Impact of HRIS with Reference to the Efficiency of HR Processes and Decision Making on Private Sector Banks in Uttar Pradesh

Abstract

The linkage between information technology and human resource management is facilitated by a system referred to as the
Human Resource Information System (HRIS). It is commonly referred to as a collection of software programs that cater to
the needs of human resources in terms of workforce planning, employee data management, and compliance with employer
regulations. It enables the integration of ICT, human resource management, and the fundamental responsibilities and
practices of human resource. Currently, HRIS is a crucial and indispensable instrument for the whole banking industry. HR
managers can utilize HRIS to measure their company’s performance by monitoring attrition costs, measuring the return
on training expenses, and analysing other indicators. This data can be utilized to persuade upper management of HR’s
credibility as a strategic partner and its importance in achieving organizational objectives. Experts believe that a major
concern related to the potential implementation of an embedded HRIS is the decrease in human engagement with workers.
Depersonalization is commonly regarded as a consequence of automation and the use of self-service portals by personnel.
Moreover, specialists predict that the growing utilization of information technology will improve the administration and
implementation of human resources (HR) and is expected to bring about a change in how individuals within firms see the
essence and objective of HR in the near future