INTERNATIONAL JOURNAL OF ENGINEERING MANAGEMENT AND
SOCIAL SCIENCES

An Evaluation of Human Resource Information System in Heritage Foods

Human Resource Information Systems (HRIS) have become central to how organisations manage employee data, automate routine HR transactions, and generate workforce intelligence for strategic decision-making. This study evaluates the implementation and effectiveness of the HRIS deployed at Heritage Foods Limited, one of India's leading dairy companies, with specific reference to user adoption, perceived usability, operational efficiency gains, implementation barriers, and change-management outcomes. Adopting a descriptive research design, primary data were collected from a stratified random sample of 100 employees spanning frontline production staff, operational managers, and HR professionals across Heritage Foods' Bangalore headquarters and manufacturing locations in Tamil Nadu, Karnataka, and Andhra Pradesh, supplemented by semi-structured interviews with 15 HR and operational leaders and secondary data drawn from company implementation reports and HR performance metrics. Data were analysed using percentage analysis and the Chi-square test of association. The findings indicate that the HRIS has delivered substantial operational benefits, with 77 per cent of respondents affirming improved data accuracy, 74 per cent reporting faster recruitment, onboarding, and payroll processing, and 75 per cent noting a reduction in manual paperwork; 72 per cent of respondents were overall satisfied with the system. The calculated Chi-square value of 38.30, exceeding the table value of 9.488 at the 5 per cent level of significance, confirms a statistically significant association between HRIS implementation and improvements in HR operational efficiency, leading to rejection of the null hypothesis. However, the study also identifies persistent implementation gaps, most notably inadequate user training (only 60 per cent satisfaction), technical reliability issues such as downtime and slow response (57 per cent), and change-management shortcomings during migration from the legacy system (60 per cent). The paper concludes that realising the full strategic value of an HRIS investment requires organisations to complement technology deployment with structured training, robust technical infrastructure, responsive support, and continuous, feedback-driven system improvement. Practical recommendations are offered to help Heritage Foods, and comparable Indian manufacturing and food-sector organisations, transition their HRIS from an administrative efficiency tool into a strategic platform for talent management and data-driven decision-making.