I am a 4th-year college student currently working on my thesis. My topic revolves around the effectiveness of Human Resource Information Systems in Business Process Outsourcing (BPO) companies. I am seeking help on how to measure HRIS effectiveness and what to include in my survey questionnaire for selected BPO companies. Your assistance on this matter would be greatly appreciated. Thank you in advance!
Regards,
Angelica
From Philippines, Quezon City
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Regards,
Angelica
From Philippines, Quezon City
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Measuring the Effectiveness of HRIS
Regarding measuring the effectiveness of HRIS, it depends on the business and user expectations. Firstly, is it purpose-built for the business, and does it cover all requirements? Is the system scalable and configurable to the evolving business needs? Is the developer/vendor flexible to accommodate future needs? These are some of the key factors you would consider even at the initial stage of choosing the system. Once you have identified the business requirements, then you can have measures to evaluate how well those requirements are met and delivered. One of the primary business requirements is to have consistent, accurate data about employees in one place. Then, once you have the data, instead of just populating data in a report, is the system capable of any analytics? So the first part of your analysis should be about system capability and functionalities.
User Experience and Data Credibility
The second part, I believe, should be about user experience. Even the best system in the world is only as good as how well it's used. If the system is not user-friendly and easy to use, it will impact the user experience, and the result is the credibility of data and completeness of data will suffer. So in this regard, your measures will be focused on the completeness of data, timeliness of data, and accuracy of data, etc. If this HRIS includes an Employee Self-service, you may also check how often people log in to use the system and update their information.
These are just the very basics, and it all depends on the industry, business, and other factors.
Hope this will give you at least a start, and I am sure others will contribute to this thread.
Regards,
Rauf
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1Regarding measuring the effectiveness of HRIS, it depends on the business and user expectations. Firstly, is it purpose-built for the business, and does it cover all requirements? Is the system scalable and configurable to the evolving business needs? Is the developer/vendor flexible to accommodate future needs? These are some of the key factors you would consider even at the initial stage of choosing the system. Once you have identified the business requirements, then you can have measures to evaluate how well those requirements are met and delivered. One of the primary business requirements is to have consistent, accurate data about employees in one place. Then, once you have the data, instead of just populating data in a report, is the system capable of any analytics? So the first part of your analysis should be about system capability and functionalities.
User Experience and Data Credibility
The second part, I believe, should be about user experience. Even the best system in the world is only as good as how well it's used. If the system is not user-friendly and easy to use, it will impact the user experience, and the result is the credibility of data and completeness of data will suffer. So in this regard, your measures will be focused on the completeness of data, timeliness of data, and accuracy of data, etc. If this HRIS includes an Employee Self-service, you may also check how often people log in to use the system and update their information.
These are just the very basics, and it all depends on the industry, business, and other factors.
Hope this will give you at least a start, and I am sure others will contribute to this thread.
Regards,
Rauf
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Nice to see you asking the forum for help. However, you need to have a detailed discussion with your HR faculty before posing an open-ended question like this.
1. You want to measure the effectiveness of HRIS in BPO.
2. You want to conduct a survey through a questionnaire from BPO companies.
It is important that you clearly define the objective of your thesis before you venture into measuring effectiveness or preparing a questionnaire.
The HRIS Encompasses:
- Payroll
- Time and attendance
- Performance appraisal
- Benefits administration
- HR management information system
- Recruiting/Learning management
- Performance record
- Employee self-service
- Scheduling
- Absence management
- Analytics
In this vast domain, you might feel overwhelmed. So, get your thesis objective right, then prepare your research questions. Select the HRIS you want to study (there are many in the market), then revert back to me for framing your questionnaire in this forum or via email at [Email Removed For Privacy Reasons].
But have a session with your thesis guide/professor before you revert.
We will help you in the forum.
Blessings,
Dr. Ram
From India, Indore
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1. You want to measure the effectiveness of HRIS in BPO.
2. You want to conduct a survey through a questionnaire from BPO companies.
It is important that you clearly define the objective of your thesis before you venture into measuring effectiveness or preparing a questionnaire.
The HRIS Encompasses:
- Payroll
- Time and attendance
- Performance appraisal
- Benefits administration
- HR management information system
- Recruiting/Learning management
- Performance record
- Employee self-service
- Scheduling
- Absence management
- Analytics
In this vast domain, you might feel overwhelmed. So, get your thesis objective right, then prepare your research questions. Select the HRIS you want to study (there are many in the market), then revert back to me for framing your questionnaire in this forum or via email at [Email Removed For Privacy Reasons].
But have a session with your thesis guide/professor before you revert.
We will help you in the forum.
Blessings,
Dr. Ram
From India, Indore
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Employee Satisfaction Survey Sample Questionnaire.d oc