HRIS Use and Effect on Software Companies

QUESTIONNAIRE
ON
Human Resource Information Systems Use and Effect on Select Software Companies in
Hyderabad
Respected Sir/Madam,
I am approaching you with a request to fill up the enclosed questionnaire. This questionnaire is
being circulated among the HR employers and employees of selected IT companies for my
Doctoral research programme.
The focus of the research is to research “Human Resource Information Systems in Select
Software Companies in Hyderabad”. Please do not leave any question unanswered except when
it is not applicable.
I wish to assure you that your responses will be used for academic purposes only and kept
completely confidential. Your cooperation will be highly appreciated.
Section-A (Demographic Profile of respondent)
This section is divided into two parts personal and organsational background. Kindly
provide the answers.
1. Name of the respondent__________________________

2. Gender: [ ]
a. Male
b. Female
3. Age: [ ]
a. 20 to 25
b. 26 to 30
c. 31 to 40
d. Above 40
4. Marital status [ ]
a. Married
b. Single
5. Job Level: [ ]
a. Top
b. Middle
c. Lower
6. Number of years of service in current organization [ ]
a. <5 years
b. 6 to 10 years
c. More than 10 years
7. Total experience in HR [ ]
a. Less than 5 years
b. 6 to 10 years
c. 11 to 15 years
d. More than 15 years
8. Qualification: [ ]
a. Graduate
b. Masters degree
c. Doctorate (PhD)
d. Other(specify)_______________________
9. Company you work in: [ ]
a. IT Domestic
b. IT Export
c. IT Enabled Services
10. Number of employees in your company [ ]
a. Less than 300
b. 300 to 500
c. 500 to 1000
d. More than 1000
11. Company Origin [ ]
a. Indian
b. MNC
Section-B: usage and effect of HRIS on HR process
Here some factors are given on the HRIS to know its usage and effect on HR process and
Time and Cost Analysis in the software Companies. You are requested to give your opinion
on 4 point scale as under.
Strongly agree Agree Not sure Disagree Strongly disagree

1 2 3 4 5
1. Stages of HRP processes HRIS is being used in the company for:
S.No Factors Opnion

1 2 3 4 5
i. Forecasting present and future manpower

requirements
ii. Preparing manpower gap report
iii. Identifying manpower gaps report
iv Formulating manpower plans report
2. Stages of recruitment processes the HRIS is utilized in the organization for:
S.No Factors Opinion

1 2 3 4 5
i. Identifying the existed job vacancy
ii. Prepare job description and person specification
iii. Advertise vacancy
iv. Manage the response
v. Short-listing applicants
vi. Arrange Interviews
vii. Conducting Interviews
Viii. Decision Making
3. Company use HRIS in which of the following steps of employee selection process?

1 2 3 4
i. Receiving and screening application
ii. Application Tracking
ii. Initial screening Interview
iii. Conducting selection tests
Iv Background verification
v. Medical examination
vi. Reference checks
vii. Employment
4. HRIS is being used mostly in the employee training and development practices of the
organization:

1 2 3 4 5
i. Identification of training needs
ii. Cost benefit analysis report
iii. Designing training programme report
iv. Instructor / trainer details
v. Course/trainee performance details
dddd Employee training result details
Vi
vii. The information generated from our HRIS helps
our organization decide when training and skill
development are necessary
5. From which of the following employee career planning and development processes as the
HRIS is used?
S.No Factors Opnions
1 2 3 4 5
i. Identification of individual interested area
ii. Find out career plans and goals
iii. Identify the individual skill history
Iv Career development opportunity report
6. HRIS is used in the organization seeking information with regard to employee performance
appraisal?

1 2 3 4 5
i. Creating the performance standards
ii. Communicating standards and duties with
employees
iii. Measuring employee actual performance
iv. Comparing the actual performance with standards
v. Communicating the appraisal with employees
vi. HRIS is useful in calculating feedback of
employee performance
7. From the following employee compensation processes, HRIS is made use in your organization
mostly to get information related to

1 2 3 4 5
i. Identification of direct and indirect financial pay
details
ii. wage and salary details
iii. Incentive awards report
iv. Wage boards and pay commissions information
v. Health safety and accident related information
8. Company use HRIS in which of the following steps of employee grievance mechanism for the
well being of the employee.

1 2 3 4 5
i. Addressing the complaint
ii. Documenting the entire process
iii. The investigation process
iv. Taking action
v Communicating and confidentiality
9.HRIS helps company in the following employee aspects to achieve succession planning to
move an employee round their designations
S.No Employee related aspects Opinion
1 2 3 4 5
i. Tracking employee information from talent
management
ii. Identifying employee eligibility
iii. Job titling
iv. Training Need identification

vi. Compensation
vii. Learning and development
viii. Reward and recognition
10. HRIS help in facilitating communication up and down the organization for greater efficiency.
[ ] [ ] [ ] [ ] [ ]
11. An effective HRIS provides a possible solution allowing grievant employee to report issue of
grievance by adding it to the system.
[ ] [ ] [ ] [ ] [ ]
12. HRIS can always support HR professional in investigating the incident without bias.

[ ] [ ] [ ] [ ] [ ]
13. Does HRIS help to create an unbiased and fair judgment by providing a clear structure and
protocol?
[ ] [ ] [ ] [ ] [ ]
14. HRIS system sends alerts and emails to parties involved regarding the procedures followed
and actions taken on specific grievance entry.
[ ] [ ] [ ] [ ] [ ]
15. As humans have the tendency of blurting out information regarding grievance. Does HRIS
tend to be better in confidentiality?
[ ] [ ] [ ] [ ] [ ]
16. HRIS supports to maintain smooth flow and effective progress on grievance handling?
[ ] [ ] [ ] [ ] [ ]
17. HRIS provides information about which employees are eligible for open positions and which
employees need more training?
[ ] [ ] [ ] [ ] [ ]
18. HRIS identifies potential succession gaps and assists in planning future staffing needs within
the organization.
[ ] [ ] [ ] [ ] [ ]
19. Whenever the post fell vacant due to retirement / death / termination of an employee does
HRIS help in identifying key position? as part of succession planning and management
[ ] [ ] [ ] [ ] [ ]
20. HRIS helps in potential appraisal through monitoring the database of employees?
[ ] [ ] [ ] [ ] [ ]
21. Do HRIS help in developing succession plan and monitor it according to company
requirements:
[ ] [ ] [ ] [ ] [ ]
22. The information generated from our HRIS helps our organization to make more effective on
employee promotions
[ ] [ ] [ ] [ ] [ ]
23. HRIS helps in maintaining and storing employee’s daily functions and swift information to
employers help in employee performance.
[ ] [ ] [ ] [ ] [ ]
24. Employee self service (ESS) system allow employees to change personal information such
as address name contact number and other details through HRIS?
[ ] [ ] [ ] [ ] [ ]
25. ESS systems also allow employees to view scheduling and payroll information through
HRIS.
[ ] [ ] [ ] [ ] [ ]
26. Does ESS system generally allows employees to submit time off requests to managers
through HRIS
[ ] [ ] [ ] [ ] [ ]
27. Successful implementation of ESS provides immediate increase in productivity and

employee efficiency.
[ ] [ ] [ ] [ ] [ ]
28. Does ESS help employees and HR professionals to access work through electronic
schedules, from home
[ ] [ ] [ ] [ ] [ ]
Section-c: Time and cost savings analysis
29. HRIS decreased the time spent on recruiting the employees in the organization especially in
the activities as mentioned below:

1 2 3 4 5
i. prepare job description and person specification
iii. Advertising the vacancy
iv. Short listing
v. Arrange interviews
vi. Conducting employment tests
vii. Providing employment
30. HRIS is a useful devise in decreasing the time spent on the following employee training
aspects:
S.No Factors Opnion

1 2 3 4 5
i. Identification of training methods according to
employee level of performance.
i. training courses/training schedule records
ii. Employee training history
iii. Preparing the instructor and trainee details
iv. Trainee performance information record
v. Forecasting future training needs
31. HRIS is playing strategic role in decreasing the time spent on making staff decisions in your
organization mostly in the matters of:
S.No Factors Opnion

1 2 3 4 5
i. Administration
ii. Strategic use
iii. Both
32. HRIS decreased the time spent on the following aspects:
S.No Factors Opnion

1 2 3 4 5
i. Personal information of employee
ii. Additional information of employee
iii. Adding/deleting of employee
iv. Storing information and avoid repetition
v. HR daily routine activities
33. HRIS has decreased the time spent on communicating information within the organization
by using:

1 2 3 4 5
i. Internet
ii. Intranet
iii. Both
34. In our organization HRIS has decreased the time spent on processing paperwork?
S.No Factors Opnion

1 2 3 4 5
i. Making plans for Human Resources
ii. Recruitment and Selection
iii. Training and Development
iv. Performance appraisal
v Compensation
35. Does HRIS has decreased the time spent on correcting error in your organization?
Strongly agree agree Not sure Disagree Strongly disagree

[ ] [ ] [ ] [ ] [ ]
36. Does HRIS has decreased data input expenses in your organization.
Strongly agree agree Not sure disagree Strongly disagree
[ ] [ ] [ ] [ ] [ ]
37. Does HRIS has decreased cost per hire in your organization?
[ ] [ ] [ ] [ ] [ ]
38. Does HRIS has decreased expenses on personnel aspects in your organization?
[ ] [ ] [ ] [ ] [ ]
39. HRIS reduce time and cost spent on succession planning to promote employee development
[ ] [ ] [ ] [ ] [ ]
40. Does HRIS reduce both time and resources to calculate salary, pay days, tax preparation and
employee data?
[ ] [ ] [ ] [ ] [ ]
41. HRIS has decreased the overall HR staff’s salary expenses in your organization?

[ ] [ ] [ ] [ ] [ ]
42. Does HRIS reduce error and discrepancy in salary calculations?

[ ] [ ] [ ] [ ] [ ]
.
43. Organization spent sufficient amount of the capital in the development of the
Software
[ ] [ ] [ ] [ ] [ ]
44. Does HRIS save time and cost in avoiding work duplication?
[ ] [ ] [ ] [ ] [ ]
45. Does HRIS helps in saving time and effort that is taken to conduct employee grievances
[ ] [ ] [ ] [ ] [ ]
46. Does ESS allow employees to correspond electronically with HR department out of regular
office hours? To save time for both employee and HR profecssionals.
[ ] [ ] [ ] [ ] [ ]

HRIS Use and Effect on Software Companies

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QUESTIONNAIRE

Section-A (Demographic Profile of respondent)

1. Name of the respondent__________________________

Section-B: usage and effect of HRIS on HR process

Strongly agree Agree Not sure Disagree Strongly disagree

S.No Factors Opnion

i. Forecasting present and future manpower

S.No Factors Opinion

S.No Factors Opinion

S.No Factors Opinion

S.No Factors Opinion

S.No Factors Opinion

S.No Factors Opinion

iv. Training Need identification

Strongly agree Agree Not sure Disagree Strongly disagree

27. Successful implementation of ESS provides immediate increase in productivity and

Section-c: Time and cost savings analysis

S.No Factors Opinion

S.No Factors Opnion

S.No Factors Opnion

32. HRIS decreased the time spent on the following aspects:

S.No Factors Opnion

S.No Factors Opinion

S.No Factors Opnion

Strongly agree agree Not sure Disagree Strongly disagree

Strongly agree agree Not sure disagree Strongly disagree

42. Does HRIS reduce error and discrepancy in salary calculations?

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