The document summarizes a presentation on assessing the effectiveness of implementing a Human Resource Information System (HRIS) at Sri Lanka Rupavahini Corporation. The presentation covers the background of the organization, their current automated systems including time attendance, finance, loan, and medical systems, an evaluation of the HRIS implementation, and recommendations. Key points are that the current systems are isolated and not fully integrated, manual processes still exist, and a fully implemented HRIS across the organization would help reduce inefficiencies and improve information access.

1. Effective Assessment of HRIS Implementation
at Sri Lanka Rupavahini Corporation
HRIS
Group Presentation
Masters of Human Resource Management
University of Colombo

2. Group Members
• Mr. M.H.A.M Pathmasiri MHRM/02/12
• Mr. S.A Mahinda Samarakoon MHRM/02/47
• Ms. C.S Wickramarathna MHRM/02/45
• Ms. D.N.H Mohotti MHRM/02/24

3. Content
• 01. Background of the organization
• 02. Current automated system at SLRC
• 03. Effectiveness of HRIS implementation
• 04. Common evaluation
• 05. Conclusion
• 06. Recommendations for further improvement

4. Background of the Organization
• National Telecaster
• Started in 1982
• Present Situation –
 Two main TV channels (Rupavahini & Nethra)
 Seven main divisions
• Number of Employees - 890

5. Current automated systems at SLRC
• Time attendance system
• Finance system HRIS implementations
• Loan system
• Medical system
• Booking system
• Library system
• Scheduling system

6. HRIS implementation at SLRC
• 01. Time attendance system
 outsourced software
 use to record employee’s “in” & “out” only
 Leave application forwarding system is not implementing
 Manual attendance registers are maintained

7. Time attendance system
Section Staff Clerical staff
01
Programme Administration 88 02
02
Administration 91 01
03
Engineering 289 04
04
Commercial 76 02
05
News 104 02
06
Production Services 198 06
07
Finance 44 01
Total 890 18

8. HRIS implementation at SLRC
02. Finance system
 outsourced software
 Two sub systems (Payroll, Book Keeping)
 Well functioning system
 Isolated system
03. Loan system
 In house development
 Isolated system
04. Medical system
 In house development
 Isolated system

9. Effectiveness of HRIS implementation
at SLRC
• 01. Time attendance system
- Well developed software but use only for record “in” &
“out” of the employees.
- Non utilization of electronic leave application facilities.
- Corporation has to allocate 18 employees handle leave
matter in the Corporation
- Isolated system
- Technology
- Software & hardware are from different companies (Now
hardware company is not functioning)

10. 02. Loan system
– In house Development
– Finance division is updating system but totally
separated from Finance system
– Employees can access the system, only for
checking the current situation of their loans (Loan
amount, balance payment, paid installments etc.)
– But they can’t apply their loans through the system

11. 03. Medical System
- In house development
- Three kinds medical schemas
 Hospitalized treatments
 Non hospitalized treatments
 Spectacle needs
- Employees can access the system but can’t proceed
their medical claims through the system

12. 04. Financial System
• Outsource Software (SAGE)
• Two subsystems
01. Payroll
02. Book keeping
• Not connected to other systems

13. Common Evaluation
• Isolated systems.
• No single data truth.
• Most of the systems are in house software systems &
maintain also by them.
• Time attendance system also not fully functioning.
• Employee information is not automated.
• There is no performance appraisal system.
• Only financial system is implemented properly.
• Separate password for each and every system.

14. Conclusion
HRIS system of the Rupavahini corporation is
not a well developed information system and it
has to be further developed.

15. Recommendations
• Initial Changes
 implement full system in the Corporation and link it with the finance
system.
 This will be the pilot project to implement a HRIS in the organization.
 By doing this, they can reduce manual works, increase accuracy,
maintain leave registers in the system; employees also able to get
their actual leave particulars without a delay form the system.
 The Manages as well as employees will understand the value of a
automated system and it will be an advantage to implement a full
HRIS in the Corporation

16. Recommendations
• Initial Changes
 Link Loan system with finance system very easily
updated, accurate information can obtain from the
system.
 link Medical system with finance
 Give single password to employees to logon to the
system with proper security levels.

17. Recommendations
• Ultimate Changes
 Do further studies and then develop full Management
information system with Personal Data and performance
appraisal systems

18. Thank You