Summer Internship Report

On
“A STUDY ON HUMAN RESOURCE
MANAGEMENT AT HINDUSTAN COMPUTER
LIMITED (HCL)”
Submitted toward the Partial Fulfillment of the Requirement for the
Award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

(MBA-HR)
Under the Guidance of:
Dr. Manish Dwivedi

HR-Manager, HCLTech

Submitted To: Submitted By:

Dr. Manish Dwivedi Mohd Ayaan Siddiqui
Assistant Professor Roll No. 2210019025342
IMS, University of Lucknow MBA, 3rd Semester

Batch: 2022 – 2024

Institute of Management Sciences

University of Lucknow (New Campus),
Lucknow
pg. 1
Space for the certificate

pg. 2
 DECLARATION

This is to declare that I, MOHD AYAAN SIDDIQUI (Roll No.

2210019025342) student of MBA, 3rd semester, have personally worked on the
research entitled “A STUDY ON HUMAN RESOURCE MANAGEMENT AT
HINDUSTAN COMPUTER LIMITED (HCL)”. The data mentioned in this
report were obtained during genuine work done and collected by me. The data
obtained from other sources have been duly acknowledged. The result embodied
in this project has not been submitted to any other University or Institute for the
award of any degree.

Date:

Place: Lucknow MOHD AYAAN SIDDIQUI

Roll No. 2210019025342
MBA, 3rd Semester

pg. 3
 ACKNOWLEDGEMENT

I am highly obliged to University of Lucknow for granting me permission to

carry out my internship on “A STUDY ON HUMAN RESOURCE MANAGEMENT
AT HINDUSTAN COMPUTER LIMITED (HCL)".

Heartfelt thanks to my mentor Dr. Manish Dwivedi for his guidance. I simply feel
myself blessed being provided with an academic director like him.

Last but not the least I would like thank my family and friends for their support without
which this report would not have been successful.

MOHD AYAAN SIDDIQUI

Roll No. 2210019025342
MBA, 3rd Semester

pg. 4
 PREFACE

For a management student, research report plays an important role during his
study. Research provides a corporate or real world platform to learn practically. MBA
degree without any research or corporate world experience is just like food without salt.
So research provides a great learning experience about management concepts and its
applications.

This project entitled “A STUDY ON HUMAN RESOURCE MANAGEMENT

AT HINDUSTAN COMPUTER LIMITED (HCL)” aimed at studying the recruitment
of employee of any organization is very important functions because these decide the
most suitable manpower which steers the industry to its desired goals.

This project was undertaken as a part of the curriculum of MBA course, which is
compulsory for each student to have the research in any organization to their respective
specialization, as to gain first-hand knowledge of the organization. This exposure enables
the trainees to learn effective and efficient ways and means to solve the real problems
faced by the organization and also to understand its dynamics.

pg. 5
 EXECUTIVE SUMMARY

Human Resources Management (HRM) is an integration of HRM. HRM or Human

resource Information system helps HR managers perform HR functions in a more
effective and systematic way using technology. It is the system used to acquire, store,
manipulate, analyze, retrieve, and distribute pertinent information regarding an
organization's human resources. The HRM 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. An extensive study by Towers Perrin study revealed the following benefits
of:

Critical Analysis

 The general perception about HRM is that the organization can do without its
implantation. Hence only large companies have started using HRM to
complement its HR activities.
 But HRM would be very critical for organizations in the near future. This is
because of a number of reasons.
 Large amount of data and information to be processed.
 Project based work environment.
 Employee empowerment.
 Increase of knowledge workers & associated information.
 Learning organization

But trends are changing for the better as more and more organizations realize the
importance of IT and technology. Major HRM providers are concentrating on the
small and middle range organizations as well as large organizations for their
products. They are also coming up with very specific software modules, which
would cater to any of their HR needs.

pg. 6
 TABLE OF CONTENT

Sr. No. Title Page No.

1 Company Profile

2 Objectives of the Study

3 Research Methodology

4 Data Analysis & Interpretation

5 Skill Acquired

6 Finding, Suggestion & Conclusion

7 Bibliography

8 Appendix

pg. 7
 COMPANY PROFILE
HCL TECHNOLOGIES LIMITED

HCL Technologies Campus in Noida

Formerly Hindustan Computers Limited

Type Public
 BSE: 532281
 NSE: HCLTECH
Traded as  BSE SENSEX Constituent
 NSE NIFTY 50 Constituent

ISIN INE860A01027
Information technology
Industry Consulting
Outsourcing
Founded 11 August 1976; 45 years ago
Founder Shiv Nadar
Noida, Uttar Pradesh
Headquarters ,
India
Area served Worldwide
 Roshni Nadar Malhotra (Chairperson)
 Shiv Nadar (Chairman Emeritus & CSO)
Key people
 C Vijayakumar (CEO)

Services Software

pg. 8
 Revenue ₹1,583,995 crore (US$210 billion) (2021)
Operating income ₹16,364 crore (US$2.2 billion) (2021)
Net income ₹11,169 crore (US$1.5 billion) (2021)

Total assets ₹86,194 crore (US$11 billion) (2021)

Total equity ₹59,370 crore (US$7.9 billion) (2021)

Owner Shiv Nadar (60.33%)

Number of employees 1,68,000(2021)
Parent HCL Group
Website www.hcltech.com

HCL Technologies is an Indian multinational information technology (IT) services and

consulting company headquartered in Noida, Uttar Pradesh, India. It is a subsidiary of
HCL Enterprise. Originally a research and development division of HCL, it emerged as
an independent company in 1991 when HCL entered into the software services business.
The company has offices in 50 countries including United Kingdom, United States,
France, and Germany with a worldwide network of R&D, "innovation labs" and "delivery
centers", over 187,000 employees and its customers include 250 of the Fortune 500 and
650 of the Global 2,000 companies.

It operates across sectors including aerospace and defense, automotive, banking, capital
markets, chemical and process industries, energy and utilities, healthcare, hi-tech,
industrial manufacturing, consumer goods, insurance, life sciences, manufacturing, media
and entertainment, mining and natural resources, oil and gas, retail, telecom, and travel,
transportation, logistics & hospitality.

HCL Technologies is on the Forbes Global 2000 list. It is among the top 20 largest
publicly traded companies in India with a market capitalisation of $50 billion as of
September 2021. As of July 2020, the company, along with its subsidiaries, had a
consolidated annual revenue of ₹71,265 crore (US$10 billion).

pg. 9
History of HCL

HCL Enterprise

HCL Enterprise was founded in 1976.

The first three subsidiaries of parent HCL Enterprise were:

 HCL Technologies - originally HCL's R&D division, it emerged as a subsidiary in

1991
 HCL Infosystems
 HCL Healthcare

The company tried to stay focused on hardware, but, via HCL Technologies, software
and services is a main focus.

Revenues for 2007 were US$4.9 billion.

Revenues for 2017 were US$6.5 billion, and HCL employed over 105,000 professionals
in 31 countries.

Revenues for 2018 were US$9 billion, and HCL employed over 110,000 professionals in
31 countries. A unit named HCL Enterprise Solutions (India) Limited was formed in July
2001.

Currently HCL Technologies is a subsidiary of Vamasundari Delhi through a chain of

entities in between. Vamasundari (Delhi) is owned by Shiv Nadar and it in turns holds
majority of shares in most HCL group companies.

On 1 July 2019, HCL Technologies acquired a select few products of IBM. HCL
Technologies took the full ownership of research and development, sales, marketing,
delivery, and support for AppScan, BigFix, Commerce, Connections, Digital Experience
(Portal and Content Manager), Notes Domino, and Unica.

pg. 10
Formation and early years

In 1976, a group of six engineers, all former employees of Delhi Cloth & General Mills,
led by Shiv Nadar, started a company that would make personal computers. Initially
floated as Microcomp Limited, Nadar and his team (which also included Arjun Malhotra,
Ajai Chowdhry, D.S. Puri, Yogesh Vaidya and Subhash Arora) started selling teledigital
calculators to gather capital for their main product. On 11 August 1976, the company was
renamed Hindustan Computers Limited (HCL).

On 12 November 1991, a company called HCL Overseas Limited was incorporated as a

provider of technology development services. It received the certificate of
commencement of business on 10 February 1992 after which it began its operations. Two
years later, in July 1994, the company name was changed to HCL Consulting Limited
and eventually to HCL Technologies Limited in October 1999.

HCL Technologies is one of the four companies under HCL Corporation, the second
company being HCL Infosystems. In February 2014 HCL launched HCL Healthcare.
HCL TalentCare is the fourth and latest venture of HCL Corporation.

HCL Technologies began as the R&D Division of HCL Enterprise, a company which was
a contributor to the development and growth of the IT and computer industry in India.
HCL Enterprise developed an indigenous microcomputer in 1978, and a networking OS
and client-server architecture in 1983. On 12 November 1991, HCL Technologies was
spun off as a separate unit to provide software services.

HCL Technologies was originally incorporated as HCL Overseas Limited.[30] The name
was changed to HCL Consulting Limited on 14 July 1994.[31] On 6 October 1999, the
company was renamed 'HCL Technologies Limited' for "a better reflection of its
activities."[30] Between 1991 and 1999, the company expanded its software development
capacities to US, European and APAC markets.

pg. 11
IPO and subsequent expansion

The company went public on 10 November 1999, with an issue of 142 crore
(14.2 million) shares, valued at ₹4 each.[32] During 2000, the company set up an
offshore development centre in Chennai, India, for KLA-Tencor Corporation.

In 2002, it acquired Gulf Computers Inc.

In March 2021, HCL Technologies expands partnership with Google Cloud to bring HCL
Software's Digital Experience (DX) and Unica Marketing cloud-native platforms to
Google Cloud.

ACQUISITIONS

Number Acquisition date Company Business Country

Capital Stream Business process

1 20 February 2008 United States
Inc. automation

Liberata Financial Business process

2 16 July 2008 United Kingdom
Service outsourcing

Control Point Telecommunications

3 25 August 2008 United States
Solutions, Inc. service

4 15 December 2008 Axon Group Plc. SAP Consulting United Kingdom

UCS Group's
Enterprise
5 16 July 2009 SAP South Africa
Solutions SAP
Practice

Information
6 1 April 2016 Part of Volvo IT Sweden
technology

Concept to Silicon
7 19 October 2015 Semi-Conductors India
Systems (C2SiS)

pg. 12
Number Acquisition date Company Business Country

8 29 October 2015 PowerObjects CRM Consulting United States

PLM & Engineering

9 2016 Geometric Ltd India
Services

Butler America
10 17 January 2017 Engineering & Design United States
Aerospace

Urban Fulfillment Business Process

11 25 April 2017 United States
Services, LLC Outsourcing

ETL Factory
12 5 September 2017 Limited Automation United Kingdom
(Datawave)

H&D International IT and engineering

13 27 June 2018 Germany
Group services provider

Sankalp Technology design

14 9 September 2019 India
Semiconductor services firm

ACQUIRED

In July 2018 US-based Actian was acquired by HCL Technologies and

Sumeru Equity Partners for $330 million.

JOINT VENTURE

On 23 July 2015, CSC (NYSE: CSC) and HCL Technologies (BSE:

HCLTECH) announced a joint venture agreement to form a banking
software and services company, Celeriti FinTech.

pg. 13
In October 2017, IBM struck a "strategic partnership" with HCL
Technologies that had the latter firm take over development of the IBM
Lotus Software's Notes, Domino, Sometime and Verse collaboration tools.

In May 2018, HCL Technologies announced that it has joined hands with
Transportation Alliance (BITA), known for incorporating blockchain in the
transportation industry, to implement block chain.

PARTNERSHIP

On 9 June 2015 PC maker Dell announced a strategic distribution

partnership with HCL Infosystems.

In October 2018, TransGrid signed a 5-year managed services deal with

HCL Technologies for IT services delivery and providing outsourcing
support, with the outsourcing teams to be based in Australia.

HCL Tech signs seven-year exclusive partnership with Temenos - The

exclusive strategic agreement will be for non-financial services enterprises,
where HCL has been granted a license to develop, market, and support
Temenos multi-experience development platform (MXDP). This agreement
will help provide HCL's non-financial services clients leading technology
and the higher levels of services and support.

OPERATIONS
A world-map showing the countries where HCL Technologies has
operations.

pg. 14
HCL Technologies operate in 50 countries, including its headquarters in
Noida, India. It has establishments in Australia, China, Hong Kong, India,
Indonesia, Israel, Japan, Malaysia, New Zealand, Saudi Arabia, Singapore,
South Africa, the United Arab Emirates and Qatar. In Europe it covers
Belgium, Bulgaria, Czech Republic, Denmark, Estonia and Romania
Finland, France, Germany, Italy, Lithuania, Netherlands, Norway, Poland,
Sweden, Switzerland, Portugal, and United Kingdom. In the Americas, the
company has offices in Brazil, Canada, Mexico, Puerto Rico, Guatemala,
and United States.

BUSINESS LINES

1. Applications Services and Systems Integrations

2. BPO/Business Services: This division has "delivery centres" in India,
Philippines, Latin America, USA, HCL BPO Northern Ireland, and
Europe.
3. Engineering and R&D Services (ERS)
4. Infrastructure Management Services (IMS)
5. IoT WoRKS
6. DRYiCE
7. Digital & Analytics and e-publishing
8. Cybersecurity and GRC Services
9. Financial Risk & Compliance Solutions

INFRASTRUCTURE SERVICES DIVISION

A subsidiary of HCL Technologies, HCL Infrastructure Services Division

(ISD) is an IT services company. Headquartered in Delhi, NCR, India, HCL

pg. 15
ISD was instituted in 1993 with the objective to address the demand for cost-
effective management of technology infrastructure across geographically
dispersed locations. HCL ISD, also known as HCL Comnet Systems and
Services Ltd. in India, diversified it provide enterprise IT infrastructure
globally in 1993 winning the first order to establish India's first floorless
stock exchange

UNITED KINGDOM AND IRELAND

On 7 September 2005, HCL Technologies expanded its operations base in

County Armagh and Belfast in Northern Ireland. At the 2006 UK Trade and
Investment India Business Awards in New Delhi, the then UK Prime
Minister Tony Blair announced the expansion, which was aimed at creating
more IT and BPO jobs in the area. HCL acquired the Armagh-based Answer
Call Direct earlier in 2005. HCL BPO services in Ireland are carried out
through its main delivery centres in Armagh and Belfast. In November 2011,
after HCL revealed an expansion plan in County Kilkenny in Ireland, its
Business Process Outsourcing (BPO) division in Northern Ireland won a
contract for back-office services from the Department of Health. It was
aimed at increasing the number of jobs and other employment opportunities
in the region.

SRI LANKA

HCL announced on 16 June 2020 that it had commenced operations in Sri

Lanka. The company plans to create 1,500 jobs in the country within the first
18 months of operations.

pg. 16
HCL INFOSYSTEMS

HCL Enterprise's Info systems subsidiary, as of 2015, was still active.

This part of HCL was formed in 1976 to produce calculators.

CRITICISM

HCL has been involved in criticism and litigation involving the H-1B visa
program to replace U.S. workers with cheaper foreign labour, including the
Disney collusion lawsuit, and the heavily reported case of replacing
University of California's San Francisco Medical Center IT workers.

pg. 17
HUMAN RESOURCE:
INTRODUCTION
HUMAN RESOURCE MANAGEMENT
Human Resources may be the most misunderstood of all corporate departments, but it's
also the most necessary. Those who work in Human Resources are not only responsible
for hiring and firing, they also handle contacting job references and administering
employee benefits.

It's true that any individual who works in Human Resources must be a "people person."
Since anyone in this department deals with a number of employees, as well as outside
individuals, on any given day, a pleasant demeanor is a must.

Managing employees is a major job, so those in Human Resources must be equal to the
task. Ten or twenty years ago, Human Resources personnel were rarely seen. Instead they
worked behind the scenes to ensure personnel records were in order and employee
benefits were being properly administered, but the job stopped there. Today's Human
Resources personnel don't only handle small administrative tasks. They are responsible
for staffing major Corporation.

Human Resource Information Systems (HRIS) have become one of the most important
tools for many businesses. Even a small office needs to realize the benefits of using HRM
to be more efficient. Many firms do not realize how much time and money they are
wasting on manual human resource management (HRM) tasks until they sit down and
inventory their time. HRM is advancing to become its own information technology (IT)
field. It allows companies to cut costs and offer more information to employees in a faster
and more efficient way.

Especially in difficult economic times, it is critical for companies to become more

efficient in every sector of their business.

pg. 18
HRM refers to software packages that address HR needs with respect to planning,
employee information access, and employer regulatory compliance. The following text
begins with a discussion of human resource planning, followed by human resource
management systems.

The HRM field lagged behind a number of other functional areas of management in the
utilization of computer applications, but beginning in the late 1980s extensive use of
sophisticated applications began to appear. Prior to that time, manual record systems
often dominated in personnel or human resource departments. Computer applications
used in the field were generally limited to basic record keeping and payroll management
systems. Virtually all such systems were based on mainframe computers and required
extensive support from information systems professionals. Thus, human resource
managers had little opportunity to design sophisticated reports and computer-based
analytical tools to aid in managerial decision making. In general, uses of computers in
HRM fell into the category of electronic data processing applications, which generally
involve the automation of relatively routine tasks (e.g., calculating pay and printing
checks).

A number of trends seem to have contributed to a growing reliance on computers as

information-processing and decision-aiding tools in HRM. The emergence of the human
resource management field (versus personnel administration) gave the human resource
function greater credibility within the managerial hierarchy, necessitating more
sophisticated use of information, especially as it related to the strategic management
function. Firms have experienced increased competitive pressures that have translated
into greater cost containment demands from upper management, leading to greater
automation of the record-keeping function in the HRM field. The ready availability of
microcomputers and relatively user friendly software means, that to an increasing extent,
human resource managers are no longer dependent on information system professionals
to develop and implement applications (which might be assigned a lower priority than
other management functions).

pg. 19
Many HRM departments in larger organizations have also developed internal information
system capabilities, so that HRM units have been established.

Significant achievements:

Perhaps the most significant development in the HRM area currently is the growing use
of organizational intranets as a means of managing many aspects of a firm's HRIS. An
intranet is an internal network that makes use of World Wide Web technology (browsers,
servers, etc.) to gather and disseminate information within the firm. Intranets may be
linked to the external Internet, but are usually secured in a variety of ways so that only
authorized users can access the information on the internal components. While it is quite
easy to generate static extracts of HRM data tables, queries, forms, and reports for
posting on an intranet, it is also quite feasible to establish live links between an intranet
and a firm's HRIS. This allows real-time collection and display of information. Thus
employees can complete forms online that enroll them in benefits programs, allow them
to bid on job openings, let them submit suggestions, and facilitate filing of various
claims. In addition, intranet displays can be tailored to the needs of specific users. The
user may check on the current status of his or her fringe benefits, vacation time, training
program enrollment, or pension fund. Intranets obviously require extensive security
measures to prevent inappropriate changing or accessing of data. The issues seem to have
been addressed, however, and HRM products are increasingly emphasizing their
functionality in intranet environments.
Another variant is the extranet. Again, relying on World Wide Web technology, such
systems allow organizations to interact with clients in a secure environment that mimics
the Internet. Thus a health insurance company might establish an extranet that links to the
intranets of its major clients. Employees in client organizations can then connect to the
insurance vendor's extranet from within the employer's intranet environment in order to
check on the status of their policies, obtain coverage information, file claims, and follow-
up on outstanding claims.

pg. 20
Human resources operations challenge organizations with a dualistic yet interdependent
set of outcomes. One summons organizational change that may be perceived as a threat to
the status quo, while the other set of outcomes gives highly valuable potential benefits for
organizational performance. This paradox stems from the requirement for U.S. businesses
to improve productivity from their skilled workers in order to satisfy the demand shift
from manufacturing to technological and intellectual innovations (Cascio, 1998; Robbins,
1998). This transformation means that both organizational productivity gains and
competitive advantage depend on high quality worker competence. In other words,
increasing productivity through people is now paramount. Consequently, essential human
resource functions have recently become even more critical to general organizational
well-being.
To achieve these complex objectives, many organizations have turned to information
systems technology (Haines, & Petit, 1997; Richards-Carpenter, 1997; Simon, & Werner,
1996). The reliance on technology has deceptively been prompting the false assumption
that HRM is synonymous with computerized human resource information systems. In
reality, computer technology is not required for a successful HRM function, and many
HRM activities still defy computer automation (Grossman, & Magnus, 1988; Haines, &
Petit, 1997; Simon, & Werner, 1996). Nevertheless, computer based information
technology serves as a tremendous tool for operationalizing HRM applications. Many
related tasks such as rapid information dissemination and feedback would be impractical
or impossible without computerized support (Benjamin, & Benson, 1986; DeSanctis,
1986; Haines, & Petit, 1997).
With this major charge, information systems technology has introduced wide spread
implementation of human resource information systems that more fully allow
organizational members to participate in information sharing and decision-making.
Indeed, past studies have shown that over 90 percent of organizations have a formalized
and separate HRM department or an equivalent function (Cholak, & Simon, 1991;
Richards-Carpenter, 1997). Nearly all organizations have actually implemented some
form of HRM Anonymous, 1996; Richards-Carpenter, 1997). However, these
applications vary widely from organization to organization, and there is equal diversity in

pg. 21
the resultant benefits (Cholak, & Simon, 1991; Haines, & Petit, 1997; Richard-Carpenter,
1997).
Preliminary research shows that successful HRM operations are identified by such
outcomes as organizational competence; i.e, meeting strategic goals (Thomas, 2001;
Pierce, & Newstrom, 2002). Furthermore, successful HRM functions support such key
processes as executive decision-making, employee training, technology selection,
interdepartmental integration, and organizational reporting structures (DeSanctis, 1986;
Haines, & Petit, 1997; Richards-Carpenter, 1996). While such studies provide valuable
insights into HRM implementation, their generalizability is limited due to the absence of
a comprehensive foundation in which to contextually base these findings (Kovach, &
Kathcart, 1999; Kuhn, 1996; Weick, 1979).
All indications are that HRISs will continue to play an increasingly important role in the
HRM field. An important driving factor is that HRISs facilitate process reengineering in
the HRM area, thus promoting greater efficiency. Functions that, once, were carried out
manually and in many steps can often be largely automated. And the business firm's
continuing demand for information to facilitate planning and strategy formulation will
necessitate further reliance on HRISs. Finally, the linking of HRISs to organizational
intranets is apt to gain in popularity as a relatively inexpensive and appealing means of
gathering and distributing human resource information.

WHAT DOES HUMAN RESOURCE MANAGERS DO??

Human resources managers have a great deal of responsibility within their companies, so
prior working experience in the human resources field is essential.

One of the key functions of a human resources manager is leading the company in
developing, implementing, and auditing personnel policies and procedures. In order to
ensure the company meets its compliance requirements, a human resources manager must
have a solid understanding of applicable local, national, and international employment
and Labor Law .Human resources managers are also tasked with ensuring that the
company’s employees receive adequate training on the company’s policies and
procedures.
pg. 22
 Information System

Standardized system for collecting, recording, interpreting, analyzing, reporting, and

disseminating data so that the data are available to be used for making critical
management decisions.

In a general sense, the term Information System refers to a system of people, data records
and activities that process the data and information in an organization, and it includes the
organization's manual and automated processes.

In a narrow sense, the term information system refers to the specific application software
that is used to store data records in a computer system and automates some of the
information-processing activities of the organization. Computer-based information
systems are in the field of information technology.

Information systems support different types of decisions at different levels of the

organizational hierarchy. Major types of Information systems include structural databases
and information management software. Information system refers broadly to a computer-
based system that provides managers with the tools for organizing, evaluating and
efficiently running their departments.

In order to provide past, present and prediction information, Information System can
include software, that helps in decision making, data resources such as databases, the
hardware, resources of a system, decision support systems, people management and
project management applications, and any computerized processes that enable the
department to run efficiently.

Within companies and large organizations, the department responsible for computer
systems is sometimes called the Management Information System department.

pg. 23
Human Resource
Human Information System:
Resource Management

Human Resource Information System (HRIS) is a systematic way of storing data and
Human Resource Information System (HRIS) is a systematic way of storing data and
information for each individual employee to aid planning, decision making, and
information for each individual employee to aid planning, decision making, and
submitting of returns and reports to the external agencies. It is an online solution for the
submitting of returns and reports to the external agencies. It is an online solution for the
data entry and tracking of a company's human resources department information, payroll,
data entry and tracking of a company's human resources department information, payroll,
management, and accounting
management, and accounting

 An integrated system designed to provide information used in HR decision making.

The Human Resource Information Systems (HRIS) provide overall:

 Management of all employee information. Reporting and analysis of employee

information. Company-related documents such as employee handbooks, emergency
evacuation procedures, and safety guidelines.

 Benefits administration including enrollment, status changes, and personal information

updating.

 Complete integration with payroll and other company financial software and
accounting systems.

 Applicant and resume management.

A human resource information system (HRIS) is defined as a computer based application

for assembling and processing data related to the human resource management (HRM)
function. As in other types of information systems, an HRM consists of a database, which
contains one or more files in which the data relevant to the system are maintained, and a
database management system, which provides the means by which users of the system
access and utilize these data. The HRM thus contains tools that allow users to input new
data and edit existing data; in addition, such programs provide users with the opportunity

pg. 24
 to select from an array of predefined reports that may either be printed or displayed on a
monitor. Reports may address any of a number of different HRM issues (e.g.
compensation is planning, equal employment opportunity monitoring). HRISs also
generally include tools by which users or system administrators may generate ad hoc
reports and select specific cases or subsets of cases for display.
It merges HRM as a discipline and in particular it’s basic HR activities and processes
with the information technology field.
It can be used to maintain details such as employee profiles, absence reports, salary
administration and various kinds of reports.
An effective HRM provides information on just about anything the company needs to
track and analyze about employees, former employees, and applicants.
Thus, in a nutshell, an HRM system serves the following functions:

Functions human resource functions.

present and granting leave.

supplying data and submitting returns to government and other statutory
Agencies.

pg. 25
 Process of HRIS

Inception of idea

Feasibility study

Selecting project team

Defining requirements

Vendor analysis

Package contract negotiations

Training

Tailoring the system

pg. 26
 Collecting data

Testing the system

Starting-up

Running in parallel

Maintenance

Evaluation

In Detail:

Step 1. Inception of idea: The idea for having an HRM must originate somewhere.
The originator of the idea should prepare a preliminary report showing the need for an
HRM and what it can do for the organizations.

Step 2. Feasibility study: Feasibility study evaluates the present system and details
the benefits of an HRIS. It evaluates the costs and benefits of an HRIS.

Step 3. Selecting a project Team: Once the feasibility study has been accepted
and the resources allocated, a project team should be selected. The project team should
pg. 27
consist of HR representatives who are knowledgeable about the organization’s HR
functions and activities and about the organization itself and representatives from both
management information systems and payroll. As the project progress, additional clerical
people from the HR department will be needed to be added.

Step 4. Defining the requirements: A statement of requirements specifies in

details exactly what the HRM will do. A large part of the statement of requirements
specifies in details of the reports that will be produced. This includes the written
descriptions of how users collect and prepare data, obtain approvals, complete forms,
retrieve data, and perform other non-technical tasks associated with HRM use.

Step 5. Vendor analysis: This step determines what hardware and software are
available that will better meet the organization’s needs for the lowest price. The result of
this analysis will determine whether to purchase with whom at what price level?

Step 6. Package contract negotiation: After a vendor has been selected, the
contract has been negotiated. The contract stipulates the vendors’ responsibilities with
regard to software, installation, service, maintenance, training and documentation.

Step 7. Training: Training beings as soon as possible after the contract has been
signed. First, the members of the project team are trained to use the HRIS. Towards the
end of the implementation, the HR representatives will train managers from other
departments in how to submit information to the HRM and how to request information
from it.

Step 8. Tailoring the system: This step involves making changes to the system to
best fit the needs of the organization. A general rule of thumb is not to modify the
vendor’s package, because modifications frequently cause problems. An alternative
approach is to develop programs that augment the vendor’s program rather than altering
it.

Step 9. Collecting data: Prior to start-up of the system, data must be collected and
entered into the system.

Step 10. Testing the system: Once the system can been tailored to the
organization’s needs and the data is entered, a period of testing follows. The purpose of
pg. 28
the testing phase is to verify the output of the HRM and to make sure it is doing what it is
supposed to do. All the reports should be critically analyzed for accuracy.

Step 11. Starting up: Start- up begins when all the current actions are put into the
system and reports are produced. It is wise to attempt start-up. Though the system has
been tested, some additional errors often start-up.

Step 12. Running in Parallel: Even after the new HRM has been tested, it is
desirable to run the new system in parallel with the old system for a period of time to
examine its accuracy.

Step 13. Maintenance: It normally takes several weeks or even month for the HR
people to feel comfortable with the new system. By this time errors are adjusted and
handled.

Step 14. Evaluation: After the HRM has been placed for a reasonable length of
time, the system should be evaluated for the successful survey in the organizations.

pg. 29
 MODEL OF HRIS

INPUT SUBSYSTEM
HR research subsystem:
It gathers data about various aspects of human resources management such as job
analysis, job evaluation, employee morale, and employee absenteeism and employee
turnover.

HR intelligence subsystem:
It gathers human resources information from external environment both formally and
informally.

OUTPUT SUBSYSTEM
HR acquisition system:
The functions involved in this system are human resource planning, recruitment,
selection and placement.
pg. 30
HR development system:
HRD system requires information about the competencies that are to be developed among
employees.

Appraisal involves evaluating an employee’s quality and performance for devising

suitable compensation package training, promotion, demotion etc. compensation involves
determining the incentives, benefits etc.

It is concerned with designing and implementing total compensation package.

Compensation is referred to as money and other benefits received by an employee for
providing services to his employer like provident fund, gratuity, insurance scheme and
other payment.

HR maintenance system:
HRM system deals with maintaining employees in the organization. It involves human
resource mobility in the form of promotion, demotion, transfer and separation, caring for
employees safely and health and managing stress that employees may experience at the
workplace.

Industrial relation system:

IRS is concerned with managing good relations between management and operatives.
This involves designing of industrial relations mechanism, managing employee
discipline, redressing employee grievances and managing industrial disputes.

pg. 31
 THREE LEVELS OF HRIS

DATA APPLICATION


•Economic trends  Training Projects
Strategic
•Industry forecasts  Manpower planning
•Manpower demand  Pension fund
forecasts investments


 
Employee background  Recruiting
Functional and experiences  Employee selection
 Performance  Employee placement
evaluation and rewards  Employee promotion
 Skills inventory  Assignments matching


 
 Benefits programs  Internal Reporting
 Compensation  Absentee rates
programs  Human resources
Operational
 Insurance accounting
programs  Productivity
 Employee assessments
demographics  External Reporting
 Position  Equity monitoring
description
 Vacancy reporting
Health & safety
reporting

pg. 32
 USAGE AND BENFITS OF HRIS

1. NEEDS:

 Costly exercise:-
Personal records, when kept manually, do not offer up-to-date information at short notice.
It was difficult to make entries. The clerical involved is quite labor-intensive and costly.

 Inaccurate:-
The manual transfer of data from one record to another may increase the chances of
errors.

 Fragmentation:-
Information is not available at a central, easily accessible place since records are kept at
different locations.

 Difficult to analyze:-
The manual analyzes of data is time consuming and quite often not readily available for
decision making purposes.
When the organization grows in size the manual system fail to offer reliable, accurate
data at short notice.

2. APPLICATION & UTILITIES:

 Personnel administration - It will encompass information about each employee,
such as name address, personal details etc.
 Salary administration - Salary review procedure are important function of
HRM, a good HRM system must be able to perform what if analysis and present
the reports of changes.

pg. 33
  Leave and absence recording - Essentially be able to provide comprehensive
method of controlling leave/absences.
 Skill inventory - It is also used to store record of acquired skills and monitor the
skill database both employee and organizational level.
 Performance appraisal - The system should record individual employee
performance, appraisal data, such as due date of appraisal, scores etc.
 Human resource planning - HRM should record details of the organizational
requirements in terms of positions
 Recruitment - Record details of recruitment activities such as cost and method of
recruitment and time to fill the position etc.
 Career planning - System must be able to provide with succession plans reports
to identify which employee have been earmarked for which position.
 Collective bargaining - A computer terminal can be positioned in the conference
room linked to database. This will expedite negotiations by readily providing up
to date data based on facts and figures and not feelings and fictions.

3. BENEFITS:
 Higher Speed of retrieval and processing of data
 Reduction in duplication of efforts leading to reduced cost
 Ease in classifying and reclassifying data
 Better analysis leading to more effective decision making
 Higher accuracy of information/report generated
 Fast response to answer queries. Improved quality of reports
 Better work culture
 Establishing of streamlined and systematic procedure
 More transparency in the system
 Employee – Self Management
 Career planning

pg. 34
 Leave &
Personnel Salary absence
administration administration recording

HR planning
Skill inventory

USES

Collective
Performance bargaining
appraisal

Recruitment Career planning Medical history

Applications and utilities

pg. 35
ADVANTAGES
The four principal areas of HR that are affected by the Human Resource Information
System (HRIS) include; payroll, time and labor management, employee benefits and HR
management. These four basic HR functionalities are not only made less problematic, but
they are ensured a smooth running, without any hitch. A Human Resources Information
System (HRIS) thus permits a user to see online a chronological history of an employee
from his /her position data, to personal details, payroll records, and benefits information.
 Payroll: The advantage of a Human Resource Information System (HRIS) in
payroll is that it automates the entire payroll process by gathering and updating
employee payroll data on a regular basis. It also gathers information such as
employee attendance, calculating various deductions and taxes on salaries,
generating automatic periodic paychecks and handling employee tax reports. With
updated information this system makes the job of the human resource department
very easy and simple as everything is available on a 24x7 basis, and all the
information is just a click away.
 Time and Labor: In time and labor management a Human Resource
Information System (HRIS) is advantageous because it lets human resource
personnel apply new technologies to effectively gather and appraise employee
time and work information. It lets an employee's information be easily tracked so
that it can be assessed on a more scientific level whether an employee is
performing to their full potential or not, and if there are any improvements that
can be made to make an employee feel more secure.
 Employee benefits: They are very crucial because they help to motivate an
employee to work harder. By using a Human Resource Information System
(HRIS) in employee benefits, the human resource department is able to keep
better track of which benefits are being availed by which employee and how each
employee is profiting from the benefits provided.
 HR Management: A Human Resource Information System (HRIS) also has
advantages in HR management because it curtails time and cost consuming activities
leading to a more efficient HR department. This system reduces the long HR paper
pg. 36
 trail that is often found in most HR divisions of companies and leads to more
productive and conducive department on the whole.

HRM TRACK

EXAMPLES:
Performance evaluation:
 WITHOUT HRIS:

• Prepare evaluation forms

• Print and copy them

• Distribute forms to employees

pg. 37
• Employees fill in evaluation

• Evaluation forms personally submitted to HR Manage.

• Re-write results to the computer or file them

• Manual processing of data gathered

• Prepare result sheets

• Print, copy and distribute them to employees

• File all the forms for future use.

WITH HRIS:
 Define evaluation forms
 Online evaluation Entry
 One-click access to results
 History info captured
 Evaluation reports
 Strategic Decision making process can take place

Leave Application Administration:

 WITHOUT HRIS:
 Prepare leave application forms
 Print and copy them
 Manually maintain employee attendance information daily
 Maintain company calendar
 Employee applying for leave fills in an application form
 Application form personally submitted to Supervisor
 Manual check for employee’s leave status history
pg. 38
 Supervisor’s approval or rejection
 Application form personally submitted to HR manager
 Manual update of employee’s personal leave information file

 WITH HRIS:
 Define company specific leave admin processes
 Online leave application form
 Online leave approval/Rejection
 History info captured
 Leave balance reports generated by the system
 Saves strategic resources

pg. 39
 Applications of HRIS

 HR planning
 Succession planning
 Work force planning
 Work force dynamics analysis
 Staffing
 Applicant recruitment and tracking
 Employee data base development
 Performance management
 Learning and development
 Compensation and benefits
 Pay roll
 Job evaluation
 Salary survey
 Salary planning
 International compensation
 Benefits management
 Develop innovative Org. Structure
 Develop IT

pg. 40
OBJECTIVE OF THE
STUDY

pg. 41
 OBJECTIVE OF THE STUDY

The objectives of this project report have been manifolds. In general the purpose of the
project is to have in-depth analysis and knowledge (personal details) about all the
employees of all the departments. In a larger perspective the project aimed at finding out
the complete details of the employees, so that the HR department can contact them in the
case of emergency or official purpose. This study is the starting point for further analysis.

 It is hoped that a more detailed study can use a survey instrument developed from
the results found here. Understanding how to teach.

 HRM is more important, as organizations require their employee’s details for

different purposes.

 If a given HRM is to have any value at all to HR then information should be

based on two factors:

 How many decisions will be improved by the HRM and

 How much values will each improved decision produce.

Understanding these two factors is equivalent to any HRIS

Scope of Study:

Human Resource Information system is an integrated system designed to provide

information used in HR decision making it is a tool through which an HR department can
take the information of the employees when company requires any personal or any
official information.

pg. 42
  Personnel Management and administration
 Industrial management
 Manpower management
 Organizational management
 Cordial employee relations.

HRM is a new technique which is used in these different fields where HR can make
their work more easy with the help of Human Resource information system they can
collect the information by providing them a form of the same format which includes there
company details and personal details also.

pg. 43
 RESEARCH
METHODOLOGY

pg. 44
 Research Methodology

 SOURCES OF DATA COLLECTION

The data was collected from the primary and secondary source

 RESEARCH METHODOLOGY
Data collection involves two methods:-
A] Primary Data.
B] Secondary Data.

A] PRIMARY DATA:-
This methods refers to collection of first hand data, this is directly
collected from the officials of the organization. This data is collected by following
methods.
1. Interview of the officials.
a) Dep. Manager (MIS).
b) Manager.
c) Attendance recorder.
d) Employees.
2. Observation of overall working of Human Resource Information System in
organization.
3. Questionnaires filled by respondents.

B] SECONDARY DATA:-
This data refers to the collection of second hand data. This data is
collected from the company in the written or printed format.
The sources of this data can be as follows….
a) The annual report of the organization.
b) Official records of the organization.
c) Other published articles of the organization.
pg. 45
LIMITATIONS OF THE STUDY:

1) Period allowed for the study was quite less.

2) This study is limited to only an individual store.
3) The response given by some of the respondents may not give honestly.
Some confidential data couldn’t be disclosed due to company policies

pg. 46
DATA PRESENTATION
ANALYSIS &
INTERPRETATIONS

pg. 47
 DATA PRESENTATION ANALYSIS & INTERPRETATIONS

1. On which system you are working?

2. Sample size: 10
System Respondent Percentage (%)

Payroll 5 50
Punching machine 4 30
Both 1 20

Chart:

Interpretation:
As per the above table no 1 & the diagram 50% people working on Payroll
system, 40% people are working on punching machine & 10% people are
working on both the system to admin.

pg. 48
2. From how many years you are using this system?
Years Respondent Percentage (%)
Less than 15 1 10
years
More than 15 9 90
years

Chart:

Interpretation:
As per the above table no 2 & the diagram 90% people are working more
than 15 years & only 10% people are working less than 15 years.

pg. 49
3. Before HRM how the records were kept?

Record keeping Respondent Percentage(%)

Manually 5 50
Computerized 3 30
Both 2 20

Chart:

Interpretation:
As per the above table no 3 & the diagram 50% people says the keep data manually, 30%
computerized and 20% both type.

pg. 50
4. Do you think the current payroll software is convenience for keeping record?

Result Respondent Percentage (%)

Yes 8 80
No 2 20

Charts:

Interpretation:
As per the above table no 4 & the diagram the 80% people says Payroll system is
convenience & 20% are saying not.

pg. 51
1. Is Punching System provides better Attendance result?

Result Respondent Percentage(%)

Yes 6 60
No 4 40

Chart

Interpretation:
As per the above table no 4 & the diagram the 60% people says punching system
provides better attendance record& 40% are saying not.

pg. 52
2. Does require any change in new system?

Change Respondent Percentage (%)

Timesaving application 3 30
Accuracy 2 20
Secrecy 5 50

Chart:

Interpretation:
As per the above table no 6 & the diagram 30% people need change in the time
saving, 20% people in accuracy, and 50% change in secrecy.

pg. 53
7. Does require extra Need of training for working on HRIS?

Need Respondent Percentage(%)

Yes 3 30
No 7 70

Chart:

Interpretation:
As per the above table no 7 & the diagram the 30% people requires extra training
& 70% people not requires.

pg. 54
8. Do you find the Problem Areas while working with existing system?

Problem Respondent Percentage (%)

Yes 6 60
No 4 40

Chart:

Interpretation:
As per the above table no 8 & the diagram there 60% people find problem while
working & 40% people are not facing any problem.

pg. 55
9. Does your organization needs Human Resource Information system?

Need of HRIS Respondent Percentage (%)

Yes 9 90
No 1 10

Chart:

Interpretation:
As per the above table no9 & the diagram 90% people are saying that there
organization need HRM & remaining 10% are saying no need of HRIS.

pg. 56
FINDINGS &
SUGGESTION

pg. 57
 FINDINGS & SUGGESTION

FINDINGS:-

1) Most of the employees are satisfied by the performance of the existing system.

2) The system helps keeping the records of employee’s attendance, payroll manager
& all functioning of HR.

3) Existing system is good but there is problem implement security policy for
security reasons.

4) The HRM is important & needful and employees require changes in existing
system.

5) There are 10 peoples are involved in support of existing system.

6) The salary package, allowance are calculated accurately through HRIS.

7) Data is not entered timely in the system, Because of all branches does not having
ERP system.

8) The current work of the organization is based on Both i.e manually and
computerized system.

pg. 58
 SUGGESTIONS:
1) The organization should implement ERP system for better decision making
regarding for security.

2) They should install Login system i.e. user id & password for security reasons.

3) There should install security software like antivirus for maintaining security.

4) They should provide a systematic & proper training to the user of the system.

5) The software should be updated or redesigned as per the changing requirements

of business or HR department.

6) Records should be recorded properly while manual booking, so that it can be

entered properly in HRIS

7) Masters should be updated regularly.

8) Data should be entered timely and accurately.

pg. 59
LIMITATIONS

pg. 60
 LIMITATIONS

An HRM also can be a problematic for small businesses in which some

employees must wear many hats. Some of the disadvantages of an HRM involve human
error during information input, costly technology to update your system and malfunctions
or insufficient applications to support your 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, your cost to hire an HRM specialist may be far above the
average salary for a computer technology specialist. The cost per-hire for another
employee in a specialized field may be a stretch for some small business. Although the
system is efficient but sometimes we face the problems like system slowdown or higher
down times and if there is some particular limitation in module than work suffers, some
hr people are not comfortable in using system efficiently so time is to be given in training
for system.
 It can be expensive in terms of finance and manpower.
It can be threatening and inconvenient.
 Through understanding of what constitutes quality information for the
user.
 Computer cannot substitute for human being.

pg. 61
CONCLUSION

pg. 62
 CONCLUSION

HRM is considered a strategic way to develop a new philosophy towards the way in
which people are managed in an organization. Many decision making strategies are based
on HR analysis, which is used to determine whether current HR capabilities are
congruent with the desired organizational objectives. The development of HRM
applications that cater to the needs of human resources is very important. From a broader
perspective, an HRM yields a well-managed business with better informed employees.
The implementation of HRM applications results in two benefits: a) Efficiency of
operations and streamlined HR administration. b) Effectiveness when management can
spend more time in decision-making and strategic planning, and less time on information
input and day-to-day HR administration. In summary, this report has revealed the
following:
 By automating Human Resource practices, HRM saves time and money,
effectively reallocates work processes and thus provides competitive advantage
and adds strategic value to the organization.
 HR managers must make use of HRM to achieve improved performance and
removing routine administration allows them to become professional consultants
to the rest of the organization.
 Comprehensive HRM provides the needed information within the shortest period
and at reduced cost.

HRM is very important software for the development of the company. The system
helps keeping the records of employee’s attendance, payroll manager & all
functioning of HR. this existing system is needful but some employees needs to
change as per requirement. By proper training to employees it can help to reduce
all the paper work. The importance of the human resource function & HRM is
increasing day by day and it seems to benefit in future.

pg. 63
BIBLIOGRAPHY

pg. 64
 BIBLIOGRAPHY

 www.google.com

 https://en.wikipedia.org/wiki/Big_Bazaar

 www.futuregroup.in

 www.bigbazaar.com

pg. 65
QUESTIONNAIRE

pg. 66
 QUESTIONNAIRE

NAME:
AGE: CONTACT NO:
QUALIFICATION: POST :( Manager Officer Supervisor Clerk)

1. What is your age?

 20-30
 30-40
 40-45
 45-55
 55 Above
2. For how many years you are working in this company?

Year’s months

3. On which system you are working?

 Payroll s/w
 Punching machine system
 both
4. What do you think, how is the response of current system?
 Poor
 Average
 Good
 Very good
5. From how many years you are using this system?
 Since 1 to 5 years
 Since 6 to 10 years
 Since 11 to 15 years
pg. 67
 More than 15 years
6. Before the HRIS, how do you keep your records?
 Manually
 computerized
 mixed
7. Is punching machine system for attendance provides better result?
 Yes
 No
If no then what is the reason?
8. Do you think the current payroll software is convenience for keeping record?
 Yes
 No
If no then what is the reason?
9. Do you think using this system can make your work easy?
 Yes
 No
10. What do you think; at what point’s new s/w bit the existing system?

 Time saving application

 Accuracy
 Appearance
 Reports
 User interface
 Secrecy
 Record searching
 Any other
11. Is the company have provided any kind of training and knowledge before
working on HRIS?
 Yes
 No

pg. 68
 If ‘yes’ what you think is it sufficient?
 Yes
 No
12. Do you need some extra training about HRIS?
 Yes
 No
If ‘yes’ then mention here:
13. Do you find any kind of problems while using your system?
 Yes
 No
If yes then which type of problems?
14. What do you expect from existing system?
 Report
 User friendly
 Security
15. When do you present your reports (all types)?
 Daily
 Weekly
 Monthly
 Yearly

16. What is your scale rating regarding this HRIS?

 Excellent
 Very good
 Good
 Average
 Not satisfactory
17. Suggestions for more convenience of HRIS?

pg. 69