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1
Summer Training ReportOn
“ Study Of Human Resource Information System In South Eastern Coalfield Limited”
Submitted for partial fulfillment of requirement for the award of degreeOf
Master of Business Administration
Of
Guru Ghasidas VishwavidyalayaA Centralized University
Session 2010-11
Submitted byABHA JHA
MBA II Semester
DEPARTMENT OF MANAGEMENT STUDIES
GURUGHASIDAS VISHWAVIDYALAYA
A CENTRAL UNIVERSITY
BILASPUR (C.G) 495009
DECLARATION
I the undersigned solemnly declare that the report of the Summer Training work
entitled “Study of Human Resource Information System In South Eastern Coalfield
HUMAN RESOURCE INFORMATION SYSTEM
2
Limited”, is based my own work carried out during the course of my study under the
supervision of
I assert that the statements made and conclusions drawn are an outcome of the project
work. I further declare that to the best of my knowledge and belief that the project report
does not contain any part of any work which has been submitted for the award of any other
degree/diploma/certificate in this University or any other University.
___________________
(Signature of the Candidate)
Abha Jha
CERTIFICATE BYTHE EXAMINERS
HUMAN RESOURCE INFORMATION SYSTEM
3
This is to certify that the project entitled “Study of human resource information system in
South Eastern Coalfield Limited”
Submitted by
Abha jha
Has been examined by the undersigned as apart of the examination for the award of Master of
Business Administration degree of Guru Ghasidas Vishwavidyalaya, Bilaspur(C.G).
________________ ________________
__________________ ________________
Name & Signature of Name & Signature of Internal Examiner External Examiner Date: Date:
Forwarded byHead
Department of Management
ACKNOWLEDGEMENT
HUMAN RESOURCE INFORMATION SYSTEM
4
I would like to acknowledge my deep sense of gratitude of Dr.L.P.Pateria (H.O.D) of
management. My project guide whose encouragement, co-operation and keen interest coupled
with valuable suggestion served a lot in the successful completion of the work.
Lastly I would like to express my deep, sense of gratitude of all who have shared their valuable
time and helped me directly in the preparation of this project.
_______________________
(Signature of the student)
Abha jha
MBA. 2ND Semester
PREFACE
HUMAN RESOURCE INFORMATION SYSTEM
5
Being a student of MBA practical knowledge is an important as theoretical knowledge. For gaining practical knowledge training in an organization is necessary.
In this project firstly I had given introduction of the company profile.
Nextly, I have given the literature survey of “Study Of Human Resource Information System South Eastern Coalfield Limited”.
Thirdly the research methodology has been given explained used for this research. At last analysis of data is done through pie charts and on that basis conclusion and suggestion have been given.
On the basis of data available and collected by me, I have prepared a report and hope the report will help as to some extent effective plan for future so that there will be successful implementation of the act.
TABLE OF CONTENTS
CHAPTER TITLE PAGE NO
I 1.1 Coal industry in India 8-17
HUMAN RESOURCE INFORMATION SYSTEM
6
1.2 South Eastern coal fields
Ltd: A profile 18-28
II Literature review
2.1 Introduction of HRIS 30-32
2.2 Meaning 32-33
2.3 History and evolution 33-34
2.4 Features 34-36
2.5 Need of HRIS 37
2.6 Process of HRIS 37-41
2.7 Model of HRIS 42-44
2.8 Function of HRIS 46-49
2.9 Benefits and Pitfalls 49-51
III HRIS in SECL 52-62
IV Methodology 63-67
V Results and interpretations 68-76
VI Conclusion and Suggestions 77-78
VII Limitations 79
VIII Bibliography 80
IX Annexure 81-83
HUMAN RESOURCE INFORMATION SYSTEM
7
CHAPTER - 1
INTRODUCTION
1.1 COAL INDUSTRY IN INDIA
Coal – Primary Source Of Energy:
HUMAN RESOURCE INFORMATION SYSTEM
8
India now ranks 3rd amongst the coal producing countries in the World. Coal being the most
abundant fossil fuel in India till date, it continues one of the most important sources for meeting
the domestic energy needs and will continue to be the mainstay of its future energy supply. It
provides most vital input for accelerating the growth of Indian economy. Globally, Coal accounts
for 20% of the primary energy consumption, whereas in India, it has a share of 54%. In Power
generation, share of Coal is 30% on global basis whereas in Indian context, it is about 65%. The
Indian Power Sector is growing at the rate of 5% per annum & aiming at 7% for the next 7–8
years, which will result in massive increase in the demand of Coal for Power Sector alone apart
from growth in other sectors of economy like Steel, Cement and Fertilizer etc.
India’s Energy Scenario & Coal
India is currently among the top three fastest growing economies of the world. As a natural
corollary India's energy needs too are fast expanding with its increased industrialization and
capacity addition in Power generation. This is where 'Coal' steps in. In India coal is the critical
input for major infrastructure industries like Power, Steel and Cement.
Coal is the most dominant energy source in India's energy scenario.
Coal meets around 52% of primary commercial energy needs in India against 29% the world
over.
Around 66% of India's power generation is coal based.
India is the 3rd largest coal producing country in the world after China and USA.
The relative minor resources of tertiary coal are located on the either extremes of peninsular
India.
State and Area wise Coal reserves in India
Sl. No State name Standard Actual Expected Total % Of
HUMAN RESOURCE INFORMATION SYSTEM
9
Reserve Reserve Reserve Reserve Reserve
1 Madhya Pradesh 7565.50 9258.38 2934.49 19758.37 8.17
2 Chhattisgarh 9570.15 27432.89 4439.06 41442.10 17.14
3 Uttar Pradesh 765.98 295.82 1061.80 0.44
4 Maharashtra 4652.39 2432.18 1992.17 9076.74 3.75
5 Orissa 16910.63 30793.07 14295.56 61999.26 25.64
6 Andhra Pradesh 8403.18 6158.17 2584.25 17145.60 7.09
7 Assam 314.59 26.83 34.01 375.43 0.16
8 Arunanchal Pradesh 31.23 40.11 18.89 90.23 0.04
9 Meghalaya 117.83 40.89 300.71 459.43 0.19
10 Nagaland 3.43 1.35 15.16 19.94 0.01
11 West Bengal 25123.00 10.39
12 Jharkhand 64371.00 26.62
13 North East 864.00 0.36
Total 241786.90 100.00
Table 1.1
Coal can be broadly classified into two categories like coking and non-coking coal. Coking coal
is the coal which has coking property and which is used in metallurgical industries depending on
the quality of coke produced by them. Coking coal is sub-divided into prime coking coal,
HUMAN RESOURCE INFORMATION SYSTEM
10
medium coking coal and semi coking coal. Similarly, non-coking coal is also categorized in
seven grades (Grade A to G) depending on its caloric values.
Coal Production In India
Commercial coal mining in India with coal as an article of trade started in 1874 at the instance of
Warren Hartings for the benefit of East India Co. for the manufacture of arms and ammunitions.
Coal is the only prime source of energy. Coal mining started in the last quarter of 18 th century in
Raniganj field. Britishers took the lead to exploit the coal reserves to meet their industrial
requirements (arms and ammunitions) especially during the Second World War. This was in the
Raniganj coalfields area along the western banks of river Damodar over land from Dissergarh to
Raniganj town and coal mining commenced here in surface mines, quarries or small opencast
mines. In the year 1815 -20, the first shaft mine near Raniganj town was opened. In 1835,
Raniganj coal mining with all the land and buildings passed into the hands of Prince Dwarika
Nath Tagore, grandfather of poet Rabindra Nath Tagore and Carr-Tagore was formed in 1843.
M/S Carr-Tagore & Co. and another coal company M/S Gilmore Homfray & Co. were
amalgamated into Bengal Coal Co. Ltd., the first joint stock coal company in India. Since then
industrial operations continued on a low key, principally as a result of neglecting of coal mining
in India. Organized mining of coal started in the Raniganj coalfield in the early 19 th century.
Transportation of coal from Raniganj to Calcutta was done through river navigation along
Bhagirathi opening of railway lines from Howrah and Raniganj. Steam locomotives paved the
way for expansion of coal production.
In the beginning of the 20th century our country had attained the capacity of producing
approximately 6 million tones of coal per annum during the First World War. In the Second
World War the demand of coal was increased. The Govt. as well as the business community gave
greater emphasis on increasing coal production. Coal recruiting organization was set up to
provide manpower and give a boost to the production drive.
With the dawn of independence a greater need for efficient coal production was felt in the first
five-year plan. Coal being the most crucial energy resource, was considered necessary to
expedite development of modernization of the coal industry. Thus, by the end of 1955-56 our
HUMAN RESOURCE INFORMATION SYSTEM
11
country produced 38.4 million tones. During the second five-year plan too the coal production
was stepped up further to 60 million tones per annum. In 1956, National Coal Development
Corporation (NCDC) was formed with 11 collieries belonging to railways as its nucleus. NCDC
was given the task of exploring new coal fields and expediting development of new coal mines in
the out laying coal fields. Subsequently, in the context of conservation, safety, scientific
development of coal reserves, systematic and proper mining of coking coal and increasing
demands from iron and steel industries the Govt. of India took over all the coking coal mines on
16th of October 1971 and nationalized them on 1st of May 1972. A company is known as Bharat
Coking Coal Ltd. Was formed to manage the coking coalmines.
The objectives of nationalization were:
1. Planned development of available coal resources.
2. Improvement of safety standards.
3. Ensuring adequate investment for optimal utilization consistent with growth.
4. Improving the quality of life of the work force.
5. Prohibiting wasteful, selective and slaughter mining.
With the takeover of coking coal mines by the Govt. as mentioned above, the private coal mine
owners stopped capital investment for renewal of machineries/equipments as well as for the
development of new mines. The living conditions of the miners remained sub-standard. The
private mine owners indulged in unhealthy mining practices including slaughter mining with the
sheer objective of maximizing their short-term gains. The private miners defaulted in payment of
royalty and other dues to the state group, deposition of CMPF contribution amount, under
payment of wages to the workers; they also adopted malpractices in sales and other corrupt
practices and also violated safety laws. Approximately 3.5 lakh workmen engaged in non-coking
coal became restive on account of wide variation in the terms and conditions of employment. At
this junction the company was in the urgent need of increasing coal production for meeting the
increasing demands of the growing industries. Keeping all these factors in view, the Govt. took
over the non-coking coalmines on 30th January 1973 and subsequently nationalized them on 1st
May 1973.
HUMAN RESOURCE INFORMATION SYSTEM
12
FORMATION OF COAL INDIA LTD.
History and Formation of Coal India Limited
With dawn of the Indian independence a greater need for coal production was felt in the First
Five Year Plan. In 1951 the Working Party for the coal Industry was set up which included
representatives of coal industry, labour unions and government which suggested the
amalgamation of small and fragmented producing units. Thus the idea for a nationalized unified
coal sector was born. Integrated overall planning in coal mining is a post-independence
phenomenon. National Coal Development Corporation was formed with 11 collieries with the
task of exploring new coalfields and expediting development of new coal mines.
Factors which led up to Nationalization of Coal Industry in India
Nationalization of coal industry in India in the early seventies was a fall out of two related
events. In the first instance it was the oil price shock, which led the country to take up a close
scrutiny of its energy options. A Fuel Policy Committee set up for this purpose identified coal as
the primary source of commercial energy. Secondly, the much needed investment needed for
growth of this sector was not forthcoming with coal mining largely in the hands of private sector.
The objectives of Nationalization as conceived by late Mohan Kumaramangalam were;
Conservation of the scarce coal resource, particularly coking coal, of the country by
Halting wasteful, selective and slaughter mining.
Planned development of available coal resources.
Improvement in safety standards.
Ensuring adequate investment for optimal utilization consistent with growth needs.
Improving the quality of life of the work force.
Moreover the coal mining which hitherto was with private miners suffered with their lack of
interest in scientific methods, unhealthy mining practices etc. The living conditions of miners
under private owners were sub-standard.
HUMAN RESOURCE INFORMATION SYSTEM
13
Formation of Coal India Limited
With the Government’s national energy policy the near total national control of coal mines in
India took place in two stages in 1970s. The Coking Coal Mines (Emergency Provisions) Act
1971 was promulgated by Government on 16 October 1971 under which except the captive
mines of IISCO, TISCO, and DVC, the Government of India took over the management of all
226 coking coal mines and nationalized them on 1 May, 1972. Bharat Coking Coal Limited was
thus born. Further by promulgation of Coal Mines (Taking over of Management) Ordinance
1973 on 31 January 1973 the Central Government took over the management of all 711 non-
coking coal mines. In the next phase of nationalization these mines were nationalized with effect
from 1 May 1973 and a public sector company named Coal Mines Authority Limited (CMAL)
was formed to manage these non coking mines.
A formal holding company in the form of Coal India Limited was formed in November 1975
to manage both the companies.
Coal India Limited At A Glance
Coal India Limited (CIL) as an organized state owned coal mining corporate came into being in
November 1975 with the government taking over private coal mines. With a modest production
of 79 Million Tonnes (MTs) at the year of its inception CIL today is the single largest coal
producer in the world. Operating through 81 mining areas CIL is an apex body with 7 wholly
owned coal producing subsidiaries and 1 mine planning and consultancy company spread over 8
provincial states of India. CIL also fully owns a mining company in Mozambique christened as
‘Coal India Africana Limited’. CIL also manages 200 other establishments like workshops,
hospitals etc.
Further, it also owns 26 technical & management training institutes and 102 Vocational Training
Institutes Centres. Indian Institute of Coal Management (IICM) as a state-of-the-art Management
Training ‘Centre of Excellence’ – the largest Corporate Training Institute in India – operates
under CIL and conducts multi disciplinary management development programmes.
HUMAN RESOURCE INFORMATION SYSTEM
14
CIL having fulfilled the financial and other prerequisites was granted theMaharatna recognition
in April 2011. It is a privileged status conferred by Government of India to select state owned
enterprises in order to empower them to expand their operations and emerge as global giants. So
far, the select club has only five members out of 217 Central Public Sector Enterprises in the
country.
Unmatched Strategic Relevance
Produces around 81.1% of India’s overall coal production
In India where approximately 52% of primary commercial energy is coal dependent, CIL
alone meets to the tune of 40% of primary commercial energy requirement
Commands nearly 74% of the Indian coal market
Feeds 82 out of 86 coal based thermal power plants in India
Accounts for 76% of total thermal power generating capacity of the Utility sector
Supplies coal at prices discounted to international prices
Insulates Indian coal consumers against price volatility
Makes the end user industry globally competitive
Thus, plays a key role in “India Growth Story” and making India incorporate globally
competitive.
Mission of Coal India Ltd.:
The mission of Coal India is to produce and market the planned quantity of coal and produce
efficiently and economically with due regard to safety, conservation quality.
Vision Of Coal India Ltd.
To be a leading energy supplier in the country by adopting best practices and leading technology
from mine to market.
HUMAN RESOURCE INFORMATION SYSTEM
15
Corporate Structure and Subsidiary Companies
Coal India is a holding company with seven wholly owned coal producing subsidiary companies
and one mine planning & consultancy company. It encompasses the whole gamut of
identification of coal reserves, detailed exploration followed by design and implementation and
optimizing operations for coal extraction in its mines. The producing companies are:
1. Eastern Coalfields Limited (ECL), Sanctoria, West Bengal
2. Bharat Coking Coal Limited (BCCL), Dhanbad, Jharkhand
3. Central Coalfields Limited (CCL), Ranchi, Jharkhand
4. South Eastern Coalfields Limited (SECL), Bilaspur, Chhattisgarh
5. Western Coalfields Limited (WCL), Nagpur, Maharashtra
6. Northern Coalfields Limited (NCL), Singrauli, Madhya Pradesh
7. Mahanadi Coalfields Limited (MCL), Sambalpur, Orissa
8. Coal India Africana Limitada, Mozambique
9. The consultancy company is Central Mine Planning and Design Institute Limited (CMPDIL),
Ranchi, Jharkhand.
North Eastern Coalfields (NEC) a small coal producing unit operating in Margherita, Assam is
under direct operational control of CIL.
Coal India’s major consumers are Power and Steel sectors. Others include Cement, Fertilizer,
Brick Kilns, and small scale industries.
HUMAN RESOURCE INFORMATION SYSTEM
COAL INDIA LIMITED (1975)
EASTERN COAL FIELDS LTD. (1975). BHARAT COKING COAL LTD.(1973).CENTRAL COAL FIELDS LTD. (1975).WESTERN COALFIELDS LTD.(1975)
SOUTH EASTERN COAL FIELDS LTD. (1986)NORTHERN COAL FIELDS LTD.(1986)CENTRAL MINE PLANNING &DESIGN INSTITUTE (1975)MAHANADI COALFIELDS LTD.(1992)
16
HUMAN RESOURCE INFORMATION SYSTEM
17
The Head Quarters of Coal India Ltd and its subsidiary companies are as
below:
Sl. No. Name of the company Head Quarters
1. Coal India Ltd. (Holding Co.) Kolkata (W.B.)
2. Eastern Coalfields Ltd. Sanatoria (W.B.)
3. Bharat Coking Coal Ltd. Dhanbad (Bihar)
4. Central Coalfields Ltd. Ranchi (Jhakhand)
5. Western Coalfields Ltd. Nagpur (Maharashtra)
6. South Eastern Coalfields Ltd. Bilaspur (C.G.)
7. Northern Coalfields Ltd. Singrauli (M.P.)
8. Mahanadi Coalfields Ltd. Sambalpur (Orissa)
9. Coal Mines Planning And Designing Institute Ranchi (Jharkhand)
Table 1.2
HUMAN RESOURCE INFORMATION SYSTEM
18
1.2 SOUTH EASTERN COAL FIELDS LTD: A PROFILE
South Eastern Coalfields Limited (SECL) is the largest coal producing company of India. It is
one of the eight fully owned subsidiaries of Coal India Limited .The company has its head office
at Bilaspur and mines spread over Chhattisgarh & Madhya Pradesh. It has total 92 Mines. Total
Underground Mines are 70 and total Opencast mines are 21. There is 1 mixed mine .It is a
schedule ‘B’ Mini Ratna CPSE in coal & lignite under the administrative control of Ministry of
Coal
The Company came in to existence in 1985, when Government of India, decided to bifurcate a
part of coal mines held by Western Coalfields Limited in to new company called South Eastern
Coalfields Limited, along with Central Coalfields Limited, which was bifurcated in to Northern
Coalfields Limited, for administrative purpose.
It is one of the eight subsidiaries of CIL (A Govt. undertaking under Ministry of Coal). SECL,
Coal India’s premier coal company is operating its coal mines in the state of Madhya Pradesh
and Chhatisgarh state which is also geographically located at the heart of the country.
Chhatisgarh and Madhya Pradesh inhabited by simple minded and hard working tribes with a
rich cultural heritage. Chhatisgarh is not only the rice bowl if India but also rich in mineral
resources with coal being the prime mineral resource that is being exploited commercially for
about a century.
Ever since its formation in 1986-87, SECL has always exceeded its physical and economic
targets. In the year 1992-93 SECL has been bifurcated and three areas located in Orissa have
been transferred. Thus after bifurcation the present SECL comprises 12 areas located in three
districts of Madhya Pradesh named Shahdol, Umariya and Anuppur and five districts of
Chhatisgarh named Sarguja, Korea, Korba, Bilaspur and Raigarh. The Areas Johila, Jamuna &
Kotma, Sohagpur and part of Hasdeo are located in Madhya Pradesh and Chirimiri, Baikunthpur,
Bisrampur, Korba, Kusmunda, Gevra, Raigarh, Bhatgaon and part of Hasdeo are located in
HUMAN RESOURCE INFORMATION SYSTEM
19
Chhattisgarh. Dankuni Coal Complex in West Bengal is also a part of SECL. A new area known
as Dipka has been separated from Gevra w.e.f. 1st of April 2006. Even after bifurcation, SECL is
marching ahead to exceed its physical and economic targets.
Coal mining is the most prominent industry in Chhatisgarh in terms of employment generation,
economic infrastructure development and generatrion of revenue for the state and the central
Govt. Due to opening of coal mines in this region, rail connections and power supply lines, roads
and tele-communication have expanded over the past decades and a large number of power
houses and other industries have come up. The coal based industry have in turn generated
multiplier effect in the economy of Chhatisgarh and Madhya Pradesh and the region has become
the most important center of industrial economy of Chhatisgarh and Madhya Pradesh.
Organization:
The coal reserves of South Eastern Coalfields Limited are spread over in two States, namely,
Chhattisgarh and Madhya Pradesh and the Company is operating 93 mines with 37 Mines in the
State of Madhya Pradesh and 56 Mines in the State of Chhattisgarh besides a Coal Carbonization
Plant namely Dankuni Coal Complex (DCC) at Dankuni in West Bengal, on lease basis from
Coal India Limited. For effective administrative control and operations, the mines have been
grouped in three Coalfields, namely,
Central India Coalfields (CIC),
Korba Coalfields and
Mand-Raigarh Coalfields with 13 operating
Areas, as under:
A. Central India Coalfields
1. Chirimiri Area
2. Bhatgaon Area
3. Baikunthpur Area
4 Jamuna & Kotma Area
5. Bishrampur Area
6. Sohagpur Area
HUMAN RESOURCE INFORMATION SYSTEM
20
7. Hasdeo Area
8. Johilla Area
B. Korba Coalfields
1. Korba Area
2. Kusmunda Area
3. Dipka Area
4. Gevra Area
C. Mand-Raigarh Coalfields
1. Raigarh
D. Dankuni coal complex
The SECL family consists of 87590 employees as on 31st March 2005 who are predominantly
locals. The success of the company is largely due to the discipline and hard work of these
employees, excellent cooperation of trade unions, the State Govt. and the local people. SECL
operates through 90 mines spread over eight districts (three of Madhya Pradesh and five of
Chhatisgarh). The State wise, type wise composition of those 90 mines is given in Table below:
Type of Mine Chhatisgarh Madhya Pradesh Total
UG Mines 41 29 70
OC Mines 11 08 19
Mixed Mines 01 - 01
Total 53 37 90
Table 1.3
HUMAN RESOURCE INFORMATION SYSTEM
21
Operational Highlights:
SECL has delivered excellent all round performance during the year 2010-11.
SECL with Coal production of 112.705 million ones during 2010–11, exceeded the target of 112
million ones by 0.705 million ones and has registered a growth of 4.696 million ones i.e. 4.35%
over last year’s 108.009 million ones. Achievement of 100.63% sets SECL amongst the highest
achievers in CIL. Company has recorded highest achievement (95.47%) among CIL Subsidiaries
in OB removal during 2010–11 by removing 138.433 Million cubic metres of OB during the
period as against the target of 145.00 Million cubic metres and thus registering a growth of
6.65% over the last year’s 129.803 Million cubic metres.
The productivity in terms of output per manshift (OMS) has increased by 7.15% and decreased
by 0.75% in respect of Opencast mines and Underground mines respectively. The overall OMS
of the current year is 6.47 tonnes as compared to 5.96 tonnes in previous year indicating a
growth of 8.56%.
Financial Highlights:
During the year, SECL achieved the highest turnover of ` 13167.76 Crores with a pre-tax profit
of ` 3777.12 Crores thereby registering a growth of ` 1948.74 Crores over last year’s ` 11219.02
Crores. The profit after tax is ` 2300.82 Crores as against ` 2117.21 Crores in the previous year.
Net worth of the Company has risen from a level of ` 5397.65 Crores last year to ` 6092.83
Crores on 31-03-11. The Profit after Tax to Net worth a distinct measure of return to
shareholders thus works out to 37.76% in 2010–11. Your Directors have recommended a
dividend payment of ` 1380.53 Crores @ 383.80% on the Paid up Capital of the Company as
against ` 1270.46 Crores, i.e. @353.20% in 2009–10.
HUMAN RESOURCE INFORMATION SYSTEM
22
Highlights Of Performance:
The Company has recorded sustained growth in all key physical and financial parameters in the
financial year 2010-11.
The important physical & financial highlights during the year 2010-11, are as under:
• The Company achieved a record production in the current year. The coal production during the
year is 112.705 Million Tonnes (MT) registering a growth of 4.35% over the previous year.
• The productivity in terms of output per manshift (OMS) has increased by 7.15% and decreased
by 0.75% in respect of Opencast mines and Underground mines respectively. The overall OMS
of the current year is 6.47 tonnes as compared to 5.96 tonnes in previous year indicating a
growth of 8.56%.
• The Company achieved an all time high Gross Sales value of ` 13167.76 Crore against the
previous year’s Gross Sales of ` 11219.02 Crore, registering a growth of 17.37% over previous
year. There is a continuous improvement in realization. The realization during the year is `
13141.00 Crore which is 100.203% of the current year’s gross sales.
3.0 Production Performance:
Production performance of SECL for the financial year 2010-11 as compared to the target and
achievement of the previous year is given below
HUMAN RESOURCE INFORMATION SYSTEM
23
Fig in million tones-
RAW COAL
PRODUCTION
2010-2011
Target Actual
2009-10
Actual
%age
Achievement
against target
%age
Growth over
previous year
COOKING
COAL
0.20 0.163 0.150 81.50 8.67
NON –
COOKING
COAL
111.80 112.542 107.859 100.66 4.34
TOTAL 112.00 112.705 108.009 100.63 4.35
:
Table 1.4
Corporate Social Responsibility:
The Company sincerely believes that CSR activities play a pivotal role in achieving inclusive
growth. SECL is in the forefront in various CSR initiatives over the past many years. The focus
of SECL’s CSR initiatives is integrated development of community in the villages surrounding
our establishments which are amongst the most backward tribal villages of India. SECL has
initiated integrated development of villages to facilitate sustainable income generation through
employment / self-employment by targeting education and skill development. SECL is also
offering facilities in healthcare and infrastructure to enable the beneficiaries engage in income
generation activities.
HUMAN RESOURCE INFORMATION SYSTEM
24
Environment Management:
As a mining Company, SECL is conscious of its role in preservation of environment and
maintaining ecological balance. During the year, six numbers of mines were recommended for
ISO 14001:2004 Certification. Certification will be issued by Certification International (UK)
Limited, UK. Already three mega projects of SECL
– Gevra OCP, Dipka OCP & Kusmunda OCP along with nine other opencast mines, have been
certified for Environmental Management System (EMS) as per ISO 14001:2004 up to 2009-10
.
New Projects and Future Plans:
Members may be aware that at present, there are 54 completed projects in SECL with rated
capacity of 29.589 MT. There are 37 on-going projects under implementation (as on March-
2011) with rated capacity of 120.94 MT. Production from these projects during 2010–11 was
112.70 MT. To further augment the production and achieve the targeted production programme
of SECL during XI plan and beyond, 17 new projects are approved and are under
implementation. To further increase the coal despatch system, Rapid Loading System (SILO)
have been planned and approved in 03 projects namely in Kusmunda, Gevra and Dipka Areas.
SECL is planning to set-up 2 Nos. of Coal Washery on its own on BOM (Build-Operate-
Maintain) concept at Korba Coalfield and at Raigarh Coalfield to cope up with the MOEF
stipulations to despatch below 34% ash to Power Houses. One washery of 5 MTY capacity will
come up at Baroud Opencast of Raigarh Area and another washery of 10 MTY capacity at
Kusmunda Opencast of Kusmunda Area.
Creating transport infrastructure and managing logistics to move coal from the point of origin to
consumption units is a major challenge for sustainable development. The Railways has a major
share in coal movement
matrix (around 49%).
To cater the need of coal evacuation various development activities with respect to construction
of new sidings are taken up considering increase in production of coal in near future.
HUMAN RESOURCE INFORMATION SYSTEM
25
Mand-Raigarh Coalfields in Raigarh Area spreads over an area of 3700 sq.km and have 2068.9
MT of coal reserves as on 01-04-2010 and has potential to produce huge quantity of power grade
coal. Presently only 4 mines having total capacity of 6.27 MT are in operation. M/s RITES has
submitted survey report for this zone which is pending for approval with the Railway Board for
construction of railway sidings. Early completion of the rail network in this zone can serve the
nation through coal energy to the extent of more than 50 MTY in near future.
Similarly, to achieve 50 MTY capacity in near future in Kusmunda Area, additional Railway
Siding like washery siding, rapid loading system and new rail network from Kusmunda to Gatora
by MGR mode is under consideration. Similar efforts are being made for new Railway Siding in
near future in Bishrampur Area, Bhatgaon Area, Jamuna & Kotma Area and Sohagpur Area.
This will certainly enhance the despatch capacity to a greater extent.
Looking Ahead:
India is presently the third largest coal producing country, after China and the United States.
However, domestic production is not sufficient to meet its needs. Indonesia, Australia and South
Africa are the key countries catering to India’s most import needs. There is also a trend of Indian
companies acquiring overseas coal assets to ensure security of coal supplies.
Recent developments have been very positive for the Indian coal sector. CIL’s attempts at
acquiring overseas coalfields will lead to greater coal security for the growing energy needs of
the country. Fuel Supply Agreements (FSA) will remove the supply uncertainties faced by the
coal consuming industries. Overall, the sector is on a positive track and is expected to remain so
in the years to come though challenges remain, especially with regards to implementation
bottlenecks for captive coal mining, opening up the sector for full private participation
and coal transportation infrastructure. The phenomenal growth in demand for coal is attributable
to India’s high economic growth. The steep growth in major coal consuming sectors like power,
steel and cement is a primary cause for surge in demand. The year ahead holds much promise to
SECL. With the modernization and introduction of new technology in the mines viz., Continuous
Miner, Highwall Mining Technology, deployment of high capacity HEMM like 42 Cu.M
capacity shovels and 240Tonne Dumpers, the production is definitely going to increase.
HUMAN RESOURCE INFORMATION SYSTEM
26
Dispatches are likely to improve, bringing in better realization, higher turnover and more profit.
SECL it is hoped will excel its performance and achieve all-time high records.08.009 100.63
4.35
IMPORTANT NATIONAL AWARDS BAGGED BY SECL FOR TOTAL
PERFORMANCE, SAFETY AND POLLUTION CONTROL:
SECL’s commitment to excellence resulted winning of several national awards, rankings and
recognition for the Company and accolades for the management’s outstanding performance
YEAR AWARDS NO.
1991-92 Indira Priyadarshini Vrikshamitra 1
1994-95 Jawaharlal Nehru Memorial Award 1
1995 National Safety Award 1
1996 National Safety Award 3
1996 Best Pollution Control Award 1
1997 National Safety Award 3
1997-98 SCOPE Award 1
1998 National Safety Award 2
1999-2000 Best Pollution Control Award 1
2002-2003 Greentech Environment Excellence Gold Award 1
2003-3004 Greentech Environment Excellence Silver Award 1
Table
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27
• “Excellent Corporate Performance Award” to SECL, which was received by
Shri N.C. Jha, CMD, SECL, from the Hon’ble Union Minister of Coal Shri Shriprakash Jaiswal,
on the eve of Coal India Foundation Day on 1st November 2010, in presence of Shri Partha S.
Bhattacharya, Chairman, Coal India Limited and Shri C. Balakrishnan, Secretary, Ministry of
Coal, Govt. of India, New Delhi.
Figure1.1 -Shri N. C. Jha, the then CMD, SECL receives the “Excellence Corporate
Performance Award from the Hon’ble Union Minister of Coal on 1st November 2010
Celebration Of Silver Jubilee Year 2010-11
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28
SECL celebrated Silver Jubilee year on 27.12.2010. A Silver Jubilee Souvenir was published to
showcase the achievement of SECL during the past 25 years recognizing efforts put in by the
various stakeholders for the growth of the Company
Figure 1.2
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CHAPTER- 2
LITERATURE
REVIEW
HUMAN RESOURCE INFORMATION SYSTEM
HUMAN RESOURCE INFORMATION SYSTEM
30
2.1INTRODUCTION
HRIS (Human Resources Information System) or HRMS (Human Resources Management
System) is a new world order for managing human resources in organizations. A world where
scientists and practitioners in the industrial/organizational psychology field have much to say and
much to offer in order to promote the effectiveness and optimization of HR technologies and
services.
In the 1980s and 1990s, only medium and large companies could afford expensive human
resources information systems (HRIS). These programs required large mainframe computers and
highly skilled programmers to operate and maintain them. Today, almost any company can not
only afford, but needs, a human resources information system. Even a company with fewer than
10 employees can purchase a basic HRIS program that can be installed on a desktop computer to
automate basic human resources processes.
Human Resource Information System, more commonly referred to as the HRIS system, is a
database designed to allow tracking of all sorts of personnel related information. Because
the HRIS system can be customized to fit any number of Human Resource needs, it is possible to
adapt the system to any company or industry setting. The HRIS System is capable of such tasks
as identifying and tracking contacts with applicants, maintain essential data on the status of each
employee in the company, and in general make the process of Human Resources management
much easier to maintain.
HUMAN RESOURCE INFORMATION SYSTEM
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One of the most attractive aspects of the HRIS System is the ease of customization. It is possible
to make the system as comprehensive as the employer desires. This is accomplished by
identifying and adding specific modules to the system and activating features associated with
each module. For example, if the HRIS System needs to keep track of training functions for new
hires and current employees, the planning software module makes it possible to plan the overall
training program and also keep track of who has participated and successfully completed each
section of the program.
The HRIS System is capable of handling all types of Human Resource functions. The
capabilities begin with the hiring process, making it easy to track applicants from the submission
of the initial application all the way through the offer of employment. When it comes to
employee reporting, HRIS can maintain information on employee evaluations, requests for
transfer to a different department, or an in house application for a promotion. These types of
reporting capabilities make it possible for a user of the HRIS System to access and review a
complete history of a given employee from the time of application through all promotions,
evaluations, and wage increases. The system can even be used to identify productivity awards
issued to the employee, as well as any bonuses that may be due the employee as a result of
participation in a merit program.
It is not necessary to activate all the modules in the HRIS System during the initial setup. As the
company grows and the range of Human Resource functions begin to expand, it is possible to
activate additional modules on an as needed basis. This allows the system to grow with the
company and continue to keep the process of Human Resources management simpler even as the
business expands. HUMAN RESOURCE INFORMATION SYSTEM
32
A human resource information system (HRIS) is defined as a computer based application for
assembling and processing data related to the human resource management (HRM) function .As
in other types of information systems, an HRIS consists of a database, which contains one or
more files in which the data relevant to the system are maintained, and a database management
system, which provides the means by which users of the system access and utilize these data.
The HRIS thus contains tools that allow users to input new data and edit existing data; in
addition, such programs provide users with the opportunity to select from an array of predefined
reports that may either be printed or displayed on a monitor. Reports may address any of a
number of different HRM issues (e.g. compensation planning, equal employment opportunity
monitoring). HRISs also generally include tools by which users or system administrators may
generate ad hoc reports and select specific cases or subsets of cases for display .It merges HRM
as a discipline and in particular its basic HR activities and processes with the information
technology field. It can be used to maintain details such as employee profiles, absence reports,
salary administration and various kinds of reports. An effective HRIS provides information on
just about anything the company needs to track and analyze about employees, former employees,
and applicants.
2.2 MEANING
HRIS (Human Resources Information System) or HRMS (Human Resources Management
System) is An integrated system designed to provide information used in HR decision making.
Essentially, an HRIS is a database or a combination of databases that share information.
HUMAN RESOURCE INFORMATION SYSTEM
33
For example, the employee-hiring database captures all information related to job applications.
When a business hires a new employee, the person's basic demographic information is shared
with other HRIS modules so that HR staff members do not have to re-enter the data.
A Human Resource Management System (HRMS) or 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.
2.3 HUMAN RESOURCES SOFTWARE HISTORY AND EVOLUTION
Human Resource management can be traced back to prehistoric times, when tribal members
were given specific jobs of hunting or gathering. The households of ancient Chinese emperors
had employment tests to identify servants with special talents for special jobs. Then there were
the apprentice system and artisan guilds, formed to train new workers. In more modern times, the
discipline of human resource management (HRM) has become a sophisticated science with
theories, experiments and studies that seek to help managers and organizations recruit, retain,
and maximize staff productivity.
In the 1960’s and 1970’s, large companies felt a need to centralize their personnel data in large
part to facilitate record keeping and meet regulatory needs. Programs were written on large
mainframe computers that acted as a central data repository with little transactional processing,
usually only for payroll. The Human Resource Information System (HRIS), also know as a
Human Resource Management System (HRMS), became prevalent in the 1980’s with the
popularity of Enterprise Resource Management (ERP) applications and the move from
mainframe systems to client server technology. This trend was based on a new school of
thinking, one that saw the transformation of transactions into business processes and data into
HUMAN RESOURCE INFORMATION SYSTEM
34
information. HR information can empower companies with “intelligence” enabling management
to make more timely and more informed decisions. All the tier One ERP software vendors such
as Oracle, PeopleSoft, and SAP included some flavor of human resource management in their
suite of applications providing their users with a single, holistic view of their workforce.
At the same time, the 1980’s saw a shortage in skilled workers, especially in the technology
sector. Human Resource Management had long evolved from the basis of a skills management
discipline to more of an employee satisfaction and productivity tool. However, by the
1980’s, HRIS systems now included a host of feature sets and functional capabilities aimed at
attracting, retaining and properly compensating the workforce. By 2000, the human resource
software industry saw HRIS grow to include recruitment, benefits management, time
management, payroll, compensation management, learning management, expense reporting and
reimbursements, and performance management. Self-service applications built on top of the
underlining data empowered employees to manage their own data and make timely changes.
Online employee portals further consolidated disparate systems, documents and information into
one place.
As computer hardware prices fell and computing power simultaneously grew, more and more
companies were able to afford enterprise software systems and vendors saw a market for
standalone HRIS software. Data connectors and application programming interfaces empowered
customers with HR systems that need not be delivered with their financial accounting software.
They now have an a la carte option and can leverage a higher fit system that better fulfills their
HRIS needs and can integrate information such as payroll and headcount to their financial
system. Vendors such as Sage Software and Ultimate Software saw a niche in the midmarket
sector for their HRIS offerings.
However, Software as a Service (SaaS) found significant adoption in a downsizing economy.
Companies can now have all the advantages of an HRIS that fits their specific needs and
requirements, integrate relevant information with their financial applications, massage the data
with a business intelligence (BI) reporting suite and make management decisions based on facts,
figures and trends. And they need not incur the burden or cost of managing the hardware or
software environment themselves. Not to be left behind, the Tier One ERP software vendors
follow the pack by providing their ERP solutions, packaged with HRIS, as a SaaS option. This
HUMAN RESOURCE INFORMATION SYSTEM
35
offering usually benefits small to midsized companies. However, organizations looking for a
SaaS option for their HRIS will have a host of choices.
The future of HRIS lies in SaaS and cloud computing. However, as more and more companies
outsource their HR department’s functionalities, outsourcing organizations such as Randstad and
ADP are adding technology to their menus. HR outsourcing services such as TriNet and Achilles
Group all offer HRIS tools and solutions for their clients. As the human resources outsourcing
market is predicted by Gartner to reach $1.102 billion worldwide by 2012, outsource companies
will provide the majority of HRIS processes and management.
The immediate future of HRIS is a marriage between outsourced functions and outsourced
technology. After that, the pendulum could swing either direction further, whereby all workers
are outsourced, not just in HR; or it could swing the other way, where organizations take back
control of their workforce, workforce management but probably not the technology.
2.4 FEATURES OF HUMAN RESOURCE INFORMATION SYSTEM
1) Manage Employee Records
Easily organize all of your employee information in one online HRIS database! Securely manage
information such as employee personal data, job responsibilities, benefits, contact information,
hiring checklists, and much more in one central location instead of 10 different spreadsheets.
2) Track Required Employee Training
Providing the proper training to your employees is vital to ensure that they are successful on the
job. Our featured HRIS provider will help you track each employee’s required and completed
training such as first aid, CPR, food handler's permits, and other required employee training and
certifications.
3) Store Important Employee Documents
HUMAN RESOURCE INFORMATION SYSTEM
36
Store your forms, applications, training documents, employee handbooks, and much more in our
simple, secure system. No more worrying about making sure all your locations are using the
most current version!
4) New Hire Tracking & On boarding
New employees waste much of their first day on the job filling out endless forms when they
could be getting to work. The HRIS system allows you to track the specific steps of your on
boarding process, and allows you to print out all of your new hire paperwork already pre-
populated with the employees information and ready to be signed.
5) Employee Database Reporting in Real Time
From reports as simple as birthdays, to details on benefits enrollment, this system can give you
what you need right when you need it. Keep your team up-to-date on your organization with
reports that take minutes rather than hours to create.
6) Reporting and Decision Support
Because basic HR processes are automated and all necessary information is stored in connected
databases, an HRIS simplifies reporting and management decision-support activities. Most
systems include a variety of standard HR reports that can be used to manage the business and
plan for the future, such as, compensation by pay period and year-to-date, benefits enrollment,
and employee time and attendance. Many HR systems will allow users to develop ad hoc reports
in order to analyze specific issues or identify trends to help management in strategic planning.
7) Legal Compliance Support
These systems generate reports and documentation required by state and federal agencies,
such as the W-2 Wage and Tax Statement, the Equal Employment Opportunity Commission
EEO-1 Employer Detail and Summary Report, and the Department of Labor's Illness and Injury
Report .
An HRIS can help businesses with negotiated labor agreements by incorporating the
requirements of the agreement into daily operations, such as tracking seniority for the purpose of
HUMAN RESOURCE INFORMATION SYSTEM
37
promotions, layoffs and pay raises. Information technology also helps the HR Department
monitor employee grievance and performance issues
8) HRIS Links
Depending on the sophistication of the system, an HRIS program will allow for data sharing and
integration with other essential business systems, such as finance and supply-chain management.
In addition, some systems can provide network links to their health insurance carriers and
retirement fund administrators. This allows employer and insurance carrier or fund
administrators to share employee information quickly and easily.
HRIS also links a company's human resources department with its managers and employees.
Using an Intranet -- a secure private computer network owned and operated by a company --
employees can enter their hours worked, enroll in benefit programs or continuing-education
courses and receive communications from the HR department.
2.5 NEED FOR HRIS
Costly Exercise:-
Personal records, when kept manually, do not offer up-to-date information at short notice. It was
difficult to make entries. The clerical involved is quite labor-intensive and costly.
Inaccurate:-
The manual transfer of data from one record to another may increase the chances of errors.
Fragmentation:-
Information is not available at a central, easily accessible place since records are kept at different
locations.
Difficult To Analyze:-
The manual analyzes of data is time consuming and quite often not readily available for decision
making purposes. When the organization grows in size the manual system fail to offer reliable,
accurate data at short notice
HUMAN RESOURCE INFORMATION SYSTEM
38
2.6 PROCESS OF HRIS
HRIS Selection
Selecting human resources and payroll software is not an art. A successful human resources
information system (HRIS) software selection project must be based on a proven methodology
that combines quantitative techniques and qualitative analysis. Some companies spend more time
and effort researching and purchasing a new copier than they do in evaluating enterprise
software. Selecting an HRIS software application can be more challenging than selecting other
types of application software such as accounting software or sales force automation. Human
resource processes are often unique and different from company to company. In addition, labor
regulations and other staff regulatory requirements vary from state to state, country to country,
and year to year. Added to that, each year many companies shop for better benefits providers.
The combined dynamics can impose significant challenges in the HRIS software selection
process.
However, by following best practices in software selection methodology, companies can mitigate
their risks and select a best fit solution that can grow and change with the organization. The key
point here is to have a plan and a systemic process in order to avoid confusion .There are some
basic steps that a company need to consider during your HRIS selection process.
Step 1. Inception Of Idea:
The idea for having an HRIS must originate somewhere. The originator of the idea should
prepare a preliminary report showing the need for an HRIS and what it can do for
the organizations.
Step 2. Feasibility Study:
Feasibility study evaluates the present system and details the benefits of an HRIS. It evaluates
the costs and benefits of an HRIS.
HUMAN RESOURCE INFORMATION SYSTEM
39
Step 3. Selecting A Project Team:
Once the feasibility study has been accepted and the resources allocated, a project team
should be selected. The project team should consist of HR representatives who are
knowledgeable about the organization’s HR functions and activities and about the organization
itself and representatives from both management information systems and payroll. As the project
progress, additional clerical people from the HR department will be needed to be added.
Step 4. Defining The Requirements:
A statement of requirements specifies in details exactly what the HRIS will do. A large part of
the statement of requirements specifies in details of the reports that will be produced. This
includes the written descriptions of how users collect and prepare data, obtain approvals,
complete forms, retrieve data, and perform other non-technical tasks associated with HRIS use.
Step 5. Vendor Analysis:
This step determines what hardware and software are available that will better meet the
organization’s needs for the lowest price. The result of this analysis will determine whether
to purchase with whom at what price level?
Step 6. Package Contract Negotiation:
After a vendor has been selected, the contract has been
negotiated. The contract stipulates the vendors’ responsibilities with regard to software ,
installation, service, maintenance, training and documentation.
Step 7. Training:
Training beings as soon as possible after the contract has been signed. First ,the members of
the project team are trained to use the HRIS. Towards the end of the inception of idea feasibility
HUMAN RESOURCE INFORMATION SYSTEM
40
study selecting project team defining requirements vendor analysis package contract negotiations training
tailoring the system collecting data testing the system starting-up running in parallel maintenance evaluation
implementation, the HR representatives will train managers from other departments in how to
submit information to the HRIS and how to request information from it.
Step 8. Tailoring The System:
This step involves making changes to the system to best fit the needs of the organization. A
general rule of thumb is not to modify the vendor’s package, because modifications
frequently cause problems. An alternative approach is to develop programs that augment the vendor’s
program rather than altering it.
Step 9. Collecting Data:
Prior to start-up of the system, data must be collected and entered into the system.
Step 10. Testing The System:
Once the system can been tailored to the organization’s needs and the data is entered, a period of testing
follows. The purpose of the testing phase is to verify the output of the HRIS and to make sure it
is doing what it is supposed to do. All there ports should be critically analyzed for accuracy.
Step 11. Starting Up:
Start- up begins when all the current actions are put into the system and reports are produced. It
is wise to attempt start-up. Though the system has been tested, some additional errors often start-
up.
Step 12. Running In Parallel:
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41
Even after the new HRIS has been tested, it is desirable to run the new system in parallel with
the old system for a period of time to examine its accuracy.
Step 13. Maintenance:
It normally takes several weeks or even month for the HR people to feel comfortable with the
new system. By this time errors are adjusted and handled.
Step 14. Evaluation:
After the HRIS has been placed for a reasonable length of time, the system should be evaluated
for the successful survey in the organizations
2.7VARIOUS HRIS SOFTWARE USED IN DIFFERENT ORGANIZATION
Abra Suite: for human resources and payroll management
ABS (Atlas Business Solutions): General Information, Wages information, emergency
information, Reminders, Evaluators, Notes customer information, Documents and photos,
Separation information.
CORT: HRMS: applicant tracking, Attendance tracking and calendars, Wage information,
Skills tracking, Reports-to information, Status tracking, Job history tracking, Cost center
tracking, Reviews and tracking, Mass update and change tools etc.
HRSOFT: Identify and track senior managers, Assess management skills and talents,
Generate a wide range of reports, resumes, employee profiles, replacement tables and
succession analysis reports, Identify individuals for promotion, skills shortages, unexpected
vacancy, Discover talent deep, Competency Management, career development, align
succession plans etc.
Human Resource Microsystems: sophisticated data collection and reporting, flexible
spending accounts, compensation, employment history, time off, EEO, qualifications,
Applicant/Requisition Tracking, Position Control/Succession Planning, Training
Administration, Organization Charts, HRIS-Pro Net (employee/managerial self-service), HR
HUMAN RESOURCE INFORMATION SYSTEM
42
Automation (eNotification and eScheduler), and Performance Pro (performance
management)
ORACLE- HRMS: Oracle iRecruitment, Oracle Self-Service Human Resources, Payroll,
HR Intelligence, Oracle Learning Management, Oracle Time and Labor
PEOPLESOFT: Enterprise eRecruit, Enterprise Resume Processing, Enterprise Services
Procurement, Workforce Planning, Warehouse
SAP HR: Human Capital Management (HCM) for Business, All-in-One: Rapid HR,
SPECTRUM HR: iVantage® and HRVantage®. iVantage is a Web-based HRIS product
designed for organizations with up to 10,000 employees.
VANTAGE: HRA: 'Point-and-Click' report writing, internal Messaging System for leaving
reminders to yourself, to someone else or to everyone using HRA - very useful for Benefit
Applications, Disciplinary Actions, Special Events, Employee Summary Screen for Basic,
Leave (Absenteeism) and Salary/Position History, skills & training module, Leave Tracking
Module
2.8 MODEL OF HRIS
HUMAN RESOURCE INFORMATION SYSTEM
INPUT SUBSYSTEM
HUMAN RESOURCE RESEARCH SUBSYSTEM
HUMAN RESOURCE INTELLIGENCE SUBSYSTEM
DATA BASE
OUTPUT SUBSYSTEM
HR ACQUISITION SUBSYSTEM
HR DEVELOMENT SUBSYSTEM
APPRAISAL AND COMPENSATION SUBSYSTEM
MAINTAINENCE SUBSYSTEM
USERS
43
INPUT SUBSYSTEM
HR Research Subsystem:
It gathers data about various aspects of human resources management such as job analysis, job
evaluation, employee morale, employee absenteeism and employee turnover.
HR Intelligence Subsystem:
It gathers human resources information from external environment both formally and informally.
OUTPUT SUBSYSTEM
HR Acquisition System:
The functions involved in this system are human resource planning, recruitment, selection and
placement.
HR Development System:
HRD system requires information about the competencies that are to be developed among
employees.
Appraisal system: Appraisal involves evaluating an employee’s quality and performance For devising
suitable compensation package training, promotion, demotion etc. compensation involves
determining the incentives, benefits etc.
Compensation management: It is concerned with designing and implementing total
compensation package. Compensation is referred to as money and other benefits received by
HUMAN RESOURCE INFORMATION SYSTEM
INDUSTRIAL RELATION SUBSYSTEM
44
an employee for providing services to his employer like provident fund ,gratuity, insurance
scheme and other payment.
HR maintenance system:
HRM system deals with maintaining employees in the organization. It involves human resource
mobility in the form of promotion, demotion, transfer and separation, caring for employees
safely and health and managing stress that employees may experience at the workplace.
Industrial relation system:
IRS is concerned with managing good relations between management and operatives. This
involves designing of industrial relations mechanism, managing employee discipline, redressing
employee grievances and managing industrial disputes.
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45
2.9THREE LEVELS OF HRIS
HUMAN RESOURCE INFORMATION SYSTEM
STRATEGIC
Economic Trends Training ProjectIndustrial Forecasts M anpower PlanningM anpower Demand Forecasts Pension Fund Investment
FUNCTIONAL
Employee Background RecruitingAnd Experience Employee Selection Performance Evaluation Employee Placement And Rewards Employee PromotionSkills Inventory Assignment M atching
OPERATIONAL
Benefits Program Internal ReportingCompensation Programs Absent RatesInsurance Programs Human Resource AccountngEmployee Demographsics Productivity AssessmentPosition Description External Reporting Equity M onitoring Vacancy Reporting Health And Safety Reporting
46
2.10 FUNCTION OF HUMAN RESOURCE INFORMATION SYSTEM
The function of Human Resources 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 client–server 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 client– server, 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:
1) Payroll
2) Time and Attendance
3) Appraisal performance
4) Benefits Administration
5) HR management Information system
HUMAN RESOURCE INFORMATION SYSTEM
47
6) Recruiting/Learning Management , Training System
7) Performance Record
8) Employee Self-Service
9) Scheduling
10) Absence Management
1) Payroll Module
It 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.
2) Time And Attendance Module
It 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.
3) Benefits Administration Module
It provides a system for organizations to administer and track employee participation in benefits
programs. These typically encompass insurance, compensation, profit sharing and retirement.
4) HR Management Module
It 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:
HUMAN RESOURCE INFORMATION SYSTEM
48
produce pay checks and payroll reports;
maintain personnel records;
pursue Talent Management.
5) Online Recruiting
It 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.
6) Training Module
It provides a system for organizations to administer and track employee training and
development efforts. The system, normally called a Learning Management System 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.
HUMAN RESOURCE INFORMATION SYSTEM
49
7) Employee Self-Service module
It 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.
Many organizations have gone beyond the traditional functions and developed human resource
management information systems, which support recruitment, selection, hiring, job placement,
performance appraisals, employee benefit analysis, health, safety and security, while others
integrate an outsourced Applicant Tracking System that encompasses a subset of the above.
2.11HUMAN RESOURCES SOFTWARE BENEFITS
HRIS Benefits
As companies focus on cost cutting measures, HR departments in many organizations are some
of the first to fall victim to downsizing. Ironically, downsizing creates even more work for HR
staff as they have to process terminations, compile severance packages, prepare the necessary
paperwork and process post termination tasks such a Cobra registration, unemployment benefits,
and fielding general questions. Many companies are left with all the extra work and less people
to perform them.
A good Human Resource Information System (HRIS) can leverage experienced HR staff to
better manage HR related tasks and processes. The benefits include reduced errors, less paper
work, quicker processing time, and more accurate information.
1) Reduced Paper and Reduced Errors
There is a direct correlation between the amount of paperwork processed and the number of
errors incurred. The more paperwork there is the more errors are made. This is due to incorrect
deciphering of handwriting, typing errors when transferring handwritten information, non-
standardization of data, multiple data entry points and data entry back-log. With an HRIS system,
there is a common central data location and limited data entry points. Your staff can enter some
of their own personal data and benefits selection, thus removing the middleman. HR staff can
HUMAN RESOURCE INFORMATION SYSTEM
50
then spend their time verifying information instead of entering it. Adding data validation tools to
your HRIS can help to establish data standards. These tools include address verification to
reduce address errors and lookup values instead of free form text to reduce varying words that
mean the same thing.
2) Faster Processing Time
When your staff directly enter their data in an HRIS system, several steps are removed from the
process. Paperwork is only collected when necessary, data is not entered into multiple systems,
and changes can be quickly handled. An HRIS system that is integrated to other business
software systems such as third party providers, government agencies, background checking
vendors and payroll processors can be automated with a click of the button. This reduces turn-
around time for processes such as new employee boarding, changes to life events, changes in
benefits, and open enrollment. Compare the job of one person entering data for 200 employees
versus 200 employees entering their own data, which they would have to do on a form anyway.
3) Leveraging Resources
Once your Human Resource staff are no longer chasing paperwork, working in multiple systems,
or making error corrections, they can be more strategic and less reactive. Your staff can look at
trends and metrics and make decisions that could reduce costs and increase employee retention.
HRIS systems can generate powerful reports that can help organizations shop for benefits,
establish prevention programs, develop employee training and retention campaigns, and create
better recruitment strategies. Mundane tasks such as data entry can be replaced by more skilled,
HR specific job tasks. HR professionals should not worry that an HRIS will replace their jobs.
Skills in a good HRIS can be a valuable tool and adds to a professional quality of life and
resume.
4) Happier Employees
A good HRIS system ensures that your employee data is safe, secured, and accurate. Employees
will feel the benefits of the system when their health coverage is up-to-date, when they do not get
rejected by their insurance because of insufficient data, or when their pay check is correct.
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51
Employees are happy when they can enter the information just once in the system instead of
filling out numerous forms and applications. HRIS applications can also facilitate their open
enrollment process, which is sometimes tedious and confusing.
There are many outstanding HRIS solutions available today. Selecting an easy to use, integrated
human resource software solution that provides the organization with the business functionality
need today and in the future is key in realizing the full benefits of the HR system.
2.12 HUMAN RESOURCES SOFTWARE PITFALLS
It can be expensive
Its effective application needs large-scale computer literacy among the employees
responsible for maintaining HRIS.
Absence of continuous up-dating of HRIS makes the information stale.
Thorough understanding of what constitutes quality information for the user.
Computer systems are only as good as the data they have to work with, so if a public agency
or company starts out with bad information, there's not much a new system can do about it.
Small firms are internally incapable of HRIS applications and hence they need the help
of external resources.
Problems of computer illiteracy.
Inadequacies of Design of HRIS.
It can be expensive in terms of finance and manpower.
It can be threatening and inconvenient.
Thorough understanding of what constitutes quality information for the user.
Computer cannot substitute human beings.
Its effective application needs large-scale computer literacy among the employees
responsible for maintaining HRIS.
Absence of continuous up-dating of HRIS makes the information stale
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52
CHAPTER- 4
HRIS IN SECL
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53
Basically Computers were introduced in SECL in early1980’s and its main purpose over the
years was to ease out the tedious task of “Payroll”. With the advent of PC’s and development in
technology it was decided to use the computing power of computers in many other fields of
importance in SECL , the result was COALNET which is probably one of the best ERP package
being developed and implemented .
About The COALNET
COALNET is an ERP Package developed for Coal Industry of India and customized for Coal
India Limited. This application covers all the functionality to run the business process
smoothly and efficiently . This application is scaled and designed to fulfill the intense
requirement of enterprise computing of an organization like Coal India having eight large
subsidiary situated at dispersed location of India Functionalities covered in this
application are Finance, Production, Personnel, Project, Materials, Payroll
Sales & Marketing, Equipment and customized modules like VVIP, Grievance and
Parliament Affairs
COALNET has been designed to provide a web based platform independent, integrated
application software system to revolutionize information management and human resource
department in Coal India adding substantially to organizational management and competitiveness
of Coal India
What is Coal Net?
Web Based Integrated Application Software
Platform Independent Application
Highly Secured Application
Using Latest Technology (Java & Oracle DB and Oracle Application S/W)
Integration of information and distributing it online to users to
Put in place an Information Infrastructure
Build up efficiency through constant/event-oriented monitoring.
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54
Objectives:-
Uniformity
Rationalization
Integration of information and distributing it online to users to
Put in place an Information Infrastructure
Build up efficiency through constant/event-oriented monitoring
Features:-
Uniform data and file structures with uniform meaning to each data field. Bridge programs
may be required to integrate with the legacy and stand alone system .
Full internal consistency and Internet compatibility to help the business process with such
external agencies as customers, suppliers, regulatory authorities and the controlling
authority (MoC) for the holding company .
Compatible information system to the operation and control needs at level of individual
colliery /projects, area, subsidiary and at the holding company.
Timely availability of accurate information with accountability and data tracking.
Transparency and information support to stake holders (e.g. employees and government)
with a view to minimize delays in redresal of grievances.
HRIS is a set of inter related components working together to collect, process and store
information to support HR decision making, coordination and control in an organization. Human
resource management in SECL is one of the strategic functions as the industry is labor intensive.
CIL has started EIS( Executive Information System ) which also used by its subsidiary SECL
and they are also using oracle, MS access and MS Excel to elevate HR process to world class
levels and standardize them across units and business. These automated HR process will aid in
faster, efficient ,timely and accurate data availability to management for decision – making .
The various software used helps a lot in different works of the organization. It helps in the
following ways –
It helps in entry of all the database of all the employees.
It reduces the time to note all the database of all the employees.
It reduces different mistakes or errors while maintaining the database.
HUMAN RESOURCE INFORMATION SYSTEM
55
It helps in doing data updation of all the employees.
It reduces the time of work.
It also reduces the number of employees for maintaining database .
It records the compensation details of all the employees.
EIS helps the executive in this way also
Once the data of an executive entered in to EIS the executive gets a registration no which helps
the executive to know about the different policies of Organization.
They can know these policies directly from the EIS system.
As it done only through Online, there is no delay in getting different information.
It also helps them to do the reporting to the concerned person.
They can also fill their problems which they face during their work and send to
their department.
The four principal areas of HR that are affected by the Human Resource Information
System(HRIS) include; payroll, time and labor management, employee benefits and HR
management.
These four basic HR functionalities are not only made less problematic, but they are ensured a
smooth running, without any hitch. A Human Resources Information System (HRIS) thus
permits a user to see online a chronological history of an employee from his /her position data, to
personal details, payroll records, and benefits information. The advantage of a Human Resource
Information System (HRIS) in payroll is that it automates the entire payroll process by gathering
and updating employee payroll data on a regular basis. It also gathers information such as
employee attendance, calculating various deductions and taxes on salaries, generating automatic
periodic paychecks and handling employee tax reports.
With updated information this system makes the job of the human resource department very easy
and simple as everything is available on a 24x7 basis, and all the information is just a click away.
In time and labor management a Human Resource Information System (HRIS) is advantageous
because it lets human resource personnel apply new technologies to effectively gather and
appraise employee time and work information. It lets an employee's information be easily
HUMAN RESOURCE INFORMATION SYSTEM
56
tracked so that it can be assessed on a more scientific level whether an employee is performing to
their full potential or not, and if there are any improvements that can be made to make an
employee feel more secure.
Employee benefits are very crucial because they help to motivate an employee to work harder.
By using a Human Resource Information System (HRIS) in employee benefits, the human
resource department is able to keep better track of which benefits are being availed by which
employee and how each employee is profiting from the benefits provided.
A Human Resource Information System (HRIS) also has advantages in HR management because
it curtails time and cost consuming activities leading to a more efficient HR department. This
system reduces the long HR paper trail that is often found in most HR divisions of companies
and leads to more productive and conducive department on the whole.
The oracle software used by the company helps in various HR process. Some of them are shown
below :
Use Of HRIS In Training
Training is a planned programme designed to improve performance and bring about measurable
changes in knowledge, skills, attitude and social behavior of employees
Training is essential for job success. It can lead to higher production, fewer mistakes, greater job
satisfaction and lower turnover.
Training Objectives
Training helps to attain key objectives by:
Contributing strategic planning solutions and solidifying the organization’s mission
Increasing the organization’s effectiveness and efficiency (performance, quality versatility,
health and safety, etc.)
Increasing employee knowledge and skills at every level of the organization
Validating the potential of individuals in their adaptation to the work at hand in the presence
of technological and career changes.
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57
Training Cycle
Training constitutes a series of planned learning activities. It focuses on the acquisition of
knowledge conducive to helping individuals adapt to their socio-professional environments. It
contributes to the attainment of the organization’s objectives for efficiency. Training is the
response to an organizational and professional need, and generally focuses on the specific
objectives of a given group of employees
GENERAL TRAINING PLAN
HUMAN RESOURCE INFORMATION SYSTEM
TRAINING CYCLE
58
TRAINING
PARTIPANTS INSTRUCTOR COST DURATION SCHEDULE
Project
management
One group of six people of
management
trainee
XYX
Consulting
Group
Rs X per
hour
16 hours February to
March
Team work
Currently the company has also started the use of HRIS in recruitment process. Online
recruitment has started in the recent year.
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59
FORMAT FOR DEVELOPMENT CHART FOR MANAGEMENT TRAINEE
CRITERIA ESSENTIAL DESIABLE WEIGHTING
1- Dissatisfactory
5- highly satisfactory
Training
Graduation in any
subject with 60%
PG degree 1 2 3 4 5
Number of years of
experience
Five years of
experience
1 2 3 4 5
Knowledge (technical competencies, software mastered,
Computer science Know the software
used by the
company
1 2 3 4 5
Self-management, (attitudes, personal qualities
Creativity, team
spirit, autonomy .
1 2 3 4 5
Bilinguism English Other language
( an asset )
1 2 3 4 5
FORMAT FOR CV SELECTION CHART
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60
Vacancy -
Management
Trainee
Date -
Scoring For Essential Criteria
Total
Score
Relevance
Of
Training
Relevance
Of
Experience
Mastery
Of
Language
Education
Qualification
Computer
Knowledge
Quality
Of
CV
Presentati
on
CV No
CV No
CV No
CV No
CV No
CV No
CV No
CV No
CV No
CV No
CV No
CV No
Scale: 0= not relevant to the position in question
1= quite close to the sought profile
2= very close to the sought profile
FORMAT FOR CANDIDATE EVALUATION CHART
Vacant Position
Management trainee
W
Performance rating
1= very weak 5= very strong multiplied by w *
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61
Date- Candidate
No 1
Candidate
No 2
Candidate
No 3
Candidate
No 4
Candidate
No 5
QUALIFICATIONS
50
Relevance of training
15
Relevance of
experience 20
Mastery of languages 15
POSITION
COMPETENCIES 25
Computer knowledge 5
Communication and
listening 5
Sense of organization
and priorities 5
Conviction and
influential abilities 5
Ability to adapt 5
OTHER
COMPETENCIES 25
Open minded and
logical 5
Dedication and sense
of belongings’ 5
Other factors 10
Weighting (W*) indicates the importance of each criterion by assigning it a percentage. The sum
of all the weighting factors is 100. During the candidate evaluation, each criterion is assigned a
performance rating of 1 to 5. Once the evaluation is complete, the performance ratings are
HUMAN RESOURCE INFORMATION SYSTEM
62
multiplied by the weighting for the criteria, and the weighted criteria are added together for each
candidate. The best candidate is the one with the highest score.
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CHAPTER-3
METHODOLOGY
4.1 REASEARCH METHODOLOGY
Research methodology is a scientific and systematic search for pertinent information on a specific
topic. It is also known as a scientific investigation.
HUMAN RESOURCE INFORMATION SYSTEM
64
Research is an academic activity and such the term should be used in a technical sense.
According to Clifford woody research comprises defining and redefining problems, formulating
hypothesis or suggested solutions, collecting, organizing and evaluating data, making deduction
and reaching conclusion, and at last testing the conclusions to determine whether they fit the
formulating hypothesis. The scope of research methodology not only the research method is
considered but the logic behind the method or techniques was used and why other technique or
methods are not used in this way research methodology makes the result or finding more
justified. It is thus an original contribution to the existing stock of knowledge making for its
advancement. It is an outlet for new ideas and insights.
a) Research Design
It is the blueprint for conducting the study that maximizes control over factors that could
interfere with the validity of the finding . Designing a study helps the researcher to plan and
implement the study in a way that will help the researcher to obtain intended results, thus
increasing the chances of obtaining information that could be associated with the real situation.
Among various types of research design the descriptive research design was found most suitable
for conducting the study. Descriptive research study includes the state of affairs as it exists at
present. The steps under the descriptive research design follows-
The first step is related with the specification of the objective with sufficient precision to
ensure that data collected are relevant. If this is not done carefully, the study may not
provide the desired information.
Second step deals with the question of selecting the methods by which the data are to be
obtained. In other words, techniques for collecting the information must be devised for
which use of questionnaires, interviewing, examination of the records can be made.
The third step consists of selection of the research technique which tells about how the
data is to be analyzed so that proper results can be achieved which should be unbiased.
The data collected must be processed and analyzed. This includes the steps like coding the
answers received from the people interviewed, observation tabulating the data performing
several statistical computations etc.
HUMAN RESOURCE INFORMATION SYSTEM
65
Last of all comes the question of reporting the findings. This is the task of communicating
the findings to others and the researchers must do it in an efficient manner.
b) Population
Polit and Hunger refers to the population as an aggregate or totality of all the objects , subjects
or members that conform to a set of specification. In this study the population was all the
employees of Personnel Department, IR ( Industrial Relation ) Department, EE ( Executive
Establishment ) Department, Manpower, Recruitment And Provident Fund, Pension Cell.
c) Sampling Procedure
The process of selecting a portion of the population to represent the entire population is known
as sampling.
Non Random Sampling
A non random sampling method was adopted which according to LoBiondo-Wood And
Haber ,is less vigorous and tends to produce less representative samples then random
samples. Non random sampling implies that not every element of the population has an
opportunity for being included in the sample. The non random procedure might have limited
the generalisability of the findings.
Sample
A sample is a subset of the population selected to participate in the study, it is the fraction of
the whole, selected to participate in the research project. In this project ,100 employees were
selected out of the entire population of HR department in S.E.C.L.
Convenience Sample
A convenience sample of 100 employees of HR department were selected. De Vos as well as
LoBiondo-Wood And Haber described a convenience sample as the use of readily accessible
persons in a study .The risk of bias is greater in this sample than in a random sample because
HUMAN RESOURCE INFORMATION SYSTEM
66
each member of the population does not have equal chance of being included in the sample.
Obtained results might not be generalize to the entire population
Sample size
A general rule of the thumb is to always use the largest sample as possible. The larger the
sample the more representative it is going to be, smaller samples produce less accurate results
because they are likely to be less representative of the population .
In this study, a convenience sample of 100 employees has been obtained from the entire
population . Employees who are working with the software and were present in the office
while distributing the questionnaire and who were willing to fill the questionnaire were
included in the sample
d) Methods of Data Collections:-
After research design plan has been chalked out, the next step is collection of data.
While deciding about the method of data collection to be used for the study, we should keep in
two types of data via, primary and secondary data. The primary data are, those which are
collected a fresh and for the first time and thus happen to be original in character. The
secondary data, on the other hand, are those which have already been collected by someone
else and which have been passed through the statistical process.
Collection of primary data:-
There are various methods of primary data collection ,among them questionnaire method of
data collection is used in this research project
Information about the use of HRIS in SECL is collected by distributing a questionnaire. (A
copy of the questionnaire is given in the last as ANNEXURE).
A questionnaire is a formalized set of questions for obtaining information from respondents.
Questionnaires were distributed among the eligible participants and were to be filled by them.
The the questions were explained to the participants who were unable to get the implication of
the given question and helped in filling up the questionnaire. The questionnaires were collected
later for further analysis .
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67
Collection of secondary data:-
Secondary data means data that are already available i.e., they refer to the data which have
already been collected and analyzed by someone else. These data may either be published or
unpublished data. The various sources from which secondary data was gathered included, the
internet search engines., magazines etc.
e) Analysis of data
The collected data has to be analyzed and processed properly for better results. The term
analysis refers to the computation of certain measures along with searching for patterns of
relationships that exist among data groups. In this research project data collected through
questionnaire is analyzed through pie charts
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68
CHAPTER – 5
RESULTS AND
INTERPRETATIONS
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 , Arranging from
HUMAN RESOURCE INFORMATION SYSTEM
69
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.
A comparison can be made on the situation before and after the use of HRIS in SECL
organization.
WITHOUT HRIS:
Prepare evaluation forms
Print and copy them
Distribute forms to employees
Employees fill in evaluation
Evaluation forms personally submitted to HR Manager
Re-write results to the computer or file them
Manual processing of data gathered
Prepare result sheets
Print, copy and distribute them to employees
File all the forms for future use
WITH HRIS:
Define evaluation forms
Online evaluation Entry
One-click access to results
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70
History info captured
Evaluation reports
Strategic Decision making process can take place
Re-write results to the computer or file them
Manual processing of data gathered
Prepare result sheets
Print, copy and distribute them to employees
File all the forms for future use.
Following results was obtained about the software used in HRIS and its features by the
questionnaire filled by the employees of Personnel department ,EE(executive establishment)
dept, IR ( industrial relation)dept, Manpower, System, Recruitment and PF, Pension cell.
Reason For Use Of HRIS
From the questionnaire filled by respondents indicates that 70 % of the persons uses HRIS
simply to reduce the paper work where as 20% wants to increase their speed of work by HRIS
where 10% considers that HRIS helps in effective management of resources .
On the whole it indicates that people considers the importance of HRIS as it reduce the paper
work to a great extent .
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71
20%
70%
10%
reason for use of HRIS
to reduce paper work
in crease speed
resource management
Tools For HRIS
From questionnaire filled by respondents indicates that 80% of person are using software as a
tool for HRIS where as 10% are using MS Excel and ERP .
On the whole it can be said that majority of people consider the use of software as a best tool for
HRIS.
10%
10%
80%
TOOLS FOR HRIS
MS EXCEL
ERP
SOFTWARE
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72
Type Of Software Used For HRIS
From the questionnaire filled by the respondents 90% of person are using ORACLE software
where 10% are using others like MS access and MS excel
On the whole it can be said as the use of oracle software is not applicable to all the work of the
HR department , some are still using MS ACCESS for their various work .
90%
10%
SOFTWARE TYPE
SAP
ORACLE
PEOPLE SOFT
OTHERS
Features In The Software
1) From the questionnaire filled by the respondent it indicates that 80% and 10% person are
strongly agree and agree that the software they are using are user friendly . So we can
conclude that the software is user friendly and it is easily used by the employees.
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73
10%
80%
5%5%
USER FRIENDLY
STRONGLY AGREEAGREECANNOT SAYDISAGREE
2) From the questionnaire filled by the respondent it indicates that 90% persons agree that the
software they are using are compatible in nature .
Thus it can be concluded that the software used by the employees in SECL are compatible
according to them . .
5%
90%
5%
COMPATIBLE
Strongly agree
Agree
Cannot say
Disagree
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74
3) From the questionnaire filled by the respondents it shows that 50% are not able to comment
on the reliability of the software where as 38% are disagree.
Thus it can be concluded that many of the employees are not sure about the reliability of the
software they are using .
2%
10%
50%
38%
RELIABLITY
STRONGLY AGREE
AGREE
CANNOT SAY
DISAGREE
4) From the questionnaire filled by the respondent it indicates that 5% are strongly agrees that
the software is efficient in nature where 50% agree with the statement 30% are not able to
answer about the efficiency of the statement . So we can conclude that the software is
efficient in nature .
HUMAN RESOURCE INFORMATION SYSTEM
75
5%
50%30%
15%
EFFIENCY
STRONGLY AGREE
AGREE
CANNOT SAY
DISAGREE
5) From the questionnaire filled by the respondent it shows that 80% of the person are not able
to comment whether the software provides the security to their documents or not where as
10% agrees about the security of the documents and 1% strongly agree with the statement.
Thus we conclude that many of the persons does have full confidence about the security of
their documents by the software .
1%
10%
80%
9%
SECURITY
STRONGLY AGREEAGREECANNOT SAYDISAGREE
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76
Best Tool Used For Employee Information
From the questionnaire filled by the respondent it indicates that 80% persons think that software
is the best tool for capturing and storing employee information where as 10% believes that MS
Access can also be used as a tool for employee in formation where as 5% believes MS Excel
and ERP( enterprise resource planning ) as a best tool for employee information
So we conclude that software serve as useful and best tool for storing and capturing employee
information
10%
5%
80%
5%
BEST TOOL USED FOR EMPLOYEE INFORMATION
MS EXCEL
ERP
SOFTWARE
MS ACCESS
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77
SUGGESSTIONS
HRIS is a new technique which is used in these different fields where HR can make there work
more easy with the help of Human Resource information system they can collect the information
by providing them a form of the same format which includes there company details and personal
details also.
.In order to improve the Software skills of employees the organization should create more
awareness and to provide feedback regularly to the employees about software system.
.Proper training should be given to the employees, in order to increase their knowledge about
the usefulness of the software system.
Top management shall continually review the software according to the client requirements,
which shall be seen as positive support to the system by the employees as well as clients
.After software testing, if there is any changes, the employees should be informed by the
software technology team
.Latest software should be implemented in the future .
To make the software system more efficient and excellent, the company should create
awareness among employees and it shall consider some of the ways and means suggested by
the employees like addition of parameters such as short cut for calculation PF, ESI,
TAX ,Etc,. Dependability and conducting regular training program on the software usage.
I hope that the suggestion given in the report may be implemented in future course for the benefit
of the employees and the company.
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78
CONCLUSION
To sum up and conclude, HRIS helps the HR department to meet the challenge of more than
thousand employees. Many companies have seen a need to transform the way Human Resource
operations are performed in order to keep up with new technology and increasing numbers of
employees. The human intelligence is closely related with the human experience and decision
making skills which is strongly backed by information's. Now a day's in every field of human
working right information is considered as the most important resource of good decision making.
although there was difficulty adapting to a new way of recordkeeping this but HRIS made it so
much easier with a system and it do a lot for us we don’t always have to visit in the cabinet of
other employee for there file just to get the information .These are the new management tricks to
get all the information of other departments.
HRIS is considered a strategic way to develop a new philosophy towards the way in which
people are managed in an organization. Many decision making strategies are based on HR
analysis, which is used to determine whether current HR capabilities are congruent with the
desired organizational objectives. The development of HRIS applications that cater to the needs
of human resources is very important. From a broader perspective, an HRIS yields a well
managed business with better informed employees. The implementation of HRIS applications
results in two benefits
:a)Efficiency of operations and streamlined HR administration.
b) Effectiveness when management can spend more time in decision-making and strategic
planning, and less time on information input and day-to-day HR administration.
In summary, this report has revealed the following:
By automating Human Resource practices, HRIS saves time and money, effectively reallocates
work processes and thus provides competitive advantage and adds Strategic value to the
organization
HR managers must make use of HRIS to achieve improved performance and removing routine
administration allows them to become professional consultants to the rest of the organization
Comprehensive HRIS provides the needed information within the shortest period and at reduced
cost
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BIBLIOGRAPHY
BOOKS
Chhabra T.N ,Human Resource Management ,Dhanpat Rai & Sons, Fifth Revised Edition
Kothari C.R, Research Methodology
WEBSITES
www.secl.gov.in
www.cil.org
www.google.com
www.citehr.com
www.wikipedia.com
www.humanresorcesystem.com
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ANNEXURE
QUESTIONNAIRE
GENERAL INFORMATION
Name –
Designation –
Year Of Experience –
Organization Working With –
1) Do you use HRIS ( HUMAN RESOURCE INFORMATION SYSTEM) in your organization?
YES NO
2) What made you to use HRIS? (You can select more than one option )
To reduce paper work To reduce manpower To speed up the work For effective management of resources
Other
3) What type of tool you use as HRIS ?
Ms Excel Software ERP other , please mention here
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81
4) Which type of software do you use /have used in your organization ?
SAP ORACLE PEOPLE SOFT Others. Mention, if any
5) When was the software installed in the company?
Less than 6 months ago 6months-1year 1-2 years 2-3years More than 3years
6) When did you start using the software?
Less than 6 months ago 6months-1year 1-2years 2-3years More than 3years
7) Who configured the software for organization?
Software vendor IT Department
8) Did the software companies provide any sort of assistance/training to the users? YES NO
9) If yes, then which type of assistance/training was provided ?
Classroom Training Online Training On-the-Job Training Others. Mention, if any
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10) Please rate the following features in the software you are currently using . Please tick not available if your are not using any software .
NA
PARTICULARS STRONGLY
AGREEAGREE CANNOT
SAYDISARGREE
USER FRIENDLY
COMPATIBLE
RELIABLITY
EFFIENCY
SECURITY
FLEXIBILITY
MAINTAINIBLITY
CLARITY
CONSISTENCY
STABILITY
ACCURACY
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83
11) What are the challenges in shifting from manual process to automated process? Please detail here.
12) Which one is the best tool for capturing and using the employee information ?
MS EXCEL
ERP
FREEWARE SOFTWARE THAT IS CUSTOMISED MS ACCESS
OTHER TOOL
13) Are you able to use the software entirely? If no, then which modules and sub-modules are highly operative by you?
Recruitment Master Data Separation Personnel Management Time management Payroll Performance Management Reports Others. Mention, if any 14) Given a chance in which module or sub- module you would like to operate the software?
Recruitment Master Data Separation Personnel Management Time management Payroll Performance Management Reports Others. Mention, if any
HUMAN RESOURCE INFORMATION SYSTEM
84
HUMAN RESOURCE INFORMATION SYSTEM