Human Resource Information System (HRIS) a Study on Ha-meem Group

A Research Paper Submitted To:

ABDUL KADER NAZMUL

Associate Professor of American International University-Bangladesh (AIUB).

Course Name:

Human Resource Management

Section: [C]

Submitted By:

ID Name of Group Members Signature

18-36857-1 RAKIN, FERUZ SHA

18-37463-1 TASNIM S RAHMAN

17-35892-3 Md. MONIR HOSEN

Submitted On:

29th July 2019, Dhaka Bangladesh

Acknowledgement

Page 1 of 20
Page 2 of 20
 Letter of Transmittal

Date : 31st July, 2019

Name : AK Nazmul

Associate Professor Faculty of Business Administration American International

University-Bangladesh.

Subject: Letter of transmittal.

Dear Sir,

With due respect undersigned herewith submit our report Human Resource Information System
(HRIS) a study on Ha-meem Group.

Please acknowledge the receipt of this report.

Sincerely

Name : Signature:

Rakin, Feruz Sha

Table of Contents No

Page 3 of 20
 Introduction to the HRIS

A HRIS, which is also known as a human resource information system or human resource
management system (HRMS), is basically an intersection of human resources and information
technology through HR software. This allows HR activities and processes to occur electronically.

To put it another way, a HRIS may be viewed as a way, through software, for businesses big and
small to take care of a number of activities, including those related to human resources,
accounting, management, and payroll. A HRIS allows a company to plan its HR costs more
effectively, as well as to manage them and control them without needing to allocate too many
resources toward them.

In most situations, a HRIS will also lead to increases in efficiency when it comes to making
decisions in HR. The decisions made should also increase in quality—and as a result, the
productivity of both employees and managers should increase and become more effective.

There are a number of solutions offered to a company that adopts a HRIS. Some of these include
solutions in training, payroll, HR, compliance, and recruiting. The majority of quality HRIS
systems include flexible designs that feature databases that are integrated with a wide range of
features available. Ideally, they will also include the ability to create reports and analyze
information quickly and accurately, in order to make the workforce easier to manage.

Page 4 of 20
Through the efficiency advantages conferred by HRIS systems, a HR administrator can obtain
many hours of his or her day back instead of spending these hours dealing with non-strategic,
mundane tasks required to run the administrative-side of HR.

Similarly, a HRIS allows employees to exchange information with greater ease and without the
need for paper through the provision of a single location for announcements, external web links,
and company policies. This location is designed to be centralized and accessed easily from
anywhere within the company, which also serves to reduce redundancy within the organization.

For example, when employees wish to complete frequently recurring activities such as requests
for time off or electronic pay stubs and changes in W-4 forms—such procedures can be taken
care of in an automated fashion without the need for human supervision or intervention. As a
result, less paperwork occurs and approvals, when deigned, may be appropriated more efficiently
and in less time.

(https://www.hrpayrollsystems.net/hris/ )

Page 5 of 20
 Background of the company

Ha-Meem Group, a Bangladeshi clothing manufacturer, is leading supplier of readymade

garments and denim fabric in the world. The company produces some of the most fashionable
denim fabrics and garment products and owns one of the most comprehensive and resourceful
manufacturing facilities in Bangladesh. Company produces 7 million pcs of woven garments per
month with the assortment of infant to adult in men and women. Today Ha-Meem Group
employs around 50,000 workers and the company is equipped with 26 garments factories, a
unique Denim mill, Sweater factory, Embroidery and Printing factory, Carton factory, Poly bag
industry, Label factory, Jute mill, Chemical formulation plant, Tea Gardens, Transport company,
News Channel and a national daily Newspaper. Its overseas office in Hong and China gives
fastest support in procurement of fabric and accessories. Own C & F office in every Bangladeshi
port gives privilege of quick clearing and forwarding support. A group of 250 merchandisers are
working relentlessly and acting as a strong bondage in between the buyer and the factory.
Merchandising sub‐groups are re‐created to give effective support to respective buyer to ship
goods on‐time. Ha-Meem today is working with some of the biggest fashion brands of the world.
The company has a rich history of 30 years in the textile business that has today evolved into a
company with diverse interests like shipping, newspapers, tea gardens etc. Ha‐Meem Group
deals with some of the top world class retailers and buyers like GAP, KOHL’S, PVH, VF, H&M,
LINDEX, ESPRIT, ZARA, MANGO, next, jopenney etc.

Statement of the problems:

1. What are the problems of HRIS of Ha-meem group?

2. What factors are contributing to the problems of HRIS of Ha-meem group?

3. What suggestions given to improve the problems of Ha-meem group in HRIS?

Page 6 of 20
Objectives of the HRIS:

1. To find out the problems of HRIS in Ha-meem group.

2. To identify the factors that are contributing to the problems of HRIS of Ha-meem group.

3. To provide suggestion to solve the problems of HRIS of Ha-meem group.

(http://www.hameemgroup.net/about-us.aspx

Page 7 of 20
 Literature Review

HRIS shapes integration between HRM and information technology. HRIS is a management
system designed specifically to provide managers with information to make HR decisions. Is a
system that lets you keep track of all your employees and information about them? It is usually
done in a database, or more often in a series of inter-related databases.

Hagood and Friedman (2002) observed that HRIS implementation success has emerged as a
significant challenge for organizations attempting to justify planned investments or recover
expenses associated with investments already incurred.

In the year (2007), Strohmeier came up with the relatively new term e-HRM which he used to
designate the action of designing, adopting and implementing data technology. Such kind of
technology was utilized for connecting two or more people in the form of group work, helping
them to perform HR-related tasks. In terms of difference between HRIS and e-HR.

The major barrier to success of HRIS is the lack of management commitment. The major
limitation is the high cost. But the benefits of the HRIS are more than the limitations. Once it is
implemented in any organization, employees and management have accepted and realized the
benefits. But to get it implemented is a challenge.

https://www.intechopen.com/books/management-of-information-systems/the-role-of-
information-systems-in-human-resource-management

https://www.researchgate.net/publication/
322758492_HRIS_Implementation_in_Organizations_Issues_and_Challenges

https://www.researchgate.net/publication/
285235146_The_Practice_of_HRIS_Applications_in_Business_Organizations_in_Jordan_An_E
mpirical_Study

Page 8 of 20
https://www.scirp.org/Journal/PaperInformation.aspx?PaperID=46129

Page 9 of 20
 Mythology

Primary method:

I have followed primary method for my research, I did the survey among the employee about
Their work condition about benefit about technology and about some problem off the
Company.
I have taken an interview off HR officer who working with HRIS of HA-meem group, I
Asked question to 15 employees who works in HRIS of HA-meem group that’s how I collect
Data for my research.

Secondary method:

I have collected data of HA-meem group from its website and from internet I have also
Collected data from some newspaper such as daily star, prothom alo daily sun. I have also
Collected data from magazine .that’s how I collect data from my secondary source.

Page 10 of 20
1. With Existence of HRIS system, the employees of HA-meem group are happy.
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree
2. Top level management has less investment in HRIS sector of HA-meem Group.
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree
3. Poor security system of data in ha-meem group.
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree
4. The employee of ha-meem group are not smart about modern technology.
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree
5. Less training system for learning about modern technology of ha-meem group.
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree

Page 11 of 20
6. Take long time to implement any change of HRIS of Ha-meem group.
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree
7. Old technology of HRIS of Ha-meem group factor of less productivity.
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree
8. Modern technology can increase the productivity of HA-meem group.
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree          
 9. Employee should give more training of HRIS in HA-meem group.
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree
10. Ha-meem group need increase the security system of HRIS.
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree

Page 12 of 20
11. Implementation of any changes in HRIS across Ha-meem group are need faster.
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree
12. Top level management should invest more in HRIS sector of Ha-meem group.
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree

Page 13 of 20
Analysis and Research

Page 14 of 20
Findings

Page 15 of 20
Suggestion and Recommendation

Page 16 of 20
Conclusion

Page 17 of 20
Reference

Page 18 of 20
 Appendix

Appendix:

1. Are employees of Ha-Meem group happy with existence of HRIS system?

2. Has top level management less investment in HRIS sector of Ha-Meem Group?

3. Has Poor security system of data in Ha-Meem group?

4. Are employees of Ha-Meem group are not smart about modern technology?

5. Is there less training for learn about modern technology of Ha-Meem group?

6. Is it take huge time to implement any change in HRIS of Ha-Meem group.

7. Is Old technology of HRIS in Ha-meem group factor of less productivity?

8. Does modern technology can increase the productivity of HA-Meem group?

9. Should employee give more training of HA-Meem group?

10. Does Ha-Meem group need increase the security system of HRIS?

11. Is implementation of changes across Ha-Meem group need faster?

12. Should top level management invest more in HRIS sector of HA-Meem group?

Page 19 of 20
Page 20 of 20