2.0 CHAPTER: Review of Related Literature
2.0.1 Foreign Literature
2.0.1.1 Karnataka Government
Karnataka Government has started implementation of HRIS
in March, 2005, which is unique in the entire country. Today
HRIS is rolled out in the entire state. HRIS is maintaining
employee service history. Human Resource Information
System (HRIS) or HR Technology shape an intersection
between human resource management (HRM) and information
technology
or
Human
Resource
Management
Systems
(HRMS). It merges HRM as a discipline and in particular it
basic HR activities and processes with information technology.
(http://cyberjournalist.org.in/karnataka.html)
2.0.1.2 Bamboo HR
BambooHR is an online HR management system. In 2008,
we set out to build the best HR software in the world for small
to medium business. We think companies deserve great HR –
software that makes life easier, not harder. We think we’re on
the right track and so do our customers. We want our
customers to smile, knowing they are more efficient than ever
before. We want them to feel inspired, because they’re freed
from the tyranny of paperwork and tedium of spreadsheets. We
want to feel their job was re – invented because they’re able to
focus on hiring and retaining great employees and creating a
positive work environment. After all, everything is really about
the people, not the paperwork. Employee Record-BambooHR
helps you track all the standard employee information,
including addresses, phone numbers, dependents, emergency
contacts, and position history, and even notes, but there’s more
we can also add custom fields to help you data that unique to
your company. (http://www.bamboohr.com/)
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2.0.1.3 AccuPAY
AccuPAY is a comprehensive HR software solution that
comes integrated. Proper HR database management is crucial
to success of any organization and our software for HR has all
the features/functionalities that help you manage organization in
optimum
way
to
increase
its
productivity.
(http://www.accupay.net/)
2.0.1.4 Human Resource Management Information System in WalMart
Before the development of HRIS, the tasks related to human
resource department were done manually or on small scale
technology at Wal-Mart. Salaries, pension and benefits were
calculated manually which resulted in delay in the work
processes and quality of information. However, this was done
long time ago in Wal-Mart when there was no proper system.
Reports were also made manually and it was difficult to analyze
and monitor the performance of employees of Wal-Mart.
Additionally, other type of information required for effective
performance of employees and departments was also not
available. HRIS has resolved these problems of Wal-Mart by
making every type of data and useful reports readily available
for managers or departmental heads perusal to take immediate
decision and steps in this competitive environment. Human
resources managers and leader of Wal-Mart are able to invest
their time in more meaningful and important tasks after the
introduction of HRIS in Wal-Mart. They can participate in policy
making and setting of standards and work related targets to
improve the overall performance of Wal-Mart rather than
spending it in calculating the salaries or head counts of the
department. They can save up lot of time through the use of
HRIS and be more productive by contributing to the productivity
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of Wal-Mart through participating in more important decision
making and policy making processes.
(http://www.researchomatic.com/Human-ResourceManagement-Information-SystemWalMart-133644.html)
2.0.1.5 State Grid Corporation of China
According to arrangements of SGCC,’ greater efforts will be
made in the following aspects to develop and apply SGERPHR of Luneng Group. First, we are to carefully analyze the
questions exposed in this acceptance check, and take effective
measures to improve the weaknesses. Second, we are to push
forward the full coverage of ERP personnel data and salary
calculation. Third, we are to firmly boost the timeliness,
accuracy, and completeness of maintenance. Fourth, we are to
actively promote the system transformation from development
to operation, improve constantly O&M scheme, and strengthen
the building of O&M system.’
(http://en.luneng.com/content/details7_3995.html)
2.0.2 Local Literature
2.0.2.1 San Miguel Corporation
The
country’s
largest
diversified
manufacturing
and
marketing firm is among the top corporation of the country
which show great concern for its human resources. Of the
corporation’s eight key objectives two are primarily related to
people namely, a) to provide an environment which is
conductive to the development of the individual and which
encourage employees to realize their full capabilities and b) to
adopt a flexible and objective attitude towards charge and
pursue
art
active
policy
of
innovation.
(http://www.sanmiguel.com.ph/)
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2.0.2.2 Coca – Cola Export Corporation
The salary structure of Coca – Cola is also highly
commendable in that it is very competitive to that of other firms
in the industry as well as to other similarity situated
multinational firms in the Philippines.
Unlike other successful companies, Coca – Cola does not
hire fresh graduates because they do not have the Luxury of
time to bring them in and trim them, Mr. Lucero state.
“However for present employees, special training programs
are administered but these are mostly outside the company
since in house training would be very expensive because of
the few employees. (http://us.coca-cola.com/)
2.0.2.3 DEPED (HRIS)
In line with the initiative to strengthen the Human Resource
Management
and
Development
(HRMD)
Plan
of
the
Department of Education (DepEd) for a more efficient and
effective personnel management, innovations to HR systems
through the installation of the Human Resource Information
System (HRIS) is presently undertaken.
To pursue this initiative, the Department intend to adopt the
HRIS model developed and piloted by DepEd Region XI
through the Basic Education Assistance for Mindanao
(BEAM). The BEAM HRIS model has been fully operational in
Region XI and its division offices. Likewise, the system is in
the process of implementation in Region XII and the
Autonomous Region of Muslim Mindanao (ARMM). There is a
plan to implement the BEAM HRIS model in Department with
the following goals in mind:
To have a central repository of personnel records of DepEd
officials and employees
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To have an articulated and comprehensive business model
that is aligned to the Department’s overall HRM Framework
which covers hiring to separation and the processes in
between:

Organization and Staffing

Retention,
Promotion,
Career
Progression,
and
Career Development

Benefits and Welfare

Performance Management

To reduce the workload through automation:

Display list of personnel due to receive step
increment, loyalty benefit, and for retirement

Automatic updating of service records when papers
are processed

Applications for Leaves are managed through the
system

Statistical information for decision making can be
produced

To link the system to different internal and external
systems i.e. Payroll, T and D, GSIS, COA, DBM, CSC
(http://aldisjames.wordpress.com/2011/02/07/deped-humanresource-information-system/
Valueline Systems and Solutions Corporation)
2.0.2.4 Time Keeping HR and Payroll Systems
Tired on pressing you calculator tabs; drained on manual
encoding your time tables or even balancing your everyday
debits and credits?
Well, VBusiness predicted the solution of your problem.
Time Keeping HR and Payroll Systems is proudly Filipino
made software solutions that answer your everyday hassle.
VBusiness made it automated exclusively for you; it offers an
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easy access of employees’ information and approval process
via online, in “just a click!” you can access and identify all the
concerns that you needed within this specific division. And we
personally would like you to know that it is on the right process
on also making its transactions transmitted through the
CLOUD.
Here are the functions you needed:




Timekeeping system, scheduling, filing and report
generation
Human Resource Information System-employee
performance management and employee information,
post employment monitoring.
Payroll System -Payroll Management, Government
table maintenance and reports, payroll processing,
user management and Alpha list and summary
detailed reports.
Accounting System
(https://valueline.com.ph/component/content/article.html?id=2
0)
2.0.2.5 Nestle Philippines Inc.
The fact that Nestlé is more people and product than
systems oriented is reflected in the way HR is functioning and
is organized. Processes and systems as well as professional
HR tools are there to support HR management but never to
the
detriment
of
the
human
dimension.
The
human
perspective should be present at all times and under all
circumstances. The HR function should report to the manager
responsible for a defined operation (Region, Market, Country,
Factory) with a functional relation to the market HR according
to the size of that operation. The HR manager should not only
have the skills and competencies from a purely professional
standpoint but also have the charisma and the credibility to be
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a trustworthy partner to her/his colleagues. Whereas the HR
function should indeed provide flawless administrative support,
its main role is to add value to the business and to play a
proactive role in every situation where HR action is required.
Specific HR KPI’s are useful in assessing the performance of
an HR unit. However, it should be kept in mind that the HR
contribution aims in the first place at optimizing the overall
company performance through improving people performance.
With the evidence that the human capital is of increasing
importance, HR plays indeed a pivotal role in the conception
and implementation of the people strategies that impact
financial results and the organization’s overall reputation and
effectiveness.
(http://www.nestle.com)
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