A

PROJECT REPORTS
ON
“HUMAN RESOURCES INFORMATION SYSTEM”
WITH
“GENPACT ”
Submitted in partial fulfillment of the requirement for the award of the degree
of
“MASTER OF BUSINESS ADMINISTRATION”
Submitted By
ADIBA BEGUM
1077-22-672-104
Under the guidance of
-------------------------------------
(ASSOCIATE PROFESSOR)

DECCAN SCHOOL OFMANAGEMENT

(Affiliated to Osmania University-HYDERABAD)

(2022-2024)

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Statement of the Problem

Human Resource Information Systems plays very important role in company’s HR

functions. We all live, work and play in the information age. HRIS plays very important role
in human resource planning (HRP) which is a very crucial activity in the organization. If
there is ineffective HRP in the organization then it can create very dangerous situation for the
organization. HRIS plays very important role in proper planning of human resources. HRIS is
very helpful in storing lots of data. For these reasons present study is conducted to find out
contribution of HRIS in various HR functions.

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 INTRODUCTION

“A human Resource Information System (HRIS) is software containing a database that allows the
entering, storage and manipulation of data regarding employees of a company. It allows for global
visualization and access of important employees information”.

Human Resource Information System (HRIS) is a concept which utilizes the development of
Information Technology (IT) for effective management of the human resources (HR) functions and
applications. HRIS enables systematic procedure for collecting, storing, maintaining and recovering
data required by the organizations for their human resources, personnel activities and organizational
characteristics. It acquires stores, manipulates, analyzes, retrieves and distributes information about
organization human resources.

HRIS helps organizations in managing all HR functions. IT helps in recording and analyzing
employees and organizational information and documents, such as employee’s handbooks, emergency
evacuations and safety procedures. It helps organizations to keep an accurate, complete and updated
database that can be retrieved from reports and manuals.

HR functions increasingly started to deploy human resource information systems in their daily work.
The function within HR areas intended to support the “planning administration, decision making, and
control activities of human resource management. Now days along with adaptation of more complex
HR practices focused on a company’s overall performance goal, HRIS correspondingly evolved into

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more sophisticated information expert’s systems featuring analytical tools to support decision making
in managing human capital.

The nature of HRIS varies among organizations in relation to their size. In small
organizations, it tends to be informal whereas in large organizations, it is more formal and
coordinated.
HRIS is a blessed thing in modern era. HRIS is the summation of HR functions with IT. It
simply helps in finding easiest way of performing HR functions. HRIS has immense full in
applying personnel administration, Salary, all type of records like attendance, inventory,
medical etc. performance appraisal, T&D, HR planning staffing & Recruitment processing,
negotiation and every concept of HR are now used in knowledge based economies in which
more innovative ideas and innovative resources is needed to fulfill all the challenges. Thus, in
brief HRIS is very worth full in collecting, storing and evaluative information. HRIS is
helpful in fulfilling demands of the HR professionals and helpful in making strategy for every
function of HR. In brief HRIS helpful in maintaining all functions of HR:-

1) Performance Evaluation
(2) Recruitment
(3) Personal Self Service
(4) Leave and Absence
(5) Payroll
(6) People Administration
(7) Compensation & Benefits
(8) Training & Development
HR professionals began to see the possibility of new applications for the computer. The idea was to
integrate many of the different HR functions.

They include reporting capabilities. Some systems track applicants before they become
employees and some are interfaced to payroll or other financial systems. The Human
Resource Information System (HRIS) is a software or online solution for the data entry, data
tracking, and data information needs of the Human Resources, payroll, management, and
accounting functions within a business. Normally packaged as a data base, hundreds of
companies sell some form of HRIS and every HRIS has different capabilities. Pick your
HRIS carefully based on the capabilities you need in your company.

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Typically, the better 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 tracking and resume management.

The HRIS that most effectively serves companies tracks:

 Attendance and PTO use,

 Pay raises and history,

 Pay grades and positions held,

 Performance development plans,

 Training received,

 Disciplinary action received,

 Personal employee information, and occasionally,

 Management and key employee succession plans,

 High potential employee identification, and

 Applicant tracking, interviewing, and selection.

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

With an appropriate HRIS, Human Resources staff enables employees to do their own
benefits updates and address changes, thus freeing HR staff for more strategic functions.
Additionally, data necessary for employee management, knowledge development, career
growth and development, and equal treatment is facilitated. Finally, managers can access the

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information they need to legally, ethically, and effectively support the success of their
reporting employees.

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USES OF HUMAN RESOURSE INFORMATION SYSTEM

Employment Training and Development

Recruitment Background Record &

Maintenance
Employment Tests
Training and Evaluation
Interviews
Course Scheduling
Selection
Assessment for Training

Industrial Relations Benefits

Job Attitude Surveys Benefits & Administration

Safety and Health Benefits Preference &

Monitoring Surveys

SAP Benefits Counseling

Cost Control/Productivity Employeement

Management
Salary planning
Skill Inventory
Human Resources maintenance
Planning
Job Description
Absenteeism Analysis
Job Analysis
Turn Over Analysis
Work Scheduling
Performance Analysis
Organization Charting
Cost of Salary and
benefits per employee

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AIMS AND OBJECTIVES OF THE STUDY:

The primary purpose of an HRIS is the application of technology for enhancing the efficiency
of human resource management.HRIS is used for data storage and report generation, while
some others may use it for decision making, decision alteration and even for simulation.

 Make an investigation in winning HRIS.

 To recognize Accuracy of Employee information.
 To roll out the required improvements in SAP.
 Identify the Mistakes of Employee's information and Update the equivalent in SAP in
order to distinguish the "Information Needed" and recommend the equivalent to the
association.
 To study the concept of HRIS
 To study the role of HRIS in decision making
 To analyze the employee satisfaction about human resource information system.
 To understand the relationship between SHRP and HRIS.
The involvement and participation of both the administration and the executives in
bringing about desired betterment both in daily routine and procedure assessment
by adopting a new outlook , attitudes and practices of executive business.

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 RESEARCH METHODOLOGY

NATURE FOR THE STUDY

Our investigation HRIS encourages the association to pursue methodical method for gathering
information and data of every worker to help arranging, choice – making and submitting of
profits and reports to the outer offices. This gathered data about the faculty (data about the
representative) will be useful in tackling the workers issues and association issues. HRIS keeps
up the information identified with the representative's close to home profile, profession profile,
expertise profile and advantage profile, which would help in their development.

SCOPE OF THE STUDY:

 To get ready Human Resource Information framework, we can gather the data from
the HR office and halfway from workers moreover. In light of the security districts
the organization is much private about the data of the workers in association.
Employees ought to be persuaded to give their data taken. Top administration should
confide in the representatives that subsequent to endeavoring to take the data of
workers, representatives will work for the prosperity of association and for person too.
 Top administration's reasoning ought to be clear towards Human Resource data
framework and its prosperity to empower the workers.
Management and Managers need to give measure up to significance. Employees must
feel of belongingness among the workers, and furthermore ability to give the data.
To achieve the objectives of the study, the following methodology was adopted.

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METHODOLOGY

DATA COLLECTION

1. Primary Data

2. Secondary Data

PRIMARY DATA:

The data which is being collected for the first time and it is original data. In this project the
primary data has been collected from employees of GENPACT, HYDERABAD with the help
of Structured closed ended questionnaire.

SECONDARY DATA:

The secondary data mostly collected from the GENPACT, HYDERABAD Company
brochures, Office Records, Other magazines (REINFOREC), Journals and Websites.

POPULATION:

For the this study the population is Employees of GENPACT, HYDERABAD from
different age groups, different gender, different level of education, different departments,
different cadres and different levels of experience with the organization

SAMPLE SIZE:

For collecting primary data we have taken sample size of 100 members and all are
employees of GENPACT, HYDERABAD

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Statistical tools used

Percentage method:

Percentage method is used in making

comparison between two or more series of data. This is used to describe relationship.

Percentage of respondents = No of respondents x 100

Total respondents

The method of study followed in this project (in brief):

Sample size : 100

Data collection method : Primary and Secondary.

Duration of study : 45 days.

Analysis : Through percentage method.

LIMITATIONS OF THE STUDY

The following are the limitations of this study.

 Major Limitation is closed ended Questionnaire, which may omit the real opinions of
the employees.

 Non-sampling errors and human errors can’t be over ruled.

 Level of understanding of questions in the survey by the employees.

 Validity of the Secondary Data.

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 REVIEW OF LITERATURE
Sunanda Sharma (2012)25 “Role of Information System in Human Resource Management
for Global Business Competitiveness”. In this paper, the author mainly focused on
importance of employee’s records and its usage for HR management. Application of
information system in Human resource Management helps business organization to compete
with competitors. Human resource information systems (HRIS) usage allows the human
resource (HR) professional to become a strategic player.
Shammy Shiri (2012)26 “Effectiveness of Human Resource Information System on HR
Functions of the Organization: A Cross Sectional Study”, In this paper the author emphasized
on the effectiveness and the importance of the use of HRIS on the HR functions of an
organization. It includes the top management, managers, and executive of HR working in
manufacturing, service and IT sectors. Results provide insights into HRIS practice, its effects,
effectiveness and shows that HRIS is of direct significance verifies completeness of the HR
function and also provides HR professionals with opportunities to enhance their contribution
to the strategic direction of the firm.
Janet H. Marler and Barry D. Floyd (2012)27,” Database Concepts and Applications in HRIS
“. The authors described about the database concepts and how database is used for HR
purpose using various software tools to make it more and more useful for planning and
decision making. Whether an organization purchases, leases, or develops its HRIS, the data
and the information it produces are stored and retrieved through a database. Data are
produced, stored, updated and used by HR employees and managers on daily basis.
Today’semployee’s database is backbone of HRIS application. HRIS transform data into
information that is essential for business operations and for decision making. Knowledge is
different from data and information. Knowledge gives idea how to use data, information for
decision making. For example, In HRIS fact about age, gender, and education are the data.
Information created from this data could include average age, gender ratio and number and
types of graduates at business level. Such data and information help HR manager, plan
recruitment, schedule training programs to bridge skill gaps and identify whether there may
be employee discrimination. Knowledge represents how HR manager can execute
recruitment plan. In the HR function, data about employees and jobs are the foundation of
most of the information that is vital to analyzing and making HR decisions. Knowledge, on
the other hand, constitutes knowing what information is needed from the database, and how
to use it to achieve HR objectives.

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Humayun Zafar (2013) 28 “Human resource information systems: Information security
concerns for organizations”, In this the paper author has emphasized on information security.
This study explored the under-researched area of HRIS and eHR security issues. In the
organization only authorized personnel are allowed to have access to confidential data. It
leads to employee centric culture, boost satisfaction and morale, and more motivated and
loyal workforce. A comparatively recent move toward electronic human resource (e-HR)
systems has allowed organizations to offer a personalized interface to individual employees.
The interfaces include ability to apply for jobs, changing job-related benefits, and web-based
training. Confidentiality assures that private information is kept safe from unauthorized
individuals. It is critical for maintaining the privacy of the employees' personal information.
Information security, at times referred to as computer security, is defined as the protection
afforded to an automated information system in order to attain the applicable objectives of
preserving the confidentiality, integrity, and availability (CIA) of information system
resources. Accordingly, information security should be a critically important issue of concern
for today's HR personnel.

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INTRODUCTION

Genpact is a leading provider of Business Services & Technology Solutions. Since it was
established in 1997, the company has been driving process improvements to help enterprises
improve their revenue, cash, costs, margins, speed, and customer relationships globally.

Operating in six countries, Genpact combines strong business and domain knowledge with
Six Sigma and Lean quality methods to deliver important year-over-year cost and
productivity gains to customers.

In 2005, Genpact’s revenues were $493 million. A company majority owned by GE and the
private equity firms of General Atlantic and Oak Hill Capital Partners, Genpact has 20,000
highly skilled associates specialized by industry - banking/finance, insurance, manufacturing,
transportation, and automotive and by the impact areas they serve - sales & marketing
analytics, supply chain and aftermarket services, financial services core operations &
collections, finance & accounting, information technology services, and enterprise
application services & program management.

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India China Hungary Romania United States Mexico

Global operations centers are located in:.

Global Service Delivery

Genpact is the largest Business Services & Technology Solutions company in India with a
global presence. Genpact is not only a pioneer in nearly every country of operation, but also
one of the largest in that country. We are uniquely positioned to serve the world’s major
business centers in their own languages on a 24x7 basis.

Genpact India

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Genpact operates out of 8 sites and employs 14,000 people in Gurgaon, Hyderabad, Jaipur,
Bangalore and Kolkata.

Genpact Europe

Genpact has state-of-the-art operations centers in Budapest, Hungary and in Bucharest,

Romania. Budapest is home to nearly 700 associates who come from 29 countries. They
work out of two facilities in the Hungarian capital and serve customers across Europe in 15
languages.

Genpact India

Genpact in India, operates out of 8 sites and employs 14,000 people in Gurgaon, Hyderabad,
Jaipur, Bangalore, and Kolkata.

State-of-the-art infrastructure with a robust telecommunications network (redundant route

diverse fiber network) connects Genpact to its clients across the globe.
Genpact is the largest private user of international bandwidth in India. A stringent physical
and data security system, round-the-clock crisis management help lines, backup devices and
recovery sites, and readiness for general emergency form the core of its Business Continuity
Planning (BCP) and Disaster Recovery Planning (DRP) initiatives.

Genpact has also developed extensive expertise in many industrial verticals such as
Insurance, Consumer Banking & Retail Finance, Commercial Finance, Healthcare and
Manufacturing & Industrial with comprehensive offerings across their value chain.

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Forward looking statements:

“We have grown, and intended to grow, focusing on harnessing our willingness to
experiment and innovate our ability to transform our drive towards excellence in quality, our
people first attitude and our strategic direction.

Mission:

Bringing prosperity into rural families of India through co-operative efforts and providing
customers with hygienic, affordable and convenient supply of " Fresh and Healthy " food
products.

Vision:

 To be a progressive billion-dollar organization with a pan India foot print by 2020.

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

 We are committed to enhanced prosperity and the empowerment of the farming

community through our unique "Relationship Farming" Model.

 To be a preferred employer by nurturing entrepreneurship, managing career aspirations

and providing innovative avenues for enhanced employee prosperity.

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https://www.genpact.com

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