Executive Summary: Acceptance of HRMS in Organizations'

‘Acceptance of HRMS in Organizations’ 2009-2010
EXECUTIVE SUMMARY
For marketers, research is not only used for the purpose of learning, it is also a critical
component needed to make good decisions. Market research does this by giving marketers a
picture of what is occurring (or likely to occur) and, when done well, offers alternative choices
that can be made. For instance, good research may suggest multiple options for introducing new
products or entering new markets. In most cases marketing decisions prove less risky (though
they are never risk free) when the marketer can select from more than one option.
The importance of our marketing research will help Neterson Technology to understand
the overall market scenario for their HRMS product i.e. HR ALIGN. Even though major players
like SAP, ORACLE, and PEOPLESOFT have strong presence in the global market, the company
wanted to identify the major competitor in Indian market.
As well as to know how HR people update themselves with the current scenario and
changes or updations happening in HR system like newspaper, Internet, Magazines etc so that
company can proceed their branding and promotion activities in that particular channel. And
branding and promotion activities like seminars and advertisements also help in increasing brand
awareness of products in the customers mind.
Through Market Research, it will help to identify potential customers in the market i.e.
their needs, their budget regarding HRMS (Human Resource Management System) software and
it also provide wide availability of data i.e. no of employees, revenue of the company, person
responsible for changes in their current HR system, current technology used in that company for
HR processes, their feedback regarding existing HR system and the kind of HR excellence
followed by that company etc which will definitely help Neterson while pitching to their
customers.
1
OBJECTIVE OF THE PROJECT
 Market research for HRMS (Human Resource Management System) in different
organizations
 Promotion and Branding of HR Align
 Inside sales for HR Align
2
SCOPE OF THE PROJECT
 To understand the overall market scenario for their HRMS product.
 To identify the major competitor in Indian market.
 To identify channels for brand awareness
 To identify the potential customers.
 To decide the sales policy for every company from the data collected through the
research.
3
TABLE OF CONTENTS
Sr.No CONTENTS Pg. No.

.
1 INTRODUCTION
2 HUMAN RESOURCE MANAGEMENT SYSTEM
3 RESEARCH METHODOLOGY
4 LIMITATIONS
5 COMPANY PROFILE
6 DATA ANALYSIS
7 EXPERIENCE
8 FINDINGS, CONCLUSION AND RECOMMENDATIONS
9 BIBLIOGRAPHY & ANNEXURES
INTRODUCTION
MARKET RESEARCH
4
Market research is essentially a systematic and objective study of different problems of
marketing. It studies various marketing problems in depth and offers various benefits to
manufacturing and marketing firms. MR enables them to make their business operations as per
the needs and expectations of consumers. Its relevance is fast growing in the context of growing
market competition, economic reforms, liberation and globalization of business. The scope of
MR is also widening along with the growth of marketing activity.
In MR, specific marketing problem is studied in depth by collecting and analyzing all
relevant information and solutions are suggested to solve the problems which may be related to
consumers, products, market competition, and sales promotion and so on.
“Marketing Research is the beginning and the end of Marketing Management.”
“MR facilitates accurate marketing decisions for consumer satisfaction on the one
hand and sales promotion on the other hand.”
Purposes of Market Research
 To study the needs, wants and expectations of consumers.
 To find out reactions of consumers to the products of the company.
 To evaluate company’s sales promotion measures for suitable adjustment and
improvement.
 To study current marketing problems and opportunities for suitable follow-up actions.
 To design and test appropriate packages, brands of company’s products.
 To suggest the introduction of new products, modifications of existing products and to
discover new uses of existing products.
5
 To study existing pricing, channel of distribution and market competition for suitable
changes, if necessary.
 To find out methods for making the products of the company popular and raising its
goodwill and market reputation.
Market research is for discovering what people want, need, or believe. It can also involve
discovering how they act. Once that research is completed, it can be used to determine how to
market your product.
Questionnaires and focus group discussion surveys are some of the instruments for market
research.
For starting up a business, there are some important things:
 Market information Through Market information one can know the prices of the
different commodities in the market, as well as the supply and demand situation.
Information about the markets can be obtained from different sources, varieties and
formats, as well as the sources and varieties that have to be obtained to make the business
work.
 Market segmentation Market segmentation is the division of the market or population
into subgroups with similar motivations. It is widely used for segmenting on geographic
differences, personality differences, demographic differences, techno graphic differences,
use of product differences, psychographic differences and gender differences.
 Market trends Market trends are the upward or downward movement of a market,
during a period of time. The market size is more difficult to estimate if one is starting
with something completely new. In this case, you will have to derive the figures from the
number of potential customers, or customer segments.
6
BRANDING AND PROMOTION
A brand is the personality that identifies a product, service or company (name, term, sign,
symbol, or design, or combination of them) and how it relates to key constituencies: Customers,
Staff, Partners, and Investors etc.
Brand is nothing but a means of distinguishing one firm's products or services from another's and
of creating and maintaining an image that encourages confidence in the quality and performance
of that firm's products or services.
Promotion is one of the four elements of marketing mix (product, price, promotion,
distribution). It is the communication link between sellers and buyers for the purpose of
influencing, informing, or persuading a potential buyer's purchasing decision.
The following are two types of Promotion:
 Above the line promotion: Promotion in the media (e.g. TV, radio, newspapers, Internet,
Mobile Phones, and, historically, illustrated songs) in which the advertiser pays an
advertising agency to place the advertisement.
 Below the line promotion: All other promotion. Much of this is intended to be subtle
enough for the consumer to be unaware that promotion is taking place. E.g. sponsorship,
product placement, endorsements, sales promotion, merchandising, direct mail, personal
selling, public relations, trade shows
SALES
7
A sale is the pinnacle activity involved in the selling products or services in return for money or
other compensation. It is an act of completion of a commercial activity.
A sales process is a systematic approach to selling a product or service. A growing body of
published literature approaches the sales process from the point of view of an engineering
discipline (see sales process engineering).
Reasons for having a well thought-out sales process include seller and buyer risk management,
standardized customer interaction in sales, and scalable revenue generation. A major advantage
of approaching the subject of sales from a "process point of view" is that it offers a host of well-
tested design and improvement tools from other successful disciplines and process oriented
industries. In turn, this offers potential for quicker progress. Quality expert Joseph Juran
observed, "There should be no reason our familiar principles of quality and process engineering
would not work in the sales process". A sales team's fundamental job is to move a greater
number of larger deals through the sales process in less time.
Specific steps or stages in a sales process vary from company to company but generally include
the following elements:
1. Initial Contact
2. Application of Initial Fit Criteria
3. Sales lead
4. Need identification
5. Qualified prospect
8
6. Proposal
7. Negotiation
8. Closing
9. Deal Transaction
Mapping a process provides a starting point for further careful analysis and continuous
improvement. Diagramming a process flow is considered to be one of the seven basic quality
improvement tools. Elements in the list above (among many others) have been described and/or
flowcharted in the published literature. Some examples have primarily focused on functions
performed by a sales "department". At least one cross-functional approach depicts and integrates
a variety of interdependent areas, such as sales, marketing, customer service, and information
systems.
From a seller's point of view, a sales process mediates risk by stage-gating deals based on
collection of information or execution of procedures that gate movement to the next step. This
controls seller resource expenditure on non-performing deals. Ideally this also prevents buyers
from purchasing products they don't need though such a benefit requires ethical intentions by the
seller. Because of the uncertainty of this assurance, buyers often have a buying or purchasing
process. The interface between the selling and buying process has also been diagrammed.
A formalized sales process is generally more common for companies that either have complex
sales cycles, large revenue risks that require systematic assurance of revenue generation, and/or
those that choose to use a more consultative sales approach (e.g. Saturn, IBM, Hewlett-Packard).
9
An effective sales process can be described through steps that walk a salesperson from meeting
the prospect all the way through closing the sale. Often a bad sales experience can be analyzed
and shown to have skipped key steps. This is where a good sales process mediates risk for both
buyer and seller. A solid sales process also has the dramatic impact of forecasting accuracy and
predictability in revenue results.
Many companies develop their own sales process; however, off the shelf versions are available
from companies such as The Brooks Group, the Improved Performance Group, Huthwaite
International, and Miller Heiman. A large number of these methods have been described by their
promoters in books available to the public, primarily addressing tactics employed by an
individual sales representative.
HUMAN RESOURCE MANAGEMENT SYSTEM
10
A Human Resource Management System (HRMS, EHRMS), Human Resource Information
System (HRIS), HR Technology or also called HR modules, or simply "Payroll", 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.
Human Resource Management is a complex subject and has far reaching consequences even if
one initiative of the HR process is missed out. Most HR initiatives generally stop at
Administrative Excellence. A few have struggled to achieve Service Excellence, but only a
handful can claim authority in Strategy and Business Excellence.
HR Align, has been designed as an IT platform for all the above three levels of excellence. It has
done this by seamlessly integrating Behavioral competencies and Domain knowledge to arrive at
the potential of an individual. This unique concept gives a holistic view of your Talent pool –
leading to optimized Career paths and Succession planning.
In today’s competitive market place, it helps you ensure that your organization has the right
people in the right roles at the right time! HR ALIGN spells out its value proposition through a
comprehensive and systematic approach to Leadership Development. It caters to all the HR
11
needs – from the most routine to the highly specialized – thereby simplifying and demystifying
this immensely complex subject.
Align addresses diverse stakeholder needs – Board of Directors, CEO’s, Senior Management,
Line Management and Administrative support. In the process, it orchestrates the assorted strings
of Policy, Process, People and Priority - to create a symphony of a collaborative process-driven
and business result-centric environment.
HRM STRATEGY
12
An HRM strategy pertains to the means as to how to implement the specific functions of HRM.
An organization’s HR function may possess recruitment and selection policies, disciplinary
procedures, reward/recognition policies, an HR plan, or learning and development policies,
however all of these functional areas of HRM need to be aligned and correlated, in order to
correspond with the overall business strategy. An HRM strategy thus is an overall plan,
concerning the implementation of specific HRM functional areas.
An HRM strategy typically consists of the following factors:
 "Best fit" and "best practice" - meaning that there is correlation between the HRM
strategy and the overall corporate strategy. As HRM as a field seeks to manage human
resources in order to achieve properly organizational goals, an organization’s HRM
strategy seeks to accomplish such management by applying a firm's personnel needs with
the goals/objectives of the organization. As an example, a firm selling cars could have a
corporate strategy of increasing car sales by 10% over a five year period. Accordingly,
the HRM strategy would seek to facilitate how exactly to manage personnel in order to
achieve the 10% figure. Specific HRM functions, such as recruitment and selection,
reward/recognition, an HR plan, or learning and development policies, would be tailored
to achieve the corporate objectives.
 Close co-operation (at least in theory) between HR and the top/senior management, in the
development of the corporate strategy. Theoretically, a senior HR representative should
be present when an organization’s corporate objectives are devised. This is so, since it is
a firm's personnel who actually construct a good, or provide a service. The personnel's
proper management is vital in the firm being successful, or even existing as a going
13
concern. Thus, HR can be seen as one of the critical departments within the functional
area of an organization.
 Continual monitoring of the strategy, via employee feedback, surveys, etc.
The implementation of an HR strategy is not always required, and may depend on a number of
factors, namely the size of the firm, the organizational culture within the firm or the industry that
the firm operates in and also the people in the firm.
An HRM strategy can be divided, in general, into two facets - the people strategy and the HR
functional strategy. The people strategy pertains to the point listed in the first paragraph, namely
the careful correlation of HRM policies/actions to attain the goals laid down in the corporate
strategy. The HR functional strategy relates to the policies employed within the HR functional
area itself, regarding the management of persons internal to it, to ensure its own departmental
goals are met.
(Source: http://en.wikipedia.org/wiki/Human_resource_management)
RESEARCH METHODOLOGY
14
MARKETING RESEARCH
Marketing Research in Neterson Technologies is actually done for finding out the acceptance of
HRMS software in the industries.
It is done in 3 ways:
a) Face to face interview
b) Telephonic interview
c) Through Email
In this research, Researcher has to interact directly with the HR people hence there is only scope
of primary research.
PRIMARY RESEARCH
Market research involves first secondary data collection means the data which is required to
reach to the prospects. It primarily involves the phone no’s of the companies, their addresses,
name of the concerned HR person, the approximate turnover of the company.
This information can be obtained either through Websites of that company or by buying database
from database holders or through social networking sites like LinkedIn or else forums like
CiteHR forum etc. Sometimes references for research help to get through prospects itself.
Then a questionnaire is formed as given above by taking objectives into account which consist of
15 questions which give information regarding that particular organization and HR system and
processes followed in the company and their future need for the HRMS software and hierarchy
15
in the company in HR department which are responsible for decision making for changes in their
existing HR system.
The process is then followed by calling HR people and seeking for their appointments. If
appointment is got then face to face interview of them can be taken. If it’s not possible to get an
appointment then they are either interviewed over telephone or else the questionnaires are mailed
to them and get it filled by following them up.
As per the questionnaire in annexure, the answers of these questions give wide variety of comfort
to the company to seek out desired prospects like as far as software is concerned it costs around
in Lakhs. So the number of employees and turnover of the company gives an idea about
purchasing capacity and requirement of software and hence such prospects will be approached
with the version as per they required.
BRANDING AND POSITIONING
For making sales, the first motto is to make people know about our product and hence branding
and promotion are the key activities followed by every company.
As far as Neterson technology is concerned, it makes HRMS software which is useful product
for HR department of companies. So the target customers of them are mainly HR Heads and IT
heads who are having technical knowledge regarding software and have authority to change the
HR processes.
Hence they have to keep narrow approach as far as branding and promotion is concerned.
The processes they use for brand awareness are
a) By arranging events and seminars
16
b) By giving advertisements in HR magazines like HRpeople etc
c) By taking part in forums like CiteHR and MTHR forums etc.
Seminars are related to current HR processes and role of HR in strategic, business as well as
operational decision making. With discussions on the topics related to HR, a practical demo is
also given to HR people about HR Align and it is shown how HR Align helps them in getting
competence in their HR processes.
SALES
In sales finally the prospects which are sought from above processes i.e. market research and
branding and promotion are approached by calling them and a demo is set for them in their place
or if the prospects are not approachable then there is also a facility of online demo in which
demo is given through video conferencing.
Once the demo is given the prospects are divided into diamond, gold and silver according to
interest they have shown. Diamonds are followed up after every 2 days and gold and silver are
contacted twice or once in a week respectively.
PROSPECT TYPE FOLLOW-UP PERIOD
DIAMOND 2 Days
GOLD Twice in a week
SILVER Once in a week
17
There are 6-7 meetings held with the buyers for the negotiation purpose and finally the deal is
fixed and software is installed as per there requirement.
METHODOLOGY OF THE STUDY
A. Sources of Data:-
 Primary Data: - Primary data are originated by a researcher for the specific purpose of
addressing the problem at hand.
Primary data in this research involves Information about the company (Turnover, No of
employees, HR processes etc.)
Sources of primary data:-
I. Online questionnaire
II. Personal Meetings
III. Telephonic Interview
 Secondary data: - Secondary data are data which have already been collected for
purposes other than the problem at hand. These data can be located quickly and
inexpensively.
Secondary data in this research involves information regarding HR persons (Their name,
Name of the organization, Address of organization, Their contact no’s etc).
Sources of Secondary data:-
I. Database (from research organization)
II. Through website of that organization
III. Through LinkedIn connections
18
IV. Through HR forums
B. Sample technique and size
 Sampling technique- purposive non probabilistic sampling technique
 Sampling Size- 20
C. Research Design
Research Design is a framework to study means what to collect, from where to collect, how
much and how to collect and what to do with data collected.
This research is a Qualitative Research.
Mainly Research design can be done in two ways.
 Exploratory research
 Conclusive research
In the marketing research done for Neterson technologies the method used for research design is
Conclusive research. Because in this type of research the objective is clearly defined and
specific courses of actions should be done. In this market research objective is clearly defined
that to analyze the acceptance of HRMS software in organizations.
Further in conclusive research there are two types: - Descriptive and causal research.
This is a descriptive research because it has been done to determine the market size, product
usage pattern as well as to estimate advertising modes and we are doing it for the first time.
19
D. Development of Questionnaire
A questionnaire has been prepared which consist of 15 questions which give information
regarding that particular organization and HR system and processes followed in the company and
their future need for the HRMS software and hierarchy in the company in HR department which
are responsible for decision making for changes in their existing HR system.
The questionnaire is given in annexure 1.
20
LIMITATIONS
 The target customers are the biggest limitation on the research. As VP-HR or HR
managers are the customers. It’s even hard to reach them and take the appointment.
 The area of research was limited. Sometimes it was inconvenient to get the information
of HR person.
 All the software companies were excluded from the research.
21
COMPANY PROFILE
The Neterwala Group is a professionally run; family owned & managed business
enterprise with over four decades of steadfast growth. The group is a technologically robust
organization with diverse manufacturing interests in Metallurgy, Specialty Chemicals, Oil Field
Chemicals & Instrumentation, Engineering, Environment and Information Technology &
ITES/Software.
Continuous innovation, sustained by dedicated commitment of its employees, coupled
with careful use of acquired technologies and International Joint Venture partnerships, has
ensured that the group is a leader in all its fields of activity.
The Neterwala Group endows a spectrum of industries with technologically advanced
products & services.
22
CORPORATE PHILOSOPHY
"To be a leading provider of solutions & products in chosen niche markets, using high
end technologies"
VISION
To contribute in the progress of our nation through optimum use of resources &
expertise towards high technology and emerging markets.
To be united around our common goals, values and the high standards that we have set
ourselves, while creating meaningful opportunities and optimizing stakeholder’s returns.
CORE VALUES
 Business Ethics
 Financial Integrity
 Transparency
 Fairness in Dealings
 Environmentally Conscious
 Social Responsibility
23
NETERWALA GROUP OF COMPANIES
METALLURGY SPECIALTY CHEMICALS
 Universal Ferro & Allied Chemicals Ltd.  Dai-ichi Specialty Chemicals Ltd.
 Uni Abex Alloy Products Ltd.  Indian Oxides & Chemicals Ltd.
 Uni Deritend Ltd.
OIL & GAS IT & SOFTWARE
 Oil Field Instrumentation Ltd.  Neterson Technologies.
ENGINEERING ENVIRONMENT
 Uni Kinger Ltd.  Netel India Ltd.
24
NETERSON TECHNOLOGIES
NETERSON TECHNOLOGIES PVT. LTD.
ADDRESS:
S.V.Road, Manpada Thane (W) - 400 053
Maharashtra, India
Website:
www.netersontech.com
25
Neterson Technologies Pvt. Ltd. is a part of Neterwala Group in the I.T sector. Based on
over a decade's experience in diversified fields, Neterson Technologies endeavors to be a leading
provider of value added business intelligent software’s and IT and HR enabled services.
Neterson maintains the Quality Credo of the group by adhering to stringent quality measures and
ethical work ethos. Neterson Technologies has utilized the group's expertise and knowledge
gained over four decades in diversified fields to produce intelligent software’s that make a
difference to business. These suites of business software’s cover areas of Human Resources,
Strategy, Marketing, Manufacturing, Finance and Knowledge Management.
VISION
"To be a Benchmark HR solution provider for aligning growth strategies"
MISSION
26
"Unleash an organization's growth potential through holistic HR solutions leveraging
technology & expertise"
H R
H R ALIG N
TM
LINKING PEOPLE, STRATEGY & PERFORMANCE
27
HR ALIGN’s- VALUE PROPOSITION
 Competency based organizational structures with weightage given both to the behavioral
and functional competencies.
 Holistic approach to ensure that you have the right person for the right job. Takes care of
all your Human Capital Development and Career needs. Ensures your organization thinks
strategically.
 Excellent performance and mentoring tools to achieve set goals.
 Freedom to design your own aptitude and psychometric test and correlate the results in a
meaningful manner.
 Online 360 degree capability with the ability to design your own survey questionnaires.
 Automatically shows up your Talent pool for fast track career growth. Mitigate
28
subjectively in appraising and compensating employees. Extremely user friendly with
pop-ups, alerts and to-do notifications. Limitless MIS reports with graphic aids and
charts.
 Unique and dynamic graphical dashboards for quick analysis.
 Receive Online/Real Time alerts through E-mail/SMS respectively.
HR ALIGN
KEY FEATURES
 Web Enabled / Client server architecture
 Completely scalable
 Flexible work flow management
 Auto generation of Birthday / Anniversary greetings
 Analytical / Graphical Dash Boards for CEO, HR Head & Line Managers
 Intelligent Auto Reminders / Alerts / ‘To Do’ notification on the system
 Alerts & Reminders on Mobile phones and official email ids
 Employee Self Service
29
 Manager Self Service
 Powerful Search, Summary, Reports and Queries
 Sample Letters / Templates
 Critical MIS Reports
 Enhanced Security system
 Retrieve Archive files
 Embedded HR best practices
 Extensive Tool tip features
ADMINISTRATIVE EXCELLENCE
This level helps HR departments to expand organizational capabilities & achieve high
performance functionality in formulating Organization Structure based on the vision of the
company, organize Employee Information in a structured way and streamline HR & Employee
Transaction workflows. This level helps your HR Department to become efficient, cost-effective
and have standardized workflows, but do not have a strong Organizational focus.
30
SERVICE EXCELLENCE
This level of excellence allows the HR Department to transform its HR initiatives from
routine maintenance to more value‐added services for its internal customers. Introducing
Employee Self–Service and Manager Self-Service in almost all the HR areas including mundane
Admin related activities, brings in an open environment in the organization and also helps to
optimize the workflows of most of the HR initiatives. HR Align helps you to achieve this level of
excellence through variety of self service modules.
31
STRATEGIC AND BUSINESS EXCELLENCE
HR Align will help you to easily migrate to Strategic excellence level through a well
thought out and an internationally accepted concept of looking at Behavioral competencies and
Domain knowledge and the potential of an individual to arrive at your Talent pool. The Business
Metrics excellence through Balanced Score Card, HR Scorecard & various Dashboards adds
tremendous depth to your HR initiatives by seamlessly ensuring that these initiatives are aligned
to your Business strategies.
32
HR ALIGN CLIENTS
33
VERSIONS OF HR-ALIGN SOFTWARE (MODULE WISE)
HR-ALIGN LITE License Version 2.0
 Organization Structure
 Employee Information
 Induction
34
 Transaction Management
 Recruitment Management
 Leave Management
 HR Budget
 Admin Help Desk
 Payroll
SERVICE EXCELLENCE
 Employee Self Service Portal
 Attendance Management
 Time Sheet Management
 Travel Management
HR-ALIGN SUITE LICENSE VERSION 2.0
 Organization Structure
 Employee Information
 Induction
 Transaction Management
35
 Recruitment Management
 Leave Management
 HR Budget
 Admin Help Desk
 Payroll
SERVICE EXCELLENCE
 Employee Self Service Portal
 Attendance Management
 Time Sheet Management
 Travel Management
STRATEGIC & BUSINESS EXCELLENCE
 Balanced Score Card
 Performance Management System
 Compensation Management
 Training Management
 Talent Management
 Career Planning & Succession Planning
 OHEI / HR Audit
 HR Scorecard
 Competency Mapping
 360 Degree Feedback

36
DATA ANALYSIS
Although sample size given to researcher was 20 but responses researcher got were 24. So here
data analysis of all the 24 companies is included.
 What is the approximate number of employees in your organization?
37
As far as Neterson is concerned, the organization generally approaches to each and every
company in every sector. But generally acceptance of HRMS software is more in those
companies where numbers of employees are more than 100.
From following graph we can see that there are 5 companies lying in range of 0 to 250
employees, 9 in 250 to 500, 4 in 500 to 750, 2 in 750 to 1000 while 4 in more than 1000.
 Does the company have an existing ERP (HR and others too)?
38
We have seen from above pie chart that almost 2/3 rd companies have ERP installed in there
company. Most probably I have found that, the companies having number of employees
more than 250 have ERP already existing in their HR system.
 How are the current HR processes and Payroll being followed in your company?
39
From the analysis of way of HR processes carried out in companies, we can observe that
still many companies believe more on paper then MS- Excel and then online software.
Very few companies are still outsourcing their HR system.
 What level of HR Excellence is followed in your company?
(Administrative/Service/Strategic level)
40
From the above chart researcher can estimate that still the HR system of most of the
companies are limited to administrative and business excellence. The HR people are still not
a part of the top management who are responsible for making strategies for companies. Here
we can see that HR systems of only 6 companies follow all the excellences. This will help
Neterson in finding out about the version of software which they can put forward in front of
their customers.
 How do you keep yourself updated on the latest HR practices?
o Internet
41
o HR Magazines
o Seminars
o Books
From the above data analysis, we can observe that all the HR people update themselves with
current scenario maximum using internet and HR magazine. Seminars are rarely attended by
many of them and very few of the HR people tend to read books.
Hence if Neterson want to advertise their product as their customers are HR people, they can
use internet and HR magazines in larger time and by arranging events and seminars for them.
 Are you aware/part of any HR forums? (MT HR / Cite HR / way2HR...etc.)
42
Almost every HR personnel follow the HR forums and a part of it.
 Have you ever seen any HRMS software? (Adrenalin/HR Align/PeopleSoft)
43
The figures above tells us that 17 HR people have seen or worked over HRMS software and
7 people didn’t even operated it. This can give Neterson their potential customers.
 Are you planning to go for HRMS in near future?
44
From the above figures we can observe that who can be the potential customers of Neterson.
In figures, there are 15 prospects are available to whom there is a need of HRMS software.
Experience
45
FINDINGS, RECOMMENDATIONS AND CONCLUSION
46
FINDINGS
 Companies having number of employees less than 200 are still believe on working on
paper or Ms-Excel.
 Internet and HR Magazines are the best medium as far as advertising of HRMS software
is concerned.
 HR system involves for strategic management in very few companies. Still they are only
part of administrative and business excellence.
 There is huge market available for HRMS software as far as manufacturing companies
are concerned because they are still using traditional HR system.
CONCLUSION
47
 From the above research we can conclude that there is still huge market available for
HRMS software as most of the companies are still dependent on Paper and MS- Excel.
So if the advertising and promotion of the software is done perfectly then sale can be
increased. Internet and HR magazines as well as seminars and events are the best modes
of Advertising and ultimately reaching to HR people who are the main customers.
 Thus the proper advertising and promotion will increase the sales of HR ALIGN-a
HRMS Software.
RECOMMENDATION
48
 Neterson has to follow the concept of Reference Marketing in which they can get the
references from their existing customers by giving them some benefits in the form of free
services or monetary benefits.
 As their customers are HR personnel, they can target HR consultancies who are
constantly in contact with the HR people. So by partnering with them will definitely
bring customers to Neterson technologies.
 They can start a newsletter free of cost for HR people where they can include current
happening in HR systems, new innovations and rapid changes in industry. In that
newsletter they can advertise their product HR ALIGN by showing that how HR ALIGN
helps HR people to bring current trends in their company.
 The secondary database which bought from the sources was not proper. 40% Phone no’s,
Names of HR people were wrong. So I would like to recommend instead of buying
database, we can find out this information using LinkedIn, HR Forums also.
 Subscribe the In-mail service from LinkedIn for the companies account, so that it will
make easy to mail directly to the prospects and phone no and we can also get company
information.
 Use the “follow company” service on LinkedIn and follow your prospects over there. So
that updated information regarding their staff can be easily collected.
 Take part in discussions which are carried out in HR forums which will give knowledge
of changes happening in HR processes as well as it will increase contacts too.
BIBLIOGRAPHY
49
WEBSITE’s
www.netersontech.com
www.wikipedia.com
www.citehr.com
www.hrforums.com
www.google.com
ANNEXURE
 Questionnaire
ANNEXURE
50
QUESTIONNAIRE
Name:- Designation:-
Corporate Address:- Contact No:-
1. Name of your company:-
________________________________________________________________________
2. What is the approximate number of employees in your organization?
________________________________________________________________________
3. Your company is spread across how many locations?
________________________________________________________________________
4. What is the turnover of the company?
________________________________________________________________________
5. Does the company have an existing ERP (HR and others too)?
________________________________________________________________________
6. How are the current HR processes and Payroll being followed in your company?
51
 On paper
 Through MS-Excel
 Using some software (online)
 Outsourced
7. What level of HR Excellence is followed in your company?
(Administrative/service/strategic level)
_______________________________________________________________________
8. How do you keep yourself updated on the latest HR practices?
 Internet
 HR Magazines
 Seminars
 Books
9. Are you aware/part of any HR forums? (MT HR / Cite HR / way2HR.Etc.)
________________________________________________________________________
________________________________________________________________________
10. What is the primary role of HR in your organization?
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
11. What HR processes are you handling?
52
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
12. Have you ever seen any HRMS software? (Adrenalin/HR Align/PeopleSoft)
13. If yes, then what would be your feedback about it?
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
14. Are you planning to go for HRMS in near future?
 Yes
 No
15. Who would be the decision maker if you decide to go for a HRMS product?
________________________________________________________________________
53

Executive Summary: Acceptance of HRMS in Organizations'

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Executive Summary: Acceptance of HRMS in Organizations'

Uploaded by

Copyright:

Available Formats

‘Acceptance of HRMS in Organizations’ 2009-2010

wanted to identify the major competitor in Indian market.

awareness of products in the customers mind.

OBJECTIVE OF THE PROJECT

 Market research for HRMS (Human Resource Management System) in different

 Promotion and Branding of HR Align

 Inside sales for HR Align

SCOPE OF THE PROJECT

 To understand the overall market scenario for their HRMS product.

 To identify the major competitor in Indian market.

 To identify channels for brand awareness

 To identify the potential customers.

Sr.No CONTENTS Pg. No.

Market research is essentially a systematic and objective study of different problems of

MR is also widening along with the growth of marketing activity.

consumers, products, market competition, and sales promotion and so on.

“Marketing Research is the beginning and the end of Marketing Management.”

hand and sales promotion on the other hand.”

Purposes of Market Research

 To study the needs, wants and expectations of consumers.

 To find out reactions of consumers to the products of the company.

 To evaluate company’s sales promotion measures for suitable adjustment and

 To design and test appropriate packages, brands of company’s products.

 To suggest the introduction of new products, modifications of existing products and to

discover new uses of existing products.

goodwill and market reputation.

market your product.

For starting up a business, there are some important things:

 Market segmentation Market segmentation is the division of the market or population

differences, personality differences, demographic differences, techno graphic differences,

use of product differences, psychographic differences and gender differences.

number of potential customers, or customer segments.

BRANDING AND PROMOTION

Staff, Partners, and Investors etc.

of that firm's products or services.

influencing, informing, or persuading a potential buyer's purchasing decision.

The following are two types of Promotion:

advertising agency to place the advertisement.

product placement, endorsements, sales promotion, merchandising, direct mail, personal

selling, public relations, trade shows

other compensation. It is an act of completion of a commercial activity.

A sales process is a systematic approach to selling a product or service. A growing body of

discipline (see sales process engineering).

number of larger deals through the sales process in less time.

the following elements:

2. Application of Initial Fit Criteria

predictability in revenue results.

promoters in books available to the public, primarily addressing tactics employed by an

individual sales representative.

HUMAN RESOURCE MANAGEMENT SYSTEM

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

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

both rigid and flexible.

handful can claim authority in Strategy and Business Excellence.

leading to optimized Career paths and Succession planning.

comprehensive and systematic approach to Leadership Development. It caters to all the HR

this immensely complex subject.

of Policy, Process, People and Priority - to create a symphony of a collaborative process-driven

and business result-centric environment.

An organization’s HR function may possess recruitment and selection policies, disciplinary

procedures, reward/recognition policies, an HR plan, or learning and development policies,