3. Research Framework
The development of technologies has enabled organizations to facilitate performing its tasks
and obtain a better market advantage by simplifying handling and integrating different
organizational processes and revealing alternative options for conducting business. Among
these advances in technology is the use of information systems in different departments of
organizations. One of the major information systems in any large organization and medium
organizations is HRIS.
In order to study the relation between HRIS functions and HRM functionalities, a frame was
built in which HRIS functions were dealt with as independent variables, whereas HRM
functionalities were dealt with as dependent variables. HRIS consists of seven functions as
introduced by Mayfield and his associates (2003) and adopted by Casico (2006) namely,
strategic integration, forecasting and planning, performance development, human resources
analysis, knowledge management, communication and integration, and records and
compliance.
Similarly, HRM is divided into five functionalities which have been discussed by most of
human resources scholars. However, for the purpose of this study, the model which was
proposed by Martinsons (1997) and Beulen, (2009) will be adopted. Martinsons and Beulen
dealt with HRM functions as applications of knowledge-based systems which includes
human resource planning, staff development and regulatory compliance, benefits
administration, performance appraisal, and recruitment and selection. Figure 2 depicts the
research framework and the elements to be investigated.