EVALUATING THE EFFECTIVENESS OF HUMAN RESOURCE INFORMATION SYSTEM(S) (HRIS) IN IMPROVING EMPLOYEE PERFORMANCE AT STANBIC BANK UGANDA

Main Article Content

HARIMA BIRUNGI
PROSCOVIA KATUMBA

Abstract

This article discusses the effectiveness of Human Resource Information Systems (HRIS) in improving employee performance at Stanbic Bank Uganda. The study on which it is based set out to; examine the employee performance evaluation processes supported by HRIS in Stanbic Bank Uganda, identify the challenges experienced and suggest strategies to enhance the employee performance evaluation processes using HRIS at Stanbic Bank, Uganda. The sample comprised 25 informants from various functions at the Bank’s Head Office: 9 general managers, 9 line managers, and 7 officers, selected through judgemental sampling. Primary data was collected from the respondents directly using a structured open-ended interview guide. This data was  coded, processed and analysed using ATLAS.ti Qualitative data analysis software, which generated themes in line with the study objectives. The study has revealed that the use of HRIS at Stanbic Bank Uganda is characterised by several challenges that have limited its efficiency in supporting employee performance evaluation. This article makes proposals the embrace of which will enable Stanbic Bank Uganda to enjoy enhanced creativity and productivity of its employees and reduced operational costs. As such, the bank might generate sustainable competitive advantage over its competitors, and achieve its annual goals.

 

Keywords:
Human Resource Information System (HRIS), employee performance evaluation, human resources, bank

Article Details

How to Cite
BIRUNGI, H., & KATUMBA, P. (2021). EVALUATING THE EFFECTIVENESS OF HUMAN RESOURCE INFORMATION SYSTEM(S) (HRIS) IN IMPROVING EMPLOYEE PERFORMANCE AT STANBIC BANK UGANDA. Journal of Global Economics, Management and Business Research, 13(1), 18-36. Retrieved from https://www.ikprress.org/index.php/JGEMBR/article/view/6165
Section
Original Research Article

References

Jahan E. Human factors and the system development process. In: Sociotechnical and Human Cognition Elements of Information Systems, Clarke, S. (Ed.). Idea Group Inc., USA. 2014;20-23.

Dery R. Evaluation of HRIS on employee performance in an organisation. The Case of banking industry in Singapore. Journal of Business Management. 2015;9(2):8-10.

Nishad K. A resource- flow model of the Human Resource Information System. Journal of Information Technology Management. 2017;7(3):12-17.

Anjali P. HRIS appraisal pitfalls and the employee performance evaluation in financial institution. Journal of Industrial Evaluation. 2014;5(7):29-34.

Nguyen C. HRIS and employee performance determinants. Journal of Applied Psychology. 2015;9(4):49-52.

Uddi T. Human resource information systems: Providing business with rapid data access exchange and strategic advantage. Public Personnel Management. 2013;8(2):75-81.

Ulrich L. Impact of HRIS in facilitating information flow among the select software companies in Bangalore, India. Research Journal of Management Sciences. 2016;1(3): 8-12.

Jackson F. Measuring attitudes to HRIS implementation on employee performance: A field study to inform implementation of HRIS. Asia Pacific Journal of Human Resources. 2013;3-8.

Hendrickson AR. Human resource information systems: Backbone technology of contemporary human resources. Journal of Labour Research. 2013;24(3):381–394.

Iroce E. Beyond the organisation vision: HRIS Effective on Employee Performance Evaluation. Center for Effective Organizations Marshall School of Business, University of Southern California. 2015;7-9.

Desouza E. Antecedents of effective employee performance evaluation implementation with HRIS: an empirical study of UK manufacturing firms. International Journal of Production Research. 2015;5(8):52-57.

Opiyo C. Effects of human resource information system on performance of commercial banks In Kenya: A Case Of Kenya Commercial Bank. Journal of Business Management. 2015;1(2):9-12.

Deloitte Global Benchmarking Centre E. Skills for managing human resources in a complex environment: The perceptions of human resources managers in Singapore. The International Journal of Human Resource Management. 2012;6(1):79-85.

Singh H. The utility and selection of an HRIS. Advantage. Competitiveness Research Journal. 2016;9(12):42-56.

Gotah T. HRIS in Support of the employee performance evaluation: Evidence from the US and UK automative components industries. International Journal of Human Resource Management. 2014;3(4):31-34.

Yeung L, Brockbank E. An analysis of human resource information systems impact on employees. Journal of Management Policy & Practice. 2010;4(3):5-9.

Wairimu A. Information system support on employee performance. The Australian Public Service under the Workplace Relations Act. Journal of Industrial Relations. 2016;4(3):46-49.

Wanene L. HRIS and employee performance appraisal system participation: A technique that works. Public Personnel Management. 2016; 3(7):89-92.

Pattanayak G. The Cornerstones of HRIS and competitive advantage: a resource- based view. Journal Strategic Management. 2013;14(3): 79-82.

Guinn C. Transforming organizational behavior through competency based integrated HR systems. Journal of Compensation & Benefits. 2017;13(4):24-27.

Carrell G, Elbert T. Performance management system implementation in a Southeast European transitional country using HRIS. Journal for East European Management Studies. 2013;8(2):17-19.

Thite R. Intermediate linkages in the relationship between HRIS and employee performance evaluation, Journal of Applied Psychology. 2011;6(2):37-40.

Wei R, Feng Y. Impact of HRIS on improved employee Productivity. Journal of Applied Psychology. 2013;13(2):8-10.

Tyagi F. Information systems: the quiet revolution in human resource management. The Journal of Computer Information Systems. 2016;42(2):17-20.

Anitha L. Implementing employee performance management system using HRIS: A scoping review. International Journal of Management and Applied Science. 2016;2(5):45-47.

Mumford D. Planning and developing a human resource information system. The Personnel Administrator, Journal of HR. 2015;7(9):52-56.

Beadless T. Lessons learned from employee performance management systems implementations using HRIS. International Journal of Productivity and Performance Management. 2013;58(4):7-9.

Aruna V. Organizational effectiveness as a function of employee performance evaluation. South Asian Journal of Management. 2016;20(4):56-74.

Hau P. Impact of Human Resources Information System (HRIS) on the employee performance of firms: A study on some selected Bangladeshi banks. Journal of Management. 2012;7(8):12-15.

Shirivastava T. Divergence or Alignment: State of HRIS and HR technology. Boston, MA: Global Journal. 2014;6(8):26-29.

Bhatia J. Methodology to develop employee performance measurement system in banking industry. International Journal of Computer Integrated System. 2016;5(8):16–19.

Strohmeior T. Challenges of HRIS in employee performance evaluation in organisation. International Journal of Human Resource Management. 2013;9(5):8-10.

Noeh F. Redesigning Human Resource Information Systems and organisation performance. Idea Group, USA. 2014;35-29.

Morgenson F. The future of human resource professionals. City University Research Journal. 2017;1-15.

Chen R. Organizational effectiveness as a function of employee performance evaluation with HRIS. Journal of Business Management. 2015;6(4):6-7.

Hevon L. Cultural myths in stories about human resource development: analyzing the cross-cultural transfer of American models to Germany and the Cote d'Ivoire. International Journal of Training and Development. 2012;7(1):16-20.

George F. Human resource information system and organisation performance. Journal of Industrial Development. 2015;5(9):12-15.

Kumar B. Human resource development and employee performance evaluation. Journal of Management. 2012;5(6):28-30.

Cullen H. Participation in the design of HRIS to evaluate employee performance. Journal of Organizational Behavior. 2014;25(9):83- 86.

Linn D. HRIS and employee productivity in contemporary organisation, Journal of Management. 2015;8(9):11-13.

Weleks T. Impact of IT and employee performance evaluation. Journal of Management. 2015;3(5):36-41.

Collins T. Role of HRIS in effectiveness of employee performance in organisation. Journal of Management. 2014;12(4):6-9.

Johnson G, Gueutal C. Human Resources Information System and business performance: Findings, unanswered questions, and an alternative approach’. Management Revue. 2015;6-20.

Hanif A. HRIS and Survey Workforce Technologies and Service Delivery Approaches. Ninth Annual Edition. CedarCrestone, Inc; 2015.

Olughor E. The relationship between human resource information system and human resource management. International Journal of Economics, Commerce and Management United Kingdom. 2016;4(2):67-69.

Zepher C. Exploring the public sector adoption of HRIS. Industrial Management & Data Systems. 2014;11(3):47-48.

Owais L. New Competencies define the HRIS Manager’s Future Role. Personnel Journal. 2015;72(1):91-99.

Wright A. HRIS adoption and the employee performance in organisation. Journal of Personnel Review. 2014;36 (2):27-29.

Feoteh K. The effect of applying Human Resources Information System in corporate performance in the banking ector in Jordanian firms. Intelligent Information Management. 2012;5(4):32-38.

Oguteh K. Intellectual competencies and Adoption of HRIS in an organisation in organisation. Journal of Business Management. 2012;6(9):12-16.

Tortop T. Performance evaluation using HRIS: New Challenges. European Management Journal. 2016;16(8):66-69.

Bingol F. The role and challenges of employee performance measurement initiatives Perceptions of participating managers on HRIS. International Journal of Operations & Production Management. 2017;21(11):88-89.

Bayraktaroglu P. The challenges of employee performance evaluation in creating and maintaining a high-performance organization. Journal of Organization Design. 2014;4(1):5-6.

Fexon C. Adoption of Human Resource Information System in evaluation of employee performance in contemporary organisations. Journal of Business Management. 2015;8(2): 15-19.

Lohet F. The use and impact of human resource information systems on human resource management professionals. Journal of Information & Management. 2015;4(5):74-78.

Orhel R. HR and Technology: impact and advantages in performance management. In an entity: Charted Institute of Personnel and Development. Journal of IT. 2016;6(7):12-16.

Schelodah V. Towards sustainable Human Resource Information Systems (HRIS) in the Nigerian banking sector: The role of new media. Economic Insights - Trends & Challenges. 2016;6(3):8-12.

Chowdhury E. The Models exploring the “HRIS” between HRM and employee performance. Journal of Economics. 2013;8(4):26-29.

Gulati L. The role of Human Resource Information Systems (HRIS) in strategic management efficiency. Swedish School Of Economics and Business Administration. 2012;13-18.

Walker E. Performance management and HRIS framework for management control systems. Journal of Management Accounting. 2015; 10(9):36-38.

Broderick E. Employee training evaluation using Human Resource Information System. Journal of Business Management. 2016;9(3): 21-23.

Oleh M. A Study of the implementation stage of HRIS strategic decisions in the banking sector in Jordan. Journal of Human Resource. 2017;7(9):32-35.

Haines D. Update information system: The quiet revolution in Human Resource Information System management. Journal of Computer Information System. 2014;9(3):4-9.

Hubain E. A study of the alignment between HRIS and employee performance. Journal of Information Systems. 2014;7(9):26-29.

Swelter B. Robustness of HRIS and employee performance evaluation systems. Challenges in e-HRM. Hershey: Information Science. 2011;7(9):56-59.

Beckers G, Bsat L. General framework for integrated task performance management systems: structure, design, and analysis. Journal of Performance Improvement. 2012;5(2):8-10.

Ellers L, Lazenby P. Effects of training on employee performance evaluation with HRIS. Evidence from Vaasan Ammattikorkeakoulu University of Applied Sciences International Business. Journal of Business Review. 2012;6-9.

Lejeune F. Friendly HRIS system Design and Strategic Worth of Human Resources: Driving Organizational Performance. Universalia. 2013;1-7.

Saunders D. Research design and philosopher in Social Science studies. Journal of Business Research. 2009;4(5):21-25.

Lincoln P, Guba T. Research data collection methods in business research studies. Journal of Business. 1985;8(4):19-22.

Rietsema D. 6 Ways HRIS helps with employee empowerment. Employee Relations‚ HRIS. 2015;6-9.

FIxon L. Research Methodology: Methods and Techniques. India, New Delhi: New Age Publications India; 2015.

Al-Yateem T. Human resource development (HRD) for performance evaluation in business research: The case of Nepalese organizations. International Journal of Management. 2012;4(5):13-15.

Ball F. The emerging external labour market and the impact on enterprise's HRIS development in China. Human Resource Development Quarterly. 2013;13(4):49- 50.

Broderick P, Boudreau T. Evaluation of online employee performance management in contemporary organisation. Journal of European Management Studies. 2012;9(3):45-49.

Deadrick L. Managerial influence in employee performance evaluation supported with HRIS. Journal of Behavioral Research in Accounting. 2015;6(2):5-9.

Edweld S. Employee performance evaluation: the ethics of performance management. Personnel Review. 2014;5(6):67-70.

Mueller K. Human resource information systems & Technology trust in employee performance evaluation. Journal of Information Science. 2010;11(5):7-11.

Readeh E. Building employee performance organizational character through HRIS. International Journal of Human Resources Development and Management. 2018;3(1):84-98.

Shekel B. HRIS and employee performance: A case of university of Azad Jammu and Kashmir (AJK) in Pakistan. African Journal of Business Management. 2014;5(13):52- 53.

Wernerfelt P. Differential effects of HRIS on employee performance evaluation. Academy of Management Journal. 1978;4(2):58-59.