Resistance to Human Resource Information Systems  (HRIS) � Problem Recognition, Diagnosis and Positive  Intervention: A Study on Employee Behavior and  Change Management

Devadesh Sharma

Volume : III, Issue : I, January - 2013

Resistance to Human Resource Information Systems (HRIS) � Problem Recognition, Diagnosis and Positive Intervention: A Study on Employee Behavior and Change Management

Devadesh Sharma

Abstract :

The increasing use of human resource information systems (HRIS) approaching the new century, is a noticeable trend within human resource management (HRM). It has been seen that this technology has ought a revolution in the working systems in the organizations and capitalized between the two precious assets, human resource and information technology. The conventional system of working, changed drastically from the way Management Information System (MIS) was practiced upon two decades back and the potential to greatly enhance organizations ability to collect, store and utilize personnel data. Investment in HRIS in present modern industrial setups is relatively widespread, but the system capabilities are rarely exploited to their full potential. This research explores and the study examines, how this technology could be implemented effectively in the organizations with very less or no resistance to change. Recommendations for consideration in the selection, implementation and evaluation of HRIS introduction, acceptance level and managing acceptability amongst the employees, is the biggest challenge to be handled by the Organizations. With all out efforts the management of an organization has to develop the positive organizational behavior/intervention and if required, even get the professional advice from the HR advisors and consultants to improve upon the acceptability and reduce annoyance towards the new system.