The Application of Human Resources Information Systems for Enhancing Output in Agricultural Companies

Abstract

Traditional methods of human resource management (HRM) are being replaced by information technology based Human resource system to tackle ever growing complex HRM systems. (Bondarouk T, 2009). Integrated information systems, and particularly human resources information systems (HRIS), can increase productivity and service quality while reducing operating costs. They help companies make strategic decisions that give the company a competitive advantage over its competitors. Finally, each of the above factors has a significant impact on the Human Resource Management (HRM) implementation process.

Leaders of many different organizations, especially agricultural organizations, attach great importance to the implementation of IT systems in order to maintain their position as competitors in the market. Compared to the private sector, the public sector is slower or more difficult to adopt new technologies. HR managers in all organizations are the most important business partners of their companies. Thanks to close collaboration between IT and HR departments, human resource management (HRM), and in particular HRIS technology, is evolving into a discipline that can lead human resource management into a new era. The increase in the number of individuals using HRIS can be attributed to the fact that HR managers do not adequately monitor IT-related personnel activities and the capabilities of these activities. (Moussa & Arbi, 2020). As more companies become aware of HRIS capabilities and ways to use them, interest in their adoption, implementation and use is increasing. Awareness is important in this process and organizations need to know what HRIS can do to know how it can help them.