Author(s): Zakariya Chabani
The purpose of this research is to identify the managerial purposes, benefits and challenges of HRIS implementation within public organizations to better understand how such technologies affect the capacity of the HR department to conduct effective and efficient work.
This research is part of a constructivist epistemological approach. To achieve the main goal of the study, data were collected primarily via a semi-directive interview conducted at one of the biggest public companies in Algeria in 2018. In addition to the questionnaire, some of the organization’s documents were used in combination with observations that allowed the researcher to confirm some of the data collected from the questionnaire.
The management of the case study organization well understands the importance of HRISs. Thus, the management decided to implement the system. Although the implementation was successful, the management faced some problems, such as resistance to change from users in various divisions. Therefore, we can conclude that HRISs may contribute to enhancing the performance of HR departments and improving management processes. However, to ensure performance, the implementation must take place under the best possible conditions. Otherwise, the HRIS is no longer be an advantage but rather a significant cost.
This is one of the few studies investigating the role of HRIS implementation in improving the HR department and management processes within a public organization. Due to the very specific characteristics of such organizations, which vary with regard to flexibility, bureaucratic attitude, resistance to change, etc., implementing HRISs can be very challenging.