Human resource system as innovation for organisations

Abstract

Purpose – This paper aims to identify relevant aspects to achieve advantage of the innovative potential of a
human resource information system (HRIS). The present study compared the system implementation
professionals’ perception of the results expected from the system, its characteristics and how it should be
implemented.
Design/methodology/approach – Semi-structured interviews were conducted with eight information
technology specialists and ten human resource (HR) professionals from four organisations at different stages
of HRIS implementation, in which two had it fully implemented and two were undergoing the implementation
process. The resulting data were submitted to four sets of content analyses and then compared.
Findings – Findings suggest specificities in the perception of these professionals. Critical aspects regarding
the effective adoption of HRIS were addressed, such as characteristics of the systems, implementation process
and human resource management model.
Originality/value – The implementation of an HRIS alone does not ensure the achievement of the obtained
advantages. The results of the present study provide guidelines for implementation of HRIS as innovation for
a strategic management of people. These guidelines come from different knowledge areas and from different
stages of implementation. These findings corroborate models of innovation diffusion and technology
acceptance.