Introduction
Human resource information systems (HRIS) are a practical method of processing and managing employee data. HRIS standardizes personnel management duties and processes, assuring accurate records and reporting. Technology trust is crucial to how well a system functions, just like it is with any other informative system. The work by Lippert and Swiercz offers several hypotheses regarding their relationship while having a solid research foundation and open-ended research inquiries.
Research Study Analysis
Research Focus
The paper examines the connection between technology trust and HRIS, as was previously mentioned. The factors affecting HRIS are divided into three groups that influence the implementation success (Lippert & Swiercz, 2005, p. 345). Shared interdependence, as well as organizational trust, community, and culture, exist in the first category. The second group includes technology adoption, utility, and usability. The final group contains user socialization, sensitivity to privacy, and predisposition to trust (Lippert & Swiercz, 2005, p. 345). As a result, the main focus of the article is to provide a collection of variables that affect HRIS technology trust and, to some extent, the success of HRIS implementation.
Research Foundation
The Lippert and Swiercz study is based on a strong research foundation. The research report draws on earlier studies on this subject as its basis. For example, the DeLone and McLean information systems success model is used in the study. It emphasizes that individual-level elements like system usage, system quality, and information quality have an impact on how well the organization’s IT implementation plan works (Lippert & Swiercz, 2005, p. 345). Thus, the paper is supported by extensive research done in previous studies.
Research Implications
Moreover, the paper concludes with two future research implications. First, because HRIS is a crucial element of a company’s success, the study promotes more investigation into its factors (Lippert & Swiercz, 2005, p. 350). Second, practical research is necessary to demonstrate the efficacy of the Lippert and Swiercz model in organizational settings (Lippert & Swiercz, 2005, p. 350). Hence, the researchers encourage testing and developing the framework they have created.
Conclusion
As a result, Lippert and Swiercz have conducted a thorough investigation of the connection between technology trust and HRIS. The proposed framework, which is backed by other studies in this area and leaves the option of improvement open, includes a number of factors that influence the effectiveness of HRIS implementation. In conclusion, the study proposes an effective strategy for implementing HRIS based on prior research with room for advancements in the future.
Reference
Lippert, S. K., & Swiercz, P. M. (2005). Human resource information systems (HRIS) and technology trust. Journal of Information Science, 31(5), 340–353. Web.