14-09-2012, 10:36 AM
A STUDY ON HUMAN RESOURCE INFORMATION SYSTEM AT KERALA STATE ELECTRICITY BOARD
A STUDY ON HUMAN RESOURCE.pptx (Size: 84.28 KB / Downloads: 47)
INTRODUCTION
The study conducted at KSEB Trivandrum with the main objective of evaluating the human resource information system at the KSEB.
Systems and processes at the intersection between human resource management (HRM) and information technology.
KSEB had introduced the HRIS in their HR department in 2010.
Company Profile
In Kerala the generation, transmission and distribution of power is done by Kerala State Electricity Board (KSEB).
KSEB was born at Pallivasal with a capacity of 37.5 MW.
KSEB was transformed into a public sector enterprise on April 1957.
KSEB was divided into three functioning units-generation, transmission and distribution- and a corporate body.
In 2006-07 KSEB was selected as the best electricity board in India.
Objectives
To Study How HRIS works in an organization.
To evaluate the performance of current HRIS
To study HRIS have any role in HR department and HR activities.
To study organization gets any advantage after using HRIS
To suggest alternatives to improve the HRIS of KSEB, if any
Statement of the problem
Deciding whether HRIS benefits the organization is that of measuring the effect of HR and more particularly HRIS on the bottom line.
HRIS such as cost reductions in HR departments, difficult to measure precisely the return on investment and specific improvements in productivity within the HR departments.
study focuses on how much HR department used the HRIS for their Hr activities in KSEB.
Evaluation of Hypothesis
With the organization’s increased reliance on the use of HRIS in support of HR tasks, and HR professionals’ higher professional ratings after using HRIS.
HR professionals see HRIS as an enabling technology because using HRIS in their organizations increase their professional standing.
There is significant difference in the mean satisfaction level of workers in different experiences.
HRIS decreases the time spent on HR activity & HR department can improved their performance in HR with the help HRIS.
Conclusion
Based on a sample of HR employees in the KSEB, the results concerning the impact of HRIS in the KSEB is encouraging, but mixed.
The employees overall are satisfied with the system, but don’t yet see many benefits from its usage outside of its effect on information and information sharing.
Respondents was the need for more training on the system.
The potential contributions of HRIS are recognized, but further advances are need before the potential can be realized.