This study explored the challenges and benefits of an HRIS software when used in the general aspects of the Human Resources Department of two organizations. Human Resource Management has been a big factor in the determination of the course of companies in the Philippines. It involves the employment of the right people to do the right job to properly initiate the start of the success of an organization, following through to the maintenance of the status of employees as well as the continuous surveillance of their work.
As time goes by, the work of the Human Resource Department grows more complex and is continuously gaining tremendous workload. Thus, the difficulty of maintaining an organized load of work in the HR Department and the complication of finishing their work arises. The basic concept of this study is for the other companies to develop the perspective that the implementation of such system would fully help them in the complex work of the HR Department. To achieve this objective, data was taken from employees of the two organizations of different fields if the Automation of the Human Resource System of their company helped them in their heavy workload.
The study explored, compared, and evaluated the experiences of employees from two companies in the implementation of HRIS using qualitative approach, comparative research design, and in-depth interviewing method.
Table of Contents
Chapter One – Introduction
Statement of the Problem
Background of the Study
Significance of the Study
Objectives of the Study
Theoretical Framework
Conceptual Framework
Scope and Limitation of the Study
Definition of Terms
Chapter Two - Review of Related Literature
Related Studies
Chapter Three – Research Methodology
Research Design
Data Collection Methods and Tools
Data Gathering Procedure
Research Process
Chapter Four – Results
Chapter Five – Summary, Conclusions and Recommendations
Discussion
Summary
Conclusions
Recommendations for Future Research
Research Objective and Core Themes
This study aims to explore, compare, and evaluate the experiences of HR practitioners regarding the implementation of Human Resource Information Systems (HRIS) in two selected organizations in the Philippines to determine how these automated systems address organizational challenges and improve departmental efficiency.
- The impact of HRIS on automating administrative HR tasks.
- Comparative analysis of HRIS implementation in different organizational settings.
- Best practices for data storage, security, and integrity within HR departments.
- Identification of technical and operational challenges in HRIS adoption.
- Evaluation of HRIS as an analytical tool for decision-making.
Excerpt from the Book
Introduction
Human Resource Information System (HRIS) is defined as integrated systems used to gather, store, and analyze information regarding an organization’s human resources. (Hendrickson, 2003) This system allows HR activities and processes to occur electronically. However, this system is not restricted to the HR department only. Depending on the nature of the business, it can also be utilized and used by other employees of the company and the company’s consumers as well.
The HR activities, and those of other employees as well, have come a long way from manual working with paper works and multiple systems to automated and centralized storage and system. The advantages of this HRIS system are that information is centralized, frequent errors are lessened or eliminated, lengthy processes are shortened, time spent is lessened for redundant tasks, and time consuming and complicated employee program analysis is eliminated.
HRIS is now widely implemented in almost all countries, and because of this, extensive researches are done worldwide to maximize knowledge in HRIS implementation and enhance the benefits received through it. However, businesses in each country differ in HR activities because of culture, legal provisions, economy, any many more factors, which is why this researches in other countries apply best on the specific needs of employees for the country where the research was conducted.
Summary of Chapters
Chapter One – Introduction: This chapter establishes the problem of increasing HR workloads and introduces the HRIS as a strategic solution for streamlining operations in Philippine organizations.
Chapter Two - Review of Related Literature: This section evaluates existing global studies on the efficiency, effectiveness, and strategic importance of HRIS in modern business management.
Chapter Three – Research Methodology: This chapter details the qualitative research approach, specifically the use of a comparative research design and in-depth interviews with personnel from two organizations.
Chapter Four – Results: This chapter presents the empirical findings regarding how the two companies utilize their HRIS for data gathering, storage, and analytical reporting.
Chapter Five – Summary, Conclusions and Recommendations: This final chapter synthesizes the study's findings, draws conclusions on the success of HRIS implementation, and provides recommendations for future research and improvements.
Keywords
Human Resource Management, Automation, Recruitment, Organizing, Difficulty, HR Department, HRIS, Data Storage, Efficiency, Effectiveness, Decision Making, Performance Appraisal, Technology Implementation, Payroll, Comparative Study
Frequently Asked Questions
What is the primary focus of this research?
The research explores the benefits and challenges of implementing Human Resource Information Systems (HRIS) in two specific organizations in the Philippines.
What are the core themes addressed in this thesis?
Key themes include the transition from manual HR processes to automation, the role of HRIS in centralizing data, and its contribution to organizational efficiency and strategic decision-making.
What is the ultimate goal of the study?
The study aims to provide a clear perspective on how HRIS can resolve complex workload issues and to serve as a guide for other companies looking to adopt or improve their own HR automated systems.
Which research methodology was utilized?
A qualitative approach was used, employing a comparative research design and in-depth interviews with HR staff and management to gather authentic, experience-based data.
What topics are covered in the main body of the work?
The main body covers the theoretical foundation of HRIS, a review of international literature, the methodology for conducting the study, and a detailed presentation of the research findings from the two organizations.
Which keywords best characterize this study?
Key terms include Human Resource Management, Automation, HRIS, Data Storage, Organizational Efficiency, and Comparative Study.
How does Company A use its HRIS specifically?
Company A uses its HRIS for managing employee data, payroll computation via ID scanning, faculty loading, and providing students and professors access to grade viewing.
What major challenges do HR practitioners face with HRIS?
The primary challenges involve the steep learning curve for navigating complex "modules within modules" and the persistent need for manual intervention for certain reports, such as incident tracking and specific legal documentation.
- Arbeit zitieren
- Yasmeen Muyano (Autor:in), 2019, An Exploration of The Best Practices And Challenges of HR Practitioners in the HRIS Implementation of Two Selected Organizations In The Philippines, München, GRIN Verlag, https://www.grin.com/document/477612
