INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue V May 2025  
The Determinant Factors for Affecting Human Resource Information  
System Usage  
LMA Shamila1, E.P.A.Hasarindi2  
1Lecturer, Faculty of Communication and Business Studies, Trincomalee Campus, Eastern University,  
Sri Lanka  
2Assistant Lecturer, Faculty of Communication and Business Studies, Trincomalee Campus, Eastern  
University, Sri Lanka  
DOI: https://dx.doi.org/10.47772/IJRISS.2025.905000331  
Received: 28 April 2025; Accepted: 02 May 2025; Published: 14 June 2025  
ABSTRACT  
In the digital era, organizations are increasingly leveraging information technology to improve operational  
efficiency and decision-making processes. One significant advancement in this regard is the implementation of  
Human Resource Information Systems (HRIS), which streamline core HR functions such as recruitment,  
payroll, performance management, and employee data maintenance. While HRIS offers substantial benefits, its  
successful adoption and usage vary across organizations and industries. This inconsistency has prompted  
researchers and practitioners to explore the key factors that determine effective HRIS utilization.  
Therefore, this research paper main objective is to identify the determinant factors for affecting HRIS usage by  
means of a content analysis of the findings of previous HRIS studies. A review of the relevant literature has  
shown that a large number of previous studies have attempted to identify factors determining the adoption and  
implementation of HRIS usage. For the purpose of this study, these factors are presented and discussed under  
three dimensions: system quality, information quality, and service quality.  
Understanding these determinants factors are crucial for HR leaders and IT managers to design appropriate  
strategies that enhance user acceptance and maximize the value of HRIS investments. This paper explores  
these factors using established models and empirical analysis to provide a comprehensive understanding of  
what drives HRIS usage in organizational settings.  
Apart from that, researcher discussed about benefits of HRIS usage in an organization, HRIS usage’s  
organizational structure, HRIS components, HRIS application and evolution of HRM and HRIS in today  
business world.  
Keywords: Human Resource Information System Usage, System Quality, Information Quality, Service  
Quality  
INTRODUCTION  
An information system is a combination of software, hardware, and telecommunication networks to collect  
useful data, especially in an organisation. Many organizationa use information system to complete and manage  
their operations, interact with their customers, and stay ahead of their operations (Shamila, 2024).  
“HR information systems help discover potential employees, keep personnel records, and develop talent and  
skill development programs for staff” (Bal, Bozkurt & Ertemsir, 2012). “Due to the shared database used by all  
HR-related units such as payroll, benefits administration, and pension, HRIS substantially contributes to the  
various HR operations. HRIS avoids work duplication and improves the efficiency of numerous work  
processes. Because effective use of these systems helps achieve the organization's objectives and performance  
development through the proper application, these systems help to improve the performance of the human  
resources function by providing managers with the information necessary to support resolutions on human  
resources management, and these systems are one of the most critical systems used in the facility” (Al-Omari,  
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INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue V May 2025  
Al-Mobaideen & Allahawiah, 2012). If the organization use HRIS then easily adopt different types of benefits.  
Such as:  
Single data entry: “Employee data is entered or updated in a single database in HRIS. This information is  
shared among various departments, such as payroll, production, and projects. So, this process reduces errors,  
eliminates duplicate records, and saves time and money. Problems such as having one employee number in the  
payroll department and another in the HR department can cause payroll processing delays and errors. This  
inaccuracy makes it difficult to generate accurate attendance records and salary and benefits for any employee.  
This type of error is prevented if data entry occurs in one location and is used by all departments”  
(Singh,Jindal & Samim, 2011).  
Reduced data entry costs: The clerical expense associated with data entry in other departments is decreased  
when data is entered in one place and used by several departments. Without HRIS, various departments would  
have to utilize different apps and enter the same data multiple times, increasing the clerical cost of data entry.  
The bottom line improves when clerical expenses are lowered by avoiding redundant data entry and associated  
errors (Singh et al., 2011).  
Better employee services: “HRIS can assist in obtaining reports about an employee's eligibility to salary and  
benefits and how much he has previously utilized, and the balance available from the benefits pool. To get to  
the report in a manual system, one would have to go through multiple files and documents, and however, in an  
automated system, we can access it self-service mode, where all of these reports are available to employees at  
the press of a button” (Singh et al., 2011).  
Pre-defined reporting formats: “HRIS includes modules that include pre-defined reports. These reports include  
information on employee salaries by role or grade, employee turnover by role, number of years of experience  
in the bank, a turnover report for each department and area with a trend over time, and the reason for leaving  
the bank, among other things. These studies assist senior management in determining the fundamental cause of  
attrition, which may lead to changes in bank policies that improve employee relationships and satisfaction”  
(Singh et al., 2011).  
Evaluation and Development of HRIS Usage  
“Human resource information systems were primarily employed for administrative and operational objectives  
in the early stages of development, despite being often accurate and comprehensive. Leave requests, workers'  
compensation, accident data, income variation, and superannuation entitlements were collected using forms.  
Between 1945 and 1960, only manual labor was used to manage all HR activities; they had human capital  
issues, employee morale, and proper selection and development methods. Previously, organizations did not  
prioritize HR-related activities; they were not interested in HR's primary function” (Gupta & Kumar, 2013).  
“Then, from the early 1960s through the early 1970s, people became more focused on human resource  
management. Human resource management was seen as crucial in the organization. HRIS was utilized for  
keeping administrative records at the time. Several variables drastically transformed attitudes about human  
resource information systems in the 1970s and 1980s. After that, from 1980 until the present, both large and  
small businesses have used HRIS. During this time, the increasing complexity of payroll systems necessitated  
increased flexibility and access to information systems. Personal computers have made HRIS accessible and  
affordable to businesses of all sizes. HRIS has progressed from essential record-keeping to sophisticated  
analytical tools to aid managerial decision-making. Then, as a result of globalization and technological change,  
computerized HRIS was established. This system aims to combine human resource management (HRM) and  
information technology (IT) activities into a single database using enterprise resource planning (ERP)  
software. The purpose of using HRIS is to combine many aspects of human resources, such as payroll, labor  
productivity, and benefits management, into a less capital-intensive system than the mainframes that are used  
to administer activities” (Gupta & Kumar, 2013). “This principle refers to a person's belief that utilizing a  
particular system will be painless”. “The actual use of a computer system can be determined by how well  
system attributes match user task requirements. This concept refers to how much a person believes that  
utilizing an HRIS will improve his or her performance inside an organization”. As a result, the functions that  
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INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue V May 2025  
the HRIS provides for the user will be the primary motivator for them to use it. The use and exploitation of  
outflows from an information system predicted future IS consumption, or system usage output (Petter &  
McLean, 2009). Frequency of use, amount of time spent using the system, number of accesses made, method  
of use, and degree of reliance are all taken into account.  
METHODOLOGY  
“Past studies focused on the status of HRIS and its uses and implementation. However, little research has been  
conducted to identify the factors which determine the usages of HRIS” (Batool, Sajid, & Raza, 2012.).  
According to the literature review, the researcher tried to identify determinant factors affecting HRIS usage.  
This research employed a qualitative systematic literature review approach to examine the role of system  
quality, information quality, and service quality as determinant factors of Human Resource Information  
System (HRIS) usage. A total of 20 peer-reviewed research articles published between (1990 -2022) were  
selected for analysis. These articles were sourced from reputable academic databases such as Scopus, Web of  
Science, Google Scholar, and ScienceDirect using keywords including "HRIS," "system quality," "information  
quality," "service quality," "technology acceptance," and "HRM systems." The inclusion criteria for article  
selection were: (1) relevance to HRIS implementation or usage, (2) discussion or analysis of system,  
information, or service quality, and (3) empirical or conceptual research published in English. Articles not  
directly related to HRIS or that lacked substantial methodological grounding were excluded. The selected  
articles were systematically reviewed and summarized to identify recurring themes, findings, and  
methodological approaches. A thematic analysis was conducted to categorize the influence of system quality,  
information quality, and service quality on HRIS usage. This process involved coding key findings and  
aligning them with the research objectives to establish common determinants and their interrelationships. By  
synthesizing existing literature, this study aims to provide a comprehensive understanding of how the three  
quality dimensions collectively shape the effectiveness and adoption of HRIS in organizational contexts.  
Determinant Factors for Affecting HRIS Usages  
According to the literature review, the researcher tried to identify determinant factors affecting HRIS usage.  
Because of that, the researcher selected 20 articles. The details of the articles are presented in Table 1. Further,  
this extensive literature review enabled the researchers to uncover eight different determinant factors of HRIS  
usage, as identified in Table 1  
Table 1. List of Determinant Factors Affecting HRIS Usage  
No  
01  
Author  
Year  
1992  
Determinant Factors of HRIS Usages  
(DeLone & McLean )  
System quality, Information quality, Ease of use, User  
satisfaction  
02  
03  
04  
05  
06  
07  
08  
(Rai, A., Lang, S.S. & 2002  
Welker, R.B.,)  
System quality. Information quality  
(Rodgers, W., Negash, S. 2005  
& Suk, K)  
System quality, Information quality, Service quality,  
System quality, Information quality, service quality  
System quality, Information quality, service quality  
System quality, Information quality, Ease of use, Usefulness  
System quality, Information quality, Service quality  
(Gorla, N., Somers, T.M. 2010  
& Wong, B.,)  
(Lin, C. C., Wu, H. Y. & 2011  
Chang, Y. F.)  
(Aggarwal,  
N.  
and 2012  
Kapoor, M.,)  
(Kim, J., Ahn, K. & 2013.  
Chung, N.,)  
(Zheng, Y., Zhao, K. & 2013  
Service quality,  
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Stylianou, A.,)  
(Shamila, 2024)  
Information quality  
09  
10  
2024  
System quality, Information quality, Service quality  
System quality, Information quality, Service quality  
(Xu, J., Benbasat, I. & 2013  
Cenfetelli, R.T.,  
11  
Suryanto,  
T.L.M., 2016  
System quality, Information quality, Service quality  
Setyohadi, D.B. & Faroqi,  
A.,)  
12  
13  
(Ojo, A.I.,)  
2017  
System quality, Information quality, Service quality  
System quality, Information quality, Service quality  
(Benmoussa, K., Laaziri, 2018,  
M., Khoulji, S., Kerkeb,  
M.L. & El Yamami, A.,)  
14  
15  
16  
(Ahmed J.B. & Mansor, 2018  
S.,)  
Information quality, Service quality, Data quality  
System quality, Information quality, Service quality  
Ease of Use, Usefulness  
(Ameen, A., Alfalasi, K., 2019  
Gazem, N.A. & Isaac, O.,)  
(Shahreki, J., Ganesan, J., 2019  
Raman, K., Chin, A.L.L.  
and Chin, T.S.,)  
17  
(Ammar, H.O., Ghorab, 2020  
System quality, Information quality, Usefulness, Ease of use  
M.M.,  
Abd  
Mostafa,  
El-Alim,  
D.M.,  
S.H.,  
Kassem, A.A., Salah, S.  
and Shalaby, E.S.,)  
18  
19  
(Roslina, W., Fahmy, S. 2020  
and Haslinda, N.,)  
System quality, Information quality, User satisfaction, System  
success  
(Strelbitskyi, M., Mazur, 2020  
System quality, Information quality, Service quality  
V.,  
Karpushyn,  
Ivashkov,  
Y.,  
A.,  
Serkhovets, S., Sinkevych,  
S. & Bloshchynskyi, I.,)  
20  
(ElNakib, D.M., Ragheb, 2021  
M.A., Youssef, R.A.E. &  
Ghanem, A.N.,.)  
System quality, Information quality, Ease of Use and Usefulness  
(Source: Survey Data)  
Table 1 summarizes the list of determinant elements that influence HRIS usage. It showed how various  
determinant factors influence HRIS usage as reported by various researchers.  
System quality, information quality, and service quality have all been utilized by various researchers more than  
15 times in their investigations, according to Table 1. As a result of the previous study, these three elements  
are recognized as the most commonly used determinant factors affecting HRIS Usage. As a result, the  
researcher used system quality, information quality, and service quality as decisive criteria for affecting HRIS  
usage in this study.  
System quality  
“System quality refers to the overall quality of the information system's processing, including software and  
data components, and measures how technically sound the system is. System quality is concerned with  
whether the system has defects, the consistency of the user interface, convenience of use, quality of  
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documentation, and sometimes, quality and maintainability of computer code" (Seddon,1997). “Easy use,  
usefulness, reliability, data quality, flexibility, and integration are factors that determine the quality of a  
system” (DeLone & McLean, 2003). Sedera, Gable, & Chan (2004) “created and validated a comprehensive  
instrument for system quality, resulting in nine attributes: ease of use, ease of learning, user requirements,  
system features, system accuracy, flexibility, sophistication, integration, and customization”.  
Furthermore, system quality measures concentrate on the system's performance characteristics. The technical  
aspects of the information system interface are referred to by this principle (DeLone & McLean,1992). Many  
studies identify various metrics, with data currency, reaction time, data correctness, dependability,  
completeness, and system flexibility being the most well-known.  
Information Quality  
“Information quality refers to the quality of the information system's outputs, reports or online screens”  
(DeLone & McLean, 1992). Furthermore, “information quality measures concentrate on a system's output and  
the user's utility or relative importance assessment” (DeLone & McLean,1992). Huh, Keller, Redman, &  
Watkins (1990) define “information quality as consisting of four dimensions: accuracy, completeness,  
consistency, and currency. Accuracy refers to an agreement with a real-world attribute, a value held in another  
database, or the result of an arithmetic calculation. Completeness is defined as whether or not all of the data  
relevant to a given application is present. Consistency refers to the absence of conflict between two datasets,  
whereas currency refers to current data. Researchers have utilized a range of criteria to determine the quality of  
information”. “For information quality, employed the constructs of correctness, completeness, currency, and  
format” (Nelson, Todd, & Wixom, 2005).  
Accuracy, precision, currency, output timeliness, reliability, completeness, conciseness, format, and relevancy  
are all essential aspects of information quality (Obeidat, 2012).  
Service Quality  
The degree of difference between customers' normative expectations for service and their views of service  
delivery has been defined as service quality (Zeithaml, Berry & Parasuraman, 1988).  
“The quality of information system services is measured by service quality. In general, service quality is a  
technique established by marketing researchers to assess general service quality” (Pitt & Watson, Kavan,  
1995). One of the indicators of information system effectiveness is service quality. Service quality refers to the  
IT department's assistance of users, which is frequently defined by the support organization's responsiveness,  
reliability, and empathy (Petter & McLean, 2009).  
Benefits of HRIS Usage in Organization  
An effective HRIS implementation gives data on almost anything the organization wants to track and analyze  
current and past workers and applicants. The organization will need to choose an HRIS system and configure it  
to fit its specific requirements. HR and other managers can employ a comprehensive and integrated HRIS in  
administrative, operational, and strategic sectors.  
“HRIS data can be used at the operational level to identify possible internal candidates for job openings,  
reduce external recruitment expenses, and assure staff of career options. The human resource department can  
take a more active role in organizational planning with the help of HRIS. Forecasting will become more  
timely, cost-effective, and efficient due to computerization. HRIS systems are growing more advanced as a  
result of ongoing technological advancements. Intranet HR self-service is one of the most important HRIS  
functionalities. Today, several organization use their intranet for online appraisals, career management,  
sentiment surveys, training registrations, and posting information about their employees. An HRIS may  
manage compliance with federal and state legislation, streamline recruiting and selection procedures, and  
provide analyses, data, and reports for internal and external usage, all while being supervised by certified  
specialists who understand technology and HR functional and tactical operations. The ease of use for computer  
technology specialists, the quality of information, and the capacity to run HR audits using any combination of  
parameters are advantages of an HRIS. Employee and manager self-service tools are suitable methods to free  
up time for project work and other responsibilities for the human resources department. Employees and  
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supervisors may immediately find answers and information without consulting with an HR representative.  
Human Resources professionals can use an appropriate HRIS to enable employees to update their benefits and  
address changes on their own, freeing HR staff to focus on more strategic tasks. Furthermore, data for  
personnel management, knowledge development, career growth and development, and equal treatment is made  
easier” (Gupta & Kumar, 2013).  
Finally, managers have access to the information they need to report on their employees' accomplishments in a  
legal, ethical, and effective manner. “Faster information processing; greater information accuracy; improved  
planning and program development; enhanced employee communications; reduced cost of stored data in HR;  
more transparency in the system; more meaningful career planning and counseling at all levels; better ability to  
respond to environmental changes are just a few of the advantages of such systems” (Gupta & Kumar, 2013).  
An effective HRIS includes the following features:  
Data for the administration of all staff  
Reporting of the data needed for staff management and evaluation.  
Company-related records, staff handbooks, and security recommendations  
Rewards management, such as enrollment, status modifications, and updating of personal data  
Integration with payroll, in addition to other accounting systems and financial software  
Monitoring of applicants and resume administration  
An efficient HRIS helps an organization track:  
Paid time off (PTO) and attendance  
Payscale history  
Positions and pay grades  
Overall performance development strategies  
Coaching obtained  
Disciplinary actions  
Personal staff data  
Key staff succession plans  
Identification of prospective staff  
Applicant administration, including interview process and selection  
Human Resource Information System’s Organizational Structure  
A Human Resource Information System (HRIS) is a software package that automates the inputting, tracking,  
and recording of employee data, replacing manual, paper-based techniques. It has broken down into five  
primary sections. “An HRIS keeps track of employee personal and job-related information; it facilitates  
planning by matching employees to the jobs for which they are best qualified; and, with security features and  
data tracking required for regulatory compliance, it complies with data protection laws and generates reports  
for submission to management for decision-making” (Naidu, 2015).  
Employees’ Data  
“A personnel database is used to structure a standard HRIS. Personal information includes name, age,  
residence,  
phone numbers, social security number, dependents, education and training, and job-related information. The  
latter can contain current and previous salaries, employment history, and benefits information. The HRIS  
organizes the information into menu-driven pages that provide increasing levels of detail in any of the data  
categories. Because many personnel who access this database will not need access to the other modules, the  
HRIS organization separates it from the other portions” (Naidu, 2015).  
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Job Data  
The organization may construct a second database for data relating to specific jobs using the HRIS. “The  
requirements for each existing company position, the name of the employee holding the position, the names of  
potential replacements, the paths available for promotion into and out of the position, and the salary and  
benefit levels associated with the position are all contained in this second database for an HRIS organized in  
this manner. The HRIS may incorporate global job and employee data in addition to specific job databases,  
such as where current employees originated from, how the organization found them, how long they stayed with  
the company, and how well they performed” (Naidu, 2015).  
Planning  
“A third organizational module of an HRIS can be used for business planning to identify future human  
resource requirements and possible sources, such a module uses the employee database, the jobs database, and  
global employee and job information. The module links current employees with company jobs and forecasts  
where gaps occur. The corporation can then address these needs by hiring more people, reassigning tasks, or  
changing its organizational structure” (Naidu, 2015).  
Compliance  
“An HRIS can be set up to track compliance. Companies must demonstrate adherence to employee-related  
regulatory obligations such as equal opportunity, gender neutrality, and workplace quality. Employee  
characteristics, recruiting decisions, employee assessments, and firing or layoff decisions will all be tracked by  
the HRIS. It can then generate reports that show whether or not the company complies with legal obligations  
and how successfully it is doing so” (Naidu, 2015).  
Security  
“A new organizational module for an HRIS is superimposed on the others to assure security. The security  
module ensures that privacy rules protect employee personal data by limiting access to just the employee and  
appropriate corporate officials. Thanks to the security module, employees can only see important data when  
they need it to do their work. For example, data on promotion tracks and candidates is likely to be tightly  
restricted. To safeguard HRIS data, the security module employs suitable degrees of security including various  
layers. Security to assure security, an additional organizational module for an HRIS is layered on the others”  
(Naidu, 2015).  
HRIS Components  
As indicated in Figure 1, HRIS includes three key functional components.  
Input  
Data Maintenance  
Output  
Figure 1. HRIS Components  
Input  
“The input function gives the tools that needed to get human resource data into HRIS. It populates the HRIS  
with employee data. First and foremost, procedures and processes are required to acquire necessary data,  
which is then entered into the system. Edit tables can be used to check if the data is correct. The data is  
automatically validated against these tables, which include approved values. The edit tables should be updated  
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and changed by the system. Scanning technology now allows for the scanning and storing an actual image of a  
business document, including signatures and handwritten annotations” (Naidu, 2015).  
Data maintenance  
“The data maintenance function is in charge of updating the data in the various storage devices. As changes in  
human resource information occur, this information should be incorporated into the system; as new data is  
introduced, it is often desirable to keep the old data in the form of historical data. After data has been entered  
into the HRIS, it updates and adds new data to the database” (Naidu, 2015).  
Output  
“Output is the most apparent function of HRIS because most HRIS users are concerned with information and  
reports to be used by the systems rather than collecting, revising, and updating human resource data. HRIS  
processes data, calculations and prepares the presentation to produce helpful output for computer users. HRIS  
stands for Human Resource Information System, and it is a computerized system that assists in processing data  
related to human resource management.  
A well-knit HRIS serves as a worthy decision, a device, created to meet the organization's workforce  
information needs” (Aggarwal & Kapoor, 2012).  
Human Resource Information System Applications  
Job Analysis Application:  
“A web-based job analysis application is software that assists HR departments in conducting job analyses,  
which are often conducted using an online questionnaire to collect data from employees, managers, and outside  
subject matter experts. The software evaluates each job and provides a job description for each one. A job  
evaluation is based on a job description” (Tesi, 2010).  
Application for Employment:  
“Recruitment entails identifying the best candidate for a job through techniques that produce a broad pool of  
competent candidates, as well as a reliable and valid selection process. These hiring practices will significantly  
impact the quality and type of new workers' talents. Furthermore, all roles in the organization are expected to  
comply with all legal obligations connected to employment and equal opportunities by following approved  
standards of practice and ensuring justice and fair treatment for all applicants” (Mina, Mehdi & Yaser, 2012).  
The recruiting system keeps track of recruitment and selection operations details, such as the cost and  
technique of recruitment and selection, the time it takes to fill a position, and provides users with the  
information they need on time.  
Application of Selection:  
According to Mathis & Jackson (2010), “the selection process is focused on selecting qualified candidates to  
fill those positions”. According to Gatewood, Field, and Berrick (2008), “HR selection is the process of  
gathering and assessing information about an individual to expand an offer of employment. Who is hired in  
any company or organization is determined by the selection process”. “Selection procedures should be well-  
thought-out to find qualified candidates and appropriately match them to the job. Proper selection will raise the  
likelihood of selecting the correct person to fill a vacancy. Productivity rises when the best people are hired for  
the position” (Mina et al., 2012). “Managers should be aware of the selection objectives, policies, and  
procedures to be fully engaged in the process from the start, reflecting managers' responsibility for the  
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selection process. This role will assist managers in making the best selection decisions possible while  
gathering sufficient data” (Rosemond & Ernesticia, 2011).  
Performance Appraisal Application:  
“Forms used in performance appraisal systems evaluate an individual's performance, identify opportunities for  
future career progression, and, most significantly, improve performance. It is a merit rating that should benefit  
both parties (organizations and individuals) and should be assessed regularly to meet the requirements.  
Furthermore, a performance assessment system is concerned with establishing a standard against specific task  
performance and defining and assessing present performance. As a result, it necessitates the following inputs  
and outputs: payment, pay raises, level of expectation, promotion, and organizational planning” (Abang, May  
& Maw, 2009). “Employees should know exactly what is expected of them and how their performance and  
outcomes will be monitored by the organization”. According to Rosemond & Ernesticia (2011), “A defined  
and systematic appraisal program will enable a regular review of an individual's performance, emphasizing  
potential and addressing training and development needs. The most significant aspect is that a successful  
assessment scheme may improve staff's future performance. Therefore it can also serve as the foundation for  
reviewing cash awards and planned career advancement. The performance appraisal system provides  
individual employee performance appraisal data, such as the appraisal's due date, scores, etc”.  
Communication Application:  
“The communications application supports inter-organizational regulatory communications, which helps  
coordinate all of the numerous organizational operations and adjustments” (Casico, 2006). “An appropriate  
HRIS for this purpose includes a communication mechanism suitable for communicating, and it is suited for  
delivering the necessary information to all clients inside and outside the firm” (Mayfield, Mayfield & Lunce,  
2003).  
Evolution of HRM and HRIS  
Table 2. Evolution of HRM & HRIS  
Timeframe  
Prior to 1940  
1940s–1950s  
Evolution in HRM  
Evolution in HR Technology  
Manual record-keeping and payroll  
- Federal tax regulations introduced  
—
- Homegrown payroll systems emerge  
- Skill inventories and job  
classifications for govt/military  
- Mainframe computers support  
personnel/payroll  
- Large companies invest in personnel  
tech  
- ADP is founded  
- More employment laws (e.g., CRA  
1964, ADEA 1967)  
- MIS emerges  
1960s–1970s  
- Tracking administrative costs and  
turnover  
- IBM/360 introduced  
- Increased labor cost reporting  
- Streamlining HR data  
- Vendor software created  
- Personnel systems for mid-size firms  
- SAP founded; R/2 released  
- Globalization drives system  
integration  
- Client-server computing emerges  
1980s–1990s  
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- HR uses data for planning and  
analytics  
- Personal workstations access HR data  
- PeopleSoft v1 released  
- HR DSS developed  
- Employee empowerment & self-  
service  
- ERP systems grow (SAP, Oracle,  
PeopleSoft)  
1990s–2010  
- Strategic HR roles  
- Intranets expand access  
- Web-based ERP (Y2K compliance)  
- ESS/MSS systems  
- Compliance with privacy directives  
- Offshoring of IT/HR  
- Balanced scorecard in HR  
- Best-of-breed systems (e.g., Taleo,  
Kronos)  
- Cost containment focus  
- Cloud-based HR systems (e.g.,  
Workday, SuccessFactors)  
2010–present  
- ACA compliance  
- Big data & analytics  
- Social media in HR  
- Mobile HRIS adoption  
- Mobile-first HR platforms  
(Source: Johnson, Lukaszewski, & Stone 2016).  
Overall Summary of Past Research  
Table 3. Frequency of Usage Determinant Factors Affecting HRIS Usage  
No Determinant Literature Citation Article Count (N=20)  
Frequency  
%
01  
System  
Quality  
DeLone & McLean 1992; Rai, A., Lang, 17  
S.S. & Welker, R.B.,2002; Rodgers, W.,  
Negash, S. & Suk, K.,2005; Gorla, N.,  
Somers, T.M. & Wong, B.,2010; Lin, C. C.,  
Wu, H. Y. & Chang, Y. F.,2011; Aggarwal,  
N. & Kapoor, M.,2012; Kim, J., Ahn, K. &  
Chung, N.,2013; Hamdan, M.N.M.,2013;  
Xu, J., Benbasat, I. & Cenfetelli, R.T.,2013;  
Suryanto, T.L.M., Setyohadi, D.B. &  
85%  
Faroqi,  
A.,2016;  
Ojo,  
A.I.,2017;  
Benmoussa, K., Laaziri, M., Khoulji, S.,  
Kerkeb, M.L. & El Yamami, A.,2018;  
Ameen, A., Alfalasi, K., Gazem, N.A. &  
Isaac, O.,2019; Ammar, H.O., Ghorab,  
M.M., Mostafa, D.M., Abd El-Alim, S.H.,  
Kassem, A.A., Salah, S. and Shalaby,  
E.S.,2020; Roslina, W., Fahmy, S. and  
Haslinda, N.,2020; Strelbitskyi, M., Mazur,  
V.,  
Ivashkov,  
S.,  
Y.,  
Karpushyn,  
S.  
A.,  
Serkhovets,  
Sinkevych,  
and  
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Bloshchynskyi, I.,2020; ElNakib, D.M.,  
Ragheb, M.A., Youssef, R.A.E. & Ghanem,  
A.N.,.2021;(Shamila, 2024)  
02  
Information  
Quality  
DeLone & McLean 1992; Rai, A., Lang, 18  
S.S. & Welker, R.B.,2002; Rodgers, W.,  
Negash, S. & Suk, K.,2005; Gorla, N.,  
Somers, T.M. & Wong, B.,2010; Lin, C. C.,  
Wu, H. Y. & Chang, Y. F.,2011; Aggarwal,  
N. & Kapoor, M.,2012; Kim, J., Ahn, K. &  
Chung, N.,2013; Zheng, Y., Zhao, K. &  
90%  
Stylianou,  
A.,2013;  
Hamdan,  
M.N.M.,2013; Xu, J., Benbasat, I. &  
Cenfetelli, R.T.,2013; Suryanto, T.L.M.,  
Setyohadi, D.B. & Faroqi, A.,2016; Ojo,  
A.I.,2017; Benmoussa, K., Laaziri, M.,  
Khoulji, S., Kerkeb, M.L. & El Yamami,  
A.,2018; Ahmed J.B. & Mansor, S.,2018;  
Ameen, A., Alfalasi, K., Gazem, N.A. &  
Isaac, O.,2019; Ammar, H.O., Ghorab,  
M.M., Mostafa, D.M., Abd El-Alim, S.H.,  
Kassem, A.A., Salah, S. and Shalaby,  
E.S.,2020; Roslina, W., Fahmy, S. and  
Haslinda, N.,2020; Strelbitskyi, M., Mazur,  
V.,  
Ivashkov,  
S.,  
Y.,  
Karpushyn,  
S.  
A.,  
&
Serkhovets,  
Sinkevych,  
Bloshchynskyi, I.,2020; ElNakib, D.M.,  
Ragheb, M.A., Youssef, R.A.E. & Ghanem,  
A.N.,.2021, (Shamila, 2024)  
03  
Service  
Quality  
Rodgers, W., Negash, S. & Suk, K.,2005; 13  
Gorla, N., Somers, T.M. & Wong, B.,2010;  
Lin, C. C., Wu, H. Y. & Chang, Y. F.,2011;  
Kim, J., Ahn, K. & Chung, N.,2013; Zheng,  
Y., Zhao, K. & Stylianou, A.,2013;  
Hamdan, M.N.M.,2013; Xu, J., Benbasat, I.  
& Cenfetelli, R.T.,2013; Suryanto, T.L.M.,  
Setyohadi, D.B. & Faroqi, A.,2016; Ojo,  
A.I.,2017; Benmoussa, K., Laaziri, M.,  
Khoulji, S., Kerkeb, M.L. & El Yamami,  
A.,2018; Ahmed J.B. & Mansor, S.,2018;  
Ameen, A., Alfalasi, K., Gazem, N.A. &  
Isaac, O.,2019; Strelbitskyi, M., Mazur, V.,  
Ivashkov, Y., Karpushyn, A., Serkhovets,  
S., Sinkevych, S. and Bloshchynskyi,  
I.,2020;(Shamila, 2024)  
65%  
04  
Ease of Use  
DeLone & McLean 1992; Aggarwal, N. & 5  
Kapoor, M.,2012; Shahreki, J., Ganesan, J.,  
25%  
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Raman, K., Chin, A.L.L. and Chin,  
T.S.,2019; Ammar, H.O., Ghorab, M.M.,  
Mostafa,  
D.M.,  
Abd  
El-Alim,  
S.H.,  
Kassem, A.A., Salah, S. & Shalaby,  
E.S.,2020; ElNakib, D.M., Ragheb, M.A.,  
Youssef, R.A.E. & Ghanem, A.N.,.2021  
05  
06  
User  
DeLone & McLean 1992; Roslina, W., 02  
Fahmy, S. and Haslinda, N.,2020;  
10%  
20  
Satisfaction  
Usefulness  
Al Sibly.,2011; Shahreki, J., Ganesan, J., 04  
Raman, K., Chin, A.L.L. and Chin,  
T.S.,2019; Ammar, H.O., Ghorab, M.M.,  
Mostafa,  
D.M.,  
Abd  
El-Alim,  
S.H.,  
Kassem, A.A., Salah, S.&  
Shalaby,  
E.S.,2020; ElNakib, D.M., Ragheb, M.A.,  
Youssef, R.A.E. & Ghanem, A.N.,.2021  
07  
08  
Data Quality  
Ahmed J.B. & Mansor, S.,2018  
01  
5%  
5%  
System  
Success  
Roslina, W., Fahmy, S. and Haslinda, 01  
N.,2020;  
(Source: Survey Data)  
Table 3 shows the overall summary of past researchers’ conclusions regarding determinant factors for HRIS  
usage. The percentage value is obtained by dividing each variable's frequency of use by twenty, the total  
number of articles utilized in this study.  
CONCLUSION  
As a result, the researcher used system quality, information quality, and service quality as decisive criteria for  
affecting HRIS usage in this study. High system quality ensures reliability, user-friendliness, and functional  
performance, which enhances user satisfaction and promotes consistent usage. Information quality contributes  
by providing accurate, timely, and relevant data, supporting better decision-making and operational efficiency.  
Meanwhile, service quality encompassing technical support, responsiveness, and user training ensures users  
are adequately supported and confident in utilizing the system. Together, these three dimensions create a  
robust foundation for successful HRIS adoption and sustained usage, ultimately leading to improved human  
resource management outcomes.  
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