Study of Human Resource InformationSystem Submitted to: -Prof. T. K.

SINGHAL 20/9/2010Submitted by: -Nishikant Mishra PG09068Pragya Kumari PG09075Rahul R. Choubey PG09080Nitin Garg PG09069 Abhishek Gupta PG090126 MANAGEMENT INFORMATION SYSTEM A PROJECT REPORT ON Study of Human Resource InformationSystem NAME OF INDUSTRY Blue Chip Computer Consultants Pvt. Ltd UNDER THE GUIDANCE OF PROF. T. K. SINGAL INTEGRATED ACADEMY OF MANAGEMENT ANDTECHNOLOGY, GHAZIABAD (NCR) Sl. No.INDEX Page No.1Synopsis 42 Introduction53 S tructure &Subsidiaries of Blue ChipComputer Consultants Pvt. Ltd. 94 LITERATURE REVIEW115 Projects Undertaken146 Analysis197 Recommendations21

Synopsis Main Objective and Purpose of the Project: To understand the demand of the HRIS software HumaNET in various verticals of the Corporate World and also Business Development of the same using various promotional tools. To prepare an ROI (Return on Investment) report in order to convince the business organizations about the benefits and returns they are bound to reapon purchase and implementation of the software, and also to back up the claims made by the organization about their product, and also to find out the degree of usage of various modules of HRIS by different organizations and tohighlight the most widely used HRIS modules.Business Development of the HumaNET (SAAS), software available as a service,using various promotional tools,and pitching in for a live demonstration. Methodologies Followed: Secondary Data:Data mining internet Browsing Navigating blogs Forums Communities Promoting through free classifieds Introduction: HRI S: 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 packagedas a data base, hundreds of companies sell some form of HRIS and every HRIS hasdifferent capabilities. The HRIS package adopts the routine responsibilities anddocumentation associated with HR functions thus keeping the core focus of personnelergonomics in the forefront, optimizing the departments efficiency andcommunicating all necessary information across the enterprise. The workflow andmessaging takes care of approvals and escalations with certain overriding rules, tocertain authorized persons, so that, work is not stalled for long periods of time. If employees are considered to be the most important asset of an organization, then theHRMS becomes the first priority for an organization. It helps minimize the transactiontime for processing all employee-related functions which keep managers and HR staff occupied with routine issues enabling them to gain time to focus on their operationaland strategic goals, improving the organizations top line, by partnering with the business. Importance of HRI S in an Organization : A HRIS is the lifeline of any HR department. The greater the sophistication andlinkages in an HRIS, the more effective an organizations HR department becomes. Intodays volatile market where time has become more important than money, an HRISis the tool that addresses the requirement efficiently. It integrates almost all themodules of HR Dept, ranging from manpower planning, recruitment, employeerelationship management and performance management to career planning andtracking, workplace communication and systems.Moreover, an HRIS is a key repository of employee information and records. Itenables the generation of various reports and accurate data that otherwise would have been time consuming and cumbersome. For Example, Data, such as the history of anemployee, can be easily tracked using a HRIS. It also facilitates the formulation of policies, helps gauge the effectiveness of existing policies and recommendsmodifications. HRI S in India :Human resources outsourcing is becoming increasingly prevalent in India. Thenumber of companies outsourcing HR activities continues to rise, and the scopeof outsourced HR activities continues to expand. HR outsourcing can happen inHR

functions, like payroll administration (producing checks, handling taxes,dealing with sick-time and vacations), employee benefits (Health, Medical, Lifeinsurance, Cafeteria, etc), human resource management (hiring and firing, background interviews, exit interviews and wage reviews), risk management,etc. Outsourcing has become a common response to manage people andtechnology resources strategically, enhance services, and manage costs moreeffectively. Market S ize of HRI S in India : The Market Share of HRIS in India stood at $27 million in 2007 and is expectedto grow at a steady pace when the market will touch $165 million approximatelyin or around 2010.CAGR is approximately 77%The key trends of HRIS adoption among SMBs in India include a surge inawareness and interest about the benefits involved.HRIS is the most suitable medium to reach the untapped SMB segment thatcannot afford expensive applications earlier. Future Expectations from the HRI S Industry After analyzing the current scope of the HRIS industry, it can be very wellforecasted that, in the current competitive era where companies have their presence in multiple geographic locations and working in distributed models,HRIS is going to play a very major role. It would play a crucial role inmanaging the huge resource database, financial details of the company, HR process implementation mapping, etc. As I did telecalling for BlueChip tovarious companies, I personally found out that still many small and mid-sizedcompanies are managing such information using Excel sheets but this trendwould become obsolete as automation of various processes and alignment of those to the HRIS will be required. History of the Organization : Blue Chip Computer Consultants Pvt. Ltd. Blue Chip Computer Consultant was founded in 1983 by K.Srinivasan and Nandalal. It has been there as a foundation block in the fields of business consultancy and productdevelopment. Blue Chip has helped more than 75 companies to gain leverage in their respective fields, by providing better and more streamlined IT solutions. Its domain strengthsare Customer Relationship Management, Supply Chain Management, Manufacturing andHuman Resources. HumaNET : It is the domain of our project program, an HRIS software package made by BlueChipComputer Consultants which provides complete solutions for all kinds of diverse Hr related problems of an organization. It is a systematized approach to people management.HumaNET understands and captures the functions of the HR department and processes thesame into a workflow .It presents an easy-to-use interface, enabling end to end HR activitiesto be performed in a time-effort-money saving manner.HumaNET addresses end to end functions like Employee Information, Recruitment,Induction Training, Appraisal, Reimbursement, Leave, HR policies. It is a multi location product with a built in workflow and a 360 degree appraisal. Some of the companies who useHumaNET include Spice Telecom, TVS Group, Wipro Fluid Power, Textron and DHL. HumaNET PAYROLL The HumaNET PAYROLL software, is an individual module of the HRIS package. It s amulti location, multi company product, which has the following features:A built in formula driven calculator for pay head calculation.Full fledged IT module along with e-tax declaration and all statutory reports with e-tds.Individual level grade pay head mapping, salary structure break-up through CTCMulti processing zonesAvailability of reports in multiple formatsFacilitates easy integration with any attendance recording systemUser defined IT slabsSectional controlled access.HumaNET payroll has 50,000+ users. Some of its clients include Wipro Fluid Power, Allsec,Cli3i, Textron, Sunguard, DHL, Royal Orchid Group of Hotels, to name a few HumaNET

S AA S ( S oftware Available As S ervice) : HumaNET SAAS, is a service provided by BlueChip to avail all the necessarymodules and features of the main HRIS software to the small sized companies on arental or per month basis.Humanet addresses end to end functions of the HR Dept like Employee Information,Recruitment, Induction Training, Appraisal, Reimbursement, leave, HR policies etc. Ithas a built in workflow and a 360 appraisal. 2 Benefits of HumaNET SAAS: 2 Reffered from: www.myhumanet.comwww.bluechipsw.com, [Accessed on 24/08/10]. Customer can save on time of implementation and Cost.Cost of Hardware/Software Maintenance and implementation.All the Modules of HumaNET are available on SAAS on pay as you use basis.Pricing is done on the basis of per user per month.Salient Features of HumaNET SAAS:

Corporate Portal

Employee Information

Leave Workflow

Homepage Updates

FAQ My Diary

Help Desk

HR Policies

Attendance Management

Asset Management

Library/ Room Bookings

MIS Report S

tructure & S ubsidiaries of Blue Chip ComputerConsultants Pvt. Ltd. S ubsidiaries : Headquarters in Mumbai, India, it has branches in Bangalore and Chennai withinIndia and overseas subsidiaries in Singapore and USA. It has got an employeestrength of more than 200 employees. S tructure : The company follows a Flat Structure that features relatively few layers of managers between the top of the Organization and its normal employees. TheCompany follows an open door policy, where even the Marketing Head cancommunicate directly with the Managing Director and Vice Versa Company Culture : Corporate culture is the total sum of the values, customs, traditions and meaningsthat make a company unique. The values of a corporate culture influence theethical standards within a corporation, as well as managerial behavior. Blue ChipComputer Consultants recognize true talent and acumen and thus utilize it for better productivity. The proficient and qualified personnel working in Blue Chipoffer customized and user friendly solutions to every specific needs of clients, andcater to all verticals and industries. The philosophy of Blue Chip is "Grow and letgrow". This gives professionals the freedom to discover and recognize the true potential within themselves. The company provides real-time professional trainingto keep the human resources of the organization in touch with the latest technologyand even beyond, and keep them updated with the trends of today. Theintroduction of various specialized courses and availability of resourcesopportunities has enabled them to adapt to the rapid changes in the industry andstimulate their personal development. Budding professionals can discover their capabilities and grow with the company to become experts in the field.Blue Chip is a company that believes that it is the "people make all the difference LITERATURE REVIEW HRI S: The Human Resource Information System (HRIS) is a software or online solutionfor the data entry, data tracking, and data information needs of the HumanResources, payroll, management, and accounting functions within a business. AHuman Resource Information System (HRIS), HR Technology or also called HR modules, refers to the systems and processes at the intersection between humanresource management (HRM) and information technology. It merges HRM as adiscipline and in particular its basic HR activities and processes with theinformation technology field, whereas the programming of data processing systemsevolved into standardized routines and packages of enterprise resource planning(ERP) software. On the whole, these ERP systems have their origin on softwarethat integrates information from different applications into one universal database.The linkage of its financial and human resource modules through one database isthe most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. S AA S Software as a Service is a model of software deployment whereby a provider licenses an application to customers for use as a service on demand. SaaS softwarevendors may host the application on their own web servers or download theapplication to the consumer device, disabling it after use or after the on-demandcontract expires. The on-demand function may be handled internally to sharelicenses within a firm or by a third-party application service

provider (ASP)sharing licenses between firms.As a term, SaaS is generally associated by software professionals and businessassociates with business software and is typically thought of as a low-cost way for businesses to obtain rights to use software as needed versus licensing all deviceswith all applications. The on demand licensing enables the benefits of commercially licensed use without the associated complexity and potential highinitial cost of equipping every device with the applications that are only used whenneeded K ey characteristics : Network-based access to, and management of, commercially available softwareactivities managed from central locations rather than at each customer's site, enablingcustomers to access applications remotely via the Webapplication delivery typically closer to a one-to-many model (single instance, multi-tenant architecture) than to a one-to-one model, including architecture, pricing, partnering, and management characteristicscentralized feature updating, which obviates the need for end-users to download patches and upgrades.frequent integration into a larger network of communicating software - either as partof a mash up or as a plug in to a platform as a service.Service oriented architecture is naturally more complex than traditional models of software deployment.Providers of SaaS generally price applications on a per-user basis, sometimes with arelatively small minimum number of users and often with additional fees for extra bandwidth and storage. SaaS revenue streams to the vendor are therefore lower initially than traditional software license fees, but are also recurring, and thereforeviewed as more predictable, much like maintenance fees for licensed software. eCRM : E-CRM is not just customer service, self-service web applications, sales forceautomation tools or the analysis of customers' purchasing behaviors on the internet. E-CRM is all of these initiatives working together to enable an organization to moreeffectively respond to its customers' needs and to market to them on a one-to-one basis. Electronic Customer Relationship Management (eCRM) an approach thatintegrates all of the customer information and makes it available for each customer contact, so the concerned company can provide the kind of consistent and effective personalized service customers want. It need not be expensive for a small to midsizedcompany as it not primarily a single technology, but a refocusing of an organizationscollection and use of customer data using existing technologies.The goal of e-CRM is to serve the same essential purpose of customer service in any business. That is, understand the customers and their needs. The challenge for e- business is to quickly merge information from a variety of diverse sources into a sales face that can provide customers with the comforts of shopping environments with which they arealready familiar. e-CRM integration supplies a familiar contact point that remembersthem personally and has knowledge of their likes and dislikes, their history with thecompany and their details and credit status.e-CRM will enable companies marketing department to identify and target the bestcustomers, manage marketing campaigns with clear goals and objectives, improvetelesales, account, and sales management, generate quality leads for the sales teamidentifying the most profitable customers and providing them the highest level of service.5 5 Reffered from: en.wikepedia.org/wiki/ECRM Reffered from: www.crm2day.com/ecrm/ 6 Reffered from: http://www.cc.gatech.edu/classes/cs6751_97_winter/Topics/quest-design Projects Undertaken Assessment of Market Potential & Business Development forHRI S software HumaNET (Payroll) Primary Objective & S cope of the project :

1. Analyzing the demand for the HRIS software called HumaNET PAYROLL, &how many companies either big or small, use an HRIS system in their organizations.2. To find out which different companies avail and make use of which specificmodules of the HRIS provided.3. To understand which specifications suit organizations of different verticals.4. Assessment of the potential of the HRIS software in the market and also predictabout its growth and existence in the Corporate World.The project provides the exposure of IT and HR sector. Within the specifiedsphere, we analyze the potential and opportunity that the industry offers. Toachieve this, we am using various methods like data mining, telemarketing,mailing to potential customers, advertisement and promotion of HumaNETthrough blogs, forums, communities, web posting in order to generate leads whichcan be further processed by sales team Work done We have worked simultaneously on different HR related Blogs, Websites,Communities and forums for posting mails, banners, catalogues and also to findHRIS requirements for BLUE Chip Computers.. Preparation of an ROI analysis report for HRI S S oftwareHumaNET Primary S cope and Objective of the Project : To prepare an ROI (Return on Investment) report in order to convince the business organizations about the benefits and returns they are bound to reap on purchase and implementation of the software, and also to back up the claimsmade by the organization about their product.To find out the degree of usage of various modules of HRIS by differentorganizations and to highlight the most widely used HRIS modules. Methodology Followed : Return On Investment : It is defined as a performance measure used to evaluate the efficiency of aninvestment or to compare the efficiency of a number of different investments.ROI is a very popular metric because of its versatility and simplicity. It isunderstood that if an investment does not have a positive ROI, then theinvestment should not be undertaken. Return on Investment (ROI) analysis is one of several approaches to buildinga financial business case. The term means that decision makers evaluate theinvestment by comparing the magnitude and timing of expected gains to theinvestment costs. Decision makers will also look for ways to improve ROI byreducing costs, increasing gains, or accelerating gains Business Development of the HumaNET ( S AA S ), softwareavailable as a service, using various promotional tools Primary Objective & S cope of the project : 1. Analyzing the demand for the HRIS software, available as a serviceHumaNET (SAAS), & how many Small and Medium Enterprises (SMEs), useHumaNET (SAAS) as a service in their organizations.2. To Find out which different companies avail and make use of which specificmodules of the HRIS service provided.3. To understand which specifications suit organizations of different verticals.4. Assessment of the potential of HumaNET (SAAS) in the market and also predict about its growth and existence in the Corporate World.The project provides the exposure of IT and HR sector. Within the

specifiedsphere, we analyze the potential and opportunity that the industry offers, andalso whether companies prefer to purchase or avail the entire software or only asa service on a rental/per month basis. To achieve this, we have used variousmethods like data mining, telemarketing, mailing to potential customers,advertisement and promotion of HumaNET through blogs, forums,communities, web posting in order to generate leads which can be further processed by sales team. Analysis The analysis is bifurcated in two phases, namely 1. Analysis of the Entire HRIS Industry2. Analysis of the HRIS software and customer Requirements Industry Analysis : The current trend in the HRIS Market is that large enterprises have started usingHRIS software as they feel that data management is becoming a cumbersome task.Enterprises having global presence are finding that it difficult to run theorganization without intelligent HRIS software.Some of the major trends affecting human resource management today arenurturing skilled resources, translating organizational strategy into action,managing growth, assimilating and leveraging technology and dealing with thechanging nature of employer-employee relationships. Nowadays, Businesses tend to hold the line on new technology investment during arecession. Business needs, however, are driving some future-minded HR departments to purchase a new HRIS despite the substantial upfront cost of acquiring the same. Hence, the scope of HRIS has been extended to includerecruiting, competency management, training, performance management, etc.BlueChip Computer Consultants Pvt. Ltd. Provides mainly Human Resource(HRIS) and Enterprise Resource (ERP) services, along with various other softwaresolutions. In this cyber Age, it is quite obvious that software developmentcompanies are growing exponentially and the market for software solutions and products faces neck to neck competition, in terms of sales, services provided, pricing strategies, promotional tools and efficiency etc.BlueChip, being one of the strong contenders in its own segment of HRIS and ERPsolutions, faces a lot of competition from its competitors, i.e. the companies providing similar solutions in the industry Outcome : Given below are the competitors of BlueChip providing HRIS software: S impleHR- HRI S SimpleHR is the affordable human resource software for small businesses. It is integrated with QuickBooks. Supports all common HR tasks such as tracking vacation, attendance and performance reviews. Viewsalary and job history online. Record incidents and accidents and have access toa Document Library of over 110 reports, HR letters and forms. Auxillium WestHR S oftware For small to mid-size organizations -- comprehensive HRIS, self-service add-ons, work-flow features, HR portal, Online Employment Application Module. Apex Business S oftware Powerful HRIS based on SQL Server that supportsmultiple users over multiple sites. Offers Web self-service, time & attendance,leave-approval workflow, benefit tracking, license management, and e-mailedreminders. Atlas Business S olutions S taff Files It gives managers and human resource professionals an easy and affordable way to manage employee information.Meant for businesses that need to store, retrieve and safeguard employeeinformation. Tracks sick and vacation time,

compensation, benefits, evaluations,training and much more all in one location. Staff Files includes pre-writtenHR letters and professional-looking reports to export into PDF, Word, or Excel Recommendations: Increase Marketing Budget and Create Awareness During my internship in BlueChip, we observed that the company uses electronicmedia such as emails, communities and blogs and telemarketing for the purpose of marketing of its software products. The above mentioned methodologies have becomeoutdated and very commonly used by most of the companies. As a result, people inthe corporate world are either unaware of the solutions the company provides or theyare more attracted towards companies which use more flashy ad campaigns.Hence, my humble recommendation to the company would be, to increase the budgetof the marketing division so as to use more innovative marketing strategies andconduct countrywide advertisement and awareness campaigns to attract morecustomers and increase the awareness of the software among the corporate. Better Customer Retention In due course of time, as we learnt about the company history and its past clients, Icame to know that BlueChip has lost some of its very crucial clients which are very big brands in the Indian Industry. These companies had seized to do business withBlueChip and found software providers with better prospects. This, I found, was aserious problem for the company.Hence, we would like to recommend that BlueChip should apply better strategies andmethodologies for retaining the old clients as well as making new ones. Retention of older clients and maintaining strong bond with them would help the company build itsreputation as well as procuring new business from the same. In the times of recession,where making new clients seems to be a laborious task, the easy way out is to securethe company position by retaining old or ongoing clients. Regular interaction with theclients, real-time updates of their financial condition and their requirements, wouldcertainly give BlueChip a cut above its competitors