HUMAN RESOURCE INFORMATION MANAGEMENT

Human resource information system (HRIS), 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. The function of human resources (HR) departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "human capital" progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the clientserver architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally developed HRMS were limited to organizations that possessed a large amount of capital. The advent of clientserver, application service provider, and software as a service (SaaS) or human resource management systems enabled increasingly higher administrative control of such systems. Currently human resource management systems encompass[citation needed]: Payroll Time and attendance Appraisal performance Benefits administration HR management information system Recruiting/Learning management Performance record Employee self-service Scheduling Absence management

The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems. The time and attendance module gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features. Cost analysis and efficiency metrics are the primary functions. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement. The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to: produce pay checks and payroll reports; maintain personnel records; pursue talent management. Online recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. Talent management systems typically encompass: analyzing personnel usage within an organization; identifying potential applicants; recruiting through company-facing listings; recruiting through online recruiting sites or publications that market to both recruiters and applicants.

The significant cost incurred in maintaining an organized recruitment effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of availabilities has given rise to the development of a dedicated applicant tracking system, or 'ATS', module. The training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a "learning management system" (LMS) if a stand alone product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. Courses can then be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system. Sophisticated LMS allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics.

The employee self-service module allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without overloading the task on HR department.

INTRODUCTION
HCL Technologies Limited (HCL) is an Indian provider of Information technology (IT) services and consulting company headquartered in Noida Uttarpradesh, India. It is primarily engaged in providing a range of outsourcing services, business process outsourcing and infrastructure services. HCL Technologies is fourth largest IT company in India and is ranked 48 in the global list of IT services providers

HISTORY
HCL Technologies is one of the two businesses both of them separately listed in India falling under the corporate umbrella of HCL Enterprise with combined annual 2011 revenues of US$ 6 billion. HCL Enterprise was founded in 1976 and is one of India's original IT garage start ups. HCL Technologies formed in 1991 when HCL's R&D business was spun off and to focus on the growing IT services industry.They have decided to vast their features in Information Technology all over the world. During last 20 years, HCL has expanded its service portfolio in IT applications (custom applications for industry solutions and package implementation), IT infrastructure management, and business process outsourcing, while maintaining and extending in product engineering.

BUSINESS AND SERVICES

Products & Services Product Engineering & Technology Development The Engineering and R & D services department runs the largest outsourced engineering center outside the US which is a testimony to the 30 year product engineering experience. The company offers a comprehensive range of R&D and Engineering services to component vendors, OEMs, ODMs and ISVs across multiple industry segments and domains. Infrastructure HCL Infrastructure Management Division is focused on addressing the growing demand for the cost-effective management of technology infrastructure across geographically dispersed locations. IT Infrastructure Management is in the HCL DNA, drawing resources from the 30 year pioneering heritage in the area of computing, in line with global giants

BPO Business Processing Outsourcing is heading towards a maturity level where a new form of BPO, called Transformational BPO, is evolving that constitutes Full Process Outsourcing and Multiple Process Outsourcing . The evolving trend is more focused towards compliance , time-to-market, focus on core process, and quality improvement rather than cost savings. Applications Leveraging strong partnerships with platform / product companies, the team of applications professionals deliver unprecedented value to few of the largest players in the field of Financial Services, Retail and Healthcare. IT Hardware HCL Infosystems portfolio of products covers the entire spectrum of the information technology needs of its customers. By virtue of the immense diversity of markets and customers that it address, HCL Infosystems products offerings include everything from high end enterprise level servers for mission critical applications to multimedia home computers. Telecom and Imaging Products and Retail HCL Infinet covers a range of telecom and imaging products including enterprise networking. HCL tied up with Nokia in 1995 with the sale and services of Nokia mobile phones in India. Networking and Network Integration Network Management involves Network Monitoring of Bandwidth Utilization, Network Errors / Collisions, Network Troubleshooting, Day-to-day Network Operations, Network performance monitoring, Tuning Network Operating System and advise action plan.

BRIEF OVERLOOK OF HR IN HCL

EMPLOYEE ORIENTATION HCL welcomes you into its family and wants to ensure that you get the proper start on the job. To acquaint you with our policies and operations, the HR Department will schedule an induction session with you during which you will be briefly explained about the history of HCL, the benefits of being a part of HCL and also told what is expected out of you by the organisation. Induction is a serious initiation of a new employee into the family of HCL. It is to facilitate the newcomer to imbibe the HCL values and work culture so that the new employee identifies himself/herself closely with the organisation and there is congruence and mutuality of goals. Induction involves a formal welcome by the HR Dept., filling of requisite forms, collection of the required personal data and a wellplanned and structured induction program at the time of joining. The new employee will then be handed over to the Department Head, who will then follow the induction procedure as given below. The period and the contents of such induction program shall depend on the hierarchy, job responsibility, qualification and experience of the new employee.

EQUAL EMPLOYMENT OPPORTUNITY

HCL believes in providing equal opportunity to every individual. Growth of every individual is purely based on his or her meritorious work, qualifications and abilities. HCL does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age or any other characteristic protected by law. This policy governs all aspects of employment including selection, job assignment, compensation, discipline, termination and access to benefits and training. HCL is committed to provide equal employment opportunities to all employees. Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate superior or the HR Department. If any employee finds any type of discrimination in the workplace, they are free to report to their respective HODs or to inform the HR Department without fear of reprisal. Anyone

found to be engaging in any type of unlawful discrimination will be subject to strict disciplinary action, up to and including termination of employment.

EMPLOYEE MEDICAL EXAMINATION

HCL wishes to maintain a safe and healthy working environment for the benefit of all employees. Following an offer of employment and as a continuing condition of employment, HCL reserves the right to require employees to submit medical fitness certificates at their own cost. You may be required to have other medical evaluations during your employment if HCL has concerns about your physical ability to perform your job effectively. Subsequent medical examinations will be for job-related purposes based on business necessity and could be performed by a physician or medical advisor selected and paid for by HCL. Information on an employee's medical condition or history will be maintained confidentially. Access to this information will be limited to those who have a legitimate need to know. If the medical fitness certificate is found to be fake or conceals any facts then the management will have the right to terminate the person concerned.

NON-DISCLOSURE
As a part of your employment with HCL you may have access to confidential and/or proprietary information and records. The protection of confidential business information and trade secrets is vital to the interests and the success of HCL. Such confidential information includes, but is not limited to the examples like computer processes, computer programs and codes, customer lists, customer preferences, dealer or customer purchase prices, organisations financial information, marketing strategies, incentive scheme, new materials research, pending projects and proposals, personnel policies , records and prospect lists etc. Employees are prohibited from using, copying, or disclosing any such confidential information to any other person, employee, firm, corporation, dealers or other entity either during or subsequent to their employment, except as authorized in writing by the management. Employees who are exposed to confidential information may be required to sign a non-disclosure agreement as a condition of employment. Employees, who improperly use or disclose trade secrets or confidential business information, will be subject to disciplinary action, up to and including termination

TIMEKEEPING AND PUNCTUALITY

Accurately recording time worked is the responsibility of every employee. Records of time worked should be precisely maintained to calculate pay of every employee. Time worked is all the time actually spent on the job performing assigned duties. Every employee has to sign a muster register

in the organization. So, it is mandatory for every employee to sign whenever they enter or exit the office premises. Time keeping records i.e. all Late Coming and Early Going Forms, their regularizations, Training details, Leave Cards and every form related to the calculation of salary should be maintained by their respective departments.

PAYDAYS
All employees are paid salary generally on or before the 7th day of every month. Each salary will include earnings for all work performed through the end of the previous payroll period and the same will be either directly credited in salary account or paid in cash/cheque .

USE OF PHONE AND MAIL SYSTEMS

Telephones are provided to conduct company business. Personal use of the telephone for longdistance and toll calls is not permitted. Employees should practice discretion when making local personal calls and the same should be done only in emergencies with the permission of their HOD. EDP Facilities primarily are set up in the organisation for official use and are of vital importance for our day to day operations. The data and information accessible through these facilities is confidential. These are vital business resources and the property of the organisation. All the users are its custodians must protect it at all times.