Proceedings of International Business and Social Sciences and Research Conference 16 - 17 December 2013, Hotel Mariiott Casamagna, Cancun, Mexico, ISBN: 978-1-922069-38-2 The Increasing Role of HRIS in Facilitating HR Functions in Pakistan’s Banking Sector Zubair Ahmed Shah Purpose: To conduct a descriptive and somewhat exploratory research of Pakistani banking sector in Karachi to discover whether banks operating in Pakistan have been using Human Resource Information System (HRIS) to its fullest promise. The natural corollary to this inquiry was whether banks have started to exploit and deployed HRIS beyond routine transactional aspects for their strategic planning and management functions. Methodology: Research was done in two distinct phases over a period of 9 months. In the first phase, a structured questionnaire was adapted, pre-tested, modified, and used to gather initial data from all levels of employees, who frequently use HRIS about its effectiveness in facilitating some basic HR functions. Later in the second phase another instrument, which was also adapted and pre-tested was conducted to gather data on HRIS use for strategic purposes, which was followed up by in person and telephonic interviews of Human Resource Managers and other high ups. Findings: Banks operating in Pakistan were at the forefront in the country to have adopted HRIS to facilitate their primary HR functions. However, to this day, they failed to exploit HRIS’ full potential, though it is being increasingly used for primary HR functions with some success. Further continuous training of employees is needed in the banking sector, if Pakistani banks to make optimal use of HRIS in facilitating the primary functions of HR. However, HRIS deployment for strategic aspects of the organizations is far from being materialized. Finally, HR personnel in Pakistani banks have yet to find a place in the proverbial top suite’s executive committee before any attempts could be made to deploy HRIS to facilitate strategic purposes. Research limitations/implications: Further research should address each specific tentative finding in more rigorous manner by collecting thorough data of a better representative sample and by exposing it to more systematic qualitative and quantitative analysis. The subordinated role and stature of HR executives in Pakistan’s banks appears to be another finding as anticipated by existing literature and it requires more research before any authoritative judgments could be made about non-utilization of HRIS for strategic purposes. Practical implications: The research highlights tentatively some broad issues associated with full use of HRIS to its maximum potential in Pakistan’s banking sector, which is a good starting point to sensitize the relevant academicians, consultants, practitioners, trainers, HRIS related software and hardware vendors, bank executives, and strategic thinkers about the contours of the scope and scale of problems associated with HRIS adoption, implementation, usage and up-gradation. Originality/value: Not much research has been done in this specific area in Pakistan’s context. This study is relevant and timely as Pakistan banking sector has been strenuously modernizing itself for years and stock market shows stable and great returns in this sector allowing it to spend huge sums in infrastructure improvements, training and development, and technology adoption and purchase. ______________________________________________________________ Mr. Zubair Shah, Department of Management, National University of Computer and Emerging Sciences, Karachi, Pakistan, Email: email@example.com.