A Survey of the Development Resource Information of Human Systems (hris) in the Banking Industry in Kenya
Most organizations recognize the value of human resources as their most important assets. However, many are still treating their employees as an expense, leading to a lack of attention to proper management of information on human resources. This in turn leads to sub-optimal utilization of human resources and poor human resources strategies. But some enlightened organizations have adopted information technology (IT) in managing their human resources in order to optimize the utilization of human resources while at the same time attempting to treat them as the prime assets of the organization. A well-developed system of accessing pertinent personnel information is of utmost importance to management. The information stored and maintained by the HR department should provide relevant, timely, up-to-date and concise information to managers who need it. Information information systems (HRIS) achieve technology its objectives (IT) can help human resources and contribute towards better allocation of human resources, timely recruitment of personnel, fairer reward systems, among other important fIR activities. Human resources information system has been in existence for a long time. Nevertheless, integrated human resources information system (HRIS) using the IT is quite a new phenomenon. Its functions include reporting, recruitment support, benefits calculation, salary records, service records, etc. However, a fully developed HRIS has a higher goal. It is used as a strategic tool for managing human resources, especially for workforce planning and labour negotiations The development of human resources information systems in any given organization takes three stages, namely: early stage, middle stage and late stage The purpose of this study was to determine the status of HRIS development banking industry in Kenya, by investigating the characteristics in the determining the development of HRIS.