INTRODUCTION
The deployment of Human Resource Information System (HRIS) in banking is the fruit of development of Information Technology (IT). It has emerged as an important interdisciplinary tool to achieve vital organizational Human Resource (HR) objectives. HRIS is applied in personnel administration, salary administration, leave/absence recording, skill inventory, medical history, performance appraisal, training and development, HR planning, recruitment, career planning, negotiations etc. In developing countries, the banking industry has gone from a basic process to convert manual information keeping systems into computerized systems.
In the changing business environment and new technology that is available, managers need to be aware of
(2004), the current generation of HRIS automate and devolve routine administrative and compliance functions traditionally performed by corporate HR departments and can facilitate the outsourcing of HR. recent research shows greater use of HRIS in support of strategic decision making by HR (Hussain et al., 2007). MD. Sadique Shaikh (2012) has developed three models which emphasized on the payback of HRIS engineering and execution for all levels and domains of businesses; in the form of profitable strategic HR and related business plans and decision, to forecast and to control HR process inside and outside of business organization using HR-databases, which includes information related to human resource maintained and processed by HRIS. Ball (2001) concluded that HR had missed the strategic opportunity provided by HRIS. The social construction of technology (SCOT) approach challenges the idea that technologies and technological artifacts have a pre-given and fixed meaning and in its place argues that the process, design and selection of technologies are open and can be subjected to contestation (Pinch & Bijker, 1984). HRIS is thought to contribute to overall business performance by fulfilling or at least supporting the tasks of data storage and retrieval, of serving as primary administrative support tools, of reporting and statistics as well as of program monitoring (Ostermann, Staudinger & Staudinger, 2009). Many organizations have adopted HRIS to assist their daily human resources operations. HRIS must align and satisfy the needs of the organization and its users in order to be