Breaking Barriers: Unraveling the Complexities of HR Tech Integration

Ahmad Muktamar; Nurnaningsih A Nurnaningsih A

doi:10.62207/8c2wpp17

Authors

Ahmad Muktamar Institut Lamaddukkelleng Sengkang Author
Nurnaningsih A Nurnaningsih A Institut Agama Islam As'adiyah Sengkang Author

DOI:

https://doi.org/10.62207/8c2wpp17

Keywords:

Technology Adoption, Human Resources Department, Influence Factors, Organizational Culture, HR Competence.

Abstract

This research aims to explore the factors that influence technology adoption by the Human Resources (HR) Department. The research method used is a systematic literature review using academic databases of international reputation over the last ten years. Research findings indicate that factors such as organizational culture, technology adoption, HR competencies, HR analytics, technology availability and accessibility, symbolic adoption, and organizational factors play an important role in HR technology adoption. An organizational culture that supports innovation and technology, as well as the technological competence possessed by HR personnel, are significant factors in influencing technology adoption. Additionally, adequate technology availability and strong organizational support were also found to contribute to higher technology adoption rates. The implications of this research indicate the need for organizations to pay attention to these factors in an effort to increase HR technology adoption. Suggestions for future research include longitudinal research to evaluate the long-term impact of HR technology adoption, as well as research across industries and cultural contexts to understand the factors that influence HR technology adoption more broadly.

References

Barney, J. B. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120.

Becker, G. S. (1964). Human capital: A theoretical and empirical analysis, with special reference to education. University of Chicago Press.

Bersin, J. (2019). HR Technology Disruptions for 2020: Productivity, Empathy, and Employee Experience.

Chatterjee, S., Chaudhuri, R., Vrontis, D., & Thrassou, A. (2023). Revisiting the resource-based view (RBV) theory: from cross-functional capabilities perspective in post COVID-19 period. Journal of Strategic Marketing.

Ciszewska-Mlinarič, M., & Wąsowska, A. (2015). Resource-Based View (RBV).

Davenport, T. H., & Harris, J. (2007). Competing on analytics: The new science of winning. Harvard Business Press.

Deloitte. (2021). Global Human Capital Trends: The social enterprise at work - Paradox as a path forward.

Gartner. (2023). Hype Cycle for Human Capital Management Technology.

Jain, D.V. (2014). Impact of Technology on HR Practices.

Jelonek, M. (2021). Human capital theory. Universities and the Labour Market.

Kertechian, K.S., & El-Farr, H. (2023). Human Capital Theory.

Nauges, C., O'Donnell, C., & Quiggin, J. (2013). Risk and Uncertainty Program TITLE : Uncertainty and Technical Efficiency in Finnish Agriculture : A State-contingent Approach.

Noutsa, F.A., Wamba, S.F., & Kamdjoug, J.R. (2019). Exploring Factors Affecting the Adoption of HRIS in SMEs in a Developing Country: Evidence from Cameroon. Lecture Notes in Information Systems and Organisation.

Papaevangelou, O., Syndoukas, D., Kalogiannidis, S., & Chatzitheodoridis, F. (2023). Efficacy of embedding IT in human resources (HR) practices in education management. Journal of Infrastructure, Policy and Development.

Penpokai, S., Vuthisopon, S., & Saengnoree, A. (2023). The causal factors that affect the organizational performance of large-size companies in Thailand through HR analytics. Nurture.

Sallu, S., Sianturi, N. M., Purwoko, B., Herliansyah, Y., & Manuhutu, M. A. (2023). Learning in Higher Education Based on Artificial Intelligence (AI) with Case Based Reasoning (CBR). Journal of Namibian Studies: History Politics Culture, 34, 1049-1064.

Silva, A.C. (2023). The Impact of Technological Advancements on HR Practices and Leadership in Brazil. Journal of Human Resource and Leadership.

Singh, A., & Shaurya, A. (2021). Impact of Artificial Intelligence on HR practices in the UAE. Humanities and Social Sciences Communications, 8.

Society for Human Resource Management (SHRM). (2022). The Role of Technology in HR Transformation: A Strategic Perspective.

Srivastava, S., & Bajaj, B. (2022). HRIS Symbolic Adoption, Its Relationship With Technological Adoption Factors, WLB, and Creativity. Int. J. Hum. Cap. Inf. Technol. Prof., 13, 1-15.

Torres, K.M., & Statti, A.L. (2021). Utilizing Technology to Enhance Human Resource Practices. Advances in Human Resources Management and Organizational Development.

Tsymbaliuk, S., Vasylyk, A.V., & Bilyk, O. (2022). Artificial Intelligence in HR: Practices and Prospects of the Spread in Ukraine. The Eurasia Proceedings of Science Technology Engineering and Mathematics.

INishwanath, D.B., & Vaddepalli, D.S. (2023). The Future of Work: Implications of Artificial Intelligence on Hr Practices. Tuijin Jishu/Journal of Propulsion Technology.