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Sanjeev, Rinku
- Employee Perception Towards Performance Appraisal Program in Packaging Industry
Authors
1 HR, Institute of Management Studies, Ghaziabad, Uttar Pradesh, IN
2 Marketing, Apeejay Institute of Technology, Uttar Pradesh, IN
Source
Journal of Strategic Human Resource Management, Vol 3, No 1 (2014), Pagination: 16-22Abstract
Organizations face various challenges as they effort to assess and improve the performance of employees. There is a significant impact of employees individual and group performances on organizational overall performance (Nzuve and Ng’ang, 2012). Performance Appraisal Program is an essential activity for the overall human resource management. To know the competency levels and the required skill gaps of their employees, organisations depend on Performance Appraisal Programs.Keywords
Organisational Performance, Demographic Variables, Competency Level, Performance Effectiveness
- Determining Employees' Perception through Effective HRIS: An Empirical Study
Authors
1 Institute of Management Studies (IMS), Ghaziabad, Uttar Pradesh, IN
Source
Journal of Strategic Human Resource Management, Vol 3, No 3 (2014), Pagination: 26-32Abstract
Human Resource Information System (HRIS) refers to the systems and processes at the connection between Human Resource Management (HRM) and Information Technology (IT). The human resources department deals with administrative functions and is very common to all organizational activities. Every organisation has procurement, evaluation, and payroll functions. The HR function comprises tracking existing employee data that include personal records, skills, capabilities, achievements and compensation benefits and its maintained manually. To reduce the manual workload of these administrative activities, organisations began to electronically automate many of these processes by introducing specialized Human Resource Information System. In nutshell, HRIS can support various HR practices such as HR planning, staffing, compensation, salary forecasts, pay plans and employee relations.
Design/Methodology/Approach: This research measures the effectiveness of Human Resource Information System in Banking Sector and also evaluates the underlying factors of HRIS in determining the employees' perception. The study is based on the primary data, collected from the employees of banking sector and is located in Delhi and National Capital Region. Data analysis was done using SPSS software. The statistical analysis method employed was Descriptive Analysis, Factor Analysis and T-test.
Findings: The findings show that HRIS is effective and efficient in banking sector. HRIS is not only assisting banks to increase its productivity but also brings positive change in banking sector. The finding also indicates that HRIS is not only time saving and cost effective but it also improves quality of work. So, it is clear that HRIS implementation has many benefits and it's proved convenient and beneficial to bank.
Keywords
HRIS, HRMS, Security of Information, Banking Sector.References
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