Use of human resource information systems in the measurement of non-financial organisational success factors
Bonehill, Jason Frederick
Orientation: Organisations make use of human resource information systems (HRISs) to store data
and assist with the processing of employee and other related information. This data can be a great
source of information on what is happening within the organisation, but it does not appear to be
utilised by industrial and organisational psychologists and organisational development practitioners
when designing interventions to assist organisations. According to Schultz and Schultz (2014), the
relationship between industrial psychology and systems, specifically the relationship between
human factors and technological design factors, is an important area of research for industrial and
organisational psychologists. No existing questionnaire or model in South Africa, however, could be
found on the use of HRIS data in providing an indication of organisational success.
Research purpose: The general aim of the research was to develop a scientific model of
organisational success factors that could be derived from HRISs and then used in organisational
development Initiatives.
Research methodology: A questionnaire was developed on the basis of the recommended processes
in the literature. This included (1) a review of the literature to determine possible organisational
success factors and their possible measures, (2) developing an initial questionnaire based on the
literature review, (3) conducting a pilot study for the questionnaire with willing participants to
enhance its readability and ease of completion, (4) enhancing the questionnaire based on the pilot
study and additional inputs received, (5) administering the questionnaire to the target population,
and (6) conducting statistical analysis. The HRIS model was developed by utilising the results of the
first phase of the statistical analysis and the partial least squares structural equation modelling (PLS SEM). The questionnaire was developed on the basis of a sample of 118 employees in the Human
Capital and Operational Excellence Departments within the organisation that has several companies
and operates in the automotive and industrial sectors in which the research was conducted.
Main findings: The study resulted in the development of a psychometrically sound questionnaire
and a model of organisational success. The following 11 empirically validated constructs were
identified: (1) organisational commitment and job satisfaction, (2) organisational learning and
knowledge management, (3) human resource information systems, (4) mature business processes,
(5) transformational leadership, (6) authentic leadership, (7) ethical leadership, (8) overall leadership
influence, (9) organisational culture, (10) employee engagement, and (11) change capability.
Additionally, the model that was developed should provide practitioners with a blueprint on how to
utilise HRISs and the data they house more effectively in informing and designing interventions to
enhance organisational performance.
Contribution/value-add: The main contribution of this study was the development of a valid and
reliable questionnaire on the use of HRIS data to provide an indication of organisational success, as
well as the development of a model for this purpose. Specific driver constructs, namely human
resource information systems, organisational commitment and job satisfaction, and organisational
learning and knowledge management were identified that could, to a certain extent, provide an
indication of other constructs in the model. This could contribute to the use of HRIS data by
industrial and organisational psychologists and organisational development practitioners in the
design of more targeted interventions to assist organisations.
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