Study of Human Resource Information

System
Submitted to: -
Prof. T. K. SINGHAL
20/9/2010
Submitted by: -
Nishikant Mishra PG09068
Pragya Kumari PG09075
Rahul R. Choubey PG09080
Nitin Garg PG09069
Abhishek Gupta PG090126

MANAGEMENT INFORMATION SYSTEM

 A PROJECT REPORT ON

Study of Human Resource Information

System

NAME OF INDUSTRY

Blue Chip Computer Consultants Pvt. Ltd

UNDER THE GUIDANCE OF

PROF. T. K. SINGAL

INTEGRATED ACADEMY OF MANAGEMENT AND

TECHNOLOGY, GHAZIABAD (NCR)
Sl. No. Page No.
INDEX
1 Synopsis 4
2 Introduction 5
3 Structure & Subsidiaries of Blue Chip 9
Computer Consultants Pvt. Ltd.
4 LITERATURE REVIEW 11
5 Projects Undertaken 14
6 Analysis 19
7 Recommendations 21
 Synopsis
Main Objective and Purpose of the Project:

To understand the demand of the HRIS software HumaNET in various verticals

of the Corporate World and also Business Development of the same using
various promotional tools.

To prepare an ROI (Return on Investment) report in order to convince the

business organizations about the benefits and returns they are bound to reap
on purchase and implementation of the software, and also to back up the
claims made by the organization about their product, and also to find out the
degree of usage of various modules of HRIS by different organizations and to
highlight the most widely used HRIS modules.

Business Development of the HumaNET (SAAS), software available as a service,

using various promotional tools,and pitching in for a live demonstration.

Methodologies Followed:

Secondary Data:-
Data mining
internet Browsing: Navigating blogs, Forums, Communities
Promoting through free classifieds
 Introduction:
HRIS:
The Human Resource Information System (HRIS) is a software or online solution for
the data entry, data tracking, and data information needs of the Human Resources,
payroll, management, and accounting functions within a business. Normally packaged
as a data base, hundreds of companies sell some form of HRIS and every HRIS has
different capabilities. The HRIS package adopts the routine responsibilities and
documentation associated with HR functions thus keeping the core focus of personnel
ergonomics in the forefront, optimizing the department’s efficiency and
communicating all necessary information across the enterprise. The workflow and
messaging takes care of approvals and escalations with certain overriding rules, to
certain authorized persons, so that, work is not stalled for long periods of time. If
employees are considered to be the most important asset of an organization, then the
HRMS becomes the first priority for an organization. It helps minimize the transaction
time for processing all employee-related functions which keep managers and HR staff
occupied with routine issues enabling them to gain time to focus on their operational
and strategic goals, improving the organization’s top line, by partnering with the
business.

Importance of HRIS in an Organization:

A HRIS is the lifeline of any HR department. The greater the sophistication and
linkages in an HRIS, the more effective an organization’s HR department becomes. In
today’s volatile market where time has become more important than money, an HRIS
is the tool that addresses the requirement efficiently. It integrates almost all the
modules of HR Dept, ranging from manpower planning, recruitment, employee
relationship management and performance management to career planning and
tracking, workplace communication and systems.
Moreover, an HRIS is a key repository of employee information and records. It
enables the generation of various reports and accurate data that otherwise would have
been time consuming and cumbersome. For Example, Data, such as the history of an
employee, can be easily tracked using a HRIS. It also facilitates the formulation of
policies, helps gauge the effectiveness of existing policies and recommends
modifications.1
1 Reffered from: www. Wikepedia.com/HRIS, [Accessed on 13/08/10].
HRIS in India:

Human resources outsourcing is becoming increasingly prevalent in India. The

number of companies outsourcing HR activities continues to rise, and the scope
of outsourced HR activities continues to expand. HR outsourcing can happen in
HR functions, like payroll administration (producing checks, handling taxes,
dealing with sick-time and vacations), employee benefits (Health, Medical, Life
insurance, Cafeteria, etc), human resource management (hiring and firing,
background interviews, exit interviews and wage reviews), risk management,
etc. Outsourcing has become a common response to manage people and
technology resources strategically, enhance services, and manage costs more
effectively.

Market Size of HRIS in India:

The Market Share of HRIS in India stood at $27 million in 2007 and is expected
to grow at a steady pace when the market will touch $165 million approximately
in or around 2010.
CAGR is approximately 77%
The key trends of HRIS adoption among SMBs in India include a surge in
awareness and interest about the benefits involved.
HRIS is the most suitable medium to reach the untapped SMB segment that
cannot afford expensive applications earlier.

Future Expectations from the HRIS Industry

After analyzing the current scope of the HRIS industry, it can be very well
forecasted that, in the current competitive era where companies have their
presence in multiple geographic locations and working in distributed models,
HRIS is going to play a very major role. It would play a crucial role in
managing the huge resource database, financial details of the company, HR
process implementation mapping, etc. As I did telecalling for BlueChip to
various companies, I personally found out that still many small and mid-sized
companies are managing such information using Excel sheets but this trend
would become obsolete as automation of various processes and alignment of
those to the HRIS will be required.
History of the Organization: Blue Chip Computer Consultants Pvt. Ltd.
Blue Chip Computer Consultant was founded in 1983 by K.Srinivasan and Nandalal. It has
been there as a foundation block in the fields of business consultancy and product
development. Blue Chip has helped more than 75 companies to gain leverage in their
respective fields, by providing better and more streamlined IT solutions. Its domain strengths
are Customer Relationship Management, Supply Chain Management, Manufacturing and
Human Resources.

HumaNET:

It is the domain of our project program, an HRIS software package made by BlueChip
Computer Consultants which provides complete solutions for all kinds of diverse Hr related
problems of an organization. It is a systematized approach to people management.
HumaNET understands and captures the functions of the HR department and processes the
same into a workflow .It presents an easy-to-use interface, enabling end to end HR activities
to be performed in a time-effort-money saving manner.

HumaNET addresses end to end functions like Employee Information, Recruitment,

Induction Training, Appraisal, Reimbursement, Leave, HR policies. It is a multi location
product with a built in workflow and a 360 degree appraisal. Some of the companies who use
HumaNET include Spice Telecom, TVS Group, Wipro Fluid Power, Textron and DHL.

HumaNET PAYROLL

The HumaNET PAYROLL software, is an individual module of the HRIS package. It s a

multi location, multi company product, which has the following features:
A built in formula driven calculator for pay head calculation.
Full fledged IT module along with e-tax declaration and all statutory reports with e-tds.
Individual level grade pay head mapping, salary structure break-up through CTC
Multi processing zones
Availability of reports in multiple formats
Facilitates easy integration with any attendance recording system
User defined IT slabs
Sectional controlled access.

HumaNET payroll has 50,000+ users. Some of its clients include Wipro Fluid Power, Allsec,
Cli3i, Textron, Sunguard, DHL, Royal Orchid Group of Hotels, to name a few .
HumaNET SAAS (Software Available As Service):

HumaNET SAAS, is a service provided by BlueChip to avail all the necessary

modules and features of the main HRIS software to the small sized companies on a
rental or per month basis.
Humanet addresses end to end functions of the HR Dept like Employee Information,
Recruitment, Induction Training, Appraisal, Reimbursement, leave, HR policies etc. It
has a built in workflow and a 360’ appraisal.2 Benefits of HumaNET SAAS:
2 Reffered from: www.myhumanet.com
www.bluechipsw.com, [Accessed on 24/08/10].
Customer can save on time of implementation and Cost.
Cost of Hardware/Software Maintenance and implementation.
All the Modules of HumaNET are available on SAAS on pay as you use basis.
Pricing is done on the basis of per user per month.

Salient Features of HumaNET SAAS:

 Corporate Portal
 Employee Information
 Leave Workflow
 Homepage Updates
 FAQ My Diary
 Help Desk
 HR Policies
 Attendance Management
 Asset Management
 Library/ Room Bookings
 MIS Report
Structure & Subsidiaries of Blue Chip Computer
Consultants Pvt. Ltd.
Subsidiaries:

Headquarters in Mumbai, India, it has branches in Bangalore and Chennai within

India and overseas subsidiaries in Singapore and USA. It has got an employee
strength of more than 200 employees.

Structure:

The company follows a Flat Structure that features relatively few layers of
managers between the top of the Organization and its normal employees. The
Company follows an open door policy, where even the Marketing Head can
communicate directly with the Managing Director and Vice Versa.
Company Culture:

Corporate culture is the total sum of the values, customs, traditions and meanings
that make a company unique. The values of a corporate culture influence the
ethical standards within a corporation, as well as managerial behavior. Blue Chip
Computer Consultants recognize true talent and acumen and thus utilize it for
better productivity. The proficient and qualified personnel working in Blue Chip
offer customized and user friendly solutions to every specific needs of clients, and
cater to all verticals and industries. The philosophy of Blue Chip is "Grow and let
grow". This gives professionals the freedom to discover and recognize the true
potential within themselves. The company provides real-time professional training
to keep the human resources of the organization in touch with the latest technology
and even beyond, and keep them updated with the trends of today. The
introduction of various specialized courses and availability of resources
opportunities has enabled them to adapt to the rapid changes in the industry and
stimulate their personal development. Budding professionals can discover their
capabilities and grow with the company to become experts in the field.
Blue Chip is a company that believes that it is the "people make all the difference"3
3 Reffered from: www.bluechipsw.com, [Accessed on 19/08/10].
 LITERATURE REVIEW
HRIS:
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. A
Human Resource Information System (HRIS), 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 a
discipline and in particular its basic HR activities and processes with the
information technology field, whereas the programming of data processing systems
evolved into standardized routines and packages of enterprise resource planning
(ERP) software. On the whole, these ERP systems have their origin on software
that integrates information from different applications into one universal database.
The linkage of its financial and human resource modules through one database is
the most important distinction to the individually and proprietary developed
predecessors, which makes this software application both rigid and flexible.
SAAS
Software as a Service is a model of software deployment whereby a provider
licenses an application to customers for use as a service on demand. SaaS software
vendors may host the application on their own web servers or download the
application to the consumer device, disabling it after use or after the on-demand
contract expires. The on-demand function may be handled internally to share
licenses within a firm or by a third-party application service provider (ASP)
sharing licenses between firms.
As a term, SaaS is generally associated by software professionals and business
associates with business software and is typically thought of as a low-cost way for
businesses to obtain rights to use software as needed versus licensing all devices
with all applications. The on demand licensing enables the benefits of
commercially licensed use without the associated complexity and potential high
initial cost of equipping every device with the applications that are only used when
needed.4
4 Reffered from: www. Wikepedia.com/HRIS [Accessed on 10/09/10].
Key characteristics:

Network-based access to, and management of, commercially available software

activities managed from central locations rather than at each customer's site, enabling
customers to access applications remotely via the Web
application delivery typically closer to a one-to-many model (single instance, multi-
tenant architecture) than to a one-to-one model, including architecture, pricing,
partnering, and management characteristics
centralized feature updating, which obviates the need for end-users to download
patches and upgrades.
frequent integration into a larger network of communicating software - either as part
of a mash up or as a plug in to a platform as a service.
Service oriented architecture is naturally more complex than traditional models of
software deployment.

Providers of SaaS generally price applications on a per-user basis, sometimes with a

relatively small minimum number of users and often with additional fees for extra
bandwidth and storage. SaaS revenue streams to the vendor are therefore lower
initially than traditional software license fees, but are also recurring, and therefore
viewed as more predictable, much like maintenance fees for licensed software.

eCRM:
E-CRM is not just customer service, self-service web applications, sales force
automation tools or the analysis of customers' purchasing behaviors on the internet. E-
CRM is all of these initiatives working together to enable an organization to more
effectively respond to its customers' needs and to market to them on a one-to-one
basis. Electronic Customer Relationship Management’ (eCRM) an approach that
integrates all of the customer information and makes it available for each customer
contact, so the concerned company can provide the kind of consistent and effective
personalized service customers want. It need not be expensive for a small to midsized
company as it not primarily a single technology, but a refocusing of an organizations
collection and use of customer data using existing technologies.
The goal of e-CRM is to serve the same essential purpose of customer service in any
business. That is, understand the customers and their needs. The challenge for e-
business is to quickly merge information from a variety of diverse sources into a sales
face that can
provide customers with the comforts of shopping environments with which they are
already familiar. e-CRM integration supplies a familiar contact point that remembers
them personally and has knowledge of their likes and dislikes, their history with the
company and their details and credit status.
e-CRM will enable companies marketing department to identify and target the best
customers, manage marketing campaigns with clear goals and objectives, improve
telesales, account, and sales management, generate quality leads for the sales team
identifying the most profitable customers and providing them the highest level of
service.5
5 Reffered from: en.wikepedia.org/wiki/ECRM Reffered from: www.crm2day.com/ecrm/ 6
Reffered from: http://www.cc.gatech.edu/classes/cs6751_97_winter/Topics/quest-
design/
http://www.mrs.org.uk/standards/downloads/revised/active/questionnaire_may06.pdf
Projects Undertaken
Assessment of Market Potential & Business Development for
HRIS software HumaNET (Payroll)

Primary Objective & Scope of the project:

1. Analyzing the demand for the HRIS software called HumaNET PAYROLL, &
how many companies either big or small, use an HRIS system in their
organizations.
2. To find out which different companies avail and make use of which specific
modules of the HRIS provided.
3. To understand which specifications suit organizations of different verticals.
4. Assessment of the potential of the HRIS software in the market and also predict
about its growth and existence in the Corporate World.

The project provides the exposure of IT and HR sector. Within the specified
sphere, we analyze the potential and opportunity that the industry offers. To
achieve this, we am using various methods like data mining, telemarketing,
mailing to potential customers, advertisement and promotion of HumaNET
through blogs, forums, communities, web posting in order to generate leads which
can be further processed by sales team.
Methodologies Followed:

Secondary Data

Data Warehousing
Data warehouse is a repository of an organization's electronically stored data.
Data warehouses are designed to facilitate reporting and analysis.
This definition of the data warehouse focuses on data storage. However, the means
to retrieve and analyze data, to extract, transform and load data, and to manage the
data dictionary are also considered essential components of a data warehousing
system. Many references to data warehousing use this broader context. Thus, an
expanded definition for data warehousing includes business intelligence tools,
tools to extract, transform, and load data into the repository, and tools to manage
and retrieve metadata.

Work Done

We have been working on filtering the data of different companies, falling in

different verticals, ranging from Law, FMCG, Electronics, Telecom, Media,
Pharmaceuticals to Real Estates etc. of two different cities, viz Bangalore and
Mumbai. We have also extracted the contact numbers and addresses of the HR
Executives of these companies and We also sorted out the bifurcation of the same
based on their employee strengths.

Internet Browsing

For analyzing the competitors, their products, for probing into other companies
requirements etc.

Promotional tools
i) Navigating blogs, Forums, Communities: For communicating with the HR
executives of different organizations and to know whether they require an HRIS or
independent modules.
Work done

We have worked simultaneously on different HR related Blogs, Websites,

Communities and forums for posting mails, banners, catalogues and also to find
HRIS requirements for BLUE Chip Computers.

Preparation of an ROI analysis report for HRIS Software

HumaNET
Primary Scope and Objective of the Project:
To prepare an ROI (Return on Investment) report in order to convince the
business organizations about the benefits and returns they are bound to reap on
purchase and implementation of the software, and also to back up the claims
made by the organization about their product.
To find out the degree of usage of various modules of HRIS by different
organizations and to highlight the most widely used HRIS modules.

Methodology Followed: Return On Investment:

It is defined as a performance measure used to evaluate the efficiency of an
investment or to compare the efficiency of a number of different investments.
ROI is a very popular metric because of its versatility and simplicity. It is
understood that if an investment does not have a positive ROI, then the
investment should not be undertaken.

Return on Investment (ROI) analysis is one of several approaches to building

a financial business case. The term means that decision makers evaluate the
investment by comparing the magnitude and timing of expected gains to the
investment costs. Decision makers will also look for ways to improve ROI by
reducing costs, increasing gains, or accelerating gains.
Business Development of the HumaNET (SAAS), software
available as a service, using various promotional tools
Primary Objective & Scope of the project:

1. Analyzing the demand for the HRIS software, available as a service

HumaNET (SAAS), & how many Small and Medium Enterprises (SMEs), use
HumaNET (SAAS) as a service in their organizations.
2. To Find out which different companies avail and make use of which specific
modules of the HRIS service provided.
3. To understand which specifications suit organizations of different verticals.
4. Assessment of the potential of HumaNET (SAAS) in the market and also
predict about its growth and existence in the Corporate World.

The project provides the exposure of IT and HR sector. Within the specified
sphere, we analyze the potential and opportunity that the industry offers, and
also whether companies prefer to purchase or avail the entire software or only as
a service on a rental/per month basis. To achieve this, we have used various
methods like data mining, telemarketing, mailing to potential customers,
advertisement and promotion of HumaNET through blogs, forums,
communities, web posting in order to generate leads which can be further
processed by sales team.
Methodologies Followed:

Secondary Data

Data Warehousing

Data warehouse is a repository of an organization's electronically stored data.

Data warehouses are designed to facilitate reporting and analysis.
This definition of the data warehouse focuses on data storage. However, the
means to retrieve and analyze data, to extract, transform and load data, and to
manage the data dictionary are also considered essential components of a data
warehousing system. Many references to data warehousing use this broader
context. Thus, an expanded definition for data warehousing includes business
intelligence tools, tools to extract, transform, and load data into the repository,
and tools to manage and retrieve metadata.
Analysis
The analysis is bifurcated in two phases, namely

1. Analysis of the Entire HRIS Industry

2. Analysis of the HRIS software and customer Requirements

Industry Analysis:
The current trend in the HRIS Market is that large enterprises have started using
HRIS software as they feel that data management is becoming a cumbersome task.
Enterprises having global presence are finding that it difficult to run the
organization without intelligent HRIS software.
Some of the major trends affecting human resource management today are
nurturing skilled resources, translating organizational strategy into action,
managing growth, assimilating and leveraging technology and dealing with the
changing nature of employer-employee relationships.
Nowadays, Businesses tend to hold the line on new technology investment during a
recession. Business needs, however, are driving some future-minded HR
departments to purchase a new HRIS despite the substantial upfront cost of
acquiring the same. Hence, the scope of HRIS has been extended to include
recruiting, competency management, training, performance management, etc.
BlueChip Computer Consultants Pvt. Ltd. Provides mainly Human Resource
(HRIS) and Enterprise Resource (ERP) services, along with various other software
solutions. In this cyber Age, it is quite obvious that software development
companies are growing exponentially and the market for software solutions and
products faces neck to neck competition, in terms of sales, services provided,
pricing strategies, promotional tools and efficiency etc.
BlueChip, being one of the strong contenders in its own segment of HRIS and ERP
solutions, faces a lot of competition from its competitors, i.e. the companies
providing similar solutions in the industry.
Outcome:
Given below are the competitors of BlueChip providing HRIS software:

SimpleHR- HRIS SimpleHR is the affordable human resource software for

small businesses. It is integrated with QuickBooks. Supports all common HR
tasks such as tracking vacation, attendance and performance reviews. View
salary and job history online. Record incidents and accidents and have access to
a Document Library of over 110 reports, HR letters and forms. Auxillium West

HR Software
For small to mid-size organizations -- comprehensive HRIS, self-service add-
ons, work-flow features, HR portal, Online Employment Application Module.

Apex Business Software Powerful HRIS based on SQL Server that supports
multiple users over multiple sites. Offers Web self-service, time & attendance,
leave-approval workflow, benefit tracking, license management, and e-mailed
reminders.

Atlas Business Solutions – Staff Files It gives managers and human resource
professionals an easy and affordable way to manage employee information.
Meant for businesses that need to store, retrieve and safeguard employee
information. Tracks sick and vacation time, compensation, benefits, evaluations,
training and much more – all in one location. Staff Files includes pre-written
HR letters and professional-looking reports to export into PDF, Word, or Excel.
Recommendations:
Increase Marketing Budget and Create Awareness
During my internship in BlueChip, we observed that the company uses electronic
media such as emails, communities and blogs and telemarketing for the purpose of
marketing of its software products. The above mentioned methodologies have become
outdated and very commonly used by most of the companies. As a result, people in
the corporate world are either unaware of the solutions the company provides or they
are more attracted towards companies which use more flashy ad campaigns.

Hence, my humble recommendation to the company would be, to increase the budget
of the marketing division so as to use more innovative marketing strategies and
conduct countrywide advertisement and awareness campaigns to attract more
customers and increase the awareness of the software among the corporate.

Better Customer Retention

In due course of time, as we learnt about the company history and its past clients, I
came to know that BlueChip has lost some of its very crucial clients which are very
big brands in the Indian Industry. These companies had seized to do business with
BlueChip and found software providers with better prospects. This, I found, was a
serious problem for the company.

Hence, we would like to recommend that BlueChip should apply better strategies and
methodologies for retaining the old clients as well as making new ones. Retention of
older clients and maintaining strong bond with them would help the company build its
reputation as well as procuring new business from the same. In the times of recession,
where making new clients seems to be a laborious task, the easy way out is to secure
the company position by retaining old or ongoing clients. Regular interaction with the
clients, real-time updates of their financial condition and their requirements, would
certainly give BlueChip a cut above its competitors.