A

SYNOPSIS

ON

HUMAN RESOURCE MANAGEMENT SYSTEM

By

HUMERA FATIMA (09L51E0020 )

In partial fulfillment to the requirement for the award of degree

MASTER OF BUSINESS ADMINISTRATION (MBA)

SHADAN WOMEN’S COLLEGE OF ENGINEERING & TECHNOLOGY

(Affiliated to Jawaharlal Nehru Technological University)

Khairtabad , Hyderabad.
 HUMAN RESOURCE MANAGEMENT SYSTEM

INTRODUCTION

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

LITERATURE REVIEW

All in all, the HR function is still to a large degree administrative and common
to all organizations. The HR function consists of tracking innumerable data
points on each e m p l o y e e , f r o m p e r s o n a l h i s t o r i e s , d a t a , s k i l l s ,
c a p a b i l i t i e s , e x p e r i e n c e s t o p a y r o l l records. To reduce the manual workload of
these administrative activities, organizations began to electronically automate many of
these processes by introducing innovative HRMS. Due to complexity in
programming, capabilities and limited technical resources, HR executives rely on internal or
external IT professionals to develop and maintain their Human Resource Management
Systems (HRMS). Before the "client-server " architecture evolved in the late 1980s,
every single HR automation process came largely in form of mainframe computers
that could handle large amounts of data transactions. These client-s e r v e r H R M S a r e
characteristically developed around four principal areas of
H R functionalities:

 "Payroll",
 Time and labour management
 Benefits administration and
 HR management.
The payroll model 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 .The time and labor management module applies
new technology and methods (time collection devices) to cost effectively gather and
evaluate employee time/work information. The benefit administration model permits
HR professionals to easily administer and track employee participation in
benefits programs ranging from healthcare provider, insurance policy, and pension
plan to profit sharing or stock option plans. The HR management module i s a
component covering all other HR aspects from application to retirement.
T h e s y s t e m r e c o r d s b a s i c d e m o g r a p h i c a n d a d d r e s s d a t a , selection,
training and development, capabilities and skills management, compensation
planning records and other related activities .While using the internet or corporate intranet
as a communication and workflow vehicle, the HRMS/HCM technology can convert these
into web-based HRMS components of the ERP system and permit to reduce transaction
costs, leading to greater HR and organizational efficiency. Costly and time
consuming HR administrative tasks, such as travel reimbursement, personnel
data change, benefits enrolment, enrolment in training classes (employee side) and
to instruct a personnel action, authorize access to information for employees (manager's
side) are being individually handled and permit to reduce HR transaction time,
leading to HR and organizational effectiveness. Consequently, HR professionals
can spend fewer resources in managing administrative HR activities and can
apply freed time and resources to concentration strategic HR issues, which lead
to business innovation.

OBJECTIVES OF THE STUDY

 Effective utilisation of human resources

 Organisational structure of relationship
 Development of human resources
 Rewards
 Compatibility of individual goals with those of an organisation
 Maintain high morale
 Identify and satisfy individual and group needs
 Facilities and opportunities for individual or group development
 Strengthen and appreciate the human assets

NEED OF THE STUDY

 Prior to selecting an HRMS solution, you must identify your business needs,
processes and short and long-term goals. Empowering employees to self serve offers
significant time-savings for the administrator or department. Using a Web-based HRMS,
employees can easily access the system to print a pay stub, W-2’s, enroll in employee
benefits, view their paid time off, and update personal information. Providing real-time
access to vital information equips employees and HR managers with tools to eliminate
unnecessary HR workflow

SCOPE OF THE STUDY

Allow for the creation of an application specification to the human resource

that maintain the intranet automation of the H.R software i.e., that contains the data related
to the employees.

METHODOLOGY OF THE STUDY

Sample size: The sample size is 3000.

Data collection:

The data collection method used in the study is both primarty as well as secondary .

Primary data:- primary data are originated by the researcher for the specific purpose of
addressing the problem at hand. Primary data in this research involves Information about
thecompany (Turnover, No of employees, HR processes etc.).

Sources of primary data:-

 Online questionnaire

 Personal Meetings

 Telephonic interviews

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:-

 Database (from research organization)

 Through website of that organization

 Through LinkedIn connections

 Through HR forums

CONCLUSION

BIBLIOGRAPHY
WEBSITE’s

 www.netersontech.com

 www.wikipedia.com

 www.citehr.com

 www.hrforums.com

 www.google.com