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Mahatma Gandhi Mission’s

Institute of Management Studies & Research

At Junction NH – 4, Sion – Panvel Expressway, Kamothe, Navi Mumbai – 410 209

ANALYSIS

OF

HUMAN RESOURCE MANAGEMENT SYSTEM

IN

TAJ LANDS END

SUBMITTED TO

MGM’S INSTITUTE OF MANAGEMENT STUDIES & RESEARCH,

NAVI MUMBAI

BY

ROHAN RAJNIKANT SAMANT

Roll No. 57

Batch No. I

IN PARTIAL FULFILLMENT OF

MASTER OF MANAGEMENT STUDIES (MMS), UNIVERSITY OF

MUMBAI

3RD MAY-2ND JULY , 2011-12

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DECLARATION

I, ROHAN RAJNIKANT SAMANT hereby declare that this project

report is the record of authentic work carried out by me during the period

from 3RD MAY 2011 to 2ND JULY 2011 and has not been submitted to

any other University or Institute for the award of any degree / diploma

etc.

Signature :

Name of the student: ROHAN RAJNIKANT SAMANT

Date:

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CERTIFICATE

This is to certify that Mr. ROHAN RAJNIKANT SAMANT

of MGM’s Institute of Management Studies & Research has

successfully completed the project work titled HRMS in partial

fulfilment of requirement for the completion MMS as prescribed

by the University of Mumbai.

This project report is the record of authentic work carried out

by him during the period from 3RD MAY 2011 to 2ND JULY 2011 .

He has worked under my guidance.

Signature

Name

Project Guide (Internal)

Date :`

Counter signed by

Signature

Name

Director

Date :

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ACKNOWLEDGEMENT

Planning & Motivation are the two key factors in making any activity asuccess. Goal achievement is a result of effort rather than individual effort. Ihave been the same of this project the co-operation & support of manyindividuals has made this project a success.

I have the honor to express my heartfelt gratitude to Ms. Resham Gupta

(Asst Manager HumanResource ) for giving me the opportunity to undergothe summer training in their esteemed organization and for her valuableguidance and support.

With warm regards, I would like to thank Mr.Hemant Shinde (Manager – Human Resources) of Taj Lands End , for the encouragement and guidancecontinuously provided by him.

I take this opportunity to extend my sincere gratitude to all the staff members

for their whole hearted cooperation and valuable help throughout the training.

I sincerely express my gratitude to Prof. Divya Abroal for her valuablesupport guidance throughout the Summer Internship period.

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Chapter Scheme

1. Introduction 9

2. How to select HRIS 18

3. Types of Human Resource Module 20

4. Five Top Human Resource Module

for ERP System27

5. Five Steps to select HRIS 33

6. Implementation of HRIS 36

7. Security of HRMS 38

8. Advantages of HRIS 40

10.Barriers to success of HRMS 42

11.Critical Analysis 43

Executive summary7



The Human resource management system (HRMS) covers entire picture of softwarewhich constitute attraction, selection, retention, development, and utilization of labor

resource in order to achieve both individual and organizational objectives. It also cover picture of Human Resources Information Systems (HRIS) which is an integration of HRM and Information Systems (IS). Also the function & important uses of HRIS or Human resource Information system & how it helps the helps HR managers to

perform HR functions in a more effective and systematic way by using technology. ITcovers uses from acquire, store, manipulate, analyze, retrieve, to distribute pertinentinformation regarding an organization's human resources. This project gives also clear indication uses of How to implement and how to take precaution while implementing

HRMS in organization. It emphases on fact that amount of degree HRMS canfacilitate on decision making. Project mainly covers components or importantavailable Modules in the market in deeply. It gives real market information about top 5

players or system running in market. This report ends with critical analysis as well theconclusion regard to project.

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Chapter – I

Introduction

What is Human resource Information System?

A Human Resource Management System (HRMS), Human Resource Information System (HRIS),

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HR Technology or also called HR modules, refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as adiscipline and in particular its basic HR activities and processes with the information technologyfield, whereas the programming of data processing systems evolved into standardized routines and packages of Enterprise Resource Planning (ERP) software. On the whole, these ERP systems have

their origin on software that integrates information from different applications into one universaldatabase. The linkage of its financial and human resource modules through one database is the mostimportant distinction to the individually and proprietary developed predecessors, which makes thissoftware application both rigid and flexible.

A Human Resource Management System is a systematic procedure for collecting, storing,maintaining, retrieving, and validating data needed by an organization about its human resources, personnel activities, and organization unit.

A HRMS need not be complex or even computerized. HRMS can be as informal as the payrollrecords and time cards of a small business, or as extensive and formal as the computerized humanresource databases of major manufacturers, banks, and governments. HRMS can support long range planning, with information for labor force planning, and supply and demand forecasts; staffing withinformation on equal employment, separations, and applicant qualifications; and development withinformation on training program costs and trainee work performance. HRIS can also supportcompensation programs

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 andaccounting functions within a business. Normally packaged as a data base, hundreds of companiessell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based onthe capabilities you need in your company.

Typically, the better The Human Resource Management Systems (HRMS) provides

Management of all employee information.

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Reporting and analysis of employee information.

Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines.

Benefits administration including enrollment, status changes, and personal informationupdating.

Complete integration with payroll and other company financial software and accountingsystems.

Applicant and resume management.

The HRIS help companies track:

Attendance Pay raises and history, Pay grades and positions held, Performance development plans, Training received, Disciplinary action received,

Personal employee information, and occasionally, Management and key employee succession plans, High potential employee identification,

With an appropriate HRIS, Human Resources staff enables employees to do their own benefitsupdates and address changes, thus freeing HR staff for more strategic functions. Additionally, datanecessary for employee management, knowledge development, career growth and development, andequal treatment is facilitated. Finally, managers can access the information they need to legally,ethically, and effectively support the success of their reporting employees.

Company Profile

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The Game Plan

The Indian Hotels Company Limited is the Largest Hotel, Leisure and Hospitality Company inSouth Asia. The company’s hotel business emphasizes the global operation of hotels and resorts inthe Luxury, Upper-Upscale, Upscale and Economy segments. The company’s brand names includeTaj Hotels Resorts and Palaces, Vivanta by Taj, The Gateway Hotel and Ginger. Dedicated to the highest standards of hospitality, service and continuous innovation for over ahundred years, the Taj group includes Owned, Leased and Managed hotels totaling 103 Hotels, in 12countries, on 5 continents with 12243 rooms.

Our aim is to be recognized as one of the Top global hotel groups providing exceptional customer satisfaction in each of our hotels.

The growth strategy of our group is to operate 20,000 Rooms, in 25 major Destinations around theworld and achieve a group Turnover of US$ 2 billion, with 33% share from international operations, by 2014.

Vision

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Embrace Talent and harness Expertise,

To leverage standards of Excellence in the Art of

Hospitality

To Grow our International presence,

Increase domestic Dominance and

Create Value for all stakeholders

5 Success Factors

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1. Exceed Customer Expectation

2. Create Differentiations

3. Achieve Operational Excellence

4. Enhance Relationships

5. Leverage Collective Strengths

ValuesWhat We Want To Be What We Believe Why We Exist

• PEOPLE, DIVERSITY, INTEGRITY & RESPECT

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People are our greatest asset and the key to our success. We respect diversity of people,ideas, cultures and honor the value of individuals in a team.

•

PASSION FOR EXCELLENCE

We believe in perfection to achieve excellence. We continuously improve processes tosurpass global benchmarks.

• EXCEED EXPECTATIONS

We succeed by exceeding expectations of all stakeholders and protecting the interest of our shareholders and playing by the rules.

• INNOVATION

We encourage innovation, embrace change and support growth through knowledge andlearning.

• SENSE OF URGENCY & ACCOUNTABILITY

We accept responsibility and deliver on promises with a sense of urgency and agility

•SOCIAL RESPONSIBILITY

We commit to improve the quality of life of the communities we serve and our concernfor the environment by returning to society what we earn

• JOY AT WORK

We recognize and respect each other in all interactions and set theexample for our guests, business associates and colleagues. We

encourage a fair environment that supports equal opportunity to attract,develop and retain the best talent and endeavor to have fun

Objectives of the study

The function of Human Resources departments is generally administrative and common to all

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organizations. Efficient and effective management of "Human Capital" has progressed to anincreasingly imperative and complex process. The HR function consists of tracking existingemployee data which traditionally includes personal histories, skills, capabilities, accomplishmentsand salary. To reduce the manual workload of these administrative activities, organizations began toelectronically automate many of these processes by introducing specialized Human Resource

Management Systems. Due HR executives rely on internal or external IT professionals to develop andmaintain an integrated HRMS. Before the "client-server " architecture evolved in the late 1980s, manyHR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to purchase or program proprietary software, these internally-developed HRMS were limited to organizations that possesseda large amount of capital. The advent of client-server , Application Service Provider , and Software asa Service or SaaS Human Resource Management Systems enabled take increasingly higher administrative control of such systems.

Human Resource Management Systems encompass:

1. Payroll2. Leave management system3. Benefits Administration4. Performance appraisal module5. Recruiting6. Training/ Learning Management System (LMS)7. Performance Record

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http://en.wikipedia.org/wiki/Client-server


http://en.wikipedia.org/wiki/Application_Service_Provider



http://en.wikipedia.org/wiki/Application_Service_Provider



CHAPTER – II

DATA PROCESSING AND ANALYSIS

How to select human resources software

system or why to select –

Human Resources information technology is essential for companies to manage their benefits plansand their employee information. Benefits management technology is no longer a “nice to have,” but a

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necessity to help HR manage both a sea of information and the money spent on benefits plans, as HR faces limited resources and constantly changing data. But how do HR and other executives know theyare selecting the best HR information technology to manage all of the details, and that the solutionthey select will stand the test of time?

Following are the key questions to ask and answer in the process of selecting Human Resourcesinformation technology.

What is the degree of flexibility and scalability that the HR information technology software provides? HR professionals should determine if the software can import data from multiple Excelspreadsheets, databases, and paper documents and the level with which it can interface with all kindsof system and data.

The software should be able to take in and filter information from multiple sources. Ideally, this process should also be automated. Many online enrollment solutions require that data be manuallymanipulated before it can go to a carrier to update their systems. Automation of the update format,transmission schedule and delivery method can help to eliminate billing and eligibility issues.

Will the software be able to accommodate HR’s company and benefits carriers’ rules? A trulycapable enrollment engine will evaluate each enrollment activity and apply any necessarycombination of rules, messages, prompts, and options specifically designed to meet the exacteligibility requirements desired. The software should accommodate any eligibility rules that thecompany and carriers have.

Will the HR information technology be able to grow and scale with the organization? HR shouldassess the technology’s ability to grow as the company brings on new employees, offices, benefitschanges, and rules. HR should ask about the thresholds for each of these elements.

Is the HR information technology software able to integrate with other systems? Payroll and other functions often share much of the same information as benefits management. HR can obtain greater efficiencies when data and other employee information entered into one system can be shared withanother system.

Who is responsible for implementing, or building, the solution? What level of training is involved?Some solutions require the client to be very involved with the initial implementation, which can beoverwhelming for already busy HR administrators.

HR should have a clear understanding of the level of training and technical expertise that will berequired and the amount of time expected. Questioning solution providers on this topic can provideinsight into subtle areas that might initially appear simple, yet involve significant technological

expertise. HR can then determine specific tasks that may be so cumbersome as to realistically impedecompletion, potentially reducing HR information technology value and ROI.

If training is involved, is there a charge? Costs of training should also be assessed - including timeaway and travel expenses for off-site travel. HR needs to become aware of all hard and soft costsinvolved in the HR information technology adoption.

Who will own the data? The answer to this question should be the Human Resources organization.Companies should be able to transport their data to any Application Service Provider (ASP).

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What types of maintenance and upkeep are required? When software is installed on a company’s on-site workstations or servers, regular updates to that technology are often required and may becumbersome to plan for and manage. Updates to HR information technology are often madeautomatically with software available online through an Application Service Provider (ASP) or Software as a Service (SaaS) model.

What security measures are built into the HR information technology? If the software is availableonline, through an ASP or SaaS model, the provider should offer daily backups, backup servers, andadded protective layers. Additional systems and procedures should be in place to safeguardinformation from being lost or accessed by unauthorized personnel. HR, in consultation with other managers, should have exclusive authority to decide who will be allowed access to the HR information technology and to what degree.

Will employees be able to enroll in benefits plans and make changes in real-time to their personal

data and plan choices? Employee access should be a given, considering the widespread, generalaccess to computers; 70% of the population has Internet access at home. Employee self-service provides huge potential to save time and money. A good self-service system will guide employeessmoothly through entering information about themselves and their dependents.

The system should clearly present the plans available and enable employees to make selections attheir convenience, simplifying these actions throughout the process with wizards. Employees shouldalso be able to add dependents and change information as necessary, 24 hours a day, seven days aweek.

The need for HR information technology systems is increasing. With HR staff finding a vast array of options in HR information technology systems, it is increasingly important to analyze and weigh alloptions available. Choosing an HR information technology system should be looked at as aninvestment that will grow with the department and company’s needs. These questions will lead you tothe appropriate HR information technology system for your company.

Types of Human Resource Module

Payroll Module

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The Payroll module maintains all information on your employees. This includes keeping track of sick and vacation hours accumulated and used during the year. Each employee record includes aHuman Resources information page where you may enter notes relating to job history and performance reviews.

The Payroll module allows for calculation of two additional local withholding taxes in conjunctionwith the Federal and State withholdings. Earned Income Credit calculations are also included as anoption.

You may create an unlimited number of deductions and miscellaneous compensations to assign toemployees. Deductions and miscellaneous compensation may be calculated as taxable or tax exempt.

Payroll module includes a Direct Deposit function. Direct Deposit requires the activation of anElectronic Transaction Network account. The interface for deposit transmittal to the Electronic

Transaction Network is already included in the Payroll module.

The Payroll module contains the options listed below:

• Maintain Employee Information

• Enter Time Cards• Post Time Cards

• Calculate Pay

• Maintain Employee Deductions

• Maintain Miscellaneous Compensations

• Void Pay Check

• Electronic Transaction Network Interface

• Maintain Payroll Divisions

• Payroll Tax Tables

• Maintain Tax Codes

• Payroll Reports

Training & Learning management module

The Training module provides a system for organizations to administer and track employee trainingand development efforts. The system, normally called a Learning Management System if a standalone product, allows HR to track education, qualifications and skills of the employees, as well asoutlining what training courses, books, CDs, web based learning or materials are available to developwhich skills. Courses can then be offered in date specific sessions, with delegates and trainingresources being mapped and managed within the same system. Sophisticated LMS allow managers to

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http://en.wikipedia.org/wiki/Learning_Management_System

http://en.wikipedia.org/wiki/LMS

http://en.wikipedia.org/wiki/Learning_Management_System

http://en.wikipedia.org/wiki/LMS



approve training, budgets and calendars alongside performance management and appraisal metrics.

Many organizations have gone beyond the traditional functions and developed human resourcemanagement information systems, which support recruitment, selection, hiring, job placement,

performance appraisals, employee benefit analysis, health, safety and security, while others integratean outsourced Applicant Tracking System that encompasses a subset of the above.

A learning management system (LMS) is software for delivering, tracking and managingtraining/education. LMSs range from systems for managing training/educational records to softwarefor distributing courses over the Internet and offering features for online collaboration. In manyinstances, corporate training departments purchase LMSs to automate record-keeping as well as theregistration of employees for classroom and online courses. Student self-service (e.g., self-registrationon instructor-led training), training workflow (e.g., user notification, manager approval, wait-listmanagement), the provision of on-line learning (e.g., Computer-Based Training, read & understand),

on-line assessment, management of continuous professional education (CPE), collaborative learning (e.g., application sharing, discussion threads), and training resource management (e.g., instructors,facilities, equipment), are dimensions to Learning Management Systems.

Most LMSs are web-based to facilitate access to learning content and administration. LMSs are used by regulated industries (e.g. financial services and biopharma) for compliance training. It is also used by educational institutions for enhance and support classroom teaching and offering courses to larger population of learner across the globe.

Some LMS providers include "performance management systems," which encompass employeeappraisals, competency management, skills-gap analysis, succession planning, and multi-rater assessments (i.e., 360 degree reviews).

For the commercial market, some Learning and Performance Management Systems includerecruitment and reward functionality.

LMSs are based on a variety of development platforms, like Java EE based architectures,Microsoft .NET, PHP, and usually employ the use of a database back-end. Some systems are

commercially developed and have non-free software licenses or restrict access to their source code,Other systems are free and open-source and frequently used. Other than the most simple, basicfunctionality, LMSs cater to, and focus on, different educational, administrative, and deploymentrequirements.

MANPOWER PLANNING MODULE

MANPOWER PLANNING…headcount analysis, turnover, organization charts

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http://en.wikipedia.org/wiki/Computer_based_training#Computer_Based_Training

http://en.wikipedia.org/wiki/Collaborative_learning

http://en.wikipedia.org/wiki/Java_EE

http://en.wikipedia.org/wiki/Microsoft_.NET

http://en.wikipedia.org/wiki/PHP

http://en.wikipedia.org/wiki/Database

http://en.wikipedia.org/wiki/Open_source

http://en.wikipedia.org/wiki/Applicant_Tracking_System

http://en.wikipedia.org/wiki/Computer_based_training#Computer_Based_Training

http://en.wikipedia.org/wiki/Collaborative_learning

http://en.wikipedia.org/wiki/Java_EE

http://en.wikipedia.org/wiki/Microsoft_.NET

http://en.wikipedia.org/wiki/PHP

http://en.wikipedia.org/wiki/Database

http://en.wikipedia.org/wiki/Open_source



How many employees do we have to hire, train or promote this year?

The Manpower Planning module manages the employee inventory and handles a number of relatedissues, including:

Maintaining an inventory of the number of required job positions by Branch, Department, andSection based on the organizationsManning objectives

Calculating actual head count and determining variance between required and actual

Providing interface to third-party applications such as OrgPlus and Visio for printingorganization charts

Calculating turnover for the current base period

Projecting turnover for a future period using past results

Including retirement projections to determine future vacancies

Integration with Succession Planning

While the Manpower Planning module provides quantitative forecasting, when combined with theSuccession Planning module, they provide a forecasting tool that may be used to predict the number

of people the organization will have to hire, train and promote in a given period. Succession Planning provides more qualitative features.

How many employees with appropriate qualifications (education, skills and training) will be availablefor promotion to management type jobs this year? Who in our present work force is qualified todayto be considered for an opening as a marketing manager?

SUCCESSION PLANNING…providing adequately trained and qualified personnel at all levels

Perhaps the greatest benefit of an integrated human resource and payroll system is the instant, on-demand access to information you need to make decisions quickly. By enabling authorized personnelto instantly lay their hands on detailed applicant and employee information, HRM helps your organization work smarter, faster, and more efficiently. For example, Succession Planning's capability helps you instantly scan your pool of applicants, aswell as internal resources, to match qualifications to open positions. Not only does this make it easier to find the right candidate for the right position, you may also identify potential skill shortages inyour workforce, enabling you to proactively train and hire for future skill requirements.

The prime objective of Succession Planning is the provision of adequately trained and qualified personnel to meet the future staffing needs of the organization. Accomplishing this requires aquantitative and qualitative understanding of the past and planning for the future. The Manpower Planning and Succession Planning modules deliver in this regard.

Job Requirement

One of the pre-requisites of Succession Planning is the maintenance of job position data. This

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requires entry of information on the education, skills and training requirements of each job position.

Qualification Gap Analysis

This is a HR planning and development feature that may be used by the HR department or at thedepartmental level. The Dynamic Selection mechanism is first used to select the set of employees for whom the gap analysis will be done. The Generate Gap function is then used to match the qualifications for each individual against therequirements for the substantive position to which the individual is assigned. Gap data may bedisplayed on the screen or extracted to a work file. The Extract to Work file feature exports the gapdata to an Excel spreadsheet which then provides a printed copy of the results.

Information on employees who are qualified, over-qualified or under-qualified is then available. For under-qualified employees who require training, the integrated Training module may be accessed

directly. Employees may then be listed for recommended training to address the identifiedqualification gaps.

Job Forecasting

Job Forecasting addresses the issues of assessing the potential of employees to fill future positions. It

uses current qualifications data of the selected employees and matches against the requiredqualifications for future positions. The identified gaps determine the training that will be needed toenable employees to meet the required. Career Paths

Whether employees are promoted within relatively specialized career lines or be given broadexposure to a variety of jobs depends on both the organization's policy and individual choice. It is afunction of organizational needs and employee expectations. Within a given organization, its members come to anticipate a certain pattern of job progression based

on what they have observed of the internal mobility of other employees. The system provides afacility to display various career paths based on the organization structure. Various career pathoptions may be discussed with employees and graphically illustrated.

Job Search

The Succession Planning module includes a Job Search feature. The vacant position is first selected.The qualification search parameters are then specified and may include any combination of

Education, Skills and Training. The system may also be directed to search among certain selected employees and/or applicants (fromthe applicant’s database). With the Search feature, the system searches the target databases and provides a short-list of candidates who meet the stated requirements. Recruitment may then be focused on the short listedcandidates.

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All the above and much more …

Recruitment Module

The HR Recruitment Module is designed to help HR manage a core function within HumanResources. This module forces a new job request to go through a strict workflow before HR canfinally begin trying to find candidates to fill the role. The main benefit for HR is that a job requestmust have certain information from the manager before being submitted, if the information is notgood enough then it can be rejected and sent back to the requestor with comments as to why theinformation is not good enough. The system can also be set up to be a Mail In Database, if this isdone then external applications can be received into the system and these can be monitored by HR. If successful then the applicant can be created as a Candidate in the system.

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• Job Requisitions

• Skill sets and Competencies for Vacancies

• Recruitment Channels, i.e. Press, Agencies

• Links to existing Website• On-line application

• Fully automated Interview Process

• Correspondence, i.e. Offer Letters, Rejections, Terms & conditions

• Built in reports including Equal Opportunities

• Links to People and Training Module

Leave Management System(LMS)

LMS is a comprehensive and flexible leave management system enabling you to enter and manageleave requests according to your rules. It is an integrated module of Work Tech Time that allowsyou to:

Capture Employee Leave Requests

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• Enter and cancel requests.

• View outstanding leave requests, including present status.• View leaves balance, including current position and look-forward.

Send Notifications Automatically

• Approval/rejection of leave request.• Request beyond rule boundaries.

Track Leave Entitlements

• View outstanding open leave requests (per shift, per employee, per crew, etc.).

• Manage leave taken vs. leave approved and leave time available.

5 Top HR Modules for ERP Systems

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A growing number of businesses are adopting ERP (enterprise resource planning) systems in order togive their department’s accurate and accessible shared data. HR isn't being left out of the loop. In

fact, most major ERP vendors now offer their customers HR modules that help automate an array of tasks while generating crucial data for enterprise planning and optimization. Here's a look at five topsolutions, based on features and usability:

1. Infor HCM (Human Capital Management)

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http://www.hrworld.com/whitepaper/11-criteria-erp-replacement-epicor/

http://www.hrworld.com/vendors/

http://www.insidecrm.com/features/ultimate-sfa-guide-030408/

http://www.infor.com/company/solutiondemos/solutiondemos-hcm/

http://www.hrworld.com/whitepaper/11-criteria-erp-replacement-epicor/

http://www.hrworld.com/vendors/

http://www.insidecrm.com/features/ultimate-sfa-guide-030408/

http://www.infor.com/company/solutiondemos/solutiondemos-hcm/



Designed for use with Infor's ERP, Infor HCM is a Web-enabled offering that brings a variety of

capabilities to the table — perhaps even more features than the average business needs. The modulehas support for multiple languages, currencies, tax definitions, benefits, security configurations and platforms. It consists of three basic components:

• Resource Management: Features here include benefits administration, payroll, FSAs (flexible spending accounts) and compensation.

• Work-Force Management: This component aims to help HR departments cost-effectivelyhandle complex work-force management challenges. It includes scheduling, time and attendance, absence handling and performance support.

• Talent Management: This part of the module provides work-force development capabilitiesthat are focused on recruitment, learning, employee performance and competency

management. Succession-planning capabilities are also provided.

Verdict: This is a well-rounded, highly capable module that's suitable for just about any business.Infor HCM takes advantage of Web technology to provide an ERP HR module that can be instantlyupdated and easily scaled.

2. S age Accpac HRMS (Human Resource Management System):

As a part of Sage Software Inc.'s Sage Pro ERP, Sage Accpac HRMS provides support for a variety

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http://www.itsecurity.com/

http://www.hrworld.com/features/essential-guide-payroll-043008/

http://www.hrworld.com/features/essential-guide-health-insurance-040908/

http://www.hrworld.com/features/tales-outrageous-compensation/

http://www.hrworld.com/features/new-dawn-time-attendance-060308/


http://www.hrworld.com/features/essential-guide-recruiting-new-employee-042208/

http://www.hrworld.com/features/making-sense-performance-management-060908/

http://www.hrworld.com/features/succession-planning-041508/

http://www.sageaccpac.com/products/humanresourcemanagement/

http://www.hrworld.com/benefits/

http://www.itsecurity.com/

http://www.hrworld.com/features/essential-guide-payroll-043008/

http://www.hrworld.com/features/essential-guide-health-insurance-040908/

http://www.hrworld.com/features/tales-outrageous-compensation/



http://www.hrworld.com/features/essential-guide-recruiting-new-employee-042208/

http://www.hrworld.com/features/making-sense-performance-management-060908/

http://www.hrworld.com/features/succession-planning-041508/

http://www.sageaccpac.com/products/humanresourcemanagement/



of HR tasks, including benefits, training, recruiting and compliance. The module offers a flexibledesign that lets users select their own database platform, including SQL or MSDE (MicrosoftDesktop Engine).

Sage Accpac HRMS also includes powerful reporting and analysis tools that provide customized

insight on almost any HR issue. Hundreds of standard report templates are included. An integrateddatabase is designed to feed a steady flow of information to managers and staff.

Verdict: This solution is a good choice that gives users a voice in its design and operation. It’stailored for midsize manufacturing businesses.

3. SAP ERP HCM :

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SAP AG's highly regarded ERP offers SAP ERP HCM, a versatile and extremely scalable HR module. The solution is designed to give companies in virtually all industries a full selection of HR tools.

The software can automate virtually all fundamental, and most advanced, HR processes, includingemployee administration, payroll and reporting. The product supports compliance with both globaland local regulations. Other features include talent management, performance measurements and real-time insight into just about any HR trend.

Verdict: SAP ERP Human Capital Management sets a goal to which other ERP HR module vendorscan only aspire. On the other hand, the product is overkill for most SMBs (small- to medium-sized businesses). In any event, it's truly the Rolls-Royce of ERP HR modules.

4. Oracle HRMS :

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http://www.hrworld.com/whitepaper/itm-buyers-guide/

http://www.hrworld.com/whitepaper/ready-smb-market-nucleus/

http://www.oracle.com/applications/human_resources/intro.html


http://www.hrworld.com/whitepaper/itm-buyers-guide/

http://www.hrworld.com/whitepaper/ready-smb-market-nucleus/




Oracle Corp.'s HRMS is designed to automate practically every HR-department function. Thecompany described its mission as, "The complete recruit-to-retire process." A single integrated datamodel aims to supply a fast, immediate and accurate view of HR-related activities, includingrecruiting, payroll, benefits, performance management, learning, compensation, time managementand real-time analytics.

Oracle's HR product is comparable in many ways to SAP's module in scope and breadth, althoughOracle advocates would claim that their favorite software is more flexible and easier to use.

Verdict: Oracle HRMS is thorough and highly capable, but not suitable for smaller businesses.

5. Microsoft Axapta Human Resource Management III:

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Software Technology System

Interested in a game plan for finding a Human Resources Software Technology system that fits your needs, budget, and company growth?

These five steps will help you select a Human Resources Software Technology system.

1. Determine your Human Resources technology needs.2. Find the Human Resources software system vendors who match your needs.3. Set up Human Resources Software Technology system demonstrations.4. Research your short list of potential Human Resources Software Technology systems.5. Select your Human Resources Software Technology system and obtain approval.

• Determine Your Human Resources Technology Needs

Before you begin the process of setting up demonstrations and evaluating systems, you need to have agood idea of exactly what you need a system to do for you. This is the most important step of theHuman Resources Software Technology system selection process. The more detailed you are withthis step, the more likely you are to find a system that matches your unique needs.

Ask yourself the following questions to start the process of determining needs:

• If you were going to create your own HR technology system, what capabilities would it have?

• Exactly what reports would you need?• What data do you need to track?

• Involve other departments such as payroll, training, and risk management to determine their needs from the system.

• What capabilities would a system need to have to assist with meeting corporate HR goals?

• Determine your desired type of platform. Will you host the software internally or have thesoftware company host it for you?

• How much are you are able to spend on a system at one time or per year?/li]

• Will you change your payroll system, as well, or will you need an interface between your newHR system and your existing payroll product?

•

Are there any other systems that will need to interface with the Human Resources SoftwareTechnology system, such as time clocks or other HR systems?

Now that you have created a detailed needs list for your Human Resources Software Technologysystem, create an Excel vendor score sheet for the products you will review. Down the left side of the

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score sheet, list your HR system needs. Across the top add the HR technology vendor names. Thesesystems will appear similar and you may forget which product offered which feature without thisscore sheet. This process will make the decision step much easier.

• Find the Human Resources Software System Vendors who Match Your

Needs

This step is not as easy as it might appear because of the proliferation of Human ResourcesTechnology Software systems. If you are looking for hosted or subscription HR software applicationswith payroll: search using Google, Yahoo or another search engine. Then, look at a number of vendor websites. With each individual product website, you want to find a feature list to see how many of your basic needs it appears to meet. You also want to ask other HR professionals, in your industry,which systems they use and if they would recommend those systems.

There is an easier way. Search Google, Yahoo or another search engine for HRIS, HRMS or HR software comparison websites and you will find a number of sites dedicated to making this selection process easier. Check out several comparison sites, as these websites vary tremendously incapabilities and features.

Using the score sheet described earlier, at this point, you should have a list of seven or eight unique

vendors. Call each vendor to make sure that each meets your most important needs and budget range.With a single phone call you should be able to get a broad price range and learn whether they offer hosted Human Resources Technology Software systems, purchased Human Resources TechnologySoftware systems or both options.

• Set Up Human Resources Software Technology System Demonstrations

Now that you have a detailed list of needs, your spreadsheet, and a list of vendors, it’s time to set up

the demos. Involve other staff from different departments where feasible.

With each demo, it’s important to realize you are the prospective customer, thus, you are in control of the demo. Make sure the person doing the demo shows you every capability you have outlined inyour list of needs and on your spreadsheet. If you have a particular report you have to have, ensurethe sales person shows you that exact report or shows you how that report is created.

• Research Your Short List of Potential Human Resources Software

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Technology Systems

After the demos, you will likely have your decision narrowed down to two or three systems. At this

point you want to research these companies. Your research should include checking references,determining how long the company has been in business, their financial standing and the number of Human Resources Software Technology system installations they currently have.

• Select Your Human Resources Software Technology System and Obtain

Approval

Your decision should be easy, at this point, based on all the work you put in at the front end of theHuman Resources Software Technology system selection process. Between your needs, your spreadsheet results, your research, and the system prices, make your best decision.

Gaining management approval, however, might be tricky. Cost justifying an HR technology system isnot the easiest process. You will have to sell the value and the benefit of a Human ResourcesSoftware Technology system. You’ll need to show how the system will help meet organizationalgoals.

Part of the reason you involved other departments in the needs assessment step is that a system that benefits multiple departments may show greater value than a system that benefits a single department.Additionally, their early involvement garnered you the support you need when you seek approval for your selected system. So will the spreadsheet you used to assess potential Human Resources SoftwareTechnology systems.

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IMPLEMENTATION OF HRIS

After purchasing your new HRIS software it is now time to implement your new system. This stepcould either be a “Step Two” in the purchasing of a new HRIS system or it could be the monkeywrench in the process. Common misconceptions and unclear timelines can greatly damage and slowthe implementation process. It is important that a clear step-by-step process be outlined, a sturdytimeline be in place and common issues that normally arise, be discussed and prevented before theHRIS is implemented.

GENERAL TIMELINE FOR IMPLEMENTATION

A common misconception of implementing an HRIS is the time it takes to get your system up andrunning. This time includes installing the system, preparing and converting data, training users onhow the system is used and trouble shooting to ensure users can be off and running after the system is

installed. A typical install usually takes an average of six to eight weeks with a technician spendingsix to eight hours a day, one day a week. It is important that a timeline be established before the process begins and all involved in the process follows the timeline as closely as possible.

WHAT IS THE IMPLEMENTATION PROCESS?

a. Discovery:

In the discovery session, a project manager, consultant and your team drill-down on theinformation gathered during the Business Process Audit and discuss in detail your requirements,structure and the steps necessary to successfully integrate the solution into your environment.This is also the start of creating the timeline and assigning responsible parties for each step of the project. After the meeting, a finished timeline with dates is forwarded for your approval. It isimportant that these dates be carefully reviewed, as future changes can cause delays.

b. Installation:

Depending on the solution, installation is performed by your IT department, consultant or both.Some of the products may require skill sets that might require a consultant to do the installation.

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http://www.dresserassociates.com/methodology.asp






c. Data Conversion:

Implementation of relevant HRMS data from your current systems, after core data isimplemented, setup and configuration continues to complete this phase.

d. Review and Testing:

An important step in implementation is confirming that the information is accurate and businessrules are working properly.

e. Training:

Training sessions should begin with an overview of the system. Through the knowledge gainedduring setup and review, time is needed to refine the steps required to use the system to matchyour internal processes. Training should be focused on the core aspects that prompted the purchase. During this entire process, be sure that your consultant records their observationsregarding the need for additional training and implementation assistance.

f. Going Live:

This is the day your investment begins to pay dividends.

g. Post Implementation Review:

Some time after the go-live, a review of how the system is being used isnecessary. Often, valuable functions are not being used most effectively or not at all. At this point, be sure your consultant provides guidance and remedial training to ensure that you obtainthe full value from your investment.

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Security for HR records - human

resources

A combination of written policy and effective use of your system's security features is needed tomanage issues of data integrity and privacy.

Because employee records are increasingly maintained in computer files, the traditionalrecordkeeping policies and practices need to be reviewed and updated in light of these technological

times. Often more complete than paper records, computer records are full of information that needs to be protected from inaccurate actions as well as from unwarranted use. Three areas, in particular, needto be re-examined: employee right to privacy, management information and legal restrictions.

Employee’s right to privacy: An electronic system makes it easier to produce lists, combine dataand share information. These very qualifies can contribute to a breach of privacy. What constitutesconfidential information should be defined in a company privacy policy. For example, someemployees may prefer that their personal addresses and telephone numbers not be published on a list.Medical information, for instance, should always be carefully protected.

Management information: Businesses generally want to be close-mouthed about their affairs because of competition and actions management is considering. A primary goal of automation is theability to produce better management information, but safeguards should exist to protect both the dataand ability to produce reports.

Legal restrictions: The type of data that is considered confidential varies from state to state; the HR department should have a current list of the state requirements for employee record-keeping.

Safeguards for data entry and use of the information can be handled by written policy and security.

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SUMMARY OF STEPS

1. Review privacy and confidentiality policy to ensure that it is current with how records aremaintained. Brief all new staff on handling of employee information.

2. Ask how security works on the network or what you can do to protect a single-user system.

3. Learn how security works in the HR system. The vendor documentation is, of course, the place to

start.

4. Examine how you want information to be used in your department and throughout theorganization.

5. Make decisions about system security and privileges. The accompanying chart will help you tothink through and record these decisions.

6. Work with your systems department, vendor and system administrator to maximize use of your system's security features.

7. Document both policies and data entry practices; safeguard any written record of IDs and securityset-up.

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ADVANTAGES OF HRIS

To make a human resource department more effective and efficient new technologies are now beingintroduced on a regular basis so make things much simpler and more modernized. One of the latesthuman resource technologies is the introduction of a Human Resources Information System (HRIS);this integrated system is designed to help provide information used in HR decision making such asadministration, payroll, recruiting, training, and performance analysis.

Human Resource Information System (HRIS) merges human resource management with informationtechnology to not only simplify the decision making process, but also aid in complex negotiationsthat fall under the human resource umbrella. The basic advantage of a Human Resource InformationSystem (HRIS) is to not only computerize employee records and databases but to maintain an up to

date account of the decisions that have been made or that need to be made as part of a human resourcemanagement plan.

The four principal areas of HR that are affected by the Human Resource Information System (HRIS)include; payroll, time and labor management, employee benefits and HR management. These four basic HR functionalities are not only made less problematic, but they are ensured a smooth running,without any hitch. A Human Resources Information System (HRIS) thus permits a user to see onlinea chronological history of an employee from his /her position data, to personal details, payrollrecords, and benefits information.

The advantage of a Human Resource Information System (HRIS) in payroll is that it automates the

entire payroll process by gathering and updating employee payroll data on a regular basis. It alsogathers information such as employee attendance, calculating various deductions and taxes onsalaries, generating automatic periodic paychecks and handling employee tax reports.

With updated information this system makes the job of the human resource department very easy andsimple as everything is available on a 24x7 basis, and all the information is just a click away.

In time and labor management a Human Resource Information System (HRIS) is advantageous because it lets human resource personnel apply new technologies to effectively gather and appraiseemployee time and work information. It lets an employee's information be easily tracked so that it can

be assessed on a more scientific level whether an employee is performing to their full potential or not,and if there are any improvements that can be made to make an employee feel more secure.

Employee benefits are very crucial because they help to motivate an employee to work harder. Byusing a Human Resource Information System (HRIS) in employee benefits, the human resourcedepartment is able to keep better track of which benefits are being availed by which employee andhow each employee is profiting from the benefits provided.

A Human Resource Information System (HRIS) also has advantages in HR management because itcurtails time and cost consuming activities leading to a more efficient HR department. This systemreduces the long HR paper trail that is often found in most HR divisions of companies and leads to

more productive and conducive department on the whole.

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Application of HRIS

HRIS can be applied in the following areas of HRM:

HR planning Succession planning Work force planning Work force dynamics analysis Staffing Applicant recruitment and tracking

Employee data base development Performance management Learning and development Compensation and benefits Pay roll Job evaluation Salary survey Salary planning International compensation Benefits management Develop innovative Org. Structure

Develop IT

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Barriers to the success of an HRIS:

Lack of management commitment

Satisfaction with the status quo

No or poorly done needs analysis

Failure to include key people

Failure to keep project team intact

Politics / hidden agendas

Failure to involve / consult significant groups

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Critical Analysis

Although almost all HR managers understand the importance of HRIS, the general perception is thatthe organization can do without its implantation. Hence only large companies have started usingHRIS to complement its HR activities.

But HRIS would be very critical for organizations in the near future. This is because of a number of reasons.

Large amount of data and information to be processed.

Project based work environment.

Employee empowerment.

Increase of knowledge workers & associated information.

Learning organization

The primary reason for delay in HRIS implementation in organizations is because of the fear psychosis created by "technology" and "IT" in the minds of senior management. They may not be

very technical and fear being left out.

But trends are changing for the better as more and more organizations realize the importance of ITand technology. Major HRIS providers are concentrating on the small and middle range organizationsas well as large organizations for their products. They are also coming up with very specific softwaremodules, which would cater to any of their HR needs. SAP and People soft provide HR moduleswithin their business intelligence software. Hence HRIS would soon be an integral part of HR activities in all organizations.

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Chapter – III

FINDINGS

HRMS makes the work more co-ordinated.

IT helps in storing data which is easily accessble to concern organisation.

The four principal areas of HR that are affected by the Human Resource

Information System (HRIS) include; payroll, time and labor management, employee

benefits and HR management.

These four basic HR functionalities are not only made less problematic, but

they are ensured a smooth running, without any hitch.

A Human Resources Information System (HRIS) thus permits a user to see

online a chronological history of an employee from his /her position data, to personal

details, payroll records, and benefits information.

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Chapter - IV

Recommendations

Training should be provided to the new employee who joins Human Resource.

Well constructed manual of HRMS should be available all the time in the HR

department.

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Chapter - V

CONCLUSION

Utilizing a Web-based platform allows you to streamline the entire HR lifecycle from recruitment andtraining to payroll and benefits administration. Consolidating these processes into once system allowssmall and medium sized businesses to proactively manage HR operations and improve efficiency.

Most Web-based HRMS platforms offer much more than HR and employee benefits services. Look

for a solution that offers a wide range of service offerings including payroll, talent management,applicant tracking, recruiting tools, pre-employment testing, background checks, labor law resourcesand skills training. Robust and user-friendly reporting tools are also critical.

While employee access to a wide range of HR lifecycle services is helpful in streamlining HR processes, it is extremely important to choose a Web-based HRMS platform that is easy to use.Employees are less likely to embrace these services if they are too complex. Keep it simple.

Regardless of industry or size, an HRMS platform can help small and medium sized businessesachieve unprecedented levels of efficiency and productivity and can offer your organization the toolsand services to stay competitive. This provides you an edge by enabling you to focus on your core business.

The key to finding the right HRMS system is selecting an HR business solution that is secure, well-

supported, and equipped to help you reach your goals. With a centralized Web-based HRMS platform

to support your HR department, you have the ability to successfully track, manage, and control your

most valuable asset, your employees.

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BIBLIOGRAPHY

www.wikipedia.com

www.google.com

www.tajhotels.com

copy of project_report final format

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