Streamlining Firefighters' Personnel Data: A Human Resource

Information System (HRIS) Approach for the Bureau of Fire

Protection

A non-thesis Project

Presented to the Faculty of the

College of Computer Studies

MINDORO STATE UNIVERSITY

Calapan City Campus

Masipit, Calapan City, Oriental Mindoro

In Partial Fulfillment

of the Requirements for the Course of

METHODS OF RESEARCH

Milko Gilorde A. Abaja

Mark Joseph G. Gordovez

Marjorie F. Llanillo

Jasmin G. Layag

BSIT III-F2

November 30, 2023

 Chapter II

I. Related Review Literature

The aim of this study of the literature is to explore

academic perspectives and research that highlight the vital

function that HRIS plays in improving the way emergency response

units handle the personnel data of firefighters. It makes its way

through an extensive body of research. It synchronizes the needs

of the Bureau of Fire Protection within the particular context of

the larger field of HRIS applications in emergency services.

I. Related Review/System

In the study conducted by Yan, S. et al. (2020), an

organization can be either small or large, but its greatest

resource will always be the human capital. One of the most

important management functions in an organization is human

resource management. Routine management in relation to human

resources is done by the web service which includes keeping basic

details, working attendance checks, salary computation, and many

others.

According to P.M.G.R.I, B., et al. (2022), on the

controlling administrators of the company’s “Human Resources

Management System.” The management information system combines a

human resource management system (HRMS) and information

technology (IT) with a human resources management (HRM). Compared

to data processing programs, HRM is a discipline, especially its

basic HR actions and procedures regarding information technology.

It encompasses fundamental HR actions and procedures within the

realm of IT, streamlining and optimizing HR-related processes

within the company.

Wang, T. (2021) indicates that HR-MIS has been actively

involved in personnel management; however, most of them are

restricted to the queries module and have some professional

requirements for users. The web form-based personnel file

management system in wan mode greatly simplifies the personnel

file procedures and reduces the work intensity. This system is

aimed at improving communication and understanding among managers

and employees. HR software can be of many types, including HRIS

(Human Resource data system), which combines many systems and

processes to make human resources, business processes, and

information easier to manage. It makes everyday human resource

processes manageable and accessible (Harinath, A., & Kumar, A.

(2018).

Rachman, R., et al.(2022) pointed out that one of the

significant subjects in an organization is employees. One of them

includes the Human Resources that oversees personnel data. The

management of personnel is still manual and the company has a

problem with the information related to the personnel

employee. The other problems are not suitable for producing

employee salary reports. A human resource application that can

help the HRD and the supervisor to solve this problem. They

collected the data, summarized it, approved the personnel, and

uploaded a file for viewing, modifying, and authorization. The

digital filing system helps to avoid information redundancy, data

loss, handle client document demand in a short period, file

sharing, and a ready-to-go facts base for history monitoring and

etc. (Mendoza, A., Alvarez, C., et al. (2019).

The advancement of globalization and technology has

necessitated the use of information systems in numerous human

resources functions by firms. HRIS, as a concept, is not new. It

improves with every change in the environment. For instance,

there exists one of the software types that the organization uses

for inputting information concerning data entry, tracking, and

people’s resource management, such as payroll, management, and

accounting activities. HRIS can help enhance plan effectiveness

and control, boost HR efficiency, and enhance HR decision-making,

manager productivity as well and employee effectiveness (Lina, M.

2019). (Mitrofanova, E., & Mitrofanova, A. 2021) mentioned that

the piece argues for the necessity of establishing a novel

framework for personnel management, termed electronic human

resource management. This advanced business solution offers

comprehensive online assistance for overseeing all facets of

human resource management within a contemporary company.

These days, the decision-making process for successful and

efficient human resource management (HRM) involves the use of

human resource information systems or HRIS. Most researchers

recommend knowledge-based or expert systems for Human Resource

(HR) decision-making. Regrettably, both knowledge-based and

expert systems have certain drawbacks (Masum, A., et al. 2018).

Firefighters experience high levels of physiological stress and

emotional distress, with accidents being more stressful than fire

situations, and this study can help monitor stress levels and

inform interventions for first responders( Rodrigues, S., Paiva,

et al. 2018). (Pomperada, J. 2022) further asserts the necessity

of developing a new model for a personnel management system

called electronic human resource management. It identifies the

purpose and content, goals, and levels of electronic human

resource management, displays its functions and outcomes, and

suggests opportunities and methods for putting it into practice.

The personnel information management system for small and

medium-sized enterprises effectively integrates system

management, attendance management, financial management, report

management, employee management, and training management

functions, enabling remote access from various devices (Feng, S.,

& Yang, K. 2022). HRIS software improves employee productivity

and effectiveness by storing and managing employee data,

enhancing HR decision-making, and enhancing overall

organizational efficiency (Lina, M. 2019).

Information systems security guarantees that the company has

the right personnel and resources to handle information security

projects successfully. This study identified monitoring,

training, and background checks as critical HRM practices that

could improve corporate information systems security using

importance-performance map analysis( Kumah, P. (2022 ).

Arpoh-Baah (2020) found that the company's HRIS has shown to

be incredibly beneficial. Time invested in hiring, training, and

data entry, for instance. Since the company implemented HRIS, the

amount of paperwork processed, etc., has decreased. Although HR

analytics has shown considerable speed in being embraced by

various organizations, the question of how it contributes towards

realizing organizational output is yet to be answered. In this

sense, the purpose of the study will be to identify how increased

organizational performance is associated with HR analytics, as

well as to specify why such performance improved what and when

(Steven McCartney, 2022).

 By cross-linking the HRIS data to information on referral

employee bonus program participants, they were able to determine

whether employees attempted to refer a third party. Those that

did, were then in a position to pick out their respective

referral applicants on their applicant tracking system

(Fernandez, R. M., & Rubineau, B. 2019). HR professionals have

sought ways of increasing their strategic insights, importance,

and value to their organizations in order to remain relevant

(Dickmann, M., & Mello, R. 2023). It acknowledges the relevance

of developing a powerful HRIS to cater to its unique HR needs.

Self-service portals and their integration into HRIS.

Opatha, H. et al. (2022) cited that it enables them to access

and update self-information such as contacts and benefits

enrollment, thus alleviating the burden placed on the HR

department. These show that work engagement has an effect on the

strength of these relations. Management support and satisfaction

of HR professionals are moderated by effort expectancy. This

includes favorable attitudes towards information technology,

recognizing the system’s strategic value, and appreciation of its

overall impact and benefit(Bhatti, M. A. (2023).

Paje, R. C. (2023) claims that with IS acting as a

significant function for organizations today, evaluation of IS

effectiveness is pivotal, especially in human resource

management. This study determines the effects that determine the

net benefits of human resource information systems.

HCWS is a management practice that emphasizes the creation of a

work environment that fosters employee involvement, skill

development, and rewards for performance. According to De Mesa,

et al. (2023), HCWS comprises four key components: (a) extensive

training and development opportunities, (b) high involvement

work practices, (c) performance-based rewards, and (d) a

supportive work environment. In a HCWS, employees are provided

with the necessary training and resources to perform their jobs

effectively. They are also given the autonomy and flexibility to

make decisions and solve problems on their own .HCWS has been

found to have a positive impact on employee productivity (Mohamed

Noor, et al., 2023; Simms, et al., 2023). A study by Ngo

etal. (2016) found that HCWS was positively related to employee

job satisfaction, which in turn had a positive impact on employee

productivity. Similarly, Gong et al. (2018) found that HCWS was

positively related to employee innovative behavior, which in turn

had a positive impact on employee productivity.

A high commitment work system (HCWS) is a set of HR practices

designed to promote employee skills and involvement, and to

align employee goals with organizational goals (Mastura,

et al., 2021). HCWS practices typically include job

security, selective hiring, extensive training and

development, employee involvement in decision-making, and

performance-based rewards. HCWS is based on the assumption

that employees who feel valued, involved, and well-trained will

be more committed to the organization, and will therefore be more

productive (Pollock et al., 2020).Previous research has

shown that HCWS is positively related to employee

productivity (Berberoglu, 2018; Cai W et al., 2020; Hines, et

al., 2021). For example, Kang (2015) found that HCWS practices,

such as extensive training, selective hiring, and

performance-based rewards, were positively related to job

performance in a sample of manufacturing firms in the United

States. Similarly, Berberoglu (2018) found that HCWS practices,

such as employee involvement in decision-making and job security,

were positively related to organizational performance in a sample

of UK firms.Several theoretical frameworkshave been proposed to

explain the relationship between HCWS and employee productivity.

The social exchange theory suggests that HCWS practices create

a positive exchange relationship between employees and the

organization, leading to increased commitment and

productivity (Kim & Wright, 2011; Saleem, et al., 2021). The

expectancy theory suggests that HCWS practices increase

employee expectancy of rewards, leading to increased

motivation and productivity (Vroom, 1964). The job demands-

resources model suggests that HCWS practices provide employees

with resources, such as training and decision-making

autonomy, that reduce job demands and increase job

resources, leading to increased productivity (van Woerkom, et

al., 2016).However, some researchers have also noted that

the effectiveness of HCWS may depend on contextual factors,

such as the type of organization, the national culture, and the

industry (Kim & Wright, 2011; Zhong-Xing & Patrick, 2012).

For example, Tarro et al. (2020) found that the

effectiveness of HCWS practices in promoting productivity

varied across different types of manufacturing firms in

Canada. Therefore, it is important to consider the contextual

factors that may influence the relationship between HCWS and

employee productivity.

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