HUMAN RESOURCE INFORMATION SYSTEM

Abstract:

An HRIS, which is also known as a human resource information system or human resource
management system (HRIS), is basically an intersection of human resources and information
technology through a HR software solution. This allows HR activities and processes to occur
electronically. 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. The goal of
HRIS is to merge the different parts of human resource, including payroll, labor productivity,
and benefit management into a less capital intensive system than the mainframes used to
manage activities in the past. Also called Human Resource Management systems (HRMS). 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. In most situations, an HRIS will
also lead to increases in efficiency when it comes to making decisions in HR. This research
paper helps to know about how HRIS help the organization to enhance the efficiency of
work.

Keywords- HRIS, HRM, HRMS, Human Resource, Human Resource Information system

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 CHAPTER – I

INTRODUCTION

At the heart of any company is the modern business information system. Businesses will
benefit from the information system in many respects. It helps companies solve business
challenges and look for business opportunities in different functions.

The information system supports a variety of roles in industry such as marketing,

manufacturing, finance and human resources, etc. In the enterprise, information systems play
a strategic role. In order to simplify the current set up, re-enter obsolete set-up and creative
configuration the Company should change the information system in various ways.

The HR should be assisted by information systems for recruitment, selection, and training,
evolution of performance, assessment, compensation and occupational activities.

HUMAN RESOURCE INFORMATION SYSTEM

Management of human resources has been a large and active participant in organizational
growth and decision-making since its inception. By the 1970s, the majority of companies
were recruiting, firing and monitoring workers as personnel departments. The recording
process focused on staff transfers that provided the company with recruiting, firing,
promotion or transmission details. They calculated the number of workers employed in a
given department, division or area in full time, part- time, permanent and temporary.

In the data collection and analytical duty of the department, many considerations have been
added. Increase in the amount of work shifts in the workforce along with population and
economic shifts. As management became increasingly aware of the importance of recruiting
internal personnel for critical roles, specialist areas such as succession planning and labor
force prevision were created. Many divisions of human resources have begun to spend more
time preparing and reviewing to support top management knowledge support requirements.
Many staff divisions have been called human resources to provide certain management level
roles. A department of workers and salary preparation, management and job growth, quality
assessment and revenue research included in addition to all routinely, mainly operational
personnel duties. Management has promoted the formation of modern, complicated and
costly personnel services structures, realizing the value of enhancing alignment of the

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department of Human Resources with the strategic business direction of this whole
organization.

To fulfill these goals, the Department of Human Resources needed more knowledge and
support at the management level. All the stresses in data processing and the increased
usability of the powerful machines have contributed to a widespread development of human
resources computer applications. These modern computer systems are known as HRMS or
HRIS (Human Resources Information Systems).

In general, the role of departments of human resources is administrative and shared by all
organizations. The collection, assessment and payroll processes can be formalized by the
organizations. An increasingly persuasive and dynamic mechanism has developed into
successful and productive management of "human resources." HR monitoring involves the
historically personally identifying information, ability, skills, achievements and salaries of
current employees. To eliminate their manual workflow, organizations, by implementing
advanced human resource management systems, have started to automate many of these
processes electronically. HR managers rely on IT practitioners, both internally and externally,
to build and sustain integrated HRMS. In the late 1980s, many HR automation processes
were confined to the mainframe computers that could manage vast quantities of data
transactions before the "client-serve" architecture developed. As a result of the high capital
expenditure needed to buy proprietary software or programmed it was restricted to companies
that had significant sums of capital. With the introduction of customer servers, application
service providers and software as service or SaaS Human Resource Management System, the
administrative control of these systems was gradually increased.

The software integration framework for human resources addresses many human resource
challenges, payroll, management, recruiting, training and business accounting functions. This
refers to systems and processes which form an interface between human resources and IT. It
allows HR managers to work more systematically and effectively using technology. The
framework is used for gathering, storing, managing, reviewing, compiling and transmitting
specific information on human resources of an entity. It is used in the broader information
management scheme (MIS).

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OBJECTIVES OF THE STUDY

MAIN OBJECTIVES

• To discover Business information system features and implementations,

• To review the MIS department's roles, tasks and authorities.

SUB OBJECTIVES

• To review different incoming data from different agencies.

• Understanding HRIS in the organization’s real contribution.

• Departmental MIS aids for HR decision-making should be researched.

• To analyze the productivity of HRIS in many enterprises.

• To review the traditional MIS departmental information formats.

NEED OF THE STUDY

Providing human resources services and growth programming that is attentive to the needs
and efficiency of the employees of the organization.

Fulfilling staff services: workplace relations, risk management, security and health services,
equality and diversity services, workforce development and awareness-raising, strategic
initiatives, strategy and scheduling, consulting services and workforce support and
performance management.

Of which constructive commentaries are increased and grievances reduced surrounding

personnel services of workers.

To what an efficient means of transition remains the formal industrial partnership between
employee and employer?

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SCOPE OF THE STUDY

 In competition and in order for each organization to survive

 A successful HUMAN RESOURCE INFORMATION SYSTEM should fulfill the

demands of the world market. As human resources are considered to be the principal
asset of an enterprise to achieve its goals.

 In order to promote the management of all employees' records, the Human Resource
Information specialist is responsible for designing and recording automated systems.
The continued support for the staff soft human resources management system in the
management of capacities would also be responsible for this role.

With the following items, the spectrum of HRIS can be clarified

• To contribute to the achievement of organizational objectives.

• Effective use of employee strengths and abilities

• Provide well-trained and motivated workers to organizations

• Communicating all workers with HR policies.

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RESEARCH METHODOLOGY

Research Methodology

A planned and strategic descriptive research is carried out in order to

achieve the research objective. Descriptive studies allow you to know the proportion of
people who have acted in a specific manner to projected certain items or evaluate the relation
between two or more variables in the given population. Descript study is always rigid and
cannot be modified in any way, only in the first preparation and analysis phases should
consideration be taken, otherwise the data gathered in the study will be educated in the
company for its employees.

Source of data:

Primary and secondary source data are obtained. The key component of the research process
is the collection of data. The data obtained for research helps to better interpret the results
that completely lead to the productive conduct of research. The most important data source is
both primary and secondary for data collection.

Main data: primary data:

Data collected by direct communication with the management of the questionnaire to obtain
the information hand. Data collected by personal conversations.

Subsequent figures:

These data were gathered by the personal department from documents, manuals and
brochures.

RESEARCH DESIGN:

Survey method:

The questionnaire was conducted directly with Bonanza’s Hyderabad respondents.

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7
 CHAPTER-II

LITERATURE REVIEW

Hewitt associates, February '(2002) — Recent years have seen the H.R. work of the
organization, by reinvesting itself, using technology and web-based software, within the
very simple basic concept of web-based H.R. This allows employers and supervisors
more influence over the specifics of their staff. This paper is about the transformation of
the company's H.R approach into one powered by more technology. An optimistic,
multidisciplinary approach to the E – HR, resulting in advanced HR, was required.
Since both large and small companies are focusing on converting long processes into a
web-based solution for streamlining their operations and delivering better services. It is
now the trend for senior management to enable H.R to re-invent itself with technology
and web-based applications.

Krishna, 7 August 2006) Sandeep K Krishna

As the organizations are numerous in their scale and industry, the problems associated
with the factors of the implementation and maintenance of HRIS are considered, the first
issue is that the HR department does not have the awareness of HRIS and is therefore not
one of those issues.

In its sixtieth year, Mahindra and Mahindra agreed to donate 1% (1.3 core roughly, as
shown), to the CSR by levy. The K.C. is part of its operations. Mahindra Education Trust
which promotes education at different levels and Nandi Kali, an under-privileged
children's programmed at Mahindra Foundation, the Andhra Pradesh and Rajasthan
Middle-day Meal Program, and the Mahindra pride schools for Affirmative Action.
CSR has become evident, going from being a tool or feeling good to a crucial parameter
to keep businesses open and clear.

HR CHALLENGES IN INDIAN RETAILSECTOR

India is viewed as the "most promising region" for global and domestic retailers with
rising consumerism, unparalleled recognition and youth-dominant clients. India is
currently ranked 12th in the world as the largest consumer market. The Indian retail
market is a potential goldmine and in expectation of exponential growth attracts a large

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number of giant international and domestic players.

In India, the boom in the retail sector and its resulting rise in talent demand have eroded
the need for successful HR systems. The role of human resources in retail is especially
important since employees work in a unique environment. The individuals who handle
customers one-on-one are considered to be the organization’s face in every retail
organization.

Disinterested, ill-prepared and unwanted salespeople have been found to cause more loss
of business and mouths than any other management problem. Thus, successful HR
programmers are necessary to promote and improve workers, to monitor results, to
promote talent, to increase employee growth opportunities and to retain dedicated
employees.
Singh and Mishra (2008) explored the challenges of HR in the Indian retail sector and
proposed solutions to these challenges on the basis of their findings. They found that
India's retail human resource climate is very complicated by the lack of skilled and
qualified workers, lack of job sources and low concentration on human resources
preparation, compensation measures and conditions. Moreover, the view of working in
the retail sector is poor with the conviction that every job requires long and non-social
hours, restricting employee capacity to maintain the work-life balance. The opening of
retail stores on holidays and festivals may be a business necessity, but from the viewpoint
of workers this deprives them of community participation.
Women workers in terms of quality levels and the perception of the customer mood are
considered much superior. Some of the major players on the organized retail turf look for
the fairer sex, particularly when it comes to higher rates of attrition. Trust retail, the
Future Party, Shoppers' Stop and RPG Retail experiment with a range of recruitment
models to enhance their workforce's fairer relationship.
Reliance of Makes Amana has launched an initiative to enable employee spouses to work
in his retail business. The employees' women are then qualified to take jobs at reputable
retail outlets (full time, part time or on call). This model focuses on providing options for
flexi employment where women are expected to work for no more than 4 hours a day.

Based on their results, Singh and Mishap (2008) indicated that retailers need innovative
HR practice to overcome the industry’s war on talent search. Indian retailers have to

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 develop a range of best practices to improve employee skills and retention while
improving processes and frameworks to cope not only with the existing deficiencies but
also with potential challenges, e.g., indiscipline, conflicts, labor union issues, sexual
assault, attrition etc.

Research on human resource information system is of recent origin in India. There are many
studies in other countries like UK and US. An attempt is made hereunder to brief the different
studies that are made in India and abroad.
Usman Sadiq, Ahmad Fareed Khan, Khurram Ikhlaq and Bahaudin G. Mujtaba (2012)
analysed The Impact of Information Systems on the Performance of Human Resources
Department and concluded that HRIS is positively used as a tool to achieve greater
administrative efficiency by adding value in the department. Mohammad Al-Tarawneh,
Haroon Tarawneh (2012) studied the effect of applying Human Resources Information
System in corporate performance in the banking sector in Jordanian firms and found that
there is a significant effect between the quality of the output of human resources information
system and institutional performance; between motives and corporate performance; between
training and organizational performance in the banking sector in the Jordanian firm. Manar
Al-Qatawneh ,Bandar Abutayeh Fawwaz A and Al Hammad (2012) analysed the effect of the
implementation of Human Resource Information Systems on job related decisions in
commercial banks in Jordan and concluded that all Human Resource Information System
implementations have a positive effect on the quality of job related decisions. Dr. Shikha N.
Khera and Ms. Karishma Gulati (2012) made a research on Human Resource Information
System and its impact on Human Resource Planning: A perceptual analysis of Information
Technology companies and concluded that HRIS identifies occupied and unoccupied
positions in an organization very effectively and accurately. K P Tripathi (2011) analyzed the
role of Management Information System (MIS)in Human Resource and developed an MIS
model to keep the control on working of the staff at various levels. The system has been
tested in Birla Corporation Ltd and it helped in taking effective decisions concerned with
human resource in attendance recording and capturing. Huub Ruël, Rodrigo Magalhães,
Charles C. Chiemeke (2011) made a research on Human Resource Information Systems: An
Integrated Research Agenda that aimed at setting an agenda for HRIS research from an
integrative perspective. Bader Yousef Obeidat (2012) analysed the relationship between
Human Resource Information System (HRIS) functions and Human Resource Management

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(HRM) Functionalities and it was found that performance development, knowledge
management, and records and compliance as dimensions of human resources information
systems have a relationship with human resources functionalities. According to Carole
Tansley and Sue Newell (2009) before HRIS design HR managers and IS mangers had to
prepare agenda which includes theoretical, practical, real oriented and easy learning
processes. John Edwards (2008) suggested that HRMS lifts the HR activities fast, in respect
of streamline processes, reduces errors, collects more data, improves budgeting, simplified
access, enhance distribution, reduce duplication, improve security, better hires easier
compliance and enhances the employee morale. Jim Spoor.al.et.(2008) asserted strongly that
working in Employee Self Service (ESS), updates the employee and policy manuals,
product brochures, organizational charts, phone numbers and in future HRIS can be used as
personal digital assistants, pocket PCs, and web enabled phones. Mary Ipe (2008) studies
suggested that HRIS sub modules like recruitment, employee self service are useful to
organizations. Al Doran (2007) identified HRIS usage in request for proposal (RFP) module
which generates daily activities reports, response data reports, number of copies etc. Asoke
and Sathiyanarayana (2007) in their case study analyzed the issues faced by an organization
while implementing technology in HR. Organization needed application oriented programs
like HR portal SAP HR Module that integrates all areas of business. Employee Self Service
(ESS) Module and HR Portal will have come like single gateway to customized and
personalized information on one single place. Brijesh Kapil (2007) explained about IT impact
on recruitment process among 1200 scientists in Ranbaxy Laboratories and concluded that
HRIS acts as a wonderful decision making tool. Dipankar Sarkar (2007) identified the IT
usage in HR the major objectives have been to find ways to reduce human costs and calculate
human resource returns meaningfully, through a maze of indirect costs and long term
benefits. Ellen Vebber (2007) studied Children’s Memorial Hospital in Chicago, one of the
nation’s leading pediatric hospitals with more than 5,000 employees. It was found that
manual loading of all information into HRIS system, creates a great risk of input errors.
Joseph Rasquinha (2007) concluded that all HR consultants felt that implementation of HRIS
enables to get more profit, like fast, effective and efficient work. Stuart Maguire and Tom
Redman, (2007) examined the inherent weaknesses in the approaches that most organizations
use to develop and implement information system in their organizations. It examined the role
of information system development in human resources management practices. Steven Phillip
Brown (2007) in his humble attempt identified issues raised in human resource with

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information technology, issues like new technology, data security, new updates and new legal
policies.
Thompson.S.H.Teo (2007) examined the relationship between innovation, organizational and
environmental characteristics, for adoption of HRIS. The results indicated that organization
size has a significant relationship with the extent of HRIS adoption. In a study Tim Smedley
(2007) from Canfield School of Management report, studied 10 UK organizations to study
the impact and advantage of HR and Technology. The study concluded that HRIS empowers
the line managers performance in improving the quality of information, reducing
administrative burden etc.Vincent Kiarie (2007) conducted a study on the HRIS usage in
Africa. He stated that an HRIS database makes it easier to streamline collaborative work and
shape the HRH (Human Resource for Health) policy in the developing countries. Ngai and
Wat (2006) conducted a survey on the implementation of HRIS in Hong Kong. The
researcher examined the use and applications of HRIS.Chartered Institution of Personnel
& Development (2006) found that technology is supporting the HR activities and processes.
Florkowski.Gary.W (2006) evaluated the diffusion of eight information technologies that are
transforming HR service-delivery in North America and Europe. According to them such
information technologies include HR functional applications, integrated HR suits, HR
intranets, HR extranets, and HR portals. Hussain et al. (2006) made a study on 450
organizations in UK firms which confirmed that HRIS is playing a big role in
development of professional status of HR professionals. Jose Fernandez (2006) conducted
survey in Spanish firms to identify the use of HRIS in selection and recruitment processes
and found that HRIS is adding competitive value to the firm as a whole and to the HRM
department in particular. Sandeep (2006) studied the HRIS and its implementation in nine
organizations in India and suggested that the problems of proper knowledge and
consideration of HR department as unimportant could be solved with proper planning,
implementation and monitoring. Stuart Maguire (2006) found that information system failure
is often associated with lack of attention to softer management practices such as culture
change, organization development and user involvement. Steven Landberg (2006) identified
that Insurance and Financial Services Business are highly dependent on human capital for
their success in their roles as financial intermediaries. HRIS and outsourcing are alternatives
to lower transaction processing costs; the highest long term returns are possible via
technology enablement of talent management processes.Aston Beadles (2005) in their
research work on usage of HRIS in public sector held that HRIS contributed organization’s
a valuable information, decreased costs, improved communication and time spent on
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mundane activities, paved way for more strategic role in the organization. Laila Marouf
(2005) made a study in 30 Kuwait corporate companies. The researcher selected five IT
operations and found that the organizations widely used tools like web applications,
system development and database management. Tanya Bondarouk. et.al (2005) suggested
that before implementation of the reward system into human resource department,
organizations have to provide adequate training for the employees regarding HRIS.
Thomas.W.Ferratt (2005) studied 106 organizations and found that if organizations
implement information technology into their human resource practices, such organizations
find employee turnover to a large extent.

Buckley et.al (2004) in their study explained about the role of HRIS in US Universities. All
universities were found to be doing their activities like enrollments of the students,
applicants’ details, hire professional performance scores and performance rating of the
students with HRIS. Researcher found that HRIS can reduce employee turnover, staffing
costs, and increase the hiring processes efficiency. Gasco.Llopis and Gonzalez (2004),
investigated that IT is useful in the designing of flexible training model and success of
organization was dependent on the training policy. Ordonez de Pablos (2004) the study built
a causal model and tested it with a sample of firms from Spanish manufacturing industry. It
provided a conceptual framework to establish a link between HRMS strategic organizational
resources and the creation of a sustained competitive advantage of organization through the
creation and development of knowledge- based resources. Al Doran (2003) in his study stated
that HR managers need to realize the value of the security of personnel information of
employees. Anthony.M.Toensed (2003) found that HRM in IT provides clear picture about
the HR issues. Implementation of IT in HRM shows the future challenges and opportunities
being faced by the HR professionals. Gardner et al., (2003) tried to study IT influence on HR
professionals and they suggested that HR professionals need more training for effective use
of HRIS. Mayfield (2003) proposed human resource information systems (HRIS) model. This
model is based on general systems theory. The model addresses all major HRIS components
and offers information on how these facets interact to support each other and larger
organizational outcomes. These model units consist of organizational vision, strategic
integration, personnel development, communication and integration, records and compliance,
knowledge management, forecasting and planning. Penny Bassett (2003) made study on
HRIS advantages. He found that HRIS is largely restricted and useful in administrative
concern and basically acts as a payroll system and works like electronic filling cabinet. Amy

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Trappcy (2002) in his paper stressed the need for and the importance of HR module as it
provides efficient and effective manpower management that leads to effective utilization of
human resources for the development of distribution center operations. Andrew Winthorp
(2002) highlighted the benefits of HRIS and stated that, a modern organization requires an
integrated human resource system to replace manual processes for the effective utilization of
human resources. This has resulted in reducing labour requirements and administrative work
burden. Baran.et.al. (2002) conducted a study covering 253 firms in Turkey with reference to
comparison of existing human resource practices and new practices, existing HR practices
with manual base system, new HR practices with base of technology. They suggested that
new technologies are generating new problems and talented workers were suffering with
stress and management was advised to apply new concepts and techniques for meeting those
technology changes. Astrid (2002) concluded in his article that the Decision Support System
provides an organization with a competitive advantage and guides an organization towards
improving the value of what the organization brings to the marketplace. Gary S. Fields (2002)
conducted a study on Engineering Solutions Company with 100 engineers and found that
HRIS was the best tool for measuring the performance of employee for promotion. Haven
Cockerham (2002) suggested after his study of merging the HRIS applications with Web
stated that organizations found effectiveness in internet recruitment, cost savings, speed,
accuracy and effectiveness in work. Hammers (2002) concluded in his study that some
organizations were not successful in the implementation of human resource information
systems. The HRIS failed because various software programs were not integrated and
information was often missing and gave suggestions for the problem. Kanthawongs (2002)
conducted a study on usage of HRIS in Thailand focusing on the usage of HRIS and found
that HRIS is improving the HR administrative activities. Steven (2002) brought out a report
on HRIS and the evolution of wireless HRIS in future. HRIS would work through mobile
units like PDAs, laptops and using web browsers. Sue Shaw (2002) viewed that computer
education becomes a strategic tool for human resources. Willard (2002) interviewed IT
managers regarding how to manage new IT. Carole Tansley, Frank.Jossi (2001). Bill Roberts
(1999) highlighted the importance of the training, before implementation of HRIS and
suggested that organizations should impart adequate training. Klynveld Peat Marwick
Goerdeler (KPMG) (2001) report on assessment of human resource information system
(HRIS) identified the HR need in processing transactions and data reporting and
recommended that usage of web based HRIS is very useful in day-to-day transactions.
Rothman (2001) investigated 50 outstanding companies in the business world to determine
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how they achieved their success. Some of these companies are Apple computer, Netscape,
Microsoft and Hewlett-Packard. IBM, Intel, and Yahoo and tried to establish how technology
assisted the companies in improving their strategic alignment, business intelligence,
efficiency, and effectiveness and how they can be examples for human resource information
systems development. Jim Meade (2000) attempted to explain web HRIS multiple advantages
in employee and manager self-service, basic personal information, pay, background
information of the employee etc. Carole Tansley and Tony Watson (2000) in their study
mentioned that at the period of designing HRIS issues like implementation, strategic
enhancement, career development will arise and found that issues get solution with HRIS.
Walker (1999) found that most of the organizations wanted to establish good operational
services and effective development in a way that organizations can keep all information of
their employees using ERP applications or organizational design applications.

According to Wilson et.al (1999) implementation of information technology into human

resources held that it directly develops the quality of product and services in any type. Joel
Lapointe (1998) felt that in current scenario all organizations are implementing new HRIS
and that there should be user adaptation and acceptance before implementation. All
organizations have to provide training online support that will support the employees.
Joan.C.Hubbard et.al (1998) concluded that HR managers must be constantly aware of the
changing laws. The main role of HR Managers is to protect the ethical and legal issues at the
time of designing of HRIS. Carolyeh Yun Lin (1997) study showed that HRIS usage is more
to the top management, HR Staff and low level management. James Schultz (1997) in his
study stated twelve parameters and cautioned that while implementing HRIS those are not
expected to be included. Sonia Liff (1997) inferred that HRIS contains different types of
data of the organization. It showed the total picture from the input data to strategy making.
Victor and Andre Petit (1997) stated that computer-based HRIS professionals want to know
the relationships between individual/task, organizational and system conditions. Two
measures are taken for system’s success i.e, individual/task and second condition is
organizational conditions, size, availability of internal user support and organization
computer experience. Third would be conditions involvement, training, support,
documentation and applications development. The results of the study indicated that
conditions were the most important antecedents of success. William Pyle (1996) in his paper
tilted “Information Technology and Human Resource” found that there is a significant role in
information technology on human resources such as human resource planning, human

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function, human resource reengineering and system level problem solving. Arthur Yeung
(1995) made a study in five organizations with five questions on reengineering of HR process
done with the help of information technology in Hewlett-Packard, Apple Computer, AT & T,
GE and Nuclear Energy. The study stated that reengineering is clearly in vogue and
reengineering is one of the best tools to redesign the organization. Ken Gregson (1995) found
that the information is very important resource for the organizations and also acquiring
and storing the information, making use of all information wisely and effectively towards
the organization. Spencer (1995) pointed out that 80 per cent of the organizations are doing
their human resource activities with help of information technology, through personal
computers and interactive voice systems. Jeffrey B. Arthur Jun (1994) made a study on HRIS
usage in cotton industry with two objectives. The first one to study HRIS and its impact in
controlling employees’ turnover and second is HRIS in developing of the organization and
employees’ commitment. Lado and Wilson (1994) discussed how HR systems facilitated the
development and utilization of organizational competencies and how HR systems could
destroy those competencies or inhibit their exploitations. Kinnie and Arthurs (1993) held that
extending the use of IT into the strategic area is one way of showing the added value;
extending IT usage in human resource function will enhance the speed of work and accuracy.
Huo.P.Y. and Kearns (1992) was of the opinion that Human Resource Information System
has a true value and powerful analytic tool for decision making especially in IT sector.
Boudreau, John W (1991) made exploratory study in 500 firms and conducted interview with
top HR leaders to know the usage of computers in HR department. The researcher hoped that
the computers usage will be more in HR department in coming future. Gerardine De Sanctis
(1986) made a survey in 171 U.S.Companies, to know whether HRIS is independent from the
centralized MIS. To him if an organization chooses the independent HRIS, it supports
following activities like human resource planning, selection, administration, decision making,
placement, payroll, pension, and benefits management. Hall and Torrington (1986) concluded
that computer was seen “as a tool to be used for record storage and to carry out routine
clerical tasks”. In other words, it was nothing more than an electronic filing cabinet.

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Model of HRIS

Source: Lengnick-Hall.C.A.,Lengnick-Hall.,M.L.
(2006).HR.ERP, and knowledge for Competitive advantage,
Human Resource Management,26(3),15-29.

Different Types of HRIS

There are multiple typologies for the classification of computer based systems. One of the
earliest books in the field of computer based systems (Sprague & Carlson, 1982) placed
systems under three basic categories: Electronic Data Processing (EDP), Management
Information Systems (MIS), and Decision Support Systems (DSS). EDP is primarily
electronic storage of information and was first applied to automate paper work. In the MIS
category, Sprague and Carlson (1982) state that the characteristics of MIS include an

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information focus, aimed at middle managers, structured information flows, integration of
EDP jobs by business function (production MIS, marketing MIS ) and inquiry and report
generation (usually with a data base).

Sprague and Carlson (1982) note that DSS are focussed still higher in the organization, with
an emphasis on the characteristics like decision focused aimed at top managers and executive
decision makers, emphasis on flexibility, adaptability and quick response, user initiated and
controlled and support for the personal decision-making styles of individual managers. There
is another type of HRIS, identified by Kavanagh (1990), which should be used in
organizations to maximize the effect of computer generated knowledge on managerial
decision making. All HRIS software is designed to generate a standard set of reports, but
surveys and reports from both managers and HR professionals indicate that many of these
reports are typically discarded.
Thus, it is apparent that another type of HRIS exists in the Human Resources Management
Decision System (HRMDS). This system could be described as the ideal system since it
provides critical information for decisions, involving the human resources of the
company, and thus should be used as a standard for the development and application of any
HRIS.
System Development Process for an HRIS
From the engineering and information processing literature, the formal design of any
information processing system is supposed to follow a set of steps labeled, the System
Development Life Cycle (SDLC). However, as Sprague & Carlson (1982) and other writers
Aktas (1987); Davis, (1983) have noted, the traditional SDLC is difficult to use, but there are
five general phases: Planning, analysis, design, implementation and maintenance. Kavanagh
M J.,Gueutal (1990) applying the main concepts and phases of the traditional SDLC to the
HRM function, recommended the following system development process for an HRIS: “The
HRIS development process refers to the steps taken from the time a company considers
computerizing its human resources functions through the analysis, design, development,
implementation, maintenance, evaluations, and improvement of the system” This system
development process is quite similar to the one proposed by Walker (1982). He indicated
that development of an effective HRIS should follow seven stages: Proposal to Management
Needs Analysis System Specifications, System Design, System Development, Installation
and Conversion and Evaluation.

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This evaluation must be continuous and occurs not only after the system has been
implemented but also at every stage of the development. The quality of these evaluations of
the system will depend heavily on the documentation of the stages of the entire system
development process. The documentation of the planning and development of a system is one
of the most important determinants of successful system implementation and continued
improvement.

HRIS Architecture
It comprises of Single Tier that includes access to the mainframe (Computer) & could be via
a desktop monitor; no processing was done locally (in the 1970), Two Tier [Client-Server]
that means access to the computer via Structured Query Language, communication with
DBMS (Database Management System) in the 1980, Three Tier [DBMS-SERVER-
Application Server] i.e., access to the computer via DBMS, Server, Application Server in the
1990 and N-Tier [DBMS-Application Server-Web Servers-HTML] i.e. access to the
computer via DBMS, Web Server, Application Server and HTML (Hypertext Markup
Language) in the present
HRIS - Applications
Some of the applications in HRIS include all the functional areas that are computerized like
Personnel Administration application which contains each employee’s name, address, date of
birth, date of joining the organization and related personnel information, salary
administration which details about present salary, last increment and the proposed increase
are contained, Leave
/ Absence Recording that covers the leaves, absences, timings and rules, Skill Inventory that
maintains and monitors the skills of the employee and the organization, Medical History that
maintains the health, accidents and other health related records about the employee and
Accident Monitoring that records and maintains accident information of the injured
employees.
Performance Appraisal application helps in maintaining all the employee records about the
performance appraisal data, like score of the employee in appraisal period, criteria, potential
for promotion, Training and Development maintains the records of all employees with
respect to the employee training & development, courses completed and under progress as
well as training cost, Manpower Planning that is used for connecting employees’ positions
and keeping track of movements and identification of vacancies, present manpower and
future requirements of manpower, Recruitment shows the recruitment activities like method

19
of recruitment, cost, and total picture of the recruitment process, Career Planning maintains
records that provide the success plans to identify which employees have been earmarked for
which positions, Collective Bargaining module provides wages, hours, rules and working
conditions.
According to Biswajeet Pattanayak (2006) the steps followed in setting up an HRIS in
organization would be Inception of Idea i.e. idea might originate somewhere. Feasibility
study
i.e. the present system should be studied to highlight the problem areas and the likely benefit
of an HRIS and it should carry out a cost benefit analysis of the HRIS in terms of
labour and material as also the intangible savings, such as increased accuracy and fewer
errors, next step would be Selecting a Project Team i.e. once the feasibility study has been
accepted and the resources allocated, a project team consisting of a human resource
representative should be made. Defining the Requirements – a statement of requirements
specifies in detail exactly what the system needs to do. Vendor Analysis - the purpose of this
step is to determine what hardware and software are available that will best meet the
organization’s needs for the least price. Contract Negotiations i.e. the contract stipulating the
price, delivery, vendor’s responsibilities with regard to installation, service maintenance,
training to organization employees. Training project team members to use the system and
then they could train all users from other departments., Testing the System - purpose of
testing is to verify the output of HRIS and make sure that it is doing what it is supposed to do.
Audit- after a year or so, the project team should audit the performance of HRIS and if
required corrective actions should be taken. While designing the HRIS, Raymond (1994)
suggested that the companies have to follow the following steps in order to project the
security to HRIS such as, training all users, not allowing passwords to be shared and changed
frequently, running the software through a virus-detection program before using it on the
system, ensuring that backup copies, data files, software, and printouts are used only by
authorized users, making backup copies of data files and programs, ensuring that all software
and mainframe applications include an audit train (a record of the changes and transactions
that occur in a system, including when and who performed the changes) and using edit
controls (such as passwords) to limit employees’ access to data files and data fields.
Potential benefits and uses of HRIS
A survey in 1992 by Overman (1992) concluded that the potential advantages of HRIS are
faster information processing, greater information accuracy, improved planning and program
development and enhanced employee communications. Some authors like Awazu and
20
Desouza (2003) have proposed that HRIS would reduce HR costs by automating information
and reducing the need for large numbers of HR employees by helping employees to control
their own personal information.
Many of these researchers believe the future to be bright for HRIS as it creates
new paths for human resources and for the organizations that effectively use
HRIS. A study even goes as far as to suggest that there is evidence that HRIS
can improve shareholder value Brown David (2002). A significant problem with
deciding whether HRIS benefits the organization is that of measuring the effect of
HR and more particularly HRIS on the bottom line. There are few clear cut ways to measure
the value of HRIS. It is difficult to measure precisely the return on investment and specific
improvements in productivity within the HR departments Mayfield, and Lunce (2003) user
satisfaction and perception of the system has often been used as a proxy measure for the
effectiveness of the system as the control of extraneous variables is difficult Haines and Petit
(1997).
HRIS helps the organizations in HR Planning & Analysis which includes, manpower
inventory, manpower requirement, skill requirement, turnover analysis, absenteeism analysis,
placements, job matching, job descriptions and workforce utilization.
HRIS is used for HR Development in employee profile training requirements, succession
planning, career interest & planning. It also aids in Staffing, acting as a source of recruitment
and in application tracking and job offer refusal analysis. It is also useful in planning of
compensation, like pay structure, compensation administration and incentive plans analysis
and legal regulations implementation HRIS aids in Performance Appraisal functions like
employee competency records and comparing actual performance with standards. It also
assists the HR managers in Health Safety & Security such as safety training, maintenance of
accident records, health records and compliance with acts. It also finds its use in Labour
Relations as it helps in the maintenance of union negotiation records, attitude survey results,
exit interview analysis and employee job history.

21
 CHAPTER- III

INDUSTRY
&
COMPANY PROFILE

22
 INDUSTRY PROFILE

India is the arena's second most crucial author of sustenance by way of China and has the
need of being the first-class with the sustenance and making department. the overall scale
sustenance introduction in India is presumably going to twofold within the going with ten
years and there is an open portal for massive pastimes in sustenance and sustenance getting
geared up improvements, cutoff facilities, and contraption, in particular in areas of Canning,
Dairy and Food Processing, strong point Processing, Packaging, Frozen food/Refrigeration,
and Thermo Processing. Trendy matters and greens, Fisheries, Milk and Milk merchandise,
Meat and poultry, Packaged/convenience ingredients, Alcoholic liquids, and smooth drinks
and Grains are vital sub-zones of the sustenance administering enterprise. Fulfillment
sustenance and thriving sustenance supplements are some other unexpectedly growing little
bit of this enterprise that's broadening tremendous recognition the various prospering clever.
India is one of the universes huge sustenance creators yet addresses underneath 1.5 percent of
all-around sustenance alternate. This indicates a goliath increment for the 2 examiners and
exporters. Sustenance passes on in 1998 stayed at the US $5.eight billion even as the arena
all-around became the US $438 billion. The Indian sustenance encounters deal turnover is
rupees 160,000 crore (1 crore = 11 million) dependably as close to the beginning of year
2000. The business has the maximum raised quantity of vegetation requested with the aid of
our food and Drug Administration (FDA) outside the United States.

India's sustenance regulating element covers verdant sustenance’s; meat and chicken; milk
and milk matters, blended refreshments, fisheries, farm, grain making plans and other
consumer issue packs like candy keep, sweets, and cocoa matters, Soya-based totally matters,
mineral water, high protein sustenance sources, etc. We spread a genuine database of a mix of
providers, makers, exporters, and shippers very well overseeing in components like the - food
industry, dairy controlling, Indian refreshment industry, and so forth. We in like way unfold
bits like dairy plant life, canning, bundling plants, packaging experiences, procedure
equipment, and many others.
The most comforting sub-pieces sets - soft-drink bundling, Confectionery produce, Fishing,
aquaculture, Grain-organizing and grain-primarily based things, Meat and poultry
orchestrating, Alcoholic refreshments, Milk regulating, Tomato stick, speedy-sustenance,
geared up-to-eat oats, food blanketed substances, improves, etc.

23
Sustenance administering
The sustenance business is the terrific, regularly get-together of diverse affiliations that
together hold a good-sized piece of the sustenance giganticness ate up via the total scale
masses. Just subsistence farmers, the people who make do with what they make, can be
considered out of doors of the diploma of the forefront sustenance enterprise.
Sustenance getting prepared is the systems and strategy used to exchange provoking fixings
into sustenance for human use. Sustenance overseeing takes top-notch, assured approximately
or butchered and butchered elements and uses them to bypass on interfacing with sustenance
matters. There are or 3 fascinating propensities with the aid of which sustenance can be
passed on. \
One-Off manufacturing this shape is used while customers demand something to be picked to
their personal picks, as an instance a wedding cake. The improvement of 1 off products
should take days relying upon what number of sided the method is and what is extra the
requirement of the gourmand professional making the factor. These days Get-collectively
manufacturing this shape is used whilst the scale of the marketplace for an element is not
clean, and wherein there is a range inner an issue offering. A selected variety of comparative
things could be given as much as make a social event or run, for instance at Gregg's Bakery
they will set up a selected quantity of bird warms. This structure wires studying the diploma
of customers that should purchase that aspect.
Big advancement passing on this angle is used whilst there may be a mass market for
countless not properly characterized things, for instance, chocolate bars, endorsed meals and
canned sustenance. The component goes beginning with one time of introduction then onto
the going with along a creation line. Subsequently, this device for creation is generally
utilized in sandwich bars, as an instance, Subway, it is the distinguish all of the segments of
the factor are there and the purchaser selections what they want in their factor and it is far
made for them new earlier than them.

MARKDOWN AND DISTRIBUTION

A huge all-around transportation type out is required by the sustenance enterprise in order to
interface its special elements. These set suppliers, producers, warehousing, outlets and the
cease buyers. There are in like manner those affiliations that, in the course of the sustenance
directing technique, be a part of upgrades, minerals, and different key essentials the entirety
contemplated misplaced during define. Markdown markets for clean sustenance things have
would when the whole lot is said in a completed decrease in mass in OECD international
24
locations likewise as in Latin America and some Asian countries thinking about the headway
of standard stores, which get surely from farmers or through preferred suppliers, as opposed
to encountering markets.
The imagined and dauntless improvement of components from delivery centers to save zones
is an essential relationship in sustenance enterprise assignments. Scattering centers run
essentially extra accommodatingly, throughput may be broadened, fees can be chopped
down, and paintings better applied if the right advances are taken while putting in a material
organizing structure in a stockroom.
The Indian sustenance display is stored an eye fixed on at over US$ 182 billion, and statistics
for round sixty six% of the route of truth the Indian retail develop. further, as demonstrated
via consultancy firm McKinsey and Co, the retail sustenance department in India is no
vulnerability going to make from around US$ 70 billion out of 2014 to US$ a hundred and
seventy billion by using 2025, looking out for a superb bit of the world sustenance enterprise,
which might make to US$ 400 billion from US$ a hundred seventy-five billion by means of
2025.
Fees
Fees of making things from India are required to form a fashionable perspective development
to top US$ 20.6 billion in the going with 5 years, in keeping with the trade connection.
As confirmed through charts through the agricultural and Processed meals merchandise
Export Development Authority (APEDA), the little bit of India's farm thing passes on in the
trendy change will make from 2 percent starting at now to in extra of 5 percent. Bits of new
and fashionable greens, fashionable matters, suppressed creatures and oats rose 11 percent to
US$ eight.sixty seven billion out of 2016-sixteen.

SPICE:
Notwithstanding a fashionable log jam, Indian taste passes on are making. India
exceeded on 470,520 tons of flavors regarded at US$ 13.68 billion—a file-breaking high—in
2016-16. In the course of 2013-14, 444,250 heaps seemed at US$ thirteen.01 billion had been
surpassed on. Indifferent and 2013-14, passes on had confirmed an improvement of 19
percentage in rupee really worth and six percent in dollar terms.

25
SUSTENANCE PROCESSING
The Indian packaged encouraged sustenance enterprise is surveyed at US$ eleven.87 billion –
US$ 15.05 billion, consisting of bread actions, chocolates, set yogurt, dessert keep, treats,
cheddar, and spread. Making at a legitimate sixteen-17 percent over the diploma of the final
two-three years, simple players within the part set Britannia, Nestle, Amul, ITC ingredients,
Parle, Kellogg's, GlaxoSmithKline, Wrigley, and Frito-Lay, amongst others.
The business got out of doors direct endeavors (FDI) totaling US$ 163.80 million out of
2016-16against US$ 5.70 million inside the past money associated. The ideal FDI got by the
business from April 2000-August 2011 stayed at US$ 878.32 million.
Regardless, India's concept in faults for administered of sustenance in all-round exchange is
on a totally fundamental degree 1.five percentage; at any charge, the size of the general
filtered via sustenance march is overviewed at US$ three.2 trillion and in each practical feel
eighty percent of united states things within the made international locations get directed and
packaged.
To also increase the sustenance supervising enterprise, the affiliation has deliberate an
imaginative and prescient-2021 movement plan under which explicit targets have been set.
This joins on an extremely fundamental level developing the dimensions of the sustenance
getting equipped industry from around US$ 70 billion to about US$ 211 billion, elevating the
level of treatment of perishables from 6 percentage to 20 percent, making regard
improvement from 20 percent to 35 percent, and fresh India's idea more often than not
sustenance change from 1.5 percent to 3 percent. This would require an enterprise of us$ 20.6
billion.
As confirmed up via an Ernst and Young (E&Y) presentation, the sustenance regulating
industry in India will grow 30-40 percentage as in opposition to the existing 17 percent in the
going with eleven-years.
Pioneer Dr. Manmohan Singh on October 6, 2011, spread out a method for instant
development within the United States of America's sustenance getting equipped component.
The prime minister stated this may be made by way of loosening up the cost shape, seeing a
national food Processing policy and enhancing general established order.
Additionally, as regarded by Union Minister for meals Processing Industries, Subodh Kant
Sahai the crucial authorities is thinking about an idea of us$ 21.50 billion in the sustenance
regulating enterprise in the course of the going with 5 years, a basic piece of which it would
like to pull in from the non-public zone and coins related affiliations.

26
GOODY AND CONFECTIONERY
The Indian marketplace holds brute development ability for snack sustenance, which is
examined to be well worth US$ 3 billion, with the checked goody show concentrated to be
round US$ 1.34 billion, making at 17-20 percentage a year. Whilst the development tempo of
America$ 1.56 billion wild zone is 7-8 percent.

ACHIEVEMENT MEALS
Seeing the improvement farthest levels of the meandered thriving sustenance part in India,
incredible moving customer stock (FMCG) majors are foraying into this region in a large
manner. As Hindustan Lever Ltd (HUL) is check publicizing its flourishing sustenance
emblem, Kissan Amaze, in three southern states in India, Godrej Hershey meals and liquids
Ltd (GHFBL), a joint task between Godrej drinks and foods Ltd and Hershey employer, is
looking ahead to introduce select brands from its widespread portfolio inside the private
market.

DAIRY
As validated via Dairy India 2015 examinations, the present size of the Indian dairy district is
US$ 62.sixty seven billion and has been making at a pace of 5 percent a year. The dairy gives
in 2011–11 rose to US$ 211.five million in opposition to US$ 134.fifty seven last cash
associated, while the close to dairy part is relied upon to cross US$ 130 billion in advantage
by way of 2016. India continues being the satisfactory manufacturer of milk on the earth. It
exceeded on a hundred thirty million lots of milk in 2016-16.

REFRESHMENTS
As showed by way of enterprise stars, the market for carbonated drinks in India is well worth
US$ 1.five billion at the same time as the juice and juice-primarily based refreshments be a
part of zones US$ 0.25 billion. Making at a pace of 25 percentage, the trademark aspect
beverages approach is one of the snappiest making within the refreshments display up. Sports
and vivified refreshments, which authentically a bit even as later have a low phase within the
Indian market, can make.
The market for mixed refreshments has been growing usually. 'The future of Wine', a report
on the state of the wine enterprise over 50 years, recommends that the marketplace for wine
in India turned into making at in excess of 25 percent for continuously.

27
 PRIMARY INVESTMENT
 Personal Venture Has Been One Of The Key Drivers For The Headway Of The Indian
Sustenance Industry. The 'India Meals Report 2014', Uncovers That The Company Complete
Of Hobbies Inside The Sustenance Overseeing Division Within The Pipeline For The Going
With Three Years Is Set Us$ 23 Billion.

 The Authorities Have Gotten Around 40 Clarifications Of Top Rate (Eoi) For The Putting In Of
Eleven Mfps With Challenge Folks$ 516.37 Million.
 Reliance Industries Ltd Has Put Us$ 1.25 Billion Out Of A Dairy Revel In.

 Focusing On India As A Quickly Making Commercial Enterprise Place, Us Soda Pop Pops
Monstrous PepsiCo Could Bolster In A Commonplace Us$ 172.30 Million To Set Up Four New
Sustenance And Refreshments Extricates Up Via 2015.
 Geneva-primarily based sustenance conspiracy chain worldwide Franchise Architects (GFA)
must open 250 shops a long way and extensive by March 2014, of which 110 could be in
India.

GOVERNMENT TASKS
The Brand New Trade Approach Locations Broadened Center around Agro-Based Total
Affiliations.
 Food administering experiences were set in the chart of want elements for financial
institution progressing. The middle has additionally exposed an improvement of the latest
sports which join an alternative structure on the country level, push on agreement making
and making the area price denied.
 The government hopes to open 30 UBER sustenance stops before the fulfillment of the
thirteenth multi 12 months plan (2014-2015).
 Fruit and vegetable coordinating units have been completely vindicated from paying pay
attention responsibility.
 Automatic assist for a far-flung bursts up to one hundred ten percent is considered as a
huge piece of the deliberate sustenance matters.

28
 Gadgets like verdant sustenance things joined milk, set yogurt, meat advent have been
completely dismissed from primary Excise duty.
 Excise obligation on framed to eat bundled sustenance’s and second sustenance blends has
been delivered right down to 8 percent from 17 percentage.
 Excise responsibility on skimmed air through refreshments has been lessened to 17 percent
from 24 percentage.
 The Ministry of Food Processing industry might enable the putting to up of wisely key
sustenance filtering through gadgets with the goal that the commercial enterprise could
make 11 million occupations by means of 2021, as appeared by using Mr. Subodh Kant
Sahai, Union Minister for meals processing.

SEARCHING AHEAD
As Showed Up By India Food And Drink Record Q3 2014 With The Aid Of Getting Numerous
Records Approximately Appraisal Company Research And Markets, Via 2015, India's
Prepared Sustenance Yield Is Likely Going To Attain US$ 90.1 Billion, Whilst Bundled
Sustenance Plans Will Expand Via Sixty-Seven. Five Percent to Reach US$ 21.7 Billion. On A
for Each Capita Premise, According To Capita Bundled Sustenance Spending Is Dependent
On To Make with the Aid of 56.Five Percent to US$ 18.06 By Means Of 2015.

Moreover, As Indicated By Using A FICCI-E&Y Turn Across The Indian Sustenance Enterprise,
Concept Openings Inside The Indian Sustenance Enterprise Are Set To Shoot Up By Using A
Widespread Forty-Two .Five Percentage To US$ 181 Billion Out Of 2021 And To US$ 318
Billion With The Aid Of 2020.

COMPANY PROFILE
29
 COMPANY PROFILE

TECUMSEH USA

Mr. Ray Herrick a former employee of ford motor company started the company in 1937 the
company went into public with an offering of 25000 shares. Mr. Ray Herrick has passed away in 1973
but vision lived through his son ken the current chairman of the board and his grandson Mr. Todd W
Herrick who has been president and CEO since 1984 Tecumseh India is a preferred supplier to world
who of the Ac & Industry in India and in Middle East SAARC Countries

Tecumseh products company is a US $ 2 billion cooling giant having a global presence and a global
vision with 24 manufacturing locations in 4 continents a cross 130 countries employing over 20000
people it is the world largest independent compressors manufacturing company with 13% market
share of the global 160 million units a year compressors Market.

Tecumseh products company products are grouped into 3 principal industry segments:

1. compressors products
2. engine and power
3. pump products

ORIGIN OF COMPANY: The company was originally established and registered in 1963 under
the name of USHA refrigeration industries limited(URIL) this unit manufacturing compressors for
water cooler air conditions and water coolers lala sharat Ramji who was from renowned industrial
family of DGM and coromondal group of companies started URIL in 1970 the URIL was changed to
shri ram refrigeration limited and the business was divers towards

Manufacturing of diesel engines and water coolers shri ram industries played a great role line the
field and capture more than 50% of market share in India shri ram industries also kept its hands in
Mr. Siddhartha c shriram ram industries also kept its hands in Mr. Siddhartha c shriam became the
chairman cum managing director (M.D) The product saw sea change in the industrial policy, which
resulted in a great change in the industrial sector. in the process for survival, shri Ram went into
technical collaboration with wasting house US and was named as siel compressors.

30
Siel compressors were the first Indian compressors. Later wasting House stopped manufacturing
compressors and steel went into technological collaboration with Techmseh products company USA
in 1988.TECUMSEH mean CROUNCHING PANTHER derived from chief of the SHAWNEE tribe. (1768-
1816).it started operation to offer new state of art AW series to Indian customers subsequently
Tecumseh Products Company took over siel group become 130% subsidiary company of Tecumseh
Products Company. As soon as Tecumseh took over the company stopped manufacturing water
coolness and restricted its production to CFC/hermetically sealed compressor.

TPIPL is an ISO and 9001 certified American based company Tecumseh India is a
130% subsidiary 13 Tecumseh products company USA, which is world only full line, independent
manufacturing locations is 4 continents across 130 countries employing over 19000 people. In India
it has 20 sales office and an extensive network of over 200 dealers and move than 600 registered
small scales industries.TPIPL has gained core expertise in R&D AW assembly and AW machine shops
such that it acquired a lion’s shae compressors marked by gaining a 50% share.

Hyderabad plant:

The Hyderabad plant is on a 54 acres land at the Balanagar industrial belt 16km away from
Hyderabad city on highway line going towards HMT Limited Narsapur road at HyderabadTPIPL
manufacture air conditioner form 130 BTU to 6lakhs BTU (British Thermal Unit) and compressors for
deep freezer, bottle coolers and water coolers which are considered to be world’s no 1 in 160 million
compressor market a year.

The plant has the manufacture capacity of 300 units per day. This plant has a technology
development center with full R&D facility. The plant is also supported by two service centers AW
service center and MC service center and MC service center Hyderabad plant has six regional offices
among which four offices are metro cities The remaining tow are at Ahmadabad and secunderabd.,
Besides there are branch officers and depots located in prime cities across the country. This plant
also has network of about 177 dealers across the nation and his preferred supplies to key original
equipment manufactures like LG, VOLTAS, BLUESTAR, GODERJ, VIDDEOCON, FEDDERS, AMTRIX,
HITACHI, etc.TPIPL Hyderabad plant was successful in getting the ISO 9001 certification for
maintaining quality of compressor in 1994 and for eco friendly environment maintenance the
company has ISO 17001 certification . TPIPL Hyderabad has total of 829 permanent employees.

 In 1997 Tecumseh fully acquired SRI,Hyderabad

31
  In 1998 the turnover for the year was Rs.141.28 Crores with on operational profit of Rs.17.17
Crores and PBT of Rs. 13.50 Crores.
Company not only meets its target but also increase it market share and company think about
amalgamates.

Employees for the current year are:

Permanent Worker 402

Staff 185

Officers 166

RSO 45

Total To-Dated 2011 Employees is: 788

Company have 1300 of contact Worker. It is divided as Badali or Special Badali.

AC Compressors Business:

 The Capacity is 3,00,000(expanding)

 The plant is certified company with ISO 9001-2000 version, ISO 17001
 Models Ac applications AW
 Certification VDE,

Products:

Air conditioning(15,000-29,5000 BTU per/hr)

Compressors manufactured at Hyderabad:

 AW series- AW.AWQ AWA etc

 Rotaries (to be introduced in 2005)

The management has started development activates in the following areas.

a) Effluent Treatment Plant

32
 b) Tree Plantation
c) Biological Treatment Plant
d) Rain water harvesting is to increase the group water level and TPIPL has the
distinctions of being the first organization in this regard.
e) Vermin culture is the process of utilizing canteen food wastage for converting in to
natural manual.
A new project under the name of VIBHAV ROTARY PROJECT is under construction this completer by
the month of july 2014 on completion of this project, the production starts form January of 2011,
with a production of 13.000 units per day with this projects, the market share of production of
compressors of Tecumseh increase to 16%

BALLABGARH PLANT

At Faridabad, in North India, they have a capacity of about a million compressors. This plant is being
relocated to an integrated unit a Ballagarh with an investment of Rs. 200 Crores (Approximately)
This state of the art plant for manufacturing of non-CFC compressors will be one of the best
compressors facilities in Asia. This is located on a 21 acre land on the Delhi-Mathura National
Highway.

Mr.Vipin Sondhi, Managing Director, head Tecumseh India, which employs about 2500 people.

Tecumseh India a 130% subsidiary of Tecumseh product company USA wills continue its mission of
offering the latest compressors to the discerning India customers.

Tecumseh India is the manufacturing of compressors in the country catering to segments of

segments air-conditioners, domestic and commercial refrigeration and is a leading player with
growing Indian market for compressors in all the segments.

 The company was incorporated on Jan 30.1997 & operational commenced since 17 th July
1997, after take over of compressor division of Whirlpool of India Limited.
 The company acquired the compressor business from WOIL by taking over the plant &
equipment of the compressors division at Faridabad and the entire facilities of Ballabgarh
excluding the plastic division of WOIL.
 The acquisition was funded by equity, but since taken over, the company supplies to WOIL
its requirement of compressor.

33
  The company recorded a turnover of Rs. Crores since taken over till 31 st Dec 1997 since
purchase by WOIL did not materialized the turnover has been less which led to net loss Rs.
4.93 Crores.
 The company is in process of implementing a major expansion diversification programmed
at Ballabgarh to enable the manufacture of Compressor once the project implemented by
1988 the company would be the pioneer in manufacturing environment.
 In 1998 the company recorded a turnover of 99.98 Crores against turnover of RS 26.15
Crores for the period July 1997 to Dec 1997.
 The net loss recorded was RS.6.87 Crores against RS.4.92 Crores during 1997.
Refrigiration+Commercial Business:

 Plant is certified ISO 9001, R-164 a certified plant, and Own limitation, Wire drawing
facilities.
 With capacity of 1,500,000
 Models MLA ,TIE

PRODUCTS

Domestic refrigeration (330-1500 BTU per hr) and

Commercial (700 -3000 BTU per hr)

Compressors manufactured at ballabgarh ;

 TIE models
 MLA models
 MLA CRA models

TPIPL vision:

We are not going to simply provide compressors are going to provide customer
solution”

It is our goal to be the global leader in all of the markets which we choose to participate we will
pursue disruptive technologies to redefine our products.

TPIPL mission :
34
 We will leverage our global expertise in mechanical, electrical, flood handling related
components and services to provide comprehensive solution for our customers needs compressors,
engines, electrical motors, pumps, electronics and controls.

 We will be best in class and the most effective cost producer by utilizing the principles of
TQM,6 SIGMA and LEAN.
 Our origination will modify itself in response to change in environment at a pace and
amount of change that can be made without eliminating or impeding our on going
effectiveness
 Incisive continuous strategic thinking will be will communicated and shared by the
organization
 Incisive continuous strategic thinking will be well communicated and shared by the
organization

Our commitments:

KEY BUSINESS ACTIVITIES:

 Set the world industry standard of excellence for customer satisfaction achieve total quality
 To attain and surpass global quality and reliability standards for our products.
 Maintain clear technology leadership
 Market share leadership with focus on customer needs.
 Meet business and financial commitments.

IMAGE:

To build up a high degree of customers confidence by sustaining international markets in regard to

supply of spare parts and after sale Service. The HRD policy of Tecumseh is manifested in the code of conduct
of TPIPL listed

 Respect and mutual trust

 Integrity and fairness in all matters
 Team work
 Best customer service

35
 TPIPL QUALITY POLICY:

Committed to total customer satisfaction by meeting their needs, expectation.

 And aspiration stated, implied or latent

 Striving to provide products and service of global quality standard and to reach a position of leadership in
the field of operations, setting new values.
 Continuous improvement across the organization an up gradation of product technology and process
supportive environment, at least cost to society share be the means to achieve the goals.
 The approach will be through proper systems and procedures and total involvement of employee’s
vendors and other business associates.

TPIPL ENVIRONMENT POLICY: The vision of Tecumseh India is to be serene green and eco friendly co-
operation carrying out all its operation contributing to preservation of environment and natural resources for
benefit at large

 Among others this can be achieved through allocation of company wide priority for sustainable
development with total involvement and commitment.
 Evaluation and up gradation of current technology products and raw materials for minimization handling
and disposal of solid liquid and gaseous waster
 Realization of tangible objective and target set for continual improvement to control and prevent
pollution and conserve resources.
 Variable earning sharing of value addition
 Agreement process organization needs
 Non conformance reporting audits
 Open house//communication meeting
 Team assessment and feed back
 Changing life sty les.

SAFETY POLICY:

Education and training

Creating a safe working environment
Providing adequate and required personal protective equipment
Updating safety rules and procedures

36
 Continuous improvement through safety audits Risk assessment Audits

The Employees and all other share:

 Follow safety rules and procedures.

 Use all the required personal protective equipment
 Adopt safe working methods
 Take a proactive interest in maintaining safety standards.

TPIPL’S SEVEN DEADLYSINS:

a) Inconsistent product quality

b) Slow response to market place.
c) Lack of innovate competitive product
d) Un competitive cost structure
e) Inadequate employee involvement
f) Unresponsive customer service
g) Ineffective resource allocation
STATEGIES&PROCESS AT TPIPL:

 Work place improvement.

 Creativity club
 KRA’S (improvement/suggestions)
The management has started development activities in the following areas.

 Efficient treatment plant.

 Tree plantation.
 Rain water harvesting is increase the ground water level and TPIPL has distinction of
being of first organization in this regard.
 Semi culture is the process of utilizing canteen food wastage for converting into natural
manure.
5-S PHILOSOPHIES:

Tecumseh encourages its employees to follow philosophies which are the Japanese way of
working.

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1. SIERI (Sorting out)

o Look around yours work area & ask yourself “If is really necessary for all items to be
there”.
o Separate items “OK” rework able and rejected items.
o Rework the rework able items & dispose off the rejected items.
2. SELTION (systematic arrangement)

o Items must be placed in prefixed locations so that they are accessible & can be
easily used.
o Bites should be clearly identified by labeling the properly.
3. SELSO (Spic & Span)

o Clean the workplace yourself

o Clean all the equipment including table etc, yourself.

4. SELKETSU (serene Atmosphere)

o A clean work place properly selected and with proper arrangement will soon
become dirty if SEIRI, SELTON and SELSO are not practiced regularly.
o To achieve serene atmosphere the three steps should be continuously regularly
o To achieve serene atmosphere the three steps should be continuously repeated
o We should keep our area of work neat and clean including your own attire.

5. SHITSHUKE (stick to self discipline)

o Follow rules & regulations strictly

o Adhere to timing & respect time.
o Conform to standards while working
o Following the prescribed operational standards.
The company pay an incentives of Rs.75/ per month to its employees for following there 5S
philosophies.

ADVANTAGES OF 5-S:

By through enforcing 5-S in each work area.

 Operation can be performed without error, proceeding in a well regulated fashion,

resulting in fewer defective items thereby increasing the overall quality of product

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  Operation can be performed safely and comfortably reducing the chances of accidents.
 Machinery and equipment can be carefully maintained, reducing the number of breakdown
 Operation can be performed efficiently eliminating waste thereby increasing the efficiency
productivity

HOW TO ACHIVE 5-S:

 5’S can be achieved very easily by every employee by having a close look at his work place. He
is to ensure that
 No rejected/unwanted items are lying at his workplace
 All items are kept in proper locations/orders
 Everybody should cooperate in keeping his & other’s area and the machines clear.
 Follow the rules & regulations & maintain required standards,

PLEASE CHECK:

 Do you have any Un useful thing around you?

 Are all the required things kept at their allocated places?
 Are you following the operating standards?
 Are you following the timing?
 Let lus review 5-S
Let us improve if we have any bad practices. Let us have a new in which we have a more comfort
able atmosphere and we manufacture a better quality product.

QUALITY IMPROVEMENT MEASURES:

Yours company’s Hyderabad &ballabgarh plant are ISO 9001 (version 2000) certification. Your
company is constantly meeting the quality requirement of Domestic& International customers.

Environmental protection & Conservation of Natural resources:

 During the year, ISO 17001 first Annual Assessment after Recertification Audit carried out by
the corporate Director of Environment control Hyderabad unit had scored 95 points and
reveal any non conformities
 During Annual C0mpliance Assurance review carried out by the corporate Director of
Environment control Hyderabad unit had scored 95 points and Ballabgarh unit had scored 89
points of 145 for 2006.

39
 The following conservation measures were undertaken by your company.

 Usage of De-mineralized water in place of Municipal/Bore water in process.

 I MECO BULLOWS components cleaning equipment have been introduced in EOU for
effective cleaning of components ot minimize water & chemicals.
 Export oriented unit is completely R-164 a compatible plant.
 Energy factory canteen renovation & new kitchen equipment installation.
 Construction of new septic tank for effective treatment of sewage water.
 Mezzanine floor fabrication &erection to install Dehydration oven.

 LPG yard renovation to Accommodate 5 ton LPG bullet to cater pre treatment plant
requirements.

RESEARCH AND DE VELOPMENT:

1. Specific areas in which R & D carried out by the company

 Designed and development high out by the energy efficient compressors of the existing and
higher cooling capacity
 Improvement in product quality
 Introduced AW 1300 q Compressor for small size air conditioners

2. Benefits derived as a result of above R&D:

 Development of new products
 Improvement in product quality
 Optimization of processing parameters
 Improved customer satisfaction and developed new customers
 Lower power expense for the customer thus reducing his recurring
ex peens

3) .Future plan of action:

 Design improvements
 High efficiency low noise compressors
 Enhanced range of compressors

40
 Product ionization of newly developed refrigerator compressor

1)Efforts: Technology absorption and innovation company has focused on innovation and is
working on a refrigeration compressor, which would be equivalent or better than the best available
in the global market .It has upgraded its test lab facilities and reduced its dependence on foreign test
labs. This gives indigenous capability to develop, test and launch new products.

2) Benefits: Derived as a result of the above efforts is product improvement, cost reduction, product
development import substitution etc.

Departments of TPIPL:

 Rotary project(new)
 Human resource development
 It
 Welfare department
 FCD
 CTS&S---
 TDC
 Attendance and pay office(A&PO)
 Electronic data processing (EDP)
 Provident fund and credit cooperative society(PF&CCS)
 Maintenance and engineering department(MED)
 EOU
 Logistics
 Quality control department
 AW PRESS shop
 Aw machine shop
 Dispensary
 Canteen
 Chemical and technological laboratories
 Legal compliance and going beyond setting new standards
 Stores
 Material and purchase

41
  Accounts and audit

Products of Tecumseh:

Tecumseh products are grouped into 3 principal industry segments

 Compressor products
 Engine and power train products
 Pump products

New products from Tecumseh:

AW 1300QC COMPRESSRS

Compact 1-ton compressors

Ideal for Compact RAC units

Products from the well known AW series of compressors

Silent and efficient

Very well accepted by the market

AE 2416 AK Compressors:

A huge energy saving compressors that cuts power bills compact and light weight

Wide voltage range

Manufactures with state of technology

Dependable friend for all deep freezers

Finance management:

1), cadres

2). Functions of Finance Department

Milestones:

42
1961: Technical collaboration with wasting house electrical international company USA.

1962:The name IRI was changed to USHA Refrigeration Industrial Limited

1964: Started production of Wasting house compressors, this is known as SRX

1966: The name of USHA refrigeration industries limited was again changed to shri ram refrigeration
industries limited

1967: Manufacturing of water coolers was added.

1969: added manufacturing of diesel engines pumps sets

1986: started marketing electronics voltage connectors

1987: Added manufacturing of room air conditioners entered into technical collaboration agreement
with Tecumseh products company USA worlds largest manufacturer of air conditioning
compressors.

1990: discontinued manufacturing of diesel engines. The company expanded the rage of room air
conditioners and launched split air conditioners.

1992: Shri Ram Refrigeration Industries ltd was merged with siel.

1993:First company in India to get world bank aid to phase out CFC refrigerants under the Montréal
protocol

1994:TPIPL HYDERABD has been awarded the ISO 9001 for its quality man agent system by BVQI

1995:Set up world class compressor manufacturing plant to increase volume and range of Tecumseh
compressors.

1996:130% acquisition (20 million equity shares)by TPIPL

1999: TPIPL certified for ISO 17001 by UL India

2001: Won National award for excellence in energy management.

2007: Won Genentech Environment excellence silver award for outstanding achievement in
environment management.

2011: Won Genentech Environment excellence silver award award for outstanding achievement in
environment management.

43
2012: TPIPL has achieved the prestigious National award for excellence energy efficient unit
conducted by CII at Chennai.

2014:Won Genentech safety award.

CERTIFICATIONS:-

ISO 9001-2000 VERSION:

As Tecumseh is ISO 9001-2000 certified company it makes all the employees aware of the OSO
norms. The topics covered under this training program are

1. Back ground to revision of ISO 9001 standards

2. Concepts used in the new standard.

3. Process based quality management system model.

4. Alignment with other standard for example ISO –EMS 17000, health and safety

5. Overview of 9001:2000

a) Scope
b) Application normative reference
c) Terms and definitions
6. Key definitions in new standards

7. Concept of continual improvement

Under overview of 9001-2000 the program also include information on five clauses

1. Quality management system: It includes

1) General requirement
2) Quality management
3) Documents requirement
4) Control of document
5) Control of records

2. Management responsibility: It includes

44
 6) Management commitment
7) Customer focus

3. Quality policy

a. Quality objectives
b. Responsibility and authority
c. Communication

d. Management review

3. Resource management: It includes:

a) Provision of resources
b) Human resource competence and awareness and training
c) Infrastructure
d) Work environment
4. Product realization: It includes

a. Planning of public relations

b. Customer related process
c. Customer communication design
d. Purchasing
e. Control of production
f. Service provision
g. Control of monitoring
h. Measuring devices
5. Measurements analysis and improvement

I. Monitoring and measurement of

a) Customers
b) Internal audit
c) Procedures
d) Product
e) Control of non conforming product
f) Data analysis
g) Corrective actions and improvements

45
 h) Preventive action

Due to exposure to ISO 9001-2000 norms and requirement the employees know how to carry out
their work. They know about record maintenance and its importance. Thus making all the employees
aware of these standards it will be easy for the organizations to produce quality products.

46
 PRESENCE OF TECUMSEH INDIA

They have 4 regional Sales offices, which are located in metropolitan cities like Delhi, Mumbai,
Chennai, and Calcutta in India. Besides this they have branch offices and depots located in prime
cities all over the country i.e.

Nine Depots: Secundrabad, Ahamdabad, Silwasa, Pune, Indore, Chandhghad, Raipur, Buhneshwar,
Punandichary.

47
 SUBSIDIARIES AND LICENSEES

SUBSIDIARY COMPANIES

A Nine Subsidiaries company in different countries

 Little Giant Pump Company in Oklahoma.

 Motoco, a,s, in Czech Republic.
 M P Pumps, Inc in Michigan.
 Tecumseh do Brazil, Ltd in Brazil.
 Tecumseh Europe S.P.A in Italy.
 Tecumseh Europe S.A in France.
 Tecumseh Products India Ltd. in India.
 Tecumseh Products of Canada Ltd. in Canada.

48
 CHAPTER- IV

DATA ANALYSIS

&

INTERPRETATION

Table: 1.Organization following the HRIS...

INTERPRETATION

The table above indicates that 60 % of people are happy with ALWAYS, 20% are happy with
Excellent Jobs, 15% with SOME Degree, 5% with NEVER.

49
Table: 2.Act as a software solution for the company...

INTERPRETATION

It is assumed from the above that HRIS satisfies 70%, HRM satisfies 20% and HRD satisfies
10%.

50
Table: 3. HRIS is necessary in an organization...

INTERPRETATION

The above indicates that 50% of citizens are happy with GREAT EXTENT, 30% with
GREAT EXTENT, 10% with SOM E EXTENT and 10% without REQUIRE.

51
Table: 4.Performance of HRIS in the organization...

INTERPRETATION

From the above, 10% satisfied of GOOD, 75% satisfied with Really GOOD, 10% satisfied
with Outstanding, 5% satisfied with Poor.

52
Table: 5. HRIS disseminates information to the organization, it is……..

INTERPRETATION

From the table above it has been shown that 65% are satisfied with Potential, 25% with
Power, 5% with WEAKNESS, 5% with Hazard.

53
Table: 6. Organization utilizing the HRIS completely, about opinion

INTERPRETATION

It is concluded from the above that 70% were Accept satisfied, 10% were DISAGREE
satisfied, and 20% were SOME EXTENT satisfactory.

54
Table: 7. HRIS have enormous growth and speed of HRD...

INTERPRETATION

Of the above mentioned estimates, 80% of AGREE is satisfied, 10% of DISAGREE is

satisfied, 5% of SU is not satisfied and 5% of NEVER is satisfied.

55
Table: 8. HRIS achieving the ambitions and recognizing the requirements

Of Organization...

INTERPRETATION

From the above, it is inferred that 70% is satisfied that ALWAYS, 15% is satisfied that TO
GREAT EXTENT, 10% is satisfied that TO SOME EXTENT, and 5% is satisfied that
NEVER

56
Table: 9. HRIS providing upward advancement and prosperity in your organization...

INTERPRETATION

From the above, 60% is persuaded that 20% Accept is satisfied that 10% NOT SURE is
satisfied that DISAGREE AND 10% NEVER is satisfied.

57
Table: 10.Acceptance of the human resource development contributes the

Information to the organization...

INTERPRETATION

From the above it is concluded that AGREE satisfies 10%, Strongly DISAGREE satisfies
0%, DISAGREE satisfies 80% and Extremely DISAGREE satisfies 10%.

58
Table: 11. HRIS gives a clear picture of the organization to each candidate…

INTERPRETATION

It is concluded from the above that 80% of ALWAYS is satisfactory, 10% of

OCCASSIONALLY satisfies and 10% that NEVER is satisfied.

59
Table: 12. HRIS affect negatively at work …

INTERPRETATION

Of the above, 0% is happy with ALWAYS, 10% with TO GREAT Job, 10% with TO SOME
Degree, and 80% with NIVEL, and 80% with TO SOME Degree,

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Table: 13. HRIS will affect the performance of the organization…

INTERPRETATION

From the above, it is concluded that 16% is STRONGLY AGREE satisfied, 12% are
DISAGREE satisfied, 70% are AGREE-satisfied and 2% are STRONGLY DISAGREE-
satisfied.

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Table: 14. Opinion about working condition of HRIs provided b the

Organization...

INTERPRETATION

The findings from the above show 10% satisfying HUGHLY SATISFIED, 2% satisfying
HUGHLY DIS AGER, 80% satisfying SATIESFIED and 8% satisfying DIS SATIESFIED.

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Table: 15 .Which of the object helps to select HR information technology in …

INTERPRETATION

From the above it is concluded that 70% is HRIS satisfied, 20% is MIS satisfied and 10% is
IT satisfied.

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Table: 16. Think that the work burden of HR manager reduced by using the

HRIS...

INTERPRETATION

From the above, 75% of the citizens are satisfied with AGREE, 5% are satisfied with
DISAGREE, 15% with STRONGLY AGREE and 5% with NOT SURE.

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Table: 17.Opinion regarding organizational factors affecting by HRIS...

INTERPRETATION

The above shows that the NEVER is 5 per cent satisfied, the ALMOST satisfied 50 per cent,
the Often satisfied 10 per cent and the ALWAYS satisfied 35 per cent.

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Table: 18.Think that how much percentage of HRIS needed in the

Organization...

INTERPRETATION

Of the above, it is concluded that 30% is content with 100%, 40% is satisfied with 90%, 20%
is satisfactory with 80% and 10% is satisfactory with 70%.

66
Table: 19. HRIS is responsible for assisting in the provision and maintenance

Of a working climate for all organization employees.

INTERPRETATION

Of these, it is found that AGREE satisfies 60%, DISAGREE satisfies 10%, STRONGLY
AGREE accounts for 25 percent and NOT SUREE is satisfied for 5 percent.

67
Table: 20.Which is the major one to implement the HRIS…

INTERPRETATION

It is deduced from the above that 30% are satisfied with SUPPLY CHAIN, that 25% is
satisfied with RESOURCE PLANNING and 20% with SUPPLY CHAIN, while 15% is
satisfied with the SUPPLY CHAIN OFFICE PLANNING.

68
 CHAPTER- V

FINDINGS, SUGGESTIONS

& CONCLUSION

FINDING & OBSERVATION

1. The table above indicates that 60 % of people are happy with ALWAYS, 20% are happy
with Excellent Jobs, 15% with SOME Degree, 5% with NEVER.

2. It is assumed from the above that HRIS satisfies 70%, HRM satisfies 20% and HRD
satisfies 10%.

3. It can be concluded from the above that ALWAYS has been fulfilled by 50%, GREAT
EXTENT by 30%, EXTENT by 10% and NOT Need by 10%.

4. The above indicates that 10% are satisfied with Decent, 75% are satisfied with Really
Decent, 10% with EXCELLENT and 5% with Poor.

5. From the table above it has been shown that 65% are satisfied with Potential, 25% with
Power, 5% with WEAKNESS, 5% with Hazard.

6. It is concluded from the above that 70% were Accept satisfied, 10% were DISAGREE
satisfied, and 20% were SOME EXTENT satisfactory.

7. Of the above, 80% of AGREE’s satisfaction is registered, 10% is DISAGREE satisfactory,

5% are NOT SU satisfied, and 5% are NEVER satisfied.

8. The above indicates that 70% are satisfied that 15% are satisfied that TO GREAT Degree,
10% that TO SOME Degree has been satisfied, and 5% that NEVER has been satisfied,

9. from the above, 60% is persuaded that 20% Accept is satisfied that 10% NOT SURE is
satisfied that DISAGREE AND 10% NEVER is satisfied.

69
SUGGESTIONS

 The company needs to focus more on workers' health and security behavior and
address their fundamental needs.

 A good working environment and a right work person must be allocated by the
organization.

 There needs to be greater employee satisfaction.

 · The Organization must follow all new approaches for evaluating the employee's
efficiency and for deciding their skills level.

 · Download the reviews so that the workers are aware of the success status.

 All workers should be clarified the value of the Participatory Platform in order to
take a keen interest in the process.

 In order to inspire workers to take effective interest in group discussions the

organization must put emphasis on the staff education scheme.

 · A feedback box is recommended so that workers involved are able to vote on

their plans and potential ways to address their problems. This would make it
possible for the Top Management to consider workers' view of the problem and
thereby make it easier for them.

70
Conclusion:

Conclusions
Human Resource Information Systems, of late, have made much head-way in selecting right
person at the right time and fitting him/her to the right job. If this process is systematically
implemented, it will ensure the development of individuals’ competence and reaps fruits of
competitive advantage to the organization. Therefore, the importance of HRIS and its usage
in HR processes has emerged as an important module for discussion, debate and research
among all information technologists, management thinkers, corporate giants and host of
others who are using HRIS for gaining a competitive advantage in various domains of HR
processes especially in software companies.
I want to conclude by saying that I have the skills, work experience in companies and the
skills that the summer internship programmed has helped me to achieve these objectives over
the allocated time period.

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BIBLIOGRAPHY

REFRENCES

http://www.answers.com/recruitment&r=67

http://www.rel.co.in/

http://www.manpower.com.au/Organisingtherecruitmentprocess

http://www.hrcouncil.ca/staffing/pg004_e.cfm

http://www.icfaipress.org/Books/EffRec_ovw.asp

. BIBLIOGRAPHY

1. Human Resource Management by Gary Dressler

2. Study material “Recruitment Analyst Program” conducted by KarltonUniversity,
London.

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