Dependent variable

Business improvement
Over the next few years we will see a shift in the types of businesses that use IT successfully and
the ways they use it. Those that will likely be most successful will be those that focus on
modelling and modifying their business processes rather than concentrating solely on the
technology(Alan Bowling, computer weekly, 2009) .Today’s technology landscape provides
even more technology even more options that can improve business performance (K, Logan,
2016, Milner.com). An obvious change that we are already seeing is increasing software
sophistication. As software companies constantly re-engineer their products to make them easier
to use, businesses need less technical knowledge in-house to keep them running. HR technology
is increasingly being used by small, medium, and large employers to meet the needs of its
stakeholders.1 what sets high-performing organizations apart from others is how they use
technology to deliver HR services. (Julie Bulmash, HRIS technology and improvement). This
technology can used in different types of human resource information systems (HRIS) and by
various stakeholders, such as managers, employees, and HR professionals. The technology of the
future will be about speedy access to accurate current information, and the ability to access this
information via multiple systems will give organizations a strategic edge. There are several
different components, called subsystems that compose an HRIS. They are employee administration,
recruitment, time and attendance, training and development, pension administration, employment
equity, performance evaluation, compensation and benefits administration, organizational
management, health and safety, labor relations, and payroll interface. Eliminating "corporate silos"
that effectively cut off communication because employees can utilize technology to reach out to
others working on similar projects or find experts to answer their questions throughout the
organization. Based upon the information gathered in an online performance evaluation,
managers can compare current skills with those required for advancement or other recognition or
reward opportunities that present themselves as the manager tracks progress on employee goals
throughout the year.