Human Resources Information Systems and Their Impact on Job Performance Quality: A Case Study at Marib General Hospital

Abstract

The study aimed to identify Human Resource Information Systems (HRIS) and its dimensions (Planning System, Recruitment System, Compensation System, Training and Development System, and Evaluation System) and its impact on job performance quality at Marib General Hospital. The study adopted the analytical approach to achieve its objectives. The study population consisted of employees at Marib General Hospital in administrative, supervisory, technical, and specialized positions, including (General Managers, Department Managers, Heads of Administrative Sections, Heads of Technical Sections, and Specialists), totaling 200 employees. A questionnaire was designed to collect data, and a sample was selected using the disproportionate stratified random method, amounting to (120) individuals. The Statistical Analysis Program (SPSS) was used to analyze the data. The study revealed several results, most notably: There is a statistically significant effect of human resource information systems on the quality of job performance at Marib General Hospital Corporation at a significance level of (0.05). Furthermore, there are no statistically significant differences at a significance level of (0.05) in the respondents' responses regarding the quality of job performance attributed to the variables (age and job title). However, differences were found based on gender, education, and experience. The study recommends paying attention to providing human resource information systems more broadly and the necessity of their application at Marib General Hospital Corporation due to their positive impact on employee performance and the quality of job performance. It also recommends focusing on the quality of job performance by increasing employee efficiency in dealing with the application of human resource information systems and all computerized technological systems.