Multicriteria group decision making for selecting human resources management information systems projects

This chapter presents a decision support system (DSS) for effectively solving the information systems (IS) project selection problem. The proposed DSS recognizes the multidimensional nature of the IS project selection problem, the availability of multicriteria analysis (MA) methods, and the preferences of the decision‐maker (DM) on the use of specific MA methods in a given situation. A knowledge base consisting of IF‐THEN production rules is developed for assisting the DM with a systematic adoption of the most appropriate method with the efficient use of the powerful reasoning and explanation capabilities of intelligent DSS. The idea of letting the problem to be solved determines the method to be used is incorporated into the proposed DSS. As a result, effective decisions can be made for solving the IS project selection problem. An example is presented to demonstrate the applicability of the proposed DSS for solving the problem of selecting IS projects in real world situations.

Information system (IS) project selection is of critical importance to every organization in dynamic competing environment. The aim of this paper is to develop a hybrid multicriteria group decision making approach based on intuitionistic fuzzy theory for IS project selection. The decision makers’ assessment information can be expressed in the form of real numbers, interval-valued numbers, linguistic variables, and intuitionistic fuzzy numbers (IFNs). All these evaluation pieces of information can be transformed to the form of IFNs. Intuitionistic fuzzy weighted averaging (IFWA) operator is utilized to aggregate individual opinions of decision makers into a group opinion. Intuitionistic fuzzy entropy is used to obtain the entropy weights of the criteria. TOPSIS method combined with intuitionistic fuzzy set is proposed to select appropriate IS project in group decision making environment. Finally, a numerical example for information system projects selection is given to illustrate application of hybrid multi-criteria group decision making (MCGDM) method based on intuitionistic fuzzy theory and TOPSIS method.

With the expansion of the corporate scale and the intensification of the market competition, the company gradually recognized the importance of human resource management, and increased the level of human resource management. To improve the level of human resource management, not only high quality administrators but also advanced information tools are necessary. It is the development direction and the way of the human resource management of the modern enterprise by introducing advanced means and technology such as the computer to carry out human resource management.This paper investigates the present state of the application of the human resource management information system and proposes the necessity of the human resource management information system, and then makes a detailed analysis of the development objectives, principles, foundation, approaches and development methods of the system, Design a computer-aided enterprise human resource management system. KeywordsComputer-aidedEnterprisesHuman resource management systemData mining

Today, all managers use the information system to manage their organization efficiently and effectively. Moreover, a management information system (MIS) is a type of computerized information systems. Hence, human resource management information system (HRMIS) has a fast processing to produce accurate information within the organization environment. Therefore, many researchers proposed numerous HRMISs for university campuses. However, some universities, including Kurdistan Region universities are still relying paper-based system in managing their human resources. Based on that, this study aims to identify and analyze current systems which are used for managing and accessing human resource information in the university campus. Further, the study tries to design a web-based HRMIS based on the requirements achieved from aforementioned aim. The data collection of this study has been carried out at three universities, as a case study, in Duhok province. A mixed method of data collection was done. Then, the qualitative method of data collection conducted using interviews and observation instruments. Also, the quantitative method conducted using system usability scale (SUS) to evaluate the designed web-based HRMIS. Further, the analysis of collected data was based on the strategic planning technique using SWOT (Strengths, Weaknesses, Opportunities and Threats) to identify strengths, weaknesses, opportunities and threats points. Then, the requirements of designing a proposed web-based HRMIS were achieved. After implementing of the proposed system, the evaluation results of SUS were conducted to be acceptable (i.e. total score is 72.03%) based on the end-user viewpoints. Further, the reliability of the proposed HRMIS will be conducted at the University by using reliability measurement tools after implementing such system for a period of time.

Research Context: User satisfaction is recognized as a key success criterion in Information Systems (IS) projects. In the IS project context, continuously monitoring this criterion throughout the project lifecycle can reduce training and rework costs, enhance user experience, and prevent client loss. Scientific and/or Practical Problem: Despite its relevance, there is a lack of methods in the IS project management literature to evaluate user satisfaction during the development cycle. Existing approaches focus mainly on end-stage evaluations, limiting timely adjustments and evidence-based decision-making during project execution. Proposed Solution and/or Analysis: This paper proposes a framework for assessing user satisfaction in IS projects through three stages: expectation elicitation, expert inspection, and post-use verification. All stages are supported by questionnaires derived from usability heuristics to guide structured evaluation and comparison. Related IS Theory: The study is grounded in the Information Systems Success Model, which identifies user satisfaction as an essential dimension of project success, and integrates principles from Human–Computer Interaction (HCI). Research Method: An exploratory review of relevant literature was conducted, followed by the design of the proposed framework and its validation through three instrumental case studies across different organizational domains. Summary of Results: The results indicate that the proposed framework enables the evaluation of user satisfaction during system development, allowing early identification of usability issues and improvement opportunities. Contributions and Impact to the IS Area: This work contributes to IS project success management by operationalizing user satisfaction as a continuous and measurable criterion, ensuring its systematic verification throughout the project lifecycle and providing managers with a practical tool for evidence-based decision support.

The management of Information Systems (IS) projects occupies a prominent place in research given the need for continuously improve projects efficiency and efficacy. In the case of developing countries, this is even more important because projects success rates are typically lower than those of the so-called developed countries. Projects success is vital to development, because the countries not only need to use the scarce resources available in the best possible way, but also must gain trust from populations and investors to continue ensuring financing for future projects. Note that developing countries’ governments many times depend on foreign investment to undertake large projects, for instance in the construction or IS infrastructure sectors. However, there are few known studies about the success of IS projects in developing countries. To help fill this gap, we carried out a questionnaire-based survey in four countries. The focus of our survey was on IS projects from the public sector. This enabled to identify quite low levels of success, as well as an urgent need for training and education programmes on project management.

Information Systems (IS) projects often experience inefficiencies due to inadequate risk management, leading to cost overruns, delays, and failures. Traditional risk management approaches struggle to adapt to evolving project risks, which call for a more structured and proactive mitigation mechanism. This study explores the application of Lean methods to risk management in IS projects. A Lean-based risk management approach is proposed, integrating waste minimization, continuous improvement, and value-driven risk mitigation concepts. The paper reviews existing IS project characteristics and risk management frameworks, highlighting gaps in current methodologies. This study also demonstrates how Lean methods can potentially enhance risk responsiveness, optimize resource allocation, and contribute to overall project effectiveness. The review offers practical insights for IS project managers to effectively incorporate Lean into risk management strategies.

Aim: In the modern digital world, many companies are moving towards technology-based applications to perform human resource administration work. Employees nowadays are capable of accessing a web-based Human Resource Management Information System (HRMIS) to obtain critical data from recognized techniques such as System Applications and Products (SAP), PeopleSoft, Bann and Lawson. This study aims to investigating the factors affecting the adopting intention of HRMIS in a selected public firm in Sri Lanka.
 Design: Acknowledging the vital concepts on accepting or resisting technology, six components (performance expectancy, effort expectancy, social influence, facilitating conditions, task characteristics, and technology characteristics) from the Unified Theory of Acceptance and Use of Technology (UTAUT) model and the Task Technology Fit (TTF) model were contextualized to investigate the drivers influencing HRMIS adoption intentions in a selected public firm in Sri Lanka. Target population was identified as the Executives, Supervisors/Technical Officers, Clerical and Allied employees of the chosen public company in Sri Lanka. A structured online questionnaire, including 30 items, was used to collect data.
 Findings: Multiple regression analysis results revealed that the factors of Performance Expectation, Task Characteristics, and Technology Characteristics have a positive influence on users’ adoption intention to HRMIS. Effort Expectancy, Social Influence, and Facilitating Conditions had negative influence.
 Implications: The outcomes highlight the necessity of combining TTF components with technology acceptance theories when evaluating the factors influencing acceptance of HRMIS or other information systems. The study's findings will aid management in making the required organizational changes to encourage employees to use the HRMIS application.

The aim of this study is to offer a conceptual understanding on the link between Cloud-Based Human Resource Management Information System and women entrepreneurship growth. The phenomenon of female entrepreneurship, female business owners themselves and their enterprises, is regarded as one of the carriers of economic and social development. Despite their vast participation and contribution to the economic development, however, female entrepreneurs do not perform as well as their male counterparts in terms of business strategy which results in high growth prospects. The study followed a conceptual approach to indicate how Cloud-Based Human Resource Management Information System will lead to women entrepreneurial growth. The study also proposed a framework on the association between the two constructs. It was concluded that the development of the system will offer greater opportunities for women entrepreneurs to overcome the overarching challenges most especially in their human resource practices which will eventually results in growth opportunities. The study recommended that future research efforts should be carried out to empirically test the proposed framework so as to empirically understand the association between the two constructs.

There is no doubt that internet has changed the way people communicate. Due to this, Malaysian government has taken an initiative implementing the electronic government (e-Government) to improve the services between the government and citizens by using the Internet, at the same time, reduce the operational cost in back office and IT. One of the Malaysian e-Government projects is Human Resource Management Information System (HRMIS). HRMIS would link all Government agencies electronically, and aims to standardizing human resources practices in the federal government, state government, statutory bodies and local authority services. Even though, the government has promoted the usage of HRMIS, the adoption rate among government servant is still low. The purpose of the study is to investigate the usability problems of HRMIS and provide suggestions according to usability problems on findings. The method used in this study is usability testing with 5 participants which involved with actual task. The testing was held in Usability Lab at Faculty of Computer and Mathematical Sciences, UiTM Shah Alam and was focusing on Leave Module of HRMIS. From the finding, there are some considerations need to be taken for system improvement such as menu structure, screen management, the usage of graphic and icons and error handling. The result of this study will contribute for future research on usability testing in Malaysia.

Human resource management information System (HRIS) is a comprehensive information management platform, aiming to use information technology and systematic methods to optimize the human resource management of enterprises. HRIS integrates and automates various human resource management functions to improve work efficiency and data accuracy, thus providing strong support for strategic decisions. This paper will discuss the impact of HRIS on the operational efficiency of enterprises, and demonstrate its practical application effect through case analysis.

The electronic human resource management (e-HRM) is adopted in the hotel industry widely nowadays. However, case studies are rare. This study set the Westin Guangzhou as sample, and implemented the research on the Infomationization impact on the human resource management in hotels. The result indicated that, first, the human resource management in the hotel industry had entered the information age; moreover, e-HRM could provide information sharing and decision basis when it comes to the stage of human resource strategy deploying. Unfortunately, e-HRM, due to the character of quantification, had a limitation on satisfying the personality requirement of the human resource management. As a result, the key factors to optimize the implementation of e-HRM in the hotel industry are information technology or information system enhancement and staff training on working habit.

Метою статті є дослідження питань упровадження нових інноваційних практик управління людськими ресурсами в Апараті Верховної Ради України в контексті модернізації системи державного управління та реалізації парламентської реформи.
 Наукова новизна визначається дослідженням упровадження нових інструментів та практик управління людськими ресурсами в Апараті Верховної Ради України з метою забезпечення модернізації його подальшої діяльності та виконання основних завдань парламентської реформи.
 Висновки. Україна розпочала реалізацію широкомасштабної парламентської реформи та модернізацію системи державного управління. У зв’язку з цим особливого значення набувають питання розробки та упровадження нових інноваційних інструментів та практик управління людськими ресурсами в органах державної влади, зокрема в Апараті Верховної Ради України.
 Вивчення кращих практик та досвіду зарубіжних країн у цій сфері свідчить про необхідність їх популяризації та упровадження нових інструментів управління людськими ресурсами на державній службі. Мова йде про такі інноваційні інструменти та практики з питань менеджменту та управління людськими ресурсами: розроблення та упровадження системи проведення ґендерного аудиту, внутрішньої системи управління якістю, розвиток корпоративної культури, управління талантами, розбудова системи наставництва (менторства), підтримка адаптації новопризначених працівників, удосконалення системи оцінювання результатів роботи державних службовців, інформатизація та автоматизація процесів управління людськими ресурсами, розвиток кадрової мобільності, підвищення рівня мотивації працівників та їх заохочення до покращення результатів роботи; розвиток лідерства, підвищення рівня професійної компетентності та кар’єрний розвиток, розвиток системи управління змінами тощо.
 Одночасно проаналізовано усі можливі переваги та недоліки функціонування кожної з цих практик, а також перспективи їх упровадження в Апараті, насамперед із урахуванням специфіки цього державного органу та основних завдань реформи державного управління в Україні. Враховуючи вищевикладене, підготовлено комплексні пропозиції щодо забезпечення подальшої модернізації діяльності Апарату Верховної Ради України, розробки та упровадження нової широкомасштабної стратегії розбудови кадрового потенціалу Апарату (з урахуванням рекомендацій Європейського Парламенту, інших міжнародних організацій, а також основних завдань парламентської реформи, що реалізується в Україні).

As science and technology are developing rapidly, management software in enterprises needs innovation. For enterprises, human resource management information system plays vital function in improving efficiency of management. The system uses Visual C++ 6.0 as development environment, selects Access as database, to realize the systematization, standardization and automation of personal management.

Global Excellence Batam course institute (GE Batam) is a non-formal educational institution that has several course programs that have been trusted by the Batam community. To improve its institutional organization, GE Batam wants to implement a human resource management information system (HRIS). In this research, HRIS development will be carried out using a codeigniter framework then the system will be used. As a result, the HRIS implemented by GE Batam can run well and data can be stored in a database and can be managed easily.