Asian Journal of Managerial Science

ISSN: 2249-6300 Vol. 4 No. 1, 2015, pp.1-5

© The Research Publication, www.trp.org.in

Effectiveness of Human Resource Information Systems: A Study with

Reference to Greaves Cotton Limited
Patcha Bhujanga Rao
Associate Professor, Department of MBA, SITAMS, Chittoor, Andra Pradesh, India
E-mail: [email protected]

Abstract - A key issue in the management of information able to compete in the competitive environment, the study
system in the 1980s is the growing sophistication of specialized seeks to have an in depth analysis of the issue at hand.
information systems within the traditional functional areas of
the organization. The human resource information systems II. REVIEW OF LITERATURE
(HRIS) is one such system which in recent years has become
critical to the operation of the personnel departments of the
companies. Information systems in personnel have evolved Khushbu Arora in his study importance of HRIS a
from the automated employee record keeping in the 1960s into critical study on service sector identified that HRIS has
complex reporting and decision systems today. The HRIS is many advantage it can easily serve as a data base for various
designed to support the planning, administration, decision- HR functions like human resource planning, Training &
making and control of human resources management. The development performance appraisal, etc. the overall
purpose of the article is to present the status of HRIS, to trace contribution of HRIS is that it helps in managing various
its development as an entity independent of the centralized strategic activities of HR department very efficiently and
MIS, to assess its current operation and technological base and effectively.
to project its future role in the firm, especially its relationship
to human resource department.
Keywords: HRIS, Management, Employees Human Resource Kovach and Cathcart in their study does HRIS matter for
Department HRM today identified that an HRIS can be used first, for
administrative purpose in organization. It is related to
I. INTRODUCTION administrative and operational efficiency, which reduce
costs and time. Martinsons (1994) categorizes two types of
The use of human resource information system has been HRIS usage according to their degree of sophistication he
advocated as an opportunity for human resource suggests that payroll and benefits administration and
professionals to become strategic partners with top employee absence records were electronically
management (Lengnick-Hall and Moritz 2003). The idea unsophisticated because of their electronic replication of the
has been that HRIS would allow for the HR function to contents for a HR department.
become more efficient and to provide better information for
decision-making. III. OBJECTIVES OF THE STUDY

Organizations have become more complex and the 1. To study how Human Resource Information
amount of information they need increased the need for Systems(HRIS) contributes to the effectiveness of
automated information systems. The organization strategic human resource management;
determines the kind of information it needs by deciding 2. To examine and assess the difference of perceptions of
what kind of decision it is making based on the HRIS HRIS and the importance of using HRIS at the work
information. HRIS is more than a simple aggregation place;
mechanism for inventory control and accounting; it is the 3. To examine the effectiveness of in human resource
foundation for a set of management tools enabling managers information systems (HRIS) at work place; and
to establish objectives for the use of their organizations 4. To suggest measures to minimize data loss and human
human resources and to measure the extent to which those errors reducing the office paper work that may produce
objectives have been achieved. wastage of time and papers.

A significant problem with deciding whether HRIS IV. DATA COLLECTION

benefits the organization in measuring the effect of HR and
more particularly HRIS. While it is difficult to measure Primary source
precisely the return on investment and specific Responses collected with the help of questionnaire
improvements in productivity within the HR, there is a link administered to the employee and management of GREVES
between human resource information systems (HRIS) and COTTON LIMITED, is the main primary source of data for
strategic human resources. To gain vital information to be this research work. The primary data are collected in three
phase In the first phase, the purpose and objective of study

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Patcha Bhujanga Rao

are explained to them and requested to go through the

schedule thoroughly. In the second phase, doubts of the The secondary source of data are collected from the
respondents about the content of the schedule, if any are magazines, journals, bulletins, web sites and annual reports,
clarified. In the third phase, the filled in schedules are etc. , published by the organization. In addition to these,
collected from the respondents by holding further several structured interviews, have also been conducted with
discussions to elicit additional information. exports on the subject and also a number of persons who are
connected in one way or other, either directly or indirectly
to know about the HRIS.
Secondary source

V. DATA ANALYSIS

TABLE I HUMAN RESOURCE INFORMATION SYSTEM (HRIS) MEETS THE CURRENT NEEDS
S. No. Opinion Respondents Percentage
1 Strongly agree 70 63%
2 Agree 20 18%
3 Moderately agree 10 9%
4 Disagree 5 5%
5 Strongly disagree 5 5%
Total 110 100%

The above table depicts that 90% of employees expressed their opinions where 5% disagreed and 5%strongly
satisfaction with regard the HRIS in meeting the current disagreed in their opinion stating that the system does not
needs where 63% strongly agreed, 18% agreed, 9% meet the current needs of the employees.
moderately agreed in their opinions and 10% disagreed in

TABLE II COMPANY MAINTAINS HRIS VIA SPREADSHEETS OR OTHER ELECTRONIC DOCUMENTS

S.No. Opinion Respondents Percentage
1 Strongly agree 20 18%
2 Agree 65 59%
Moderately
3
agree 15 14%
4 Disagree 7 6%
Strongly
5
disagree 3 3%
Total 110 100%

The above table depicts that 91% of employees 6% disagree in their opinion and only 3%strongly disagree
satisfaction with regard to the company receives and enters in their opinion.
HRIS via spreadsheets or other electronic document where
59% agree, 18% strongly agree, 14% moderately agree, and

TABLE III HRIS PLAYING A VITAL ROLE IN EMPLOYEE DEVELOPMENT

S. No. Opinion Respondents Percentage
1 Strongly agree 20 18%
2 Agree 60 55%
3 Moderately agree 10 9%
4 Disagree 10 9%
5 Strongly disagree 10 9%
Total 110 100%

The above table depicts that 82% of employees expressed 55% agree, 18% strongly agree, 9% moderately agree, 9%
satisfaction with regard to the organization gives much disagree and 9% strongly disagree in their opinion.
attention for employee development based on HRIS where

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 Effectiveness of Human Resource Information Systems: A Study with Reference to Greaves Cotton Limited

TABLE IV MAINTAINING STANDARD SET OF DATA AND REPORTS THAT ARE PROVIDED BY THE EMPLOYEES REGULARLY
S.No. Opinion Respondents Percentage
1 Strongly agree 8 7%
2 Agree 75 68%
3 Moderately agree 18 16%
4 Disagree 4 4%
5 strongly disagree 5 5%
Total 110 100%

The above table depicts that 91% employee expressed moderately agree, 7% strongly agree, 5% strongly disagree,
satisfaction with regard to have a standard set of data or set 4% disagree in their opinion.
reports that you provide regularly where 68% agree, 16%

TABLE V HRIS IN OBTAINING AND PROVIDING OPPORTUNITY FOR PRACTICAL DECISION MAKING
S.No. Opinion Respondents Percentage
1 Strongly agree 16 15%
2 Agree 20 18%
3 Moderately agree 44 40%
4 Disagree 11 10%
5 Strongly disagree 19 17%
Total 110 100%

The above table depicts that 73% employee expressed 18% agree, 17%strongly disagree, 15% strongly agree and
satisfaction with regard to the company if data ware easier 10% disagree in their opinion.
to obtain and provide is there opportunity for additional use
in practical decision making where 40% moderately agree,

TABLE VI HRIS IN PROVIDING ROUTINE REVIEW OF ALL THE EMPLOYEES IN THE ORGANIZATION
S.No. Opinion Respondents Percentage
1 Strongly agree 7 6%
2 Agree 56 51%
3 Moderately agree 30 27%
4 Disagree 3 3%
5 Strongly disagree 14 13%
Total 110 100%

The above table depicts that 84% of employees satisfaction Hence, it can concluded that most of employees express
with regard to the company is there routine review of the satisfied with regard to the company there a routine review
HRIS for all employees in your department where 51% of HRIS for all employees in your department.
agree, 27% moderately agree, 13% strongly disagree, 6%
strongly agree and only 3% disagree in their opinion.

TABLE VII COMPANY HAVING TECHNICAL SUPPORT TEAM FOR EXECUTING HRIS

S. No. Opinion Respondents Percentage

1 Strongly agree 35 32%
2 Agree 40 36%
3 Moderately agree 16 15%
4 Disagree 15 14%
5 Strongly disagree 4 3%
Total 110 100%

The above table depicts that 83% of employees are moderately agree, 14% disagree, 3% strongly disagree in
satisfied with the technical support person/team for their opinion.
executing HRIS where 36% agree 32% strongly agree, 15%

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Patcha Bhujanga Rao
TABLE VIII IMPROVEMENT IN HRIS APPLICATION IN THE ORGANIZATION

S. No. Opinion Respondents Percentage

1 Strongly agree 35 31%
2 Agree 25 18%
3 Moderately agree 40 36%
4 Disagree 10 9%
5 Strongly disagree 0 0%
Total 110 100%

The above table depicts that 85% of employees feel that agree, 18%agree, 9%disagree, 0% strongly disagree in their
there must be still improvement in HRIS application in the opinion.
organization where 36% moderately agree, 31% strongly

TABLE IX COMPANY UPDATES REGULARLY THE FEEDBACK AND THE PERFORMANCE OF THE EMPLOYEES THROUGH HRIS
S. No. Opinion Respondents Percentage
1 Strongly agree 10 9%
2 Agree 34 31%
3 Moderately agree 51 46%
4 Disagree 10 9%
5 Strongly disagree 5 5%
Total 110 100%

The above table depicts that 86% of employees agree moderately agree, 31% agree, 9% strongly agree, 9%
that the company updates regularly employees feed back disagree, 5% strongly disagree in their opinion.
and their performance with the help of HRIS where 46%

TABLE X HRIS IS BEING TAKEN AS A BASE IN RECOMMENDING THE TRAINING PROGRAM

S. No. Opinion Respondents Percentage

1 Strongly agree 15 14%
2 Agree 60 55%
3 Moderately agree 18 16%
4 Disagree 13 12%
5 Strongly disagree 4 3%
Total 110 100%

The above table depicts that 85% of employees agreed 7. All the employees opined that there needs improvement
that the company recommends training to its employees in HRIS application in the organization
based on HRIS where 55% agree, 16% moderately agree, 8. 95% of the employees opined that the company updates
14% strongly agree, 12% disagree, 3% strongly agree in regularly the feedback and the performance of the
their opinion. Employees
9. 85% of employees agree that HRIS is being taken as a
VI. FINDINGS base in recommending the training program
10. 85% of employees satisfaction with regard to the
1. 90% of employees expressed satisfaction with regard company regarding improvement in HRIS application
the HRIS in meeting the current needs in the organization
2. 82% of employees expressed satisfaction with regard to 11. All the employees opined that the company receives
the HRIS playing a vital role in employee development and enters HRIS via spreadsheets and also other
3. 91% employee expressed satisfaction with regard to the electronic document.
company maintaining standard set of data or set reports
that are provide by employees regularly VII. CONCLUSION
4. 73% employee expressed satisfaction with regarding on
HRIS in obtain and providing opportunity for practical The concept of human resource information systems is
decision making fast becoming a reality and the role of human resources in
5. 84% of employee opined that the present HRIS information systems has been gaining sustained competitive
provides routine review of all the employees in the advantage and has been proved empirically by numerous
organization studies.
6. 83% of employees agree that the company has technical
support team for executing HRIS The company’s are heavily people driven and hence
requires proper management of its human resources. The

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 Effectiveness of Human Resource Information Systems: A Study with Reference to Greaves Cotton Limited

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