Home⇛JPAIR Multidisciplinary Research Journal⇛vol. 59 no. 1 (2025)

Correlates of Human Resource Information System and Organizational Performance in Selected Logistics Companies: An Assessment toward Organizational Efficiency

Xiu Jing

Discipline: human resource management

 

Abstract:

This study analyzed the correlates of human resource information systems to organizational performance in selected logistics companies. Through a quantitative research design using descriptive-correlational research, the study investigated the correlations obtained from the survey data responded to by 275 human resource managers and staff. The findings revealed that the respondents’ profiles primarily fall within the age groups of 18-25 and 36-45 years, with a relatively balanced gender distribution. Educationally, the majority are college graduates, with a significant proportion holding master’s and doctoral degrees. Staff-level employees dominate the sample, followed by HR managers. In terms of business longevity, a substantial percentage of respondents belong to organizations that have been in operation for more than 20 years. Likewise, the study assessed the impact of HRIS on various HR functions, including job analysis, job performance, communication, and recruitment. The data suggests that HRIS significantly improves job analysis accuracy, performance management efficiency, communication timeliness, and recruitment efficiency. Notably, age, sex, educational attainment, and job position were found to influence respondents’ perceptions of HRIS impact. Differences in views were observed particularly in job analysis and performance across age groups, educational levels, and job positions. The study also investigated HRIS’s impact on organizational performance, focusing on effectiveness, efficiency, sustainability, and financial stability. The HRIS was found to positively affect organizational effectiveness, efficiency, and sustainability, with communication emerging as a strong predictor of effectiveness and sustainability. The HRIS’s role in recruitment and selection was notably correlated with improved efficiency and financial stability. Significant correlations were observed between HRIS functions (such as communication and performance appraisal) and key organizational outcomes, emphasizing the system’s role in enhancing both HR and organizational performance. The study concludes that HRIS has a meaningful, positive impact on HR functions and organizational outcomes, with demographic factors influencing respondents’ assessments. These findings underscore the value of HRIS in modern organizational management.



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