Global Journal of Management and Business Research, A: Administration and Management, Volume 22 Issue 4

Human Resources Information System Impact on Organization Performance: The Roles of Human Capital and HR Analytics Dalia Mohamed ElNakib Abstract- The purpose of this study is to investigate the mediating role of Human Capital and the moderating role of HR Analytics in the relationship between HRIS and organizational performance in Telecommunication private sector firms in Egypt. A structured questionnaire was administered to survey managers and employees in the three main private telecommunication firms in Egypt. 740 questionnaires were distributed, 472 of which were returned and considered valid. Data was statistically analyzed using structural equation model estimation. The findings indicate that HRIS relate positively to Organizational Performance. The results also support the argument that Human Capital plays a mediating role in the significantly positive relationship between HRIS and Organizational Performance, when HR Analytics was present. This study provides managers with empirical support to the practice of designing and employing an effective HRIS in its four dimensions as a mechanism to improve organizational performance through the development of Human Capital. Managers and decision makers should make their HRIS adoption and applications more understandable, authentic, applicable, influential, usable and reliable to increase their HR practices effectiveness. Although previous research has shown that HRIS is an important factor influencing organizational performance and outcomes, this is one of the few studies that captures the complexity of the interplay between HRIS adoption and its effect on Organization Performance. It also that investigates the mediation role of Human capital and the moderation role of HR Analytics. Furthermore, it is the first study to test the model on the Telecommunications Sector in Egypt thereby refining theory of organizational performance and makes it more specific to the telecommunication industry and to the developing country of Egypt. Keywords: HRIS, Human Capital (H.C), HR Analytics, organization performance (O.P). I. I ntroduction he optimum use of information systems is certainly one of the fastest changing and dynamic processes in today’s business organizations. It is proven today that information technologies are among the most important tools for achieving business success. In earlier days, all the information flows were managed manually. Since last several years’ business information is being kept, analyzed and processed in Author: DBA Holder - AASTMT – Graduate School of Business. e-mail: dalia.elnaqeib@bibalex.org, ORCID ID: 0000-0002-9015-1907 computerized and different electronic formats to communicate properly and manage the activities effectively. Due to the expansion of Management Information Systems (MIS) in business firms, HR functions increasingly started to deploy HRIS in their day-to-day work. Firms in the Twenty First century have realized to implement different systems to cope up with the existing challenges and managing the complexities. HRIS is one of them that depict as vital tool of managing Information resources to execute the contemporary administrative and strategic activities of HR Management department more efficiently and effectively. HRIS supports the HR department to make a more dynamic role in organizational planning. Automation will make predicting more timely, cost effective, and efficient. Integration and storage in a single database all of the HR Information. An effective HRIS will assist the easy storage and recovery of HR records that are very vital for operations. HRIS can show an important role in a firm's HR functions. Human Capital considers labor as an item that can be bought and sold. This theory concentrates much on exploiting labor. Education and training makes employees obtain skills, expertise and knowledge needed to perform, which is more valuable so a lot of consideration has to be given it in terms of investment in people. To differentiate firms specific and general HC, general is gained is through education while specific is done through areas of knowledge as, Accountants, engineers. The Organization Performance depends on its employees, who are a basic part of it, and on the team that works toward accomplishing the organization’s objectives. Organization Performance is the eventual Dependent Variable of researcher's interests for concerned with just about any area of management. Market competition for inputs, customers, and Capital which make O. Pvital to the existence and success of the new business. a) Research Aim and Objectives The aim of this research is to understand the impact of HRIS perception on O.P, mediated by H.C, T 55 Global Journal of Management and Business Research Volume XXII Issue IV Version I Year 2022 ( ) A © 2022 Global Journals