Jai Maa Kalka

Dear Respondent, I am doing a study on Impact of HRIS on SHRM, which forms the part of my doctoral research. There is no right and wrong answer, please give your frank and open response. Confidentiality of this data will be strictly maintained RESEARCH INSTRUMENT (For HRIS Adopters)

1. Name of the Organisation :

______________________________________

2. In which sector does the company operate? (Please Tick) Banking/Finance/Insurance Education & Training Telecom & Communication IT & ITES FMCG Healthcare Hospitality Retail Media & Publication Manufacturing 3. What is the strength of employees in the organization? Less than 50 51-100 101-500 501-1000 1000-5000 Above 5000 4. Please select the number of employees in your HR Department Less than 10 11-20 21-50 51-100 Above 100 5. Please select the number of employees in the IT Department of your organisation. Less than 10 11-20 21-50 51-100 Above 100 6. Do you use specialized softwares (HRIS/HRMS/HR Portal/ESS) for your HR Processes? Yes No 7. Please select the software you have adopted In-house developed HRIS Application/ Portal HRIS / HRMS Application developed vendor(name) _____________________ ERP-HR Module 8. Since how long you have been using HRIS software? Less than 1 year 1-3 4-6 7-9

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9. To what extent the following features/modules are put in use in your organization. Feature/Module Name To a great extent To some extent Not at all

Applicant Tracking Attendance System Leaves Administration Career Development Compensation Management Internal Communication Interview Management (Entry, Exit etc.) Employee Self Service Employee Database Employee Satisfaction Surveys Feedback Surveys Human Resource Planning Performance Appraisal Recruitment/Job posting Skill Mapping Training need analysis Training evaluation Transfer Management HR Dashboard/ HR Score card Business Intelligence Tools Any other (please specify) _________________________________________

10. Please provide your views on the following characteristics of software installed. Characteristics User Friendly Great Features Compatible Reliable Efficient Secure Flexible/Customizable Easily Maintainable Accurate Cost Effective Strongly Agree Agree Disagree Strongly Disagree

11. Please provide your views on the following statements.

SNo.

Statement of Activities

Strongly Agree

Agree

Disagree

Strongly Disagree

A 1 2 3 4 5 HRM strategies are well defined and documented HRM strategies are aligned with the Business strategies of the organisation. HRM strategies are well communicated to all the employees Performance Indicators for HRM functions are well defined Regular monitoring on performance indicators is done B Accurate manpower statistics are readily available to the managers Process to forecast HR needs(type & no of employees) in the light of organisation strategies and objectives is in place. Key positions are defined in organisation Talent pipeline is maintained for succession Sudden exit of key employees has minimal impact on business operations C Competencies and skills required for different jobs positions are well defined for recruitment Information about job vacancies is readily available within the organization Line Managers are involved in the process of selection Formal induction / orientation process is in place to help the new recruits to understand the Organization better. Recruitment and on-boarding process is effective. Applicants are selected against organizational rather than job-specific criteria

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D 17 Training need analysis is conducted regularly to match changing strategic need of the organisation Training objectives are derived from performance deficiencies noted in the performance feedback. Analyses of the effectiveness of the training programs is carried out E Growth path is clearly defined Every employee in our organisation has goal based accountability Goal-Setting process for all employees can be effectively tracked Managerial personnel are allowed to challenge or appeal appraisal decisions made by superiors Performance appraisals are done on time in your organisation F Organisation provides a clear explanation of remuneration and reward policy and how it is to be implemented Compensation is in accordance of individual skills, knowledge and competencies relative to their external market value. Reward system is individualized i.e individual can chose the rewards that they receive. Variable pay components for performers

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12. Please provide your views on the following statements : SNo. Strongly Agree Automated record keeping and Reduced paperwork Reduced administrative burdens Improved HR operating efficiency Reduced HR Manpower Reduced response times and access to information Improved access to information Improved productivity of HR employees Enhanced our ability to recruit and retain best potential talent Reduced the errors in data Helped in streamlining HR processes Improved the quality of HR services to employees Improved the timeliness of services to employees Improved relationships with in HR Dept. Increased the flexibility of HR Increased knowledge management(i.e., creation, capture, transfer, and use of knowledge) Decreased the time spent on HRP. Decreased the time spent on training Saves cost per hire Decreased training expenses Bettered the understanding of Training needs Enhanced HR Professional Competency Helped in tracking and controlling HR Processes Improves companies image Improved time management Improved cooperation among employees Improved our ability to disseminate information in organisation Integrated various business process in the organisation Improved the profession standing of HR Strongly Disagree

Agree

Disagree

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department in the organisation 29 30 31 Top management has allocated adequate resources for HRIS HRIS is considered as an important resource for Strategic HR Tasks by Top Managers Top managers encourage HR personnel to use HRIS extensively Empowered HR managers to make egalitarian decisions Empowered Line managers to make egalitarian decisions Enables generation of regular reports for operational level decision making Enable medium level decision making or policy determination role Enabled strategic use and long-term planning and unstructured decision making Enables generation of drill-down report HR personnel are trained to use computer Every HR personnel is trained to use the HRIS s/w installed in our organisation We have permanent technical support for HRIS software

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RESPONDENTS PROFILE: To what extent do you participate in strategic initiatives of your organisation? To a great extent To some extent Not at all

Name (optional) Gender Job Title/ Designation

: : :

___________________________________________ Female Male

HR Manager HR Director HR Executive HR Professional Other ________________________________

Total Experience

Less than 2 year 5-10 years Less than 1 year 3-6 years

2-5 years Above 10 years 1-3 years Above 6 years

Experience in current organisation:

Age

20-30 Years 41-50 Years 2-5 Lakhs 10-20Lakhs Under Graduate MBA

31-40 Years Above 50 5-10 Lakhs Above 20 Lakhs Graduate Post Graduate (other)

Annual Income

Qualification

Contact Number(optional) E-Mail Address

: :

__________________________________________ __________________________________________