Statistical Analysis and Significance of Information and Communication Technology based Improved Human Resource Information System (HRIS) in HR Performance for Banking and Financial Systems


  • Manveer Singh Rajawat Research Scholar, Department of Management, Suresh Gyan Vihar University, Jaipur
  • Naveen Sharma COE and Associate Professor, Suresh Gyan Vihar University, Jaipur


Human Resource Information System (HRIS), Strategic Human Resource Management (SHRM), Traditional Human Resource Management (THRM)


HRIS complements reasonable values to the organization, by its superior potential of enhancing accuracy of essential information at all levels, sharpening planning and decision making process, reducing administrative and operational costs in most HR practices. The most admirable characteristic of HRIS is that transparency and clarity within the organizational system gets up which ultimately leads to job satisfaction within users groups and user community. The important constituents of HR system such as Planning and Recruitment Process, Training and Development Process, Promotions and Career Planning of Employees, Performance Appraisal, Leave, Payroll and Grievance Handling and Information Generation etc. can be supported, controlled and executed significantly by a properly installed HRIS in banks. The performance of any HRIS system may be estimated and assessed by these components together. In this research paper, research has attempted to torch upon these performance measures of HRIS in one of the largest bank in India.


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Advantage of Human Resource Information System (HRIS)




How to Cite

M. S. . Rajawat and N. . Sharma, “Statistical Analysis and Significance of Information and Communication Technology based Improved Human Resource Information System (HRIS) in HR Performance for Banking and Financial Systems”, Int J Intell Syst Appl Eng, vol. 10, no. 1s, pp. 243 –, Oct. 2022.