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

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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

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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

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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.

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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

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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

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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

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5. CONCLUSION AND RECOMMENDATIONS

5.0 Introduction 47

5.1 Conclusion 48

5.2 Recommendations 50

REFERENCES

APPENDICES

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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

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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

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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

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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.

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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.

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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.

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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?

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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.

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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.

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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.

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Figure 1.1 LAND AND DISTRICT OFFICE OF KUALA LIPIS

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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.

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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.

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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.

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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.

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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

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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).

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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).

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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

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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).

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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)

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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.

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Independent Variable

Figure 2.1 Theoretical Framework

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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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