A Comparative Study of HRIS in Small and Large Enterprises
By: Saraswat, B P
Contributor(s): Bhatnagar, Sanjana | Raina, Abhinav Kamal
Material type:
ArticlePublisher: 2015Description: 285 - 293Subject(s): Strategic Human Resource Management | Human Resource Management | Information Technology | Human Resource Information System | Human Resources | Msmes | Micro, Small And Medium Enterprises | Entrepreneurship In The Msme Sector | Entrepreneurship | Eleventh Biennial Conference On Entrepre | Biennial Conference PapersOnline resources: Click here to access online
In:
Eleventh Biennial Conference on Entrepreneurship/ Edited by Sasi Misra, Dinesh Awasthi, Ganapathi BatthiniSummary: Human Resource Information System (HRIS) is basically an intersection of human resources and information technology through a HR software solution. The goal of HRIS is to merge the different parts of human resource, including payroll, labour productivity, and benefit management into a less capital intensive system than the mainframes used to manage activities in the past. Despite this, surprisingly little is known about the current usage, whether disparities exist between companies of different sizes. Even the small, 20-person office needs to realize the benefits of using HRIS to be more efficient. Many firms do not realize how much time and money they are wasting on manual human resource management (HRM) tasks until they sit down and inventory their time. HRIS is advancing to become its own information technology (IT) field. The study aims at investigating if there is any significant difference in the usage of HRIS between Small/Medium (SME) size and large size companies. A survey questionnaire was sent to 250 companies out of which 117 were returned representing 46.8 response rates. The target group of the questionnaire was HR managers in companies based in Rajasthan. The...
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Human Resource Information System (HRIS) is basically an intersection of human resources and information technology through a HR software solution. The goal of HRIS is to merge the different parts of human resource, including payroll, labour productivity, and benefit management into a less capital intensive system than the mainframes used to manage activities in the past. Despite this, surprisingly little is known about the current usage, whether disparities exist between companies of different sizes. Even the small, 20-person office needs to realize the benefits of using HRIS to be more efficient. Many firms do not realize how much time and money they are wasting on manual human resource management (HRM) tasks until they sit down and inventory their time. HRIS is advancing to become its own information technology (IT) field. The study aims at investigating if there is any significant difference in the usage of HRIS between Small/Medium (SME) size and large size companies. A survey questionnaire was sent to 250 companies out of which 117 were returned representing 46.8 response rates. The target group of the questionnaire was HR managers in companies based in Rajasthan. The...
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