Digitalisation de la fonction Ressources Humaines : Enjeux et théories

Abstract

In a context marked by profound digital transformation, where companies strive to integrate increasingly innovative collaboration technologies to improve their overall performance, the implementation of a Human Resources Information System (HRIS) has become a strategic necessity. Indeed, an HRIS allows organizations to equip themselves with genuine decision-making tools, essential for optimizing human resource management and strengthening their strategic positioning in a constantly evolving competitive environment.

However, the effectiveness and success of an HRIS do not rely solely on its technical deployment, but depend largely on its acceptance and use by the various stakeholders within the organization. This acceptance is influenced by several factors, whether technological, organizational, or human. To better understand these determinants, it is essential to draw upon the various theories and models developed in the literature, which address, directly or indirectly, the acceptance, use, and success of information technologies.

Analyzing these models helps identify the drivers of HRIS adoption and provides a better understanding of user behavior with this type of system. It offers managers and human resources professionals essential benchmarks for supporting change, improving HRIS usage, and ensuring greater user satisfaction—a prerequisite for value creation and the system's long-term viability.