Role of Human Resource Information System

-

 



Introduction

A Human Resource Information System (HRIS) uses a systemic procedure for maintaining, collecting, storing, retrieving, and supporting knowledge required by an organization regarding their human resources, personnel activities and organizational characteristics (Kumar & Parumasur, 2013).

HRIS provides data and guidelines for the operation of HR functions, HRM remain a caretaker of workers records, and however, the existence of an HRIS makes this information without delay obtainable and helpful for managerial decision making process. (Shammy, 2012).

Advantages of HRIS

1.       Accuracy.

2.       Self Service.

3.       Automated Reminder.

4.       Hosting of company related documents.

5.       Integration of data.

Global context

Table 01: HRIS in banks of development countries

Source: (Singh, 2016)

HRIS in Sampath Bank

Sampath Bank is a licensed commercial bank in Sri Lanka. It was the first bank in Sri Lanka to operate with fully computerized information and technologies. 

Sampath Bank is using HRIS to re-engineer its business processes. It plans to cover all records of staff from their recruitment until their retirement. So, it intends to cover data like employees personal information, work details, leave records, payroll data etc. in HRIS.

HRIS in NDB Bank

NDB Bank is using there HRIS to processes cashier risk allowance, branch holiday banking allowance, to get prior overtime approval, payroll mobile app/self-service portal, ‘HCM geo location setup’ which enables employees to mark attendance through a mobile app when working remotely and all other data of employees.

Conclusion

HRIS has a very wide scope in all organizations. It is applied in personnel administration, regular payment administration, leave/absence recording, talent inventory, medical history etc. It is very important for a bank to clearly verify its system requirements before implementing human resource information system. HRIS information should be used as a one source of all data. . This may result in the event of an integrated HRIS platform for the full organization. 

References

Kumar, N. A. & Parumasur, S. B., 2013. The impact of HRIS on organizational efficiency: Random or integrated and holistic. s.l.:Corporate ownership and Control.

Shammy, S., 2012. Effectiveness of Human Resource Information System on HR function of the Organization: a cross sectional study. s.l.:US-China Educational Review.

Singh, H. P., 2016. Researchgate. [Online]
Available at: https://www.researchgate.net/publication/268185975_Role_of_Human_Resource_Information_System_in_Banking_Industry_of_Developing_Countries
[Accessed 28 March 2021].

Stephen, B., 2014. HR Daily Advisor. [Online]
Available at: https://hrdailyadvisor.blr.com/2014/01/22/hris-advantages-and-disadvantages/
[Accessed 25 March 2021]. 

Comments

  1. Ruwan Herath7 April 2021 at 22:41

    As per the author, "Sampath Bank is the one who first introduced ATMs and one day clearing of cheques in Sri Lanka."

    My concern is how it's link with HRIS. Since Sampath bank HRIS is covering employees personal information, work details, leave records, payroll information. It's seems there is no link between one day clearing of cheques & HRIS. If same HRIS is using for maintaining customers' records as well, this argument will be fine.

    However, Author has well described the role of HRIS in banking industry.

    ReplyDelete
  2. Janashi Lamahewa21 April 2021 at 09:12

    Author has well explained the global context and the local approach of HRIM. Integration of data, accuracy, self-service and automated reminders are some of the advantages of HRIM. According to Ryan (2017) cost is a major downside of HRIM software and he founds lack of employee privacy, security risks and lack of adaptability as disadvantages in HRIM.
    Article is well written and worth to read.

    ReplyDelete
  3. Udari Weerasinghe2 May 2021 at 04:26

    Human resource information systems are electronic systems that compile information in databases to be easily accessed and analyzed. Some information systems allow automation of processes, such as payroll tax calculations, while others streamline processes by minimizing the need for manual data entry and paper records, thus increasing accuracy and efficiency. Author has wrote this topic in global context to sri lankan context very well.

    ReplyDelete
  4. Asela Fernando13 May 2021 at 11:06

    interesting, HRIS has been customized to suit org need in a very effective manner now

    ReplyDelete

Post a Comment

Popular posts from this blog

Reward Systems in Organizations

-
Image
  Reward System Reward system is the general term that refers to all forms of payment or rewards going to employees at all organizational levels and arising from employment in an organization (Armstrong & Murlins, 2012). Overview of Different Modes of Reward System Figure 01 : Different model of reward system Source - (Kalaiseylan, S., 2009) Objective of Rewards ·          Increase Productivity ·          Above Average Performance ·          Morale Booster ·          Control Tardiness and Absenteeism ·          Create Job Satisfaction ·          Reduce Grievances Factors Influencing Reward System There are a number of factors as argued by Machendia (2010) that influence the reward system payable to employees. Machendia categorised them into either external or internal factors. Among the external factors are the following, ·          Competitors. ·          Advanced Technological Developments. ·          Labour Market. ·          Cost of Living. ·          The Economy
Read more

Performance Appraisal Methods for post-COVID Workforce

-
Image
    COVID-19 has battered each economy and brought the GDPs of nations tumbling down while companies are whereas corporations are resetting their quarterly targets and performance goals and targets for 2020. Because the globe is battling the results of the pandemic, HR teams are effort to remain their employee’s healthy and performing well. Performance appraisal plays a central role in managing human resources in organizations  (Boswell & Boundreau, 2002).  The term performance appraisal (or performance evaluation) refers to the ways and processes employed by organizations to assess the amount of performance of their workers. This methods typically includes measurement employees’ performance and providing them with feedback concerning the amount and quality of their performance.   (DeNisi , et al., 2006) Figure 01 : Traditional and Modern Performance Appraisal Methods Six modern performance appraisal methods With the proper performance appraisal methodology, organizations wil
Read more

Employer Branding

-
Image
Introduction Employer Brand can be simply explained as the reputation of an organization as an employer and its value proposition to its employees. EVP (Employee Value Proposition) includes all what the organization can offer to employees and what might encourage people to join and or retain. (Armstrong, 2010) . Employer Branding Procedure. According to Backhaus and Tikoo ( 2004 ), employer branding is a three-stage procedure   Figure 1. Employer branding as a three-stage procedure ( Backhaus and Tikoo , 2004 ).   Components of the Employer Brand Figure 1 : The components of the Employer Brand - a model by the Corporate Leadership Council, 1999 Global context of Employer Branding Salesforce Salesforce awards for the Best Workplace in Tech and for Excellence in Wellbeing. Opportunities to continuously learn. Supportive management. The chance to try out different roles. An open, friendly and welcoming culture that’s built on trust. A place where balance and flexibility are key ar
Read more