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The Relevance of Organizational Culture to the Implementation of Human Resources Information Systems
Author(s) -
Romm Celia T.,
Pliskin Nava,
Weber Yaakov
Publication year - 1995
Publication title -
asia pacific journal of human resources
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.825
H-Index - 33
eISSN - 1744-7941
pISSN - 1038-4111
DOI - 10.1177/103841119503300206
Subject(s) - relevance (law) , knowledge management , information system , human resources , human resource management system , organizational behavior and human resources , process (computing) , human resource management , business , human culture , organizational culture , resource (disambiguation) , linkage (software) , process management , computer science , organization development , management , sociology , public relations , political science , computer network , anthropology , law , economics , operating system , biochemistry , chemistry , gene
Human resource information systems are application systems that collect data and produce information about the workforce of an organization to facilitate personnel control, planning, development, and forecasting. In this article we study the linkage between organizational culture and human resource information systems. We describe the implementation history of four human resource information systems, and show bow cultural considerations are relevant to the implementation process. In the discussion that follows we suggest that human resource information systems vary along the ‘cultural relevance spectrum’. The higher the cultural relevance, the more risky is the implementation, because of the increased potential for cultural incompatibility between the system being implemented and the culture of the implementing organization. In conclusion we offer practical advice to organizations contemplating the implementation of human resource information system.