Implementation of Human Resource Information System (Hris) to Improve the Effectiveness of HR Management

David Ahmad Yani; Bahrur Rosyid; Dany Luqyana Idris; Iswanto Iswanto; Wiwit Agustina

doi:10.63922/ijebir.v5i04.5269

David Ahmad Yani UIN Jurai Siwo Lampung, Indonesia
Bahrur Rosyid UIN Mataram, Indonesia
Dany Luqyana Idris UIN Maulana Malik Ibrahim Malang, Indonesia
Iswanto Iswanto Universitas Islam Batang Hari, Indonesia
Wiwit Agustina UIN Maulana Malik Ibrahim Malang, Indonesia

DOI: https://doi.org/10.63922/ijebir.v5i04.5269

Keywords: Human Resource Information System (HRIS), Human Resource Management, HR Management Effectiveness, Digital Transformation

Abstract

This study aims to analyze the implementation of a Human Resource Information System (HRIS) in improving the effectiveness of human resource management (HRM) in the era of digital transformation. HRIS is a technology-based information system that integrates various HR management functions, such as recruitment, personnel administration, attendance, payroll, performance appraisal, training, and career development. This study uses a qualitative approach with a library research method. Research data were obtained from various secondary sources such as books, scientific journal articles, proceedings, and official documents relevant to the research topic. Data collection techniques were carried out through documentation studies, while data analysis used qualitative descriptive analysis through the stages of data reduction, data presentation, and drawing conclusions. The results of the study indicate that HRIS implementation can improve the effectiveness of HR management through the automation of administrative processes, increasing data accuracy and security, accelerating information access, and providing data that supports objective and evidence-based decision-making. In addition, HRIS contributes to increased organizational productivity, operational efficiency, transparency of performance appraisals, and employee competency development. However, HRIS implementation still faces various challenges, such as high investment costs, limited technological infrastructure, low user digital competency, resistance to change, and the importance of data security protection. Therefore, successful HRIS implementation requires management support, technological readiness, human resource competency development, and ongoing system evaluation to deliver optimal benefits to the organization. This research is expected to serve as a reference for organizations optimizing the use of HRIS as a strategic instrument to improve HR management effectiveness and support sustainable digital transformation.

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