ASSIGNMENT FRONT SHEET

Student Name:

Certification : I certify that the whole of this work is the result of my individual effort and that all
quotations from books, periodicals etc. have been acknowledged.

Student Signature: N B A MIHIRANI PRIYANWADA KUMARI Date: 30.11.2021

Student Registration Number: 21003831

Student email address : [email protected]

Programme : BA Business Programmes Level : 6

Academic Year : 2021/22 Semester: 1
Module title : Dissertation Assignment no. 1 - Proposal
Module code: BUS635 Word guide: 1500 words
Percentage Weighting of this assignment for the module: 20%
Issue date : Return date : 30/11/2021
Lecturer : Neil Pritchard Second marker :

Notes for students :

1. Electronic copy of assignment must be submitted through the Turnitin software.
2. This assignment will be marked electronically and results available online through Grademark in Turnitin
within 3 weeks of the submission date.
3. 10% of marks are awarded for satisfactory use of language and/or good presentation.
4. 5% of marks are awarded for satisfactory referencing and/or presentation of a bibliography where either is
required. Note that all referenced work should be obtained from credible sources.
5. Students should ensure that they comply with Glyndwr University’s plagiarism policy.
6. Students should make correct use of the Harvard referencing method.

Learning Outcomes Tested in this Assignment :

1. Accurately identify and specify the nature and characteristics and variables of relevance to
a problem or investigative topic within the management or business domain.
2. Design and write a logical and methodologically sound research proposal as a basis for
undertaking a researchable project independently.

Overall Comment :

Mark (%)

1
Would students please note that achievement of the learning outcomes for this assessment is demonstrated
against the assessment criteria shown below (which are not necessarily weighted equally). All marks/grades
remain indicative until they have been considered and confirmed by the Assessment Board

Marks Marks
Assessment Criteria
Awarded Available
Provisional Title and Terms of Reference

1 15

Background and Context

2 25

Summary of Relevant Theory

3 20

Methodology

4 20

Timescale – Plan of Project management

5 10

Use of English, quality of references and use of the Harvard

Reference System

6 10

Additional Comments from Second marker or External Examiner (if required) :

2
 Wrexham Glyndwr University
BA (Hons) in Business

The Impact of HRIS on employee satisfaction and

organizational efficiency in a manufacturing
organization in Sri Lanka.

BY

Name -: N B A MIHIRANI PRIYANWADA KUMARI

Student number -: 21003831
Module code -: BUS635
Supervisor name -:
Submission date/ Year -: 30.11.2021

3
ABSTRACT

The theme of Research, Information technology is used by modern businesses to improve their
efficiency. In business organizations, human resource information systems (HRIS) and electronic human
resource management (e-HRM) play a significant role in HRM. As a result, the purpose of this research
was to determine the influence of HRIS on employee satisfaction and organizational efficiency at a
specific manufacturing business in Sri Lanka.
Collect primary data by communicating with a sample of groups or individuals. And also by having web
survey chats, interviews, questionnaires, online forms, etc. The surveys and questionnaires will use to
collect data from employees. Employees were polled on their opinions and attitudes on the HRIS's ease of
use and utility, as well as their overall satisfaction.
And the interviews should possess with HR managers to discuss the efficiency and difficulties etc about
the HRIS.
HRIS is an example of a combination technology that provides advanced operation and a strategic plan
for managing organizational productivity effectively and efficiently. And also, from a positive standpoint
and based on the findings of this study we will come to the conclusion of if employee satisfaction will rise
due to the HRIS, and organizational effectiveness will rise as well.

Key Words – HRIS, the efficiency of the organization, employee satisfaction, manufacturing company,
HRP, HRM

ABBREVIATIONS

HRIS – Human Resource Information System

HRP – Human Resource Planning

ICT – Information Communication Technology

HRM – Human Resource Management

IS – Information Systems

H1 – Hypothesis 1

H2 – Hypothesis 2

H3- Hypothesis 3

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 Table of Content

ABSTRACT ………………………………………………………………………………………………………………………………. 4

ABBREVIATIONS ………………………………………………………………………………………………………………………….. 4

SECTION 1 – INTRODUCTION …………………………………………………………………………………………………………….. 7

SECTION 2 – BACKGROUND OF THE STUDY …………………………………………………………………………………………. 7

SECTION 2.1 – PURPOSE …………………………………………………………………………………………………………….. 7

SECTION 2.2– RATIONALE FOR PROJECT JUSTIFICATION ……………………………………………………………………. 7

SECTION 3 – RESEARCH QUESTIONS AND OBJECTIVES …………………………………………………………………………. 8

SECTION 3.1- RESEARCH QUESTION/S …………………………………………………………………………………………… 8

SECTION 3.2 - RESEARCH OBJECTIVES ………………………………………………………………………………………….. 8

8
SECTION 4 - LIMITATIONS OF THE STUDY ……………………………………………………………………………………………
SECTION 5 – LITERATURE REVIEW
SECTION 5.1 - HRIS ……………………………………………………………………………………………………………………. 8

SECTION 5.2- HRIS AND HUMAN RESOURCE PLANNING ……………………………………………………………………… 9

SECTION 5.3- IMPORTANCE OF IMPLEMENTING HRIS …………………………………………………………………………. 9

SECTION 5.4- THE IMPACT OF HRIS ON COMPANY GROWTH IN THE SELECTED COMPANY IN SRI LANKA 9

SECTION 5.5- THE IMPACT OF HRIS ON EMPLOYEE SATISFACTION IN THE SELECTED COMPANY IN SRI LANKA 9

SECTION 6 – METHODOLOGY……………………………………………………………………………………………………………..

SECTION 6.1- RESEARCH DESIGN ………………………………………………………………………………………………….. 10

SECTION 6.2- DATA COLLECTION INSTRUMENTS……………………………………………………………………………….. 10

SECTION 6.3- DATA TYPES……………………………………………………………………………………………………………. 10

SECTION 6.4- DATA COLLECTING PROCEDURE …………………………………………………………………………………. 10

6.4.1- DATA COLLECTION METHODS………………………………………………………………………………………. 10

6.4.2- SAMPLING AND POPULATION ………………………………………………………………………………………. 10

SECTION 6.5- VARIABLES …………………………………………………………………………………………………………….. 10

SECTION 6.6- PRELIMINARY HYPOTHESES ……………………………………………………………………………………….. 10

SECTION 6.7- PLAN DATA ANALYSIS ……………………………………………………………………………………………….. 11

SECTION 7 – RESEARCH ETHICS ………………………………………………………………………………………………………… 11

SECTION 8 – DIRECTION FOR FURTHER RESEARCHES …………………………………………………………………………… 11

SECTION 9 – TIMESCALE………………………………………………………………………………………………………………….. 11

SECTION 10 – SUMMARY AND CONCLUSION…………………………………………………………………………………………. 12

SECTION 11 – REFERENCES ……………………………………………………………………………………………………………… 12

5
 SECTION 1: INTRODUCTION

Organizations' human resource (HR) functions are also fast altering, in response to a constantly changing
social and organizational background, as well as fast-evolving information and communication
technology (Hendrickson, 2003) (McCrindle, 2006). A contemporary HRIS is a dynamic database that
maintains track of each employee's demographic and performance data. (Lippert & Swiercz 2005)
According to (Kavanagh, Thite, and Johnson, 2012), effective human resource management in order for a
company to obtain a reasonable advantage, must have timely and precise information about the present
and future employees, workers in the labor market, which has become much easier on advancements in
computer technology. As (Guest, 1990) and (Tansley, Newell & Williams 2001) there is a rising interest in
moving out from traditional HRP approaches and towards the technology-based HRM practices.
Most large-scale organizations in Sri Lanka spend a significant amount of money on HRIS, but sadly, a
considerable amount of organizations use HRIS only to administrate and its purposes rather than for
more effective and effectual human resource planning.
If HRIS is just used for administrative tasks after spending a significant amount of money, it will not be
useful in terms of corporate growth and employee happiness. HR professionals can perform a more
strategic role in a business by using HRIS, according to (Beadles,Lowery, and Johns, 2005). Henceforth
this research study examines the significance of the impact of Human Resource Information Systems on
employee satisfaction and organizational efficiency in the selected manufacturing organization in Sri
Lanka.

SECTION 2- BACKGROUND OF THE STUDY

As the new economy shifts gears, we enter an era in which a thorough assessment of value generation is
no longer sufficient (Sharma, 2000). As a result, entrepreneurs increased their investments in
information technology (IT) and information systems (IS) in order to stay ahead of the competition
(Tansley et al., 2001). IS has gradually emerged as the organization's backbone.
According to (Alwis,2010), 70% of Sri Lankan enterprises with more than 1000 employees in the
Colombo area are fast assuming technology in HRM and HRP, but it will take some considerable time to
fully integrate an e-HR strategy into the business model. According to citations of previous research data,
the Internet, ICT industry have come to the interface of HR practices in Sri Lankan business industries
especially in the private sector, with HRIS and e-HRM having an important impact on HR practices mostly
in manufacturing organizations in Sri Lanka.

SECTION 2.1- PURPOSE

In order to improve HRM effectiveness, most firms have embraced technology in the form of HRIS,
e-HRM systems, and other systems to manage their human resources. However, there is a limitation of
research in this field in Sri Lanka especially about the impact of HRIS on employee satisfaction and how it
affects company growth. And, the purpose of this research is to investigate the effects of HRIS on
company efficiency and employee satisfaction in a manufacturing organization in Sri Lanka.

SECTION 2.2 - RATIONALE FOR PROJECT JUSTIFICATION

Previous researches have demonstrated that web-based HRM modules like e-HRM, HRIS, and others can
improve the quality and productivity of HR activities should be improved, and the HR department should
be elevated to a more strategic role., according to (Hendrickson,2003) and (Kanthawong,2002).
And also most research focuses on corporations and the elements that contribute to HRIS
implementation success, but, this study looks at how HRIS affects employee satisfaction and how it
affects company growth.
As the findings of a series of tests conducted by economists (University of Warwick), employees who are
happy are 12 % more productive, while dissatisfied ones are 10 % a lesser amount of productive. So, this
research will investigate how employers can use HRIS to satisfy the employees and how it use positively
to the increase the efficiency of the company.

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 SECTION 3 – RESEARCH QUESTIONS AND OBJECTIVES

SECTION 3.1- RESEARCH QUESTION/S

According to the background and the purpose of the study mentioned above, the primary goal of this
investigation is to discover and analyse the impact of HRIS on HRP in Sri Lanka and how it affects
company effectiveness and employee satisfaction.
So, the main research problem of the study is,
What is the impact of HRIS on company efficiency and employee satisfaction in a selected manufacturing
organization in Sri Lanka?
For further clarification, the research problem can be categorized into the following areas.
1. What is HRIS?
2. What is the purpose of implementing HRIS in an organization?
3. What is the influence of HRIS on company efficiency in a manufacturing organization?
4. What is the influence of HRIS on employee satisfaction in a manufacturing organization?

SECTION 3.2 – THE OBJECTIVES OF THE RESEARCH

This study aims to achieve the following key objectives based on the above-mentioned research
questions:
1. To identify the functions of HRIS.
2. To examine the benefits of HRIS.
3. To identify the impact of HRIS on company efficiency and employee satisfaction in a
manufacturing organization
4. To investigate the obstacles to using HRIS in an organization.
5. To investigate the difficulties of a company without having an HRIS.

SECTION 4 - LIMITATIONS OF THE STUDY

For this study, the researcher chose a manufacturing company in Sri Lanka. As a result, the researcher
focused on a specific industry. Future scholars will be able to analyze a variety of business sectors and
industries, including banking, fashion, agricultural commodities, and so on, in addition to manufacturing
enterprises. Although this study focuses on the role of HRIS in company growth and employee
satisfaction, future research might look into alternative HRIS models that a company could apply, such as
the Shafritz model and the Manzini-Gridley hardware network model. Furthermore, future scholars will
be able to do research in companies in South Asia and others.

SECTION 5 – LITERATURE REVIEW

SECTION 5.1 - HRIS

HRIS is the short term for Human Resources Information System. The HRIS is a data collection and
storage system for an organization's personnel. Understanding the usefulness of IT to industry, studies
were conducted to incorporate IT into the majority of the company's activities. With the revolution of
information systems the area of HR changed to a HRIS. As organizations began to transfer their hard
copies to computer storage in the 1960s and 1970s, HRIS was born. The main goal of HRIS was to collect,
store, and report employee data in a timely manner. The findings of the research (Wijethilaka, 2016) In
large businesses, the size of the organization is a crucial element that determines HRIS implementation.
Larger enterprises, rather than small businesses, are more likely to deploy HRIS systems in order to
improve efficiency. To complete a task within an organization's systems, either a manual or a digital
system might be employed.

7
SECTION 5.2- HRIS AND HR PLANNING

As (Jackson and Schuler, 1990), Organizations have long utilized HRP to confirm that the appropriate
person is in the right job with the right capabilities and at the right time. The need for and nature of HRP
in leading firms is growing as an effect of increasing environmental instability, demographic shifts,
technological advances, and increased worldwide rivalry. According to (Nagendra and Deshpande, 2014)
With modern HRIS, the majority of HRP results can be automated. Because of data collection,
maintenance, and delivery for decision-making HRIS become an important strategic instrument. A fully
integrated organizational HRIS should connect with other systems to enable and improve communication
between departments. Most large-scale organizations in Sri Lanka spend a significant amount of money
on HRIS, but sadly, a considerable amount of organizations use HRIS only to administrate and its
purposes rather than for more effective and effectual human resource planning.

Effective
HR planning

Right Right place

Right person Right time
capabilities

SECTION 5.3- IMPORTANCE OF IMPLEMENTING HRIS

HR information systems assist with duties such as locating potential employees, maintaining accurate
records on present employees, and establishing programs to assist employees in growing their abilities
and skills. (Bal and Esin, 2012) As for them, HR systems assist senior management in determining
workforce requirements to satisfy the organization's long-term business plans and strategic objectives.
HRIS are used by middle management to track and analyze personnel recruitment, assignment, and
remuneration. Operational management uses HR tools to track personnel recruitment and placement. HR
practices such as rewarding, highlighting performance of employees, workforce planning, staffing, salary
predictions and pay budgets can all be supported by HRIS.

SECTION 5.4- THE EFFECT OF HRIS ON THE EFFICIENCY OF AN ORGANIZATION.

HRIS is a solution to an organization's difficulties so as to increase cost efficiency, reduce management

workload, standardize HR operations, or simply provide strategic value to the organization's decision-
making process. HRIS, among other practices, is widely acknowledged as a significant instrument for
boosting an organization's efficacy, and hence its HR adequacy and organizational performance (Kumar
and Parumasur, 2013).
Brown (2008) ascribed HRIS' efficiency to its capacity to produce more effective and timely outcomes
than paper-based systems. He cautioned that while HRIS may appear to be a required move for a
business, it may not result in increased productivity if it is not an active tool for HR operations, and may
even impede efficiency (Brown, 2008).

SECTION 5.5- THE INFLUENCE OF HRIS ON EMPLOYEE SATISFACTION

Using employee satisfaction as a starting point, (Shahreki et al., 2019) suggests that an employee's
attitude toward using an HRIS has an effect on corporate growth. However, if a proposed HRIS creates a
change in an employee's work, the employee's opinion of the item that generated the change has an
impact on employee satisfaction, because employee satisfaction is a broad measure of how an employee
feels about his or her employment.

8
 SECTION 6 – METHODOLOGY

SECTION 5.1- RESEARCH DESIGN

The key impartial of this research is to observe the role of HRIS in organizational efficiency and employee
satisfaction. This research is continuing as descriptive research.

SECTION 5.2- DATA COLLECTION INSTRUMENTS

Collect primary data by communicating with a sample of groups or individuals. And also by having web
survey chats, interviews, questionnaires, online forms, etc.

SECTION 5.3- DATA TYPES

The researcher will be used both qualitative data and quantitative data as in the study, have to measure
the employee performances, comparing previous data and recent data to observe the efficiency of the
organization. Have to go through the interviews and observe diagrams.

SECTION 5.4- THE PROCEDURE OF DATA COLLECTING

5.4.1- DATA COLLECTION METHODS

The surveys and questionnaires will use to collect data from employees. Employees were polled on their
opinions and attitudes on the HRIS's ease of use and utility, as well as their overall satisfaction.
And the interviews should possess with HR managers to discuss the efficiency and difficulties etc about
the HRIS.

5.4.2- SAMPLING AND POPULATION

The research population includes senior and mid-level personnel from organizations in the industrial
sector, and the sample is drawn from this primary group at random. The researcher will use the two
sampling methods, probability, and non-probability in the data collection procedure.

SECTION 5.5- VARIABLES

A group of people or an individual can be allocated to variables. The questionnaire will create in English
and Sinhala. The first section of the questionnaire collects demographic information, while the second
half focuses on the variable evaluation. The researcher will use both independent variables and
dependent variables. HRIS is the independent variable in this study. Information and service quality,
system simplicity of use, and usefulness can all be used to assess this variable. Organizational
effectiveness and employee satisfaction can be used as dependent variables.

SECTION 5.6- PRELIMINARY HYPOTHESES

The following hypothesis will be investigated in this context.

H1: HRIS has a positive impact on organizational effectiveness in the selected manufacturing company.

H2: HRIS has a positive impact on employee satisfaction in the manufacturing company.

H3: Employee satisfaction affects organizational efficiency.

9
SECTION 6.7- PLAN DATA ANALYSIS

To assess the dependability of the acquired data set, the researcher will conduct surveys, interviews, and
questionnaires. After that, all of the data will be examined with SPSS utilizing univariate and bivariate
analysis, as well as correlation and regression analysis. In HRIS, you can also use the Likert scale to
determine employee satisfaction.

SECTION 7 -RESEARCH ETHICS

The researcher will be followed the following ethics when gathering data in different data collecting
procedures.
1. Trustworthiness
2. Objectivity
3. Caution
4. Respect for Intellectual Property
5. Respect for colleagues
6. Respect for the self-possession of the person
7. Openness

SECTION 8 – DIRECTION FOR FURTHER RESEARCHES

Work-related implications should be added as another measure of an HRIS application's success in future
studies on HRIS implementation success. Furthermore, studies on HRIS results should include the
individual-level repercussions that have been postulated, as well as organizational effects, to provide a
more comprehensive picture of HRIS outcomes. Future research should also look into how overall
attitudes regarding the new HRIS implementation affect work-related outcomes over time.

10
 SECTION 9 - TIMESCALE

November December January February March April

Time

2nd week

2nd week

2nd week

2nd week

2nd week

2nd week
3rd week

3rd week

3rd week

3rd week

3rd week

3rd week
4th week

4th week

4th week

4th week

4th week

4th week
1st week

1st week

1st week

1st week

1st week

1st week
Activity

1 Selecting the research problem.

2 Finalizing research problem
3 Understanding the background
of the research problem.
4 Preparing research proposal
5 Submit the research proposal.
6 Search literature review
7 Write up the literature review
8 Prepare methodology chapter
9 Prepare primary & secondary
data
10 Begin gathering primary and
secondary data
11 Write up results from data
12 Analyze and discuss
13 Review, conclusions, and
recommendations
14 Documentation of work and
executive finalization.
15 Submission of the dissertation.

11
 SECTION 10– SUMMARY AND CONCLUSION

HRIS is an example of a combination technology that provides advanced operation and a strategic plan
for managing organizational productivity effectively and efficiently. And also, from a positive standpoint
and based on the findings of this study we will come to the conclusion of if employee satisfaction will rise
due to the HRIS, and organizational effectiveness will rise as well.

SECTION 11 – REFERENCES

JOURNALS

01. Al-Dmour, R., 2020. The Influence of HRIS Usage on Employee Performance and
Mediating Effects of Employee Engagement in Five Stars Hotels in
Jordan. International Journal of Information Systems in the Service Sector, 12(3),
pp.1-18.
02. Auer Antoncic, J. and Antoncic, B., 2011. Employee satisfaction, intrapreneurship and
firm growth: a model. Industrial Management & Data Systems, 111(4), pp.589-607.
03.Buzkan, H., 2016. The Role of Human Resource Information System (HRIS) in
Organizations: A Review of Literature. Academic Journal of Interdisciplinary Studies,.
04,Dauda, Y. and Akingbade, W., 2011. TECHNOLOGICAL CHANGE AND
EMPLOYEE PERFORMANCE IN SELECTED MANUFACTURING INDUSTRY
IN LAGOS STATE OF NIGERIA. Australian Journal of Business and Management
Research, 01(05), pp.32-43.
05.Geethika, T. and Chandrika, K., 2017. Impact of Physical Working Conditions on
Operational Level Employees’ Job Satisfaction: Case Study of Selected Manufacturing
Companies in Sri Lanka. Human Resource Management Journal, 3(1).

06. Hanif, F., 2011. Impact of Human Resource Information System (HRIS):
Substituting or Enhancing HR Function. SSRN Electronic Journal,.

07.Jackson, S. and Schuler, R., 1990. Human resource planning: Challenges for
industrial/organizational psychologists. American Psychologist, 45(2), pp.223-239.
08.Kaygusuz, İ., Akgemci, T. and Yilmaz, A., 2016. THE IMPACT OF HRIS USAGE ON
ORGANIZATIONAL EFFICIENCY AND EMPLOYEE PERFORMANCE: A
RESEARCH IN INDUSTRIAL AND BANKING SECTOR IN ANKARA AND
ISTANBUL CITIES. International Journal of Business & Management, IV(4).
09.Kumar, N. and Parumasur, S., 2013. The impact of HRIS on organizational efficiency:
random or integrated and holistic?. Corporate Ownership and Control, 11(1), pp.567-
575.

12
10.Nagendra, A. and Deshpande, M., 2014. Human Resource Information Systems (HRIS)
in HR Planning and Development in Mid to Large Sized Organizations. Procedia -
Social and Behavioral Sciences, 133, pp.61-67.
11.Rahman, M., Akhter, R., Chowdhury, S., Islam, S. and Haque, R., 2013. HRM Practices
and it Impact on Employee Satisfaction: A Case of Pharmaceutical Companies in
Bangladesh. International Journal of Research in Business and Social Science (2147-
4478), 2(3), pp.62-67.
12.Sabrina Jahan, S., 2014. Human Resources Information System (HRIS): A Theoretical
Perspective. Journal of Human Resource and Sustainability Studies, 02(02), pp.33-39.
13.Shahreki, J., Ganesan, J., Raman, K., Chin, A. and Chin, T., 2019. The effect of human
resource information system application on employee satisfaction and turnover
intention. Entrepreneurship and Sustainability Issues, 7(2), pp.1462-1479.
14.Sulochana, K. and Sajeewanie, T., 2017. The Impact of HRIS on HRM Effectiveness: A
Study in Large Scale Group of Company in Sri Lanka. Human Resource Management
Journal, 3(1).
15. Tansley, T. and Wilks, S., 2001. Innovation and Knowledge: Policy Platforms and
Postgraduate Research Education. AQ: Australian Quarterly, 73(4), p.12.
15.Wandhe, P., 2020. A Role of Effectiveness of Human Resource Information System
(HRIS) in 21st Century. SSRN Electronic Journal,.

WEBSITES

16. 2021. [online] Available at: <http://hdl.handle.net/70130/1304> [Accessed 30

November 2021].

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