IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

HRIS efficiency and its impact on Organization

Ms. Papia S Nath

Research Scholar in Management,Bharathiar University
Coimbatore,Tamil Nadu,India.

Dr.J.Gajendra Naidu
Research Supervisor in Management, (Ph.D) Guide
Bharathiar University,
Coimbatore,TamilNadu,India
Abstract:
With the increasing effect of globalization and technology, organizations have started to use
information systems in various functions and departments in the last decades. . Information
technology has created a revolution in the every sphere of human endeavor. Today IT is used
extensively across the organizations to perform various functions such as recruitment,
maintenance, development etc. IT and its wide range of applications have not only impacted
their operations but also have made their presence greatly felt in every sphere of management.
Even in the field of HRM, technology has not only contributed towards the paradigm shift, but
has brought in various challenges and opportunities along with it. The biggest challenge faced
by the organizations is the adoption and acceptance of HRIS, as it is very critical for the
systematic and effective functioning of the Organization.
Development of a proper managerial climate and acceptance of HRIS and its implementation
is crucial for innovative and knowledge based organizations .The accurate merger of
functionality and reporting devices can only lead to the smooth and effective functioning of
the organizational functions. The present paper focuses on the study of issues and challenges
faced by an organization by implementing HRIS techniques across various functions and
also suggest some methods by which it may be accepted in related jobs
Keywords: Human Resource Management (HRM), Human Resource Information System
(HRIS).

1. INTRODUCTION
Organizations must treat information as any other resource or asset. It must be organized,
managed and disseminated effectively for the information to exhibit quality. Within an
organization, information flows in four basic directions as upward, downward, horizontal and
outward/inward .Taking into account that there is a huge amount of information flow in

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 85
IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

organizations; it will be possible to understand the importance of information systems in

organizations.
The information systems field is arguably one of the fastest changing and dynamic of all the
business processions because information technologies are among the most important tools for
achieving business firms’ key objectives. Until the mid-1950s, firms managed all their
information flow with paper records. During the past 60 years, more and more business
information and the flow of information among key business actors in the environment has
been computerized
Firms invest in information systems for the business objectives such as achieving operational
excellence (productivity, efficiency, agility), developing new products and services, attaining
customer intimacy and service, improving decision making, achieving competitive advantage
and ensuring survival
Human resources management is one of the departments that mostly use management
information systems. HR information systems support activities such as identifying potential
employees, maintaining complete records on existing employees and creating programs to
develop employees’ talents’ and skills. HR systems help senior management to identify the
manpower requirements in order to meet the organization’s long term business plans and
strategic goals.
Middle management uses human resources systems to monitor and analyze the recruitment,
allocation and compensation of employees. Operational management uses HR systems to track
the recruitment and placement of the employees. HRIS can also support various HR practices
such as workforce planning, staffing, compensation programs, salary forecasts, pay budgets
and labor/employee relations.

Definition - What does Human Resources Information System (HRIS) mean?

A Human Resources Information System (HRIS) is software or online solution that is used for
data entry, data tracking and the data information requirements of an organization's human
resources (HR) management, payroll and bookkeeping operations. A HRIS is usually offered
as a database.

HRIS is geared toward enhancing the capacity of HR management to:

 Absorb new and promising technologies

 Simplify workflow
 Optimize precision, stability and credibility of workforce data
 Simplify the deployment and collection of data

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 86
IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

Human Resources Information System (HRIS)

An efficient HRIS provides:

 Data for the administration of all staff

 Reporting of the data needed for staff management and evaluation.
 Company-related records, staff handbooks and security recommendations
 Rewards management, such as enrollment, status modifications and updating of
personal data
 Integration with payroll, in addition to other accounting systems and financial software
 Monitoring of applicants and resume administration

An efficient HRIS helps an organization track:

 Paid time off (PTO) and attendance

 Pay scale history
 Positions and pay grades
 Overall performance development strategies
 Coaching obtained
 Disciplinary actions
 Personal staff data
 Key staff succession plans
 Identification of prospective staff
 Applicant administration, including interview process and selection

An organization can select and customize a HRIS to meet its requirements. An efficient HRIS
provides an organization with information on virtually anything required to monitor and
examine staff/applicant data. HRIS helps HR train staff to execute administrative tasks,
allowing HR to focus on other strategic functions.

In addition, information required for knowledge development, equal treatment, staff

management and career growth is provided. Also, managers can gain access to the
information required to efficiently and legally assist the success of their direct reports.
The Organizational Structure of Human Resource Information Systems

A Human Resource Information System is a software package that replaces manual, paper-
based methods of inputting, tracking and recording employee information. It is generally
organized in five main modules. An HRIS records employee personal and job-related
information; it keeps records detailing job requirements it facilitates planning by matching

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 87
IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

employees with the jobs for which they are best qualified; and, with security features and
tracking of data required for regulatory compliance, it satisfies laws for the protection of
personal data and generates reports for submission to management for decision making.

Employee Data
A typical HRIS is organized with an employee database. It includes personal information such
as name, age, address, telephone numbers, Social Security number, dependents, education and
training as well as job-related information. The latter can include the current salary and salary
history, an employment history, and benefit details. The HRIS organizes the data into menu-
driven pages that display more and more detail in any of the data categories. The HRIS
organization completely separates this database from the other sections since many employees
accessing it will not necessarily need access to the other modules.

Job Data
The company may use the HRIS to create a second database for data related to particular jobs.
For an HRIS organized in this fashion, this second database contains the requirements for each
existing company position, the name of the employee holding the position, the names of
potential replacements, the paths available for promotion into and from the position and the
salary and benefit levels associated with the position. Separately from the individual job
database, the HRIS may include global job and employee data such as where present
employees came from, how the company found them, how long they stayed with the company
and how well they performed.

Planning
Companies may use a third organizational module of an HRIS for planning. Such a module
draws on the employee data base, the jobs database and the global employee and job
information to identify future human resource requirements and possible sources. The module
matches existing employees with company jobs and predicts where there will be gaps. The
company can then plan to meet these needs by extra hiring, by re-assigning work or by
making changes in the organization of the company.

Compliance
An HRIS can be organized to report on compliance. Companies must demonstrate compliance
with employee-related legal requirements such as equal opportunity, gender neutrality and
quality of the work-place environment. The HRIS will track employee characteristics, hiring
decisions, employee evaluations and decisions for firing or layoffs. It can then generate reports
detailing whether and how well the company is in compliance with legal requirements.

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 88
IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

Security
An additional organizational module for an HRIS is superimposed on the others to ensure
security. The security module ensures the protection of employee personal data according to
privacy laws by allowing only the employee himself and appropriate company personnel to
view his data. The security module also ensures that employees can only view sensitive data
when they need it to perform their job. Data on promotional paths and candidates, for
example, is likely to be severely restricted. The security module uses appropriate levels of
security, including multiple layers, to protect the HRIS data.

Analysis and Design of a Human Resource Information System

Human resources information systems provide access to employee data with speed and
convenience, saving time and money. Instead of researching multiple sources of information,
companies can gather information in one area for quick access. Depending on the desired use
and what is in place presently, you may want to form an internal team to conduct various
analyses of critical functions to design database modules and features. In addition to
information technology personnel, the team may consist of employees in human resources,
training, compensation, benefits and operations.

Analyzing Organizational Needs

To conduct a needs analysis, each participating function is considered for data collection. For
example, if the combined function of recruiting and staffing is included, what types of
information will need to be gathered? Perhaps the company plans to expand, therefore the
database must accommodate higher numbers. If compensation data is incorporated, what
information will be captured and how? Before the design process begins, all required areas are
confirmed with anticipated database space and software integration needs.

Designing a Customized Database

Once all of the information has been gathered and decisions have been made on formats, the
company is ready to research the appropriate software. Some companies send out requests for
proposals to their top software vendors. Providing the software sellers with specific
information regarding the scope of the system and approved budget numbers is a time saver.
Inviting on-site demonstrations and meetings with the sellers allows for comparisons and
contrasts resulting in a more informed selection.

Drilling Down to the Essentials

Some companies narrow their final search down with two of their top vendors. This is a
critical step in the process, as software developers are involved to share the reality of what the
software can and cannot do. It is helpful to have a checklist and questions prepared for the

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 89
IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

meetings. For example, a checklist may contain such things as level of security, backup
systems if database crashes, employees who have external access to the system, guarantee
offered, and updates.

Conducting a Pilot Test

Once the preferred vendor is selected, the company may conduct a pilot test of the software to
discover possible glitches. A pilot test is one that occurs prior to implementing a new system
throughout the company. The new software is tested on a smaller scale to ensure that all
modules function properly and any adverse results are corrected. At this time, questions and
concerns are addressed with the software vendor before final installation

Components of HRIS
HRIS has major three functional components as shown in Figure 1
Input . Data Maintenance Output

Components of Human Resource Information Systems

1. Input- Input function provides the capabilities needed to get human resource data into the HRIS. It
enters personnel information into the HRIS. First of all procedures and processes are required to gather
necessary data, once collected, these data is entered into the system. Edit tables can be used to determine
if the data are acceptable. These tables contain approved values against which the data are automatically
checked. The system should have the capability to update and change the edit tables. Now days scanning
technology permits scanning and storage
of an actual image of an organization document including signatures and handwritten notes.
2. Data maintenance- Data maintenance function is responsible for the actual updating of the data stored
in the various storage devices. As changes occur in human resource information, this information should
be incorporated into the system, as new data are
brought into the system it is often desirable to maintain the old data in the form of historical information.
It updates and adds new data to the data base after data have been entered into the HRIS.
3. Output- This function of HRIS is most visible one because the majority of HRIS uses are not involved
with collecting, editing, and updating human resource data; rather they are concerned with information
and reports to be used by the systems. In order to generate valuable output for computer users, HRIS
processes output, makes calculations and formats the presentation.HRIS is a computerized system that
aids in the processing of information relating to human resource management. A well-knit HRIS acts as
a worthy decision, a device; designed to fulfill the manpower information needs of the organization
(Kovach and Cathcart, 1991).
Benefits of HRIS
HRIS helps attaining success in recoding and analyzing employees and organization information and
documents, such as employee hand books, emergency evacuation and safety procedures (Fletcher,
2005). It also helps the organizations to keep an accurate, complete and updated database that can be
retrieved from reports and manuals. Advantages of using HRIS can be summarized as

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 90
IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

1. Increase competitiveness by improving human resource operations

2. Ability to implement a number of different operators to human resource
3. Shift the focus from the operational (transaction) human resource information to strategic human
resource
4. Include employees as an active part of the HRIS
5. Reengineering the entire human resource department.

Syeda Qudsia Batool, Dr. M.A Sajid, Dr. Syed Hassan Raza (2012) described the benefits and also the
problems of HRIS in an organization :
Technology is completely changing the way things operate. The role of HRIS is increasingly
becoming strategic. Availability of timely information, improvement in the services played an
important role. The implementation of HRIS reduce the workforce, save time. It enables the
organization to improve their data and enhance the competitiveness. The implementation of HRIS
also cause some problems such as lack of expertise, technical problems, lack of funds, time
consumption by the untrained staff. Inspite of barriers in implementation. Employees and
organizations are trying to understand and streamlining the system. HRIS made it possible for the
organizations to have employee development.(p.7)

Dr. Arjita Jain (2014)explains in Study on Effectiveness of Human Resource Information System at
Vistaar Technologies (Mumbai):
HRIS has the potential to affect both efficiency and effectiveness. Use of HRIS results into
reduced cycle time for processing paperwork, increased data accuracy, and reduced human
resource staff. It also results into improving the capabilities of both managers and employees to
make quick decisions. The research findings reveal that the resistance for implementation of new
HRIS needs to be recognized and diagnosedclearly by the HR heads of the organization.(p.14-15)
2. Objectives
a) To identify the challenges faced by organizations after implementing HRIS techniques across HR
functions.
b) To find out the various methods and techniques through which HR can overcome these challenges.
c)To identify the effectiveness of HRIS in today’s organization.

3. Methodology
The study is secondary in nature and the content of the research paper has been Collected through
various sources as,articles, journals, and website from the internet.
3.1 Scope of the Study
This study explores current areas including:
• The current available strategies and technologies used by HR Executives.
• Issues and challenges faced by organizations during the strategic use of HRIS technology.
• The successful and effective use of HRIS technology in the various HR Function

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 91
IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

like recruitment, maintenance and development of workforce and its acceptance by employees
and overcoming the challenges faced .

4. Literature Review
Information technology has greatly impacted the Human Resource Management through one of the
important and effective tool i.e. Human resources information systems (HRIS). This tool has not only
streamlined the data processing, but also has made the employee information more readily available to
managers. The two primary areas of application of computer in the managerial decision making process
include, the increasing use of electronic computers in managerial decision making and the coordination
among the various strategic functions in the organization.
Nikhal Aswanth Kumar in his study titled “Managerial Perceptions of the Impact of HRIS on
Organizational Efficiency “states that the modules on the HRIS system should be aligned to the
overall functioning in order to gain congruence. For example, the HRIS should encapsulate all the steps
in the hiring process. Also, the performance management module should be congruent with the overall
performance management process in order to effectively manage performance. It is also important to
nurture the organizational culture needed to support the new HRIS.

Kelly O. Weeks in An Analysis of Human Resource Information Systems impact on

Employees (2013) stated that The lack of strategic or operational functionality has been a
recurring problem with current HRIS. Insufficient integration with other systems within the
organization, complication of the system, inflexibility, and lack of a user-friendly interface are
also mentioned as ongoing problem the main hindrance being the budgetary situation of the
firm.

Broderick R., Boudreau J.W. (1992) In “Human resource management, information technology and
the competitive advantage” states that potentiality of Information technology is highlighted and well
understood through the findings that those who were most successful in using information technology
made additional system and organization development investments. He concluded by stating that actual
value addition done by the use of HRIS can be possibly estimated through concrete measures of
benefits and costs .in the organization and the long term advantage it allows the organization to handle
the challenges in the competitive scenario.

Sira, Wayne A. Jr., states in article titled "Human Resource Information Systems: The Challenges of
Conversion” that though there are several options for managers such as enterprise resources
management, outsourcing, as well as a variety of tools designed specifically for conversion and
upgrading information systems many failures still occur. He also indicates that there are many causes for
failure including project abandonment, enthusiasm, and outsourcing. Failures are also due to

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 92
IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

inexperienced management, the users who lack the skills needed to utilize a newer system and
stakeholders that withdraw support for a project before it is completed.

Shammy Shiri in “Effectiveness of Human Resource Information System on HR Functions of the

Organization A Cross Sectional Study” states that according to him HRIS provides information and
guidelines for the operation of HR functions and makes this information readily available and useful for
managerial decision making in administration work therefore HRIS can be one of the powerful levels of
change for the HR Department in any organization but the system is sometimes complicated and
difficult to work

Teo, T. S. H., Soon, L. G. & Fedric, S. A. (2001) said in article “ Adoption and Impact of Human
Resource Information Systems (HRIS)” that HRIS was used mainly for administrative purposes like
payroll and employee record keeping, rather than strategic applications like succession planning. He
found a tremendous amount of unrealized HRIS potential as very few respondents are using the HRIS
strategically to directly improve their competitiveness HRIS was simply viewed as the use of computer
hardware and software applications to perform HRM activities.”

Dr. Nisha Aggarwal, Mona Kapoor (2012) stated in Human Resource Information Systems (HRIS) -
Its role and importance in Business Competitiveness that according to them the combination of
Human resources and information technology known as HRIS are being implemented by many firms as
strategic weapons towards the uprising business competitiveness and also meeting the needs of all
stakeholders in the company. They found that firms are increasingly moving beyond manual human
resource system today, by computerizing individual human resource tasks, installing HRIS and also
using the internet and intranet.

Farhat Ali Syed stated in A study of human resource information system in indian banking
scenario (issues and challenges) that As Indian banking is going through structural changes, this
concept is proving a boon for its overall development.. The manual system adopted by the banks was the
cause of procedural delays, outdated as well as inaccurate information, improper documentation, higher
expense of storing files and their safety. Banks are able to integrate different HR functions by using third
generation of feature-rich, broad-based and self-contained HRIS.
4.2 Challenges of implementation of HRIS
Here we explore the challenges towards implementation of HRIS and its acceptance the important
points of view are highlighted as understood by the said study. The challenges can be listed as
1) Onus of responsibility – There is a misconception that introduction of HRIS can relieve HR Manager
of all responsibilities. To large extent, HRIS can make HR Manager free from transactional tasks.
However, it also brings with it a new set of responsibilities to ensure that the software is being used and
implemented correctly. Therefore the onus of co-operating with the software vendor and ensuring
successful deployment lies with the client HR manager.

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 93
IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

2) Over expectations – Due to overstress on the benefits of HRIS software, partially by the media and
partially by the marketing departments of software vendors, organizations have developed larger-than-
life expectations from the software solutions. When the solutions are unable to deliver these over-
expectations, the clients tend to lose confidence in the vendors. The only way out is either pre-sales
discussions or a clear statement of user expectations in the form of a Request for Proposal (RFP)
document, to which the vendor responds as per the strengths of his solution, including the additional
effort required for customization, if the same is technically feasible.

3) Resistance to change – Employees at the client location is attitudinally inclined to use only the
existing system. They enjoy the loopholes in the processes, more so the inability of a manual system to
track progress. Therefore, they offer great resistance to change, especially if the change calls for the
acquisition of new skills by the employee. Their resistance to change leads to lack of enthusiasm and co-
operation in successfully implementing software systems. The onus of responsibility for change
management lies entirely with the client, but some vendors do offer HR consultancy as a supplement to
their solutions.

4) Training Requirements – HRIS software may have a completely new interface, large number of
functions and specially configured workflows. It may demand users to exhibit some level of expertise in
understanding the technology solution. When faced with the new software, user experiences anxiety and
may display discomfort in using the system. Such discomfort can result in remaining ignorant of various
features, thereby denying to yourself the benefit of full exploitation of the software. A good software
vendor can resolve this issue by providing on the system training to key personnel and prepare them as
torch beares. He would also provide sufficient on-line help features to all the users.

5)Configuration and Data transformation – Configuring software to an organization’s need and

transferring data from existing database to new HRIS is another issue that needs to be handled carefully.
The existing data may be either on paper or excel files or in some other form of database. Due to
ignorance by employees at client location, the data may not enter the new system in the desired manner,
thus obstructing the smooth and efficient functioning of the system, besides creating an inventory of
bugs. Best solution to this malady is for the Vendor to obtain data from the client as per a standard
template, validate it with a program and consider initial data entry as a service provided to the customer.

6) Software Errors and Bugs – Bugs, error and opportunities for improvement are integral part of
software. Expecting HR Software to be picture-perfect and without any errors/ omissions is unfair.
These bugs need not scare people since these can be resolved through mutual co-operation between the
vendor and client. Once settled, they do not reappear. However, if new bugs surface with higher levels
of exploitation of the software, these should be taken as encouraging signals both by the client and the
vendor.

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 94
IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

7) Work Flow Changes – When you install HRIS software, you also install some innovative globally
accepted HR practices and workflows. If you have these practices for the first time, some of the
members in your organization may not feel comfortable with the changes, especially the change of work
flow.

4.3 Issues affecting the use of HRIS in the organization

The use of the technology oriented processes in an organization are affected by various factors, which
are highlighted as follows:
• Process improvement -The employees of the organization needs to be convinced by the fact the use of
technology in the processes will help in generating better and improved results compared to the existing
processes.
• Acceptance by employees-Work culture also affects the acceptance of the implementation of new
system in an organization. The dimensions of better results can be timely and accurate information, ease
of use and completion of work in lesser time.
• Security Concerns-A system or technique designed for one country may not be effective in other
country. Implementation issues across boundaries comes with the challenges of data privacy and data
movement across boundaries.
• Cost of operation- Cost is an important factor to be taken into consideration before implementation of
the e- systems. The companies must prioritize and take the decisions of acceptance and implementation
of e-systems on the basis of vital, essential and desirable operations.
• Adaption challenges- The process of training and adaptation to the new system Is a cumbersome and
time consuming process. It may be challenging for the users if they do not find it user friendly.
• Technical limitation- An organization cannot depend on technological websites or software
completely to handle every issues related to HR. A website cannot ever replace a skilled professional.
Employees may not be able to make senses of choice from the website and may need to discuss the
issues personally with HR experts or professionals, in case of doubts, faced by them.

5. Recommendations and Suggestions

The above mentioned factors are imperative and therefore should be carefully considered before
undertaking the HRIS venture. The important dimensions that should be taken into consideration are
highlighted here:
1. Cross cultural training of HR personnel- Strategies should be developed to ensure the cross cultural
training of the personnel in the HR Department so that so that they understand other cultural background
and people and avoid conflict of interests.
2. Motivation- Motivation of the employees is required so that they continue to be a part of the
organization and contribute more towards the development and growth of the current organization with
their ideas. It should be kept in mind that apart from the financial motivation, training and development
opportunities, job satisfaction and other motivational factor should be taken into account.

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 95
IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

3. Adaptibility- HR should adapt itself to the changing environment and technology and should opt for
sufficient and sustainable technological supportability of equipments and resources.
4. Flexibility- The technologies adopted should be agile and flexible so as to accommodate the changes
in the adjust to the new paradigm shift. The demands of the changing economy should be taken care
while developing new policies or changing existing policies.
5. Technical training- The changes in the workplace often require the implementation of additional
training for workers. As training and development is generally the realm of the HR department, this
creates yet another challenge for human resource managers. HR must first determine what training is
necessary and then implement training measures to ensure all workers can keep
up with technical changes. Human resource managers must also determine when it may train existing
employees, and when it must search for new workers to fill technical positions within the organization.
6. Communication- To ensure the smooth implementation of the system, organizations must ensure the
need to address the potential issues like calculating organizational impact and proper communication of
the various training plans to the employees.
7. Monitoring and feedback- Successful implementation has also to be followed with regular and
periodic follow up. This will ensure to understand and solve the problems faced after the
implementation, and accordingly steps can be taken for the further improvement or modification of the
system.

6. Conclusion
If handled in a correct perspective, good utilization of HRIS can lead to the growth and efficiency of the
organizations in the long run. The technology based HR functions provides real time metrics to the
managers, which help them to track and spot trends effectives and thus leads to an effective management
of the workforce. Effective HR transactions, increased speed , lesser paperwork and cost effectiveness
are definitely some of the advantages which not only ensures transparency, but also facilitates better
controls by the top management. But the implementation of HRIS requires a fundamental change in the
way HR professionals view their roles. The successful and efficacious implementation is only possible
when the HR professionals learn to be proficient with the traditional HR skills and knowledge, and
develop the ability to apply their knowledge via the technology.
HRIS has the potential to affect both efficiency and effectiveness. Use of HRIS results
introduced cycle time for processing paperwork, increased data accuracy, and reduced human
resource staff. It also results into improving the capabilities of both managers and employees
to make quick decisions. The research finding several that the resistance for implementation
of new HRIS needs to be recognized and diagnosed
clearly by the HR heads of the organization.
Certain suggestions proposed are as follows:

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 96
IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

1.Before implementing any new system Organizational Structure, Job

Descriptions,Performance and Compensation Systems should be in line with the organization
vision.
2. Identify people who are resisting the change, and help them see what’s needed.
The resistance to HRIS introduction needs to be recognized diagnosed to the very
root level and then with a very careful and positive intervention the change needs to
be introduced by the change leaders.
3. Management should take action to quickly remove barriers (human or otherwise).
Proper induction and training should be given before implementing any systemic
change. A skilful handling of Human Resource is a necessity and can be graded as one of the
most
7. Limitations
The strategic issues and the scope of research is very vast. Henceforth only some selective functions of
HRM are included in the scope of the research. The limitations are as follows:
• The study is restricted to the impact of technology on core functions of HRM, which majorly affect the
functioning of the organizations.
• The scope of e-HRM is vast and hence forth only few of the functions are discussed. All the functions
could not be discussed in details due to time.
8. Future research
It can also incorporate alternative ways of measuring the impact of HRIS adoption. For example,
system effectiveness as measured by user satisfaction and system usage or system efficiency as
measured by cost efficiency can be used to measure the perceived impacts. Alternatively,
financial measures such as profitability and return on investment can be used to evaluate the
impact of the adoption of HRIS.
The findings in this study can be strengthened and expanded by replicating this study at a different
point in time. A follow-up study can be done in a few years time to see if more organizations have
adopted HRIS, if the extent of HRIS adoption is greater or if the HRIS is used for more strategic
purposes. In addition, factors influencing the HRIS adoption decision can be examined. A
longitudinal study is also recommended for research on the impact of HRIS on organizations as
impacts are often time-dependent i.e. IT impacts can be assessed more appropriately after a
certain amount of time has elapsed since its adoption and implementation
9. Reference:

1. Nikhal Aswanth Kumar(2013) Managerial Perceptions of the Impact of HRIS on Organizational

Efficiency ,Journal of Economics and Behavioral Studies (ISSN: 2220-6140), Vol. 5, No. 12, pp. 861-
875
2. Kelly O. Weeks (2013) An Analysis of Human Resource Information Systems impact on
EmployeesJournal of Management Policy and Practice vol. 14(3)

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 97
IRJMST Vol 6 Issue 7 [Year 2015] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

3.Broderick R., Boudreau J.W. (1992). Human resource management, information technology and the
competitive advantage, Academy of Management Executive 6 (2), 7–17.
-
4.Sira, Wayne A. Jr., "Human Resource Informtion Systems: The Challenges of Conversion" (2011).
Research Papers. Paper 110. Accessed on 21st June 2015 from the World Wide Web:
http://opensiuc.lib.siu.edu/gs_rp/110
5.Shammy Shiri (2012) Effectiveness of Human Resource Information System on HR Functions of the
Organization A Cross Sectional Study, US-China Education Review ,David Publishing A 9, 830-839
,ISSN 1548-6613 .
6.Teo, T. S. H., Soon, L. G. & Fedric, S. A. (2001). Adoption and Impact of Human Resource
Information Systems (HRIS), Research and Practice in Human Resource Management, 9(1), 101-117
7.Dr. Nisha Aggarwal, Mona Kapoor( 2012) Human Resource Information Systems (HRIS) - Its role
and importance in Business Competitiveness GIAN JYOTI E-JOURNAL, Volume 1,
Issue 2 ISSN 2250-348X
8.Syeda Qudsia Batool Dr. M.A Sajid Dr. Syed Hassan Raza ( 2012), Benefits and Barriers of Human
Resource Information System International Journal of Humanities and Social Science Vol. 2 No. 3;
9.Dr. Arjita Jain (2014) Study on Effectiveness of Human Resource Information System at Vistaar
Technologies (Mumbai) , SIES Journal of Management, Vol. 10(2)
10. Farhat Ali Syed in A study of human resource information system in indian banking scenario (issues
and challenges) Altius Shodh Journal of Management & Commerce ISSN 2348 – 8891

International Research Journal of Management Science & Technology

http://www.irjmst.com Page 98