Abstract:

The impact of information technology (IT) within Human Resource Management (HRM) functions has been both pervasive and profound. It allows organizations to store and retrieve large amounts of information quickly and inexpensively. It also enables organizations to rapidly and accurately combine and reconfigure data to create new information. Many organizations are embracing this new approach by implementing a computerized system that provide current and accurate data for purposes of control and decision making which is known as Human Resource Information System (HRIS). Malaysian Airlines (MAS) is one of the few companies in the country which is taking a strong initiative towards implementing its HRIS starting in 2006. However, with any new planned organizational change effort, no one can guarantee its immediate and automatic success. The literature on organizational change emphasizes the importance of motivating people to change because one of the factors that causes any change effort to fail is people's resistance. The main purpose of this research is to understand what are the factors which contributed to the acceptance of employees' towards the new HRIS implemented in MAS. A questionnaire was developed and administered with 250 employees. Some interviews were also conducted to provide some qualitative data. From the data analysis, top management involvement and organizational commitment appeared as the two largest coefficients for the impact on the acceptance level of employees towards the planned change effort. Based on the findings some managerial implications and future research agenda were recommended.