.

PROJECT REPORT
ON
STUDY OF HUMAN RESOURCE
INFORMATION SYSTEMS
AT
HERITAGE FOODS PRIVATE LIMITED

BY

K.S.RUPA

HT NO:00208140

Project submitted in partial fulfilment for the award of the Degree of

MASTER OF BUSINESS ADMINISTRATION
by
Osmania University, Hyderabad -500007

OSMANIA UNIVERSITY COLLEGE FOR WOMEN

KOTI, HYDERABAD.
(2008-2010)
 DECLARATION

I hereby declare that this Project Report titled “study of

HUMAN RESOURCE INFORMATION SYSTEM”

submitted by me to the Department of Business Management,

O.U., Hyderabad, is a bonafide work undertaken by me and it is

not submitted to any other University or Institution for the

award of any degree diploma / certificate or published any time

before.

Name and Address of the Student Signature

 CERTIFICATION

This is to certify that the Project Report titled

“study of HUMAN RESOURCE INFORMATION

SYSTEM” submitted in partial fulfilment for the

award of MBA Programme of Department of

Business Management, O.U. Hyderabad, was

carried out by K.S.RUPA under my guidance. This

has not been submitted to any other University or

Institution for the award of any

degree/diploma/certificate.

Name and address of the Guide Signature of the Guide

 ABSTRACT

The human resource information system (HRIS) is an instrument, which enables

organizations to exert its influence on the quality and performance of the human
capital.The HRIS pratices that they adopt will have a vital influence in this area and
thereby on the results obtained by the firm. Thus, HRIS is regarded as a source of
sustainable competitive advantage for organizations and has become a key vehicle for
developing and improving organizational effectiveness.

For analysing HRIS’utility, preference, satisfaction and effectiveness are required in

the company, a questionnaire method and Simple statistical calculations like
percentages were used in interpreting the responses and results

The HRIS was fount to be unique, informative, user friendly and effective. The
modules encompassed are not optimally utilized. Frequently used features are
attendance calendar, pay slips, leave balance, announcements, leave application, form
formats, web mail, reimbursement and employee details.

The network speed can be increased; security levels can be further strengthened. The
employees should be rewarded appropriately for the application of knowledge
attained through modules and bettering their performance.
 ACKNOWLEDGEMENT
I would like to take this opportunity to express my heartfelt thanks to Mr. P. Ramesh,
Head of the Department of Business Management, Osmania University College for
Women, Koti, Hyderabad, for giving me this opportunity to do my project work in
“Study on Human Resource Information Systems” in the Esteemed organization.

I would like to gratefully acknowledge Mr. , Project Leader, who gave his valuable
guidance and insight into the subject under study.

I express my deep reverence and gratitude to Miss Suhasini, my project guide, for
constant encouragement, guidance great support, regular supervision and advise this
study has been carried out.
 Table of Contents
Chapter PAGE NUMBER

1 INTRODUCTION

2 REVIEW OF LITERATURE

3 COMPANY PROFILE

4 DATA ANALYSIS & INTERPRETATION

5 FINDINGS, SUGGESTION& CONCLUSION

6 BIBLIOGRAPHY

7 APPENDIX
 NEED FOR THE STUDY
The belief that the people working for a firm are one of its main assets and one of the
decisive factors in determining its results is one that leaves little room for argument.
There is no question regarding the fact that worker’s qualities, attitudes and behaviour
in the workplace go a long way to accounting for a company’s success or lack of it.
While this type of resource is one over which companies do not have complete
control, there do exist certain instruments to enable them to exert their influence on
the quality and performance of the human capital on which they rely. The human
resource information systems (HRIS) practices that they adopt will have a vital
influence in this area and therby on the results obtained by the firm. Driven by
signigicant internal and external forces, HRIS has evolved from largely a
maintenance function , to what many scholars and practitioners regard as a source of
sustainable competitive advantage for organizations. HRIS has become a key vehicle
for developing and improving organizational effectiveness.
In the information era, organizations are progressively incorporating Cyber
Technology into their processes, using different tools and solutions. And it is
transforming organizations and the ways that people work, interact and feel in
knowledge – based organizations. To cope with these new human resources
challenges, it is necessary to review and to transform organizational HRM practices.
Those in the world of human resources management are often accused of living in an
ivory tower, managing the human side of their organizations in ways that lack
relevance in the new information era. The impetus for the HRM change comes from
recognition of recent developments in the HRM profession and a realization that the
current practices do not reflect those changes, especially those changes related with
competitive technological strategies.
In the information society, HR/HRIS managers need to rethink how to deploy and
mobilize the more valuable corporate resource: the human capital. So, the general aim
of the study is to describe the current state of HRIS in the Cyber Technology era and
to know the effectiveness of e- HRM practices.
Typically, the better the Human Resource Information Systems (HRIS) provide
overall:
1) Management of all employee information.
2) Reporting and analysis of employee information
3) Companay-related documents such as employee handbooks, emergency
evacuation procedures and safety guidelines.
4) Benefits administration including enrolment, status changes and personal
information updating.
5) Complete integration with payroll and other company financial software and
accounting systems.
6) Applicant and resume management.
OBJECTIVES OF THE STUDY

 Make a study in prevailing HRIS.

 To identify Accuracy of Employee data.
 To list out the benefits that HRIS offers to the management and the associates
 To find out the satisfaction level of associates of HFIL regarding HRIS

SCOPE OF THE STUDY:

The present study has been conducted in HERITAGE FOODS INDIA

LIMITED situated at Hyderabad.

The sample size considered was 100 respondents from different departments in the
organization
A structured, closed ended questionnaire was administered to the respondents online
m

METHODOLOGY

Unit of study

Two instruments are used; the first one is the management schedule to
gather information from management on different angles of organization.

The second one intended to administer among the sample.

Research & Design

1. Research method: Survey

2. Data collection Method :

Primary source : Structured closed ended questionnaire

The online Interviews were conducted through a properly designed
questionnaire which constitutes the primary source of data for the study.

 Secondary source : Company brochures , records , magazines,

(REINFOREC),

journals , Internet.

 Research Instrument : Personal Interview with aid

 Sampling plan : Size 100

 Procedure : simple random sampling

LIMITATIONS OF HRIS

(a) Data c collection can be expensive in terms of finance and

manpower requirements.
 b) Questionnaire is used as the primary tool of the study, so views expressed by

respondents were confined to the elements of questionnaire.

c) Biased view of respondents may influence the validity of the information.

d) Heavy reliance is placed on the respondents’ information, which cannot be

verified.

e)The results from the survey cannot be generalized to all the employees, as

the sample size is very low.

REVIEW OF LITERATURE

HUMAN RESOURCES INFORMATION SYSTEM

A Human Resource Management System (HRMS, EHRMS), Human Resource
Information System(HRIS), HR Technology or also called HR modules, refers to the
systems and processes at the intersection between human resource management
(HRM) and information technology.
Definition
A system, which seeks to merge the activities, associated with human resource
management (HRM) and information technology (IT) into one common database
through the use of enterprise resource planning (ERP) software.
The goal of HRIS is to merge the different parts of human resources, including
payroll, labour productivity and benefit management into a less capital-intensive
system than the mainframes used to manage activities in the past. Also called Human
Resource Management Systems (HRMS).
The function of Human Resources departments is generally administrative and
common to all organizations. Organizations may have formalized selection,
evaluation and payroll processes. Efficient and effective management of “Human
Capital” has progressed to an increasingly imperative and complex process.
Evolution of HRIS
HRIS has very humble historical origins. Although there were some expectations,
prior to World War II HR professionals ( then referred to as personnel staff) performed
basic employee record keeping as a service function with limited interaction with core
business missions. Initial efforts to manage about personnel were frequently limited to
employee names and addresses and perhaps some employment history, often scribbled
on 3x5 note cards .Between 1945 and 1960 organizations became more aware of
human capital issues and began to develop formal processes for employees
development and selection.
The HR function consists of tracking existing employee data which traditionally
includes personal histories, skills, capabilities, accomplishments and salary. To reduce
the manual workload of these administrative activities , organizations began to
electronically automate many of these processes by introducing specialized Human
Resource Management Systems. Due HR executives rely on internal or external IT
professionals to develop and maintain an integrated HRMS. Before the “client –
server” architecture evolved in the late 1980s, many HR automation processes were
relegated to mainframe computers that could handle large amounts of data
transactions.
In consequences of the high capital investment necessary to purchase or program
proprietary software, these internally developed HRMS were limited to organizations
that possessed a large amount of capital. The advent of client – server, Application
Service Provider, and Software as a Service or Saas Human Resource Management
Systems enabled take increasingly higher administrative control of such systems.
Currently Human Resource Management Systems encompass:
1. Payrolls
2. Work Time
3. Benefits Administration
4. HR Management Information System
5. Recruiting
6. Training/Learning Management Systems LMS
7. Performance Record.

The Payroll module automates the pay process by gathering data on employee time
and attendance, calculating various deductions and taxes, and generating periodic pay
cheques and employee tax reports. Data is generally fed from the human resources
and time keeping modules to calculate automatic deposit and manual cheque writing
capabilities. This module can encompass all employee – related transactions as well as
integrate with existing financial management systems.
The Work Time gathers standardized time and work related efforts. The most
advanced modules provide broad flexibility in data collection methods, labour
distribution capabilities and data analysis features. Cost analysis and efficiency
metrics are the primary functions.
The Benefits Administration module provides a system for organizations to administer
and track employee participation in benefits programs. These typically encompass,
insurance, compensation, profit sharing and retirement.
The HR management module is a component covering many other HR aspects from
application to retirement. The system records basic demographic and address data,
selection, training and development, capabilities and skills management,
compensation planning records and other related activities. Leading edge systems
provide the ability to “read” applications and enter relevant data to application
database fields, notify employers and provide position management and position
control.
Human resource management function involves the recruitment, placement,
evaluation, compensation and development of the employees of an organization.
Initially, businesses used computer based information system to:
 Produce pay checks and payroll reports.
 Maintain personnel records;
 Pursue Talent Management.
Online Recruiting has become one of the primary methods employed by HR
departments to garner potential candidates for available positions within an
organization. Talent Management systems typically encompass:
 Analysing personnel usage within an organizations;
 Identifying potential applicants;
 Recruiting through company- facing listings’
 Recruiting through online recruiting sites or publications that market to both
recruiters and applicants;
The Training Module provides a system for organizations to administer and track
employee training and development efforts. The system, normally called a Learning
Management System if a stand alone product, allows HR to track education,
qualifications and skills of the employees, as well as outlining what training courses,
books, CDs , web based learning or materials are available to develop which skills.
Sophisticated LMS allow managers to approve training, budgets and calendars
alongside performance management and appraisal metrics.
Many organizations have gone beyond the traditional functions and developed human
resource management information systems, which support recruitment, selection,
hirirng, job placement, performance appraisals, employee benefit analysis, health,
safety and security, while others integrate an outsourced Applicant Tracking System
that encompasses a subset of the above. Examples of popular HRMS are PeopleSoft
HRMS, SAP-HR, Oracle HRMS, HRA..
An effective HRIS provides information on just about anything the company needs to
track and analyze about employees, former employees and applicants. Your company
will need to select a Human Resources Information System and customize it to meet
your needs.
With an appropriate HRIS, Human Resources staff enables employees to do their own
benefits updates and address changes, thus freeing HR Staff for more strategic
functions. Additionally, data necessary for employee management, knowledge
development, career growth and development and equal treatment is facilitated.
Finally, managers can access the information they need to legally, ethically, and
effectively support the success of their reporting employees.
Susan M. Heathfield has stated that An effective HRIS provides information on just
about anything the company needs to track and analyze about employees, former
employees and applicants. Your company will need to select a Human Resources
Information System and customize it to meet your needs.
With an appropriate HRIS, Human Resources staff enables employees to do their own
benefits updates and address changes, thus freeing HR staff for more strategic
functions. Additionally, dat necessary for employee management, knowledge
development, carrer growth and development, and equal treatment is facilitated.
Finally, managers can access the information they need to legally, ethically and
effectively support the success of their reporting employees.

The HRIS that most effectively serves companies tracks:

 Attendance use,
 Pay raises and history,
 Pay grades and positions held,
 Performance development plans,
 Training received,
 Disciplinary action received,
 Personal employee information and occasionally.
 Management and key employee succession plans,
 High potential employee identification and
 Applicant tracking, interviewing and selection.
The mission of the Department of Human Resource Information Systems (HRIS) is to
develop and lead information system plans that meet Human Resources automation,
data, records and information management requirements. The department’s primary
focus is on establishing integrated systems for the administration and deployment of
strategic Human Resource information, programs, and services.

OBJECTIVES OF HUMAN RESOURCE INFORMATION SYSTEM IN AN

ORGANIZATION
Human Resource Information Technology
A major objective of HRIS is to increase Human Resource Management’s capacity to
leverage and assimilate new and emerging technologies; streamline workflow;
maximize accuracy, reliability , and validity of workforce data ; and ease deployment
and collection of data and information.
Records and Information Management
Another major objective of the Department of HRIS is to develop electronic historical
employee records for the University. HRIS maintains the Official Personnel File
(OPF), which is the primary repository for the University’s workforce. The
department’s continuous effort is on enhancing the integrity and relevance of Human
Resource information and working toward the implementation of a paperless work
environment.
Web Administration
One great way for an organization to communicate to its employees is through the
internet the or intranet. To this end HRIS establishes and maintains an HR website
that supports the collection and deployment of HR information and promotes HR
professional and technical services.
Customer Service

HRIS constantly strives for excellence in customer service. The department’s activites
center on a multitude of task to include the following:
 HR and Management Reporting
 Human Resource website. e.g. http://www.hr.howard.edu/
 Leave Accrual Rate Reconciliation ( Service Computations)
 Request for employee data and information
 Request for Official Personnel Records
 System Security Access Control

Nature of HRIS

 Authorization to release information

 Data and information requests
 Employee verifications
 Staff Directory

Responsibilities

 Data Integrity and Reliability

 Records Management
 Reporting and compliance

Use of Software in HRIS

Most companies have introduced HR software to design, organize and streamline an

organization’s human resources. While choosing a new HR software application, it is
necessary to evaluate a company’s needs and processes and determine if the function
of the software are relevant to it. Therefore, a list is to be made that is referred to as
the requirements list, which would contain all the desired functions of the new
software system. HR software facilitates various functions of the human resource
department that deal with employee benefits, vacations, compensation, employee
information and performance. Infact, HR software can be customized to simplify the
daily tasks involved in the HR department of an organization. It is generally web-
based , user – friendly, and facilities easy comprehension by HR personnel. A quality
HR software system will seamlessly link staff to payroll, benefit providers, and other
departments of the organizations. As a result, it becomes an indispensable tool for the
HR department.

Major Benefits of using HR Software

 Some of the major benefits of HR software are automatic processing of human

resource functions, tracking and monitoring of human resource data, creation
of templates, forms and customary reports.
 It also enables streamlining of essential data such as employee benefits and
performance analysis, which in turn reduces the management cost
considerably.
  HR software also enables users to view and compare benefits as well as make
enrolment changes. It facilitates them to update personnel information, view
current and previous payroll information, and generate real – time benefit
statements at the touch of a button. There are a variety of HR software
packages available these days.

Human resource manager needs considerable information and data

relating to areas of HRM . HR information system provides information

necessary for planning , controlling , decision-making , and preparing

reports.

The computers have simplified the task of analyzing vast amounts of

HR data . This task is from payroll processing to record retention.

The human resource information system manager must clearly understands the

record-keeping and reporting requirements before designing the system. Though

the requirements of each employer vary, some common reports can be

prepared. They are

(1) Personal Profile : Name , sex, Community , age , marital status, address,

phone number, service dates.

(2) Career profile : Performance appraisal , job title changes, job

classification , salary changes , promotions, transfers, career paths.

(3) Skill profile : Education , training , certificates, licenses , degree, skill,

hobbies , requested training , interests.

(4) Benefits Profile : insurance coverage , disability , provisions , pension, profit

sharing , vacation , holidays , sick leave .

Essential Features Of an Information System

An information system combines related operations and procedures to

perform the task in major organization and management activity . The

efficiency and success of the system depend on careful planning ,
organization , and control of the supporting staff.

The objectives of information system include :

(1) decision making by supplying the best possible current information

to
management.

(2) Elimination duplication of work .

(3) Saving time by using more efficient methods.

(4) Establishing uniform procedures.

(5) Identifying responsibility for work and performance.

(6) Improving service , including providing necessary training for all

employees within the system .

(7) Promoting acceptance both of the system and possible change.

To achieve this objectives , a system must be flexible enough to

allow revisions and for interactions with additional subsystems.

Management has been defined in many ways but for our purpose we

define it as the process of planning , organizing , controlling of the

physical and human resource in order to achieve the objectives of the

company . Managers plan by setting objectives and goals and selecting the

best course of action to achieve the plan . The task , necessary for

operational plans are organized and set up into homogeneous groups .

Setting performance standards and avoiding deviations from standards

will control the performance of work .

As the decision-making is such a fundamental prerequisites to each

of the foregoing processes, the job of an MIS becomes that of
facilitating decisions necessary for planning , organizing , and controlling
the work and functions of the business.

NECESSARY CAPABILITIES OF HRIS

Any HRIS has three major functional components - inputs , data maintenance
and outputs .
These are explained in the following paragraphs ,

Input Function

 The input function provides the capabilities needed to get the

human resource information into HRIS .
 some of the first things that must be establishes are the procedures
and processes required to gather the necessary data .
 In other words when and how the will data be collected . After
collection data must be entered into the system after codification .
Once the data has been fed.
 it must be validates to ensure that it is correct validation tables
may be used to determine
 if data is acceptable . The system should have the capability to
easily updating and changing the validation table.

Data Maintenance Function

 The data maintenance function is responsible for the actual

updating of the data stored in the storage devices .
 As changes occur in human resource information , they should be
incorporated into the system .
 As new data is brought into the system , it is often desirable to
maintain the old data for posterity .

Output Function

 The output function of HRIS is the most familiar one because the
majority of HRIS users are not involved with collecting , editing /
validating and updating data , but they are concerned with the
information and reports produced by the system.
 Most human reports consist of selecting a segment of the local
population for further evaluation , performing some type of
 calculations , using the population and providing a report containing
specific information regarding selected population .
 The demands of the output functions are the major factors
influence particular type of software to be used.
COMPANY PROFILE

Heritage at a Glance:

The Heritage Group, founded in 1992 by Sri Nara Chandra Babu

Naidu, is one of the fastest growing Private Sector Enterprises in India, with three-
business divisions viz., Dairy, Retail and Agri under its flagship Company Heritage
Foods (India) Limited (HFIL), one infrastructure subsidiary - Heritage Infra
Developers Limited and other associate Companies viz., Heritage Finlease Limited,
Heritage International Limited and Heritage Agro Merine Private Limited. The annual
turnover of Heritage Foods crossed Rs.347 crores in 2006-07 and is aiming for Rs.700
crores during 2007-08.

Presently Heritage’s milk products have market presence in Andhra

Pradesh, Karnataka, Kerala, Tamil Nadu and Maharastra and its retail stores across
Bangalore, Chennai and Hyderabad. Integrated agri operations are in Chittoor and
Medak Districts and these are backbone to retail operations.

In the year 1994, HFIL went to Public Issue to raise resources, which
was oversubscribed 54 times and its shares are listed under B1 Category on BSE
(Stock Code: 519552) and NSE (Stock Code: HERITGFOOD)

About the founder:

Sri Chandra Babu Naidu is one of the greatest Dynamic, Pragmatic,

Progressive and Visionary Leaders of the 21st Century. With an objective of bringing
prosperity in to the rural families through co-operative efforts, he along with his
relatives, friends and associates promoted Heritage Foods in the year 1992 taking
opportunity from the Industrial Policy, 1991 of the Government of India and he has
been successful in his endeavour.
 At present, Heritage has market presence in all the states of South
India. More than three thousand villages and five lakh farmers are being benefited in
these states. On the other side, Heritage is serving more than 6 lakh customers needs,
employing more than 700 employees and generating indirectly employment
opportunity to more than 5000 people. Beginning with a humble annual turnover of
just Rs.4.38 crores in 1993-94, the sales turnover has reached close to Rs.300 crores
during the financial year 2005-2006.

Forward looking statements:

“We have grown, and intended to grow, focusing on harnessing our

willingness to experiment and innovate our ability to transform our drive towards
excellence in quality, our people first attitude and our strategic direction.

Mission:

Bringing prosperity into rural families of India through co-operative

efforts and providing customers with hygienic, affordable and convenient supply of "
Fresh and Healthy " food products.

Vision:

To be a progressive billion dollar organization with a pan India foot

print by 2012.To achieve this by delighting customers with "Fresh and Healthy" food
products, those are a benchmark for quality in the industry.

We are committed to enhanced prosperity and the empowerment of the

farming community through our unique "Relationship Farming" Model.

To be a preferred employer by nurturing entrepreneurship, managing

career aspirations and providing innovative avenues for enhanced employee
prosperity.

Heritage Slogan:
 When you are healthy, we are healthy

When you are happy, we are happy

We live for your "HEALTH & HAPPINESS"

Quality policy of HFIL:

We are committed to achieve customer satisfaction through hygienically

processed and packed Milk and Milk Products. We strive to continually improve the
quality of our products and services through upgradation of technologies and systems.

Heritage's soul has always been imbibed with an unwritten perpetual

commitment to itself, to always produce and provide quality products with continuous
efforts to improve the process and environment.

Adhering to its moral commitment and its continuous drive to achieve

excellence in quality of Milk, Milk products & Systems, Heritage has always been
laying emphasis on not only reviewing & re-defining quality standards, but also in
implementing them successfully. All activities of Processing, Quality control,
Purchase, Stores, Marketing and Training have been documented with detailed quality
plans in each of the departments.

Today Heritage feels that the ISO certificate is not only an epitome of
achieved targets, but also a scale to identify & reckon, what is yet to be achieved on a
continuous basis. Though, it is a beginning, Heritage has initiated the process of
standardizing and adopting similar quality systems at most of its other plants.

Commitments:

Milk Producers:

Change in life styles of rural families in terms of:

 Regular high income through co-operative efforts.

 Women participation in income generation .
  Saved from price exploitation by un-organized sector .

 Remunerative prices for milk .

 Increase of milk productivity through input and extension activities

 Shift from risky agriculture to dairy farming

 Heritage

 Financial support for purchase of cattle; insuring cattle

 Establishment of Cattle Health Care Centers

 Supplying high quality Cattle feed

 Organizing "Rythu Sadasu" and Video programmes for educating the farmers
in dairy farming

Customers:

 Timely Supply of Quality & Healthy Products

 Supply high quality milk and milk products at affordable prices

 Focused on Nutritional Foods

 More than 4 lakh happy customers

 High customer satisfaction

 24 hours help lines ( <10 complaints a day)

Employees:

 Enhancing the Technical and Managerial skills of Employees through

continuous training and development
 Best appraisal systems to motivate employees
  Incentive, bonus and reward systems to encourage employees

 Heritage forges ahead with a motto "add value to everything you do"

Shareholders:

Returns:

Consistent Dividend Payment since Public Issue (January 1995)

Service:

 Highest impotence to investor service; no notice from any regulatory authority

since 2001 in respect of investor service
 Very transparent disclosures

Suppliers:

Doehlar: technical collaboration in Milk drinks, yogurts drinks and fruit

flavoured drinks Alfa-Laval: supplier of high-end machinery and technical support
Focusing on Tetra pack association for products package.

Society:

 Potential Employment Generation

more than 3500 employees are working with heritage

more than 9500 procurement agents got self employment in rural areas

more than 5000 sales agents associated with the company

 Employment for the youth by providing financial and animal husbandry

support for establishing MINI DAIRIES
 Producing highly health conscious products for the society
Qualities of management principles:

1. Customer focus to understand and meet the changing needs and

expectations of customers.
2. People involvement to promote team work and tap the potential of
people.

3. Leadership to set constancy of purpose and promote quality culture

trough out the organization.

4. Process approach to assess the efficiency and effectiveness of each

process.

5. Systems approach to understand the sequence and interaction of

process.

6. Factual approach to decision making to ensure its accuracy.

7. Continual improvement processes for improved business results.

8. Development of suppliers to get right product and services in right time

at right place.

Product/Market wise performance:

The total turnover is Rs 341 Crores during the financial year 2006-07
against the turnover of 292.02 Crores in 2005-06. Today Heritage distributes quality
milk & milk products in the states of A.P, Karnataka, Kerala & Tamil nadu.

During the year 2006-07 liquid milk sales was Rs.28329.79 lakhs
against Rs.24525.23 lakhs in the previous year. The sales of miik products including
bulk sales of cream, ghee and butter were recorded Rs 5781.59 lakhs against Rs
4677.21 lakhs.

Milk sales:
 23% growth was recorded in AP 2.38 lakhs litres per day(LLPD) in 2006-07
against 1.93 LLPD in 2005-06. 13% growth was recorded in Tamilnadu-1.53 LLPD in
2006-07 against 1.35 LLPD in 2005-06. Over all growth of 6% was recorded- 5.49
LLPD in 2006-07 against 5.16 LLPD. Flavoured milk sales recorded a growth rate of
77% over 2005-06. Butter milk sales have gone up by 45% over 2005-06.

Outlook:

Considering the growth potential in the liquid milk market, the

company has drawn plans to increase its market share in the existing markets and to
enter into new markets there by doubling revenues in dairy business in the next 3
years. To achieve this object, company is undertaking major expansion in dairy
business by inverting over Rs20 crores during 2006-07 and over Rs10 crores during
the current year to strengthen the milk procurement.

BRANCHES OF HFIL:

HFIL has 3 wings. They are

1. Dairy
2. Retail

3. Agribusiness

1. Dairy:

It is the major wing among all. The dairy products manufactured by HFIL are

Milk, curd, butter, ghee, flavoured milk, paneer, doodhpeda, ice cream.

2. Retail:

In the retail sector HFIL has outlets namely “Fresh@”. In those stores the
products sold are vegetables, milk& milk products, grocery, pulses, fruits etc.

In Hyderabad 19 retail shops are there. In Bangalore& Chennai, 3&4

respectively are there. Totally there are 26 retail shops are there.
 Fresh@ is a unique chain of retail stores, designed to meet the needs of
the modern Indian consumer. The store rediscovers the taste of nature every day
making grocery shopping a never before experience.

The unique& distinctive feature of Fresh@ is that it offers the widest

range of fresh fruits and vegetables which are directly hand picked from the farms.
Freshness lies in their merchandise and the customers are always welcomed with fresh
fruits and vegetables no matter what what time they walk in.

3. Agri Business:

In this business HFIL employees will go to farmers and have a deal

with them. Those farmers will sell their goods like vegetables, pulses to HFIL only.
And HFIL will transport the goods to retail outlets.

The agricultural professors will examine which area is suitable to

import vegetables from and also examine the vegetables, pulses and fruits in the lab.
And finally they report to the Head-Agribusiness. Representatives as per the
instructions given by the agri professors will approach the farmers directly and make a
deal with them. It is the process of registering the farmer
 A STUDY ON HRIS - QUESTIONNAIRE
Dear Madam / Sir,

I, K.S.RUPA, Student of MBA, final year of OSMANIA UNIVERSITY COLLEGE

FOR WOMEN, as part of my project work for the award of Master Degree in
Business Management, I request you kindly to give your opinion for the following.

NAME:

DESIGNATION:

DEPARTMENT:

1.Do you feel the need for HRIS in your company

a) Yes

b) No

2. Does the recognition through HFIL of webmail motivate you?

a) To a greater extent b) To a lesser extent

c) No

3 Do you go through the announcements and list of birthdays of the employees, on the
home page?

a) yes b) no

4) Are you aware of all the 4 modules being used in your organisation?

a) Yes b) no

Rank them in the order of the usage.

1 Attendance calendar 2 knowledge centre

3.Performance Management System 4. Training.

5)How often do you use HFIL other than for attendance?

a)Once a week or more often b) 1-2 times every 3 months

c)1-3 times per month d) never

6)Does the recognition through HFIL of web mail motivate you?

a)To a greater extent b) To a lesser extent

c)NO.

7)Do you know that HFIL has been launched recently for registering your suggestions
and did you utilize it ?

a) Frequently b)Seldom c)never used d) not aware of it

8)Performance management is done better

a) Manually b) using information technology c) using both

9) Is the module “knowledge centre” helpful?

a) always b) most of the time c) some time d)Seldom e) never

10) Did you learn any thing is using the training module of HFIL?

a)Yes b) No

11) Are you satisfied with the way of HFIL is formatted /customisation is required?

a) Highly satisfied b) moderately satisfied c)not satisfied

12)HFIL is user friendly?

a) Strongly agree b)Neither agree nor disagree c) agreed d)Disagree

e)Strongly disagree

13) Is the desired complete information available on the HRIS.?

a) Yes b)No
14) Are you aware of the links and sub-links that you should look for , to get the
desired information?

a)Fully aware b) partially aware c) Not aware.

15) Your personal details are secure in HFIL?

a) Yes b)No c) Can’t say

16)Information is always updated and hence you can always depend on the
information provided.

a) Strongly agree b) Agree c) Neither agree not disagree d) Disagree

17)Resolution of issues and queries using HRIS is timely?

a) Strongly agree b) agree c)Neither agree nor disagree d) Disagree

18) When used by multiple users do you experience any problem

a)Yes b)No c) Can’t say

19)Is your HRIS is Effective?

a)Highly Effective b)Less Effective c)Satisfactory d) Not Effective

 CONCLUSION
For analysing HRIS’utility, preference, satisfaction and effectiveness are required in
the company, a questionnaire method and Simple statistical calculations like
percentages were used in interpreting the responses and results

The HRIS was fount to be unique, informative, user friendly and effective. The
modules encompassed are not optimally utilized. Frequently used features are
attendance calendar, pay slips, leave balance, announcements, leave application, form
formats, web mail, reimbursement and employee details.

The network speed can be increased; security levels can be further strengthened. The
employees should be rewarded appropriately for the application of knowledge
attained through modules and bettering their performance.
CONCLUSION:
BIBILOGRAPHY
WEBSITES

www.google.com

BOOKS
HUMAN RESOURCES MANAGEMENT

__ Pattnayak Biswajeet

ESSENTIALS OF HRM

__ Subba Rao

HUMAN RESOURCES MANAGEMENT

___ Gary Dessler