ÖZEL HASTANELERDE İNSAN KAYNAKLARI BİLGİ SİSTEMİNİN KULLANIMI ÜZERİNE BİR NİTEL ARAŞTIRMA: ANKARA İLİ ÖRNEĞİ

Yıl 2020, Cilt: 15 Sayı: 1, 227 - 235, 24.06.2020

Vildan Ateş , Burcu Akça

Öz

Günümüzde başarılı ve etkin insan kaynağı
(İK) yönetimi hedefine ulaşmak isteyen kurumlar bilişim sistemlerinden
faydalanmaktadırlar. Bu çalışmanın amacı özel hastanelerde kullanılan insan
kaynakları bilgi sisteminin (İKBS) kullanımı, benimsenme durumu, kuruma
faydaları, kullanıcı memnuniyeti ve kullanımı önündeki engelleri ortaya
çıkarmaktır. Araştırmada nitel araştırma yöntemi kullanılmış olup Ankara
ilindeki özel hastanelerde yönetici konumundaki İK personeli ile yarı
yapılandırılmış görüşme formu ile görüşmeler gerçekleştirilmiştir. Verilerin
analizi için betimsel analiz ve içerik analiz teknikleri kullanılmıştır. Sonuç
olarak özel hastanelerde İKBS kullanımı, benimsenmesi, faydaları ve kullanıcı
memnuniyetinin olumlu ve yüksek olduğu görülmüştür. Çalışma sonucunda İKBS
kullanımı önündeki engellerin etkisini azaltmak için gerekli önlemler ve öneriler
sunulmuştur.

Anahtar Kelimeler

özel hastaneler, insan kaynakları, İK, bilişim sistemi, insan kaynakları bilişim sistemi

A QUALITATIVE RESEARCH ON THE USE OF HUMAN RESOURCE INFORMATION SYSTEM IN PRIVATE HOSPITALS: ANKARA PROVINCE CASE

Öz

Nowadays, organizations demand creative and innovative employees more than ever to overcome the challenges and challenges of the new economy and to survive in a competitive environment. Therefore, one of the most important corporate assets of organizations is human. The role of human resources management, traditionally called personnel management, has changed completely in today's organizations and has reached a strategic position. Changes in human resources management are noteworthy and it is seen that information systems have started to be used in this area. Human resources information system (HRIS) is an information system that is used to collect and store organizations’ employees’ information. Hospitals use this information system like other institutions. It is seen that the number of private and state hospitals that use HRIS day by day also increases.

The aim of this study is to reveal the barriers about the usage, adoption, benefits to the organization, and user satisfaction of the HRIS used in private hospitals. This study is important and will contribute to the literature in this field, since there are very few studies on this subject and in addition to this, it aims to explicitly reveal the situation of the HRIS in private hospitals. In addition, this study will demonstrate the benefits of using the information system to private hospitals in the field of human resources. Thus, it will be encouraging for other institutions that do not use the information system in the HR field.

Qualitative research method was used in the study. Interviews with HR personnel in manager positions at HR department of private hospitals in Ankara, Turkey were conducted through a semi-structured interview form. Semi-structured interview form was used as a data collection tool. The interview form consists of two parts. In the first part, the demographic information of the interviewed participants (age, education level, profession, working time in the institution, working time in HR field, in-service training) are asked. In the second part, there are 14 questions. The first two questions are the number of staff working in the hospital and the length of hospital service. Other 12 questions are related to HRIS and they consist of the duration of the use of HRIS in the hospital, its objectives, which activities it supports, which problems it solves, its contribution to the hospital, the level of user satisfaction, the obstacles to its use and the problems they face. The interviews were conducted with 15 people.

Descriptive and content analysis techniques were used for data analysis. Answers to each question were arranged and supported by direct quotations where necessary. In content analysis, similar data were gathered and interpreted in certain concepts.

As a result of the research, it is seen that HRIS is used for personnel, education, wages, communication and employee’s quitting work information in the private hospitals. In addition, half of the hospitals are used the system to keep information on work experiences of employees, in staff recruitment and work processes as well. On the other hand, HRIS is not preferred for information related to health, accident, union and labor market.

As a result of applying content analysis to the responses of the participants to their contributions to the hospital, the following benefits appear:
• Reaching fast, effective and easy solution,
• Reaching the right data at the right time,
• Efficient use of the workforce,
• Saving time,
• Acceleration of business processes,
• Fast reporting,
• Providing a fair system in personnel performance evaluation.

All of the participants stated that they were satisfied because they used HRIS. It was observed that the participants emphasized the necessity of all the systems in the institution to work in an integrated structure and they agreed on this issue. Also participants emphasize that the problems they faced in the use of HRIS are lack of personnel, top manager support, cost, technical difficulties, supply problems and support. As a result, it has been observed that the use, adoption, benefits and user satisfaction of HRIS in private hospitals are positive and high.

This study has some limitations like other studies. This study covers only private hospitals in Ankara,Turkey and semi-structured interview form was used as a data collection tool. In future studies, the state of use and awareness of the use of HRIS can be compared between state and private hospitals. The survey can also be used as a data collection tool.

Kaynakça

• Aggarwal, N. ve Kapoor, M. (2012). Human resource information systems (HRIS)-Its role and importance in business competitiveness. Gian Jyoti E-Journal, 1(2), 1-13.
• Ahmadi, H., Nilashi, M. ve Ibrahim, O. (2015). Organizational decision to adopt hospital information system: An empirical investigation in the case of Malaysian public hospitals. International journal of medical informatics, 84(3), 166-188.
• Altarawneh, I. ve Al-Shqairat, Z. (2010). Human resource information systems in Jordanian universities. International Journal of Business and Management, 5(10), 113.
• Al-Dmour, R. H., Love, S. ve Al-Debei, M. M. (2015). Measuring the effectiveness of HRIS practice in business organisations: a study in the context of a developing country. International Journal of Business Innovation and Research, 9(5), 507-525.
• Alam, M. G. R., Masum, A. K. M., Beh, L. S. ve Hong, C. S. (2016). Critical factors influencing decision to adopt human resource information system (HRIS) in hospitals. PloS one, 11(8), e0160366.
• Beadles, I. I., Aston, N., Lowery, C. M. ve Johns, K. (2005). The impact of human resource information systems: An exploratory study in the public sector. Communications of the IIMA, 5(4), 6.
• El-Jardali, F., Makhoul, J., Jamal, D. ve Tchaghchaghian, V. (2008). Identification of Priority Research Questions Related to Health Financing, Human Resources for Health, and the Role of the Non-State Sector in Low and Middle Income Countries of the Middle East and North Africa Region. Research Report Submitted to Alliance for Health Policy and Systems Research.
• El-Jardali, F., Tchaghchagian, V. ve Jamal, D. (2009). Research Assessment of human resources management practices in Lebanese hospitals. Human Resources for Health, 7, 84. doi: http://dx.doi.org/10.1186/1478-4491-7-84.
• Gupta, B. (2013). Human Resource Information System (HRIS): Important Element of Current Scenario. Journal of Business and Management (IOSR-JBM), 13(6), 41-46.
• Ismail, A., Jamil, A. T., Rahman, A. F. A., Bakar, J. M. A., Saad, N. M. ve Saadi, H. (2010). The implementation of Hospital Information System (HIS) in tertiary hospitals in Malaysia: a qualitative study. Malaysian Journal of Public Health Medicine, 10(2), 16-24.
• Jahan, S. S. (2014). Human resources information system (HRIS): a theoretical perspective. Journal of Human Resource and Sustainability Studies, 2(02), 33.
• Kamaludin, K. ve Kamaludin, K. Z. (2017). User Acceptance of the Human Resource Information System: A Study of a Private Hospital in Malaysia. International Review of Management and Marketing, 7(2), 207-217.
• Kashive, N. (2011). Managing today’s workforce: Human Resource Information System (HRIS), its challenge and opportunities. International Journal of Research in Finance & Marketing, 1(6), 38-66.
• Malik, M. A. ve Khan, H. R. (2009, Ocak). Understanding the implementation of an electronic hospital information system in a developing country: a case study from Pakistan. In Proceedings of the Third Australasian Workshop on Health Informatics and Knowledge Management-97 (ss. 31-36). Australian Computer Society, Inc.
• Mujeeb, L.M. (2012). Importance of best Human Resource Management Practices and the need for a Human Resource Information System (HRIS) for the Public Health Sector in Sri Lanka. Sri Lanka Journal of Bio-Medical Informatics, 3(2), 55-62.
• Nagendra, A. ve Deshpande, M. (2014). Human Resource Information Systems (HRIS) in HR planning and development in mid to large sized organizations. Procedia-Social and Behavioral Sciences, 133, 61-67.
• Panayotopoulou, L., Vakola, M. ve Galanaki. E. (2007). E-HR adoption and the role of HRM: evidence from Greece. Personnel Review. 36(2), 277–94.
• Parry, E. ve Tyson, S. (2011), Desired goals and actual outcomes of e-HRM. Human Resource Management Journal, 21, 335-355.
• Pyburn, P. J. (1983). Linking the MIS plan with corporate strategy: an exploratory study. MIS Quarterly, 1-14.
• Roztocki, N. ve Weistroffer, HR. (2011). Information technology success factors and models in developing and emerging economies. Information Technology for Development, 17(3):163–170.
• Sağlık Bakanlığı. (2019). Özel Yataklı Hastaneler. Erişim adresi https://ankaraism.saglik.gov.tr/TR,121647/ozel-yatakli-saglik-tesisleri.html
• Shi, L. (2010). Managing human resources in health care organizations. Jones & Bartlett Publishers.
• Shiri, S. (2012). Effectiveness of Human Resource Information System on HR Functions of the Organization–A Cross Sectional Study. US-China Education Review, 9, 830-839.
• Singh, H. P., Jindal, S. ve Samim, S. A. (2011). Role of Human Resource Information System in banking industry of developing countries. Special Issue of the International Journal of the Computer, the Internet and Management, 19, 44-1.
• Thite, M. O. H. A. N., Kavanagh, M. J. ve Johnson, R. D. (2012). Evolution Of Human Resource Management And Human Resource Information Systems. Introduction To Human Resource Management, 2-34.
• Troshani, I., Jerram, C. ve Gerrard, M. (2010, Aralık). Exploring the organizational adoption of Human Resources Information Systems (HRIS) in the Australian public sector. In Proceedings of the 21st Australasian Conference on Information Systems (ACIS2010), Brisbane, Australia, December (ss. 1-3).