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A PROJECT REPORT ON

Human recource information system` (ONWARLD MOBILITY PVT. LTD.)


Kanjoor marg branch Submitted in partial fulfillment of the requirement for the award of degree of Bachelor of Business Administration under

Tilak Maharashtra University, Pune.

-: Submitted By :-

AMIT ASHOK DEVRUKHAKAR PRN : 07109501008 BATCH: 2011-2012

Under the guidance: Dr. Amjad M. Shiakh Vikas college of Arts, Science, & Commerce VIKHROLI, MUMBAI

-: Certificate :This is to certify that Mr. AMIT ASHOK DEVRUKHAKAR, PRN Number: 07109501008.
Student of BACHELOR OF BUSINESS ADMINISTRATION Semester 6th has undertaken and completed the project work titled This is to certify that the project on Human resource information system in Onward Mobility Pvt. Ltd. is a bonafide work carried out by Mr. AMIT ASHOK DEVRUKHAKAR a student of Bachelor of Business Administration Semester 6th Specialization Human Resources PRN Number: 07109501008 under Tilak Maharashtra Vidyapeeth, in the year 2011 During the academic year 2011-2012 under the guidance of proof Dr. Amjad M. Shaikh submitted to Vikas College in fulfillment of the certificate of BACHELOR OF BUSINESS ADMINISTRATION, Tilak Maharashtra University Pune. This Project work and information presented is true and original to the best of my knowledge and belief.

College Seal

Principle Signature

-: GUIDE CERTIFICATE :This is to certify that Mr. AMIT ASHOK DEVRUKHAKAR, student of BACHELOR OF BUSINESS ADMINISTRATION, has undergone his specialization project under my guidance and prepared the project report titled. This is to certify that the project titled Human resource information system In Onward Mobility Pvt. Ltd. is a bonafide work carried out by Mr. AMIT ASHOK DEVRUKHAKAR Student of Bachelor of Business Administration Semester specialization Human Resources PRN.07109501008 under Tilak Maharashtra Vidyapeeth, in the year 2011 6th

Place : Mumbai Date : Dr. Amjad M. Shaikh. Internal Guide.

-: ACKNOWLEDGEMENT :I express my sincere thanks to Dr.Amjad M. Shaikh of Vikas college of Arts, Science,& Commerce VIKHROLI, MUMBAI for her valuable suggestions & help to prepare this project. I am extremely grateful to Mr. Vikas Raut, Director of Vikas college of Arts Science & Commerce VIKHROLI, Mumbai for Encouraging and providing Facilities for the Study.
Finally, it is my foremost duty to thank all my respondents, who helped me to complete my field work without which this project would not have been possible.

Place: Mumbai.

Date:

AMIT ASHOK DEVRUKHAKAR

-: DECLARATION :I hereby declare that this project report entitled This is to certify that the project titled Human resource information system in Onward Mobility Pvt. Ltd. is a bonafide work earned out by

Mr. Amit Ashok Devrukhakar a student of Bachelor of Business Administration Semester 6th Specialization Human Resources
PRN.07109501008 under Tilak Maharashtra Vidyapeeth, in the year 2011.

Is a record of work carried out by me under the guidance of


Dr.Amjad M. Shaikh, in partial fulfillment of the requirement for the award to the degree of Bachelor of Business Administration.

I also hereby declare that this project report is the result of my own efforts and has not been submitted at any time to any other university or institute for the award of any degree or diploma.

Place: Mumbai.

Date:

AMIT ASHOK DEVRUKHAKAR

Sr. No. 1. 2. 3. 4. 5. 6.

CHAPTER

Page No.

-:CONTENTS:-

CHAPTER: 1

INTRODUCTION OF HUMAN RESOURCE INFORMATION SYSTEM

General introduction of Human resource information system


Human Resource Information Systems (HRIS) have become one of the most important tools for many businesses. Even the small, 20-person office needs to realize the benefits of using HRIS 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. HRIS 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; human resources (HR) are no exception. HRIS 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. Management processes, and systems. This is in contrast to the traditional emphasis on transferable resources such as equipment. Increasingly, it is being recognized that competitive advantage can be obtained with a high quality work force that enables organizations to compete on the basis of market responsiveness, product and service quality, Differentiated products, and technological innovation. The effective management of human resources in a firm to gain a competitive advantage in the marketplace requires timely and accurate information on current employees and potential employees in the labor market. With the evolution of computer technology, meeting this information requirement has been greatly enhanced through the creation of HRIS. A basic assumption behind this book is that the management of employee information will be the critical process that helps a firm maximize the use of its human resources and maintain competitiveness in its market. The first purpose of this book is to provide information on the development, implementation, and maintenance of an HRIS. The second purpose is to demonstrate how an HRIS can be used in HRM programs, such as selecting and training employees, to make them more efficient and effective. The final purpose is to provide an opportunity for you to apply your knowledge through the analysis of the cases at the end of each chap In hris management needs the flow of information back for various purposes like performance appraisal, salary fixation, providing benefits, perks, promotions, transfer and demotions, career planning, and development etc, further, feedback of information is necessary to appraise the performance of various personal

programs, modern managements are widely concerned with the successful implementation of personal programs and with improving them continuously. Personal records and respects at this juncture help the management to records the information and provide the past information to the management as and when necessary Human Resources is an organizational function that deals with issues such as recruitment and selection, training, appraisal, compensation and performance management of the employee. Human beings are also considered to be resources because it is the ability of humans that helps to change the gifts of nature into valuable resources. While taking into account human beings as resources, the following things have to be kept in mind: The size of the population The quality "The people that staff and operate an organization"; as contrasted with the financial and material resources of an organization.

It is a merger of HRM discipline with IT fields. The HRIS provides a method, by which an organization collects, maintains analyses & reports information on people & job. It helps HR managers perform HR functions in a more effective and systematic way using technology. The application of computers to employee-related record keeping and reporting, and management decision making.

The Human Resources Information Systems department oversees the delivery and administration of all human resources information systems, hardware operations, and the development and support of the Center for Human Resources Web site. Our mission is to create a positive experience with the Center for Human Resources department and enhance customer interaction with our systems and processes.

CHAPTER: 2

INTRODUCTION TO THE PROBLEM


ANALISYS OF HUMAN RESOURCE OF INFORMATION SYSTEM AT ONWARD MOBILITY LTD?

-: PURPOSE OF THE STUDY : It can contribute to employee satisfaction and productivity. Identification of problem regarding Human resource information system. HRIS Facilitates better decision making. Identifying the problems in the all the system Specification of the problems in Human resource information system. Collecting the related Data regarding Human resource information system. Observing the employees in the organization if they are working according to the need of the organization. Whilst offering no direct benefits in the organization, research often has indirect benefits, which can contribute greatly to the advancement of organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Help increase the success rate of the employee in the organization. Determined that the success of the employee leads to the success of the organization. It implements "paperless" HR initiatives

-:OBJECTIVE OF THE STUDY: Identify how to develop the HRIS system in organization. Identify and Determine the Present and future requirements of the organization
regarding HRIS.

To store data & information for each individual employee for ready reference To supply data/returns to government & other public. Gaining Much Understanding of the Role of Human resource information system
in Organization.

Understanding how Human resource information system can be done in


organization

Identifying the information system. How to handle the Human resource information system software. Identify payroll system in Human resource information system. It is time effective. HRIS helps in achieving equality HRIS systems can handle a variety of tasks, including organizing your
employees' employment information, qualifications, benefits, payroll records and more.

Identify and evaluate the effectiveness of various HRIS systems in the


organization.

Identify and evaluate the usefulness and used Human resource information system
in organization.

CHAPTER: 3

PROFILE OF ONWARD MOBILITY LTD.

ARUN MEMON Founder

AJAY MENON BOD

ZUBIN JIMMY DUBASH BOD

Onward Mobility defines designs, develops and markets technology driven mobile applications for the ever expanding mobile world. With a focus on creating innovative Value applications that enhance the abilities of a mobile phone evolving it into a more powerful yet secured device. Onward thrives on developing low cost value adding applications for a regular mobile user as well as for the corporate customers. Strength of our solutions lies in fact that every mobile user is our target customer anywhere in the world. With a massive mobile market in India, Onward has embarked upon an ambitious retail expansion plan across all the major cities and towns of India. Our target is to have a national footprint in over 150,000 retail outlets. Besides Indian market, Onward products are marketed through strategic partners in countries such as Australia, Bangladesh, Bahrain, Kuwait, Saudi Arabia, Sri Lanka, Qatar, UAE, UK and US. Onward mobility is global leader in making all kind of mobile software such as a Games, software, utility software and mobile solution wares. Onward Mobility is established in 2008 and more than 8 lack customers in India and over 8 countries should use the onward mobile software such as Australia, Spin, China. Employs strength 25, 000 in more than 400 offices in 30 counties. Headquarter: Wayne, Pennsylvania. Headquarter in India: Bangalore, Pune Mumbai office: Kanjoor marg (M

Onward Mobility, the company that uses the brick and mortar retail model for selling mobile apps claims to have sold 400,000 apps since it launched launched commercially in January 2011. It believes that a market like India is not mature enough for self-service or DIY (Do It Yourself) app stores, just like assistance is sought in other retail segments. The company claims a presence in major cities across the country, apart from four states in the southern part of India, . It plans to go pan-India by November this year. According to Arun Menon, CEO of Onward Mobility, the company sells apps through a network of 10,000 retailers.

- Infrastructure at retailers end: The retailer need not install a computer at his
premises. He transfers apps to the consumers phone through Bluetooth or via a Memory Card. The customers buys a scratch card which has a license code which can even be sent over the air through SMS to activate the app.

- Why physical retail? According to Menon, a large part of the eco-system has already
been developed by telecom operators. Besides small business owners who sell related products, the apps are also sold through retail chains like The Mobile Store and Spice Hotspot. Menon feels that the current online app store model faces challenges of discovery, payments and trust. For a consumer browsing through hundreds of apps is tedious. He says that one cant expect the masses to search and analyze features, buy apps and install them on their own. The challenge of payments is also a major problem with an extremely low credit card penetration. Menon adds that the telecom operator billing model is a flawed model since tacos see apps and VAS services as a part of the data revenue and their focus is on enhancing it. He gave the example of how ISPs had their own content portals when the internet was at a nascent stage, and how wall over the top players such as Face book, Google and Yahoo have now replaced them. He adds that selling apps through a retailer makes him a human recommendation engine. He would have a better idea of what a consumer walking into his establishment is more likely to buy.

-Deals & Rev Share: Onward Mobility doesnt deal with mobile operators, so revenue
sharing takes place between the content developer, distributor, and retailer and after taking out other costs including marketing and sales expenditure, the rest goes out to the company. According to Menon, the content developer gets around 10%-25% of net revenue after taxes, the same percentage goes to the retailer, while the distributors share is between 8%-15%.

-Apps: The Company retails productivity and utility apps, health apps and games, and
has signed deals with 5-6 partners including EA Sports through Nazara, Hero Craft and Bull Guard. It is also in talks with entertainment and education content providers. Menon says that the company will not retail frivolous fart apps, and will only do premium high value apps which solve real world problems, such as privacy apps, phonebook apps, mobile antivirus, call recording apps and others. The price range of apps starts from Rs 300 and goes up to Rs 1,000. However, some upcoming apps are also priced between Rs 2,000 and Rs 5,000. The company offers 10 apps in the utility space and all game titles from EA-Nazara and Hero Craft for J2ME, Symbian, BlackBerry and Android platforms.

- Marketing: Menon says that Onward Mobility has 500 people on the field who look
after marketing and below the line promotions including canopy activities, road shows and others. They also look after product training and costumer education At Onward Mobility, we believe that mobile phones, as you buy them, can only go so far. We also believe that mobile phones can be, and do, so much more. Why cant mobile phones become medical tools? Encyclopedia? Remote control? Computers? Or even anti-terror gadgets? Onward Mobility focuses on developing cutting-edge, never-seen-before software for mobile phones. Software that transforms phones into something altogether different, giving them abilities they never had before Indias first and only mobile application and distribution company opens Indias first offline mobile application store MobiWorld. The application MobiGames is powered by Herocraft which is a pack of 10 games. Onward Mobility offers a wide range of apps that includes all premium applications like MobiCop, MobiSecret, MobiCopy, MobiDND, MobiRecord & MobiProtect powered by Junos Secure & Bull Guard. Onward Mobility is first of its kind offline App Store which caters to the mass consumer base of India. Elated Mr. Arun Menon, Founder & CEO, Onward Mobility said, We are very happy to announce the launch of first of its kind VAS concept store where end customers would be able to experience, buy and side-load mobile apps, games, content and mVAS." The company also has a comprehensive strategy in place to scale up the number of MobiWorld stores all over the country.Onward Mobility is a VAS development and marketing company with a unique business model of selling and distributing its own and third party products (applications and VAS) through retail counters across India. It is already tied-up with over 10,000 prominent mobile retail stores all across India in order to market mobile applications. It has marked its footprints across 8 states in the country and has been rapidly expanding its presence. Mr Arun Menon further stated, We are glad being the only company in India with a direct to consumer business model of retailing mobile applications as against most other mobile applications companies which are looking at selling their products through online channels like applications stores. At our stores we have well trained people at place who are going to better educate an end consumer with the benefits and the usage of the myriad mobile applications. Onward Mobility has also already entered into strategic partnerships with many content publishers and intends to roll out their partners

products like Games, Entertainment, Music, Education and other content through their unique offline Distribution channel in the next few months. Onward Mobility Solution Pvt. Ltd. defines designs, develops, and markets technology driven mobile applications. It offers MOBICOP for mobile security, data protection, remote monitoring, and lost phone tracking; MOBICOPY for phone book backup, auto updates, data restore, and contact management; MOBIMATE for call filtering, auto responding, and assisting; MOBISECRET for personal data secrecy; and TALK 007 with features, such as beepless call recording, voice recording, and Dictaphone. The company offers its products through retail outlets in India, as well as strategic partners in Australia, Bangladesh, Bahrain, Kuwait, Saudi Arabia, Sri Lanka, Qatar, the United Arab Emirates, the United States, and the United Kingdom. Onward Mobility Solution was founded in 2008 and is based in Mumbai, India Onward Mobility Ltd is the No.1 dealer in software industry and making in India having vast and profound experience in Software Industries. Our motto is

"Tending vending extending mobility".

MISSION STATEMENT
To become a major player in the mobile solutions business in security and healthcare space by setting new standards in mobility.

VISION STATEMENT
"Tending vending extending mobility"

ONWARD MOBILITY LTD

Product of the company According to the companys website at present Mobi family has 5 applications live, which it claims work best on Symbian platforms: MobiCop: A security software that tracks mobile phones in case of lost or theft and protects data from unauthorised users. MobiCopy: An application that allows users to back up contact from their handsets via SMS to an online server with or without GPRS. The app also can be set up to send automatic SMSs on selected time and date to specific contacts. Its compatible with most GSM and CDMA phones. Remember that OnMobile acquired VoxMobili for its phone backup solution. Talk007: This application allows users to record voice memos or phone calls without interrupting beeps either using hotkeys or be set to record phone calls automatically (or without disclosure). MobiMate: MobiMate is a personal messaging app that integrates autoresponder, personalized voice and SMS responder, phone number blacklist facility and a voice recorder. MobiSecret: Menon informed us that this app is on of their most popular apps. It allows users to hide personal data like images, videos, sound clips and entire folders on their mobile handsets to prevent misuse. Menon further told us that they have also released a premium version of this app.

Its new releases include MobiBuddy, a mobile alarm app that, the company claims, makes sure a user never forgets their mobile phones; MobiTrace, a nonGPS solution for vehicle owners and transporters, vand MobiNanny, a mobile usage monitoring tools for parents.

CHAPTER: 4

THEORETICAL PERSPECTIVE

Introduction of HRIS
Managing people in an organization is the most important task for a manager, which is included in Human Resource Management. HRM is the it is the process of managing people in organization in a structured and thorough manner . This cover the field of staffing, retention of people, pay and perks setting and management performance management, change management and taking care of exits from the company to round off the activities managing people in form of a collective relationship between management and employees. This approach focuses on the objectives and outcomes of the HRM function. What this means is the HR function in contemporary organizations is concerned with the notions of people enabling people development and a focus on marking the employment relationship fulfilling for both the management and employee.

Human Resource Information Systems (HRIS) is a part of Human Resource Management. Human Resource Information Systems (HRIS) have become one of the most important tools for many businesses. Even the small, 20-person office needs to realize the benefits of using HRIS 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. HRIS 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; human resources (HR) is no exception. HRIS 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. Management processes, and systems. This is in contrast to the traditional emphasis on transferable resources such as equipment. Increasingly, it is being recognized that competitive advantage can be obtained with a high quality work force that enables organizations to compete on the basis of market responsiveness, product and service quality, Differentiated products, and technological innovation. The effective management of human resources in a firm to gain a competitive advantage in the marketplace requires timely and accurate information on current employees and potential employees in the labor market. With the evolution of computer technology, meeting this information requirement has been greatly enhanced through the creation of HRIS. A basic assumption is that the management of employee information will be the

critical process that helps a firm maximize the use of its human resources and maintain competitiveness in its market. The first purpose of HRIS is to provide information on the development, implementation, and maintenance of a Human Resource of the organization. The second purpose is selecting and training employees, to make them more efficient and effective. In HRIS management needs the flow of information back for various purposes like performance appraisal, salary fixation, providing benefits, perks, promotions, transfer and demotions, career planning, and development etc, further, feedback of information is necessary to appraise the performance of various personal programs, modern managements are widely concerned with the successful implementation of personal programs and with improving them continuously. Personal records and respects at this juncture help the management to record the information and provide the past information to the management as and when necessary. Human Resource is an organizational function that deals with issues such as recruitment and selection, training, appraisal, compensation and performance management of the employees. Human beings are also considered to be resources because it is the ability of humans that helps to change the gifts of nature into valuable resources. While taking into account human beings as resources, the following things have to be kept in mind: The size of the population The quality "The people that staff and operate an organization"; as contrasted with the financial and material resources of an organization.

HRIS is basically a merger of HRM discipline with IT fields. The HRIS provides a method, by which an organization collects, maintains analyses & reports information on people & job. It helps HR managers perform HR functions in a more effective and systematic way using technology. The application of computers to employee-related record keeping & reporting, and management decision making. The Human Resources Information Systems department oversees the delivery and administration of all human resources information systems, hardware operations, and the development and support of the Center for Human Resources Web site. The main aim of HRIS is to create a positive experience with the Center for Human Resources department and enhance customer interaction with systems and processes.

Purpose of Human Resources Information System The main and ultimate purpose of an HRIS is to help and line managers in making decisions that "adds value". 1. HRIS facilitates HR Managers to become strategic partners. 2. It helps in making analysis of important matters such as the HR costs. 3. It is an effective communication channel, complementing the employee manual or written HR polices. 4. HRIS facilitates better decision making. 5. It can contribute to employee satisfaction and productivity. 6. It implements "paperless" HR initiatives. It is fairly clear that your organization can benefit from implementing HRIS. The system is effective and beneficial if employees can have access to accurate, timely and relevant information that are linked to the accomplishment of your organization's mission and strategic objectives. Choosing the right technology and managing it based on clearly defined policies can contribute towards cost-reduction and the formulation of strategic plans. A well-designed Human Resources Information System must satisfy the needs of your employees and organization. This can improve your strategic human resource management initiatives.

HUMAN RESOURCE RECORDS


Management needs the flow of information back for various purposes like Performance appraisal, salary fixation, providing benefits, perks, promotions, transfers and demotions, Career planning and development etc. Further, feedback of information is necessary to appraise the performance of various personnel programmers. Modern managements are widely concerned with the successful implementation of personnel programmers and with improving them continuously. Personnel records and reports, at this juncture help the management to record the information and provide the past information to the management as and when necessary.

Meaning and Types of Records


Records refer to the informational documents utilized by an organization to carry out its functions. A record is a piece of writing or a chart which provides ready information and which preserves evidence for future reference or use. Records provide tangible evidence of the past activities of an organization. Personnel records and reports record and provide the information relating to various aspects of human resources of an organization. These aspects include information and data about employment, wage and salary levels, absenteeism, productivity, employee exit or turnover, social security, employee welfare, job satisfaction and Morale Surveys.

Types of Information
Personnel records preserve the information in files, documents, magnetic diskettes. These records are prepared and compiled from reports, orders, minutes, procedural documents etc. The records are meant for long term use. In other words, records are created even before the establishment of an organization and are continued even after the death of that organization they contain information of employees, employer, trade unions, government, employment bodies, body shoppers, consultants etc. the type of personal information and data included in records covers, jog design, analysis, specification, description information, human resource planning, recruitment, selection, placement, induction/socialization, test and interviews across employment decision, performance appraisal scores, performance training and develop needs, transfer, promotions, demotions, grievance recess disciplinary action wages, salaries, benefits, pensions, gratuity, provident fund, medical benefits, expenses, safely programs, industrial accidents, industrial disputes trade union activities, collective agreements, cost of employment, cost of refraining participative management, quality circles, absenteeism, working hours, work allocations, employee turnover, suggestion etc.

Importance of Records
The importance of personnel records is clear from the following saying: Trust a pencil a piece of paper rather than your mind. Records help the management to make right and timely decisions by providing data and information for conduction personnel research and study the importance of personnel records can be further understood from the following: To supply information required by the management for developing and modifying personnel policies. To identify training needs and design training programs To use them for succession planning by having a records of manpower skill inventory. To know the validity of employment tests and interviews. To takes personal decisions such as transfer, promotion, layoff, suspension, dismissal etc. To compensate the employees for their services to the organization. To maintain up to-date data on leaves, training, promotion, transfers, lay-offs, dismissals, retirements, strikes, lockouts etc.

Essentials of Good record


Essential of a good record include: The objects for which it is maintained should be clearly and adequately started. It should be consistent with it is maintained should be which it is maintained and should be easily available. Its upkeep and maintenance should not be costly it should be kept under lock and key to ensure that it is not mislaid or pilfered or tampered with. It should be maintained in such a manner that the information it contains is easily accessible. It should be easily indentified and differentiated from another record. The records of different kinds of information should be kept and maintained in separate files and dockets for ready reference. Duplication of entries in different records should be avoided. Some particular person should be entrusted with the responsibility of maintaining records.

Personal records
The basic purpose of personal records is to store the information and data provide them to the management in right time for decision-making. The information and data will be useful for solving various personal problems. Further the data and information will also be useful for personal research and studies and for checking personal practices. The purposes of personal records are: Records provide an evidence of events that have taken place in the organization. Records are useful for taking important decisions in the future. Records facilitate evaluation of performance of various personal programs, policies and practices. Personal records are also required to be maintained under the provisions of various industrial and labor laws. In order to achieve the above mentioned objectives, record keeping must have regard to the following essential points: Simplicity: there should be simplicity in record-keeping records keeping records should be maintained according to the requirement of the organization so as to facilitate comprehension. Accuracy: Records should be preserved accurately so as to reduce the chances of errors and frauds. Economy: The cost of maintaining and providing record is also an important factor which the personal manager has to keeping mind. Usefulness: Record should be useful for better management of the affairs of the business. Record-keeping should avoid retention of papers not needed. The records of employees are maintained from the time they are employed or hired till they retire or leave the organization. In some cases, records of candidates not employed are also to be preserved to prove accuracy of the selection procedure. According to Michael, the following precautions are necessary while maintaining personal records. All hiring information for each employee may be placed in a folder and subsequently additional data concerning the employee such as merits rating, job and rate changes, educational or training achievements, disciplinary actions, if any etc. are placed in the same folder. In addition to a folder, a card recapitulating important information in the folder may be filed separately so as to make the employee record-the sources of information about an individual employee-available at the point of use.

Principle of records-keeping
While maintaining personal records, the following principles may be followed: The purpose for which the records, kept must be justifiable. The objectives of keeping the record have been enunciated above. If the records are maintained without any justifiable purpose, it will amount to a waste of time, money and space. Records must be capable of verification. A record which is not capable of verification o e.g.: record kept on here say, is of little value. Records must be classified. Records may be classified According to time or chronologically. b. According to subjects so as to be useful for analysis. The requisite information must be available when needed. The main objective of keeping the records id to provide the information when needed with speed and accuracy it is no use to keep records if they are not available when asked for. Records must be produced and maintained at a reasonable cost of the maintaining and providing records should be justified in their usefulness for taking decisions. That Records must be precise. Records should be maintained in a concise form so that valuable space is not wasted. The system of record-keeping must be eslastic in capacity so that may be expanded or contracted accounting to the circumstances.

Reports
A report is an account or statement describing in detail an event, a happening or evaluating an enterprise or product that is proposed to be manufactured, reports are submitted to top management or to the superiors. Therefore, employees have to prepare an effective report. The essential conditions of an effective report are: It should deal with a specific objective. It should dwell on the issues referred to the person making it. The person who makes the report should collect the data and interpret it honestly. A report should contain data all the aspects of data personal management. It should make specific recommendation. It should be timely, so that proper action may be taken on it. It should be clearly worded and easily comprehensible. It may include illustrative points to strengthen the observation made in it.

Importance:
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). Many HRM departments in larger organizations have also developed internal information system capabilities, so that HRIS units have been established.

Performance appraisal

Compensation and benefits

staffing

Hr development

Health, safety and security

Labor relations

Hr planning and analysis


Performance appraisals: Performance appraisals of Employees are necessary to
understand each employees abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance. HRIS helps to measure the performances of the employees as per the recorded data in HRIS data system.

Compensation and benefits: Compensation and benefits (abbreviated C&B) is a


sub-discipline of human resources, focused on employee compensation and benefits policy-making. An employee should be given appropriate benefits of the work done by them which in turn leads to the profit of the company but the employee should also be compensated for the loss occurred cause of them. HRIS helps the Human Resource team in policy making, and helps them to decide the proper benefit plan.

Staffing: The managerial function of staffing involves manning the organization


structure through proper and effective selection, appraisal and development of the personnels to fill the roles assigned to the employers. HRIS gives the clear idea about the requirement of the staff. The proper updated HRIS gives proper idea that whether there is need of the new staff or not.

Human Resource Development: Human Resource Development (HRD) is the


framework for helping employees develops their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. Human Resource

Management takes help of the HRIS to develop the interest of their employees towards the work.

Health, safety and security: For smooth functioning of an organization, the employer
has to ensure safety and security of his employees. The terms health, safety and security are closely related to each other. Health is the general state of well being. It not only includes physical well being, but also emotional and mental well being. Safety refers to the act of protecting the physical well being of an employee. It will include the risk of accidents caused due to machinery, fire or diseases. Security refers to protecting facilities and equipments from unauthorized access and protecting employees while they are on work. An error free HRIS leads to accident free environment at the organization.

Labor Relations: Labor relations are the study and practice of managing unionized
employment situations. In academia, labor relations is frequently a subarea within industrial relations, though scholars from many disciplines--including economics, sociology, history, law, and political science--also study labor unions and labor movements. In practice, labor relations are frequently a subarea within human resource management. Courses in labor relations typically cover labor history, labor law, union organizing, bargaining, contract administration, and important contemporary topics.[

Human Resource Planning and analysis: The ongoing process of systematic


planning to achieve optimum use of an organization's most valuable asset - its human resources. The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply. A well updated and timely updated HRIS ensures a fact based plan for the employees. Analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and advertisements, and performance development planning within your performance management system. HRIS important role in providing vital information time to time for the analysis.

SOME OTHER IMPORTANCE OF THE HRIS: Helps to keep the record: As in other types of information systems, an HRIS 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 HRIS thus contains tools that allow users to input new data and edit existing data; in addition, such programs provide users with the opportunity 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., succession planning, compensation planning, equal employment opportunity monitoring).

Helps to prepare information based report: 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.In order to understand the types of applications available to HRIS users, it is best to consider the evolving nature of human resource information systems applications. 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).

Role of HRIS:
Important factor has been the development of numerous HRIS products by external vendors. There are several full-featured, human resource-dedicated database management systems available, both for mainframe and micro platforms. Perhaps the best known of these is PeopleSoft, although numerous other such products exist. Many of these utilize client-server architectures, where databases reside on a central server and are accessed from individual workstations, connected to a network, via local client applications. There is also a trend toward enterprise-wide applications that integrate information system applications for various managerial functions (e.g., marketing, finance, human resources), which facilitates communication across functional areas, economizes on information system development at the enterprise level, and allows firms to collate information from multiple sources to facilitate strategic planning at the business unit and corporate levels. Examples of commonly used integrated systems that include HRIS modules are SAP and Oracle. Specialized applications, intended to supplement HRISs, are also widely available. These include modules to aid in such areas as succession planning, benefits administration, applicant tracking, job evaluation, employee performance evaluation, grievance handling, and labor relations. These products, coupled with declining costs of computer systems (especially microcomputer systems) and the increasing userfriendliness of computer applications, have meant that the use of HRISs is increasingly attractive to practitioners. As a result of the rapid change in computer and software technology, HRIS-related products are constantly upgrading and changing. Advanced Personnel Systems, a California-based HRIS consulting firm, markets a fairly up-to-date database listing a wide-range of HRISs and supplementary programsalong with descriptions of the capabilities of these systemsto guide managers in selecting appropriate products. There are also several conferences and shows held annually around the United States that are dedicated to advances in HRM-related information technology applications, including HRISs. HRIS vendors often demonstrate products at such shows. Leading practitioneroriented magazines, such as HR Magazine (published by the Society of Human Resource Management), review new products and carry articles highlighting changes in the field. And not surprisingly, a number of web sites document HRIS resources on the Internet. A comprehensive listing of major HRIS sites can be obtained through the "Software and Technology" section of Workindex.com, a comprehensive index of Internet resources related to human resource management.

Perhaps the most significant development in the HRIS 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 HRIS 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 HRIS 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. 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.

HUMAN RESOURCE RESEARCH


The Human Resource Research enables the smooth flow of information in HRIS. It is the important key for HRIS. A proper and error less Human Resource Research helps HRIS work efficiently. The study of human resource practices and activities gives the extent of success or failure of policies and practices. Research on HRM activities Provides an understanding of what does work, what does not work, what needs change, the nature and the extent of change. Personal research is the task of searching for, and analyzing of facts to that personal problem may be solved or principle and laws governing their solutions derived. According to Dale Yoder. Research is a shortcut to knowledge and understanding which can replace the shower, more precarious road of trial and error in experience. It implies, searching investigation, re-examination, reassessments and revolutions. It is a purposive and systematic investigation designed to test carefully considered hypotheses or thoroughly framed questions.

Characteristics of Human resource research


Human resource research is purposive. In order words, it seeks to answer specific questions. HR research is objective. It recognizes and limits bias and prejudice in every step of the process. It is systematic. It beings with a comprehensive plan or design. Investigation is conducted based on that design. HR research is parsimonious. It identifies methods and techniques for the solution of the problem with the minimum cost. HR research is repeatable. It can be used by different researches at the same time. It is planned and designed investigation and analysis.

It is conducted in a systematic manner to check or verify or disprove clues,


assumption or hunches.

Objective of HR Research
The basis objective of human resource research is to enquire into the present status of HR practices and activities against the HR objectives and policies. The specific objectives are: To measure and evaluate present conditions. To predict future conditions, events and behavioral patterns. To evaluate the effects and result of current policies, programs, practices and activities. To provide an objectives basis for a revision of current policies, programs, practice, and activities. To appraise proposed policies, programs, and activities. To discover ways and means of strengthening the abilities and attitudes of employees at a good or high level and on a continuous basis. To evaluate and review the linkage and knitting between organizational strategies and HRM strategies.

Need for Human Resource Research


Understanding human resource research is often crucial in solving HR problems as it is difficult to make effective decisions without accurate information the human resource research due to the following reasons. To build upon existing knowledge: Growth of the knowledge is a continuous and a never ending process. Human resource knowledge grows at a faster rate HR research contribute significantly for building up of the existing HRM knowledge. Evaluation of proposed programs, practices and activities: The proposed programs, practices and activities are need to be apprised thoroughly, before implementation. HR research provides necessary information for evaluation. Evaluation of current and new policies and practices: The action research provides for implementation of policies and practices based on the results of the research. Anticipation of personal problem: The HR problems are the outcome of employees dissatisfaction over several issues. These problems will lead to

industrial disputes. The HR research can predict the possible problem and suggest measures for their prevention.

Approaches to human resource research


The approaches to human resource research include: Historical studies. Case studies. Survey research. Statistical studies. Mathematical models. Simulation. Field or action research. Exploratory studies. Experimental studies.

The process of Human resource research


The HR research process begins from the stage of a sign of grievance of employee the management to be proactive should identify the possible future employee problem and offer solutions to prevent them. If, prevention of problems id not possible the management should conduct research for solving the HRM problem. The stages of HRM/HRD research include: Formulation of a problem Selection of hypothesis Formulation of objectives Design of experiment or enquiry Description of Methodology including sampling procedure Collection of secondary and primary data Preparation of working guide Analysis and interpretation Report writing and submission to the top management for action

HRIS Users: Human resource management is applicable to all the employees in the organization. But managing the HRIS is the tough task. HRIS could be used by all the employees to view the data but it should be managed and kept by the professionals who has sound knowledge of it. HR Professionals (such as HR rep, HR Manager, etc.) Support staff Lower Level Employees Middle Level Employees Upper Level Employees Executives & Directors

HOW THE HRIS WORKS ?

INPUT

CONTRO L

TRANSFORMATI ON OUTPUT

FEEDBA CK

INPUTS:Input of HRIS includes information related to employees such as education, training, age, experience, training, present status, present salary, whether promoted or not and other necessary details. The computerized human resource information system is in all respect superior to manual system, which is time consuming and not so effective. Transformation:The information fed to the computer can be transformed into more meaningful and necessary information that is exactly required by the organization. This is the conversion stage of computerized HRIS. The information generated is very useful to the managers. Output:Output refers to the printouts of the transformed material from the computer printer like salary statement, report on performance of an employee, budget estimates, etc. A well knit HRIS acts as a worth decision support organism of a very high quality.

Feed back and control:Whether the output obtained is relevant and useful or not must be known. The method of ensuring it is known as feedback. Feedback establishes control over the system.

Essential Feature of an Information System


An information system combines related operations and procedures to perform a major organization and management activity (such as document production). The efficient and success of the system depend on careful planning, organization, and control by the supporting staff. The objectives of an information system include: Decision making and supplying the best possible current information to managemen. Eliminating duplication of work. Saving time by using more efficient methods. Establishing uniform procedures. Identifying responsibility for work and performance. Improving service, including providing necessary training for all who operate within the system.

Steps in implementing HRIS


Step 1 inception of data:The idea having an HRIS must originate somewhere. The originator of the idea should prepare a report showing the need of HRIS and what it can do for the organization. Step 2 selecting project team:Once it has been selected, then the project team should be selected. It comprises of an HR representative. Step 3 defining the requirements:The key here is to make sure that the mission of the HRIS truly matches managements needs for an HRIS.

Step 4 vendor analysis:It determines what hardware and software are available that will best meet the organization's needs for the lowest price.

Step 5 package contract negotiation:After a vendor has been selected, the contract must be negotiated. The contract stipulates the vendors responsibilities with regard to software installation, service, maintenance, documentation. Step 6 training:First the HR members of the project team are trained to use the HRIS. Then the HR representative will train managers from other departments. Step 7 tailoring the system:This step involves making changes to the system to best fit the needs of the organization. Step 8 collecting the data:Prior to the start up, data must be collected and entered into the system. Step 9 testing the system:Its purpose is to verify the output of the HRIS and to make sure it is doing what it is supposed to do Step 10 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 during a lull period so that max. Possible time can be devoted to HRIS. Step 11 running in parallel:Even after the new HRIS has been tested, it is desirable to run the new system in parallel with the old system for a period of time. Step 12 maintenance:It normally takes several weeks or even months for the HR people to feel comfortable with the new system. During this period any remaining errors and adjustments should be handled. Step 13 evaluation:After the HRIS has been in place for a reasonable length of time, the system should be evaluated. Is the HRIS right for the organization and it is being properly used or not.

Human Resource Audit


An audit is review and verification of completed transaction to see whether they represent a true state of affairs of the business or not. Thus, an audit is an examination and verification of accounts and records. Human resource audit refers to an examination and evaluation of policies, procedures and practices to determine the effectiveness of HRM in essence, HR audit refers to: The measurement of the human resource managements mission, objectives, strategies, policies, procedures, programs and activities. The deter is to nation of what should or should not be done in the future as a result of such measurement.

Objectives of HR Audition as: To review the whole system get answer, m to management programmers in which a management develops, allocates, and supervises human resources in an organization with a view to determining the effective of these programs. To seek explanation and information ; the s to get answer to such answers to such questions as : why did it happens ? and what happened ? To evaluate the extent to which line managers have implemented the policies which have already been initiated? To evaluate the personnel staff and employees. According to greasy, the primary purpose of personnel audit is to know how the ns for various unit are functioning and how they have been able to meet the policies and guidelines which were agreed upon; and to asset the rest of the origination by identifying the gap between objectives and results for the endproduct of an evaluation audhould be to formulate plans for correction or adjustment

Need for HR audit


Though there is no legal obligation to audit the HR programs and activities, Organization audit the HR programmed due to the following needs. The number of employees very small units , because of the very small number of person they employ, require comparatively little in the way of a formal audit. Organizational structure: - continuing feedback is facilities if an organization has a HR I department. Communication and feedback: - and an effective two way communication system often reduces the need for a formal audit. Location and dispersion: - the need for a formal and audit is directly related to the number of isolated plan. Status of an individual relation manager: - if the participate in top management plans , reports, discussion and decisions, the need for a formal audit may be less frequently felt. Administrative style : - the greater the delegation of authority and decentralization of a power, the greater the value of a regular and formal audit.

Areas of HR Audit
The areas of HR audit include: Mission statement relating to human resource management. Objectives, goals, and strategies of human resource management. Accomplishments of human resource management Programs of human resource management including the detailed practices and Procedures. Human resource management policies. Human resource management philosophy, its practices and values. Responses of employees, trade unions and government to the practices and achievements. Role of human resources in total quality management Role of human resources management in achieving organization's mission,

Objectives, goals and strategies.

Advantages of HR audit
Every organization should look back in order to proceed ahead. The evolution and the study of the existing objectives, policies and practices of human resource management indicate to what extent they contribute to the organizational goals further, they indicate to what extent the practices are in accordance with the objectives. Audit enables the management to review the HRM policies in the light of the result of the audit and the changing environmental factor affecting HRM audit per vides accurate and reliable information to the management at all levels. The advantages of personal audit include. It served as a check on the activity of personal management department. It generates wide understanding of the both policy and practice in manpower management. It highlights the need for line-self co-operation. It focuses attention on what is being done and what needs to be done. It assists staff in convincing highrt management of the need for manpower policy and practice

Guidelines for effective design of the HRIS: The user of the information should be included in the design team.
Cost of money and time of system should be taken in account and match them with benefits derived from the system. Weight age should be given to relevance and selectivity over sheer quantity. The system should be tested before it is installed. Adequate training and documentation should be provided for the operations and users of the system. Information should be disaggregated and similar decision should be aggregated.

The decisions system must be thoroughly analyzed.

HRIS: Software
Abra Suite ABS (Atlas Business Solutions) CORT: HRMS HRSOFT Human Resource MicroSystems ORACLE- HRMS PEOPLESOFT SAP HR SPECTRUM HR VANTAGE: HRA

CHAPTER: 5

Methodology
DATA COLLECTION METHODS & SOURCES

Data collection is an important aspect of any type of research study. Inaccurate Data collection can impact the results of a study and ultimately lead to invalid results. Data collection methods for impact evaluation vary along a continuum. At the one end of this continuum are quantitative methods and at the other end of the continuum are Qualitative methods for data collection. In everyday life human being has to face many problems viz. social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out. Research was carried out at ONWARD MOBILITY LTD. to find out the Human resource information system.

The Quantitative Data Collection Methods rely on random sampling and structured data collection instruments that fit diverse experiences into predetermined response categories. They produce results that are easy to summarize, compare, and generalize. Quantitative research is concerned with testing hypotheses derived from theory and or being able to estimate the size of a phenomenon of interest. Depending on the research question, participants may be randomly assigned to different treatments. If this is not feasible, the researcher may collect data on participant and situational characteristics in order to statically control for their influence on the dependent, or outcome, variable. If the intent is to generalize from the research participants to a larger population, the researcher will employ probability sampling to select participants. Qualitative Data Collection Methods plays an important role in impact evaluation by providing information useful to understand and processes behind observed results and assess changes in peoples perceptions of their well-being. Furthermore qualitative methods can because to improve the quality of survey-based quantitative evaluation by helping generate evaluation hypothesis; strengthening the design of survey questionnaires and expanding or clarifying quantitative evaluation findings. Data collection is another important job for doing any kind of research. When any person starts any work, data collection is very important and it should be done in a very systematic way.

In this research project the researcher option following two ways of data collection. 1. Primary Data 2. Secondary Data 1. Primary Data:Raw data is a term for unprocessed data; it is also known as primary data. It is a relative term (see data). Raw data can be input to a computer programmed or used in manual analysis. Primary data was collected through survey method by distributing questionnaires to branch manager and other HR executive. The questionnaires were carefully designed by taking into account the parameters of my study.

2. Secondary Data:Information collected by the degree of reliability, validity, and precision in secondary data depends on how it was collected and interpreted. Census data is one example of secondary data. Data was collected from books, magazines, web sites, going through the records of the organization, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process.

QUESTIONNAIRES
Company Name: Name of the HOD: 1) In which Sector the company operates?

Date: Informer: -

a) Service

b) Production

c) Others (Plz Specify)

2) Department wise Strength of the company?

Name of the departments.

Department Strength.

3) Did you have any other HRIS/HRMS/SAP modules installed previously?

4) Why did you felt need for installation of HRIS modules? Eg. To reduce paper work, to reduce manpoweretc

5) When did you Installed HRIS/HRMS/SAP modules in your organisation?

6) Operational HRIS/HRMS/SAP modules ( Please Tick)

Employee Information Systems Position Control Systems Applicant Tracking and Placement Information System Performance Management Information Systems Government Reporting and Compliance Information Systems Payroll Information Systems Recruitment Module. Training Modules. Organization Structure Induction Leave Management.

Other Operational Human Resource Information Systems. .

7) Name of the producer of the HRIS/HRMS/SAP modules? Oracle Company

8) Which other Companies you thought of when installing HRIS/HRMS/SAP modules?

9) Characteristics of HRIS/HRMS/SAP modules installed: -

l) a) User Friendly b) Compatible c) Reliability d) Efficiency e) Security f) Flexibility g) Maintainability h) Clarity i) Consistency j) Stability k) Accuracy Validity: Monthly

Strongly Agree

Agree

Undecided

Disagree

Yearly

Any other

m) Training Required: Intensive Moderate Not needed

10) Approximate Cost of Installation: -

a) Product cost: -

b) Installation Cost: -

c) Training cost: d) Annual maintenance cost: -

11) Have you customized the basic HRIS/HRMS/SAP modules package?

Intensive

Moderate

Not needed

12) Which functions in HR you automated?

13) What was the installation method? Why?

Total HRIS/ HRMS

Module wise

14) According to you why this HRIS/HRMS/SAP modules is advanced than other similar Products?

15) Duration taken by the employees to adopt the changes: -

17) Are all system features and utilities fully documented?

18) What were the changes in work processes through this selection and how the new processes look like?

19) Commonly faced limitations of the system: -

QUESTIONNAIRES 1. What are the uses of human resource system in different function of HR? Ans: HRIS system is helping out in all the functions and activities related to HR like payroll processing, job evaluation process and appraisals, recruitments etc. by providing accurate and timly information and helping in better analysis or information 2. What benefits do you get from the information system? Ans: HRIS system is able to provide us various benefits like speedily retrieval and processing of data, its easy classification. It helps in better analysis and more effective decisions making. Provides us with accurate information, quality, report and overall better work. Eliminates personal biasness, brings transparency.

3. What are the limitations of in the existing HRIS system in your organization? Ans: Although the system is highly supportive, but there is also a requirement of query based ticketing systems.On query resolution queries raised on window will go to the concerned HR officer at the same HR officer will get a work list pertaining to the query raised by employee in his department. 4. How much secure is the system actually from HR point of view? Ans: System is absolutely secure. We have three level security system in our application. Authorization, Authentication and Auditing. 5. What are the problems faced by HR people while using the system? Ans: Although the system is efficient, but sometimes we face the problems like system slowdown or higher downtimes 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 the system. 6. How does implementation of such system in organization, affect its culture and employees? Ans: With the introduction of HRIS system the work culture in the organization gets changed and we as HR managers are able to serve to other employees in efficient manner which is again raising the satisfaction level among ourselves. But some time some senior employees are resistant to the change also.The transfer and application system seem to have provided the management with an excuse for leaving difficult problems to their successor

7. Are all the features and utilities of HRIS fully documented? Ans: 70% Yes 30% No

Employees

30%

YES 70% NO

Human resource information system Policy


Your privacy is important to us. To better protect your privacy we provide this notice explaining our online information practices and the choices you can make about the way your information is collected and used. To make this notice easy to

find, we make it available on our homepage and at every point where personally identifiable information may be requested.

-: SAMPLING PLAN :Sampling is that part of statistical practice concerned with the section of a sunset of individual observation within a population of individuals intents to yield some knowledge about the all employees. Sampling gives scope for more accurate data. The researcher can concentrate on the sample and make a thorough probing. The researcher cannot discharge his work with the level of diligence as is required in dealing with a large population. It is possible for the researcher to collect more elaborate information from the few sample units than from the large population. Collection of data from all units leads to administrative problems and therefore in depth study becomes difficult. When the universe is extremely large, it will be very difficult to study every unit of the universe. Hence, sampling is the only practical method for collection of data. Information is collected from only a portion of the population. The data can be collected and summarized more quickly. The results are available quickly and

so decisions could be taken without much delay. Sampling is that part of statistical practice concerned with the selection of a subset of individual observations within a population of individuals intended to yield some knowledge about the Population of concern, especially for the purposes of making predictions based on statistical inference. In my project sample size is 103. In my project doesnt describe specific methods; nevertheless it does specify several processes that need to be followed. These processes constitute a generic framework. Here all data is combined, and their sequence is change.

HRIS SYSTEM OF COMPANY


Snapshots of each of the boxes are shown from the HRIS onwards. Personal info

Career & Application Information

Preferred Job

Preferred Job Location

Outside Bangladesh (Conditional)

Other relevant info

Password

Educational qualification Info and Training Info

Training

Professional qualification

Employment History

Others Specialization

Reference

Photograph Attachment

CHAPTER: 6

FINDINGS

CHAPTER: 7

LIMITATION

Limitation of the HRIS


It can be expensive in case of system. Its effective application needs large-scale computer literacy among the employees responsible for maintaining HRIS. It needs continuous updating to make it work effectively. Not suitable for small size organizations. HRIS can be problematic for small businesses in which some employees wears many hats. If your company is big enough to have a dedicated human resources technology specialist, consider outsourcing. While I was preparing the project due to absentees of the employees in the organization I couldn't come to meet every single person in the organization. Some of the employees working in the organization couldn't understand the question. The organization's employees while Resolving Customer Grievance takes more than one week time to solve it. In the organization there is only one system use by all employees. Some of the disadvantages of an HRIS 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 HRIS 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 businesses.

CHAPTER: 8

CONCLUSIONS RECOMMENDATIONS

CONCLUSION
HRIS 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 HRIS applications that cater to the needs of human resources is very important. From a broader perspective, an HRIS yields a well-managed business with better informed employee The implementation of HRIS applications results in two benefits: Efficiency of operations and streamlined HR administration. 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. Summary, this report has revealed the following: By automating Human Resource practices, HRIS 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 HRIS to achieve improved performance and removing routine administration allows them to become professional consultants to the rest of the organization. Comprehensive HRIS provides the needed information within the shortest period and at reduced cost.

RECOMMENDATION
Whilst this study has confirmed existing studies into HRIS, it provides a platform for future work in this area, which should concentrate on a number of issues. First, a detailed research would be needed to explore the role of HRIS especially; with Much, bigger sample size and a higher response rate so that a deeper analysis can be done for generalization. Second, HRIS represent a large investment decision for companies of all sizes. However, SMEs are increasingly failing to use HRIS in support of strategic HRM tasks. It would therefore be very interesting if future research could geared towards finding answers to why SMEs are reluctant to commit time and resources for the implementation of HRIS in strategic HR tasks. This will enable a careful analysis and diligent consideration of HRIS application to strategic HR tasks since a successful execution is rewarded with numerous benefits including improved accuracy, provision of just-in-time information, and costs saving Third, an in-depth study on HRIS usage in support of trade unions relations with organizations needs further examination. This will allow both the trade unions and the employers to manage and resolve conflicts and other related labor issues efficiently and effectively. Finally, as HRIS becomes an increasingly vital component of SHRM tasks performance, researchers must expand their efforts to understand the opportunities and threats that it fosters. Human resource information systems may be a key enabler allowing HR

CHAPTER: 9

BIBLOGYRAPHY

BIBLOGYRAPHY
Human Resource And Personnel Management (4th Edition) ---- By K. Ashwathappa Human Resource Management ---- Third Year B.B.A. (Tilak Maharashtra University) Human Resource Management ---- Third Year B.M.S. (Mumbai Maharashtra University)