Army Institute of Business Administration, Savar

Term Paper on
Adoption of Human Resource Information System and its practice on Bank Asia Limited

Course Name : Human Resource Information System

Course Code HRM 4707
Submitted by: Submitted to:
Nur-A Mehzabin Tohidul Islam
B7200B001
Adjunct Faculty
Israt jahan sorna
B7200B014
Mubashira Tasnim Raisa
Batch: BBA-07
B7200B015
Md:Jahied Hossain Shahil
B7200B085
Tusher Islam
B7200B079
 Table of Contents
EXECUTIVE SUMMARY.............................................................................................................3
Chapter 1..........................................................................................................................................4
1. INTRODUCTION....................................................................................................................4
Chapter 2..........................................................................................................................................5
Literature Review............................................................................................................................5
METHODOLOGY......................................................................................................................5
Chapter 3..........................................................................................................................................7
Data Analysis...................................................................................................................................7
3.0 Human Resource Information System of Bank Asia Limited...................................................7
3. Job Requirement Analysis...........................................................................................................7
3.1 Recruitment............................................................................................................................7
3.2 Recruitment Process..............................................................................................................8
3.3 Joining....................................................................................................................................8
3.4 Employee Information Management.....................................................................................8
3.9 Data security........................................................................................................................10
3.10 Pay and Allowance............................................................................................................10
Bank Asia HRIS Software system.................................................................................................11
System Module of other processes of HRIS in Bank Asia-.......................................................12
Employee Basic Information Form...........................................................................................12
Personnel Information Form......................................................................................................12
Compensation Information Form..............................................................................................13
Training Information Form........................................................................................................14
Promotion/ Increment and Other Changes form........................................................................14
Recruitment Module..................................................................................................................14
Education and Experience.........................................................................................................15
Information Technology at Bank Asia Limited.........................................................................15
Effectiveness of human resource information systems in Bank Asia Ltd.....................................16
Chapter 4........................................................................................................................................18
Finding...........................................................................................................................................18
Chapter 5........................................................................................................................................19
Reference.......................................................................................................................................20

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 EXECUTIVE SUMMARY
This term paper examines the implementation and use of Human Resource Information System
(HRIS) at Bank Asia, a leading private commercial bank in Bangladesh. The paper explores the
benefits that Bank Asia has gained from HRIS, the challenges it has faced in adapting HRIS, and
the HRIS practices that the bank supports. The paper also offers recommendations for Bank Asia
to further enhance the value that it derives from HRIS.
The paper finds that Bank Asia has experienced several advantages from implementing HRIS,
including increased efficiency and productivity, reduced costs, improved data accuracy,
increased employee engagement, and better decision-making. The paper also finds that Bank
Asia has faced some difficulties in adapting HRIS, such as the need to invest in training and
development and to integrate the HRIS system with other IT systems.
The paper recommends that Bank Asia continue to benefit from HRIS by investing in training
and development, integrating the HRIS system with other IT systems, developing custom HRIS
modules, and using HRIS to support additional HR practices, such as succession planning and
talent management. By taking these steps, Bank Asia can further enhance the value that it derives
from HRIS and become a more competitive employer in the banking industry.

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 Chapter 1

1. INTRODUCTION
Human Resource Information System (HRIS) is a software application that helps organizations
manage their human resources more effectively by automating a wide range of HR tasks. Bank
Asia, a leading private commercial bank in Bangladesh, is one of the first banks in the country to
adopt HRIS. It has implemented a comprehensive HRIS system that covers all aspects of HR
management, from payroll to performance management.
The adaptation of HRIS has been a key success factor for Bank Asia, helping the bank to
improve efficiency and productivity, reduce costs, improve data accuracy, enhance employee
engagement, and make better decisions.
This term paper will discuss the benefits of HRIS for Bank Asia, the challenges of adapting
HRIS, the HRIS practices that are supported by Bank Asia, and recommendations for Bank Asia
to further enhance the value that it derives from HRIS.

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 Chapter 2

Literature Review
Over the last decade Human Resource Information Systems have been adopted by many
companies as it contributes to the development and profitability of the organization by reducing
costs, facilitating information flow and thereby helping the HR managers to take effective
decisions and gain a competitive advantage. In the past few years HRIS has been acting as an
effective tool for organizational performance like Bank Asia.
Research on human resource information system is of recent origin in India. There are many
studies in other countries like UK and US. An attempt is made hereunder to brief the different
studies that are made in India and abroad. Usman Sadiq, Ahmad Fareed Khan, Khurram Ikhlas
and Bahaudin G. Mujtaba (2012) analyzed The Impact of Information Systems on the
Performance of Human Resources Department and concluded that HRIS is positively used as a
tool to achieve greater administrative efficiency by adding value in the department. Mohammad
Al-Tarawneh, Haroon Tarawneh (2012) studied the effect of applying Human Resources
Information System in corporate performance in the banking sector in Jordanian firms and found
that there is a significant effect between the quality of the output of human resources information
system and institutional performance; between motives and corporate performance; between
training and organizational performance in the banking sector in the Jordanian firm.Manar Al-
Qatawneh ,Bandar Abutayeh Fawwaz A and Al Hammad (2012) analysed the effect of the
implementation of Human Resource Information Systems on job related decisions in commercial
banks in Jordan and concluded that all Human Resource Information System implementations
have a positive effect on the quality of job related decisions.Haven Cockerham (2002) suggested
after his study of merging the HRIS applications with Web stated that organizations found
effectiveness in internet recruitment, cost savings, speed, accuracy and effectiveness in work.
Hammers (2002) concluded in his study that some organizations were not successful in the
implementation of human resource information systems. The HRIS failed because various
software programs were not integrated and information was often missing and gave suggestions
for the problem. In thus paper we discussed about the systems and process of HRIS and the
implementation in their working progress which can give a clear information about the adoption
capability of HRIS to the company

METHODOLOGY
Data Collection:
Primary data:

Secondary data:
● Literature review: Review the academic and professional literature on HRIS
adoption and implementation.

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● Bank Asia documents: Review Bank Asia website, annual reports, and other
documents to learn more about the bank HRIS system and its HR practices.
Data Analysis:
Qualitative analysis:
● Analyze the interview data to identify the key factors that influenced Bank Asia decision to
adopt HRIS, the benefits and challenges that the bank has experienced in using HRIS, and the
impact of HRIS on the bank HR practices.
Quantitative analysis:
● Analyze the survey data to identify the most common perceptions of the HRIS
system among employees.
Conclusion and Recommendations:
The conclusion of the term paper should summarize the key findings of the research and provide
recommendations for Bank Asia and other banks on the adoption and
implementation of HRIS.
Timeline:

● Weeks 1-2: Literature review and research plan

● Weeks 3-4: Data collection
● Weeks 5-6: Data analysis
● Weeks 7-8: Paper writing
● Week 9: Paper revision and submission

Chapter 3

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 Data Analysis

3.0 Human Resource Information System of Bank Asia Limited

Human resource development and management has been proven as one of the most critical
aspects of attaining organizational effectiveness. Human Resource Information System (HRIS) is
concerned with the ‘people dimension in management’. Bank Asia Limited. The various
programs undertaken by Bank Asia to enrich the quality of human resources are mainly aimed at
increasing the professional knowledge and skill levels of employees through training and
development, to form a well-equipped workforce to provide excellent services to the customers.

A Human Resource Information System (HRIS) in a bank is a software solution that helps
manage and automate various HR functions and processes. In the context of a bank, an HRIS
plays a crucial role in efficiently managing and optimizing the workforce. Here are some key
features and functions of an HRIS in a bank.

3. Job Requirement Analysis

The HR staff at Bank Asia first conducts a job requirement analysis to facilitate effective
recruiting and selection. Which position, how many employees are needed, what the
employee(s)' qualifications should be, and when they require the employee(s) are all important
considerations. Rural branches or branches outside of Dhaka are places where they must hire
staff members. and so forth. In the absence of this requirement analysis, an organization cannot
efficiently and effectively.

3.1 Recruitment
The process of identifying the ideal people for a position or function is known as recruitment,
and it is typically carried out by the human resources department. Newspaper advertising is one
of the typical ways that Bank Asia advertises during the hiring process. Banks typically post job
vacancies on their official websites, job boards, and in newspapers. They may also use the
services of recruitment agencies to find suitable candidates.

Therefore, evaluating someone's fitness for a job usually involves looking for certain talents,
such as computer and communication skills. Evidence of the talents needed for a job might be

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given through references' testimonies, professional or educational credentials, or experience
working in a position that requires the necessary skills.

3.2 Recruitment Process

Banks usually advertise job openings on their official websites, job portals, and in print media.
They may also engage recruitment agencies to locate qualified candidates.

Interested candidates are required to submit their applications, including a resume or CV, cover
letter, and any other required documents, through the bank's online application system or via
email. The HR team or recruiters review the received applications to shortlist candidates whose
qualifications match the job requirements. Candidates who do not meet the basic criteria may be
eliminated at this stage. Depending on the position, candidates may be required to take initial
assessments such as aptitude tests, personality tests, or situational judgment tests to evaluate their
suitability for the job. Shortlisted candidates are invited for interviews, which may include one or
more rounds.

3.3 Joining

The banking sector is a diverse and dynamic industry that offers various job opportunities for
individuals with different qualifications and interests. Joining the banking sector typically
involves a structured application and selection process.

3.4 Employee Information Management

HRIS systems store and manage all employee data, including personal information, contact
details, employment history, qualifications, and more of Bank Asia ltd. This central repository
helps HR personnel access and update employee information easily. HRIS makes the work easy.

 Employee Profiles: Create individual profiles for each employee with details like work
history, qualifications, certifications, and performance reviews.
 Attendance and Leave Management: An HRIS can help track attendance, leave
requests, and approvals. It automates the process of recording employee hours worked.
 Payroll Management: Manage employee compensation, benefits, and deductions. HRIS
can help calculate salaries, and taxes, and generate paychecks.

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  Time and Attendance Tracking: HRIS can track employee attendance, work hours, and
leave requests. This information is crucial for calculating wages and managing employee
work schedules.

3.5 Recruitment and Applicant Tracking:

The system can assist in the recruitment process by posting job openings, collecting and sorting
applications, and managing the entire hiring process.

HRIS systems maintain a comprehensive database of applicants, making it easier to search and
track candidates over time. For a bank, this can be particularly important as positions often
require specific skills and qualifications.

3.6 Performance Management:

As the data of human resource are being gathered in the HRIS database so when the
organization need to evaluate the performance of their employee they can go through the
overall report and get maximum idea from there. HRIS can track and manage employee
performance reviews, goal setting, and performance improvement plans. This helps in
identifying
high-performing employees and addressing underperformance.
3.7 Training and Development:

Banks require well-trained employees. HRIS can track employee training needs, schedule
training programs, and monitor employee progress in skill development. As per the data from the
HRIS when HR will see the performance level and the errors rate of
an employee on the basis of that to increase the growth level easily find out which employee
may require to reduce their performance error that are continuously while doing their work

3.8 Benefits Administration:

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Banks often offer various benefits to employees, such as health insurance, retirement plans, and
stock options. HRIS can manage and track these benefits, ensuring employees receive what
they're entitled to.

3.9 Data security

 Data Backups: Regularly back up HRIS data and ensure that backups are securely stored in
offsite or isolated locations to recover information in case of data loss or security breaches.
 Secure Communication: Secure communication between the HRIS and other systems or
devices, especially when data is transmitted to or from banking systems.
 Employee Offboarding: Ensure that when an employee leaves the organization, their access
to the HRIS is promptly revoked to prevent unauthorized access
 Regular Security Updates: Keep the HRIS software and associated systems up to date with
security patches and updates to address known vulnerabilities.
Data security in an HRIS for a bank is an ongoing process that requires a combination of
technical measures, policies, and employee awareness. Regular security assessments and updates
are essential to stay ahead of evolving threats and ensure the protection of sensitive data.

3.10 Pay and Allowance

A Human Resource Information System (HRIS) is used in Bank Asia ltd to manage pay and
allowances for employees. HRIS is a software system that helps streamline HR-related tasks,
including payroll management and employee compensation. Here's how HRIS can be applied in
a bank setting:

o Payroll Management: HRIS systems in banks can automate the payroll process, ensuring
that employees are paid accurately and on time. It can calculate salaries, deductions, and
bonuses based on predefined rules and policies.

o Employee Information Management: HRIS stores comprehensive employee information,

such as bank account details, tax information, and personal data, which is essential for
processing payroll. This data is securely managed in the system.

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o Tax Compliance: Banks often have complex tax structures due to the financial industry's
regulations. HRIS can help in accurately calculating and deducting income tax, and other
statutory deductions, ensuring compliance with local tax laws.

Bank Asia HRIS Software system

Bank Asia has fully automated Human Resource Information System (HRIS). From an employee
start to end they keep all records in their information system. Such as-

For a manual back up they also maintain every employee personal file also. The software they
use thats name is Stelar and Human Resource Department use one portion of Stelar software and
Orbits.

In Bank Asia, HRM deals with recruitment, selection, training, development, compensation and
rewarding process & developing the effectiveness of employee. Not all of them are being
performed electronically but recruitment, selection, compensation & training attendance these
are performed by using a software named 'Orbits' which is customised by ERA Info tech ltd
which is a joint venture IT company set by ETA Info tech of Dubai,Bank Asia and Ranks ITT.

To Start the software, the users has to double click on icon of HRD on user computer desktop.
Then immediately a login form comes. Then he has to write username,password & database
name to connect. After verifying the username and password enter to the database. Here giving
the information of recruitment process by ORBITS of Bank Asia.

Recruitment process by ORBIT-

1. Preliminary CV screening by entering software

2. CV screening by the head of HRD

3. Preliminary interview selected candidates

4. Interview of selected candidates from preliminary interview

5. Final interview

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Every employee can access his/her own information recorded in database from his/her own
account.The employee of Human Resource Department can enter new data, modify previous data
and enquire previous data. They dont have right to delete any entry. So they have to very careful
about entering the data.If any wrong information is entered then they have to contract IT
Department to delete the record and have to explain that why this mistake is happened.

System Module of other processes of HRIS in Bank Asia-

In the company, Bank Asia's All branches and departments can not access all the information in
the software. Different branches and departments have right different information to access by
forms.

Branches and departments have no right to add or modify any information; they can only enquire
the information.

First Assistant Vice President (FAVP) and Senior Executive Officer (SEO) of Human Resource
Department give the right to different departments and branches to access the different
information.

Employee Basic Information Form

Employee basic Information form is used for new employee adds, if necessary modify or enquire
the employees basic information. Human Resource Department has no rights to delete any entry.
If they entry and save any wrong information then they have to contract the IT Department to
delete the entry. So they have to be careful about entering and saving any entry.

To start with, the user has to click on the Add button to entry newly recruited employees
information or to modify user has to press Mod button. In the basic master file the information
they maintain are personnel information, personal information, compensation, leave, department,
address, education and extra curriculum activities.

Personnel Information Form

Employee personnel Information form is used for new employee adds, if necessary modify or
enquire and clear the employees data from Employee Personnel Information form.

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To start with, the user has to click on the add button to entry newly recruited employees
information. In personnel information the user have to entry Department, Branch, Designation,
Grade, Zone, Nationality, Religion, Marital Status etc. Or user can modify the records by
pressing Mod. Red color fields are must required for fill up the form.These personnel
information will used in every step in employees record. Such as ACR, Increment, New Pay
Scale, Promotion etc.

For new employee add, if necessary modify or delete, to enquire Personal Information Form is
used. In personal information there is Father Name, Mother Name, Date of Birth, Height,
Weight, Blood Group etc.

It could be happen that when an employee checks his/her detail information he could find any
wrong information in his/her details. Then call or mail to HRD mention about that problem and
the Senior Executive Officer of HRD could modify his/her information.

Compensation Information Form

Compensation Information Form is used when initial salary is recorded for specific designation.
Only these data are inserted and updated based on decision of top level management or
administrator.

Some time top level management need to know employees pay scale structure because decision
on increment salary depend on this information. This form is employees salary information then
follows the step which is written in other previous forms description.

To start with, the user has to click on the add button to entry newly recruited employees salary
information. Here user need not calculated total salary which composed basic salary, house rent,
conveyance allowance, medical allowance and entertainment allowance etc. After enter salary
and all allowance then automatically total salary will be recorded. In Compensation Form there
need Pay Cycle, Account Number, Insurance Number etc.

Leave Information Form

Leave Information foom is used to maintain the leave information of employee. When an
employee wants leave, he first applies to Human Resource Department to grand his/her leave.

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Human Resource Department checks his/her history of leave from this information to find out
that is he eligible for leave or not.

In this form Human Resource Department can add new leave information, modify earlier
information or can enquire the information. In this form Human Resource Department has no
rights to delete any entry. If they entry any wrong information then they have to contract the IT
Department to delete the entry.

Dependent Information Form

Dependent Information from is used to maintain the dependent information of employee. For
each dependent of the employee the different from is used. Here records dependents name, the
relationship with the employee, sex, date of birth and if the employee select depends as his/her
nominee then what percent benefit he give his /her depends that information.

This information will utilize on group insurance, provident fund etc.

Training Information Form

Training Information form is used when an employee take one or more training from office or
some time any employee has taken any training from any certified organization or non-certified
organization. This form is needed to add, modify and enquire the employees Training
information.

To start with, the user has to click on the add button to entry employees training information.
Only administrator can entry more training information for any specific employee. All data
which are added for any specific employees are in tabular format

Promotion/ Increment and Other Changes form

These from is used to entry Joining Information, Confirmation of Service, Increment, New Pay
Scale, Promotion, Resigned, Posting Information etc.

To update these information first user have to click add button, then give employee id, reference
no, document and effective date etc. For joining every employee will join in HRD of Corporate
Office. Then posting change the branch and department. In promotion change the designation
and compensation. In New Pay Scale and Increment change the compensation.

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Recruitment Module
As we saw in recruitment process after getting the CVs the Banking Officers and Trainee
Officers of Human Resource Department start to entry the CVs in the software with the
instruction of First Assistant Vice President (FAVP) of HRD. This from is used to entering the
CVs.

The top of the left corner in this form we see the Criteria of Application, here user have to put
what type of application is this, like applied for any specific position or any suitable position or
not. Date of Birth counted as years, months and days. Minimum Education Level and minimum
first division is required. If any candidate didnt match the any requirement of these then the
software will not let them allow entering the CV. After matching the criteria then comes
applicant details information. Here user has to enter the candidate personal information. Then
Language Proficiency in the top of the right corner. In the right side extra-curriculum activities,
Last salary, Expect Salary (If any).

Education and Experience

In top of the right corner Education button. Here user has to put Exam name, Organization name,
Board, Result, Department, Passing year etc. Then computer saves all the record.

Then experience information. Here user has to put (if any) Last Designation, Company name,
Area of Concentration, Start to End Date etc.

Information Technology at Bank Asia Limited

An information system is usually a technically set of interrelated components that collect,
process, store and distribute information to support decision making and control in an
organization. Now a day the financial services industry, especially the banking sector is
undergoing revolutionary changes with the advent of modern technology and introduction of new
products based on the electronic system, the concept of conventional banking has been changed.

Back Office Automation

Apart from the Front Office Automation and Automated book-keeping system of the bank, the
bank has introduced computerized Provident Fund, management System, Inter Bank
Reconciliation, Share Management System, MIS, Central Banks reporting. The in-house
software development team developed a L/C Management module in the same system, which

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covers the entire L/C operation starting from L/C opening, processing, vouchering, maintenance
and retirement of L/C.

Thats how this information will affect the employee and employer service records and all the
features from recruitment to training and development.

In Bangladesh, although the banking industry are lacking a total integrated banking software
solution of international standard, however, Bank Asia Limited put its best efforts to introduce a
computerized banking system which provides efficient, reliable, fast service and accurate
information to its customer as well as management, shareholders and regulatory bodies.

Effectiveness of human resource information systems in Bank Asia Ltd

Human Resource Information Systems (HRIS) play a critical role in the banking sector by
streamlining HR functions, enhancing operational efficiency, and improving decision-making
processes. Here are some key benefits and ways HRIS can be effective in the banking sector:

o Centralized Data Management: HRIS allows banks to store and manage all employee-
related information in a centralized database. This includes personal details, job history,
performance records, training data, and more. Having a unified system eliminates the need
for manual paperwork, reduces data redundancy, and ensures. Efficient Recruitment and
Onboarding: HRIS streamlines the recruitment process by automating job posting,
application tracking, resume screening, and candidate evaluation. It also facilitates the
smooth onboarding of new employees by automating the creation of employee profiles,
setting up payroll and benefits, and coordinating training programs.
o Performance Management and Training: IS enables banks to establish performance goals,
track employee progress, and conduct performance appraisals. It provides managers with
real-time insights and data-driven analytics to identify areas of improvement and make
decisions. HRIS can also facilitate training and development initiatives by managing training
schedules, tracking completion rates, and assessing the effectiveness of training programs.
o Payroll and Benefits Administration: HRIS automates payroll processes, ensuring accurate
and timely payment of salaries, bonuses, and other benefits. It can calculate tax deductions,

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 manage employee leave balances, and generate reports for compliance purposes. By
automating these tasks, HRIS reduces administrative errors and improves overall efficiency.
o Compliance and Data Security: The banking sector is highly regulated, and HRIS helps
banks ensure compliance with labor laws, payroll regulations, and data protection standards.
HRIS provides secure data storage and access controls, ensuring employee data privacy and
confidentiality.
o Employee Self-Service and Communication: HRIS often includes employee self-service
portals, allowing employees to access and update their personal information, view payslips,
request leave, and access company policies and forms. This empowers employees and
reduces administrative burden. Additionally, HRIS facilitates internal communication by
providing a platform for sharing company news, updates, and policy changes.

Ethics

technology can play a crucial role in maintaining ethics and codes of conduct in a bank or office
in several ways:

1. Digital Compliance Tracking: Technology allows for the creation of digital compliance
tracking systems.

2. Automated Monitoring: Technology can monitor employee behavior and transactions in

real-time

3. Secure Communication: Secure communication tools and platforms enable employees

to report unethical behavior or breaches of conduct anonymously.

4. Access Controls: Technology allows organizations to implement role-based access

controls, ensuring that employees only have access to the data and systems necessary for
their role. This minimizes the risk of unauthorized access and unethical behavior.

5. Ethical AI and Automation: In some cases, AI and automation can help in decision-
making processes, ensuring impartial and ethical outcomes.

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Overall, an effective HRIS in the banking sector improves operational efficiency, enhances
decision-making processes, and ensures compliance with regulations. It enables banks to
streamline HR functions and focus on strategic initiatives such as talent management and
employee development.

Chapter 4

Finding
 An HRIS has the capability to automate tasks like payroll processing, employee record
keeping, and managing leave requests.
 An HRIS can provide valuable insights through data analytics. It can help HR
professionals make informed decisions about workforce planning
 Not all of the branches of Bank Asia is using HRIS software’s
 Some employees are reluctant of using software
 HRIS has robust security measures to protect sensitive employee data.
 Not all HR activities are performed by one individual software’s
 HRIS integrates with other systems and tools used in the organization, such as accounting
and performance management software.

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 Chapter 5

Conclusion and Recommendation

5.1 Conclusion
Bank Asia adoption of the Human Resource Information System (HRIS) has been a major
success, helping the bank to improve efficiency and productivity, reduce costs, improve data
accuracy, boost employee engagement, and make better decisions.

Bank Asia has successfully implemented a comprehensive HRIS system that covers all aspects
of HR management, from payroll to performance management. The bank has also customized
the HRIS system to meet its specific needs and developed several custom HRIS modules to
automate specific HR processes.

Bank Asia uses HRIS to support a variety of HR practices, including payroll, recruitment,
performance management, and training. The bank also plans to use HRIS to support additional
HR practices, such as succession planning and talent management.

Overall, Bank Asia has been a pioneer in the adoption of HRIS in the Bangladeshi banking
sector. The bank& success with HRIS is a testament to the benefits that HRIS can offer to
organizations of all sizes.

5.2 Recommendation

 Enhance data security measures to protect sensitive employee and customer information
 Most of software is so expensive so it increases bank Asia maintain cost, so have to use
such software which efficient also not increase total cost.
 Some of older bank worker don’t familiar with HRIS system so Bank asia have to
organize training session for them .
 Develop self-service portals that allow employees to access and update their personal
information, view pay stubs, request time off, and enroll in benefits.

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  For Final Settlement, Bank Asia should apply the HRIS ERP software feature such as
final settle rule, final settle statement.
 For Appraisal Management, bank asia should apply the HRIS feature, question setup,
form setup, create assignment, assignment and final refine

Reference
https://www.researchgate.net/publication/
268185975_Role_of_Human_Resource_Information_System_in_Banking_Industry_of_
Developing_Countries

https://www.semanticscholar.org/paper/Role-of-Human-Resource-Information-System-
in-of-Singh/b1118585f9373a73e9f0f994eaaa7c6162b21462

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