Human Resource Information system (HRIS)

Of Unique Group

By

RAJAUL KARIM
ID: 1120201

An Internship Report Presented in Partial Fulfillment of

The Requirements for the Degree
Bachelor of Business Administration

Independent University, Bangladesh

8th September, 2015

1
Human Resource Information system (HRIS)
Of Unique Group

By

RAJAUL KARIM
ID: 1120201

Has been approved

8th September, 2015

_______________________

Mr. MONZOOR MORSHED

Lecturer
School of Business
Independent University, Bangladesh

2
 Letter of Transmittal

September 08, 2015

Monzoor Morshed

Lecturer

School of business

Independent University, Bangladesh

Dhaka-1229

Subject: Submission of internship report on “HRIS of Unique Group”.

Dear Sir

I am submitting my internship report on “HRIS of Unique Group” with due gratefulness and
admiration. As per partial accomplishment of the requirements for the BBA degree, I have
completed the internship from Unique Group Head office. It is my pleasure to carry out the
internship report under your supervision.

It has been an interesting and very enlightening experience for me to work in Unique Group. I
have tried my level best to reflect my three months long work experience in this report and also
tried to make this report a successful one.

I would like to express my sincere gratitude to you for your kind guidance & suggestions in
preparing the report and also I would like to request you to accept my internship report for
further assessment.

Sincerely yours,

……………………………………

Rajaul Karim.

ID No-1120201

Independent University, Bangladesh

3
Acknowledgement

First of all, I would like to thank almighty Allah for his grace in accomplishing my internship
report timely.

I would like to express my gratitude to my honorable academic supervisor Mr.Monzoor

Morshed (lecturer, School of Business, Independent University, Bangladesh) from the core
of my heart for his kind support, guidance, constructive supervision, instructions and advice and
for motivating me to do this report.

I am also thankful to Mr. Kamal Hossain (Senior Executive HR) for his cordial help by
providing various key information and giving me the path to write a fruitful report.

I am also grateful to the employees of Unique Group HR Department for their cordial
acceptance. Mr.Abdul Alim (Asst. Manager HR), Fahmida Rafiq (Senior Executive HR),
Md.Tanvir Gias (Executive HR) was too helpful. They helped me a lot to collect the
information correctly. They has been very helpful in providing relevant information for my
report whenever I approached. It was a great opportunity for me to know about the practical
experience of HR department of Unique Group for the helpful environment of this organization.

I think, this report will motivate me in my future to take more initiatives and big projects with
the help of satisfaction that, I have completed such a big project in an efficient manner.

4
 Table of content
Serial no Content tittle Page no
Executive summary 7
Chapter 1
Introduction
1.1 Objective of the report 8
1.2 Methodology 8
1.3 Limitation of the study 9
Chapter 2
Company details
2.1 History of Unique Group 10
2.2 Name & location of the company 10
2.3 Unique Group future thinking 10
2.4 Company mission 11
2.5 Company vision 11
2.6 Strategic priorities 12
2.7 Unique Group organogram 12
2.8 Top management of Unique Group 13
2.9 Business Unit 14
2.10 Departments of Unique Group 18
Chapter 3
Internship outcome
3.1 Starting journey to corporate world 19
3.2 Different job aspect of job performance 19
3.3 Activities during internship 20
3.4 Particular problem faced during internship 20
3.5 Suggestions for overcoming the problems 21
Chapter 4 22
Literature review
Chapter 5
Project part
5.1 What is HRIS 24
5.2 What are benefit of HRIS 24
5.3 Limitation of HRIS 26
5.4 What is HRMS 27
5.5 How are HRIS & HRMS integrated 27
5.6 Analyzing on HRIS & HRMS 27
5.7 HR Functions 28
5.8 Solution offered by HRIS system 29
5.9 Users of HRIS applications 30
5.10 Cost benefits of HRIS 30
5.11 Analysis according to the usage of software(HRMS) in Unique 31
Group

5
5.11.1 Employee management 32
5.11.2 Attendance management 34
5.11.3 Leave management 37
5.11.4 Payroll management 39
5.11.5 Recruitment & Training management 41
Chapter 6
Findings & Recommendations
6.1 Findings 44
6.2 Recommendation 45
Chapter 7
Conclusion
7.1 Conclusion 46
7.2 References 47
7.3 Appendix 48

6
Executive Summary

Unique Group is one of the biggest Group of Company in Bangladesh, commenced its operations
from 1993 and has since been able to establish one of the largest group of business unit in all the
country and Unique Group already becomes top Group of company. To achieve this goal HR
Division should play a leading role. We know that proper management of people of an
organization using HRIS is essential for achievement of efficiency and effectiveness of
operation. If people are properly managed & organized then it will result in the overall
performance in a positive way to achieve short term & long term goal. On the other hand, if these
are not properly managed & organized then it will result in poor performance. This report covers
a thorough analysis about the HRIS of Unique Group.

This report covers the information necessary to understand the system development process for
HRIS. This report shows how it works and how HR division operate it. The types of information
about users/ customers of the HRIS, the sorting of HRIS data into categories of human capital,
and the main concepts of hardware and database security are covered. And it shows HRIS is
umbrella of whole business unit and it operate smoothly.

The first chapter covers objective of the report, methodology, and limitation of the report. The
second chapter includes the company details, the third chapter includes internship outcome of
Unique Group the fourth chapter elucidates the literature review and fifth chapter include the
project part, sixth chapter include findings and recommendation and last chapter which is
conclusion and references.

7
 Chapter 1

Introduction

1.1 Objective of the report:

The main objective of the study is to get idea about the, HRIS of HR Division & its operation.
This study explores the role of human resource information systems (HRIS). Other objectives
were to observe the functions of the HR division, to have idea on human resources of Unique
Group, to identify pitfalls in existing system practiced by Unique Group Ltd. and suggest
necessary changes on the policy guideline to enhance the effectiveness and efficiency of Unique
Group. To investigate the benefits of HRIS to probe the role of HRIS in strategic activities by
HR managers to explore the overall contribution of HRIS in human resource planning to identify
the competitive position of Unique Group.

1.2 Methodology:

This report is based on the primary and secondary data. This report also bears the practical
knowledge I worked at the particular division during the internship period. So the methodology
is the mixing of primary and secondary data with practical knowledge.

1.2.1 Primary Data:

The primary data sources were observation of working procedure while working in
HRIS/HRMS/ HR division, Unique Group, face to face interaction with the Unique Group
resource personnel, practical experience in the different desk of the department.

1.2.2 Secondary Data:

Majority of the data will be collected from Annual Report Informal discussion mainly with my
supervisor, printed materials like annual report, brochures, books and articles on the related
factors.

8
1.3 Limitation of the study:

There were some problems while I am doing internship. A whole hearted effort was applied to
conduct the internship and to bring a reliable and fruitful result. In spite of having the
wholehearted effort, there exit some limitations, which acted as a barrier to conduct the program.
The limitations were noted below:

Data availability could be another big issue here because company might not want to

disclose all the confidential information.

Data from different sources were quite inconsistent which created some problems in

making the report.

As a Business organization Unique Group has some restrictions to serve all the real data

as a result the study mostly depends on official files and available information.

It was very difficult to collect the information from various personnel for the job

constraint.

In many case up to date information is not published.

There were some difficulties in understanding some activities due to not being relevant

to the theoretical knowledge.

The study of such a short course of time is not free from limitation. So time limitation is

the main point of limitation.

Learning all the HRIS functions about within just three months was really tough.

Employers are too busy with their desk work so they have less time to make me

understand the all activities.

9
 Chapter 2
Company Details

2.1 History of Unique Group:

Unique Group (UG) is one of the largest and foremost diversified business entities in
Bangladesh. Its journey started in early 1980’s, and over the years, it has diversified into many
new businesses in order to meet the needs of the stakeholders, while contributing significantly to
the economy. UG developed a unique business model of creating empowered companies that
enjoy the best of entrepreneurial independence and group wide synergies. This principle has led
UG to becoming a powerful business portfolio. Today, the span of UG operations diversified into
more than twenty different business areas. These include Hospitality, Real Estate, Construction
& Infrastructure Development, Telecommunication, Shipping Line, Share Management, Bank,
Insurance, Financial Institution, Manpower Management, Ceramics Industry, Power Plant,
Human Resources Development, International Trade, Newspaper, and Art & Culture.Exceeding
today’s blue print is the passion. Unique Group involves in businesses to create a benchmark of
entrepreneurship and to contribute to the economy. Here UG always looks for sustainable
business approaches and these are always reflected in all its business endeavors.

2.2 Name and location of the company:

Unique Group is one of the leading group of company in Bangladesh. Committed to innovative
growth, Unique Group speaks a new language of success. The dream started in early 1980’s. A
visionary and dynamic entrepreneur Mr. Mohammad Noor Ali started his business and over the
years of successful business ventures in different areas which, made a giant business umbrella
the “Unique Group” in 1993. Headquarter of Unique Group is situated at 45 Kamal Ataturk
Avenue, Banani, Dhaka.6-story headquarter building is located adjacent Banani Area.

2.3 Unique Group Future thinking:

Unique Group think the years of the 21st century will be the years that all countries in this globe
will be boundary less. We will be able to sit at home and work directly with the projects in the
USA or UK or Africa or Australia or anywhere in the world through landlines media and satellite

10
information networks. We can communicate in real time to all zones in this world. We do
business with E-commerce. We will ride in flying vehicles like we see in the Hollywood films
and much more you may imagine. It will be the time for the Generation-Y. The result of all of
these technologies has pushed and made the world turn round seemingly faster than before. It is
our accountability to keep our pace along with these dynamic changes otherwise we will decline
to be a professional.

Nevertheless how fast and whereabouts the technology will direct us to, the platform of one life
should be justified sensibly to the balancing of life in this wave of modern phenomenon. We still
need clean air to breath, need hygienic foods and water to eat and drink, need nature of good
environment. We must control the usage of our consumable natural resources; control the
emission of the pollution. We will not be able to live without these no matter how far and how
high we go with the technology.

Environmental-friendly will not just be a smart word but it will be in the master concept of every
work we do.

2.4 Company Mission:

Every company have their certain goals and mission so, as Unique Group of Companies Ltd.
Building leadership, enjoying enormous amount of benefits, developing career as one of the best
business professionals in the country are few points what we count as our mission in here. But,
our prime mission is being unique in every aspect of the country’s business and to set a pioneer
example for others as a business leader in the market.

2.5 Company Vision:

Unique Group of Companies Ltd. An equal opportunity company where building expectation
and achieving the dreams is a prime vision. The company have boundary less opportunities.
Not to mention that the sister concerns of the company are prospering everyday on a huge extent.
Keeping this on mind the company is heading towards a unique direction where peace,
prosperity, reality will be our achievement

11
2.6 Strategic Priorities:

To have sustained growth, broaden and improve range of products and services. The company
believes that communication with, and feedbacks from its clients help it to achieve its goal of
providing world-class products and services. Unique Group has engaged a relationship officer
for each individual customer to address the requirements of the customer. It also constantly
monitors its standards, and strives to exceed clients’ expectations.

2.7 Unique Group Organogram:

12
2.8 Top Management of Unique Group

1) Mrs. Salina Ali

Chairman, Unique Group

2) Mr. Mohd. Noor Ali

Managing Director, Unique Group

3) Mr. Mohammad Mohsin

Chief Advisor, Unique Group

4) Mr. Gazi Md. Shakhawat Hossain

Director Finance, Unique Group

5) Mr. Mimshad Rahman

Director Project Development, Borak Real Estate (Pvt.) Ltd.

6) Mr. Muhammad Wahidur Rahman

Director Accounts, Audit & TAX, Unique Group

7) Mr. Enamul Haque

Director Customer Management, Borak Real Estate (Pvt.) Ltd.

8) Mr. Shams Uddin Ahmed

Director Design Development, Borak Real Estate (Pvt.) Ltd

9) Capt. Mobashwer Ali Khondokar

Director, Borak Shipping Ltd.

10) Mr. Khandaker Shafiul Alam, Director, UHRL

11) Mr. Salauddin Khan

Assistant Director (Finance & Accounts),Unique Group

12) Major A. Rashid Siddiquee, (Retd.)

Head of Human Resource, Unique Group

13
2.9 Business Unit:

Unique group sister of concern are as bellow

 Unique Hotel & Resorts Ltd.(UHRL)

 Unique Share Management Ltd.(USML)
 BORAK Real-estate Ltd(BRE)
 Unique Property & Development Ltd.(UPDL)
 Unique vocational & Training Center.(UVTC)
 Unique Eastern Ltd(UE)
 BORAK Shipping Ltd(BSL)
 Unique Ceramics Industries Ltd.(UCL)
 BORAK Travels Ltd(BTL)
 Unique Tours Travels ltd
 UPDATE
 Amader Somoy
2.9.1 Unique Hotel & Resorts Ltd.

Due to insufficiency of International Standard Hotel in Dhaka, this company has started its
operation with a view to construct a five-star hotel in Dhaka to introduce Bangladesh and her
guests with the taste of world-class hotels. The company already introduced The Westin Dhaka,
from a world famous American business hotel Chain Starwood Hotels and Resorts worldwide
Inc. The occupancy of the hotel is more than any other hotels in Bangladesh for its service and
signature products. The company has plans to set-up more hotels of 5-star standard in Dhaka and
other major cities of the country.

14
To be the leading Pioneer in bringing Leading Hotel management and constructing them
following ISO Standards and Proving most efficient Customer Service and be the first of its kind
in Bangladesh and gradually become one of the Leaders in them Asia Region.

2.9.2 Unique Share Management Ltd.

Unique Share Management Ltd. (USML) was incorporated on 2009 as a private limited company
under the Companies Act 1994 having its registered office at UTC Building. The Company is a
member of Dhaka Stock Exchange Limited (TREC Holding Number # 109) having about 1,200
nos. of BO (Beneficiary Owner) accounts. The Company has been incorporated with objective to
buy, sell and deal in demit & mat shares, stocks and other securities and undertake all functions
of a stock exchange member.

As a stock brokerage firm, USML’s business includes executing shares trades on the Dhaka
Stock Exchange on behalf of its customers as well as providing all sorts of support services.
USML also provides margin finance to its customers.

Vision : We will be the best financial brand in the country.

Mission: We will focus on quality growth, superior customer experience and sustainable
business practices.

2.9.3 BORAK Real-Estate Ltd

BORAK REAL ESTATE (PVT.) LTD. has been setting trend & shaping new standards of
lifestyle in real estate development in Bangladesh since the company’s inception. For more than
two decades Borak Real Estate has been delivering iconic and luxury Residential, Commercial,
Retail & Five Star Hotels/ buildings throughout strategic and premier points of the capital city
and beyond.

BORAK REAL ESTATE (PVT.) LTD. is credited with introducing and pioneering the
revolutionary concept of developing the state-of-the-art 20 storied Unique Trade Centre “UTC
BUILDING”, the very first intelligent commercial complex with multi-level basements at the
heart of the Dhaka metropolitan city. It has successfully developed a 23 storied, first ever in the

15
country self-owned real 5 Star hotel “THE WESTIN DHAKA” in Bangladesh.

Borak Real Estate (Pvt.) Ltd. is at the forefront of exquisite architectural design, ensuring super
structural strength with the highest standards of customer service and excellence. With a proven
track record of delivering the most exclusive none-to-second buildings in the capital city, Borak
Real Estate has been established, chosen and trusted as one of the largest private luxury
developers in Bangladesh.

2.9.4 Unique Property & Development Ltd

(UPDL), a concern of Unique Group. With years of experiences and thoughtful realization of the
growing needs, UPDL has come with a surprisingly low-cost Residential plots for middle–
income segment of the society. Our aim is to provide rock solid secured, comfortable and
ultimate in high life style living conditions and security within a limited, down to the earth
investment.

UPDL has undertaken a residential project named Sonargaon Resort City which is supposed to
be the most modernized satellite city of the 21st century. The project area is near the bank of
Meghna and beside the Asian (Dhaka-Chittagong) Highway in the legendary Sonargaon. With a
view of materialize the dream of a plot of the middle income section in an affordable price,
UPDL has been developing The Sonargaon Resort City according to the Environmental Impact
Assessment act, 1995 of the Govt. and properly maintaining the rules and regulation of other
concerned bodies. Moreover, the project is very attractive for its various tremendous
characteristics likewise, nearer to Mega city Dhaka (25 Minutes away from Jatrabari, 24 km
away from the zero point) all the modernized facilities of township such as wide roads for better
communication, shopping center and markets in a walking distance, sound sanitation
arrangement, clinic and medical college hospital of international standard for healthcare and
medication, independent telephone exchange and so on. Above all, The Sonargaon Resort City is
situated in a serene environment that is free from pollution, smell refuse, chaotic roads, constant
traffic jam and the hustle and bustle of living in the city center.

Thus, we endeavored to meet the aspirations of our proposed plot owners in terms of style and

16
quality with competitive price.

However, seeing is believing and therefore we invite you to visit our project to find yourself and
thereby appreciate the beauty of things to come and choose you’re dreamed home for your
family.

2.9.5 Unique vocational & Training Center

Unique Vocational & Training Center has started its operation at the end of 1999 under the title
of Guan Choun Unique Vocational Training Centre. It works on providing training to unskilled
people to be prepared of working at overseas. The center got approval of BCA (Building
Construction Authority) under the Ministry of Manpower, Govt. of Singapore. It is set up to
impart technological and vocational training and testing in order to convert unskilled and Semi-
skilled workers to skilled workers by way of providing all sorts of technical training so that they
can qualify the selection test conducted by Construction Industry Technical Institute
(CITI). Singapore or any other recognized Institute both national and international before their
going abroad for work.

2.9.6 Unique Eastern Ltd

Unique Eastern (Pvt.) Ltd." is one of the most reputed, reliable, efficient and professional
Manpower Recruiting Agencies in Bangladesh. In keeping with the government policy to
increase export of manpower in the international market Unique Eastern Pvt. Ltd was set up in
the year 1980. Within a short period of time it has earned a reputation at home and abroad for its
comprehensive services. The company is managed by competent, reliable; hardworking IT based
personnel, who are well trained in their respective fields and capable of meeting all the Foreign
Principals demand. The government recognized and awarded this company several times as it
has contributed considerably to national exchequer. I would like to take this opportunity to
inform you that Unique Eastern (Pvt.) Ltd received the “Best Recruiting Agency Award 2008”
from the Finance Minister of Bangladesh not only for exporting the manpower but also for the
best Recruiting Vocational Training Centers. I also take the credit that so far we have dispatched
more than 45,000 (Forty Five Thousand only) workers, skilled, semi-skilled and un-skilled, to

17
different Middle East Countries as well as many Korean Construction Companies. We have
received letters of commendations from Korea Federation of Small

2.9.7 BORAK Shipping Ltd

It is an automatic Brick Manufacturing Unit located at Konabari, Gazipur; established with the
collaboration of China in the year 1995. The Factory can produce different types of SOLID,
HOLES, RE-INFORCED BRICKS AND ITEMS OF PORCELAIN with a productive capacity
of 60,000 bricks per day. The sponsors invested around Taka 150 crores. Also it has plan to
produce different household ceramic products/items with a view to feeding in local and foreign
market. An expansion programmed has been taken in hand to raise the production capacity by 25
percent.

2.9.8 BORAK Travels Ltd

Borak Travels (Pvt.) Ltd, a very well reputed travel agency, was established in the year 1983.
The company is a General Sales Agency (GSA) of AEROFLOT, Russian International Airlines
and Asiana Airlines. It is very much competent to handle large volume of business in the shortest
possible time.
As BTL is well equipped and managed by competent, reliable and hard working professionals it
was approved by the Govt. to operate domestic private passenger airline. Also the company has
plan to operate international cargo airline in the near future.

2.9.9 Daily Amader Somoy:

Daily Amader somoy is one of the leading newspaper in Bangladesh. It is a sister concern of
Unique Group and it is most trusted newspaper in Bangladesh. It establishes at Bir UttamQazi
Nuruzzaman Sarak, west paanthpoth, Dhaka.

2.10 Departments of Unique Group

The Department Based Approach, where each department operates as a separate unit but
sometimes collaborates in order operate more efficiently or to solve a common problem. Such
departments are also treated as a separate entity but are much more specialized in one particular
area of business. Those department are bellow

18
 Human Resource Management Department.
Marketing & Sales Department
Information Technology Department
Accounts & Finance Department
Procurement Department
SAP Department

Chapter 3

Internship outcome

3.1 Starting Journey to Corporate world:

In my 3 months journey in Unique Group I go through different type of responsibilities. I was

assigned for Human Resource Management division of Unique Group. At the very first week I
go through introducing with my supervisor, my team members & collogues. My job is started
from first week. As I was in HRIS team under HR division, my basic responsibility there was it
given bellow:

 Updating HR database.
 Data entry.
 Editing.
 Informing the prospective applicants for their written test.
 Helping take the examination & recruiting process.
I did these job responsibilities using MS word, excel, according to my supervisor‘s requirements.
My supervisor (Kamal Ahmed) and he assigned me to do different tasks at different times.

3.2 Different job aspect of job performance:

Job performance depends on many factors like job responsibility, working condition, knowledge
and expertise on the work activities; job satisfaction etc. The specific responsibilities of my job
were not so tough to do, but too much workload affects the job performance a lot. The working
environment at this Division of PBL was very friendly, which helped me to consider myself as a

19
part of my jobs with greater satisfaction. Sometimes the job seems much boring. I could perform
well due to the cordial assistance from all of the employees and staffs of this division.

3.3 Activities during internship:

Weeks Tasks

Weeks 1-3 At the beginning of my internship Mr. Kamal Ahmed (Senior HR & Admin)
who is supervisor of mine he gave a laptop and password. And he also gave
the ID & password of HRIS Software and he tech me the all procedure. He
was tech me the rules and regulation of the company. And then I am doing
the data entry of HRIS software.
Weeks 4-5 Data entry and updating HR database like general information, education,
experience, training, leave management.

Weeks 6-7 Called the interviewer for interview and written test by phone and email.

Weeks 8-9 Helping take the examination & recruiting process.

Weeks 9-10 Editing employee prospectus for interview.

Weeks 11-12 Data entry and updating HR database.

3.4 Particular problems faced during internship

During my internship task I faces lot of problems and those are given bellow:

The HRIS software is under construction.

HRIS team manpower is not enough.

20
 HRIS software is very slow.

Recruitment process is very slow.

The HR division number of employee is poor.

To write the training information is very tap.

HRIS software need more update.

Employee motivational training is not improving.

They should do more performance appraisal.

The software search did not work properly

3.5 Suggestions for overcoming problems:

 HR division need more employee so that the procedure of HR activities will faster.

 Make sure the HRIS software have to fully update.

 HR should give more incentive to the employee so that they ware motivate.

 They search option of HRIS software have to maintain proper away

 More intensive training program should be introduced to increase the employee

performance to the optimum level. The HR policy could include certain provisions

regarding to a reutilized and modern training.

 Sometimes poor internet network is the vital problem for the HR due to some planned

works.

 Recruitment process have to be faster

21
 Chapter 4

Literature Review

Kovach et al. (2002): Human Resource Information System (HRIS) is a concept concerning the
utilization of Information Technology (IT) development and characteristics for effective
managing of the Human Resource Management (HRM) functions and applications. HRIS is
considered as a systematic procedure for collecting, storing, maintaining, and recovering data
required by the organizations about their human resources, personnel activities and
organizational characteristics.

Fletcher, (2005); Lee, (2008); Ball, 2001; Martinsons, (1994): HRIS has different uses and
benefits; good improved HRIS helps organization generally in managing all HR information. It
also helps in recoding and analyzing employees and organizational information and documents,
such as employee handbooks, emergency evacuation procedures, and safety procedure.

Prof. Dr. Anil C. Bhavsar (2011) discusses various advantages, applications and importance of
HRIS. The author highlighted that ―today's HRIS has the potential to be an enterprise wide
decision support system that helps achieve both strategic and operational objective.

Dr. Shikha N. Khera and Ms. Karishma Gulati (2012): stated that Human resource
information system (HRIS) is not new concept but it is recuperating day by day with changing
environment. Its major role is in human resource planning (HRP) which itself a crucial activity in
any organization. Ineffective HRP can lead to extra or fewer numbers of employees than needed.
Both over and under number of employees can create crappy situations. HRIS helps in proper
planning of human resources. This paper focuses on the role of HRIS in HRP. The research is
empirical in nature as 127 respondents from top 7 IT companies (as per their market share) are
taken to see the sights of the objectives. The survey is done with the assistance of the
questionnaire. After investigation it is concluded that HRIS has various benefits but the foremost
is HRIS stores ample data about the employees of the organizations that helps in escalating the
snail‘s pace of HRP. HRIS also helps in the strategic activities of HR managers and more in
training and development, succession planning, applicant tracking in recruitment and selection
and manpower planning. While analyzing the overall contribution of HRIS in HRP it is

22
concluded that HRIS identifies occupied and unoccupied positions in an organization very
effectively and accurately.

Rawat (2008): states that the efficiency and effectiveness – quality of an HRIS will enable
universities to format a profile of their staff – their strengths and weaknesses, so they will know
what they have in the personnel sense. Accordingly, they will be able to structure appropriate
development promotion training and recruitment. Therefore, then, right people will be in the
right place at right time-quality human resource and personnel management.

Martinsons, (1994); Fletcher, (2005); Lee, (2008); Ball, (2001): HRIS has administration
benefits as well including enrollment, position changes and personal information updating
completely integrated with payroll and the other financial software and accounting systems in
organization.

Ngai and Wat, (2006): HRIS implementation shows that many organizations have problems
when implementing new technologies including HRIS, due to many barriers. These barriers
include: 1) lack of sufficient capital and skills

Brockbank (1999): suggested the need for HR to become a strategic partner. HRIS provides
management with strategic data not only in recruitment and retention strategies, but also in
merging HRIS data into large-scale corporate strategy. The data collected from HRIS provides
management with decision-making tool. Through proper HR management, firms are able to
perform calculations that have effects on the business as a whole. Such calculations include
health-care costs per employee, pay benefits as a percentage of operating expense, cost per hire,
return on training, turnover rates and costs, time required to fill certain jobs, return on human
capital invested, and human value added. It must be noted though, that, none of these
calculations result in cost reduction in the HR function.

23
 Chapter 5

Project Part

5.1 What Is a HRIS?

Human Resources Information Systems (HRIS) keep track of important static information about
employees such as address, social security number, tax status and withholding information,
benefits status, payroll information and which department the staffer works in. Payroll can also
be part of a HRIS. At a departmental level, HRIS can crunch simple metrics such as turnover,
staff headcounts and other information useful for planning purposes.

5.2 What Are the Benefits of a HRIS?

By using a HRIS, you can get your HR staffers out of the business of administrative record-
keeping. There’s no reason for HR to be the dusty repository of info locked in filing cabinets that
isn’t translated into relevant usable data. Instead, freed of administrative record-keeping duties,
HR can participate more meaningfully in planning and leadership. HRIS shape integration
between human resource management (HRM) and Information Technology. Even though these
systems may rely on centralized hardware resources operationally, a small group of IS specialists
residing within the personnel department increasingly manage, support, and maintain them.
HRIS support planning, administration, decision-making, and control. The system supports
applications such as employee selection and placement, payroll, pension and benefits
management, intake and training projections, career-patching, equity monitoring, and
productivity evaluation.

An effective HRIS provides information on just about anything the company needs to track and
analyze about employees, former employees, and applicants. The company will need to select a
Human Resources Information System and customize it to meet according to company needs.
Comprehensive and integrated HRIS can be used widely - in administrative, operational and
strategic fields by HR and other managers. On the operational level HRIS data can be used to
identify potential internal applicants for job vacancies, saying external recruitment costs and

24
assuring employees of career opportunities. HRIS enables the human resource department to
make a more active role in organizational planning. Computerization will make forecasting more
timely, cost effective, and efficient. With continued technological breakthroughs HRIS systems
are becoming increasingly advanced. One of the most core HRIS functions is intranet HR self-
service. Some larger companies use their intranet today for online appraisals, career
management, sentiment surveys, training registrations and publishing people related company
information. An HRIS or HRMS monitored by qualified specialists who know technology and
HR functional and tactical processes can manage compliance with federal and state laws,
streamline processes for recruitment and selection, and produce analyses, data and reports for
internal and external use. Other advantages of an HRIS include the ease of use for qualification
computer technology specialists, accuracy of information and the ability to perform HR audits
using any combination of parameters. The employee and manager self-service features are
excellent ways to free up the time of your human resources staff members for project work and
other duties. Employees and managers can locate answers and information quickly without the
need to consult an HR representative every time.

Finally, managers can access the information they need to legally, ethically, and effectively
support the success of their reporting employees. Specific benefits of such systems include:

25
  Faster information process
 Greater information accuracy
 Improved planning and program development
 Enhanced employee communications
 Reduction in cost of stored data in HR
 More transparency in the system
 More meaningful career planning &counseling at all levels.
 Better ability to respond to environmental changes.

5.3 Limitation of HRIS

An HRIS also can be a problematic for small businesses in which some employees must wear
many hats. Some of the disadvantages of an HRIS involve human error during information input
costly technology to update in system and malfunctions or insufficient applications to support
company’s human resources needs. There is a demand for computer and technology specialists
with general information technology knowledge, and finding a qualified specialist with human
resources functional area knowledge can be difficult. With such a demand, companies cost to
hire an HRIS specialist may be far above the average salary for a computer technology specialist.

5.4 What Is a HRMS?

Human Resources Management Systems (HRMS) keep track of employee data such as sick and
vacation days accrued and taken, employee performance and all aspects of personnel
management. A HRMS stores data that can help better manage people and performance reviews.
When there are issues with performance, one can track the initial problem against any
improvement (or declines).

26
5.5 How are HRMS and HRIS Integrated?

Most current HR systems combine functionality of HRMS and HRIS. The best human resources
software and applications will streamline HRMS and HRIS tasks into one robust system. The Job
science Managing CRM platform allows users to take care of all the necessary HR tasks with a
few simple keystrokes because of the robust capabilities of this cloud delivered solution.

Advanced reporting capabilities allow tracking and managing at a variety of levels from
individual to department to business units up to company-wide. Another advantage of the
combined power of HRMS and HRIS in Job science Managing is the real-time collaboration
functions so that data can be accessed with pre-set permissions by the manager that needs it,
when they need it, without involving an HR gatekeeper.

5.6 Analyzing on HRIS & HRMS

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. An effective HRIS
provides information on just about anything the company needs to track and analyze about
employees, former employees, and applicants. Your company will need to select a Human
Resources Information System and customize it to meet your needs.

27
With an appropriate HRIS, Human Resources staff enables employees to do their own benefits
updates and address changes, thus freeing HR staff for more strategic functions. Additionally,
data necessary for employee management, knowledge development, career growth and
development, and equal treatment is facilitated. Finally, managers can access the information
they need to legally, ethically, and effectively support the success of their reporting employees.

Human Resources Information System is used for employment actions such as applicant
tracking, information related recruitment, selection, orienting, performance management and
appraisal, training, attendance, compensation and benefits management, work force analyses,
employee relationship and scheduling of work force.

5.7 FIG: HR Functions

Changing with the generation and development of our country, our peoples are now much more
aware of using technology in business purpose, business purpose. As technologies are invented
to make a generation modern and make easier life like this way Software’s are made to done
easy business and HR system where organization play an important part in promoting economic
development of a country. So Realizing how much important to manage a whole organization
system and Human Resource Information, various software are invented.

HR Functions

HRP Recruitment Selecting Orienting Placing

Training Developing Performanc Compensati Employee

e Appraisal on Relation

A Human Resources Management System (HRMS) or Human Resources Information

System (HRIS) refers to the systems and processes at the intersection between Human

28
Resources 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 from 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 administrative and common to all
organizations. Organizations may have formalized selection, evaluation, and payroll processes.
Management of “Human Capital” progressed to an 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
client server architectures 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

5.8 Solutions offered by HRIS Systems

There are a number of solutions offered to a company that adopts a HRIS. Some of these include
solutions in training, payroll, HR, compliance, and recruiting. The majority of quality HRIS
systems include flexible designs that feature databases that are integrated with a wide range of
features available. Ideally, they will also include the ability to create reports and analyze
information quickly and accurately, in order to make the workforce easier to manage.

29
Through the efficiency advantages conferred by HRIS systems, a HR administrator can obtain
many hours of his or her day back instead of spending these hours dealing with non-strategic,
mundane tasks required to run the administrative-side of HR.

Similarly, a HRIS allows employees to exchange information with greater ease and without the
need for paper through the provision of a single location for announcements, external web links.

5.9 Users of HRIS applications:

HRIS meet the needs of a number of organizational stakeholders. Typically, the people in the
firm who interact with the HRIS are segmented into three groups:

(1) HR professionals,

(2) Managers in functional areas (production, marketing, engineering etc.) and

(3) Employees. HR professionals rely on the HRIS in fulfilling job functions (regulatory
reporting and compliance, compensation analysis, payroll, pension, and profit sharing
administration, skill inventory, & benefits administration etc.).

Thus, for the HR professional there is an increasing reliance on the HRIS to fulfill even the most
elementary job tasks. As human capital plays a larger role in competitive advantage, functional
managers expect the HRIS to provide functionality to meet the unit‘s goals and objectives.
Moreover, managers rely on the HRIS‘s capabilities to provide superior data collection and
analysis, especially for performance appraisal and performance management. Additionally, it
also includes skill testing, assessment and development, résumé processing, recruitment and
retention, team and project management, and management development. Finally, the individual
employees become end users of many HRIS applications. The increased complexity of employee
benefit options and the corresponding need to monitor and modify category selections more
frequently has increased the awareness of HRIS functionality among employees.

5.10 Cost and benefit of HRIS

An HRIS system represents a large investment decision for companies of all sizes. Therefore, a
convincing case to persuade decision makers about the HRIS benefits is necessary. The common
benefits of HRIS frequently cited in studies included, improved accuracy, the provision of timely

30
and quick access to information, and the saving of costs. Similarly, Becker’s and Bsat (2002)
pointed out at least five reasons why companies should use HRIS. These are:

 Increase competitiveness by improving HR practices

 Produce a greater number and variety of HR operations
 Shift the focus of HR from the processing of transactions to strategic
 HRM Make employees part of HRIS, and
 Reengineer the entire HR function

5.11 Analysis according to the usage of software (HRMS) in Unique

Group

The software of HRIS Unique Group called it HRMS. Unique Group uses Human Resource
Management System software as Human Resource Information System. This application
provides the workforce information UG HR professionals and front-line managers need to
analyze workforce staffing and productivity, and to better design compensation that rewards
performance. It has 5 major function and those are bellow

1 Employee Management

2 Attendance Management

3 Leave Management

4 Payroll Management

5 Recruitment & Training Management

31
5.11.1 Employee Management

Employee Profile

Almost 400 employees personal information were entered to the database by me by using
HRMS. Through using HRMS, Unique Group can maintain a each and every employees
personal profile which is most important where not only employees name, date of birth,
designation, department, parents name, Address, religion, id number, nationality, blood group
with picture included. When any employees enter as a fresher, HR respondent fill up their profile
by verifying CV. Then the amount of present salary structure, experiences, education
information, and remaining balance of leave days are included. A screen shot of the Employee
Master Maintenance is given below:

Personnel information:

It contains Employee Name, Fathers name, Mothers name, Spouse name, Birth date, Joining
date, in which department, branch name, designation, his or her Id no., employee status
like(regular/contractual, National ID card number, Join type, Religion etc.

32
Compensation:

It contains the actual amount of salary that the employee will get or getting where include basic
pay, house rent, convenience allowance, medical allowance house maintenance etc.

Dependent

It contains information like, the amount of children the employee has, spouse name etc..

Address

Address input the employees contact number with their permanent and present address also if
have village name, Post Office and police station name.

Education

This part contains history of an employee’s education of his/her life. Suppose S.S.C in which
year, which board, which group, results, and the name of School. Like these way, H.S.C,
Honors/BBA and Masters/MBA information is containing in this part. Here is the screen shoot :

Educational Database

Experience

Experience part shows all the training that the employee has done to be more experienced. Like,
Company Laws and Practices, Induction course for assistant officer (for the new comer) etc.

When the information was entered to HRMS by me my seniors checked it and then saved it in
database.

33
Promotion, Increment & Other Changes

In HRMS a form is prepared which takes input of all promotion, increment, salary fixation case,
and other changes. Within a short time by an expertise can input this information of each and
every employee easily and keep recorded. Suppose: Mr. X got promotion and he became
Executive officer from Senior Officer position so definitely HR need to change the amount of
salary beside changing status of designation. Also, increment purpose the new amount of taka
need to input or reentry in each and every employee’s increment profile. And in purpose of
training the employees who are attending training need to entry in their profile of training file
with details. These entire works are handled by HRD with the best usage of HRMS. In matter of
putting the information ones need to select ADD, or if anyone wants to see data then need to
select ENQ. And beside this there is an option name: DOC type.

Employee Training Module

Unique Group organizes various types of training systems for their employers to make more
effective, experienced, and knowledgeable. They emphasize much more in this part and for that
they organize both internally and externally training systems.

Administrative Certificates

HRIS has the facility to generate standard certificates/ letters for employees (Salary certificate,
Service certificate, etc) in a Microsoft word format where these templates can be easily updated
by authorized users. The effort needed to customize these certificates (and/or adding new ones)
will be quoted separately in the implementation services quotation.

5.11.2 Attendance Management

Unique Group gives important to the attendance part and both manually and software based way
HRD maintains the monitoring of their employer’s attendance matters. Besides maintaining

34
attendance book in Human Resource Division they have another attendance device name finger
key access where each and every employers need to press while entering or outgoing time from
office. According to the policy, Office hour is from 8.30.am to 5.pm.and every employee have to
entered into office before 8.30.am and employees need to punch their finger in finger key access
and atomically the attendance report will occur through software.

Basically without punching the finger key access the door will not be opened so employees are
bound to punch the machine every time of entering into office and while going outside and
software record all the things where HRD respondent keep checking out the attendance part
through HRMS and by different part this attendance report become formulated. These are:

Attendance date and time schedule:

According to the company policy Human Resource Division makes time schedule for all
employees be attend on time in Unique Group in two ways: regular time (8.30am to 5pm) &
roaster time (2pm to 9pm) Basically HRD makes roaster to the employers based on divisions
work, need and system. IT division employers need to done their work based on roaster formula.
And other employers have to come on regular time. So, in this part Schedule name, start date,
end date, in time, exit time, late entry time included for each and every employees benefit.

Daily attendance single employee:

In this sector each and every employee’s daily attendance sheet will formulate and presented
according to the software. Not only about the matter of being on time but also total record about
how many time of a single employee need to go outside of the office and the length of staying
outside of each day or daily wise will show up. Daily attendance sheet of each employee carries
entering time at morning, each and every time of going outside of the office, length of staying
outside beside their name, Id and designation.

Employee attendance monthly:

This in another way to see an employee’s attendance report based on monthly. Where beside
employee’s name, id, designation and department also included of a selected months date wise of

35
an employee’ time in, time out, work hour, extra effort, attendance, remarks according to the
company policy. It makes easier to verify of an employee’s punctuality according to their work
and organization.

Attendance History

HRMS allows practically unlimited storage of attendance records. You get instant access to your
records & can generate reports in various sorting

Daily Time sheet

Time sheet is an integrated component of HR & payroll process. HRMS allows you to easily
monitor employee attendance, absence, late and employee movements. Standard reports are
available throughout the system

36
Device Integration

HRMS can be integrated with variety attendance devices to import attendance information. In
case of device failure or any kind of device inconsistencies you can manage attendance entries
manually for both single & multiple employees

5.11.3 Leave Management

Employees must notify their supervisor or other designated department in charge, in advance of
leave. All Leave Records and Sanctioned Leave Form are maintained by HRD and or Branch
where applicable as defined in Service Rule. Apart where the amount of days is recurred for an
employee can spend as they need during a service year & remaining balance of leave days is
recorded. An employee is getting benefited by having various types of leave these are: Earned
Leave, Maternity leave, Causal leave, Medical Leave, others. Basically leave is recorded by a
process like, at the beginning employee need to made leave form where the amount of days with
category of leave and personal information need to include and then it submit in HR. then
respected EVP & Head of HR will grant the leave and finally HR will cut the submitted days
from the balance of leave days. Most importantly the final balance of leave days will record in
Employee Master Maintenance in details there are various types of leave. These are:

37
Sick or Medical Leave:

An employee will get 14 days of sick leave with pay in his/her working year. During working
period an employee can take 14days of leave with the reason of sickness in a year. And if any
employee will take more than 14days of leave then their leave days will be cut from the amount
of earned leave. Also an employee can ask for financial help for treatment where they need to
submit valid medical & admission documents for further process.

Casual Leave:

An employee will get 20days of casual leave with pay in a year. And here employees no need to
give any reasons while asking for leave permission.

Earned Leave:

30days of earned leave where 15 days is mandatory for all employees and if any employee don’t
use the benefit of this 15 days then it will atomically cut out so, it’s better to have this 15 days of
leave without pay .and another 15 days is granted for leave encashment. It will be calculated on
50% of an employee’s basic pay and after 5 years an employee will get the cash. During the year
2012 eligible employees of the company availed leave encashment facility as per the provision of
the service rules of the company. However, the facility shall continue regularly henceforth.

Maternity Leave:

As per service rules of company the competent authority may grant maternity Leave (pre-natal
and post-natal) to a female employee with full pay for a period up to 06(Six) months at a time.
But the board of directors after threadbare discussion approved the guidelines of Bangladesh
labor law.

Study Leave:

In category of others leave, study leave is not granted for employees.

38
Process of granted leave:

Leave granted process is handled by manual way though they have software of maintaining leave
matters. Employees need to submit his/her information in details in a leave form with mainly
specifying the leave types. After submitting the leave form in the HRD, the responsible person
will cut the submitted days from leave entry book and then after signing the form will submitted
to the respected Chairman& Head of HRD, AMD & MD for granting the permission of taking
leave.

After granting the permission or taking sign from upper level the responsible person of HRD will
cut the submitted days from the attendance book. A leave Form is given in appendix part:

But in case of HR managers and for some special leave like, medical, maternity & study leave
there’s need to submit leave approval form with office note to grant the leave. In this leave
taking process is handled by books with hard copies.

5.11.4 Payroll Management

Variety of Schedule Temporary Employee

HRMS’s payroll module allows you to manage employees under different schedule categories
including regular, hourly and piecework. Moreover, they can delete and undo their schedule
transactions at any time.

39
Pay Slip & Bank Statement

In conjunction with dual and multi-language pay slip support, HRMS gives you the flexibility to
manage bank payment of your employees’ earnings of any kind slip.Loan & Advanced
Payments

Apart from managing employee loans and advanced payments, our multifaceted payroll
management system provides the facility to adjust your employees’ loan and advanced salary
deduction with each scheduled payment.

Bonus Scale

Different sorts of bonus like festival bonus, performance bonus, special bonus, sales and
production bonus are easily manageable with HRMS’s bonus management module.

40
Flexibility of Payroll Items

As a user they can create and manage different pay scale items based on different calculation
method. HRMS also have the option to integrate their payroll items with employees’ attendance
data

Unscheduled Payment

They can pay their employees any kind of off-cycle payments with HRMS’s unscheduled payroll
management tool.

5.11.5 Recruitment & Training management

Vacancy Announcement

Along with new and replacement recruitment HRMS’s easy to manage Job Vacancy section
gives an efficient way to manage candidates for company’s each vacant position.

41
CVs & Other Documents

Managing applicants’ Curriculum Vitae & expertise and experience related documents is easy
and quick.

Applicant Management

Provides the facility to manage applicants in a flexible way. Aside from handling detailed
candidate information, HRMS’s Recruitment module gives them a perfect solution to keep track
of applicants’ status.

Training

The quality of employees and their development through training and education are major factors
in determining long-term profitability for all business. If they hire and keep good employees, it is
good policy to invest in the development of their skills, so they can increase their productivity.
They preserve all kind of training schedule and document through HRMS

5.11.7 HRMS Rules Repository

The Rules and regulations for different allowances and benefits (Basic salary, Housing,
Transportation, Overtime,) will be defined and maintained (update or stop validity of an existing
rule by introducing an end date, add a new rule) centrally in the ‘Maintain Rules’ screen in
addition to other rules related to Leave, Tickets, Gratuity Calculations, etc.

42
User Access Management

Effective user access management controls provide assurance that HR systems are appropriately
secured to prevent unauthorized use, disclosure, modification or loss of data. User access
management is also a critical component in providing effective segregation of duties, such that:

 Access or changes to access privileges should be approved and documented;

 Users of the HRMS should be uniquely identifiable;
 Administrator access or privileged ‘access should be limited within the HR team.
 System access should be based on user roles’ Manager, Line Manager, etc.; and
 System access privileges and business rules should comply with segregation of
duty requirements.

5.11.8 List of Main Licensed Application Forms (screens)

 Personnel with Photo

 Personnel Forms
 Standard Personnel Forms
 Define Persons
 Offer
 Supporting Documents for Allowances (form the employee file)
 Certificate Requests
 Gratuity Entitlement
 Person Skill Search
 Leave Request
 Return from Leave
 Leave Balance Adjustment & balance enquiry
 Leave Encashment
 Calculate Employee Leave Balance
 Overtime
 General letters / Requests

43
  Employee Promotion
 Change Job / Position With Regarding
 Change Marital Status
 Change Employee Nationality
 Change Employee Religion
 Suspending Salary Payment

Chapter 6
Findings & Recommendation
6.1 Findings
 Though they have HRIS software but they dot use properly.

 Job evaluation system of Unique Group is not satisfactory. They evaluate the

performance of the employee based on the observation

 Employees cannot show their talent as there is no job flexibility.

 The compensation system of Unique Group is not good.

 Recruitment and selection process is very transparent but time consuming as processes

are very long.

 Unique Group management not encouraging for the Employee Association.

 There have some lacking in training and development system and it’s not activate to

HRIS software.

 HRIS software are not fully developed.

 Unique Group overall HR policy is good.

 HR department use latest technology.

44
  The current approach to hiring staff into various positions is not good enough. Especially

the Internal recruitment system is weak. There is no exam and presentation part in their

internal recruitment process.

6.2 Recommendation:

According to my work on Unique Group, I have identified some sectors where some
development can happen; here are those

 More intensive training program should be introduced to increase the employee

performance to the optimum level. The HR policy could include certain provisions
regarding to a reutilized and modern training.
 HRIS software search option must be update and the other department include through
this process.
 The employer-employee relationship can increase. Here, to authorized HR personal, all
employees will come and will tell their problems. HR personal will then take necessary
steps.
 Modernization and revision of the HR policies and strategies are indispensable for any
organization as the world is getting more diversified day by day. The head of HR should
continuously monitor the changes happening around and adjust the policies to match the
changed scenario.
 The organization should take steps to stop the too much the reference power; it will affect
the other employee’s confidents and willingness to the work.

45
 Chapter 7

Conclusion

7.1 Conclusion

Human resource information system plays a very vital role for total performance of the
organization. It is important to choose the right HRIS. A company that takes the time to invest in
a HRIS that fits their goals, objectives, mission, and values, is a company that is investing in its
future and in its success. The world is very competitive in this new millennium. Every
organization getting the edge of using technology. To ensure better consultancy service the
organization must have to ensure a good Human Resource Management practice. The area of
Human Resource Management is very wide. Human Resource management is the heart of an
organization which plays an important role of getting the right people to do the right job and at
the right places, which helps to Human Resource information system ensure the overall
achievement of the goals of the organization.

46
7.2 References

Prof. Dr. Anil C. Bhavsar (2011) A Conceptual Paper on Human Resource Information System

(HRIS), Golden Resrach Thoughts, Vol.1 IssueV, pp 1-4.

Fletcher, (2005); Lee, (2008); Ball, 2001; Martinsons, (1994), International Journal of Business

and Management, Vol. 5, No. 10; October 2010

Dr. Shikha N. Khera and Ms. Karishma Gulati (2012), International Journal of Business and

Management, Vol. 5, No. 10; October 2010.

Kenneth A. Kovach, Allen A. Hughes, Paul Fagan and Patrick G. Maggitti (2002),

Administrative and Strategic Advantages of HRIS: Employment Relations Today, Vol.

29 Issue: 2, pages 43–48.

www.uniquegroupbd.com

https://www.google.com.bd/webhp?sourceid=chrome-instant&ion=1&espv=2&ie=UTF-

8#q=hr%20internship%20report

https://www.google.com.bd/webhp?sourceid=chrome-instant&ion=1&espv=2&ie=UTF-

8#q=hr+internshiip+literature+review

http://www.assignmentpoint.com/business/human-resource-management/internship-report-on-

human-resource-management-practices-in-partex-group-of-bangladesh.html

47
7.3 Appendix:

Acronyms & Elaborations:

Acronyms Elaborations

UG Unique Group.

BRE Borak Real Estate.

HRIS Human Resource Information System.

HRMS Human Resource Management System.

HRD Human Resource Development.

BTL Borak Travels ltd.

USML Unique Share Management Ltd.

BSL Borak shipping Ltd.

HR Human Resource.

MD Managing Director

AMD Assistant Managing Director.

ERP Enterprise Resource Planning.

BCA Building Construction Authority

UTC Unique Trade Center.

CITI Construction Industry Technical Institute.

UPDL Unique Property & Development.

GSA General Sales Agency.

IT Information Technology.

48