HRIS Project

Shivaji University, Kolhapur

1.1 INTRODUCTION

In today’s globalized world it is need to go as per the technology

changes. Human Resource Information System is a software which helps in

planning, controlling the HR cost. Also helps in achieve improved efficiency &

quality in HR decision making. And for the improvement in employee &

managerial productivity the study of Human Resource Information System is

important. Human Resources are 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

The goals can be achieved through detail study of using the effective information

system the company needs to implement Human Resource Information System. By

automating human resource practices, HRIS saves time & money, effectively reallocates

processes & thus provides competitive advantage and adds strategic value to the

organization. HRIS is set of inter related components working together to collect, process

& store information to support HR decision making, coordination and control in an

organization. HRIS is an emerged term in this competitive age. Human Resources is an

organizational function that deals with issues such as recruitment and selection, training,

appraisal, compensation and performance management of the employee.

The human resource information system provides details on administration,

payroll, recruitment and training. This system is expected to deliver valuable results to

the personnel department. A Human Resource Information System is software containing

a database that allows the entering, storage, and manipulation of data recording of

employees. Human Resource Information System (HRIS) is a systematic way of storing

data and information for each individual employee to aid planning, decision making, and

submitting of returns and reports to the external agencies. It merges HRM as a discipline

and in particular it’s basic HR activities and processes with the information technology

field. It can be used to maintain details such as employee profiles, absence reports, and

salary admin and various kinds of reports.

As companies grow and hire more workers, they must find the way to organize

information about their employees. A Human Resource Information System is a

MBA Programme. DKTES Department of Management Studies. 1


computer that allows companies to electronically store information about their

employees.

1.2 IMPORTANCE OF THE STUDY

It observed that the study of Human Resource Information System is important

for the effective decision making regarding human resources & maintenance of all HR

functions.

The following points explains the importance of HRIS

Strategy

Competitiveness

People

HRM.

1.3 STATEMENT OF THE STUDY:

“TO STUDY OF HUMAN RESOURCE INFORMATION SYSTEM” to special reference with Shree Warana Sahakari Dudh Utapadk sangh, Ltd. Warana nagar.

1.4 OBJECTIVES:

To study the human resource information system.

To find out the problems areas of Human Resource Information System.

To study the need and importance of the human resource information system.

To find out the requirements for implementation of the human resource

information system.

1.5 SCOPE OF THE STUDY:

1) The area of study is limited to the existing system of Warana Dudh Sangh,

Warana.



2) The respondent of the study were 10, users of existing Human Resource

Information System.

3) To understand how the Human Resource Information System is used in Warana

Dudh Sangh, Warana.

1.6 Research Methodology

SOURCES OF DATA COLLECTION

The data was collected from the primary and secondary source

RESEARCH METHODOLOGY

Data collection involves two methods:-

A] Primary Data.

B] Secondary Data.

A] PRIMARY DATA:-

This methods refers to collection of first hand data, this is directly

collected from the officials of the organization. This data is collected by following

methods.

1. Interview of the officials.

a) Dep. Manager (MIS).

b) Manager.

c) Attendance recorder.

d) Employees.

2. Observation of overall working of Human Resource Information System in

organization.

3. Questionnaires filled by respondents.



B] SECONDARY DATA:-

This data refers to the collection of second hand data. This data is

collected from the company in the written or printed format.

The sources of this data can be as follows….

a) The annual report of the organization.

b) Official records of the organization.

c) Other published articles of the organization.

1.7 LIMITATIONS OF THE STUDY:

1) Period allowed for the study was quite less.

2) This study is limited to only for Warana Dudh Sangh.

3) The response given by some of the respondents may not give honestly.

4) Some confidential data couldn’t be disclosed due to company policies.



COMPANY PROFILE

2.1

Introduction of the company

With the sole intention of supplementing the income of zealous farmers a

great idea of dairy farming was put forth in the minds of enthusiastic team. This

resulted in the birth of the Warana Dairy, in 1968..The dairy plant has a capacity

to handle more than 750000 liters of milk of which 400,000 liters can be

converted into milk products. A clean and efficient management of dairy brought

the proud products of Warana like Warana pasteurized Milk, Milk Powder, Ghee,

Butter, Shrikhand, Amrakhand, Lassi, Cheese, and Strawberry Desert etc. These

products once tasted chase the taster. The dairy has made its strides all the way.

The turnover for the year 2009-10 was Rs. 500 corers. For its qualitative and

quantitative excellent performance dairy has acquired an ISO 9002 Certification

in record time of three months. M/S. Cadbury India Ltd. has joined hands with

Warana Dairy and started production of Bourn vita, Drinking chocolate and

Cocoa Powder. Even the 70% of total production of the Cadbury India Ltd.'s

Bourn vita is produced from Warana Dairy. This simply reflects the quality and



efficiency of the dairy. Warana Dairy has won many awards for its quality

products and efficiency. The dairy, in future, has ambitious plans to venture into

products like branded cheese, pasteurized butter, beverages and ice creams. This

will surely bring many credentials and laurels to Warana. Warana Cattle-feed

division is producing the quality cattle feed, which is supplied to the farmers for

their cows and buffaloes, at subsidized prices.

2.2 Brief history of Warana Sangh

WARANA is eminently, a unique name that stands as forerunner

in the co-operative movement in India. The name WARANA sounds suitable

wherever there is a mention of co-operative movement. The uninitiated may be

amazed by the way barren land has been converted into a green valley. The green

valley with its smiling face welcomes the whole nation for its exemplary services.

"Love at first Sight" can be rightly applied to this land of integrated rural

development. The beauty of this land makes music which can penetrate and lilt

the most inaudible ears and a riot of natural colors to the most unaccustomed eyes

and it can even make even the unlettered to construct the duets. The activities in

this valley can enliven the most passive.

There is no name parallel to WARANA except perhaps the WARANA

RIVER, which flows parallel to WARANA. Warana culture has set an example

and is making wonders today.

WARANA- A successful name in the cooperative movement;

A successful name in the operation flood;

A successful name in the agricultural field;

A successful name in the sugar lobby;

A successful name in the education field;

A successful name in the banking field;



A successful name in the consumer services; industries; and

A successful name by itself!

All this did not happen by chance or through any sort of magic. An

incredible man set on an arduous mission with a singular dream of achieving all

these incredible things. The man who sacrificed his joys, happiness and stood

bold, to do the best. This man like a sprint achieved the success in all the fields.

His words were Godly words to his followers. With an undaunted strong belief

along with his team when he struck, the whole barren valley that was filled with

dacoits and turned it into a prosperous and polite land.

Who was this incredible man? Who was this motivator? Who was this

sprint? He was Late Vishwanath V. Kore alias Tatyasaheb Kore. Tatyasaheb Kore

who did a magnificent miracle in the land of Warana, born on 17th October 1914,

he was the son of a farmer in a small village Kodoli. Young Vishwanath Kore had

to overcome several hurdles due to the poverty of his family. Besides poverty the

sad demise of his parents might have crunched him a great deal.

But young Vishwanath did not flinch an inch. Being the eldest in his

family he took all the responsibilities on his shoulder and through his hard work

he brought up the whole family through difficult times. By entering the local

village co-operative society in 1935 he started his social service. He actively

participated in Quit India Movement of 1942. He was actively associated with

underground movement of Late "Y.B. Chavan - 1st Former Dy. Prime Minister of

India. Due to his social services he was unanimously elected as President of

Kodoli Municipality in 1940.

He plunged into a severe action when an unprecedented depression in

1951 literally ruined the farmers of this area and they had to burn out their sugar

canes rather than making jiggery and face the prospect of selling it at throw away

prices. This shocking incident made him to set up a modern co-operative sugar

factory in the barren land WARANA situated next to Kodoli village. The success

of this sugar factory doubled his enthusiasm and lead to the overall development



of Warana Complex. Today Warananagar is a place of many facets and fragrances

and its success story started unfolding with every sunrise. Warana is making

stupendous growth and is expected to make miracles in the days to come. India's

largest dairy products, milk products selling Organization. We have an ISO 9001-

2000 & HACCP certified organization manufacturer & exporter of milk, milk

products & fruit products. Our plant situated 30 KMS from Kolhapur of

Maharashtra state in India. Warana is a Co-operative milk union. We also

undertake job work contracts of Multinational Companies like Cadbury,

Novarties, and Heinz India & Glaxo etc.

2.3 Dairy Products

Warana Co-operative milk union offers best quality milk products, India's leading

dairy having capacity 7.5 lacks per day.

1. Lassi: "Warana Lassi" The all season drinks its most popular drink from warana.

2. Shrikhand: We have largest manufacturer & seller of Shrikhand in four flavors

Badam Pista, keshar mango & Elachi.

3. Ghee: Ghee is a quality product from warana available in different packing sizes.

4. Cheese: Our product Mozzarella cheese, processed cheese, Pista.

5. Butter: Solted butter, white butter & yellow butter are our best products.

6. Milk : Milk & milk products from India like milk powder, cheese, paneer, ghee,

butter, Lassi

7. Fruit: Exporter of fruit pulp/puree like mango, guava, banana etc.

A) Mango :- Alphonso mango pulp, Totapuri mango in 215kg drum pack

B) Pulp: - We sale mango pulp, banana pulp, guava pulp.

C) Baby Food :- We export baby food (Infant formula

D) Banana: - Banana puree/pulp.

E) Guava: - We export white guava pulp/puree.

F) Jam: - Warana mixed and most delicious fruit jam.



G) Puree: - We offer Alphonso mango puree, Totapuri mango puree,

Banana puree, White guava puree in natural flavors.

8. Cream: Skimmed milk powder, full cream milk powder, 0%,26% fat quality

products from Warana.

9. Malted: Cadbury Bourn vita, Drinking Chocolate, Coca Powder and Byte.

10. Curd: Warana co-operative milk union products. Curd, butter, cheese, milk

powder, Lassi, Shrikhand, paneer etc.

2.4 WARANA AT A GLANCE

‘Warana’ today is known in the country as a leading & progressive

co-operative conglomerate having expanded its activities in Sugar manufacturing,

dairy, poultry, agro-exports, education, medical services, banking, and consumer

services and as a first organization in India responsible in bringing the information

technology to the doorsteps of the farmers. ‘Warana’ group today consists of 18 co-

operative societies and trusts engaged in the various different activities.

Shree Warana Sahakari Dudh Utpadak Prakriya Sangh Limited

(Warana Milk Union), established in 1968 and the main organization of the group, is

engaged in the processing and marketing of milk and milk products manufactured at

its well-equipped modem dairy at Warana, Dist. Kolhapur in the State of Maharashtra.

The society is dedicated towards socio-economic development of the rural poor in the

area spread over 450 villages covering 100000 families and major part of the 10-lakh

population of the area is dependent on the organization. Warana Dairy alone

distributed Rs. 300 Crs. on account of milk prices paid to the farmers. In addition,

many other benefits in terms of educational, medical, veterinary and other facilities are

made available to the local population irrespective of membership of the society. It has

provided direct employment 2000 persons and many times more as indirect

employment and self-employment opportunities to the others.



Warana Dairy, during its last 41 years of operations worked with

economic viability and has without exception, earned better realizations for its

members. The union has successfully completed the following expansions in last three

four years.

35 MT/DAY Powder Plant

2.5 MW Co-Generation Plant

Expanding the Cold Storage by 200 MT Capacity

Enhancement of the Milk Processing capacity from 750000 Ltrs/day.

Conversion of Mash Cattle feed Plant into Pallet Cattle feed Plant

Mineral Mixture Plant.

Development of Milk Procurement system to support the above expansion.

Development of Milk & Milk Products Distribution infrastructure.

Expanding the Delight Project in DC/Cocoa Project & New Byte Project for

converting food products of Cadbury India Ltd.

The union has taken over one of the group societies “WAGPCOS” on lease basis,

paying Rs. 40.00 Corers as advance lease rent for 20 years in year 2005-2006.

The union has also set up Tetra Packaging Plant for production on Tetra-Packed

Milk and Fruit Juices in tune with present business scenario and market

requirements. The society is exporting UHT Milk in bulk packing to Gulf

Countries, like Dubai, Saudi Arab etc.

New baby food plant also been set up as expansion activity of milk powder plant.

In the year 2006-2007 new Ice-Cream plant is also started and the union is also

thinking of setting up one more Ice-Cream Plant at Washi, Mumbai.

The society is going into expansion of Malted Food Division, where Bourn vita,

Dilite, Drinking Chocolate, Byte etc.

Warana Dairy is the pioneer dairy, which introduce the traditional

milk product ‘SHRIKHAND’ in the Plastic Cup in the market and the product’s

mouth watering test & quality gives the fame to WARANA brands throughout

India.



Share Capital & No. Of Members-

Present capital of Milk Union is Rs.530.00 Lac, contributed by more than 16,000 Milk

Producers member & 312 Dairy Co-operative Society Members (DCS members).

KEY PERSONS-

1- Mr. Vinay Vilasrao Kore – Director (Ex-Chairman)

2- Mr. Bhausaheb R. Gulavani (Present Chairman)

3- Mr. Chitrasen Nagnath Gulave - Managing Director.



3. THEROTICAL BACKGROUND :

SYSTEM STUDY AND IMPLEMENTATION

This chapter contains the results of the study, a description of the design and

implementation of the HRIS.

3.1 MANAGEMENT INFORMATION SYSTEM

The MIS is defined as a system which provides information for the decision

making in organization. The MIS is defined as system based on the data base of

the org. evolved for the purpose of providing information to the people of the org.

Characteristics of MIS

I. Management-oriented:

The basic objective of MIS is to provide information support to the

management in the organization for decision making. So an effective MIS should

start its journey from appraisal of management needs, mission and goal of the

business organization. It may be individual or collective goals of an organization.

The MIS is such that it serves all the levels of management in an organization i.e.

top, middle and lower level.

II. Management directed:

When MIS is management-oriented, it should be directed by the

management because it is the management who tells their needs and requirements

more effectively than anybody else.

Manager should guide the MIS professionals not only at the stage of

planning but also on development, review and implementation stages so that

effective system should be the end product of the whole exercise in making an

effective MIS.

III. Integrated:



It means a comprehensive or complete view of all the sub systems in the

organization of a company. Development of information must be integrated so

that all the operational and functional information sub systems should be worked

together as a single entity. This integration is necessary because it leads to

retrieval of more meaningful and useful information.

IV. Common data flows:

The integration of different sub systems will lead to a

common data flow which will further help in avoiding duplicity and redundancy

in data collection, storage and processing. For example, the customer orders are

the basis for many activities in an organization viz. billing, sales for cashing, etc.

Data is collected by a system analyst from its original source only one time.

Then he utilizes the data with minimum number of processing

procedures and uses the information for production output documents and reports

in small numbers and eliminates the undesirable data. This will lead to elimination

of duplication that simplify the operations and produce an efficient information

system.

V. Common database:

This is the basic feature of MIS to achieve the objective of

using MIS in business organizations. It avoids duplication of files and storage

which leads to reduction in costs. Common database means a “Super file or

Master file” which consolidates and integrates data records formerly stored in

many separate data files. The organization of the database allows it to be accessed

by each subsystem and thus, eliminates the necessity of duplication in data

storage, updating, deletion and protection.

VI. Computerized:

MIS can be used without a computer. But the use of computers increases

the effectiveness and the efficiency of the system. The queries can be handled

more quickly and efficiently with the computerized MIS. The other benefits are

accuracy, storage capacity and timely information.



VII. User friendly/Flexibility:

An MIS should be flexible i.e. there should be room for further

modification because the MIS takes much time in preparation and our

environment is dynamic in nature.MIS should be such that it should be used

independently by the end user so that they do not depend on the experts.

VIII. Information as a resource:

Information is the major ingredient of any MIS. So, an MIS should be

treated as a resource and managed properly.

3.2 HUMAN RESOURCE INFORMATION SYSTEM

A HRIS, or Human Resource Information System, is a software solution

for small to mid-sized businesses to help automate and manage their HR, payroll,

management and accounting activities.

A HRIS generally should provide the capability to more effectively plan,

control and manage HR costs; achieve improved efficiency and quality in HR

decision making; and improve employee and managerial productivity and

effectiveness

A HRIS offers HR, payroll, benefits, training, recruiting and compliance

solutions most are flexibly designed with integrated databases, a comprehensive

array of features, and powerful reporting functions and analysis capabilities that

you need to manage your workforce. This can give back hours of the HR

administrator’s day previously spent attending to routine employee requests.

A HRIS also facilitates communication processes and saves paper by

providing an easily-accessible, centralized location for company policies,

announcements, and links to external URL’s. Employee activities such as time-off

requests and W-4 form changes can be automated, resulting in faster approvals

and less paperwork.



HRIS is an effort towards speedy, effective and professionally handling of

information on resources for efficient management of Human Resource function.

HRIS is a computerized system used to acquire, store, analyze and distribute

information regarding an organization's human services and to provide services in

the form of information to the clients or users of the system.

“A greater sense of organizational bonding can achieve what traditional HR aimed

at for ages - lower employee turnover, high morale, and effective personalized

training & skill retention.”

The Human Resource Information System (HRIS) is a software or online

solution for the data entry, data tracking, and data information needs of the

Human Resources, payroll, management, and accounting functions within a

business. Normally packaged as a data base, hundreds of companies sell some

form of HRIS and every HRIS has different capabilities.

Typically, The Human Resource Information Systems (HRIS) provide

overall:

·Management of all employee information.

·Reporting and analysis of employee information.

·Company-related documents such as employee handbooks, emergency

evacuation procedures, and safety guidelines.

· Benefits administration including enrolment, status changes, and personal

information updating.

· Complete integration with payroll and other company financial software and

accounting systems.

· Applicant and resume management.

The HRIS that most effectively serves companies tracks:

· Attendance and PTO use,

· Pay raises and history,

· Pay grades and positions held,

· Performance development plans,

· Training received,



· Disciplinary action received,

· Personal employee information, and occasionally,

· Management and key employee succession plans,

· High potential employee identification, and

· Applicant tracking, interviewing, and selection.

Human Resource Information System (HRIS) refers to the systems and processes

at the intersection between human resource management (HRM) and information

technology. It merges HRM as a discipline and in particular its basic HR activities

and processes with the information technology field, whereas the programming of

data processing systems evolved into standardized routines and packages of

enterprise resource planning (ERP) software.

3.2.1 OBJECTIVES OF HRIS:

Effective planning & formulation

HRIS supports for future planning & also for policy formulations both at micro &

macro level.

Monitoring & evaluation

HRIS facilitates monitoring human resources demand & supply imbalance and

evaluation of the policy, development and utilizations of human resources.

Providing inputs to strategic decisions

HRIS provides required inputs to enterprise wide strategic decision, like

redundancy, rightsizing. Also HRIS helps to automate employee related

information, cost minimization and faster response to employee related services.



3.2.2 EVALUATION OF HRIS:

First, paper files were located in the Personnel department.

Then, punched card and magnetic media files were located in IS.

Government legislation in the 1960s and 70s eventually called

management's attention to the importance of HR data.

In the late 1970's the concept of an HRIS was born.

3.2.3NEED OF HRIS

Thus the basic needs of HRIS is

1. Efficiently storing each employee information and data for reference- personal

data management, payroll accounting, and benefits management and planning.

2. Enabling informed decision making in day-to-day personnel issues, planning,

budgeting, implementing and monitoring Human Resource function.

3. Providing data / returns to government and other public

4. Facilitating decision making in areas like promotion, transfer, nomination,

settling employee’s provident funds, retirement, gratuity, LTC, and earned

leave compensation.

5. Cutting costs.

6. Improving accuracy.

7. Storing information and data for each individual employee.

8. Providing a basis for planning, decision making, controlling and other human

resource functions.

9. Meeting daily transactional requirement such as marking absent and present

and granting leave.

10. Supplying data and submitting returns to government and other statutory

agencies.



3.3.4 COMPONNENTS OF HRIS:

A human resources information system (HRIS) is a software package

developed to aid human resources (HR) professionals to manage data. Human

resource professionals utilize these systems to facilitate work flow, improve

efficiency and store and collect information. Several companies offer HRIS

packages to employers. HRIS packages can be customized to the specific needs

and requirements of the employer.

1. Database

HRIS core offering includes a database to store employee information. HR

professionals can input all personnel data into the system, which can be

accessed from anywhere, around the clock. Types of data that HR

professionals collect in the database include compensation history,

emergency contact information and performance reviews. The core

database can also be viewed as an online backup for paper files.

2. Time and Labor Management

Time and labor management can be time consuming. HRIS packages

allow employees to input their own hours worked and allows managers to

immediately verify vacation requests, and the data is directly fed to

payroll. Time and labor management also improves the HR department's

ability to track attendance and punctuality.

3. Payroll

Another core component of an HRIS is the payroll function. HR can easily

download or upload employee hours and issue checks or payroll deposits

to employees. Salaried employees can also be paid automatically with

significantly reduced risk for error. The HRIS payroll software usually

improves tax compliance for locations with multiple tax levels. The HRIS



payroll function stores payroll registers and tax filing reports in

accordance with legal requirements.

4. Benefits

Some HRIS packages allow employers to establish and maintain medical

benefits and retirement investments through their software. Such

applications allow employers to have a one-stop shopping experience for

all of their human resources data management needs. Other HRIS

packages facilitate medical benefit and retirement investment deductions

for payroll but not the establishment of those benefits.

5. Employee Interface

Most HRIS packages allow for an employee to have limited user access.

Employee users access a part of the database wherein they can update their

personal information, review pay stubs, change retirement benefit

selections, update direct deposit information or download benefit election

documents.

3.3.5 PURPOSE OF HRIS:

The main and ultimate purpose of an HRIS is to help manager and line managers

in making decisions that "add 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

3.3.6 BENEFITS OF HRIS:

When the administrative tasks and processes of any human resources

department become overwhelmed, the most appropriate solution would be

to implement the human resources information system. Common

administrative functions that involve filling reports and completing

paperwork take up a lot of time of the human resource department and this

is where the HRIS comes in. Many businesses nowadays are now realizing

the importance of HRIS and using the software to increase the efficiency of

the whole company. The following are some of the major benefits of HRIS.

1. Improves productivity

The HRIS systems assist in enhancing both the productivity and workflow

of the human resource department. This is because, all the data is usually

collected and placed in a central database. This is very beneficial since data

is going to be very easily retrieved from the database.



2. Saves time

Through reducing the total amount of time spent on the administrative

functions, human resource employees are able to focus on other essential

duties. For example, they can carry out other productive functions like

creating presentations, training staff members, succession planning and

recruiting since they have enough time due to the HRIS system.

3. Improves communication with the employees

HRIS creates a database that each employee has access to and thus you will

be able to communicate better with your employees through the network. It

also has email scheduling capabilities that make it very efficient in terms of

assigning jobs to various employees in a very short period of time.

4. Creates self-service options

Due to the fact that all the relevant information concerning the company or

business is placed in one large database, the employees can be able to access

useful information without having to spend a lot of time going from one

office to the next. At the same time, it is very easy to update the information

in the database for proper administration.

3.3.7 DISADVANTAGES OF HRIS:

An HRIS also can be a problematic for small businesses in which

some employees must wear many hats. Some of the disadvantages of an

HRIS involve human error during information input, costly technology to

update 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 business. Although the

system is efficient but sometimes we face the problems like system

slowdown or higher down times and if there is some particular limitation

in module than work suffers, some hr people are not comfortable in using

system efficiently so time is to be given in training for system.

It can be expensive in terms of finance and manpower.

It can be threatening and inconvenient.

Through understanding of what constitutes quality information for the

user.

Computer cannot substitute for human being.

3.3.8 Application of HRIS

HR planning

Succession planning

Work force planning

Work force dynamics analysis

Staffing

Applicant recruitment and tracking

Employee data base development

Performance management

Learning and development

Compensation and benefits

Pay roll

Job evaluation

Salary survey

Salary planning

International compensation

Benefits management

Develop innovative Org. Structure

Develop IT



3.4 THE PAYROLL SOFTWARE:

The payroll software of the organization is in DOS base. It has the following

menu:

Master maintenance.

Employee all information.

Add new employee

Edit employee information

Delete information.

Employee postal amounts.

Employee Vima.

Grades master.

Exit.

Data entry

Pay slip printing

Various reports

Enquiry

Absent employees

Employee per grade per department

Yearly summary

Yearly P.F.

Yearly departmental summary.

Income tax report.

Insurance report.

Poster registration.

Bank report



DATA PRESENTATION ANALYSIS & INTERPRETATIONS

Table 1: On which system you are working?

Sample size: 10

System Respondent Percentage (%)

Payroll 5 50

Punching machine 4 30

Both 1 20

Chart:

50%30%

20%

Systems

Payroll

Punching machine

Both

Interpretation:

As per the above table no 1 & the diagram 50% people working on Payroll

system, 40% people are working on punching machine & 10% people are

working on both the system to admin.

Table 2: From how many years you are using this system?



Years Respondent Percentage (%)

Less than 15

years

1 10

More than 15

years

9 90

Chart:

Less than 15 years More than 15 years0

20

40

60

80

100

10

90

System Uses

Per

cen

tage

Interpretation:

As per the above table no 2 & the diagram 90% people are

working more than 15 years & only 10% people are working less than 15 years.

Table 3: Before HRIS how the records were kept?



Record keeping Respondent Percentage(%)

Manually 5 50

Computerized 3 30

Both 2 20

Chart:

Manually Computerized Both0

10

20

30

40

50

5030

20

Record Keeping

Methods

Per

cen

tage

Interpretation:

As per the above table no 3 & the diagram 50% people says the keep data

manually, 30% computerized and 20% both type.

Table 4: Do you think the current payroll software is convenience for keeping

record?



Result Respondent Percentage(%)

Yes 8 80

No 2 20

Charts:

Yes80%

No20%

Convenience Of Software

Interpretation:

As per the above table no 4 & the diagram the 80% people says Payroll system is

convenience & 20% are saying not

Table 5: Is Punching System provides better Attendance result?



Chart

Yes No0

10

20

30

40

50

60

6040

Better Result

Per

cen

tage

Interpretation:

As per the above table no 4 & the diagram the 60% people says punching system

provides better attendance record& 40% are saying not.

Table 6: Does require any change in new system?

Change Respondent Percentage (%)


Result Respondent Percentage(%)

Yes 6 60

No 4 40


Timesaving application 3 30

Accuracy 2 20

Secrecy 5 50

Chart:

Time saving ap-plication

Accuracy Secracy0

10

20

30

40

50

30

20

50New System

Required Change in System

Per

cen

tage

Interpretation:

As per the above table no 6 & the diagram 30% people need change in the time

saving, 20% people in accuracy, and 50% change in secrecy.

Table no7: does require extra Need of training for working on HRIS.

Need Respondent Percentage(%)



Yes 3 30

No 7 70

Chart:

30%

70%

Need of Training Required

Yes

No

Interpretation:

As per the above table no 7 & the diagram the 30% people requires extra training

& 70% people not requires.

Table8: Do you find the Problem Areas while working with existing system?



Problem Respondent Percentage (%)

Yes 6 60

No 4 40

Chart:

60%

40%

Problem Areas while Working

YesNo

Interpretation:

As per the above table no 8 & the diagram there 60% people find problem while

working & 40% people are not facing any problem.



Table No 9: Does your organization needs Human Resource Information

system?

Need of HRIS Respondent Percentage (%)

Yes 9 90

No 1 10

Chart:

Yes No0

20

40

60

80

10090

10

Need Of HRIS

Per

cen

tage

Interpretation:

As per the above table no9 & the diagram 90% people are saying that there

organization need HRIS & remaining 10% are saying no need of HRIS.



Table 10: What is scale rating regarding this HRIS?

Rating Respondent Percentage

(%)

Very good 3 30

Good 5 50

Average 2 20

Poor 0 0

Chart:

Very good Good Average Poor05

101520253035404550

30

50

20

0

Rating Of HRIS

Per

cen

tage

Interpretation:

As per the above table no10 & the diagram the 30% people are saying the

performance of HRIS is very good, 50% are saying good & 20% people grading it

as average.



6- FINDINGS & SUGGESTION

6.1 FINDINGS:-

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

2) The system helps keeping the records of employee’s attendance, payroll manager

& all functioning of HR.

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

security reasons.

4) The HRIS is important & needful and employees require changes in existing

system.

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

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

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

ERP system.

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

computerized system.



6.2 SUGGESTIONS:

1) The organization should implement ERP system for better decision making

regarding for security.

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

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

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

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

of business or HR department.

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

entered properly in HRIS

7) Masters should be updated regularly.

8) Data should be entered timely and accurately.



6.3 CONCLUSION:-

HRIS is very important software for the development of the company. The system

helps keeping the records of employee’s attendance, payroll manager & all

functioning of HR. this existing system is needful but some employees needs to

change as per requirement. By proper training to employees it can help to reduce

all the paper work. The importance of the human resource function & HRIS is

increasing day by day and it seems to benefit in future.



BIBLEOGRAPHY:-

Human Resource Management (9th Edition) by Gary Dessler Publisher: Prentice Hall

Managing Human Resources by George W. Bohlander, Scott A. Snell Publisher: South-Western College.

Human Resource Management: Gaining a Competitive Advantage with Power Web.Publisher: Irwin/McGraw-Hill

www.google.com

www.wikepedia.com

www.waranadudhsangh.com


http://www.waranadudhsangh.com/

http://www.wikepedia.com/

http://www.google.com/


Questionnaire:

NAME:

AGE: CONTACT NO:

QUALIFICATION: POST :( Manager Officer Supervisor Clerk)

1. What is your age?

20-30

30-40

40-45

45-55

55 Above

2. For how many years you are working in this company?

Year’s months

3. On which system you are working?

Payroll s/w

Punching machine system

both

4. What do you think, how is the response of current system?

Poor



Average

Good

Very good

5. From how many years you are using this system?

Since 1 to 5 years

Since 6 to 10 years

Since 11 to 15 years

More than 15 years

6. Before the HRIS, how do you keep your records?

Manually

computerized

mixed

7. Is punching machine system for attendance provides better result?

Yes

No

If no then what is the reason?

8. Do you think the current payroll software is convenience for keeping record?

Yes

No

If no then what is the reason?

9. Do you think using this system can make your work easy?

Yes

No

10. What do you think; at what point’s new s/w bit the existing system?

Time saving application

Accuracy

Appearance

Reports

User interface

Secrecy



Record searching

Any other

11. Is the company have provided any kind of training and knowledge before

working on HRIS?

Yes

No

If ‘yes’ what you think is it sufficient?

Yes

No

12. Do you need some extra training about HRIS?

Yes

No

If ‘yes’ then mention here:

13. Do you find any kind of problems while using your system?

Yes

No

If yes then which type of problems?

14. What do you expect from existing system?

Report

User friendly

Security

15. When do you present your reports (all types)?

Daily

Weekly

Monthly

Yearly



16. What is your scale rating regarding this HRIS?

Excellent

Very good

Good

Average

Not satisfactory

17. Suggestions for more convenience of HRIS?


HRIS Project

Documents

Transcript of HRIS Project