RESEARCH METHOD

Research Method

Research Method

This paper critically discusses the methodological choices of Victor Y. Haines and Andre Petit, which they employed in their research “Conditions for Successful Human Resource Information Systems”. According to their research preceding studies have not recognized the circumstances which help flourishing systems. Their research offers the outcomes of a survey they used to get information about the topic. They distributed the survey form to the users who directly interact with a computer-based Human Resource Information System to perform their duties. The research examined the links between person/job, system, and organizational situations, as well as two degrees of systems accomplishment. (Victor 1997, 261-275)

Users require some kind of support in order to use, develop, and manipulate information systems. Information systems include the hardware, software, computer networks, and the Internet, whether used at home or at the workplace. The concept of user support encompasses the technical and social methods of providing help to users. The types of services provided by support staff typically include assistance with technical problems with hardware, operating systems, and applications; user account management; backup and recovery services; hardware inventory; end user training; software inventory; and answering frequently asked questions. Satisfaction is a short and easy learning process, the ability to work efficiently with the system, and the ability to handle errors in a non-destructive way all bring the user satisfaction with his work with the system (Creswell 2010, 63). This satisfaction is necessary to the winning operation of the organization and to effective work with it. The subjective satisfaction of the user is influenced also from the aesthetic aspects of the user interface. Although beauty is subjective, a good interface complies with basic aesthetic rules, as well as employing other approaches that make work with the system pleasant and even fun. (Fowler 2008, 32)

For the study, the authors acquired the data by a survey of associates of the Canadian Association Of Human Resource Systems Professionals (CHRSP). They sent 564 questionnaires to user-members (in place of consultants or vendors) of CHRSP who use a computer-based HRIS directly and collected 152 usable responses. The non-response rate is just 27%. This so much low rate can create a “Non-response Bias”. Ideally, if a sample of 400 people is selected from a particular population, all 400 of those individuals should be interviewed. As a practical matter, this will never happen. In mail surveys, response rates of 5% or fewer are quite frequent. The question is “Are those who did respond to the survey systematically different in some important way from those who did not respond?” Such variations cause non-response bias. (Moustakas 2004, 127)

The survey questionnaire was sent to Canadian Association of Human Resource Systems Professionals (CHRSP) but the lower response rate makes the results doubtful (Victor 1997, 261-275). For example, the results of a study were examined which was conducted among customers of a large savings and loan association. The response rate to the questionnaire, included in customer monthly statements, was slightly under 1 ...