Program Development 5 0.753
DV: Perceived Benefits on HRMIS 5 0.735
Table 4.3: Reliability of Variables (Cronbach’s Alpha)
4.4.2 Data Presentation on Reliability of Variables (Cronbach’s Alpha)
Based on the table above, reliability Test result for the first independent variable,
which is management commitment that consists of five questions, is 0.761.
According to Alpha Coefficient Range, 0.761 is indicating as acceptable
variable. Thus, it can conclude that the questions regarding management
commitment are acceptable.
The reliability Test result for the second independent variable, which is
information processes that consists of five questions, is 0.717. According to
Alpha Coefficient Range, 0.717 is indicating as acceptable variable. Thus, it can
conclude that the questions regarding information processes are acceptable.
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The reliability Test result for the third independent variable, which is employees’
commitment that consists of five questions, is 0.737. According to Alpha Coefficient
Range, 0.737 is indicating as acceptable variable. Thus, it can conclude that the
questions regarding employee commitment are acceptable.
Based on the table, reliability Test result for the fourth independent variable which is
planning and program development that consists of five questions is 0.753. According
to Alpha Coefficient Range, 0.753 is indicating as acceptable variable. Thus, it can
conclude that the questions regarding planning and program development are
acceptable.
Based on the table, reliability Test result for Perceived Benefits of HRMIS which is the
dependent variable for this study that consists of five questions is 0.735. According to
Alpha Coefficient Range, 0.735 is indicating as acceptable variable. Thus, the
researcher concludes that the questions regarding Perceived Benefits of HRMIS are
acceptable.
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4.5 CORRELATION BETWEEN VARIABLES
In this section, Pearson Correlation Coefficient was used to study the relationship exists
between dependent variables and independent variables, as seen in the correlation
coefficient (r). The analysis can be interpreted as high, moderate and low correlation
based on the score computed. The score computed could vary from +1.00 to -1.00. But
for this study, it is decided to use the suggested interpretation for value or “r” in
determining the strength of coefficient as proposed by Guilford Theory. The
interpretation of “r” value is explained in the table below.
Table 4.4 Interpretation of “r” value by Guilford Theory“r” value Interpretation
Less than .20 Slight, almost negligible relationship
.20 - .40 Low correlation, definite but small relationship
.40 - .70 Moderate correlation, substantial relationship
.70 - .90 High correlation, marked relationship
.90 - 1.00 Very high correlation, very dependable relationship
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VARIABLES PEARSON CORRELATION
IV 1: Management Commitment 0.020
IV 2: Information Processes 0.303
IV 3: Employees’ Commitment -0.020
IV 4: Planning and Program Development 0.009
DV: Perceived Benefits of HRMISIV 1: Not
Significant
IV 2:
Significant
IV 3: Not
significant
IV 4:Not
Significant
Table 4.5 Pearson Correlation between Independent Variable and Dependent Variable
4.5.1 Data Presentation on the Correlation Between Variables
Based on the correlation coefficient test in the table, it shows that management
commitment (IV 1) is positively associated with the Perceived Benefits of HRMIS (DV)
at Land and District Office of Kuala Lipis. The result shows the correlation between
management commitment with the Perceived Benefits of HRMIS at Land and District
Office of Kuala Lipis is r = 0.020. Based on the Guilford’s theory, this result is having
slight and small correlation. Hence, there is almost negligible relationship between
those two variables. Since it has almost negligible relationship, management
commitment is not significant to the Perceived Benefits of HRMIS at Land and District
Office of Kuala Lipis.
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Based on the correlation coefficient test in the table, it shows that information processes
(IV 2) is positively associated with the Perceived Benefits of HRMIS (DV) at Land and
District Office of Kuala Lipis. The result shows the correlation between information
processes with the Perceived Benefits of HRMIS at Land and District Office of Kuala
Lipis is r = 0.303. Based on the Guilford’s theory, this result is having low correlation.
Hence, there is definite but small relationship between those two variables. Since it
has definite but small relationship, information processes can be significant to the
Perceived Benefits of HRMIS at Land and District Office of Kuala Lipis
Based on the correlation coefficient test in the table, it shows that employee commitment
(IV 3) is negatively associated with the Perceived Benefits of HRMIS (DV) at Land and
District Office of Kuala Lipis. The result shows the correlation between employee
commitment with the Perceived Benefits of HRMIS at Land and District Office of
Kuala Lipis is r = -0.020. Based on the Guilford’s theory, this result is having slight and
small correlation. Hence, there is almost negligible relationship between those two
variables. Since it has almost negligible relationship, employee commitment is not
significant to the Perceived Benefits of HRMIS at Land and District Office of Kuala
Lipis.
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Based on the correlation coefficient test in the table, it shows that planning and program
development (IV 4) is positively associated with the Perceived Benefits of HRMIS (DV)
at Land and District Office of Kuala Lipis. The result shows the correlation between
planning and program development with the Perceived Benefits of HRMIS at Land and
District Office of Kuala Lipis is r = 0.009. Based on the Guilford’s theory, this result is
having slight and small correlation. Hence, there is almost negligible relationship
between those two variables. Since it has almost negligible relationship, planning and
program development is not significant to the Perceived Benefits of HRMIS at Land
and District Office of Kuala Lipis.
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CHAPTER 5CONCLUSION AND RECOMMENDATIONS
5.0 INTRODUCTION
This chapter may represent the conclusion and recommendation for the empirical study
on the adoption and implementation of Human Resource Management Information
System (HRMIS) in Land and District Office of Kuala Lipis. As shown in the chapter four,
the SPSS had been use to analyze the data and to find the result on the importance of
Information Technology and the benefits and barriers on the adoption and
implementation of HRMIS in Land and District Office of Kuala Lipis, based on the four (4)
independent variables given.
The four independent variables are namely management commitment, information
processes, employees’ commitment, and planning and program development.
Frequency distribution, descriptive analysis, reliability, and correlation analysis has been
chosen as the method to find the result. From the result, it shows various answers from
the respondents regarding the issue given. This chapter will try to explain and give
several recommendations regarding the issue on the adoption and implementation of
HRMIS in Land and District Office of Kuala Lipis.
5.1 CONCLUSION
On the information of sixty (60) structured questionnaires, respondents were asked to
select from the most favorable response from each statement with regards to the
adoption and implementation of HRMIS in Land and District Office of Kuala Lipis. The
study summarizes the following key findings such as only information process become
as the benefits to the adoption and implementation of HRMIS in Land and District Office
of Kuala Lipis.
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Generally, the result of this study shows that management commitment, employees’
commitment, and planning and program development has a positive relationship
between the perceived benefits of adoption of HRMIS in Land and District Office of
Kuala Lipis. In this chapter, it is explained whether the objectives are related with the
study. Based on the data analysis, the relationship between the management
commitments, employees’ commitment, information processes, planning and program
development and the perceived benefits on the adoption and implementation of
HRMIS are good. It has been approving by all the analysis that was find on reliability.
From the correlation analysis, it is found that only information processes was
significant to the perceived benefits on the adoption and implementation of HRMIS.
So, it became as the benefit to the adoption and implementation of HRMIS because it
has change the way the information being processes.
This research also has answered the Research Questions and obtained the Research
Objectives. From the first Research Question and Research Question, which is
regarding the Information Technology, it has answered that Information Technology
have give positive impacts to the workers because HRMIS has help in terms of better
information processes to the organization because the correlation is significant to the
dependent variable. So, it is answered that Information Technology plays an important
role for the workers to make their works become faster and smooth. It gives evidences
when the respondents’ answers that they are agree that they are relied and appreciate
the information technology. For the other independent variables, which are
management commitment, employees’ commitment and planning and program
development was not significant to the dependent variable. So, it became as the
barriers through the adoption and implementation of HRMIS in Land and District Office
of Kuala Lipis. This conclusion has answered the second research question, which is
to determine the benefits and barriers on the adoption and implementation of HRMIS.
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This research also has answered the third Research Question and Research
Objective, which is the workers’ perception through the adoption and implementation
of HRMIS in their organization. From the finding, the workers agreed that HRMIS is a
good service in terms of the better Information Processes but there must be more
improvement in terms of the management commitment, employees’ commitment, and
planning and program development. It is hoped that the organization can take any
initiatives in order to face the barriers to become as the benefits to the adoption and
implementation of HRMIS in their organization. From this finding, it can be concluded
that the organization need to give more management commitment, and there must be
more 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 and
District Of Kuala Lipis need to provide more training and courses about how to use
HRMIS in a right way. The training must not only specified to certain employees, but
must provide it to all employees in the organization. So, they will obtain the skills and
knowledges on how to use HRMIS in their organization.
The management should also give more commitment to the employees in order to
adopt and implement HRMIS in their organization. For example, the management
should make change management, provide motivation to all employees, consult the
significant groups, and the management should also have adequate financial support.
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Not only management responsibility, the employees also need to give their
commitment to the adoption and implementation of HRMIS in their organization. They
must try to learn on how to use HRMIS and there must be a high learning culture in
the 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, the
management should give user’s manual guides to all employees for them to refer to
the 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 program
because the works try it on their own guided by the users’ manual. The management
also should penalize the employees who do not apply and use HRMIS. So, the
employees will be fear of the penalization thus they will learn and use HRMIS in their
organization.
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