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

example being Low-cost and Fast, so cross-sectional studies are usually allow researchers to collect a great deal of Information quite quickly. Data is often gotten inexpensively using self-report surveys. Researchers are then able to assemble large amounts of Information from a large pool of contributors. The Cross Sectional study can contain multiple variables; therefore, researchers can collect data on a few different variables to see how differences in sex, age, educational status, and income. c. Data Analysis To test the research hypotheses and to examine the theoretical relationships; a Structural Equation Model (SEM) estimation was conducted in order to obtain my results and demonstrate them. d. Measurements All variables items will be measured using Five- Point Likert Scale, which ranged from “strongly disagree” to “strongly agree. b) Research Variables i. Independent Variable HRIS are software or online solution for the data entry, data tracking, and data Information needs of the HR, payroll, management, and accounting functions within a business. HRIS contains 4 Dimensions which are as following: Quality of "HRIS System and Information" determines HR activities in an appropriate, systematic and scientific manner; it allows Information to be readily accessible to employee, and provides accurate and sufficient Information. HRIS "Perceived Ease of Use and Usefulness" means the smoothness of understanding how to drive HRIS Software and Applications. It can be achieved through allowing employees to accomplish job's tasks, to perform work's requirements more quickly, for example to increases productivity. HRIS Satisfaction, which means that HRIS meets the HR requirements of accountability area, and employees' expectations. HRIS Success supports to improves the assessment and training needs, increases employee benefits, develop HR Planning, plus to enhance Recruitment and Performance Management. ii. Mediating Variable The Mediating variable is H.C; which is intellectual Capital’s essential component and is formed by the firm individuals competence, including skills, knowledge, experience, capabilities, and expertise. HC consists of 3 Dimensions as following: a. Leadership and Motivation They are related to aspects of leadership skills, employee performance, reflection on their actions, energy used in performing the tasks, and learning on the job. b. Qualifications That refers to issues related to training replacements, the capability of employees, support for the improvement of skills and qualifications of employees, talented, recognition, and appreciation of employees. c. Satisfaction and Creativity This means the generation of new ideas, employee satisfaction with the organization, and the organization’s view about the maximum effort of the staff. iii. Moderating Variable HR Performance Analytics The moderator variable is HR Performance Analytics which measures key performance indicators in order to track HR performance over time. HR Analytics is an important driver for people Analytics, which is the development of agile organizations. iv. Dependent Variable Organization Performance O.P is related to organizational fairness which allows employees to get committed to tasks assigned to him/her and this fairness of organization depends on employees trust in the organization that effects in employee growth as employees become indulges in “high commitment performance management” causing an increase in employees performance. c) Research Model The researcher is presenting the Research Model which has been built into Four Hypotheses. Researcher used HRIS as I.V which is consisted of four dimensions, in order to improve the D.V which is O.P, mediated by HC, in presence of H.R Performance Analyticsas M.V which is my contribution in this research. Human Resources Information System Impact on Organization Performance: The Roles of Human Capital and HR Analytics 60 Global Journal of Management and Business Research Volume XXII Issue IV Version I Year 2022 ( ) A © 2022 Global Journals