Organisations using HRIS/HRMS

A HRIS, or Human resource information system, is a software solution for small to mid-sized
businesses to help automate and manage their HR, payroll, management and accounting
activities. A HRIS generally should provide the capability to more effectively plan, control
and manage HR costs; achieve improved efficiency and quality in HR decision making; and
improve employee and managerial productivity and effectiveness.

Organisations using HRIS/HRMS

28%

Yes
No

72%

Chart : Chart representing usage of HRIS/HRMS in Indian organisations

It is evident from the graph that 72% of organisations in India are using HRIS/HRMS and 28%
of the respondents are not using HRIS/HRMS in their organisations.
 Processes included in various organization:

Processes included in various organization

80
70
60
50
40
30
20
10
0
Recruitment Onboarding Performance Learning and Employee exit
Management Development
System

Chart : Chart representing various processes included in Indian organizations

It is evident from the chart that 85% of respondents have recruitment process in their
organization, 55% of respondents have onboarding, 84% of respondents have performance
management system and 73% of respondents have learning & developments and employee exit
each.

Automated processes in various organizations

Automated processes in various organizations

50
45
40
35
30
25
20
15
10
5
0

Recruitment Onboarding Performance Learning and Employee exit

Management Development
System

Chart : Chart representing automated processes included in Indian organizations

It is evident from the chart that 53% of respondents have recruitment process in their
organization, 36% of respondents have onboarding, 54% of respondents have performance
management system and 53% of respondents have learning & developments and 36% of
respondents have employee exit.
 Processes to be procured/upgraded in near future

Processes to be procured/upgraded in near future

50
45
40
35
30
25
20
15
10
5
0
Recruitment Onboarding Performance Learning and Employee exit
Management Development
System

Chart : Chart representing processes to be upgraded in Indian organizations

It is evident from the chart that 29% of respondents have recruitment process in their organization,
29% of respondents have onboarding, 54% of respondents have performance management system
and 45% of respondents have learning & developments and 35% of respondents have employee
exit.

Organization HR goals

Organisations HR goals
50
45
40
35
30
25
20
15
10
5
0

Career portal New employee Performance Return on Learning and

retention management training development
investment

Chart : Chart representing HR goals in Indian organizations

It is evident from the graph that 39.7% of the respondents have career portal as HR goal of their
organization and 60.3% of the respondents have performance management as their goal.
Availability of infrastructure as a challenge to the organization

Technology infrastructure availability / readiness is

a big challenge for HR technology adoption

35
30
25
20
15
10
5
0
Strongly Agree Neither Disagree Strongly
Agree Agree nor Disagree
Disagree

Chart : Chart representing availability of infrastructure as a challenge to the organization

It is evident from the graph, 25% of the respondents strongly agree that availability of
infrastructure is a challenge to the organization, 41% agree to it, 11% are neutral where as 13%
disagree and 8% strongly disagree to this.

HR technology adoption

HR technology adoption has least priority

30

25

20

15

10
5

Strongly Agree Agree Neither Agree Disagree Strongly

nor Disagree Disagree

Chart : Chart representing HR technology adoption in an organization

It is evident from the graph, 10% of the respondents strongly agree that HR technology adoption in
their organization has least priority, 30% agree to it, 16% are neutral where as 25% disagree and
16% strongly disagree to this.
Change management is a challenge in adopting new HR technology

User resistance and handling change management

is a challenge in adopting new HR technology

35
30
25
20
15
10
5
0
Strongly Agree Agree Neither Agree Disagree Strongly
nor Disagree Disagree

Chart : Chart representing change management as a challenge for adoption in an

organization

It is evident from the graph, 15% of the respondents strongly agree that change management is a
challenge for adoption of new HR technology in an organization, 41% agree to it, 20% are neutral
where as 14% disagree and 5% strongly disagree to this.
Lack of HR technology

Organizations are facing challenge in taking a

collaborative decision due to lack of HR technology
35
30
25
20
15
10
5
0

Strongly Agree Agree Neither Agree Disagree Strongly

nor Disagree Disagree

Chart : Chart representing “Organization is facing challenge in taking a collaborative

decision due to lack of HR technology”

It is evident from the graph, 13% of the respondents strongly agree that organizations are facing
challenge in taking a collaborative decision due to lack of HR technology, 40% agree to it, 19%
are neutral where as 16% disagree and 11% strongly disagree to this.
 SaaS model eliminates implementation challenges

HR technology Software application if deployed on

SaaS model (Software as a Service) will eliminate
implementation challenges

40
35
30
25
20
15
10
5
0
Strongly Agree Agree Neither Agree Disagree Strongly
nor Disagree Disagree

Chart : Chart representing “SaaS model eliminates implementation challenges”

It is evident from the graph, 10% of the respondents strongly agree that organizations are facing
challenge in taking a collaborative decision due to lack of HR technology, 46% agree to it, 34%
are neutral where as 5% disagree.

Allocation of budget is a challenge for HR technology

Allocation of budget for procurement &

implementation of HR technology is a challenge

35
30
25
20
15
10
5
0
Strongly Agree Agree Neither Agree Disagree Strongly
nor Disagree Disagree

Chart : Chart representing “SaaS model eliminates implementation challenges”

It is evident from the graph, 10% of the respondents strongly agree that allocation of budget is a
challenge for HR technology, 38% agree to it, 26% are neutral where as 19% disagree and 7%
strongly disagree to this.
 Integration of Existing technology and data is a challenge for HR technology
adoption

Integration
challengeoffor
Existing technology
HR technology and data is a
adoption

45
40
35
30
25
20
15
10
5
0

Strongly Agree Agree Neither Agree Disagree Strongly

nor Disagree Disagree

Chart : Chart representing “Integration of Existing technology and data is a challenge for
HR technology adoption”

It is evident from the graph, 9% of the respondents strongly agree that Integration of Existing
technology and data is a challenge for HR technology adoption, 49% agree to it, 19% are neutral
where as 15% disagree and 4% strongly disagree to this.

Internal resources of an organisation is a challenge for HR technology

adoption

Internal resources of an organisation is a challenge

for HR technology adoption
45
40
35
30
25
20
15
10
5
0

Strongly Agree Agree Neither Agree Disagree Strongly

nor Disagree Disagree

Chart : Chart representing “Internal resources of an organisation is a challenge for HR

technology adoption”

It is evident from the graph, 9% of the respondents strongly agree that Internal resources of an
organisation is a challenge for HR technology adoption, 49% agree to it, 19% are neutral where as
15% disagree and 4% strongly disagree to this.
 Usability of HR technology in an organization

100% usabilityof HR technology is a challenge in an

organization
50
45
40
35
30
25
20
15
10
5
0

Strongly Agree Agree Neither Agree Disagree Strongly

nor Disagree Disagree

Chart : Chart representing “Usability of HR technology in an organization”

It is evident from the graph, 5% of the respondents strongly agree that usability of HR technology
in an organization, 57% agree to it, 23% are neutral where as 10% disagree and 3% strongly
disagree to this.