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Submitted by
Maitri Bhatt 117344592701
1
DECLARATION
Date:
Place: Rajkot
2
PREFACE
Human resources are the most important assets in the organizations today because
they are a source of competitive advantage that is difficult to replicate.
This study is important in that it defines HRICS, examines the current status of
HRICS empirical research, and proposes an architectural model to explain the
integration of different human resource processes into a single management system.
In the proposed framework, integration is presented not only as the ability of the HR
function to respond to cost cutting plans, but also as its capability to evolve into a
service centre where time is spent on firms competitiveness issues.
We propose a conceptual model for investigating what HRICS practice produces the
best results in an organization. In the last part of this work, a prediction on how
HRICS will continue to develop in the future and its likely impact on the human
resources function form another chapter of this thesis. We conclude with suggestions
for further research.
3
ACKNOWLEDGEMENT
No serious and lasting achievement or success, one can ever achieve without the help
and guidance and co-operation of so many people involved in the work.
We personally want to thanks our Parents and Friends who have directly or indirectly
had helped us in preparing the project report.
Date:
4
INDEX
No.
1 Introduction to HRICS 8
4 Product Profile 26
5.5 Hypothesis 36
6 Research Methodology
37
6.1Type of Research
37
6.2 Sources of Data
37
6.3 Data Collection Method
38
6.4 Population
38
6.5 Sample Method
38
6.6 Sample Size
38
6.7 Data Collection Instrument
7 40
Data analysis & Interpretation
8 46
Results And Findings
5
9 47
Limitation of the study
10 48
Suggestions & Conclusion
50
Annexure
52
Bibliography
LIST OF TABLES
2 Dimensions of HRICS 13
3 14
HRICS vendors and HRICS software information
LIST OF FIGURES
1 12
Components of a Human Resource Information System
2 Marwadi in-house HRICS 19
3 Log in Window 20
4 Information availability 21
6
7
HUMAN RESOURCE INFORMATION & COMMUNICATION
SYSTEM
Chapter 1.
Introduction to HRICS
HRICS includes hardware and software; it also includes people, forms, policies and
procedures, and data. It is important to note that a company that does not have a
computerized system still has an HRM system; that is, the paper systems that most
companies used before the development of computer technology were still
comparable with an HRICS, but the management of employee information was not
done as quickly as in a computerized system.
If a company did not have a paper system, the development and implementation of a
computerized system would be extremely difficult. For the purpose of this book,
however, we will use the term HRICS to refer to a computerized system designed to
manage the companys HR. The purpose of the HRICS is to provide service, in the
form of accurate and timely information, to the clients of the system.
8
Definition
- Kavanagh etal(1990)
b. A Human Resources Information System is a system that lets you keep track of all
your employees and information about them. It is usually done in a database or, more
often, in a series of inter-related databases. These systems include the employee name
and contact information and all or some of the following department, job title, grade,
salary, salary history, position history, supervisor, training completed, special
qualifications, ethnicity, date of birth, disabilities, visa status, benefits selected, and
more.
9
Table 1 Three Generation of HRICS
HRICS major
HRICS major
HRICS major function is the
function
function Automation of
is the automation of
is the automation of transactions. It allows
transactions to
transactions which doing things that
which it has brought
are sped up, could not be done
upon qualitative
Automation of compared to prior before (e.g. allows
transactions changes (fewer
traditional HR (time employees to choose
mistakes and better
effective) from several benefit
handling of data)
schemes)
10
KEY FUNCTIONS OF HRICS
Finally, managers can access the information they need to legally, ethically, and
effectively support the success of their reporting employees.
11
HARDWARE
POLICIES PEOPLE
HRIS
PROCEDURES POLICIES
13
Table 3 HRICS vendors and HRICS software information
Full Service
Resource Capabilities
Vendor
Planning (ERP)
(http://www.oracle.com)
1. Training administration
Oracle HR 2. Self-service HR
Yes
3. Time Management
(www.mysap.com/solutions/hr/keycapabilities)
3. Work-force analytic
(www.marwadieducation.co.in)
14
Chapter 2.
Institution Overview
Email : info@marwadieducation.edu.in
Website : www.marwadieducation.edu.in
15
Governing Board Members: 1. Mr. Ketan H. Marwadi, Chairman, MEFGI
Engineering
CNC, Rajkot.
University, Ahmedabad.
16
ORGANISATIONAL CHART
Chairman
Director/Dean
Academic Non-Academic
Asst. Corporate
HODs Admin. Officer
Professors Manager
Admin. Staff
On Institution:
17
Governance/Faculty Performance:
18
HRICS System Developed by MARWADI Institutions
19
Figure 3 Log-in Window
20
Figure 4 Information availability
21
Chapter 3.
Major Players in the Market
The Researcher has done the Research in The Rajkot City which has major Educational
RK UNIVERSITY
Since its inception in the year of 2005, the RK group of Colleges has made a constant
endeavor to provide quality education and a platform for overall development to its students.
The journey from Group of Colleges to A State-Private University Status has been a daunting
task with challenges and opportunities. Its a collective and constant effort of RK family that
we have scaled this height.
Situated on the out-skirts of Rajkot City, the RK University has a sprawling and green
campus of 40 acres with State of the Art infrastructure. The RK University Campus is well
connected through road with GSRTC Buses and private operators plying from city. The fully
residential campus offers students a peaceful and conducive study environment along with
facilities like hostel, mess and canteen, indoor and outdoor sporting activities.
22
The education pattern at RK University has a right blend of academia and industry with
professionals, mentors, and advisors interacting with student throughout the year, offering
enormous opportunities to our students for live projects, internships and placements. RK
University strives to provide rich and complete study experience to its students through
cutting edge amenities, research and innovation, that will assist students in building a
successful professional path.
School of Engineering
School of Pharmacy
School of Physiotherapy
School Of Science
23
Atmiya institute
Atmiya Institute of Technology & Science is managed and run by Sarvodaya Kelavani
Samaj, Rajkot. The institute, which was set up in 2000, is located in Rajkot, Gujarat. The
college is affiliated to Saurashtra University and Gujarat Technological University,
Ahmedabad. Atmiya Institute of Technology & Science is recognized by the All India
Council for Technical Education (AICTE), Government of India, New Delhi. It imparts
undergraduate course in various streams of engineering and postgraduate courses in
management and computer applications. For the overall development of its students, Atmiya
Institute of Technology & Science provides various state-of-the-art facilities.
Undergraduate:
B Tech
MBA
MCA
Other Segment
25
Chapter 4.
Marwadi Institution Profile
MEFGI is the primary organ registered under Marwadi Education Foundation Trust. The
primary objective is to contribute to the growth & development of Professional Technical
Education for the economic growth of this country.
VISION
Our vision is to address challenges facing our society and planet through sterile
education that builds capacity of our students and empower them through their
innovative thinking practice and character building that will ultimately manifest to
boost creativity and responsibility utilizing the limited natural resources to meet with
the challenges of the 21st century.
26
MISSION
PRACTICED VALUES
27
Organization Structure
28
Courses Offered
1 Mechanical Engineering
2 Electronics & Comm.
3 Computer Engineering
4 Information Technology
5 Electrical Engineering
6 Civil Engineering
7 MBA
8 MCA
29
30
Chapter 5.
INTRODUCTION OF THE STUDY
1. Significant changes are being made to the role of HR professionals and the ways in
which they work. HRIS are a key part of that transformation, helping to improve the
efficiency of HR administration and enabling a greater focus on making a strategic
contribution to the organization. But much debate surrounds these changes in areas
such as the introduction of HR service and call centers, and the outsourcing and off
shoring of activities. Our second annual survey of trends and practices in the area of
HRIS aims to provide benchmark data to help understand the nature, extent and
implications of these changes in order to help and support our members in their work.
Some 5,000 HR professionals (one per organisation from a sample of the public, voluntary
and private sectors, stratified by size and sector) were surveyed using a paper questionnaire.
The survey was later augmented by a series of telephone interviews with a small sub-sample
of the questionnaire respondents.
[This survey was written for the CIPD by Linda Hall, Christine Turgoose, Dr Chris
Stride and Jennifer Warr, Institute of Work Psychology, University of Sheffield. The
CIPD is very grateful to all those organisations and individuals who took the trouble to
complete the questionnaire for the CIPD people and technology survey]
31
2. Human resources information systems (HRICS) can play an important part in a
companys HR function. After all, we live, work and play in the information age.
Implementing an effective HRICS can be sure-fire for HR to stay on the cutting edge
in its bid to deliver more effective and streamlined service. HRICS can assist human
resources in numerous ways, but particularly in their day-to-day duties by
streamlining workflow processes through control processes, system interfaces and
database validation. One of the most common HR gripes is being bombarded with
mundane e-mail and administrative work that takes away from the actual practice of
walking the floor. HRICS may be individual component of DSS (Decision Support
System) or may be itself act as a DSS according to organizational needs as well as
infrastructure of it., nature of human resource data and information record keeping,
maintaining and processing. HRICS engineering and implementation is beneficial to
all levels and domains of businesses from small enterprise to big corporation like
MNCs, INCS and NGOs. It is most important design aspect of business GUI like
MIS, BIS, ES, and KBES and so on. Using information related to human resource
which maintained and processed by HRICS by accepting HR-databases, HR-
Knowledgebases , which helps to CEOs, MDs, VP of HR department to make
strategic HR and related business plans and decision , to forecast, to control HR
process inside and outside of business organization. This paper start with some review
history and fundamental with future scope of HRICS and end with my some basic
HRICS designing models which are based on my knowledge about the subject from
literature review, case studies, research papers, articles and books. I have developed
three models from start to end efforts for HRICS designing namely basic HRICS
design model, HRICS hexagonal and HRICS phases model in this research paper.
32
3. This study intends to assess the applications of HRIS in human resource management
(HRM) in companies operating in India. Primary data based on 544 respondents and
18 applications of HRIS in HRM were analyzed. Five factors from factor analysis
were further analyzed. Respondents perceived technical and strategic HRM and
performance and reward management as the most important factors for HRIS
applications. The most frequent application of HRIS in organizations operating in
India was found to be in employee record, followed by pay roll. Sophisticated
HRIS applications i.e. technical and strategic HRM, performance and reward
management and corporate communication were also applied in organizations in
India. ANOVA results showed that manufacturing and service companies differed
significantly on all sophisticated HRIS applications. Mean scores showed that on all
the sophisticated HRIS applications, service companies had significant edge over the
manufacturing companies. However Indian and multinational companies did not
differ significantly on any of the HRIS applications.
[S.C.Kundu1* Rajesh Kadian2 1. Professor, Haryana School of Business, Guru
Jambheshwar University of Science and Technology, Hisar 125001, India 2.
Haryana School of Business, Guru Jambheshwar University of Science and
Technology Hisar 125001, India, European Journal of Business and
Management ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol 4, No.21,
2012, APPLICATIONS OF HRIS IN HUMAN RESOURCE MANAGEMENT
IN INDIA: A STUDY]
33
4. Human resource information system (HRIS) is not new concept but it is recuperating
day by day with changing environment. Its major role is in human resource planning
(HRP) which itself a crucial activity in any organization. Ineffective HRP can lead to
extra or fewer numbers of employees than needed. Both over and under number of
employees can create crappy situations. HRIS helps in proper planning of human
resources. This paper focuses on the role of HRIS in HRP. The research is empirical
in nature as 127 respondents from top 7 IT companies (as per their market share) are
taken to see the sights of the objectives. The survey is done with the assistance of the
questionnaire. After investigation it is concluded that HRIS has various benefits but
the foremost is HRIS stores ample data about the employees of the organizations that
helps in escalating the snails pace of HRP. HRIS also helps in the strategic activities
of HR managers and more in training and development, succession planning,
applicant tracking in recruitment and selection and manpower planning. While
analyzing the overall contribution of HRIS in HRP it is concluded that HRIS
identifies occupied and unoccupied positions in an organization very effectively and
accurately.
[IOSR Journal of Business and Management (IOSRJBM) ISSN: 2278-487X
Volume 3, Issue 6 (Sep,-Oct. 2012), PP 06-13, Dr. Shikha N. Khera1, Ms.
Karishma Gulati2 1.2(Delhi School of Management, Delhi Technical University,
India), HUMAN RESOURCE INFORMATION SYSTEM AND ITS IMPACT
ON HUMAN RESOURCE PLANNING: A PERCEPTUAL ANALYSIS OF
INFORMATION TECHNOLOGY COMPANIES]
34
5.2 BACKGROUND OF THE STUDY
The researcher has carried out a study on HRICS educational institutions in Rajkot. The
research was carried out in Educational Institutions named MEFGI.
A pilot survey was carried out to identify the contextual background of HRICS. Initially the
various institutions that had implemented HRICS were selected and Marwadis Heads of HR
were interviewed to identify the problems of the context. Their HRICS Human Resource
Information & Communication System was referred to in order to identify their policies.
HRICS [Human Resource Information & Communication System]: An analytical study with
reference to Marwadi Education Foundation Group of institutions, Rajkot.
35
5.4 Objectives of the study
Primary Objective
Secondary Objectives
The objectives of this project report have been manifolds. In general the purpose of
the project is to have in-depth analysis and knowledge about effective and efficient
usage of HRICS. In a larger perspective the project aimed at finding out the complete
details of the employees so that the HR department can contact them in the case of
emergency or official purpose. This study is the starting point for further analysis.
5.5 Hypothesis:
User friendlyness
50
40 43
Emplyees
30
20 21
10
10 16
0
0
Very low
Low
Medium
High
Very high
36
Chapter 6
Research Methodology
1. Exploratory research
2. Causal research
3. Descriptive research
1) Primary sources
Questionnaire
2) Secondary sources
Textbooks
Review articles
Screen Captures of HRICS
Internet
1. Questionnaire
2. Interview
37
6.4 Population
Convenient Sampling
From the population of 250 we have taken 90 samples for the survey.
1. Questionnaire
2. Interviews
At the time of our survey we had a personal meeting with the respondents and got
useful and implementable suggestions.
For reducing time & cost we have also used the google docs questionnaire.
38
Particular Summary
(6)Sample size 90
39
Chapter 7.
Data Analysis & Interpretation
Users of HRICS:
Human Resource
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
13%
32%
55%
Here 100% employees are using HRICS. Among them 55% are satisfied with this system for
particularly the Human Resource function of HRICS; which include pay roll system, salary
40
Users of HRICS
80
70
60
50
Users
40
30
20
10
0
Suggestion
Transportati Guest
Academic Sports complain Meeting News portal
on house
box
Yes 66 73 32 21 65 59 55
No 24 17 58 69 25 31 35
80
1
70 12
10 4
60 2
Emplyees
16 3
50 16 8
40 39
38
30 Highly dissatisfied
35 28 33
15 Dissatisfied
20 7
10 18 21 14 12 Neutral
9 13 11
0 2 2 Satisfied
Highly satisfied
Department
Here Transportation & Academics services of HRICS are used widely and majority of
respondents are satisfied with the whole system. Here we can also see that some the
employees are dissatisfied with the service of suggestion & complain box, meeting & news
Yes No
Training
25.56%
74.44%
Training
Highly Satisfied Satisfied Nuetral Dissatified Highly Disssatidfied
5% 0%
16%
16%
63%
74.44% employees are agreed that they have got training about how to use this system.
Among them 63% people are satisfied with their training. And 5% people have not found that
42
4. According to you, how will you rate the following characteristics of HRICS?
Characteristics of HRICS
Features of HRICS
90 6
12 11 8
16
80
70
40 39
60 38 Very high
44
43 High
50
Medium
40
Low
30
36 30 35 Very low
21 24
20
10 7 9
10 6 7
3 2 2 1
0
User Security Consistency Efficiency Accuracy
friendlyness
Here according to its characteristics of HRICS like user friendliness, security, consistency
accuracy and efficiency; majority of employees of MEFGI are satisfied, where very less
employees are there who are not satisfied. Here we can see that there is not a single employee
dissatisfied with the HRICS, so that it will be compliment of user friendliness of MEFGIs
HRICS.
43
5. Rate the overall effectiveness of HRICS between 1 to10.
Over All Ranking of HRICS
Rank
7.6
7.4 7.4
7.4
7.2
7.1
7.0
7.0
6.8
6.6
6.6
6.4
6.2
Management Engineering MCA TIPO NON academic
Here we can see that overall ranking is around 7th rank; so that we can say that the employees
have preferred 7 no. out of 10 to the whole HRICS.
44
6. How much satisfied you are with the use of HRICS?
Overall satisfaction of HRICS
Nuetral
22%
Satisfied
67%
45
Chapter 8.
They are getting training to use this system but still some newly joined employees are
not satisfied with the training program, they need more formal training rather than
regular or informal training for using this system.
Whereas old employees found its very user-friendly, consistent, secure and accurate
system.
The suggestion & complain box, meeting & news portal facility related activity
should be improved by its updates so employees can use it easily.
Employees are in need of more utilization of HRICS for reducing their clerical work.
Employees seek the HRICS very much user friendly but yet they want formal training
for using it.
Employees are also needed some kind of regular updating and evaluation of HRICS
as far as their HR and pay roll system and Academic information are concerned.
46
Chapter 9.
time for our study by respondent so we have to manage according to their time.
The respondent felt the questionnaire according to their mood and time so we cannot
research properly.
Some of the human error has resulted for cancelling the questionnaire.
Some of the employees responses are different from actuality as they are workers and
47
Chapter 10.
Conclusions/ Suggestions
Respondents are more likely to consider that their system is successful in delivering against
the following criteria if they:
have pre-trained project managers responsible for the introduction of the HRICS
extensively test for compatibility with existing IT systems at the design and
development stage.
48
Conclusion
Human Resource Information and Communication System (HRICS) seem to play important
roles for Human Resource Management (HRM) because HRICS functions improve HRM in
terms of administrative purposes and analytical purposes. Although HRICSs are still being
used for administrative ends rather than analytical ends, the future of HRICSs in decision
support is possible. It is important to recognize critical issues during the HRICS development
and implementation in order to achieve an HRICS project.
49
AEENXURE
HRICS: An analytical study with reference to Marwadi Education
Foundation Group of Institutes, Rajkot
Declaration: We hereby declare that the project report entitled here is the project of our own
effort to the best of our knowledge and belief. The information will be kept confidential and
limited to analytical study only.
Name: ______________________________________________
If yes,
Yes/
Services
No Highly Highly
Satisfied Neutral Dissatisfied
satisfied dissatisfied
HR
Transportation
Academic
Sports
Guest house
Suggestions/
complain box
Meeting
News portal
50
If No, what are the reasons for same?
..
..
3. Did the organization provide any sort of training for using HRICS?
a. Yes ( )
b. No ( )
5. According to you, how will you rate the following characteristics of HRICS?
User- friendliness
Security
Consistency
Efficiency
Accuracy
51
BIBLIOGRAPHY
Websites:
www.marwadi.edu.in
www.citehr.com
www.studymode.com
www.atmiya.net
www.rku.ac.in
Reference:
Books:
Reward Management (Michael Armstrong)
Journals:
HR Manager
This survey was written for the CIPD by Linda Hall, Christine Turgoose, Dr
Chris Stride and Jennifer Warr, Institute of Work Psychology, University of
Sheffield. The CIPD is very grateful to all those organisations and individuals
who took the trouble to complete the questionnaire for the CIPD people and
technology survey
52
ZENITH International Journal of Business Economics & Management Research
Vol.2 Issue 1, January 2012, ISSN 2249 8826, HUMAN RESOURCE
INFORMATION SYSTEM (HRICS) DESIGNING NEEDS FOR BUSINESS
APPLICATION
53