HUMAN RESOURCE INFORMATION SYSTEM OF

P2P FAMILY, MEHEDIBAG, CHATTOGRAM

Report submitted in fulfilment of the requirements for the degree of

Bachelor of Business Administration with a major in HRM

MOHAMMAD YASIN CHOWDHURY

MATRIC NO.: B151041
PROGRAMME: BBA

DEPARTMENT OF BUSINESS ADMINISTRATION

INTERNATIONAL ISLAMIC UNIVERSITY CHITTAGONG
SPRING 2018

1
 HUMAN RESOURCE INFORMATION SYSTEM OF
P2P FAMILY, MEHEDIBAG, CHATTOGRAM

MOHAMMAD YASIN CHOWDHURY

MATRIC NO.: B151041
PROGRAMME: BBA

Internship Duration: Nov 01, 2018– January 31, 2019

Date of Submission: 16 Feb, 2019

SUPERVISOR
DR. MOHAMMAD AKTARUZZAMAN KHAN
ASSOCIATE PROFESSOR

DEPARTMENT OF BUSINESS ADMINISTRATION

INTERNATIONAL ISLAMIC UNIVERSITY CHITTAGONG
SPRING 2018
2
 LETTER OF TRANSMITTAL

16 February, 2019
The Chairman
Department of Business Administration
International Islamic University Chittagong (IIUC)

Subject: Internship Report

Dear Sir,
Assalamu A’laikum Wbt. Wrt.
With due respect and humble submission beg to approach state that I have completed
my internship report on “Human Resource Information System of P2P Family,
Mehedibag, Chittagong.” I have tried my level best to gain experienced and to reflect
the same in the report with my limited scope of knowledge. I have gathered realistic
awareness throughout the preparation of this internship report. I hope that I have been
able to fulfill my academic requirement.

I sincerely pray and hope that you would be kind enough to accept my internship
report if there is any deviation.

Thank you very much for your kind acceptance and heartiest cooperation.

Sincerely yours,

(Mohammad Yasin Chowdhury)

Matric No.: B151041
Major: HRM
Program: BBA
Department of Business Administration
International Islamic University Chittagong

3
 PREFACE

International Islamic University Chittagong (IIUC) is well-reputed institution, which

aims at producing the learners with perfect knowledge, discipline and with moral values
since its establishment year 1995 under the private university Act-1992. Its purpose is to
educate capable young men and women with the board objective of introducing a seat of
higher learning and dissemination of knowledge on an international standard and is also
to develop in them a high level of interdisciplinary and professional knowledge, which
they can put to practical use.

The university has included a compulsory comprehensive internship course in BBA

program to widen the academic knowledge and to bring the student additional to
institution education.

This report is based on the industrial internship program carried out by me at P2P family.
The objectives of the program were to gather practical experience about the working of
the organization and to know how to communicate the corporate and dealer and find out
the comparative marketing strategy. During my study period, I have discussed and
consulted with the related and responsible officials and dealer and collected relevant
information on the questionnaire method based. Thus I have been able to prepare this
internship report in this form.

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 ACKNOWLEDGEMENT

It is indeed a great pleasure and honor on my part to have the opportunity to submit this
report after three months of practical orientation in P2P family. I would like to offer my
heartiest gratitude to Allah (SWA) for which this report would have not been possible to
prepare and submit in time.

At the very outset, I am grateful to my supervisor Assoc. Prof. Dr. Mohammad

Aktaruzzaman Khan for his generous guidance, never-ending support until I finished
this report. My special thanks goes to Mohammad Jonaed Kabir, Associate Professor
and convener of BBA internship programme. And Mr. MD Mahi Uddin, Associate
Professor for his sincere advice and guidance in presenting this internship report.

I would also like to thank Dr. MD Masrurul Mowla, Associate Professor & Chairman
of DBA. It is a great pleasure to express my heartiest gratitude to all teachers of the DBA
for their valuable suggestion and kind co-operation extended to me during the period of
internship.

I would like to express my heart-felt gratitude to Mr. Noman ben Zahiruddin (HR-
Consultant) and Mr. Shupratim Rakshit (Executive-HR) and all other members of
P2P family for their ample support rendered during my internship program to me.

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 EXECUTIVE SUMMARY

This report covers the information necessary to understand the system development
process for HRIS. This report shows how it works and how HR division operate it.
The types of information about users of the HRIS, the storing of HRIS data into
categories of human capital, and the main concepts of hardware and database security
are covered. It shows HRIS is an umbrella of whole business unit and it operate
smoothly.
The objectives of the study are to provide an overview on HRIS of P2P family. To
understand evaluate the process and the service provided by HRIS.
During the internship the necessary data has been collected from both primary and
secondary sources. Primary sources are like face-to-face conversation with employees
and file provided by the concern officers. Secondary sources are annual report,
company’s official website and other journals related to the topic.
This report contains five chapters. In chapter-1, introduction of the report is
mentioned. In chapter-2, there is a brief overview of company. In chapter-3, discuss
the theoretical Overview of HRIS. Objectives, functions, benefits and limitations are
briefly discussed. Chapter-4 contains the HRIS operations of P2P family. This chapter
evaluated the usage of HRIS software and its functions. In chapter-5, there are some
suggestion based on some problems which I faced on during internship period. such as
their HRIS software is not properly developed yet. To overcome the problem, they
should update their software properly.
I sincerely hope that report will be a useful guide to the company, its employees and to
the clients. This report will be a useful tool to HR department and the students who
wants to learn and work with HRIS.

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 TABLE OF CONTENTS

Chapter Description Page No.

1.1 Introduction 2
1.2 Objectives of Study 3
1.3 Scope of Study 3
Chapter 1
1.4 Methodology 3
1.4.1 Primary Data 4
Introduction 1.4.2 Secondary Data 4
1.5 Limitation of study 4
2.1 About P2P 6
2.2 Mission 7
2.3 Vision 7
2.4 Concern of P2P 7
2.4.1 P2P 360 7
Chapter 2 2.4.2 Engineering & 7
Construction LTD.
Organization Profile 2.4.3 Experience Center 8
2.4.4 Furniture 8
2.4.5 Life Style 8
2.4.6 Communication & 9
Eventez
2.5 Products of P2P 9
2.6 Clients of P2P 10
2.7 Organogram of P2P 11
2.8 Organizational Structure 12
2.9 Organogram of HR 13
Department
CHAPTER 3 3.1 What is HRIS? 15
3.2 Objectives of HRIS 15
3.3 Functions of HRIS 15
HRIS: A Theoretical
3.4 Benefits of HRIS 16
Overview 3.5 Limitations of HRIS 17
4.1. Starting journey to corporate 19
world
4.2. Analysis according to the 19
usage of software (HRIS) in P2P
family
CHAPTER 4 4.2.1 Employee Profile 20
4.2.2 Attendance Management 22
HRIS of 4.2.3 Leave Management 22
P2P family 4.2.3.1 Casual 22
4.2.3.2 Sick 23
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 4.2.3.3 Maternity 23
4.2.3.4 Process of Granting
Leave 25
4.2.4 Recruitment & Selection 25
4.2.5 Training & Development 26
Chapter 5 5.1 Findings 28

5.2 Recommendations 29
Findings,
Recommendations 5.3 Conclusion 30
&
Conclusion

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9
 Chapter 1
Introduction

1
1.1 Introduction
Successful implementation is the central goal of HRIS project, and it begins with
a comprehensive design for the system. There are a number of solutions offered to
company that adopts a HRIS. Some of this includes solution in training, payroll,
HR, compliance and recruiting. The majority of quality HRIS systems include
flexible design that feature data bases which are integrated with a wide range of
feature available. This will also include the ability to create repots and analyze
information quickly and accurately, in order to make the workforce easier to
manage. In third chapter I discussed about the HRIS and its objectives, functions,
benefits and limitations. In next chapter I elaborated HRIS practices in P2P family
such as employee profile, attendance management and leave transaction. I tried to
integrate my theoretical knowledge of HRIS and combine it with practical
example as observed during my internship. I have tried to cover all the major
functions of HRIS and convey my understanding of the different functions of
HRIS through this study. I also have tried to provide some recommendations
based on my findings which I encountered during this internship.

2
1.2 Objectives of the Study
Main objectives:
The main objectives are to discuss the HRIS of HR Division & its operation.

Specific Objective:

 To explain the HRIS of P2P family.

 To review the current technologies used in HR division.
 To evaluate the application of HRIS.

1.2 Scope of the Study

The internship report is the precondition of BBA program. The program is
designed with an excellent contribution of both theoretical and practical aspect.
After completion of the theoretical course a student require to work for gathering
practical knowledge.
This report has been prepared through extensive discussion with company
employees. Prospectus provided by the P2P family also helped in preparing the
report. At the time of preparing the report, I had a great opportunity to have an in
depth knowledge of all the investment activities practiced by the P2P family.

1.3 Methodology
This report is based on the primary & secondary data. This report also bears the
practical knowledge I worked at the particular division during the internship
period. So the methodology is the mixing of primary and secondary data with
practical knowledge.

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1.3.1 Primary Data
The primary data sources were observation of working procedure while working
in HRIS/HRMS/ HR division, P2P family, face to face interaction with the P2P
family resource personnel, practical experience in the different desk of the
department.

1.3.2 Secondary Data

Majority of the data will be collected from Annual Report Information discussion
mainly with my supervisor, printed materials like annual report, brochures, books
and articles on the related factors.

1.4 Limitations of Study

• Data from different sources were quite inconsistent which created some
problems in making the report.
• Data availability could be another big issue here because company might
not want to disclose all the confidential information.
• In many case up to date information is not published.
• It was very difficult to collect the information from various personnel for
the job constraint.
• Learning all the HRIS functions about within just three months was really
tough.

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 CHAPTER 2

ORGANIZATION
PROFILE

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2.1 About P2P family

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Since first opening P2P DOORS in 2015, P2P has earned a reputation for
integrity, quality, service and attention to detail. P2P proud that much of their
business continues to come from repeat customers and client referrals. Regardless
of the size or nature of each construction project, P2P is committed to generating
person-alized, innovative, quality-driven solutions that reflect customer
expectations and deliver superior outcomes. Committed to become the preferred
home builder while pursuing excellence through dedication, experience and
disciplined employees with an endless passion to deliver, quality, timely &
profitable projects.

P2P’s business concept is one of its kinds in Bangladesh. The idea of hassle-free
one-stop construction, interior solutions with the materials support has won the
heart & mind of people. P2P consistently focuses on client satisfaction ensuring
the requirements are fulfilled beyond their expectation. The latest building
technology and design concepts are practiced to attain the best quality work to be
delivered on time and within the budget. Clients are guided from concept design
to project completion phase knowing their investment is worth and in the safe
hands.

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At P2P they always believe business will not succeed without the support from
the delighted clients.

2.2 Vision
Start Success sustain ahead as Tasted & Trusted icon of industry round the globe.

2.3 Mission
Start with authentic planning to serve explicit Need Want & Demand of People/Nation.
Success through Time & Cost saving processing ensuring Commitment, Quality &
Transparency. Sustain for next generation growth though creating bridge of relationship.

2.4 Concerns of P2P family

2.4.1P2P 360 (Interior & Exterior Design)

P2P ensure hassle free one stop architectural design interior,

construction solution with the building materials support which
has won the heart and mind of people. The latest building technology and design
concepts are practiced to attain the best quality work to be delivered on time and within
budget.

2.4.2 Engineering & Construction Ltd.

P2P build complete structure of customer’s home or commercial

establishment will be shaped by utilizing sophisticated
construction technology by P2P team. For this expert engineering

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construction team, architect will have a great team work turn customer’s dream into a
consumer reality.

2.4.3 P2P Experience Center

P2P present our country’s largest experience center and it is

designed in such way that meet customer’s every building
materials need under one roof where P2P has a wide range of
products within customers budget.

2.4.4 P2P Furniture

P2P established a state of art factory where furniture experts, designers, architect
and carpenter march together to give customers the best furniture that will meet as
well as
customers taste within reach.

2.4.5 P2P Life Style

P2P Lifestyle is committed to being Elegance in every way

starting from raw materials to the ready products. P2P believe to bring the Quality
Products with The playing between fabrics & designs. In these Fashion World,
P2P would like to provide the Best Outfit by designing their own using some local

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& also imported Fabrics. P2P lifestyle creates its own design assure with Quality
& Comforts.

2.4.6 P2P Communication & Eventz

In recognized as one of the fastest growing and experienced

advertisement agency. Brand activation & Event Management
enterprise in Bangladesh. P2P offering One stop solution for all
online & offline advertisement & Marketing need of its customer
& prospects.

2.5 Products of P2P

1. Lighting & Electrical solution

2. Sanitary& Hardware
3. Curtains
4. Aluminum profile, Ceiling and Glassworks
5. Show peace
6. Tails, Marble & Granite
7. Paint Solution
8. Kitchen Cabinet
9. Curtain solution
10. Home Decor
11. Automation & Power solution
12. Wallpaper & well panel
13. Furniture
a. Home Furniture
b. Office Furniture
c. Hospitality Furniture

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d. Customize Furniture

2.6 Clients of P2P Family

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2.7 Organogram of P2P

12
 Managing
Director

CEO

Head of
Department

Manager

Assistant
Manager

Junior
Excutive Officer
Officer

2.8 Organizational Structure

Organization hierarchy and Designation are in ascending order

13
 Chairman
Vice Chairman
Managing Director
Director
Top Management
CEO
COO
Executive Directors
Head of Department
Manager
Mid-Level Management
Assistance Manager
Executive
Junior Level Management
Officer
Junior Officer

14
2.9 Organogram of HR Department

15
 HR
Consultant

HR Executive Executive
Admin (IT) (Busines)

Support
Security Staff

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 CHAPTER 3
Human Resources
Information System: A
Theoretical Overview

3.1 What Is a HRIS?

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The Human Resource Information System (HRIS) is a software or online solution
for the data entry, data tracking, and data information needs of the Human
Resources, payroll, management, and accounting functions within a business. It is
useful for all processes that you want to track and from which you hope to gather
useful and purposeful data.

3.2 Objectives of HRIS

 To offer an adequate, comprehensive and ongoing information system

about people and jobs.
 To supply up to date information at a reasonable cost.
 To offer data security and personal privacy. Data security is a technical
problem that can be dealt with in several ways, including passwords and
elaborate codes. In the information age, personal privacy is both an ethical
and moral issue.

3.4 Functions of HRIS

Computerized HRIS is designed to monitor, control and influence movement of

people from the time they join the organization till the time they decide to leave
the organization. It conducts the following functions.

 Recruitment information. it includes advertisement module, applicants

profile, appointment and placement data.
 Personal administration information. It consists of personnel needs of
an employee concerning leaves, transfer, promotion, increment etc.
 Manpower planning information. It offers data that could help human
resource mobilization, career planning, succession planning and inputs for
skill development.
 Training information. It provides information for designing course
material, arranging need based training and appraising the training
program etc.

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  Health information. It consists of data relating to health, safety and
welfare of employees.
 Appraisal information. It consists of performance appraisal information
that serves as basis for promotion, career and succession planning.
 Payroll information. It provides data regarding wages, salaries,
incentives, allowances, fringe benefits, deductions for provident funds
(PFs).
 Personnel research information. It is a bank of historic and current data
about employees attitude, turnover, absenteeism which may be used for
different types of analysis.

3.4 Benefits of a HRIS

Human Resource Information System (HRIS) is a valuable platform that can

benefit businesses of all sizes. HRIS systems enable employees, managers,
owners and HR personnel to conduct vital HR activities electronically, saving
time and resources to improve overall productivity. Some of the services that an
HRIS platform can provide are:

 Management of all employee information, including payroll reports, Paid

Time Off requests and balances.
 In-depth reporting and analysis of employee information
 Resource library for documents such as employee handbooks, safety
guides and etc.
 Benefits administration, including enrollment, status changes and updating
personal information

Some specific benefits of such systems include:

 Faster information process

 Greater information accuracy
 Improved planning and program development

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  Enhanced employee communication
 Reduction in cost of stored data in HR
 More transparency in the system
 Better ability to respond to environmental changes.

3.5 Limitation of HRIS

HRIS also can be a problematic for small businesses in which some employees
must wear many hats. Some of the disadvantages of an HRIS involve human error
during information input costly technology to update in system and malfunctions
or insufficient applications to support company’s human resources needs. There is
a demand for computer and technology specialists with general information
technology knowledge, and finding a qualified specialist with human resources
functional area knowledge can be difficult. With such a demand, companies cost
to hire an HRIS specialist may be far above the average salary for a computer
technology specialist.

20
CHAPTER 4
HRIS
of
P2P family
21
4.1 Starting Journey to Corporate World:
From November 1, 2018. I was started my internship in P2P family for 3 months.
In my 3 months journey in P2P family I go through different types of
responsibilities. I was assigned for Human Resource management division of P2P
family. As I was in HRIS team under HR division, my basic responsibility there
was it given below:

 Updating employee’s personal file;

 Data entry;
 Updating HR data base;
 Collecting necessary documents from employees to fulfill the employees
personal file;
 Preparing monthly attendance repot;
 Preparing Inter-Department memo (IDM) mail;
 Helping for recruitment process.
I did these job responsibilities using MS word, Excel, ERP according to my
supervisor’s requirements. My supervisor assigned me to do different tasks at
different times.

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4.2 Analysis according to the usage of software (HRIS) in P2P
family

HRIS software provides the workforce information P2P family HR professionals

and front-line managers need to analyze workforce staffing and productivity and
to better design compensation that rewards performance. It has 5 major function
those are given below:

 Employee Profile
 Attendance Management
 Leave Management
 Recruitment &Selection
 Training & Development

4.2.1 Employee Profile

At P2P there are 153 employees personal information have entered into HRIS.
Almost 70 employees personal information were updated by me by using HRIS.
Here included Employees ID, Name, Picture, Designation, Department, Joining
date, Address, Educational Information, Experience, Religion, Nationality and
Marital status. Their profile was fulfilled by verifying their CV. Salary structure,
Probation period, Shift code, Bank Account number are also included. A screen
shot of employee Master Maintenance is given below:

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Employee Number: Every employee has an ID number. It’s also known as ERP
ID. After joining HR department give an ID number to the employee & include
his/her all information in this ID at HIRS system. Employee’s Profile is open
through his/her ID.

Name: Employee’s full name is included in this option.

Department: Under which department s/he will work is also be mentioned.

Designation: His/her designation will be mentioned.

Joining Date: Employee’s joining date will be mentioned.

24
Probation Period: How many months s/he will work under probation period that
time can be mentioned in this system.

Pay Cycle: The employee will work under daily basis or monthly basis salary that
can be mentioned. At P2P family every employee salary paid under monthly
basis. No employee is here under daily basis.

Gross Salary: The amount of employee’s gross salary is mentioned in this

option.

Shift Code: In shift A or Shift B employee will work that will be mentioned.

Bank: By which Bank employee’s salary will be paid that is mentioned here.

Account Number: There is an individual account number for individual

employee.

Account Name: Every employee has an account with his/her name. S/he will
receive his/her salary from this account.

Account Opening Date: In which date the account has been opened that will be
mentioned.

Besides, there are more options like Benefit group, Mode of Payment, Bank
routing number, fixed amount, Active, Leaving Date, Overtime Eligibility, Milk
Allowance Eligibility, Provident fund eligibility.

4.2.2 Attendance Management

P2P maintains both manually and software based attendance report and HR
department monitor their employee’s attendance report. P2P also maintains
attendance devise which is it’s called finger key access where every employee

25
need to press while entering and outgoing time from office. According to the
policy, Office hour is from 9 am to 6 pm for the employees of shift A and for shift
B Office hour is from 10 am to 8 pm. Only departments of Experience center and
Communication & Eventz employees are included in shift B and the another
department are included in shift A. Employees need to punch their finger in finger
key access and automatically the attendance report will occur through software.
From 1 pm to 2 pm is break time for lunch and prayer. P2P allow to every
employee to take break for prayer at the time of prayer.

4.2.3 Leave Management

Employees is getting benefited by having various types of leave. These are:

4.2.3.1 Casual Leave:

 All confirmed employees will be entitling to 10 days of casual leave with

pay during a calendar year.
 If any employee has not been employed for a full calendar year, then the
leave will be calculated on pro-rate basis.
 During Probation period an employee will be entitled for 03 days’ sick
leave. However, after confirmation s/he can avail entitled leaves as per
this policy.
 To avail casual leave, an employee must apply (through ERP;
www.bdweberp.com) at least 02 days prior to the day of leave. Moreover,
an employee can avail maximum 02 days CL in a month.
 CL cannot be accumulated or in-cashed or carry forwarded to the leaves
for the next year. If not availed will be expired by December 31 of every
year and employees shall not be entitled to any compensation for any
leave.

4.2.3.2 Sick Leave:

26
  All confirmed employees will be entitling to 14 days of sick leave with
pay during a calendar year.
 If any employee has not been employed for a full calendar year, then the
leave will be calculated on pro-rate basis.
 During Probation period an employee will be entitled for 02 days’ casual
leave. However, after confirmation s/he can avail entitled leaves as per
this policy.
 To avail sick leave beyond 02 days, an employee must apply (through
ERP; www.bdweberp.com) with medical certificate issued by a registered
doctor or a discharge certificate issued by a clinic/hospital.
 SL cannot be accumulated or in-cashed or carry forwarded to the leaves
for the next year. If not availed will be expired by December 31 of every
year and employees shall not be entitled to any compensation for any
leave

4.2.3.3 Maternity Leave:

As per service rules of company the competent authority may grant maternity
leave (pre-natal and post-natal) to a female employee with full pay for a period up
to 06 months at a time. But the board of directors after threadbare discussion
approved the guidelines of Bangladesh Labor law.

27
A screen shot of employee Leave Transection is given below:

Employee Number: At first, the employee need to input his/her ID number in

Employee Number.

Leave Types: Which type of leave s/he needs that should be mentioned in leave
type. For casual leave employee has to apply before enjoying leave. But for sick
leave the employee has to apply when s/he returned to his/her duty.

Days Requested: How many days s/he needs leave that should be mentioned at
From Date and To date.

Leave pay status purpose:The requested leave will be with pay or without pay
that should be narrated here.

Outstation/Address While On Leave:If any employee takes leave for official

purpose that will be included as outstationwith addressing the date.

28
Order by: Who order to go outstation for work his/her name should be
mentioned.

Cancelled by Apply Person: If the employee does not need the leave s/he
applied, s/he can cancel his/her requested leave.

Besides, there are more options in leave transection like Reasons of Denial Days
Approved Leaves Status, recommended by, approved/denied by, Requested for
Cancellation by process flag.

4.2.3.4Process of granted leave

Leave granted process is handled by HRIS software. For granted leave

1st, An employee need to apply for leave at Leave Transection specifying the
leave types.
2nd, Line manager will recommend this leave.
3rd, if HR department sanction the requested leave, the leave will be accepted
otherwise the requested leave will be rejected.

4.2.4 Recruitment & Selection

Along with new and replacement HRIS’s easy to manage job vacancy section
gives an efficient way to manage candidates for company’s each vacant position.

Recruitment and Selection Process in P2P

1st, Department demand requisition for replacement or new employee;
2nd, Authorized by Line Manager;
3rd, Approved by Management Team;
4th, HR department publish circular in BD jobs or Social Media for expected
employee;
5th, Make a short list from dropped CV & inform them for interview;

29
6th, Head of HR and Head of department take the first interview and make another
short list for final interview;
7th, CEO take the final interview and select competent people as an employee of
P2P family.

4.2.5 Training and Development

The quality of employees and their development through training and education
are major factors in determining long-term profitability for all business. If they
hire and keep good employees, it is good policy to invest in the development of
their skills, so can increase their productivity. They preserve all kind of training
schedule and documents through HRIS.

30
CHAPTER V

Findings,
Recommendation
&
Conclusion

31
5.1 Findings

 Though they have HRIS software but they don’t use properly. In
Employee Profile more options are blank.

 There have some lacking in training and development system and it’s not
active to HRIS software.

 Job evaluation system of P2P family is not satisfactory.

 They evaluate the employee’s performance through observation by the

seniors.

 Recruitment & selection process is very transparent but time consuming as

processes are very long.

 Employer – employee relationship is not satisfactory.

 They use reference power for hiring employees.

 P2P family overall HR policy is good.

32
5.2 Recommendation:

According to my work on P2P family, I have identified some sectors where some
development can happen; here are those

 HRIS software search option should be fulfilled and updated.

 More intensive training program should be introduced to increase the employee
performance to the optimum level. The HR policy could include certain
provisions regarding to a reutilized and modern training.
 Evaluation of employee’s performance should be developed.
 They should minimize processing time of recruitment & selection.
 The employer-employee relationship can increase. Here, to authorized HR
personal, all employees will come and will tell their problems. HR personal will
then take necessary steps.
 The organization should take steps to stop the too much the reference power; it
will affect the other employee’s confidents and willingness to the work.

33
5.3 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 system will remain flexible and relevant throughout the life of the
company.

P2P family provides best services to their employees that is conducted by HR division.
By working in HR division the knowledge was learnt would be helpful enough to sustain
with the real world situation.

An effective HRIS provides information on just about anything the company needs to
track and analyze about employees, former employees and applicants. Company will
need to select a Human Resource Information System and customize it to meet needs.

With the appropriate HRIS, Human Resources staff enable employees to do their own
benefits updates and addresses changes, thus freeing HR staff for more strategic
functions. Additionally, data necessary for employee management, knowledge
management, 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.

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Reference

 Official data from the company

 Company Profile Book
 Company Brochure
 https://www.p2pfamily.com
 http://www.bdweberp.com
 Wikipedia

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