Human Resource Information System Case Study: ABR Holdings

This case study examines the Human Resource Information System (HRIS) implemented at ABR Holdings, a leading company in the Singapore F&B industry. The report analyzes the impact of the HRIS on learning and development programs, employee performance, and overall organizational effectiveness. ABR Holdings upgraded its HRIS system to a web-based version to improve productivity, accessibility, and data management. The study explores the company's learning and development strategies, including training programs focused on food safety, hygiene, and leadership development. The analysis highlights how the HRIS system facilitates employee self-assessment, performance monitoring, and customized reporting, ultimately contributing to improved employee skills, organizational competitiveness, and stakeholder wealth maximization. The study also discusses the impact of HR technology on ABR's performance, emphasizing the benefits of real-time data analysis and improved process efficiency. The case study concludes by summarizing how ABR Holdings leverages HRIS to drive employee engagement, innovation, and sustainable development within the competitive F&B industry.

2020
Human Resource Information System
Case Study of ABR Holding
Student Details

HRIS 1
Table of Contents
Introduction................................................................................................................................2
HRIS at ABR Holdings..............................................................................................................2
Learning and Development at ABR Holdings...........................................................................3
Learning and development strategies at ABR Holdings............................................................5
Impact of HR technology on ABR performance........................................................................6
Conclusion..................................................................................................................................7
References..................................................................................................................................9

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Introduction
The human resource or the workforce of the organisation is an effective resource
through which the organisation can focus on achieving the leading position within the
industry. In order to ensure the efficiency and effectiveness of the employees, it is required
that the management focuses on the industry analysis and accordingly developing training
and development programs for the employees working so that the skill gaps can be fulfilled
and they can contribute towards the organisation success. The management can focus on
effectively implementing human resource management systems within the organisation to
analyse the efficiency of the employees by monitoring and analysing the work performed by
the employees at different levels (Foster, 2014).
The analysis is focused on the human resource information system implemented at
ABR holdings. ABR Holding is among the leading organisation within the industry and
effectively focuses on providing the customers with the quality products and services through
which they can compete within the industry. The organisation focuses on the learning and
development of the employees as per the requirements. The report effectively focuses on
analysing the learning and development programs at ABR Holdings and analysing the impact
on the performance of the organisation and the employees after the implementation of the
HRIS system within the organisation.
HRIS at ABR Holdings
The organisation is effectively focused on ensuring employee effectiveness within the
organisation, in order to analyse and maintain the employee activities and effectiveness it is
required that the management focuses on adopting systems through which the employees can
be provided as a tool for the self-assessment, through which they can effectively focus on
their performance improvement also the management can focus upon analysing their
performance and accordingly developing policies and strategies to improve their
effectiveness while working within the organisation. The management effectively focuses on
improving the human resource information system so that efficiency can be achieved
(Ferraris, Erhardt, & Bresciani, 2017).
The HRIS system implemented by the management at ABR Holdings was an
upgraded version of the previously installed system and is effectively based on utilising the
internet and technological changes so that the efficiency of the system can be ensured. The
information system implemented by the organisation is a web-based version which an

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employee can access from any internet explorer and will have the flexibility to operate from
anywhere, rather than just depending upon the office or the company systems to access the
information. Also, the web-based system was more effective than the previously installed
system as it helps in compiling data and providing data just at one click (Ang, Keeping up
with HR Tech, 2016).
The HRIS system implemented is effective in terms of the accuracy of the
information available, analysing the real-time data, and improving the process efficiency by
reducing the processing time period, the system was designed in a manner so that it can be
utilised over the period of more than 10 years from the current period, and is able to meet the
challenges and the requirements of the industry in upcoming years. The information system
has effectiveness in terms of the data analysis and providing the results to the senior
managers and identifying the areas within the organisation where the development and
training for the employees are required (Ang, 2016).
The system implemented resulted in benefiting the management in developing
training and development programs for the employees within the industry and implementing
the programs in respective teams so that the employee development can be ensured as per the
industry requirement and maintaining the competitive factor within the industry. The HRIS
resulted in improving the effectiveness of the organisation and the business process by
providing with the customised reports as per the requirements and on the basis of the daily
priorities.
Learning and Development at ABR Holdings
Learning and development is an important aspect of the organisation human resource
management to ensure that the organisation has an effective and well-trained workforce that
can contribute towards the development of the organisation and improving its efficiency and
performance within the industry. The management focuses on providing the employees with
the human resource training and development programs depending upon the changes within
the industry and the industry requirements, as with the change in the taste and preference of
the customers, it is required that the management focuses on adapting changes accordingly to
compete effectively within the industry and to retain its position within the industry (Collin,
Heijden , & Lewis, 2012).
ABR effectively focuses on adopting the training and development activities as per
the industry requirements, and after analysing the skills and competencies of the employees

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within the organisation. Such analysis is done to identify the gap within the requirements and
the existing capabilities so that the training program developed can be able to bridge the gap
and provide effective results that can contribute towards the set goals and objectives. The
management at ABR focuses on the annual performance appraisal program under which they
analyse the performance of the employees and provide them with the required training
programs (ABR, 2018).
ABR holdings focus on the hiring and recruitment process and ensure that the
employees hired have a skill set that is required by the management and utilising the skills of
the employees would result in the development of the organisation as well as performance
improvement within the industry. The learning and development program at ABR is based on
the policies and strategies developed at the top level of the management and the leaders
ensure that the employees have the required skill set to work as per the requirements. The
learning program is focused on food safety and hygiene which is an important aspect within
the food service industry (ABR, 2017).
The management conducts awards and recognition programs so that the employees
can be motivated to work towards performance improvement and to appreciate the effective
workforce of the organisation. The organisation provides e-learning facilities and a conduct a
real-time and continuous evaluation program so that the talent can be recognised and can be
retained within the organisation by providing them with the required resources to improve
their skills and to achieve their satisfaction level so that the ABR can develop a workforce
that contains future and effective leadership capabilities (ABR, 2020).
The learning and development practices adopted by the ABR is focused on the
development of the employees in such a manner that also focuses on the sustainable
development of the organisation within the industry. The practices include adopting effective
rewards and recognition methods to motivate and influence the workforce to work in a
direction so that their performance can be improved and they can learn new skills. The
reward program is done based on different criteria and as per the needs of the job role. The
talent appraisal results in developing employee loyalty and contribution to achieving strategic
goal (ABR, 2017).
The organisation focusses on the hiring and retention of a diverse workforce so that
the innovation and creativity can be improved and the organisation can compete effectively
within the organisation. The training programs include activities through which the

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employees from different backgrounds are able to effectively coordinate with the teams and
focus on contributing to the operational activities. The implementation of mobile learning is
an effective example of the ABR focus on ensuring the training and development of the
organisation (ABR, 2018).
The organisation equips its employees with the required skills and competences and
provide them training related to the different aspects of the foodservice industry including the
food hygiene standards and the safety measures that are required to be ensured during the
process. Apart from the mobile learning and on-job training, ABR provides its employees
with internal or classroom training program to align or to introduce the workforce with the
organisation’s policies or the strategies that have been made by the management in order to
introduce changes within the organisation to improve the process effectiveness and to boost
productivity.
Leaders and managers at ABR Holding play an important role in workforce learning
and development as they continuous focus on identifying the key competencies that are being
required to ensure the effective performance of the organisation. The training and
development programs at ABR is also focused on ensuring that the employees are being
trained so that they can work safely within the organisation, and the practice has resulted in
achieving zero workplace fatality or injuries to the employees in 2018 (Ang, Keeping up with
HR Tech, 2016).
Learning and development strategies at ABR Holdings
ABR holding is among the leading service provider within the Singapore F&B
industry. Therefore, the organisation effectively focuses on employee training and
development programs so that the strategic position can be achieved and retained. The
organisations within the industry focus on providing its employees with the traditional
training and development programs that are focused on the organisational development and
the process through which the profitability can be improved, rather than focusing on the
developing needs and requirements of the customers within the industry. ABR leadership
team effectively focuses on the analysing the industry requirements and accordingly develops
programs so that the employees can be trained on different aspects as required within the
industry.
The leadership and development practices adopted at ABR can be distinguished from
those adopted within the industry in terms of the program effectiveness and the

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implementation process, as the majority of the organisations within the industry are focused
on improving the strategic performance, however, the training and development programs at
ABR is focused on the sustainable development and to contribute towards the stakeholder's
wealth maximization. The management effectively develops a training program depending
upon the employee skills and capabilities, so that the employee be able to put its best efforts
while working within the organisation (ABR, 2018).
ABR holdings make effective use of emerging technologies and internet services to
improve its organisational effectiveness. The organisation has implemented an upgraded
HRIS system within the organisation so that the employees can be analysed and judged on
the real-time basis and accordingly the HR team can guide and train them on the basis of the
daily priorities and the organisation’s requirements so that the competitive position within the
industry can be retained. The system is effective in terms of the traditional practices adopted
within the industry as it focuses on the self-evaluation of the employee based on different
industry aspects (Ang, Keeping up with HR Tech, 2016).
The learning and development strategies found at ABR holdings are effective for the
development of the human resource and ensures that the managerial effectiveness in
managing the human resource and analysing their performance has been improved. ABR
learning program helps in enhancing the capabilities of an employee while working within
the industry.
Impact of HR technology on ABR performance
The human resource management system is designed in order to achieve effectiveness
within the process and to ensure that the employees are working as per the goals and
strategies established by the management and will effectively contribute towards the
achievement of the strategic objectives. The organisations are required to focus on
implementing effective HRIS systems so that they can develop a workforce that is talented
and competent so that the industry requirements can be fulfilled within the industry and
overall effectiveness can be achieved. The human resource management at ABR holding was
implemented in the early 2000s, and the management has effectively implemented upgraded
and effective HRIS system in 2016. The upgraded HRIS system is focused on utilising the
changing industry requirements and accordingly has been developed.
The HRIS implementation has resulted in improving the effectiveness of the
workforce within the organisation by effectively monitoring and providing the employees

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with training and development programs in order to meet the skills requirements and to
achieve the strategic goals and objectives. The HRIS resulted in the improved productivity of
the employees working and the effectiveness of the human resource manager to develop and
implement training programs within the organisation.
The HRIS resulted in creating a positive impact over the operational process as it
provided with the customised formatting options for the reports prepared within the
organisation for the analysis purpose, also the real-time data analysis helped the management
in analysing the performance of the employees based on their real-time performance and to
develop strategies through which any gap within the performance and industry requirements
can be fulfilled. The HRIS implemented within the organisation was focused on the
upcoming 10 years scenario within the industry (Ang, Keeping up with HR Tech, 2016).
The HRIS system also provided a positive impact on organisational effectiveness, as
the employees were able to evaluate their performance with respect to the requirements of the
organisation. The major impact that the management at ABR noticed was the decline in the
data entry error, as the system was effective enough that once the data has been entered it
remain stored and during analysis it can be extracted depending upon the requirements and
time which was spent on the cross-analysis of the data and the multiple checks were saved.
Conclusion
ABR is an organisation that has effectively established itself as a leading brand in the
F&B industry in major cities and has an effective and diverse workforce or employee base.
Therefore, it is required that the management focuses on the effective management of the
human resource within the organisation so that the strategic position can be retained
effectively within the industry. ABR having effective and trained managerial professionals
and leaders within the industry have focused on implementing an advanced human resource
management system, through which the effectiveness of the organisation can be ensured.
The HRIS system implemented at ABR is effectively based on the technology
requirements within the industry and ensure that the changes are effectively integrated within
the operational practices. The management focuses on the training and development of the
employees as per the requirements and after effective analysis of the industry requirements
and skill gap within the organisation. Such practices adopted by ABR has resulted in the
development of the workforce that is focused on organisational development and providing
the customers with effective and quality services.

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The learning activities at ABR can effectively be distinguished as it is focused on the
industry requirements and customer satisfaction rather than just focusing on the profitability
of the organisation. The main aim of the organisation is to maximize the stakeholder’s wealth
along with ensuring the profitability of the organisation. Therefore, it is required that the
organisations focus on their responsibilities within the industry along with focusing on the
changing industry requirements to achieve success.

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References
ABR. (2017). ABR Annual Report. Retrieved from ABR:
http://www.abr.com.sg/pdf/ABR_Annual_Report_2017.pdf
ABR. (2018). Refining Value. Retrieved from ABR:
http://www.abr.com.sg/pdf/ABR_Holdings_Limited_Annual_Report_2018.pdf
ABR. (2020). Corporate Profile. Retrieved from ABR: http://www.abr.com.sg/profile.html
Ang, J. (2016, March 29). Case study: How ABR Holdings overcame the perils of launching
a new HRIS. Retrieved from Human Resource:
https://www.humanresourcesonline.net/abr-holdings-increased-efficiency-hr-team/
Ang, J. (2016, March 28). Keeping up with HR Tech. Retrieved from Human Resource:
http://www2.humanresourcesonline.net/features/keeping-hr-tech/
Collin, K., Heijden , B. V., & Lewis, P. (2012). Continuing professional development.
International Journal of Training and Development, 155-163.
Ferraris, A., Erhardt, N., & Bresciani, S. (2017). Ambidextrous work in smart city project
alliances: unpacking the role of human resource management systems. The
International Journal of Human Resource Management, 680-701.
Foster, E. C. (2014). Human Resource Management. Software Engineering, 253-269.