Int. j. econ. manag. soc. sci., Vol(4), No (1), January, 2015. pp.

67-74

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International Journal of Economy, Management and Social Sciences

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ISSN:
2306-7276

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Explaining the Role of Information Technology in Human Resource

Development (Case Study: Staff and Faculty Members of Islamic Azad
University, Darab)
Abolfazl Saberi
Department of Management, Science and Research Branch, Islamic Azad University, Fars, Iran.

Behbood Khademi*
Department of Sociology, Neyriz Branch, Islamic Azad University, Neyriz, Iran.
*Corresponding author: f_shab2007@yahoo.com

Keywords

Abstract

Information technology
Human resource development
Islamic Azad University

The aim of this study is to investigate the role of information technology in human resource development
among employees of Darab Islamic Azad University. Population studied in this research includes employees
of Darab Islamic Azad University, sample size of 108 obtained using Morgan Jersey table but because of the
elimination of a number of samples in the calculation stage, normality was 100. Data collection tool was
researcher made questionnaire of information technology and standard questionnaire of human resource
development that their validity was confirmed. The data collected were analyzed using statistical methods.
The results suggest a relationship between information technology and its components except professional
skills, with the human resources development.

1.

Introduction

Technology is a set of processes, methods, techniques, tools, equipment, machinery and skills that a product or service is offered by them
(Rezaiyan, Taghi zadeh, 2007) and according to informatics, data is a set of digital elements in form of letter or symbol that are clear and
specific and can be subject to automatic processing (Shamszadeh, 2009). According to the definition of Information Technology, numerous
definitions also have been proposed for information technology, one of them states: IT is a combination of telecom achievements, methods and
strategies for problem solving and the ability to direct using computer (mashayekhi, 2007). Tambe & Hitt (2013) stated it is supposed that the IT
workers' movement in the companies is an important mechanism by an innovation related to information published in the economy (Lal, 2006).
One of the most important activities of modern societies is addressing labor shortages in the Information Technology in industry and various
government and private organizations and compensation of the costs and problems caused by this shortage (Mehri nejad, 2002). Various factors
has contributed to the development of information technology such as growth in microprocessor technology and shrinking their sizes, reducing
prices of computers, development of computer using, communicative networks development and the rapid development of the Internet
(Montazer, Fathian, 2004) .
Today the human resources are the most valuable factor in production and the most important asset of any organization and they create human
capabilities of each organization. HRM involves all management decisions and actions affect the nature of the relationship between the
organization and its employees or human resources. In this way, human resource management in organizations has particular position because on
the one hand they should communicate the demands and expectations of top managers to employees and on the other hand they have to transfer
the needs and requests of employees to senior management. So the nature of this management requires close cooperation with other managers
and supervisors and all who are responsible for monitoring, controlling and coordinating a number of staff (Yaghoobi). There is considerable
debate on development of human resources but what is important in this context, is that human resource development is not achieved only
through technical trainings, but it is necessary to develop the staff through a comprehensive training system (Ghasemi, 2010).
In today's world, information technology is considered as essence for human development in community and organizations and it fits
fundamental aspects of human resources development and the nature of it, with the community and people. In human resource development, new
human capacities must always be known, to do human capacities and qualities development in form of a process. This will depend on the use of
information technology, because information is always produced, processed, distributed and managed in information technology process. Thus,
information technology will be the solution of problems when it is in service of development and training of individuals and human capabilities
combine with each other to develop and enhance productivity (Ghorbanizadeh, 1392). Several decades have passed since the application of
empowerment. But what is new, is the role that information technology plays in making possible coherent and overall empowerment. Ran dolt
(2004) has stated some major factors in successful enabling by studing ten institutions that had experienced employees' empowerment. He
suggests that the main factor is sharing information (Yaghoobi, 2001). When organizations try to empower their employees, information systems
can be considered as an essential component in this field and they allow greater access to information to lower levels of the hierarchy (Pohjola,
2002). As discussed before, the main objective of this study was to investigate the role of information technology in human resource
development among the staff of Darab Islamic Azad University. And some other objectives of this study was to evaluate the impact of
information technology including professional skills, perceptual skills, decision making skills and self-regulatory skills in human resource
development.

2.

Research literature

The concept of IT
A: Technology
Technology is a set of processes, methods, techniques, tools, equipment, machinery and skills that a product or service is offered by them.
Technology is the application of science to industry, using regular and directional practices and research (Tarogh, 2002).

Abolfazl Saberi, Behbood Khademi *

68

International Journal of Economy, Management and Social Sciences Vol(4), No (1), January, 2015.

B: Data
There are several definitions of information, some of which are based on meaning (semantic) and others are based on quantity. Some of these
definitions are:
According to the dictionary definition of "ALA " information includes all the ideas, facts and creative work of the mind that either formally or
informally, has been registered, distributed, and may be diffused in any forms and may be documented or non documented (Young, 1983).
According to Mark standard, documented information is in the following manner (Fathian and Mahdavinoor, 2011):

Books: The text in form of monographs.

Periodicals: the textual material that are repeated on a regular basis, such as periodicals.

Maps: geographic items such as the flat maps or globes.

Computer files: used on different computers and software.

The audio and visual items, including audio cassettes and images.

Combinations: a combination of the above.

In informatics, information is a set of letter or symbol digital elements with clear and specific concept and can be subject to automatic processing
(Fathian and Mahdavinoor, 2010).
C: IT
According to the definition of Information Technology, numerous definitions have been proposed for information technology that it can be said
that information technology (Montazer and Fathian, 2003):

is a combination of communication telecom achievements, methods and strategies for problem solving and the ability to direct by
using a computer.

Includes issues related to science advanced topics and computer technology, computer design, implementation of information systems
and its applications.

Is a combination of traditional knowledge of computer and communications technology to store, process and transfer any data
(including text, audio, image, etc.).

is a generic term that is used to broaden the product and electronic services of innovative telecommunications and computer.

Is a collection of hardware, software and thoughtware that makes the flow and utilization of information possible (the same).
Impact of information technology on organizations
Today, in every organization, the use of information technology and information systems is discussed and the usefulness or necessity of using a
computer is discussed anywhere. Thus, managers have encountered a question in the investment to apply Information Technology in their
organizations: "where is the investment border in technology?" It is natural, technology will be more important as a cost-effective way than the
traditional methods; so managers need to know to what extent the application of information technology systems are efficient and effective. On
the other hand, the IT affects indices that all are among the primary conditions for the success of modern organizations. The identification of this
has been the major concern of organizational decision makers (Rezaiean and Taghizadeh, 2007).
A large volume of research has taken into consideration positive aspects of IT. However, ongoing research, and their performance description
warn ways in which information technology affects the social and organizational life (Tarafdar et al, 2013).
The use of information technology along with the various information systems that are designed for different needs has been developed. IT
enables managers to communicate more and better with the organization, the environment and each other. More participation in decision
making, increasing the speed of decision making, increasing the speed of identifying the issues, reducing the height of the organization pyramid,
improving coordination and increasing professional staff, are just some of the effects of information technology and information systems have
on some of organizations (Mehrinezhad, 2002 ).
The role of information technology in human resource development
In today's world, information technology is the essence of human development in organizations and societies and it determines development
principal axes of human resource and its nature according to the needs of society and individuals. In human resource development, human
capacities must be always known to develop human capabilities and quality as a continuous process. This will depend on the use of information
technology, because in information technology process, information is always produced, processed, distributed and managed, thus, information
technology will be the solution of problems when it is in the service of development and training of individuals and human capabilities are
combined and to develop and enhance productivity. Accordingly, with respect to the impact of information technology on human resource
development, this paper examines the concept of information technology and human resources development and explains the role of information
technology in various aspects of human resource development (Golmohammadi, 2006).
Human resource development basis is practical information and information in a logical process named information technology can help to
develop modern capabilities in human resources. From the perspective of the Ghorbanizade (2013) information technology leads to human
resources development in the following aspects:
1Professional development: One of the hallmarks of developed human that helps to employment or facilitates the employment process,
is having skills that would have grounds for development. When the skills capacities are ready to develop but appropriate content is not
provided, after some time, skills obsolete and do not meet the needs of the organization and the individual. At this time, information renews
vacant and obsolete capacities and helps employees' skill development and this is because new information creates new expectations in the
organization people and later it becomes the skills and new work skills are created. In general, information technology helps development of
employee skills and facilitates the employment and productivity.
A) Rebuilds the old skills;
B) Completes the previously vacant capacities;
C) Creates new skills;
D) Creates the link between workers' skills (Ghorbani zadeh, 2013).
With the advancement of technology, the value of skills has increased and advanced information technology creates advanced skills. Information
technology increases the range of human skill. Information Technology creates and strengthens areas such as communication skills, written
communication skills, presentation communication skills, persuasive skills and using information in the staff (the same).
2Institutionalization of change and innovation: One of the hallmarks of human development is to constantly generate new ideas and
apply them, in a sense, to be creative and innovative. Enough information is necessary to combine information and to create a set of new features
and applications. Institutionalization of change and innovation depends on dealing with information production. In an interactive process,
information technology and human affect each other and if they act well, change and innovation will be institutionalized. When the influence of

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Explaining the Role of Information Technology in Human Resource Development (Case Study: Staff and Faculty Members of Islamic Azad University, Darab)
International Journal of Economy, Management and Social Sciences Vol(4), No (1), January, 2015.

information technology and the adoption by people falls, there will be no change in this situation and all the effort and energy is spent on
maintaining the status quo. When the influence of information technology is high, but most people do not accept it, the information would be
without the customer, and the result is not achieved and the desired form is high influence of information technology and high accepting which
results in combining creativity and change. On the other hand, human resource development pays deep attention to the innovation and
development of organization through the involvement and participation of individuals and emphasizes on human values (Haji karimi 2004).
Allen Rendalf (1988) considers sharing staff in information as a key step in creating enabling culture in the organization. Knowledgeable people
can almost entirely be the responsible of decision-making.
History of the first definition of empowerment refers to the year 1788 in which empowerment was considered as delegation of authority in the
organization role and this authority should be granted to an individual or his organizational role. The empowerment that was the individual's
willingness to take charge was the word that firstly was interpreted formally to mean response. Gero (1971) refers to the common definitions of
dictionary about empowerment including delegation of powers, delegation of authority, the mission and the empowering. In 1990 Gandz
conceptualized empowering by delegating decisions to employees, but Zimerman (1990) believes that providing a definition is both easy and
hard and he believes that providing a definition of empowerment is easy when we want to consider it regardless of terms such as helplessness,
powerlessness and alienation and if we want to consider it regarding different people it is very difficult to define (Jamshidian, 2007).
Empowerment literature has seen great changes to date until finally Lee (2001) considers empowerment as a field, to promote dialogue, critical
thinking, small group activities and notes that allowing such activities to move beyond sharing, sharing and refining the experience, thinking,
seeing, and conversations are the main components of empowerment (Rajaeipoor 2007).
Several decades have passed since the application of empowerment. But what is new, is the role that information technology plays in making
possible coherent empowerment. Ran dolt (2004) has stated some important factors in successful empowerment by studying ten institutions that
had experienced employees' empowerment. The most important factor is sharing information (Andrew, 1997). When organizations decide to
empower their employees, information systems can be considered as an essential component in this field and they allow greater access to
information for lower levels of the hierarchy (Ralp, 1997).
For example, expert systems provide advice where experts are not available and computer networks enable team members to communicate
effectively with each other and with other teams. Also teamwork that is a vital element in team-based organizations is supported strongly by
information technology. Information technology makes decentralization of decision-making possible by centralized control and enables
employees to have access to information needed for decision-making and perhaps the most important IT support for IT, is providing accurate,
timely, qualified and affordable information. In addition, the technology information can provide new tools that also promote creativity and
quality of their employees' work (Ephraim et al, 1998). Therefore, in this study, a set of two main components and four sub-components have
been used and these components are a subset of IT in this study taken from the objectives and research questions. Therefore, according to the
purposes and the questionnaires, the following model was developed for the study.

Information Technology

Self-regulatory skills

Decision making skills

Cognitive skills

Human Resource
development
Figure1. Research conceptual model

3.

Research hypotheses

The main hypothesis

There is a relationship between information technology and employees' human resource development.
Sub Hypothesis
1There is a relationship between professional skills and employees' human resource development.
2There is a relationship between cognitive skills and employees' human resource development.
3There is a relationship between decision making skills and employees' human resource development
4There is a relationship between self-regulatory skills and employees' human resource development.

Professional
development

Abolfazl Saberi, Behbood Khademi *

70

International Journal of Economy, Management and Social Sciences Vol(4), No (1), January, 2015.

4.

Research methods

This paper is an applied paper and its method has been correlation method. Survey method was used to gather information. The population of the
study consisted of all faculty and employees of Darab Islamic Azad University who were 150 people according total statistics of University,
among them 108 samples were selected based on Morgan and Jersey table. However, due to the number of outlier data in the calculation of
normality, 8 samples were removed from the total sample and the sample size was 100 cases. Amos software reports an index called
Mahalanobis distance or d2 that is calculated for each of the cases under study. The value of this index is based on the distance of each item
from the geometric center. The geometric center can be determined based on the average of all observed variables. When the distance is too
much for an item, then that item is considered to be remote. The minimum value of d2 is zero while its maximum due to the scale of
measurement for the observed variables can be great value. However, the reported value for the Merdia coefficient in the last level far from its
acceptable value is a sign of violated normality. Removing the remote object and normality recalculation shows that the main cause of the
violation of normality has been the remote data in the data set (Fathian, Mahdavinoor, 2010). In this paper, 8 cases were excluded from the
sample because they have been considered as outliers. The subjects were selected by random method. For the information technology, the
researcher made questionnaire was used and this questionnaire consists of 18 questions designed with five-point grading. This questionnaire has
inventory of professional skills, perceptual skills, decision making skills and self-regulatory skills. To determine the content and face validity of
the questionnaire, guidance and counseling professors and other teachers and education professionals' opinions were used and after receiving
comments of masters of education, content validity was obtained. Item analysis was used to study validity. The questionnaire reliability was
obtained based on Cronbach's alpha coefficient equal to = 0.86 indicating good reliability of the questionnaire. To assess the human resource
development the standard 14-item questionnaire of Subba Rao et al (1999) was used, which is adjusted based on the Likert rating. Questionnaire
validity has been confirmed in Subba Rao et al article and its reliability coefficient (Cronbach's alpha) is = 0.746 that is good evidence for the
validity of the questionnaire. Data analysis using regression has been calculated using data collected from the mentioned questionnaires.

5.

Data analysis

According to descriptive and inferential data analysis, demographic factors such as age, marital status, work history and gender of respondents
and test hypotheses have been examined. Parameters are consistent with Table 1.
Table 1. Frequency distribution of respondents
percent
40
60
100
4
9
7
27
43
100
6
51
43
100
7
93
100

frequency
40
60
100
4
9
7
27
43
100
6
51
43
100
7
93
100

Demographic indices
female
male
Total
5 years and less than 5 years
Between 6 to 10 years
Between 11 to 15 years
Between 16 to 20 years
More than 20 years
Total
Less than 30 years
Between 31 to 40 years
Between 41 to 50 years
Total
single
married
Total

gender

Work Experience

age

Marital status

The state of variables in this study also was examined and was in accordance with Table 2.
Table 2. Frequency distribution of variables
percent
17
50
33
100
5
27
68
100
8
51
41
100
20
56
24
100
17
33
50
100
22
60
18
100

frequency
17
50
33
100
5
27
68
100
8
51
41
100
20
56
24
100
17
33
50
100
22
60
18
100

variables
low
medium
high
total
low
medium
high
Total
low
medium
high
Total
low
medium
high
Total
low
medium
high
Total
low
medium
high
Total

Information Technology

Professional Skills

Perceptual skills

Decision-making skills.

Self-regulatory skills

Human Resource Development

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Explaining the Role of Information Technology in Human Resource Development (Case Study: Staff and Faculty Members of Islamic Azad University, Darab)
International Journal of Economy, Management and Social Sciences Vol(4), No (1), January, 2015.

According to data inferential analysis, data normality was calculated to test the assumptions and regression model was used to examine
relationships between variables.
The main hypothesis
There is a relationship between information technology and employees' human resource development.
Evaluation of multivariate normality assumptions for information technology and human resource development variables are shown in Table 4.
According to calculations for two variables, the Mardia coefficient in the last line of the table that is less than 1.96 confirms multivariate
normality assumption. Estimates done to test the hypothesis can be seen in Table 4 which indicates a high correlation between information
technology and human resource development according to the standard gamma coefficient. The critical ratio of 2.10 at a significance level of
0.03 also shows that the coefficient is significantly different from zero. Thus, given the sample size of the study it can be concluded that with at
least 95 percent reliability, there is a relationship between information technology and human resource development.
The first sub-hypothesis
There is a relationship between professional skills and employees' human resource development.
Table 3 shows evaluation of multivariate normality assumptions for variables of professional skills and human resource development. According
to calculations for two variables, the Mardia coefficient that is less than 1.96 confirms multivariate normal assumption. Estimates done for
hypothesis testing are visible in Table 4. Standard gamma coefficient of 0.55, the critical ratio of 1.28 and a significance level of 0.20 also shows
that the coefficient is not significantly different from zero. Thus, given the sample size of the study it can be concluded that with at least 95%
reliability, there is no relationship between professional skills and human resource development.
The second sub-hypothesis
There is a relationship between cognitive skills and employees' human resource development.
Table 3 shows evaluation of multivariate normality assumptions for variables of cognitive skills and human resource development. According to
calculations for two variables, the Mardia coefficient that is less than 1.96 confirms multivariate normal assumption. Estimates done for
hypothesis testing are visible in Table 4, standard gamma coefficient of 0.69 shows that there is high correlation between cognitive skills and
human resource development. The critical ratio of 3.39 with significance level of 0.000 shows this coefficient is significantly different from
zero. Thus, given the sample size of the study it can be concluded that with at least 95% reliability, there is a relationship between cognitive
skills and human resource development.
The third sub-hypothesis
There is a relationship between decision making skills and employees' human resource development.
Table 3 shows evaluation of multivariate normality assumptions for variables of decision making skills and human resource development.
According to calculations for two variables, the Mardia coefficient that is less than 1.96 confirms multivariate normal assumption. Estimates
done for hypothesis testing are visible in Table 4, standard gamma coefficient of 0.80 shows that there is high correlation between decision
making skills and human resource development. The critical ratio of 3.21 with significance level of 0.001 shows this coefficient is significantly
different from zero. Thus, given the sample size of the study it can be concluded that with at least 95% reliability, there is a relationship between
decision making skills and human resource development.
The forth sub-hypothesis
There is a relationship between self-regulatory skills and employees' human resource development.
Table 3 shows evaluation of multivariate normality assumptions for variables of self-regulatory skills and human resource development.
According to calculations for two variables, the Mardia coefficient that is less than 1.96 confirms multivariate normal assumption. Estimates
done for hypothesis testing are visible in Table 4, standard gamma coefficient of 0.87 shows that there is high correlation between decision
making skills and human resource development. The critical ratio of 4.36 with significance level of 0.000 shows this coefficient is significantly
different from zero. Thus, given the sample size of the study it can be concluded that with at least 95% reliability, there is a relationship between
self-regulatory skills and human resource development.
Finally, this paper examines the simultaneous relationship of information technology in human resource development prediction using regression
model. For this purpose, the dimensions of information technology have been considered as independent variable and human resource
development has been considered as the dependent variable. Thus, the dimensions of information technology have the ability to predict 0.56 in
determining human resource development. Thus the perceptual skills (p<0.05 and -0.20), decision skills with value of (p<0.05 and -0.33) and
self-regulatory skills (p<0.05 and -0.33) is positive and significant predictor of human resources development. And dimensions of selfregulatory skills and decision-making skills are more predictive.
Table 3. Evaluation of multivariate normality assumptions
variable
Human Resource Development
Information Technology
M Coefficient
Professional Skills
M Coefficient
Perceptual skills
M Coefficient
Decision-making skills.
M Coefficient
Self-regulatory skills
M Coefficient

The minimum
amount
2.85
3.77

The maximum
amount
5
5

-0.12
-0.27

Critical
ratio
-0.52
-1.12

3.60

-0.95

-3.90

3.40

-0.27

-1.13

3.75

0.57

2.34

3.50

5
5

-0.87

-3.55

Tilt

Elongation

Critical ratio

-0.05
-0.14
0.17
-0.14
0.20
-0.20
0.23
-0.67
0.44
0.17
0.09

0.12
-0.29
0.21
-0.30
0.25
-0.41
0.29
-1.38
0.55
0.34
0.11

Abolfazl Saberi, Behbood Khademi *

72

International Journal of Economy, Management and Social Sciences Vol(4), No (1), January, 2015.

Table 4. Standard and non-standard gamma parameter and significance level estimation
Non-standard
gamma
coefficient

Standard
error

Critical
ratio

Significance
level

Standard
gamma
coefficient

0.03

0.01

2.10

0.035

0.88

Information Technology

0.01

0.01

1.28

0.20

0.55

Professional Skills

0.12

0.03

3.39

0.000

0.69

Perceptual skills

0.08

0.02

3.21

0.001

0.80

Decision-making skills.

0.16

0.03

4.36

0.000

0.87

Self-regulatory skills

Human
Resource
Development

The four investigated hypotheses as well as the power of information technology dimensions in human resource development forecasts are
presented in the following:

Figure 2. Relationship between Information Technology and Human Resource Development

Figure 3. Relationship between professional skills and human resource development

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Explaining the Role of Information Technology in Human Resource Development (Case Study: Staff and Faculty Members of Islamic Azad University, Darab)
International Journal of Economy, Management and Social Sciences Vol(4), No (1), January, 2015.

Figure 4. Relationship between cognitive skills and human resource development

Figure 5. Relationship between human resource development and decision making skills.

Figure 6. Relationship between self-regulatory skills and human resource development

Abolfazl Saberi, Behbood Khademi *

74

International Journal of Economy, Management and Social Sciences Vol(4), No (1), January, 2015.

Figure 7. Dimensions of Information Technology in Human Resource Development Forecast

6.

Discussion and conclusions

The main hypothesis of this study that was to examine the relationship between information technology and human resource development was
approved that is consistent with the results of Mashayekhi (2007), Ismaili (2006), Sultani (2004) and Mahmoodi (2006), and is not consistent
with Rahnavard Ahan,, Zareapour Nasirabadi and Hafezi (2009) research. Four sub-hypothesis show no significant relationship between the
professional skills and human resource development, and three other hypothesis that show the relationship between cognitive skills "in line with
the results of Mashayekhi (2007), Mazidabadi Farahani (2005) and Soltani (2003)," self-regulation "in line with Mashayekhi (2007) and
Mahmoodi (2006) and Soltani (2003) and deciding" in line with the results of Ismaili (2006), Mashayekhi (2007) and Soltani (2003), with
human resource development were confirmed. In fact, information technology should be beneficial in the present era on the quality of human
resources otherwise, progress will not be achieved. Information technology means to be ready for globalization and this globalization will impact
on the next targets. In a world where information is exchanged in hundredths of a second and with a simple click, there is the possibility to
communicate with the world, Lagging far behind development will be great defeat for any organ such as training, economic, industrial, so all
organizations seek to achieve their most basic goal of increasing the quality of human resources and the best results and no doubt that
information technology and efficient use of this technology is the most effective method.
This article is extracted from the Master's thesis of Mr. Abolfazl. Saberi, entitled A review of the role of information technology in human
resource development among employees and members of Darab Islamic Azad University.

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