Titlebook: Human Resources Information Systems; A Guide for Public A Nicolas A. Valcik,Meghna Sabharwal,Teodoro J. Bena Book 20211st edition Springer

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re emerging from the digitalization process.Provides a rich .Shedding new light on the human side of big data through the lenses of emotional and social intelligence competencies, this book advances the understanding of the requirements of the different professions that deal with big data. It also i

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Introduction,ies whether in public or private sectors (Oliveira et al., 2005). Despite its importance to an organization, access to accurate data is often not given sufficient attention in the literature. There is a dearth of studies examining the reasons for poor data in public organizations.

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Existing Research on HRIS in Public Organizations,se in strategic decision-making. There is a consensus among researchers that HRIS use and its adoption in public and nonprofit organizations is limited. Past studies focused on the adoption of Information Communication Technology (ICT) in public sector (Troshani et al., 2011). There is an increasing

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Application of HRIS in Public Organizations, vary from organization to organization due to technical capabilities or limitations of the system and personnel. HRIS enterprise software is not as critical to small public and non-profit organizations as it would be to a major municipality, for example. The additional requirements that public and

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The Theory of How HRIS Should Work, allow for data for analysis to retain personnel, comply with local, state and federal reporting mandates and allow for the seamless ability to pay employees correctly as well as process terminations. As stated by Karikari, Boateng and Ocansey:

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The Functional Areas Utilizing HRIS in a Public Organization,n making within an organization. A small public or non-profit organization can probably manage to do business using a homegrown system to house their HR system, or can outsource those functions to a specialized vendor to handle certain organizational aspects. However, an organization with a certain

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Obstacles for Public Organizations Using HRIS,e provided various classifications for data quality. These include accuracy, timeliness, completeness and consistency (Ballou & Pazer, 1985; Scannapieco et al., 2005), meaningfulness, unambiguousness, and accessibility. The most detailed classification is provided by Wang et al. (1995), in which 25