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Existing Research on HRIS in Public Organizations

In: Human Resources Information Systems

Author

Listed:
  • Nicolas A. Valcik

    (Texas Tech University)

  • Meghna Sabharwal

    (University of Texas, Dallas)

  • Teodoro J. Benavides

    (The University of Texas at Dallas)

Abstract

The utility of Human Resources Information Systems (HRIS) in the public sector remains very much at the functional level; it is beginning to see its use in strategic decision-making. There is a consensus among researchers that HRIS use and its adoption in public and nonprofit organizations is limited. Past studies focused on the adoption of Information Communication Technology (ICT) in public sector (Troshani et al., 2011). There is an increasing reliance on HRIS to fulfill even the most basic tasks (Hendrickson, 2003; Lengnick-Hall & Moritz, 2003) based on the degree of sophistication (Ball, 2001). Payroll management and benefit administration are often considered basic and unsophisticated tasks, while HR planning, recruitment and selection, training and development are considered sophisticated tasks that aid in strategic decision-making (Ball, 2001; Martinsons, 1994). According to Troshani et al. (2011), HRIS adoption in the public sector depends on Technological, Organizational and Environmental (TOE) factors.

Suggested Citation

  • Nicolas A. Valcik & Meghna Sabharwal & Teodoro J. Benavides, 2021. "Existing Research on HRIS in Public Organizations," Management for Professionals, in: Human Resources Information Systems, chapter 3, pages 33-45, Springer.
    • Handle: RePEc:spr:mgmchp:978-3-030-75111-1_3
    DOI: 10.1007/978-3-030-75111-1_3
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