Strategic Integration of HRIS Capabilities and Organizational Readiness: The Mediating Role of IS Ambidexterity and Performance Appraisal in Driving Sustainable HR Outcomes

Abstract

This paper will examine the relationship between Human resource information system (HRIS) capabilities and organizational readiness on long-term HR performance together with the ambidexterity of the IS and effectiveness of the performance appraisal. This research is aimed at filling some facts gaps in developing economies, where HRIS has not been properly used and its potential to generate strategic or sustainability-related gains does not materialize as digital transformation pressure escalates. Using the Resource-Based View and the Dynamic Capabilities Theory, the paper will explore why firms find it difficult to translate the quality of information, the IT employee capability, and executive innovativeness into sustainability of human capital over a long period of time. The sampling method was a quantitative and cross-sectional survey design, and the statistical tests of direct, mediating, and moderating relationships were performed in a multidimensional structural formulation with the help of SmartPLS 4. Results indicate that the capabilities of HRIS can be important in terms of improving sustainable HR outcomes, and the IS ambidexterity and the effectiveness of appraisals are effective mediating variables. Further, the contextual sensitivity of HRIS-driven sustainability is reflected through the fact that organizational culture and pressure of digital transformation enhances/ diminishes these mediated relationships. The novelty of the study is that it introduces a collective model that combines HRIS strengths, preparedness, versatility, and appraisal techniques to describe the route towards sustainable HR performance. Future studies can apply this model to industries as well as by longitudinal designs.