Management

Information Systems
(MIS)-increasing
efficiency of HR
function
Example- IT service sector

Submitted by- Priyanka Parab

Roll Number- 48 MMS-A
Subject- Management information system
Submitted to- Prof. Sujata Salvi

1|Page
o Introduction
 Corporate operations and decision-making are widely based on information that has
been provided or generated by individual and specific IT systems. Such systems are
used to collect, harvest, organize, and generate an output that would back up fast and
sound business decision. Firms adopt new management techniques and systems with the
purpose of enhancing the decision-making processes, improve results and minimize
output costs. Consequently, this is a way to enhance company operation effectiveness.
Various management techniques and management accounting practices improve
financial performance.
 The Management Information System is a collection of men, tools, procedures and
software to perform various business tasks at various levels in the organization *Many
organizations have separate MIS departments which are involved in maintaining
records, performing transactions, report generations and consolidation of the important
information which will be supplied to the various levels of the management.
 Management Information Systems (MIS) is a system consisting of people, machines,
procedures, data bases and data models, as its components. The system gathers data
from Internal and External sources of an organization; processes it and supplies
Management Information to assist managers in the process in decision making. Thus it
is safe to conclude that an information system is "a system consisting of the network of
all communication channels used within an organization".
 An information system comprises of all the components that collect, manipulate, and
disseminate data or information. It usually includes hardware, software, people,
communications systems such as telephone lines, and the data itself. The activities
involved include inputting data, processing of data into information, storage of
data and information, and the production of outputs such as management reports. In
this project, we design a format where MIS implementation improves corporate
performance in IT sector.

o Concept of MIS
 Management information systems are formal systems for presenting management with
timely and suitable information necessary for decision making. The system gives
information on the past, present and project future and on related developments inside and
outside the organization. It may be described as an integrated and organized system for
collecting relevant data, transforming it into correct information and providing the same
to the concerned executives. The main purpose of MIS is to “provide the right
information to the right people at the right time”. The ideas of management information
systems were formed to counteract such inefficient development and productive use of
the computer. MIS concepts are crucial to efficient computer use in business.
Management information system is a part of the formal information network in an
organization. Management information systems take care of planning and controlling.
 MIS primarily serves the functions of controlling and decision making at the managerial
level. MIS has three basic levels: operational, middle management and top management
where the information is passed from bottom to top. Right information at right time in
right format will decide the managements’ Human resource decisions

2|Page
o Benefits of MIS
Investing in information systems can pay off for a company in many ways.

1. It can support a core competency.

2. Enhance distribution channel management.
3. Builds brand equity.
4. IT investment can boost production processes
5. Information systems allow company flexibility in its output level

o Need for MIS

 This is a universally accepted fact that all managerial functions are performed through
decision making. MIS is used for taking rational decisions, timely and reliable
information is essential and is procured through a logical method of information
collecting, processing and disseminating to decision makers. In today’s world of ever
increasing complexities of carrying out business, every organization, in order to survive
and grow, must have a properly planned, analysed, designed and maintained MIS.
 This need is even more increased because organizations now have to compete not only
locally but also globally. MIS assist decision makers, by providing the required
information at various stages of decision making and thus greatly help the organization to
achieve its goals and objectives. On the other hand, if an MIS is poorly planned and
constructed, it may provide inaccurate, irrelevant or obsolete information, which may
even prove fatal for the organization

o TYPES OF MIS AND USES

There are types of MIS as follows:

1. Transaction Processing System

2. Management Information System
3. Decision Support System
4. Executive Support System
5. Office Automation System

 Transaction Processing System: It processes transactions and produces reports. It

represents the automation of fundamental, routine processing used to support business
operations. It does not provide any information to the user for decision making. TPS uses
data and produces data.
 Management Information System: MIS in an information system that processes
data and converts it into information. A management information system uses TPS for its
data inputs. The information generated by the information system may be used for control
of operations, strategic and long-range planning, short-range planning, management
control and other managerial problem solving.
 Decision Support System: A decision support system is an information system
application that assists decision-making. DSS tends to be used in planning, analysing
alternatives and trial and error search solutions. They incorporate a variety of
decision-making models and thus area capable of performing what-if analysis.

3|Page
 Executive Support System: An ESS is a special kind of DSS. It is specially tailored for
the use of chief executives of an organization to support his decision-making. Thus
ESS is a comprehensive information system that includes various types of decision
support systems, but it is more specific and person oriented.
 Office Automation System: Office automation refers to the application of computer
and communication technology to office functions. Office automation systems are meant
to improve the productivity of managers at various levels of management by providing
secretarial assistance and better communication facilities.

o Performance monitoring role

MIS are not just statistics and data analysis. They have to be used as an MBO (Management
by Objectives) tool. They help:
1. to establish relevant and measurable objectives
2. to monitor results and performances (reach ratios)
3. to send alerts, in some cases daily, to managers at each level of the organization, on
all deviations between results and pre-established objectives and budgets.

o IT Sector:
 India's IT Services industry was born in Mumbai in 1967 with the establishment of the
Tata Group in partnership with Burroughs. The Information Technology & Information
Technology Enabled Services (IT-ITeS) sector is a field which is undergoing rapid
evolution and is changing the shape of Indian business standards. This sector includes
software development, consultancies, software management, online services and business
process outsourcing (BPO).
 India's IT industry is expected to grow at a rate of 12 - 14% during 2019- 2020 as per a
report by India's software industry body National Association of Software and Services
Companies (NASSCOM.)
 The IT industry is heavily influenced by factors like the global market and sustenance of
its rate of growth. One of the biggest benefits that the computer and IT industry provides
in India is the employment it can generate.
 The top IT companies in India that offer job opportunities in this field are Tata
Consultancy Services (TCS), Wipro Technologies, Cognizant, Yahoo!, Google, Tech
Mahindra, Infosys Technologies, HP ,Capgemini, iGATE Patni, Accenture, L&T, EY,
Convergys, Mphasis, Genpact, HCL Technologies and Godrej Infotech. Cities like
Bengaluru, Delhi, Noida, Gurgaon, Hyderabad, Chennai, Bombay and Cochin are some
of the places which have developed into potential IT hubs of the country.

o Need for an integrated MIS in IT sector:

 Managers play a key role in any organization. They are responsible for taking decisions
appropriate to the need of the market. Information systems have become the main tool
used by managers in decision making. Mangers perceive information as the driving force
to achieve success in any business.

4|Page
 The impact of MIS on the functions is in its management. With a good support, the
management of marketing, finance, production and personnel become more efficient. A
well designed system with a focus on the manager makes an impact on the managerial
efficiency. The impact is on the managerial ability to perform. It improves the decision
making ability considerably.
The benefits associated with an integrated MIS are :
1. Better processing of the large volume of data in an organization.
2. Reducing the Redundancy of Data that occurs
3. Availability of all the required information about any department through a
common system.
4. Making the system capable of supporting the managers in making decisions.
5. Facilitate the communication between the various regional offices of the company
and the corporate office
6. Use of online data to speed up the information flow of the organization
and facilitate decision-making

o Development of MIS in IT sector

 The development process of MIS relates with the long-term business plans of the
organizations. MIS requires resources like capital, time and capacity. The end result is
information in the form of reports. Most of the organizations do not recognize
information as a resource. They see information as a routine necessity. As an organization
grows, the information also increases manifold. The MIS plans are developed concurrent
to the business plans. An organization of any size deals with numerous pieces of
information.
 Management Information System (MIS) may be developed using following ways:
1. Prototype method
2. Life cycle approach
 In the prototype method, initial methods are developed first. Once implemented, the
system is refined and modified as per new specifications. This iterative process is
followed till the system is accepted by the user.
 In life cycle approach, the MIS development is carried out through different phases. The
phases are: Feasibility study, Analysis, Design, Implementation and Review. The choice
of MIS design is decided on the basis of nature of the system and its applications. Thus
the MIS is developed over time as the business increases.

o Role of Management Information System (MIS) in Human

Resource
In today's organizations human resource is considered as one of the key resources of
business organizations. The transaction processing layer of MIS in human resource
function deals with routine activities like attendance recording and payroll calculations.
The operational level activities also include maintaining the employee records which is
used as a basis for strategic layers. With the growing importance of human resource

5|Page
 management and increasing size of the organizations, maintenance of employee related
data and generating appropriate reports are the crucial aspects of any organization.

 Staffing:

1. Personal record keeping system

2. Employee skill inventory system

 Training and development:

1. Performance appraisal
2. Succession planning

 Compensation:

1. Salary forecasting

2. Incentive planning

 Government reporting

o BENEFITS OF MIS IN HR:

Improving HR Productivity

While the HRIS features benefit the organization in many ways, one of the most
important of all HRIS benefits relates to the ability of the software program to improve
productivity of human resources employees. These systems are highly detailed, and they
are designed to enhance and speed up the efforts of HR employees in a number of ways.
For example, they can assist with recruitment by simplifying the process of collecting
resumes, reviewing candidate information and more. HRIS systems can also be used to
improve productivity related to financial management through payroll processing tasks
and benefits administration. These and other related tasks may require numerous hours
of manpower each week. However, the time and effort required to complete them can be
drastically reduced when some of the tasks are automated through a HRIS system.
Tasks that may have required many hours of labour may possibly reach completion very
quickly and easily – or sometimes even done automatically – with the software
program.

Reducing Errors and Maintaining Compliance

Many HR tasks are highly regulated, and because of this, even a minor error on the part
of a human resources employee could result in considerable legal issues and even
financial loss for the company. For example, when resumes are not reviewed in a fair
and just manner during the hiring process, a lawsuit may ensue. A HRIS can provide
guidance to avoid these types of issues before they escalate. When considering HRIS
benefits for your organization, the ability to reduce issues and other related errors

6|Page
 associated with human oversight or other factors can be considerable. Furthermore,
additional HRIS benefits relate to compliance issues. Some software programs are
designed to review compliance with specific rules and regulations—this makes it easier
to ensure that your company is in compliance with these laws and regulations.
Ultimately, this can improve company reputation and help to avoid penalties.

Performing Analyses

Performing analyses and reviewing metrics related with various aspects of the
organization can assist with better decision making and also help with spotting patterns.
For example, the human resources department is responsible for analysing hiring costs
and calculating the turnover rate in different departments. The results of these
calculations may be used to make important business decisions and to develop strategies
for moving the organization along a successful path. HRIS analytical tools give HR
employees the ability to perform many pertinent calculations with speed. Employees
can collect the data needed within a short period of time and then analyse all of the data
in a concise and effective manner. Some software programs are designed to create
professional reports on metrics and analysis that can help HR professionals to spot
issues at a glance. Companies can immediately enjoy many HRIS benefits once the
human resources information system has been implemented. There are several different
types of HRIS systems available for purchase, and each may offer different features and
functions. Companies should carefully review the different systems, vendors, and
features available in order to find the right program for their needs and budget.

Other benefits like:

1. Fast process of collecting data

2. Greater information accuracy
3. Improved planning and programming
4. Enhance employee communication

o HR ACCOUNTING/COMPONENTS OF HR IN MIS
1. Database

HRIS core offering includes a database to store employee information. HR professionals

can input all personnel data into the system which can be accessed from anywhere,
round the clock. Types of data that HR professionals collect in the database include
compensation history, emergency contact information, and performance review. The
core database can also be viewed as an online backup for paper files.

2. Time and Labour Management

Activities like time and labour management can highly time consuming. HRIS package
allows employees to input their own hours worked and allows managers to immediately
verify vacation requests, and the data is directly fed to the payroll. Time and labour
management also improves the HR department’s ability to track punctuality and
attendance.

7|Page
 3. Payroll Function

Payroll function is yet another major component of a HRIS model. HR can easily
download or unload employee hours, and issue cheques or payroll deposits to
employees. Salaried employees can also be paid with substantially reduced risk of
errors. The HRIS payroll software usually improve tax compliance for locations with
multiple tax levels.

4. Benefits

Some HRIS employers allow employers to establish and maintain medical benefits and
retirement investments through their software. Such applications allow employers to
have one-stop shopping experience for all their human resources data management
needs. Other HRIS packages facilitate medical benefits and retirement investment
deductions for payroll but not the establishment of those benefits.

5. Employee Interface

Most HRIS packages allow for an employee to have limited user access. Employee
users access a part of the database where they can update their personal information,
review pay scales, change retirement benefit programs, update direct deposit
information or download benefit election documents.

6. Recruitment and Retention

Finally, it can be said that recruitment and retention are the most important components
of HRIS. It goes without saying that it is the anchor of all HR policies and systems.
Finding new talent, acquiring them, keeping them engaged and finally being able to
retain them are the major task of a HR person. HRs also have to ensure that employees
are not only able to do their work, but they are also provided with the required training;
receives proper compensation and benefits from the organization.

o Reporting from the Designed MIS

The reports which are used by top management are generated from the above MIS like
Monthly Attendance, Card Replacement, Sick Report, and Monthly Voucher Correction
which are submitted to HR Manager and he takes proper decisions related with Attendance
Capturing & Recording. The proposed system has following advantages :

1. Worker’s individual information is stored separately.

2. Searching of particular information became faster.
3. Generation of various reports made review process easy.
4. Due to user friendly interface the matter became easy to understand.
5. Password oriented system increased security of data.
6. There are facilities of full database backup and central control of user.
7. Well-defined authorization and security levels.
8. The developed system is on-line.
9. Economical.

8|Page
 o Limitations
The most commonly identified causes of problems in MIS include:

1. Lack of top management support

2. Inadequate knowledge about information technology and software tools
3. Improper selection of hardware and software tools
4. Assumptions about information needs as users of information are unable to specify
their information requirements.
5. Lack of planning for MIS without proper coordination
6. Lack of interest in users and resistance to change

In order to prevent the above problems, a properly structured MIS planning exercise is
essential.

o What is HRIS?
 A HRIS, which is also known as a human resource information system or human
resource management system (HRMS), is basically an intersection of human
resources and information technology through HR software. This allows HR activities
and processes to occur electronically.
 To put it another way, a HRIS may be viewed as a way, through software, for
businesses big and small to take care of a number of activities, including those related
to human resources, accounting, management, and payroll. A HRIS allows a company
to plan its HR costs more effectively, as well as to manage them and control them
without needing to allocate too many resources toward them.

 In most situations, a HRIS will also lead to increases in efficiency when it comes to
making decisions in HR. The decisions made should also increase in quality—and as
a result, the productivity of both employees and managers should increase and
become more effective.

 There are a number of solutions offered to a company that adopts a HRIS. Some of
these include solutions in training, payroll, HR, compliance, and recruiting. The
majority of quality HRIS systems include flexible designs that feature databases that
are integrated with a wide range of features available. Ideally, they will also include
the ability to create reports and analyse information quickly and accurately, in order to
make the workforce easier to manage.

 Through the efficiency advantages conferred by HRIS systems, a HR administrator

can obtain many hours of his or her day back instead of spending these hours dealing
with non-strategic, mundane tasks required to run the administrative-side of HR.

 Similarly, a HRIS allows employees to exchange information with greater ease and
without the need for paper through the provision of a single location for
announcements, external web links, and company policies. This location is designed
to be centralized and accessed easily from anywhere within the company, which also
serves to reduce redundancy within the organization.
9|Page
  it is important to choose the right HRIS. A company that takes the time to invest in a
HRIS that fits their goals, objectives, mission, and values, is a company that is
investing in its future and in its success. It will be necessary to customize any HRIS to
the unique needs of a company so the system will remain flexible and relevant
throughout the life of the company

o Application of HRIS
 HRIS can be applied in the following areas of HRM:
1. HR planning 10. Compensation and benefits
2. Succession planning 11. Pay roll
3. Work force planning 12. Job evaluation
4. Work force dynamics analysis 13. Salary survey
5. Staffing 14. Salary planning
6. Applicant recruitment and tracking 15. International compensation
7. Employee data base development 16. Benefits management
8. Performance management 17. Develop innovative Org. Structure
9. Learning and development 18. Develop IT

Advantages of HRIS in IT sector

 The human resources department within any organization is considered to be highly
critical for the entire organization. Its many functions serve as a supportive
background for the company by providing everything from skilled and talented labour
to management training services, employee enrichment opportunities and more. Since
labour is the single largest expense for most organizations, human resources helps
companies derive the greatest value from this important asset.

 In order to function optimally, however, human resources departments must have the
right tools and resources in place. A human resources information system, or HRIS, is
a type of software program that can be utilized within the department to help human
resources employees and managers improve their productivity and the results of their
efforts.
There are many benefits that can be enjoyed after implementing a HRIS into an organization,
such as:
1. Expedition of recurring tasks through automation
2. Improved ability to reach large candidate pools regarding new position openings
3. Ability to quickly apply higher selection standards to a number of applications
4. Speedy onboarding made possible by mobile accessibility
5. Reduction of paper and related materials and storage – often yields cost savings
6. Ease in distributing up-to-date materials concerning company policies and procedures
7. Potential for greater employee engagement through self-service options
8. Streamlining of open enrolment for benefits
9. Empowerment of employees to change benefits information directly as changes occur
10. Improved collaboration throughout organization, even when there are multiple
company locations
11. Improvements in training capabilities through integration with LMS and development
tracking features

10 | P a g e
 12. Scheduling optimization with emphasis on compliance and immediate distribution to
employees
13. Reduction of errors in payroll and employee information database
14. Improved time and attendance tracking abilities and accuracy
15. Decrease in compliance woes aided by alerts and automatic reporting options
16. Ability to make more informed decisions in real time by using analytics and
integration of organizational data
HRIS analytical tools give HR employees the ability to perform many pertinent calculations
with speed. Employees can collect the data needed within a short period of time and then
analyse all of the data in a concise and effective manner. Some software programs are
designed to create professional reports on metrics and analysis that can help HR professionals
to spot issues at a glance.

How MIS is used in HR for increasing employee efficiency- IT

sector
HR Accounting:

 Human resource accounting is the process of identifying and reporting investments

made in the human resources of an organization.
 Variables in HR accounting consists of

1. Employee data
2. Leave record
3. Payroll and deductions
4. Taxes
5. Performance data
6. Bonuses and appraisals
7. Skills

1. Employee Data: Employee database is a set of all information kept

about employees of the organization. It consists of basic information of an
employee like Education, Age, Address, Contact number, Account Details, PAN
number, Aadhar number, Work experience etc.
2. Leave Record: Leave record consists of the monitoring of leaves and holidays an
employee gets in a year or a month, time and Attendance Records Policy record of
all absences, whether with or without pay, must be maintained for all employees.
3. Payroll and Deductions: The total amount of money that a company pays to its
employees. a company's records of its employees' salaries and wages, bonuses, and
withheld taxes. the company's department that calculates funds and pays these.
A deduction is any item or expenditure subtracted from gross income to reduce the
amount of income subject to income tax.
4. Taxes: HR accounting has to look after all the taxes an employee pays and the
investments made with respect to the income generated. It also includes calculation
of PF, HRA, DA and other allowances.
5. Performance data: The performance data of an employee indicated the amount of
quality and quantity work an employee caries out in the organisation in a month or

11 | P a g e
 for a particular project. The job related activities expected of a worker and how
well those activities were executed.
6. Bonuses and appraisals: Appraisal is a systematic, general and periodic process
that assesses an individual employee's job performance and productivity in relation
to certain pre-established criteria and organizational objectives. A bonus is any
financial compensation, reward, or return over and above the normal expectations
of the recipient. A bonus can be given to a company's employees and executives,
prospective employees, or shareholders.
7. Skills: Skills are a set of knowledge and abilities an employee has. This record of
an employee has to be maintained to know the further need of training that has to
be given to an employee.

Employee data

Leave record
HR Accounting

Payroll and
deductions

Tax calculation

Performance data

Bonuses and
Appraisals

Skills

Reports:

Business managers at all levels of an organization, from assistant managers to executives,

rely on reports generated from these systems to help them evaluate their business' daily
activities or problems that arise, make decisions, and track progress.

Reports generated in MIS of an IT sector consists of the following report:

1. Attendance report
2. Overtime report
3. Performance report
4. Project report
5. Training report
6. Skills report
7. Leave report
8. Accident report

12 | P a g e
 1. Attendance report: The report that is generated after analysing the attendance is
called an attendance report. The attendance report help the managers and top level
managers to analyse the attendance and leave record of the employee and hence
helps them to take actions against them.
2. Overtime report: The overtime report helps the HR to calculate extra pay for OT
and analyse which employee is taking initiatives to complete work on time. This
report helps while giving bonuses.
3. Performance report: The performance report is generated by how many targets and
goals an employee is able to cover and it helps in evaluation of non-performing
employees to give further training and development.
4. Project report: In an IT sector generally different employees work on different
projects. Hence it is necessary to note which employee is working on which
projects. Project report of employees gives a complete detail while evaluation of
performance and appraisals related to it.
5. Training report: Every employee in an organization is given training when he joins
an organization. The report is generated to look how much of training an employee
is provided and how many more sessions are to be scheduled to improve employees
performance. This generally helps while job rotation and enlargement where these
records are analysed before changing the designation.
6. Skills report: Every employee before joining the organisation has various skills and
certifications. The record of these skills are maintained like in an IT sector one has
to have knowledge of computing languages like JAVA C++ HTML SQL and good
typing skill. This skill report helps in deciding the job of any employee in the
organization.
7. Leave report: Leave record is a record where all the reason of absenteeism and
employee attendance is evaluated and noted to for further evaluation of employee
satisfaction and retention.
8. Accident report: Accident reports help to understand the mistakes and errors done
by the employees in IT sector in a particular project. It also has an exception report
created with regards to all the operations of every department.

Performance Training Project Skills report Leave report

Attendance Overtime report
report report report
report

calculation Calculation Evaluation Evaluation Gives Gives report Exavluation

of of extra of of training complete on extra gives a cause
attendance performance employees provided details of training that of
and work performance while joining pojects and is to be absenteesim
employees provided
gives reason
working on
it
of errors
and
exception

13 | P a g e
Information update: It comprises of data that has to be filled in the MIS which will get
related and then analysed according to the decision that has to be taken in the firm. In an IT
sector there are various factors that are to updated in MIS:

1. Employee ID
2. Department
3. Skills and certifications
4. Designation
5. Personal record
6. Overtime record
7. Performance record
8. Remark

Employee identity:
After joining of an employee they are provided with the ID for the reference of an
organisation. MIS helps in collecting the data of an employee with the help of documents
given. It contains name, date of birth, occupation, stream, blood group of an employee.
Skills:
MIS also helps in updating the skills of every employee, this software makes an daily
updating process of the employee. Mis is also helpful in recording their skills like
communication, selling, typing, management and leadership skills. And quality.
Attendance and leave:
MIS is useful in recording the data of the absenteeism of every employee. How many days
the employee was on leave or did he take a half day is analysed be this system. Mis also
records the number of leaves taken in a year.
Designation:
Mis is useful in for recording the designation an employee is working on. What is the
designation, how many employees are working under him, target given. MIS also take down
whether he is making fruitful use of his designation or not.
Personal record:
MIS record all the data of the hired employee including numbers of family members,
working members in the family, past data, certificates etc. mis helps in maintaining the data
in a proper format and uses less paper work.
Overtime and performance record:
Overtime and performance record is maintained in this system which makes it easy to analyse
the performance appraisal and incentives of an employee as this is majorly done through
MIS.
Remarks:
Remarks given to the employees are all recorded through MIS which will affect the
performance and the payroll of the employee and could help in generation knowledge of the

14 | P a g e
 working habits of every employee in detail. All this detailed information updates is only
maintained with the hep of MIS.
Example:
Employee Personal Department Designation Skills Attendance OT Performance Remarks
Id Record and leave record rating

123 Name, Software Manager SQL 20/30 2hrs 75/100 Weak

Age JAVA

456 Name, Hardware Developer JAVA 18/30 5hrs 90/100 Good

Age HTML

Decision analysis and Action Report:

The Decision Analysis and Resolution process area involves establishing guidelines to
determine which issues should be subject to a formal evaluation process and applying formal
evaluation processes to these issues. In an IT sector HR manager has to look after different
reports mentioned above and evaluate either positive or negative data output, if the decision
is positive then there should be an action plan and if there is a negative decision then there
should be a different action report made. There are some decision analysis and action report
mentioned bellow:

IS to analyse attendance,leave and •Develop plans for employee engagement and

employee satisfaction
OT

IS to analyse performance and •Implement job rotation for non-performing

employees and job enrichment for performing
skills employees

•Develop strategies for regular appraisals and

IS to record employee retention implement training for new technology

•Maintain a balanced score-card for employees

IS to determine TQM goals, targets and performance

Conclusion:
In conclusion, it is important to choose the right HRIS. A company that takes the time to
invest in a HRIS that fits their goals, objectives, mission, and values, is a company that is
investing in its future and in its success. It will be necessary to customize any HRIS to the
unique needs of a company so the system will remain flexible and relevant throughout the life
of the company or enterprise. There are many types of human resources information systems
and these systems have contribute success to many organizations in the world. Information

15 | P a g e
systems can help the organization to save time, cost, and energy in their operations and
managements. These systems have provided a large database inventory for the organizations
to store and maintain all the information.
However, not every organization turns out to be successful after implementing the
information systems in their operations; it is all depend on how well the organization can
utilize it. Therefore, in order to fully utilize these systems, it is important that the
management of the organizations to deeply understand how the systems work and how the
systems match with the organizations’ objectives.

16 | P a g e