SUMMER INTERNSHIP REPORT

On
A Study of
HUMAN RESOURCE INFORMATION SYSTEM
At

Submitted in Partial Fulfillment of the Requirements

of
The Master’s Degree in Business Administration

Submitted
By
Karishma Ganjoo
M.B.A

FACULTY OF MANAGEMENT STUDIES

THE MAHARAJA SAYAJIRAO OF BARODA, VADODARA

BATCH 2017-19

1
2
 DECLARATION

I, Karishma Ganjoo, studying at Faculty of Management Studies, The Maharaja Sayajirao

University of Baroda, Vadodara hereby declare that the summer training report on “A Study of
Human Resource Information System at Anchor Electricals Private Limited” submitted to
Faculty of Management Studies The Maharaja Sayajirao of Baroda, Vadodara in partial fulfillment
of Degree of Master’s of Business Administration is the original work conducted by me.
The information and data given in the report are authentic to the best of my knowledge. This
summer training report is not being submitted to any other University for award of any other
Degree, Diploma, and Fellowship.

DATE:

PLACE: KARISHMA GANJOO

3
 ACKNOWLEDGEMENT

The internship opportunity I had with Anchor Electricals Pvt. Ltd. was a great
chance for learning and professional development. Therefore, I consider myself as a very lucky
individual as I was provided with an opportunity to be a part of it. I am also grateful for having a
chance to meet so many wonderful people and professionals who led me though this internship
period.
Bearing in mind, I am using this opportunity to express my deepest gratitude and special
thanks to Mr. Hardik Dixit, [Manager (HR)] who in spite of being extraordinarily busy with his
duties, took time out to hear, guide and keep me on the correct path and allowing me to carry out
my project at their esteemed organization.
I express my deepest thanks to Ms. Sonal Zala, [ HR ], for taking part in useful decision
giving necessary advice and guidance and arranged all facilities to make work easier. I choose this
moment to acknowledge her contribution gratefully.
It is my radiant sentiment to place on record my best regards, deepest sense of gratitude to
Dr. Narendra Raval [Head of Department (HR)], for their careful and precious guidance which
were extremely valuable for my study both theoretically and practically.

My heartiest gratitude to Prof.(Dr.) Jayrajsinh Jadeja (Dean, Faculty of Management Studies,

The M.S. University of Baroda, Vadodara), Dr. Sunita Sharma (Associate Professor, Faculty of
Management Studies) for giving me this wonderful opportunity to experience the practical aspects
during my academic curriculum.

My sincere thanks to Ms. Smita Trivedi for giving me this opportunity to undergo the summer
internship at Anchor Electricals Private Ltd., Daman.

I perceive this opportunity as a big milestone in my career development.

Sincerely,
KARISHMA GANJOO

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 Table of Contents

Sr. No. Particulars Page No.

1 Declaration

2 Acknowledgement

3 Index

4 Executive Summary 9

5 Chapter 1: Company Profile 11

6 Chapter 2: Literature Review 21

7 Chapter 3: Introduction to HRIS 26

Chapter 4: HRIS at Anchor

8 32
Electricals Private Limited

9 Chapter 5: Research Design 41

10 Chapter 6: Data analysis and Interpretation 44

Chapter 7: Key Findings, Recommendation

11 55
and Future Scope

12 Conclusion 57

13 References 60

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 Table of Tables

Table Title Page No.

No.
1.1 History of Anchor Electricals Private Limited 14

1.2 SWOT Analysis of Anchor Electrical Pvt. Ltd. 19

6.1 Frequency Distribution of Designation of respondents at AEPL 44

6.2 Frequency Distribution Table of User-Friendliness of HRIS . 45

6.3 Frequency Distribution Table of Training required to use HRIS 46

6.4 Frequency Distribution Table on Training Provided for HRIS 47

6.5 Various Statistics for Rating Of Employees for HRIS 49

6.6 Frequency Distribution Table for Rating Of Employees for HRIS 49

6.7 Frequency Distribution Table for Attendance as a Strength of 50

HRIS

6.8 Frequency Distribution Table for Leave Claim as a Strength of 51

HRIS

6.9 Frequency Distribution Table for Investment Declaration as a 51

Strength of HRIS

6.10 Frequency Distribution Table for Approval as a Strength of HRIS 52

6.11 Frequency Distribution Table for Performance Appraisal as a 53

Strength of HRIS

6
 Table of Figures

Figure Title Page No.

No.
1.1 Different Brands Segment Under Anchor 16

1.2 Different products produced by Anchor Electrical Pvt. Ltd. 16

1.3 Different Awards and Certifications won by Anchor Electrical Pvt. 17

Ltd.

1.4 Major Competitors of Anchor Electrical Pvt. Ltd. 17

3.1 Human Resource Functions at AEPL 27

4.1 User Authentication at Anchor Electricals Pvt. Ltd 31

4.2 Company Off process at Anchor Electricals Pvt. Ltd 33

4.3 Company Off at Anchor Electricals Pvt. Ltd 34

4.4 Pre-Over Time request at AEPL 34

4.5 Post-Over Time request at AEPL 35

4.6 Leave Application request at AEPL 36

4.7 Leave Apply request at AEPL 37

4.8 Leave Detail Report at AEPL 37

4.9 On Duty request at AEPL 38

4.10 On Duty Application request at AEPL 38

6.1 Designation of respondents at Anchor Electricals Pvt. Ltd 44

6.2 45
Opinion of respondents on User-Friendly of HRIS.
6.3 Opinion of respondents on Training of HRIS 46

6.4 User-Manual Availability of HRIS 47

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Figure Title Page No.
No.
6.5 Opinion of respondents on Training Provided for HRIS 48

6.6 Opinion of respondents on Rating of HRIS System. 49

6.7 Opinion of respondents on Attendance as a Strength of HRIS 50

6.8 Opinion of respondents on Leave Claim as a Strength of HRIS 51

6.9 Opinion of respondents on Investment Declaration as a Strength of 52

HRIS
6.10 53
Opinion of respondents on Approval as a Strength of HRIS

6.11 Opinion of respondents on Performance Appraisal as a Strength of 54

HRIS

8
 EXECUTIVE SUMMARY

Over the last five decades, Anchor has managed to capture the attention of every citizen in this
country. It started with a humble vision of manufacturing electrical products of outstanding quality
at a time when the market involving electrical switches or wiring devices was handled by the
unorganized sector. Anchor’s experience, skill set, and understanding of the Indian market is
unmatched in the field of electrical product since 1963. With a constantly expanding product range
and growing market share, Anchor is one of the largest domestic manufacturers of electrical
construction materials. Anchor Electrical Pvt. Ltd. is a company wholly owned subsidiary of
Panasonic Corporation.
Anchor and Panasonic’s synergy in 2007 resulted in products that cater to better energy generation,
management and conservation. With Panasonic’s cutting-edge technology and Anchor’s vast
customer support network, Anchor Panasonic today delivers a seamless and vast range of innovative
electrical, light and ventilation products that exceed global standards.

It was an valuable opportunity to explore the HR system i.e. HRIS at AEPL during two months of
summer internship.

Human Resources Information Systems (HRIS) is an integration of HRM and Information Systems
(IS). HRIS or Human resource Information system helps HR managers perform HR functions in a
more effective and systematic way using technology. A human resource information system (HRIS)
is a system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information
about an organization's human resources. The HRIS system is usually a part of the organization's
larger management information system (MIS) which would include accounting, production, and
marketing functions, to name just a few. Human resource and line managers require good human
resource information to facilitate decision-making.
The main objective of the study was to study the existing HRIS (i.e. i-Connect) and to find the area
of improvement in the existing system.
A computerized HRIS is designed to monitor, control and influence the movement of people from
the time they join the organization to the time they separate from the organization. HRIS is very
vast and it includes the following sub-systems:-
1. Manpower planning sub-system information.
2. Recruitment sub-system information.
3. Personnel Administration Sub-system information.

9
 4. Training Information Sub-system information
5. Maintenance Sub-system information.
6. Appraisal Sub-system information.
7. Payroll Sub-system information.

The current HRIS system at AEPL handles Payroll Management of Staff, Company workers,
Contractual workers, Attendance Management and Performance Appraisal Process. The optimum
utilization of the system was not done and there was a lot of manual intervention or processes in
Attendance, Payroll processing (Compensation and Benefit) and Performance Management System
(PMS). The complete Employee master data was also not available. These were the different
problems of the study.
This system is limited to the staff members of this Organization. Only the Staff members access the
Human Resource Information System (HRIS) through their systems. Out of the staff members, the
members of grade AMG 09 and above were included in the sample. Also, the new joiners of last
one year were included in the sample. The data collected is of primary data and also of secondary
data in nature. The primary data collection was done by conducting Face-to-Face interviews of end-
user and Administrator. A questionnaire form was also filled and the data analysis was done. The
secondary data was collected from internet, journals and other project reports. Data analysis and
interpretation was done with the help of SPSS Software.

10
CHAPTER -1
COMPANY PROFILE

1.1 Past, Present & Future of the Industry:

Over the last five decades, Anchor has managed to capture the attention of every citizen in this
country. It started with a humble vision of manufacturing electrical products of outstanding quality
at a time when the market involving electrical switches or wiring devices was handled by the
unorganized sector. Anchor’s experience, skill set, and understanding of the Indian market is
unmatched in the field of electrical product since 1963. With a constantly expanding product range
and growing market share, Anchor is one of the largest domestic manufacturers of electrical
construction materials. Anchor Electrical Pvt. Ltd. is a company wholly owned subsidiary of
Panasonic Corporation.
Anchor and Panasonic’s synergy in 2007 resulted in products that cater to better energy generation,
management and conservation. With Panasonic’s cutting-edge technology and Anchor’s vast
customer support network, Anchor Panasonic today delivers a seamless and vast range of innovative
electrical, light and ventilation products that exceed global standards.

1.2 Company Profile, Present Status, Future Aspiration, Competitor etc.

FOUNDERS AND VISIONARIES

In 1963, Damji L. Shah and his younger brother Jadavji L. Shah embarked on the journey towards
the creation of Anchor with a clear mission of producing quality products and not mere products.
They created the first ever Indian brand of switches which hitherto were largely imported and
locally sold. The duo began with a small unit in Mumbai suburbs to make ‘Tumbler Switches’ and
the operation grew and eventually reached up to Daman. The increasing sale and variety of the
business reflected the uncanny ability of Jadavjibhai (as Shri. J. L. Shah was fondly addressed) to
spot an opportunity. Jadhavjibhai’s keen business acumen and talent to utilise human resource and
the remarkable design and marketing skills of Damjibhai made for a potent combination, which
enabled Anchor to launch winning products year after year and helped spread its operations
nationwide. Both worked on the principle that to be successful, a product must be good, of
consistent quality and cost-effective enable it to compete and at the same time offer great value-for-
money to the customers. This belief led them to launch extremely innovative distribution and
marketing strategies that were much ahead of the time vis-a’-vis those used by other Indian
manufacturers.

11
They were pioneers in many ways, for instance, they introduced the concept of branches and stock
points being fully operated by agents on commission, they arranged foreign tours for dealers as
business incentives, and they made extensive use of print and (later) electronic media to promote
their brands.

CURRENT OWNERSHIP

In April 2007, Panasonic Electric Works (PEW) acquired 80% of all issued shares of Anchor
Electricals Pvt. Ltd. In October 2009, PEW acquired the remaining 20% of all issued unlisted shares
of Anchor.
The founding products, business philosophy and current operational profile of Anchor closely
resemble those of PEW, thus making the company an ideal match for its Asia strategy in the
Electricals Construction Material segment. Moreover, PEW has more than 80% market share in
Japan alone. In the Asian market, PEW ranks no. 1 in service with manufacturing facilities in
Thailand, Taiwan, Indonesia, China and Korea, in addition to Japan. With this venture, PSW’s
unique mechanism and technology were incorporated into existing products. New designs will also
be under consideration and the production capacity is expected to increase three-fold. The lightning
control system for commercial buildings and homes are under this venture.

AWARDS AND RECOGNITIONS:

Anchor has also won many awards and Recognitions like: ISO 9002 certification in year 2000,
Receives Consumer super Brands Status for Product Category (Switches & accessories) in 2006,
Receives Business Super brand Status in 2009, Receives Consumer super Brands Status for
Switches & Accessories in 2011, Panasonic Vision receives ‘Good Design Award 2012’ by Japan
Institute of Design, Panasonic Vision wiring Devices awarded IF Product Design Award in
Germany in 20013, Awarded Masterbrand status in 2013, Awarded Asia’s most promising brand
Unveil Uno Switchgear, Panasonic HIT Solar PV Module wins Gold Award for Innovative Product
at Acetech, Awarded Global HR Excellence awards for: outstanding contribution to the cause of
education and Innovative HR Practice by World HRD Congress, Awarded Global Excellence
awards for: Outstanding Contribution to the cause of Education and Diversity Impact by World
HRD Congress, Award for Continuous Innovation in HR Strategy at work, Roma switches awarded
with the coveted 'Good design Award' from Japan Institute of Design Promotion. The total paid-up
capital is INR 443.31 cr. The company has no reported secured loan. The company has 10
directors/key management personnel.

12
Established in 1963, Anchor Electricals Pvt. Ltd is a wholly owned subsidiary of the Panasonic
Corporation. Panasonic acquired Anchor, the 50-year-old Indian family-owned electrical equipment
brand, in 2007. The company produces low-voltage electrical switches and accessories, switchgear
and protection devices, wires & cables, lamps & luminaries and fans. It also sells home automation
products from Panasonic.
The companies’ new manufacturing unit has been built at Daman, India. The investment for
the plant has been Rs.200 crores and will produce a complete range of wiring devices. The plant's
current production capacity is of 240 million units. For the first two years, the products
manufactured at Daman will cater to the domestic market, post which they will start exporting to
the Middle East. The company is expecting 5 percent of their revenues to come from exports. The
factory adopts many green features including the installation of LED lighting, solar panels and use
of treated sewage water.
Over the last five decades, Anchor has managed to capture the attention of every citizen in
this country. It started with a humble vision of manufacturing electrical products of outstanding
quality at a time when the market involving electrical switches or wiring devices was handled by the
unorganized sector. Since 1918, Panasonic has offered long-lasting products with better safety and
comfort to customers worldwide. With nearly a century of experience in research and development
of smarter electrical solutions for homes and industries, Panasonic Corporation has emerged as a
global leader in Lighting, Energy and Indoor Air Quality. Anchor’s experience, skill set, and
understanding of the Indian market is unmatched in the field of electrical products since 1963. With
a constantly expanding product range and growing market share, Anchor is one of the largest
domestic manufacturers of electrical construction materials.
Innovative Solutions for a Brighter Future - Anchor and Panasonic’s synergy in 2007
resulted in products that cater to better energy generation, management, and conservation. With
Panasonic's cutting-edge technology and Anchor’s vast customer support network, Anchor
Panasonic today delivers a seamless and vast range of innovative electrical, lighting and ventilation
products that exceed global standards. The world of electrical solutions today has evolved beyond
recognition. The prominence of Anchor as India's only "Switches Super Brand" testifies to the fact
that it is still the most respected brand to be leading this business vertical.

13
1.3: - IMPORTANT MILESTONES

Started with the establishment of anchor India Pvt. Ltd in Mumbai in 1963 with the
manufacturing of Tumbler Switches. In 1971, Valsad factory was established with an aim to
manufacture the wiring device. In 1973 anchor gain fame among electrical manufacturing units
with introducing first piano switch under the brand PENTA in the electrical market.
Followed by the set up of Valsad unit for fans in 1989 and ROMA MODULAR SWITCHES in
1993. In 1994 anchor extended their hands with the set up of DAMAN unit for wiring devices and
started manufacturing in candescent bulbs and fluorescent
Now in the last decade, it gained fame with the four major achievements including
 Starting manufacturing retardant wire in1999.

 In 2007 MATSUSHITA electric works, JAPAN acquires 80% stake in Anchor adds
T5 lighting portfolio

 In 2009 ANCHOR become a wholly owned subsidiary of MATSUSHITA electric
works. Receives super brand status and unveil a new CFL.
 In 2010 ANCHOR acquires globes lamps unveil its first major channel partner
loyalty program ZULU launches ROMA VIOLA switches.

YEARS OF PRODUCTS MANUFACTURE

STARTING
1963 Tumbler switches.

1971 Commissioning of Valsad factory (Wiring Devices)

1973 First Piano switch unveiled under the brand Penta

1978 Initiates manufacturing of the monoblock switches...Dyna

1984 Commissions Valsad Unit - ll and starts manufacturing switches from

Engineered Polymers

1989 Commissions Valsad Unit for fans.

1994 Commissions Daman unit for Wiring Devices Starts manufacturing

incandescent Bulb and Fluorescent Tubes

1999 Starts manufacturing Fire Retardant Wires

14
2007 Matsushita Electric Works, Japan acquires 80% stake in Anchor Adds T5
Lighting portfolio

2009 Becomes a wholly owned subsidiary of Matsushita Electric Works.

Receives Business Super brand Status Unveils a new CFL

2010 Acquires Globus Lamps Unveils its first major channel partner loyalty
program Zulu Launches Roma Viola Switches

2011 Introduces Ave Sistema 44 Luxury range of switches and accessories from
Ave Italy.New Fan Factory at Dhamdachi. Unveils Panasonic Switchgear
MCB, RCCB and Isolator.

2012 Commissions 1st Greenfield facility at Daman (Unit V) Acquires majority

stake in Firepro Systems Pvt.Ltd Introduces Panasonic - Vision Switches
Panasonic Vision receives ‘Good Design Award 2012’ by Japan Institute
Of Design

2013 Launches Panasonic Ventilation Fans range. Introduces Residential

Lighting range of Panasonic Panasonic Vision Wiring Devices awarded IF
Product Design Award in Germany. Awarded ‘Masterbrand’ status

2014 Awarded Asia’s Most Promising Brand Unveils Uno Switchgear Starts
selling Solar Modules under Anchor & Panasonic Brands Unveils LED
Lighting for Commercial, Retail and Hospitality Sectors Panasonic HIT
Solar PV Module wins Gold Award for Innovative Product at Acetech
Awarded Global HR Excellence awards for: outstanding Contribution to the
cause of Education and Innovative HR Practices by World HRD Congress

2015 Unveils Penta Modular Switches Awarded Global Excellence awards for:
Outstanding Contribution to the cause of Education and Diversity Impact
by World HRD Congress Award for Continuous Innovation in HR Strategy
at work Initiates CSR Project at Jawahar and in villages near Haridwar
Starts offering EPC services for Solar Customers.

Table 1.1: History of Anchor Electricals Private Limited

15
1.4: - VISION AND MISSION

“Anchor’s mission is to manufacture, Innovative, Eco-Friendly, Energy

saving world class products for making user’s life simpler, safer, and
comfortable.”

1.5.- PURPOSE AND PRINCIPLES

 INTEGRITY & HONESTY

We shall be ethical, sincere and honest in all our internal and external relationship.
we commit to uphold the highest ethical standards in all our business dealings.

 TEAMWORK

We believe that people are our key performance differentiator. We nurture an
environment where Teamwork is most valued.

 CUSTOMER FOCUS

We are committed to surpassing expectations of our customer at all times. We believe
that our quality of customer responsiveness will lead to greater customer loyalty.

 ACCOUNTABILITY

We shall be fully accountable for our actions and we commit to be objective and
transaction oriented, thereby earning respect from others

 INNOVATION

We shall continuously encourage entrepreneurial and innovative ideas in pursuit of
excellence so as to become the best.

 ADAPTABILITY

We will continually adapt our thinking and behavior to meet the ever- changing
conditions around us, taking care to act in harmony with nature to ensure progress
and success in our endeavors.

 SOCIAL RESPONSIBILTY

We are committed towards making a positive and proactive contribution to the
community. As a responsible corporate we will contribute to and abide by
environmental and legal norms.

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1.6.- DIFFERENT BRANDS SEGMENT UNDER ANCHOR

Table 1.2: Different Brands Segment Under Anchor

1.7.- PRODUCTS

Table 1.3: Different products produced by Anchor Electrical Pvt. Ltd.

17
1.8.- AWARDS AND CERTIFICATIONS

Figure 1.4: Different Awards and Certifications won by Anchor Electrical Pvt. Ltd.

1.9.- MAJOR COMPETITORS IN MARKET

Figure 1.5: Major Competitors of Anchor Electrical Pvt. Ltd.

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1.10.- ANCHOR’S CSR INCENTIVES

19
1.11.- SWOT ANALYSIS OF ANCHOR ELECTRICALS PRIVATE
LIMITED:

Strengths i. Affordability for middle class.

ii. Quality choice and convenience.
iii. Wide range of product and services offering.
iv. Strong presence in local market.
v. Good branding and advertising by also roping in celebrity
brand ambassadors.
Weakness i. Not known globally.
ii. No different game plan according to divergent people, their
lifestyles, their taste and their budgets in India.
Opportunities i. To expand globally by tie ups.
ii. Entering into high premium segments.
iii. Opportunity to expand in financial services catering to huge
segment.
iv. Increased rural penetration.
Threat i. Competitor’s global presence.
ii. Low priced brand perceived to be of low quality in Indian
consumer’s mind.

TABLE 1.6 : SWOT Analysis of Anchor Electrical Pvt. Ltd.

20
CHAPTER -2
LITERATURE REVIEW

Kovach et al. (2002): Human Resource Information System (HRIS) is a concept concerning the
utilization of Information Technology (IT) development and characteristics for effective
managing of the Human Resource Management (HRM) functions and applications. HRIS is
considered as a systematic procedure for collecting, storing, maintaining, and recovering data
required by the organizations about their human resources, personnel activities and organizational
characteristics.

Fletcher, (2005); Lee, (2008); Ball, 2001; Martinsons, (1994): HRIS has different uses and
benefits; good improved HRIS helps organization generally in managing all HR information.
It also helps in recoding and analyzing employees and organizational information and documents,
such as employee handbooks, emergency evacuation procedures, and safety procedure.

HRIS Design Characteristics: Towards a General Research Frame-work (Daniel Mueller,

Stefan Strohmeier, Christian Gasper) which was published by Saarland University,
Germany in the Year 2010 .The objective of the research was to examine the Problem How far
the HRIS under consideration actually meets the (elicited/existing) design characteristics relevant
to HRIS success. The objective of the paper was to propose a general research framework of HRIS
design characteristics, which allows researchers to understand and apply crucial aspects relevant
to HRIS design characteristics better so that practitioners get support in developing, implementing
and permanently improving successful HRIS. Study Population taken was BPO (Employee),
where the unit of analysis was the employees who work in organizations where HRIS have been
introduced were selected to give their responses on the questions asked on resistance to HRIS. The
questionnaire was sent to 200 employees. The Method of Sampling used was Simple Random
Sampling.Researcher has use of Questionnaire method for data collection, where 200 employees
questionnaire were send. Sixty six questions were included in this questionnaire. The data analysis
was prepared through SPSS (Statistical Package for Social Sciences) version 16 which were used
to analyze the data set. Bar charts are used wherever possible.
The key findings of the research proposal were the framework hopefully will stimulate future
research regarding the development, implementation and improvement of HRIS by means of

21
particular design characteristics. In so doing, the framework was thought to be continuously
elaborated by, respectively supports researchers in their attempts to constantly improve HR-related
IT artifacts by means of (particular/particular bundles of) HRIS-related designcharacteristics. In so
doing, the framework was thought to be continuously elaborated by,respectively supports
researchers in their attempts to constantly improve HR-related IT artifacts by means of
(particular/particular bundles of) HRIS-related design characteristics.Another research paper
published at Management knowledge and Learning Conference;The importance of using human
resources information systems (HRIS) and a research ondetermining the success of HRIS.

(Yasemin Bal, Serdar Bozkurt, Esin Ertemsir) Year of Publication 2012. The research
objective was to analyse the relationship between the satisfaction of employees from HRIS
and their perceptions of HRIS. The Study Population was HR employees from different sectors
participated to the research; the Unit of Analysis was 78 as only 78 respondent had answered the
questionnaire. Purposive sampling was selected, which gave the researchers to use their own
judgment to select suitable people for the sample The First scale had 4 dimensions and 22 items
that measured HRIS. The second scale had 3 items that measured HRIS satisfaction. T- test and
one-way ANOVA test were used to determine the differences according to demographic
qualifications. This Research founded that, the satisfaction of employees working as a
manager/vice manager, specialist or HR assistant show difference. The use of HRIS in
organizations has various advantages for managers especially in decision making processes. The
results of the research reveal that HR employees perceive HRIS useful and they are Satisfied with
the system Also, it is found those employees‘ perceptions of HRIS show difference according to
their position and satisfaction of employees from HRIS shows difference according to their
position.

Prof. Dr. Anil C. Bhavsar (2011) discusses various advantages, applications and importance of
HRIS. The author highlighted that ―today's HRIS has the potential to be an enterprise wide
decision support system that helps achieve both strategic and operational objective.

Dr. Shikha N. Khera and Ms. Karishma Gulati (2012): stated that Human resource information
system (HRIS) is not new concept but it is recuperating day by day with changing environment.
Its major role is in human resource planning (HRP) which itself a crucial activity in any
organization. Ineffective HRP can lead to extra or fewer numbers of employees than needed.
22
Both over and under number of employees can create crappy situations. HRIS helps in proper
planning of human resources. This paper focuses on the role of HRIS in HRP. The research is
empirical in nature as 127 respondents from top 7 IT companies (as per their market share) are
taken to see the sights of the objectives. The survey is done with the assistance of the
questionnaire.
After investigation it is concluded that HRIS has various benefits but the foremost is HRIS stores
ample data about the employees of the organizations that helps in escalating the snail‘s pace of
HRP. HRIS also helps in the strategic activities of HR managers and more in training and
development, succession planning, applicant tracking in recruitment and selection and
manpower planning. While analyzing the overall contribution of HRIS in HRP it is concluded that
HRIS identifies occupied and unoccupied positions in an organization very effectively and
accurately.

Rawat (2008): states that, thenthe efficiency and effectiveness – quality of an HRIS will enable
universities to format a profile of their staff – their strengths and weaknesses, so they will know
what they have in the personnel sense. Accordingly, they will be able to structure appropriate
development promotion training and recruitment. Therefore, right people will be in the right place
at right time-quality human resource and personnel management.

Martinsons, (1994); Fletcher, (2005); Lee, (2008); Ball, (2001): HRIS has administration
benefits as well including enrollment, position changes and personal information updating
completely integrated with payroll and the other financial software and accounting systems in
organization.

Ngai and Wat, (2006): HRIS implementation shows that many organizations have problems
when implementing new technologies including HRIS, due to many barriers. These barriers
include: 1) lack of sufficient capital and skills.

Brockbank (1999): suggested the need for HR to become a strategic partner. HRIS provides
management with strategic data not only in recruitment and retention strategies, but also in
merging HRIS data into large-scale corporate strategy. The data collected from HRIS provides
management with decision-making tool. Through proper HR management, firms are able to
perform calculations that have effects on the business as a whole. Such calculations include
health-care costs per employee, pay benefits as a percentage of operating expense, cost per hire,
23
return on training, turnover rates and costs, time required to fill certain jobs, return on human
capital invested, and human value added. It must be noted though, that, none of these calculations
result in cost reduction in the HR function.

The Research published in their journal name INDIAN JOURNAL OF APPLIED RESEARCH
with the Title Resistance to Human Resource Information Systems (HRIS) – Problem
Recognition, Diagnosis and Positive Intervention : A Study on Employee Behaviour and
Change Management (Devadesh Sharma ).This research explores and the study examines, how
HRIS technology could be implemented effectively in the organizations with very less or no
resistance to change. BPO employee were taken as the study population ,from which unit of
analysis selected to give the response on the question asked on resistance to HRIS , the
Questionnaire was sent 150 employees. The method of Sampling used was Random sampling .The
survey was conducted in the company where the HRIS was introduced in this research primary
data was collected by preparing a descriptive questionnaire. Data analysis was conducted using
Chi Square Analysis where it was founded that the Null hypotheses was rejected @ α=0.95 in all
the cases hence the research data was found to be significant. The finding were proposed as the
resistance to HRIS introduction needs to be recognized diagnosed to the very root level and then
with a very careful and positive intervention the change needs to be introduced by the line.
managers or the change leaders. Take action to quickly remove barriers (human or otherwise).
Proper training to be provided to facilitate acceptance towards changing system.

Halil Buzkan(2016) in the study titled, The Role of Human Resource Information System
(HRIS) in Organizations. The information systems (IS) are becoming very important for the
organizations. Therefore over the last decade’s wise companies started to become aware of those
technologies and they tend to use it for their competitive advantage. The human resource
information systems (HRIS) as a function of IS are also become inevitable for organization,
because they know that their human resources (HR) are one of the most important factor in their
success, therefore to implement a human resource information system in their human resources
will help the organizations reach their goals easily. In this study a literature review related to
HRIS is done and its importance for the organizations is revealed. The implementation of the IS
along with its advantages and disadvantages within the organizations is inevitably important to
survive in the global competitive market. Thus, for the organizations those are aware of its
human
24
resources value, an efficient use of IS in HRM and specifically for strategic objectives and
strategic decision making processes of the organization will sustain everlasting success in their
operations. The strategic implementation of HRIS would improve the perceived standing of HR
professionals and executives within their organizations as HRIS provides added value and
increases the status of the HR profession as a whole. Additionally, HRIS may lead to sustained
competitive advantage through the creation and deployment of knowledge based resources for
the organization.

25
CHAPTER -3
INTRODUCTION TO HRIS:

3.1 HRIS: -

Human Resources Information Systems (HRIS) keep track of important static information
about employees such as address, social security number, tax status and withholding
information, benefits status, payroll information and which department the staffer works in.
Payroll can also be part of a HRIS. At a departmental level, HRIS can crunch simple
metrics such as turnover, staff headcounts and other information useful for planning
purposes.

3.2 Benefits of a HRIS: -

By using a HRIS, you can get your HR staffers out of the business of administrative
record- keeping. There’s no reason for HR to be the dusty repository of info locked in
filing cabinets that isn’t translated into relevant usable data. Instead, freed of administrative
record-keeping duties, HR can participate more meaningfully in planning and leadership.
HRIS shape integration between human resource management (HRM) and Information
Technology. Even though these systems may rely on centralized hardware resources
operationally, a small group of IS specialists residing within the personnel department
increasingly manage, support, and maintain them. HRIS support planning, administration,
decision-making, and control. The system supports applications such as employee selection
and placement, payroll, pension and benefits management, intake and training projections,
career-patching, equity monitoring, and productivity evaluation.

An effective HRIS provides information on just about anything the company needs to
track and analyze about employees, former employees, and applicants. The company will
need to select a Human Resources Information System and customize it to meet according
to company needs. Comprehensive and integrated HRIS can be used widely - in
administrative, operational and strategic fields by HR and other managers. On the
operational level HRIS data can be used to identify potential internal applicants for job
vacancies, saying external recruitment costs and
26
assuring employees of career opportunities. HRIS enables the human resource department to
make a more active role in organizational planning. Computerization will make forecasting
more timely, cost effective, and efficient. With continued technological breakthroughs HRIS
systems are becoming increasingly advanced. One of the most core HRIS functions is
intranet HR self- service. Some larger companies use their intranet today for online
appraisals, career management, sentiment surveys, training registrations and publishing
people related company information. An HRIS or HRMS monitored by qualified specialists
who know technology and HR functional and tactical processes can manage compliance with
federal and state laws, streamline processes for recruitment and selection, and produce
analyses, data and reports for internal and external use. Other advantages of an HRIS include
the ease of use for qualification computer technology specialists, accuracy of information and
the ability to perform HR audits using any combination of parameters. The employee and
manager self-service features are excellent ways to free up the time of your human resources
staff members for project work and other duties. Employees and managers can locate
answers and information quickly without the need to consult an HR representative every time

Finally, managers can access the information they need to legally, ethically, and effectively
support the success of their reporting employees. Specific benefits of such systems include:

3.2.1 Faster information process

3.2.2 Greater information accuracy
3.2.3 Improved planning and program development
3.2.4 Enhanced employee communications
3.2.5 Reduction in cost of stored data in HR
3.2.6 More transparency in the system
3.2.7 More meaningful career planning &counseling at all levels.
3.2.8 Better ability to respond to environmental changes.

27
3.3 HR Functions

Changing with the generation and development of our country, our peoples are now much more
aware of using technology in business purpose, business purpose. As technologies are invented
to make a generation modern and make easier life like this way Software’s are made to done
easy business and HR system where organization play an important part in promoting economic
development of a country. So Realizing how much important to manage a whole organization
system and Human Resource Information, various software are invented.

HR Functions

HRP Recruitment Selecting Orienting Placing

Training Developing Performance Compensation Employee

Appraisal Relation

Figure 3.1: Human Resource Functions at AEPL

A Human Resources Management System (HRMS) or Human Resources Information System (HRIS)
refers to the systems and processes at the intersection between Human resources Management (HRM)
and Information Technology. It merges HRM as a discipline and in particular its basic HR activities
and processes with the information technology field, whereas the programming of data processing
systems evolved into standardized routines and packages of Enterprise Resource Planning (ERP)
software. On the whole, these ERP systems have their origin from software that integrates information
from different applications into one universal database.

28
 The function of human resources (HR) departments is administrative and common to all
organizations. Organizations may have formalized selection, evaluation, and payroll processes.
Management of “Human Capital” progressed to an imperative and complex process. 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. HR executives rely
on internal or external IT professionals to develop and maintain an integrated HRMS. Before
client server architectures evolved in the late 1980s, many HR automation processes were
relegated to mainframe computers that could handle large amounts of data transactions.

3.4 Solutions offered by HRIS Systems

There are a number of solutions offered to a company that adopts a HRIS. Some of these include
solutions in training, payroll, HR, compliance, and recruiting. The majority of quality HRIS
systems include flexible designs that feature databases that are integrated with a wide range of
features available. Ideally, they will also include the ability to create reports and analyze
information quickly and accurately, in order to make the workforce easier to manage.

Through the efficiency advantages conferred by HRIS systems, a HR administrator can obtain
many hours of his or her day back instead of spending these hours dealing with non-strategic,
mundane tasks required to run the administrative-side of HR.

Similarly, a HRIS allows employees to exchange information with greater ease and without the
need for paper through the provision of a single location for announcements, external web links.

29
 3.5 Users of HRIS applications:

HRIS meet the needs of a number of organizational stakeholders. Typically, the people in the
firm who interact with the HRIS are segmented into three groups:

(1) HR professionals,

(2) Managers in functional areas (production, marketing, engineering etc.) and

(3) Employees. HR professionals rely on the HRIS in fulfilling job functions (regulatory
reporting and compliance, compensation analysis, payroll, pension, and profit sharing
administration, skill inventory, & benefits administration etc.).

Thus, for the HR professional there is an increasing reliance on the HRIS to fulfill even the most
elementary job tasks. As human capital plays a larger role in competitive advantage, functional
managers expect the HRIS to provide functionality to meet the unit‘s goals and objectives.
Moreover, managers rely on the HRIS‘s capabilities to provide superior data collection and
analysis, especially for performance appraisal and performance management. Additionally, it
also includes skill testing, assessment and development, résumé processing, recruitment and
retention, team and project management, and management development. Finally, the individual
employees become end users of many HRIS applications. The increased complexity of employee
benefit options and the corresponding need to monitor and modify category selections more
frequently has increased the awareness of HRIS functionality among employees.

3.6 Cost and benefit of HRIS

An HRIS system represents a large investment decision for companies of all sizes. Therefore, a
convincing case to persuade decision makers about the HRIS benefits is necessary. The common
benefits of HRIS frequently cited in studies included, improved accuracy, the provision of timely

and quick access to information, and the saving of costs. Similarly, Becker’s and Bsat (2002)
pointed out at least five reasons why companies should use HRIS. These are:

30
  Increase competitiveness by improving HR practices

 Produce a greater number and variety of HR operations

 Shift the focus of HR from the processing of transactions to strategic HRM

 Make employees part of HRIS, and

 Reengineer the entire HR function

3.7 Limitation of HRIS: -

An 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.

31
 .
CHAPTER -4
HRIS AT ANCHOR ELECTRICALS Pvt Ltd.

HRIS AT ANCHOR ELECTRICALS PRIVATE LIMITED: -

The current HRIS at AEPL handles:-
 Payroll Management of Staff, Company workers, Contractual workers.
 Attendance Management
 Performance Appraisal Process.

4.1 USER AUTHENTICATION: -

Firstly, the user or the approver logs in into the i-Connect system by individual user –ids and
passwords. The user- ids are basically the employee codes of the employees. If proper authentication is
done, then only the employee is able to access the system.

Figure 4.1: User Authentication at Anchor Electricals Pvt. Ltd

There are different functionalities available in the system and these are different for the user and the
approver.

32
 4.2 FUNCTIONALITIES: -

FUNCTIONALITIES FOR USER:

I. Employee Information
II. Application
III. Approval
IV. My Documents
V. Performance Management System
VI. Income Tax
VII. My Info Center

FUNCTIONALITIES FOR APPROVER:

I. Payroll Processing
II. Loader Menu
III. Human Resource
IV. Settlement Process
V. Employee Self Service
VI. Regularization
VII. Attendance In Charge

4.3PROCESSES: -

4.3.1 PAYROLL PROCESS:

• Spine payroll software is used to prepare the payroll of Company Workers and Wetos software
is used to prepare the payroll of contractual workers.
• There are *** employees that are currently on payroll in this unit of company.
• The payroll of the staff members is prepared in head quarter, Mumbai whereas the payroll of
Company Workers, contractual workers (Third Party) is prepared in Daman Unit 5.
• i-Connect software is used as a attendance management system.

33
 • The attendance process is handled in the Head Quarter, and to prepare the payroll, the whole
attendance is being sent by the Head quarter monthly, it is verified and if there are any issues,
then the same is conveyed to the Head Quarter. If any query arises, then it is handled by the
local HR Team.
• All the new joiners', resignations, Loan application , Salary Advance , Labour welfare
fund(LWF) are entered manually by the payroll team.
• Once an Employee’s F&F( Full And Final ) is prepared, his/her status becomes inactive, even
if by mistake an entry is made in the code of resigned employee, the system doesn’t accepts
this(error-proof system).
• After preparing the payroll by the payroll team, the same is forwarded to the Finance and
Accounts department , from where it is send to the bank where the Real Time Gross Transfer
(RTGS) is done and the money is transferred directly into the employees respective bank
accounts. The whole system is cashless.

4.3.2 COMP OFF PROCEDURE: The Comp off procedure is a three level procedure.

Figure 4.2: Company Off process at Anchor Electricals Pvt. Ltd

NAVIGATION PATH:
34
  Application Comp Off Pre Over Time Request
 Application Comp Off Post Over Time Accumulation Request
 Application Comp Off Comp Off Avail

Figure 4.3: Company Off at Anchor Electricals Pvt. Ltd

PRE OVER TIME REQUEST: -

Figure 4.4: Pre-Over Time request at AEPL

35
POST OVER TIME REQUEST: -

Figure 4.5 : Post-Over Time request at AEPL

After the three level procedure is done, the employee avails for company off.
 The request will go for Approval to the Immediate supervisor
 Once saved, Records will be shown in the History Area.
 Based on the action taken by the Approver, Status will be appropriate either Approved or
Rejected.
 Employee can only cancel the records before approve or reject.
So, this is the whole process of Company off at AEPL.

36
 4.3.3 LEAVE MANAGEMENT PROCEDURE: -
It is a three level process which involves user, approver and the final approver by the head.
 Firstly, the user applies for a leave by logging into i-Connect from their respective user ids and
passwords.
 Then , the approver approves the request depending on the validation of reason. If the reason is
valid, the request is accepted.
 Final approval is given by the Head . This is the whole process of Leave management in the
organization.

LEAVE APPLICATION:

Figure 4.6 : Leave Application request at AEPL

Here, the employee can apply for leave if the employee has leaves remaining in his/her account.

37
LEAVE APPLY:
Here, the employee can apply for leave if the employee has leaves remaining in his/her account.

Figure 4.7 : Leave Apply request at AEPL

LEAVE DETAIL REPORT:

F
i
g
u
r
e

4
.
6

:
Figure4.8: Leave Detail Report at AEPL

38
 4.4 ON DUTY PROCESS

NAVIGATION PATH:

 Application On Duty On Duty Request

Figure 4.9 : On Duty request at AEPL

ON DUTY APPLICATION: -

Figure 4.9: On Duty Application request at AEPL

39
 On Save action, this request will go for Approval to the Immediate supervisor
 On Save action, Records will be shown in the History Area.
 Based on the action taken by the Approver, Status will be changed to Approved or
Rejected.
 Employee can able to cancel the records before approve or Reject. Also can nullify after

40
CHAPTER -5
RESEARCH METHODOLOGY

5.1:- Problem of the Study: - The intention of this study is to analyze the current HRIS
system (i.e i-Connect) and to find the area of improvement in the existing system. The Optimum
utilization of the available system is not done and there was more manual intervention in
Attendance, Payroll processing(Compensation and Benefit) and Performance Management
System (PMS).Therefore the problem of the study is:
 Is Current HRIS (i-Connect) effective at Anchor Electricals Private Limited with respect
to its utilization and benefit?

5.2.- Rationale of the study:-

Human Resource Information System is not a new concept but it is recuperating day by day with
the dynamic environment of the business. It is one such technological innovation which can
efficiently help in standardizing information about company employees.

5.3.- Objective of the study:-

The purpose of the study was to determine the satisfaction of employees from the current HRIS
system. Another aim of the study was to reveal the perceptions of employees for the dimensions
that constitute motive of the study was to find the area of improvement in the existing system by
collecting the feedback from the employees of different grades.

5.4: - Scope of The Study:–

The scope of the study is limited to the staff members of Anchor Electricals Private
Limited, Daman unit. As the workers do not use the Human Resource System, so the scope is
limited to only the staff. In our sample, I have taken the staff of the grade AMG09 and above.
Also, the new joiners of last one year were interviewed for the same.

5.5: - Research Design

41
In the present study is empirical and hence quantitative method was used for data analysis.
Therefore, descriptive research design was adopted for this study. For this study data was
collected through self-administered questionnaire.

Sample Selection: -

The essential requirement of any empirical study is that the sample selection should be done
is such a fashion that the sample selected is representative of the population and the results
obtained can be generalized. The sample for this study consisted of current employees of
grade AMG-09 and above and the new joiners of last one year from the Anchor Electricals
Private Limited.
Sampling Frame: -
Sampling frame includes all the members of grade AMG09 and above in Anchor Electricals
Private Limited.
Sampling Unit: -
Each employee of Grade AMG 09 and above and the new joiners of past one year were in would
be the sampling unit of Anchor Electricals Private Limited.

Sampling Technique:
The sampling technique used was convenience sampling.
Sample Size: -
A total of 50 questionnaires were distributed in person out of which 39 were returned which
represented a return rate of 78%. Conclusions have been arrived at by using the responses
from the questionnaire.
Data Collection: -

 PRIMARY DATA
The primary data collection was done by conducting Face-to-Face interviews of end-user and
Administrator. A questionnaire form was also filled and the data analysis was done so as to
give a precise, accurate, realistic and relevant view of the data.

42
  SECONDARY DATA

The Secondary Data as it has always been important for the completion of any report
provides a reliable, suitable, equate and specific knowledge.The secondary data was collected
from internet, journals and other project reports.

5.6: - Limitations of The Study: -

Although all effort was taken to make the result of the survey as accurate as possible, there
were certain constraints during the study.
 Some Employees were not willing to give appointment due to their busy schedule.
 Due to very large size of the organization, only selected samples of Employees were
contacted.
 Due to fast pace of life, some Employees were unable to justify to the questionnaire.

43
CHAPTER -6
DATA ANALYSIS AND INTERPRETATION

BIOGRAPHICAL DATA

(1) DESIGNATION OF EMPLOYEES:

Designation
Cumulative
Frequency Percent Valid Percent Percent
Valid Dy. Manager 13 35.1 36.1 36.1
Sr. Manager 3 8.1 8.3 44.4
Asst. Manager 8 21.6 22.2 66.7
DGM 2 5.4 5.6 72.2
Engineer 10 27.0 27.8 100.0
Total 36 97.3 100.0
Missing System 1 2.7
Total 37 100.0

Table 6.1 : Frequency Distribution of Designation of respondents at AEPL

Figure 6.1 : Designation of respondents at Anchor Electricals Pvt. Ltd

44
INTERPRETATION:

Most of the employees in the sample were Engineers and Asst. Managers.

(2) Is the System User-Friendly?

Cumulative
Frequency Percent Valid Percent Percent
Valid NO 22 59.5 61.1 61.1
YES 10 27.0 27.8 88.9
UNSURE 4 10.8 11.1 100.0
Total 36 97.3 100.0
Missing System 3 2.7
Total 39 100.0

Table 6.2 : Frequency Distribution Table of User-Friendliness of HRIS .

Figure 6.2: Opinion of respondents on User-Friendly of HRIS.

INTERPRETATION:

The system was not User-friendly . Most of the employees know the limited functionalities of
the system as it is not User-Friendly .

45
 (3) IS TRAINING REQUIRED TO USE THE SYSTEM?

Cumulative
Frequency Percent Valid Percent Percent
Valid NO 15 38.5 38.5 38.5
UNSURE 1 2.6 2.6 41.0
YES 23 59.0 59.0 100.0
Total 39 100.0 100.0

Table 6.3 : Frequency Distribution of Training required to use HRIS

Figure 6.3: Opinion of respondents on Training of HRIS.

INTERPRETATION:

Most of the employees need a training session to understand HRIS. 60%

Employees need and training.

46
 (4) Is the User-Manual available?

28%

YES NO

72%

Figure 6.4: User-Manual Availability of HRIS

INTERPRETATION:

There is no User-manual available for the system i-Connect .So, employees are
not able to solve their query themselves.
(5) Was Training provided to use the system?

Cumulative
Frequency Percent Valid Percent Percent
Valid NO 23 59.0 59.0 59.0
UNSURE 3 7.7 7.7 66.7
YES 13 33.3 33.3 100.0
Total 39 100.0 100.0

Table 6.4 : Frequency Distribution Table on Training Provided for HRIS

47
 Figure 6.5: Opinion of respondents on Training Provided for HRIS.

INTERPRETATION:

Most of the employees think that proper training was not provided to use the
system. The need for technical training is there.

(6) What was the Overall rating of the system?

Statistics
RATING
N Valid 36
Missing 3
Mean 6.08
Median 6.00
Mode 7
Std. Deviation 1.763
Variance 3.107
Range 7
Minimum 2
Maximum 9

Table 6.5 : Various Statistics for Rating Of Employees for HRIS

48
 Cumulative
Frequency Percent Valid Percent Percent
Valid 2 2 5.1 5.6 5.6
3 2 5.1 5.6 11.1
4 1 2.6 2.8 13.9
5 7 17.9 19.4 33.3
6 7 17.9 19.4 52.8
7 10 25.6 27.8 80.6
8 5 12.8 13.9 94.4
9 2 5.1 5.6 100.0
Total 36 92.3 100.0
Missing System 3 7.7
Total 39 100.0

Table 6.6: Frequency Distribution Table for Rating of Employees for HRIS

Figure 6.6: Opinion of respondents on Rating of HRIS System.

INTERPRETATION:

49
Most of the employees have given rating of 7 .This means that most of the employees are
satisfied with the system. One reason for this could be that the employees know the limited
functionalities of the system.

(10) What are the strengths of the HRIS System?

a. ATTENDANCE

Cumulative
Frequency Percent Valid Percent Percent
Valid NO 32 82.1 82.1 82.1
YES 7 17.9 17.9 100.0
Total 39 100.0 100.0

Table 6. 7 Frequency Distribution Table for Attendance as a Strength of HRIS

Figure 6. 7:Opinion of respondents on Attendance as a Strength of HRIS

50
b. LEAVE CLAIM
Cumulative
Frequency Percent Valid Percent Percent
Valid NO 34 87.2 87.2 87.2
YES 5 12.8 12.8 100.0
Total 39 100.0 100.0

Table 6. 8 Frequency Distribution Table for Leave Claim as a Strength of HRIS

Figure 6. 8: Opinion of respondents on Leave Claim as a Strength of HRIS

51
c. INVESTMENT DECLARATION

Cumulative
Frequency Percent Valid Percent Percent
Valid NO 31 79.5 79.5 79.5
YES 8 20.5 20.5 100.0
Total 39 100.0 100.0

Table 6. 9 Frequency Distribution Table for Investment Declaration as a

Strength of HRIS

Figure 6. 9: Opinion of respondents on Investment Declaration as a Strength of

HRIS
d. APPROVAL:

Cumulative
Frequency Percent Valid Percent Percent
Valid NO 35 89.7 89.7 89.7
YES 4 10.3 10.3 100.0
Total 39 100.0 100.0
Table 6. 9 Frequency Distribution Table for Approval as a Strength of HRIS

52
 Figure 6. 10: Opinion of respondents on Approval as a Strength of HRIS

e. PERFORMANCE APPRAISAL

Cumulative
Frequency Percent Valid Percent Percent
Valid NO 30 76.9 76.9 76.9
YES 9 23.1 23.1 100.0
Total 39 100.0 100.0

Table 6. 10 Frequency Distribution Table for Performance Appraisal as a Strength

of HRIS

53
Figure 6. 11:Opinion of respondents on Performance Appraisal as a Strength of HRIS

CO-RELATION:

NEEDED RATING
**
NEEDED Pearson Correlation 1 .439
Sig. (2-tailed) .007
N 36 36
**
RATING Pearson Correlation .439 1
Sig. (2-tailed) .007
N 36 36
**. Correlation is significant at the 0.01 level (2-tailed).

INTERPRETATION:

There is significant relationship between the Training needs and their rating given to the
Human Resource Information System. It could be interpreted that the respondents who
require training for understanding the system have given a low rating to the system.

54
CHAPTER -7
KEY FINDINGS, RECOMMENDATIONS AND FUTURE SCOPE

KEY FINDINGS:

• Ratings (according to Table No.6.6) shows that the system is overall satisfactory for use.
It may be possible because the staff knows only limited functionalities of the system.
• Accuracy of the data is achieved.
• Attendance and Performance Appraisal are two complicated processes.
• HRIS is completely secure and confidential information can be stored without worries
• Most of the people require training (according to Table No.6.3).
• There is a need for computer and technology specialists with greater information
technology knowledge(according to Table No.6.3).
• Most of the staff members are not aware of the mobile application (new joiners
especially).
• Limited HRIS manpower in the organization.

RECOMMENDATIONS:

• Formal training rather than regular or informal training should be provided to use the
system.
• Employees do not seek HRIS as user-friendly, so the user interface should be simplified.
• Most of the time system doesn’t respond or crashes , so the system should be made more
error-proof.
• There should be a manual or hand book available for the system.
• A session on HRIS should be organized once in two months , to let the staff know the
different functionalities of the system and how to use them.
• Most of the staff members are not aware of the mobile application (new joiners
especially). So, if the organization has invested in the application, the same should be of
use to employees.
• HRIS manpower should be in the organization.

55
FUTURE SCOPE:

• HRIS can also be used to announce upcoming events or deadlines to every employee in
one place. Employee can respond with acknowledgements. This saves both manager’s
and the employee’s time in tracking every email response.
• HRIS system can be used for actually hiring the candidates and training them ,instead of
maintaining physical copies and records.
• The Attendance system is there in the mobile application, further categories should also
be included ,so that all its functionalities will be helpful.
• Details of the training programs undergone by the staff should be updated on the system.
• All the policies should be uploaded on the system.

56
CONCLUSION

Human resource information system plays a very vital role for total performance of the
organization. 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. The world is very competitive in this new
millennium. Every organization getting the edge of using technology. To ensure better
consultancy service the organization must have to ensure a good Human Resource
Management practice. The area of Human Resource Management is very wide. Human
Resource management is the heart of an organization which plays an important role of getting
the right people to do the right job and at the right places, which helps to Human Resource
information system ensure the overall achievement of the goals of the organization.

57
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WEBLIOGRAPHY

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Business and Management, Vol. 5, No. 10; October 2010.

 Kenneth A. Kovach, Allen A. Hughes, Paul Fagan and Patrick G. Maggitti (2002),

Administrative and Strategic Advantages of HRIS: Employment Relations Today,

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 Aktas, A. Z. (1987). Structured analysis and design of information systems.

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 Bussler, L., & Davis, E. (2001/2002). Information systems: The quiet revolution in

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59
ANNEXURE

Employee Code:_________________ Department :__________________________

DESIGNATION: _____________________________

TENURE WITH ANCHOR: ______________________

DATE OF SURVEY: _____________________

1.1 Indicate the name of your  i-Connect  Wetos  Spine

HRIS:
Yes No Unsure
1.2 Is this HRIS application online?   
1.3 Who maintains this HRIS application? Check one option.
to HR
 Section
&GA 5.)  Planning  Accounting  Outside  Other
consultant
1.4 How do you access the system? Check all options that apply.
 Any   Mobile  Printed  Unable to access
computer with Networked Application documents system(Out of
Internet computer(O office)
access(Outsid nly office
e office also) computer)
Yes No Unsure
1.5 Do you have a technical support person/team for this   
HRIS application?
1.6 How much time it takes to resolve your Query?
 1-3 days  3-5  5-7 days  More than 7 days
days
Yes No Unsure
1.7 Is there a user manual or handbook on this HRIS
  
application?
1.8 Did you receive training on the HRIS application?
  

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 Yes No Unsure
1.9 If Training is not provided at present, do you expect
the management to provide adequate training about   
this system?
1.10 Is there a system or process for providing feedback
for improving this HRIS application?   
1.11 Is the system User-friendly?
  

1.12 In your opinion, what are the strengths of this organization’s HRIS? Check all options that
apply.

 Data  Ease of  Ease of  Data  Speed of  None of

accuracy access to data updating security report these.
records generation

1.13 Which of the following is the most complicated process in this system?

 Attendance  Leave Claim  Investment  Approval of Requests.

Declaration

 Performance Appraisal  Master Data update  None of the above.

1.14 What changes or additions would you recommend be made to the system?

1.15 In a scale of 1 to 10, how will you rate the HRIS that is used in the organization?
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