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

able to make investment decisions for the employees’ development. Good utilization of HRIS can lead to the growth and efficiency of the organizations in the long run. The technology based HR functions provides real time metrics to the managers, which help them to track and spot trends effectives and thus leads to an effective management of the workforce. Effective HR transactions, increased speed, lesser paperwork and cost effectiveness are definitely some of the advantages which not only ensures transparency, but also facilitates better controls by the top management. But the implementation of HRIS requires a fundamental change in the way HR professionals view their roles. The successful implementation is only possible when the HR professionals learn to be proficient with the traditional HR skills and knowledge, and develop the ability to apply their knowledge via the technology. This study is beneficial for HR Departments in Egyptian Private Sector Telecom Firms in adopting and understanding the perception of utilizing HRIS applications at organizations as well as for academics to study the impact of HRIS perception further in this area; as it describes an integration of HRIS applications and O.P through H.C. Results shed the light on the mediating and moderating variables for decision makers and allow them to fully utilize HRIS applications and unlock their potential in improving O.P. II. L iterature R eview I.T has significantly affected the HRM through one of the important and effective tool; i.e. HRIS. The two key areas of application of computer in the managerial decision making process include, the increasing use of electronic computers in managerial decision making and the coordination among the various strategic functions in the organization. HRIS helps HR managers in performing their job roles more effectively. Seleim et al. (2007) investigated on how HC relates with O.P. They seek to test empirically a variety of hypotheses related to HC and organizational performance within software companies in Egypt. The findings suggested that organizational performance in terms of export intensity in software firms is most influenced by superstar developers who have some distinct capabilities such as initiation, ambition, inimitability, and a high level of intelligence, creative ideas. Bondarouk et al. (2009) and Farndale et al. (2009) have detected that organizations are becoming increasingly adept at using HRIS and that a correspondingly strategic role for HR. Although there are numerous options for managers such as enterprise resources management, outsourcing, as well as a variety of tools designed specifically for transformation and upgrading Information systems; many failures still occur. They also indicated that there are many causes for failure including project desertion, enthusiasm, and outsourcing. Failures are also due to inexperienced management, the users who lack the skills needed to operate a newer system and stakeholders that withdraw support for a project before it is completed, (Sira and Wayne 2011). Jamal and Saif (2011) tried in their study to explain the relationship amid HC management and organizational performance. Their Hypotheses were established to test the impact of HCM on the performance of organizations. Study results provided support to strategy of investment in HC and its management for competitive advantage at organizational and national level. Rosemond and Ernesticia (2011) argued if a proper range of HR policies and processes are developed and implemented effectively, then HR will make a substantial impact on firm performance, and human resource management will be more effective if it fits the business strategy of the firm. Sadiq et al. (2012) reported that HR professionals now have an increased capacity, not only to gather information, but also to store and retrieve it in a timely and effective manner. This has not only increased the efficiency of the organization, but also the effectiveness of management functions. HRIS helps to improve the performance of the HR function by providing managers with information needed to support resolutions on HRM, which increase the efficiency and effectiveness of HR to exploit most of the limited resources available for more output and adequate quality, particularly through controlling and reducing costs. The role and importance of HRIS in Business Competitiveness studied in research; that according to them the combination of HR and IT known as HRIS are being implemented by many firms as strategic arms towards the uprising business competitiveness and meeting the needs of all investors in the company. They found that firms are progressively moving afar manual HR system today, by computerizing individual HR tasks, installing HRIS and using the internet and intranet, (Nisha and Mona 2012). The biggest advantage of HRIS to an organization is its capability to create presentations and reports. The HRIS holds all Information surrounding the organizations HR initiatives including hiring practices details like a comprehensive listing of all job applicants, (Michael et al. 2012). The modules on the HRIS should be aligned to the overall functioning in order to gain congruence. In addition, the performance management module should be congruent with the overall performance management process in order to effectively manage performance. It is also important to Human Resources Information System Impact on Organization Performance: The Roles of Human Capital and HR Analytics 57 Global Journal of Management and Business Research Volume XXII Issue IV Version I Year 2022 ( ) A © 2022 Global Journals