Title:
The
Reactions of Employees Towards The Implementation of Human Resource
Information Systems (HRIS) As A Planned Change Program: A Case Study of
Malaysian Airlines
Abstract: The impact of
information technology (IT) within Human Resource Management (HRM)
functions has been both pervasive and profound. It allows organizations
to store and retrieve large amounts of information quickly and
inexpensively. It also enables organizations to rapidly and accurately
combine and reconfigure data to create new information. Many
organizations are embracing this new approach by implementing a
computerized system that provide current and accurate data for purposes
of control and decision making which is known as Human Resource
Information System (HRIS). Malaysian Airlines (MAS) is one of the few
companies in the country which is taking a strong initiative towards
implementing its HRIS starting in 2006. However, with any new planned
organizational change effort, no one can guarantee its immediate and
automatic success. The literature on organizational change emphasizes
the importance of motivating people to change because one of the
factors that causes any change effort to fail is people's resistance.
The main purpose of this research is to understand what are the factors
which contributed to the acceptance of employees' towards the new HRIS
implemented in MAS. A questionnaire was developed and administered with
250 employees. Some interviews were also conducted to provide some
qualitative data. From the data analysis, top management involvement
and organizational commitment appeared as the two largest coefficients
for the impact on the acceptance level of employees towards the planned
change effort. Based on the findings some managerial implications and
future research agenda were recommended.
Authors: Razali
Bin Mat Zin and Muhd
Jusoh Haron