Use of human resource information systems in the measurement of non-financial organisational success factors

Abstract

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.