Mukt Shabd Journal ISSN NO : 2347-3150

A STUDY ON EFFECTIVENESS AND

IMPLEMENTATION OF HUMAN RESOURCE
INFORMATION SYSTEM
AT SELECTED COMPANY
Ms. Kampally Sarayu1, Prof. K. Harish Reddy2
1
Roll No: 187R1E0088, Department of MBA, CMR Technical Campus, Hyderabad.
2
Professor& HOD, Department of MBA CMR Technical Campus, Hyderabad.

Abstract
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.

Keywords: Human Resource Information System, HRIS, software, analytics, information system.

INTRODUCTION About organizational data, computer installation,

HRIS stands for Human Resources Information
System. The HRIS is a system that is used to collect
and store data on an organization’s employees.
In most cases, an HRIS encompasses the basic
functionalities needed for end-to-end Human
Resources Management (HRM). It has a system for
recruitment, performance management, learning &
development, and more. An HRIS is also known as
HRIS software. This is a bit confusing as it implies
that different systems can have different software
running on them. However, this is not the case. The
HRIS is, in essence, a software package. The HRIS
can either run on the company’s own technical
infrastructure, or, what’s more common nowadays,
be cloud-based. This means that the software is
running outside of the company’s premises, making it
much easier to update.
Human Resources System (HRIS) is Software or an
online solution used for data entry, data tracking, and
data requirements for the organization of Human
Resources (Employees) Payroll, Payroll, and
Collaboration. HRIS Frequently Supplied As
Database. HRIS Defined as "Integrated System Used
for Collecting, Storing and Analyzing Information
components and software requirements required to
collect, record, store, manage, move, present and
manage personal data work resources". HRIS, also
known as Human Resource Management or Human
Resource Management System, is a Human
Resources Communication and HR Information
Technology Software.
LITERATURE REVIEW
The use of technology shifts to the domain of IT
operations only with various other departments in
international organizations. It is true for HR, where
the use of technology and the effect it will have on
the job is a major concern for senior HR managers.
HRIS will be an integral part of organizations and
organizations that will need to further transform their
HRIS to be more relevant. HRIS can make all data
accessible to employees we help visually. The
company can follow the rules and procedures clearly
and can be passed on properly to employees. An
important part of HRIS is the data accumulated in
organizations. That data will be the lifeblood of the
company and that is why HRIS will still be part of
the organizations. Human Resource Information

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Mukt Shabd Journal ISSN NO : 2347-3150

Systems (HRIS) plays a major role in today's confidential information is stored securely in the
business world when it contributes to the successful cloud. This information can also only be accessed by
implementation of Human Resource Management authorized personnel making sure it’s always
(HRM). As a result, this study aims to evaluate the protected.
impact of HRIS on HRM performance in selected
high-tech positions in the Western Province of Sri NEED FOR THE STUDY
Lanka. HRIS was measured according to five The system can produce a more effective & faster
categories (senior management, operational outcome than that can be done on papers. HRIS can
communication, training, information system, and acquire & track almost any type of data. HRIS
labor department) and HRM performance measured systems can be critical in managing employee data.
on recruitment, performance management, and
employee planning activities. Twelve major clothing SCOPE OF THE STUDY
industries were selected as a sample of this study and The Human Resource information system can
independent labor surveys were conducted across the thereby bring qualitatively & cost-effective solutions
Department of Labor using five ratings of 28 to the company via efficiently managing the tasks,
statements. Data were analyzed and evaluated using timely controlling & monitoring of resources, and
the statistical data analysis package, SPSS (version also the real-time allocation of necessary resources to
23.0) in an informal and roundabout way. The results the employees.
of the survey revealed that 85% of the variance in
HRM performance is explained by HRIS. Besides, OBJECTIVES OF THE STUDY
the findings of this study showed that selected large (1) To minimize the cost by providing the desired
firms in the Western Province use HRIS in their information.
personnel management, recruitment, and (2) To use the most efficient method of processing
performance management systems. Since this study data.
was based on only three HRM tasks, the researchers (3) To make the desired information available in the
suggested the need to use other HRM functions to right form to the right person & the right time.
determine the HRIS influence on employee
management performance of other researchers. A RESEARCH METHODOLOGY
cloud-based software is suitable for organizations Research methods: one to one interaction with the
that have less than 10 employees as well as SMEs employees, informal meets with sectional heads of
with over 100 employees. Most of these software are the organization, and support of a close-ended
available on a per employee basis at remarkably low questionnaire.
prices. Furthermore, knowing the importance of Primary data:
HRIS system, you can also pay only for the features The data was collected for the study with the help of
that you need and select your preferred package. This a structured questionnaire with closed-ended
makes it really affordable and budget-friendly for questions. The manager, HR & Development
small organizations, startups, and SMEs. Cloud- department has also collected the data
based softwares are also extremely secure as Secondary data: Referring to the past company
Descriptive Statistics
N Mean Std. Deviation Skewness Kurtosis
Statistic Statistic Statistic Statistic Std. Error Statistic Std. Error
Leadership 100 3.3133 1.15647 -.605 .241 -.432 .478
Communication 100 3.7300 1.08318 -.637 .241 -.633 .478
Teamwork 100 4.1660 .74511 -1.624 .241 3.246 .478
Information Sharing 100 3.7667 1.04715 -1.169 .241 1.305 .478
Valid N (listwise) 100

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records manuals and magazines have collected this
data. Data collected by using one to one interaction
and informal meeting with HOD and other sectional
heads
Sample design: The usual approach is to draw
inferences based on sampling about the parameters of
the population from which the samples are taken.
DATA ANALYSIS
leaves tracking, electronic signatures, compliance
protocols, customizable insight reports, employee
self-service, performance management, and HR
processes taken care of on mobile apps. The core
offering of most human resource information system
solutions is a ready-access database where all
employee information can be stored and managed
effectively. The point is to be able to access all this
data and relevant metric from it on demand from
anywhere across the globe.

ANOVA (Experience_
Sum of Squares df Mean Square F Sig.
Between Groups 39.181 4 9.795 9.982 .000
Leadership Within Groups 93.223 95 .981
Total 132.404 99
Between Groups 24.421 4 6.105 6.323 .000
Communication Within Groups 91.733 95 .966
Total 116.154 99
Between Groups 11.295 4 2.824 6.143 .000
Teamwork Within Groups 43.670 95 .460
Total 54.964 99
Between Groups 22.655 4 5.664 6.264 .000
Information Sharing Within Groups 85.901 95 .904
Total 108.556 99

ANOVA (Education)
Sum of Squares df Mean Square F Sig.
Between Groups 22.859 2 11.429 10.120 .000
Leadership Within Groups 109.546 97 1.129
Total 132.404 99
Between Groups 34.546 2 17.273 20.531 .000
Communication Within Groups 81.608 97 .841
Total 116.154 99
Between Groups 11.250 2 5.625 12.482 .000
Teamwork Within Groups 43.714 97 .451
Total 54.964 99
Between Groups 22.517 2 11.259 12.693 .000
Information Sharing Within Groups 86.038 97 .887
Total 108.556 99

DISCUSSION & CONCLUSION REFERENCES

An HRIS includes under its umbrella a wide range of
systems. For example, it includes all aspects of
managing the employee database and directory,
applicant tracking, benefits administration, payroll
processes, work scheduling, time and attendance,
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