a comprehensive project report on hris

A

COMPREHENSIVE PROJECT REPORT

ON

“HRICS [Human Resource Information & Communication System]:

An analytical study with reference to Marwadi Education Foundation Group of Institutions, Rajkot.”

Submitted to

MARWADI EDUCATION FOUNDATION GROUP OF INSTITUTIONS

In partial fulfillment of the

Requirement of the award for the degree of

MASTER OF BUSINESS ADMINISTRATION

In

Gujarat Technological University

Under the guidance of

Prof. Priya Unadkat

Submitted by

Maitri Bhatt 117344592701

Radhika Gohel 117340592056

MBA Semester III-IV (2012-13)

MARWADI EDUCATION FOUNDATION GROUP OF INSTITUTIONS

MBA PROGRAMME

Affiliated to Gujarat Technological University

Ahmedabad

April-May 2013

1

DECLARATION

We hereby declare that the project report entitled “HUMAN RESOURCE

INFORMATION & COMMUNICATION SYSTEM” is the project of our own

effort, to the best of our knowledge and belief. This comprehensive Project Report is

being submitted by us, at Marwadi Education Foundation’s Group of Institutions,

Rajkot, for the partial fulfillment of the MBA course, and the report has not been

submitted to any other educational institutions or university for any other purpose.

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 firm’s competitiveness issues.

Our research question, in particular, is as follows: how do we measure HRICS

effectiveness and what factors determine HRICS overall success? Researchers and

consulting firms have developed models to assess HRICS either through attitude, and

belief.

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

“Expression of feelings by words makes them less significant when it comes to make statement of gratitude”

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.

It gives us immense pleasure to acknowledge my gratitude to several people who have

helped and motivated me directly or indirectly to prepare this report and attain our

objectives.

First, we express our sincere thank to Dr. S. C. Reddy (Dean, Faculty of

Management, Marwadi Education Foundation’s Group of Institutions) for giving us

the opportunity to do such a project.

We are highly indebted to, MARWADI EDUCATION FOUNDATION’S GROUP

OF INSTITUTES for their guidance and constant supervision as well as for

providing necessary information regarding the project & also for their support in

completing the project.

We would like to express my deep gratitude to Prof. Priya Unadkat, project in

charge of Marwadi Education Foundation’s Group of Institute. Without her helpful

co-operation and guidance, our efforts would have never been materialized in such

worth. Her inspiration and encouragement has landed me to come with a successful

task.

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

Chapter

No.

Particular Page No.

PART – I GENERAL INFORMATION

1 Introduction to HRICS 8

2 About the Company 15

3 About major Companies in the Industry 22

4 Product Profile 26

PART – II PRIMARY STUDY

5 Introduction of the Study

5.1 Literature Review 31

5.2 Background of the Study 35

5.3 Problem Statement /Rationale / of the Study 35

5.4 Objectives of the Study 36

5.5 Hypothesis 36

6 Research Methodology

6.1Type of Research 37

6.2 Sources of Data 37

6.3 Data Collection Method 37

6.4 Population 38

6.5 Sample Method 38

6.6 Sample Size 38

6.7 Data Collection Instrument 38

7 Data analysis & Interpretation 40

5

8 Results And Findings 46

9 Limitation of the study 47

10 Suggestions & Conclusion 48

Annexure 50

Bibliography 52

LIST OF TABLES

Table No. Title Page No.

1 Three Generation of HRICS 10

2 Dimensions of HRICS 13

3 HRICS vendors and HRICS software information 14

LIST OF FIGURES

Figure No. Title Page No.

1 Components of a Human Resource Information System 12

2 Marwadi in-house HRICS 19

3 Log in Window 20

4 Information availability 21

5 Official & General Information 21

6

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 company’s HR. The purpose of the HRICS is to provide service, in the

form of accurate and timely information, to the “clients” of the system.

As there are a variety of potential users of HR information, it may be used for

strategic, tactical, and operational decision making (e.g., to plan for needed employees

in a merger); to avoid litigation (e.g., to identify discrimination problems in hiring); to

evaluate programs, policies, or practices (e.g., to evaluate the effectiveness of a

training program); and/or to support daily operations (e.g., to help managers

monitor time and attendance of their employees). All these uses mean that there is a

mandatory requirement that data and reports be accurate and timely and that the

“client” can understand how to use the information. An effective HRICS helps by

providing the technology to generate accurate and timely employee information to

fulfill this objective.

8

Definition

a. “It as a system used to acquire, store, manipulate, analyze, retrieve, and distribute

information regarding an organization’s human resources. An HRICS is not simply

computer hardware and associated HR-related software.”

- 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

Three Generations of HRICS

1st Generation of

HRICS:

speeding up

2nd Generation of

HRICS:

qualitative changes & improvements

3rd Generation of HRICS:

things that could not be done before

Func

tion

of H

RIC

S

Publishing of information

HRICS major function

is the publishing of information and the

speeding up of this process compared to

traditional HR


is the publishing of information & bringing upon

qualitative changes in the way information is published (content

of information communicated)

HRICS major function is the

publishing of information and

allowing HRM to do things

in the communication of info that were not

possible before (public reached)

Automation of transactions


is the automation of transactions which

are sped up, compared to prior

traditional HR (time effective)


is the automation of transactions to

which it has brought upon qualitative changes (fewer

mistakes and better handling of data)

HRICS major function is the

Automation of transactions. It allows

doing things that could not be done before (e.g. allows

employees to choose from several benefit

schemes)

Transformation of HRM

HRICS allows HRM to

take up a more strategic role, through the

substantial savings in time it achieves

HRICS allows HRM

to take up a more strategic role, through better

quality

HRICS allows HRM to use

tools it did not have before, in order to

support the strategic function

10

KEY FUNCTIONS OF HRICS

The HRICS that most effectively serves companies tracks

Attendance and PTO use,

Pay raises and history,

Pay grades and positions held,

Performance development plans for student and employees,

Training and development,

Disciplinary action received,

Personal employee information, and occasionally,

Management and key employee succession plans,

High potential employee identification, and

Applicant tracking, interviewing, and selection.

An effective HRICS provides information on just about anything the company

needs to track and analyze about employees, former employees, and

applicants. Company need to select a Human Resources Information System

and customize it to meet our needs.

With an appropriate HRICS, Human Resources staff enables employees to do their

own benefits updates and address changes, thus freeing HR staff for more strategic

functions. Additionally, data necessary for employee management, knowledge

development, career growth and development, and equal treatment is facilitated to

students as well to give them the instructions regarding academic issues.

Finally, managers can access the information they need to legally, ethically, and

effectively support the success of their reporting employees.

11

HRIS

Figure 1. Components of a Human Resource Information System

POLICIES

PROCEDURES POLICIES

PEOPLE

HARDWARE

Table 2 Dimensions of HRICS

Dimension MIS DSS

Target Users Middle managers Top managers and executives

Focus

Information retrieval, Plan and analyze data against expected values, Integration

“What if” analysis through use of models, generation of decision alternatives

Characteristics Inquiry capability, report- generation capability

Interactive for users

ExamplesTurnover reports, age and gender distribution, Equal Employment Opportunity (EEO) compliance report

Human resource planning, compensation simulation

13

Table 3 HRICS vendors and HRICS software information

Vendor

Full Service

Enterprise

Resource

Planning

(ERP)

HRICS Key

Capabilities

Oracle HR Yes

(http://www.oracle.com)

1. Training administration

2. Self-service HR

3. Time Management

4. Payroll (Customization for Thailand)

SAP Yes

(www.mysap.com/solutions/hr/keycapabilities)

1. Employee life-cycle management

2. Employee relationship management

3. Work-force analytic

4. Employee transaction management

In house software

Yes

(www.marwadieducation.co.in)

1. According to their HR Policies

2. Fulfillment of their convenience to maintain

HRICS

3. Time to time upgrading and removing the

HRICS relating to their changing policies.

14

http://www.marwadieducation.co.in/

Chapter 2.Institution Overview

MARWADI EDUCATION FOUNDATION GROUP OF INTSTITUIONS

Mandatory Disclosure : Updated on 22-02-2011

Name of the Institution : MARWADI EDUCATION

FOUNDATION’S GROUP OF

INSTITUTES

Address of the Institution : Marwadi Education Foundation’s Group of

Institutions Rajkot-Morbi Road, AT & PO

Gauridad , Rajkot - 360 003.

State / Union Territory :Gujarat State

Phone Number with STD Code : 0281-2923112

Fax No. with STD code : 0281-2332502

Email : [email protected]

Website : www.marwadieducation.edu.in

Type of Institution : Private. Self-Financed.

Name of the Affiliating University : Gujarat Technological University

15

Governing Board Members: 1. Mr. Ketan H. Marwadi, Chairman, MEFGI

2. Mr. Jitendra A. Chandarana, Vice Chairman,

MEFGI

3. Dr. Yogesh P. Kosta, Director, MEFGI

4. Prof. K.K. Khakhar, Advisor, MEFGI

5. Prof. N.R. Dave

6. Dr. S. Chinnam Reddy, Principal/Dean, Faculty of

Management

7. Mr.Shridhar, Principal/Dean, Faculty of

Computer Applications, MEFGI

8. Dr. R.B. Jadeja, Principal/Dean, Faculty of

Engineering

9. Mr. Ravi Jagani, Amul Industries, Rajkot

10. Mr. Parakramsinh Jadeja, Chairman, Jyoti

CNC, Rajkot.

11. Member Nominee from AICTE, New Delhi.

12. Member Nominee from Director of Technical

Education, Govt. of Gujarat.

13. Member Nominee from Gujarat Technological

University, Ahmedabad.

16

Student Feedback Mechanism

On Institution:

Regular Feedback through Suggestion Boxes

at different places such as Library, etc. which are opened

very frequently ,complaints/suggestions etc. are discussed

in the Management Meet, appropriate actions initiated

and students are informed through public notice boards.

Frequent parents meetings between the Management and

Parents of students also part of feedback for

improvement/initiating corrective measures.

17

ChairmanAcademicHODsAdmin. StaffORGANISATIONAL CHART

Governance/Faculty Performance:

Frequent meetings among the Faculty Members, Faculty

Members and the Management are held in the Institution

with the sole purpose of providing quality Education to

the student community.

A special format has been devised to get the student

Feedback on the Faculty for each semester – with

different parameters on the Course, an mode of

Instruction

Grievances redress mechanism for:

Meetings between the Faculty Members Management;

Staff and Management; Students, Faculty Members and

the Management are regularlyheld in the Institute for

the redress of grievances.

18

HRICS System Developed by MARWADI Institutions

19

Figure 2 Marwadi in-house HRICS

20

Figure 3 Log-in Window

21

Figure 4 Information availability

Figure 5 Official & General Information

Chapter 3.Major Players in the Market

The Researcher has done the Research in The Rajkot City which has major Educational

Institutions in a big size are as below mentioned.

RK UNIVERSITY

RK University, formerly the RK Group of Colleges, is a leading University offering variety

of courses ranging from Diploma studies to Doctorate research.

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. It’s 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.

The education pattern at RK University has a right blend of academia and industry with

22

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 Diploma & Engineering

School of Business Management

School of Pharmacy

School of Physiotherapy

School Of Science

School of Computer 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.

Affiliated to: Gujarat Technological University, Saurashtra University

Undergraduate:

The college offers the following undergraduate programme:

B Tech

B Tech (Computer Engineering)

B Tech (Electrical Engineering)

B Tech (Electronics and Communication Engineering)

B Tech (Information Technology)

B Tech (Instrumentation & Control Engineering)

B Tech (Mechanical Engineering)

24

Post Graduate:

The college offers the following postgraduate programmes:

MBA

MCA

Other Segment

o Yogi Divine Society

o Sarvodaya Kelavani Samaj, Rajkot

o Atmiya Institute of Pharmacy

o Atmiya Institute of Technology & Science - Diploma

o Shree M. & N. Virani Science College

25

Chapter 4.Marwadi Institution Profile

Marwadi Education Foundation

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

Nature & Wisdom are Never at Strife

Nature is Supreme – Learning from nature

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

To produce creative, responsible and informed professionals

To produce individuals that are digital-age literate, inventive thinkers, effective

communicators and highly productive.

To deliver cost-effective quality education

To offer world-class cross disciplinary education in strategic sectors of economy

through well devised and synchronized delivery structure and system, designed to

tickle the creative intelligence and enhance the productivity of individuals.

To provide a conducive environment that enable and promote individuals to creatively

interact, coordinate, disseminate & examine changes, opinion & concept that will

enable students to experience higher level of learning acquired through constant

immersion that lead towards development of characters, virtues, value & technical

skills.

PRACTICED VALUES

Concern for Character

Concern for Knowledge

Concern for Practice

Concern for Academic Excellence

Concern to be creative

Respect for the individual

Concern for the Society

Transparency in action

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

Chapter 5.INTRODUCTION OF THE STUDY

5.1 LITERATURE REVIEW

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

company’s 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-

Knowledgebase’s , 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.

[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]

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 snail’s 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 Marwadi’s 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.

5.3 STATEMENT OF THE PROBLEM

“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

To identify the different needs of employees for using HRICS.

Awareness of various features HRICS in an organization with respect to the users.

To identify satisfaction level of respondents in using HRICS.

To check the efficiency and the effectiveness of HRICS with respect to its user.

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:

H0: The HRICS is user friendly.

H1: The HRICS is not user friendly.

Very lowLow

MediumHigh

Very high

05

1015202530354045

0

10

21

43

16

User friendlyness

Empl

yees

36

Chapter 6Research Methodology

6.1 Type of Research

1. Exploratory research

2. Causal research

3. Descriptive research

In our project we have used Exploratory Research.

6.2 Sources of Data

1) Primary sources

Questionnaire

2) Secondary sources

Textbooks

Review articles

Screen Captures of HRICS

Internet

6.3 Data Collection Method

1. Questionnaire

2. Interview

37

6.4 Population

Total 250 employees of Marwadi Education Foundation Group of Institutions

6.5 Sampling Method

Convenient Sampling

Convenience sampling is used in exploratory research where the researcher is interested in

getting an inexpensive approximation of the truth. As the name implies, the sample is

selected because they are convenient. This non-probability method is often used during

preliminary research efforts to get a gross estimate of the results, without incurring the cost or

time required to select a random sample.

6.6 Sample Size

From the population of 250 we have taken 90 samples for the survey.

6.7 Data Collection Instrument

1. Questionnaire

For our research purpose we have formed a structured questionnaire.

2. Interviews

At the time of our survey we had a personal meeting with the respondents and gotuseful and implementable suggestions.

3. Google Docs Form of Questionnaire For reducing time & cost we have also used the google docs questionnaire.

38

Particular Summary

(1)Type of Research Exploratory Research Method

(2)Sources Of Data Primary & Secondary data

(3)Data Collection Method Questionnaire

(4)Population Employees of MEFGI

(5)Sampling Method Convenient Sampling Method

(6)Sample size 90

(7)Data Collection Instrument Questionnaire, Interviews

39

Chapter 7.

Data Analysis & Interpretation

1. Are you using following services? (HR, Transportation, Academic, Sports Meetings, Guest House, News Portal &

Suggestion & complain Box)

Users of HRICS:

32%

54%

13%

Human ResourceHighly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Analysis and Interpretation:

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

slip, attendance, leave approval and leave status etc.

40

Trans-portation

Academic Sports Guest house Suggestion complain

box

Meeting News portal0

10

20

30

40

50

60

70

80

Users of HRICS

User

s


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

portal so it needs improvement in the system.

41

Transporta

tion

Academ

icSp

orts

Guest house

Sugge

stion co

mplain box

Meeting

News p

ortal

0

10

20

30

40

50

60

70

80

18 21

2 29 13 11

3839

14 12

35 28 33

1012

157

16 16 8

1

42

3

Highly dissatisfiedDissatisfiedNeutralSatisfiedHighly satisfied

Department

Empl

yees

2. Did the organization provide any sort of training for using HRICS?

Training for HRICS:

74.44%

25.56%Training

Yes No

3. If yes, how much satisfied you are with the same?

16%

63%

16%

4%

Training Highly Satisfied Satisfied Nuetral Dissatified Highly Disssatidfied


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

they are getting sufficient and proper training.

42

4. According to you, how will you rate the following characteristics of HRICS?

Characteristics of HRICS

User friend-lyness

Security Consistency Efficiency Accuracy0

10

20

30

40

50

60

70

80

90

10 7 6 9 7

21 2436 30 35

4344

4038 39

16 126 11 8

3 2 2 1

Features of HRICS

Very highHighMediumLowVery low


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 MEFGI’s

HRICS.

43

5. Rate the overall effectiveness of HRICS between 1 to10.

Over All Ranking of HRICS


Here we can see that overall ranking is around 7 th rank; so that we can say that the employees

have preferred 7 no. out of 10 to the whole HRICS.

44

Management Engineering MCA TIPO NON academic6.2

6.4

6.6

6.8

7.0

7.2

7.4

7.6

7.07.1

6.6

7.4 7.4

Rank

6. How much satisfied you are with the use of HRICS?

Overall satisfaction of HRICS

Highly Satisfied9%

Satisfied67%

Nuetral 22%

Dissatified2%

Overall Satisfaction of HRICS


Here, 67% employees are satisfied with the HRICS used at MEFGI, and only 2% are

dissatisfied, so system is very good.

45

Chapter 8.

Results and findings

Majority of employees are satisfied with the HRICS used at MEFGI.

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.

Limitations of the study

In our research we prepared a structured questionnaire so it becomes hard to give the

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.

E-mails have not been answered.

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

because of threat of superior body.

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 involve HR department system users at the development stage.

• train users during implementation.

• have a framework for evaluation at the implementation stage.

• conduct a pilot before full implementation.

• conduct a full evaluation of the HRIS after implementation.

• 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

AEENXUREHRICS: 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: ______________________________________________

Designation & Department:______________________________________________

2) Are you using HRICS (Employee login) in your organization?a. Yes ( ) b. No ( )

3) Are you using following services?

Services Yes/ No

If yes,

Highly satisfied Satisfied Neutral Dissatisfied Highly

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 ( )

4. If yes, how much satisfied you are with the same?

a. Highly Satisfied ( )b. Satisfied ( )c. Neutral ( )d. Dissatisfied ( )e. Highly Dissatisfied ( )

5. According to you, how will you rate the following characteristics of HRICS?

Features Very Low Low Medium High Very High

User- friendliness

Security

Consistency

Efficiency

Accuracy

6. Rate the overall effectiveness of HRICS on a scale of 1 to10.

7. How much satisfied you are with the use of HRICS?

a. Highly satisfied ( )b. Satisfied ( )c. Neutral ( )d. Dissatisfied ( )e. Highly dissatisfied ( )

8. Any suggestion :

………………......………………………………………………………………………

51

BIBLIOGRAPHY

Websites:

www.marwadi.edu.in

www.citehr.com

www.studymode.com

www.atmiya.net

www.rku.ac.in

Reference:

Luthans, F. (1998). Organizational Behavior, 8 Edition, McGraw-Hill/Irwin, Boston,

p. 147

Robbins, SP 2005, Essentials of organisational behaviour, 8th ed., Prentice Hall, New

Jersey

Christen, M., Iyer, G. and Soberman, D. (2006). Job Satisfaction, Job Performance,

and Effort: AReexamination Using Agency Theory, Journal of Marketing, Januaryr,

Vol. 70, pp. 137-150

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

http://www.rku.ac.in/

http://www.atmiya.net/

http://www.studymode.com/

http://www.citehr.com/

http://www.marwadi.edu.in/

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

[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

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

53