Abstract:
Area of the Study
Most of the organizations have used technology in the form of Human Resource
Information System (HRIS), Electronic Human Resource Management System (e-HRM
system) etc. in managing their human resources in order to improve HRM effectiveness.
However a deficiency of researches in this study area in Sri Lanka can be observed.
Therefore this research study is aimed to examine the impact of HRIS on HRM
effectiveness in a large scale group of company in Sri Lanka.
Problem of the Study
The main focus of this research study is to identify and examine the impact of HRIS on
HRM effectiveness in Sri Lankan context. Hence the research problem of the study is what
is the impact of HRIS on HRM effectiveness in selected large scale group of company in
Sri Lanka?
Method of the Study
The selected population was all the Strategic Business Units (SBUs) in the selected large
scale group of company which are nearly twenty subsidiaries and the population has
considered as a whole for the study without considering a particular sample. The primary
technique of data collection was a descriptive questionnaire which was distributed
between HR personnel and Non- HR personnel in the company including CEOs of SBUs,
HR representatives and IT representatives. Data was analyzed using univariate analysis,
correlation and regression analysis with the SPSS (16.0 version).
Findings of the Study
According to the findings at the end of the study there is a weak positive relationship
between the impact of HRIS and HRM effectiveness in the selected group of company.
Further it was found that the Impact of HRIS has the possibility to account for 10.0% of
the variation in HRM effectiveness. However when considering the responses of HR
personnel only, 28.2 % of the variance of the HRM effectiveness is explained by the Impact
of HRIS and according to Non HR personnel, only 6.3 % of the variance of the HRM
effectiveness is explained by the impact of HRIS.
Conclusion of the Study
It is concluded that there is a weak positive relationship between the impact of HRIS and
HRM effectiveness in selected large scale company. If the utilization of HRIS is increased
further, it could be used for achieving more favorable results in enhancing HRM
effectiveness in the company.
