Dogo Rangsang Research Journal UGC Care Group I Journal ISSN : 2347-7180 Vol-11 Issue-02 No. 01 February 2021 Page | 1 Copyright @ 2021 Authors ROLE OF HUMAN RESOURCE INFORMATION SYSTEM IN STATE BANK OF INDIA AT HYDERABAD Dr. Syed Mansoor Pasha, Assistant Professor, School of Business Management, Anurag Group of Institutions, Hyderabad,Telangana, India R. Priyanka,School of Business Management, Anurag Group of Institutions, Hyderabad,Telangana, Abstract The paper highlights the features the developing utilization of Human Asset Data Framework (HRIS) in financial area and its centrality. HRIS is an innovation empowered apparatus used to record furthermore, keep up the worker related information. At one side, where banks are grasping this arrangement of record-keeping and data supply, on the opposite side actually individuals have obstruction towards tolerating this cycle altruistically. The paper subsequently centers around every one of those reasons which controls them to become tech-accommodating and brought the job of Authoritative Advancement (OD) mediations to front. The use of OD mediations in a viable way subsequently helps in conquering this opposition and increment the acknowledgment of workers towards change. An arranged and coordinated change is key to progress and worker fulfillment. keywords: HRIS, Banks, Banking Establishments, Authoritative Advancement (OD), OD intercessions Introduction A HRIS is a systematic procedure used for collecting data, storing data, manipulating data, retrieving data and validating data of the employees needed by an organization for human resources personal activities and organizational unit characteristic. It must not be complex or the computerized HRIS it can be as the informal such as payroll records and time card of a small business and formal as the computerized human resource data base of some manufacturers, banks and government.HRIS helps the organization and banks to store employee data more accurately and efficiently. Earlier, companies and banks used to record data on paper. However, with the advancements in technology, many sectors have recently started implementing HRIS. Now, companies and banks are able to keep precise and up-to-date records of employees which help them for future growth in their companies and banks. HRIS is a computerized system used to collect the employee data, store the employee data and analyze records of organization’s Human resources consisting data related to employees, recruitment, facility, payroll, pharmacy, health management information system. HRIS in State Bank of India:-In recent times, the financial processes as well as non-financial processes of banks have undergone significant transformation which means changes. In those days the manual system which is adopted by the banks was the cause of procedural delays, outdated as well as inaccurate information, improper documentation, higher expense of storing files and their safety. In recent times,the transformation of HRIS is done financial as well as non-financial processes from manual to automatic computerized system.They are able to integrate different HR functions by using third generation of feature-rich, broad-based and self-contained HRIS. The last generation of HRIS in banks is much more than a mere repository of data and has hastened the emergence of Strategic HRM in banks of developing countries. Due to the Strategic HRM, banks mainly SBI HR professionals are encouraged to innovate their IT usage and become more effective. HR department in SBI is emerging as an information center, internal consultant, change agent, cost manager,business partner,facilitator, consultant, service provider.