A Comprehensive Project Report on HRIS

1
A
COMPREHENSIVE PROJECT REPORT
ON
“HRICS [Human Resource Information & Communication System]:
An analytical study with reference to Marwadi Education Foundation Group of
Institutions, Rajkot.”
Submitted to
MARWADI EDUCATION FOUNDATION GROUP OF INSTITUTIONS
In partial fulfillment of the
Requirement of the award for the degree of
MASTER OF BUSINESS ADMINISTRATION
In
Gujarat Technological University
Under the guidance of
Prof. Priya Unadkat
Submitted by
Maitri Bhatt 117344592701
Radhika Gohel 117340592056
MBA Semester III-IV (2012-13)
MARWADI EDUCATION FOUNDATION GROUP OF INSTITUTIONS
MBA PROGRAMME
Affiliated to Gujarat Technological University
Ahmedabad
April-May 2013

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DECLARATION
We hereby declare that the project report entitled “HUMAN RESOURCE
INFORMATION & COMMUNICATION SYSTEM” is the project of our own
effort, to the best of our knowledge and belief. This comprehensive Project Report is
being submitted by us, at Marwadi Education Foundation’s Group of Institutions,
Rajkot, for the partial fulfillment of the MBA course, and the report has not been
submitted to any other educational institutions or university for any other purpose.
Date:
Place: Rajkot

3
PREFACE
Human resources are the most important assets in the organizations today because
they are a source of competitive advantage that is difficult to replicate.
This study is important in that it defines HRICS, examines the current status of
HRICS empirical research, and proposes an architectural model to explain the
integration of different human resource processes into a single management system.
In the proposed framework, integration is presented not only as the ability of the HR
function to respond to cost cutting plans, but also as its capability to evolve into a
service centre where time is spent on firm’s competitiveness issues.
Our research question, in particular, is as follows: how do we measure HRICS
effectiveness and what factors determine HRICS overall success? Researchers and
consulting firms have developed models to assess HRICS either through attitude, and
belief.
We propose a conceptual model for investigating what HRICS practice produces the
best results in an organization. In the last part of this work, a prediction on how
HRICS will continue to develop in the future and its likely impact on the human
resources function form another chapter of this thesis. We conclude with suggestions
for further research.

4
ACKNOWLEDGEMENT
“Expression of feelings by words makes them less significant when it comes to
make statement of gratitude”
No serious and lasting achievement or success, one can ever achieve without the help
and guidance and co-operation of so many people involved in the work.
It gives us immense pleasure to acknowledge my gratitude to several people who have
helped and motivated me directly or indirectly to prepare this report and attain our
objectives.
First, we express our sincere thank to Dr. S. C. Reddy (Dean, Faculty of
Management, Marwadi Education Foundation’s Group of Institutions) for giving us
the opportunity to do such a project.
We are highly indebted to, MARWADI EDUCATION FOUNDATION’S GROUP
OF INSTITUTES for their guidance and constant supervision as well as for
providing necessary information regarding the project & also for their support in
completing the project.
We would like to express my deep gratitude to Prof. Priya Unadkat, project in
charge of Marwadi Education Foundation’s Group of Institute. Without her helpful
co-operation and guidance, our efforts would have never been materialized in such
worth. Her inspiration and encouragement has landed me to come with a successful
task.
We personally want to thanks our Parents and Friends who have directly or indirectly
had helped us in preparing the project report.
Date:

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INDEX
Chapter
No.
Particular Page No.
PART – I GENERAL INFORMATION
1 Introduction to HRICS 8
2 About the Company 15
3 About major Companies in the Industry 22
4 Product Profile 26
PART – II PRIMARY STUDY
5 Introduction of the Study
5.1 Literature Review 31
5.2 Background of the Study 35
5.3 Problem Statement /Rationale / of the Study 35
5.4 Objectives of the Study 36
5.5 Hypothesis 36
6
Research Methodology
6.1Type of Research
37
6.2 Sources of Data
37
6.3 Data Collection Method
37
6.4 Population
38
6.5 Sample Method
38
6.6 Sample Size
38
6.7 Data Collection Instrument
38
7
Data analysis & Interpretation
40
8
Results And Findings
46

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LIST OF TABLES
Table No. Title Page No.
1 Three Generation of HRICS 10
2 Dimensions of HRICS 13
3
HRICS vendors and HRICS software information
14
LIST OF FIGURES
Figure No. Title Page No.
1
Components of a Human Resource Information System
12
2 Marwadi in-house HRICS 19
3 Log in Window 20
4 Information availability 21
5 Official & General Information 21
9
Limitation of the study
47
10
Suggestions & Conclusion
48
Annexure
50
Bibliography
52

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HUMAN RESOURCE INFORMATION & COMMUNICATION
SYSTEM
Chapter 1.
Introduction to HRICS
HRICS includes hardware and software; it also includes people, forms, policies and
procedures, and data. It is important to note that a company that does not have a
computerized system still has an HRM system; that is, the paper systems that most
companies used before the development of computer technology were still
comparable with an HRICS, but the management of employee information was not
done as quickly as in a computerized system.
If a company did not have a paper system, the development and implementation of a
computerized system would be extremely difficult. For the purpose of this book,
however, we will use the term HRICS to refer to a computerized system designed to
manage the company’s HR. The purpose of the HRICS is to provide service, in the
form of accurate and timely information, to the “clients” of the system.
As there are a variety of potential users of HR information, it may be used for
strategic, tactical, and operational decision making (e.g., to plan for needed employees
in a merger); to avoid litigation (e.g., to identify discrimination problems in hiring); to
evaluate programs, policies, or practices (e.g., to evaluate the effectiveness of a
training program); and/or to support daily operations (e.g., to help managers
monitor time and attendance of their employees). All these uses mean that there is a
mandatory requirement that data and reports be accurate and timely and that the
“client” can understand how to use the information. An effective HRICS helps by
providing the technology to generate accurate and timely employee information to
fulfill this objective.

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Definition
a. “It as a system used to acquire, store, manipulate, analyze, retrieve, and distribute
information regarding an organization’s human resources. An HRICS is not simply
computer hardware and associated HR-related software.”
- Kavanagh etal(1990)
b. A Human Resources Information System is a system that lets you keep track of all
your employees and information about them. It is usually done in a database or, more
often, in a series of inter-related databases. These systems include the employee name
and contact information and all or some of the following department, job title, grade,
salary, salary history, position history, supervisor, training completed, special
qualifications, ethnicity, date of birth, disabilities, visa status, benefits selected, and
more.

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Table 1 Three Generation of HRICS
Three Generations of HRICS
1st Generation of
HRICS:
speeding up
2nd Generation of
HRICS:
qualitative changes
& improvements
3rd Generation of
HRICS:
things that could not
be done before
FunctionofHRICS
Publishing of
information
HRICS major
function
is the publishing of
information and the
speeding up of this
process compared to
traditional HR
HRICS major
function
is the publishing of
information &
bringing upon
qualitative changes in
the way information
is published (content
of information
communicated)
HRICS major
function is the
publishing of
information and
allowing HRM to do
things
in the communication
of info that were not
possible before (public
reached)
Automation of
transactions
HRICS major
function
is the automation of
transactions which
are sped up,
compared to prior
traditional HR (time
effective)
HRICS major
function
is the automation of
transactions to
which it has brought
upon qualitative
changes (fewer
mistakes and better
handling of data)
HRICS major
function is the
Automation of
transactions. It allows
doing things that
could not be done
before (e.g. allows
employees to choose
from several benefit
schemes)
Transformation of
HRM
HRICS allows
HRM to
take up a more
strategic role,
through the
substantial savings
in time it achieves
HRICS allows
HRM
to take up a more
strategic role,
through better
quality
HRICS allows HRM
to use
tools it did not have
before, in order to
support the strategic
function

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KEY FUNCTIONS OF HRICS
The HRICS that most effectively serves companies tracks
 Attendance and PTO use,
 Pay raises and history,
 Pay grades and positions held,
 Performance development plans for student and employees,
 Training and development,
 Disciplinary action received,
 Personal employee information, and occasionally,
 Management and key employee succession plans,
 High potential employee identification, and
 Applicant tracking, interviewing, and selection.
 An effective HRICS provides information on just about anything the company
needs to track and analyze about employees, former employees, and
applicants. Company need to select a Human Resources Information System
and customize it to meet our needs.
With an appropriate HRICS, Human Resources staff enables employees to do their
own benefits updates and address changes, thus freeing HR staff for more strategic
functions. Additionally, data necessary for employee management, knowledge
development, career growth and development, and equal treatment is facilitated to
students as well to give them the instructions regarding academic issues.
Finally, managers can access the information they need to legally, ethically, and
effectively support the success of their reporting employees.

HRIS
Figure 1. Components of a Human Resource Information System
POLICIES
PROCEDURES POLICIES
PEOPLE
HARDWARE

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Table 2 Dimensions of HRICS
Dimension MIS DSS
Target Users
Middle managers Top managers and executives
Focus
Information retrieval, Plan and
analyze data against expected
values, Integration
“What if” analysis through use of
models, generation of decision
alternatives
Characteristics Inquiry capability, report-
generation capability
Interactive for users
Examples
Turnover reports, age and gender
distribution, Equal Employment
Opportunity (EEO) compliance
report
Human resource planning,
compensation simulation

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Table 3 HRICS vendors and HRICS software information
Vendor
Full Service
Enterprise
Resource
Planning (ERP)
HRICS Key
Capabilities
Oracle HR
Yes
(http://www.oracle.com)
1. Training administration
2. Self-service HR
3. Time Management
4. Payroll (Customization for Thailand)
SAP Yes
(www.mysap.com/solutions/hr/keycapabilities)
1. Employee life-cycle management
2. Employee relationship management
3. Work-force analytic
4. Employee transaction management
In house software
Yes
(www.marwadieducation.co.in)
1. According to their HR Policies
2. Fulfillment of their convenience to maintain
HRICS
3. Time to time upgrading and removing the
HRICS relating to their changing policies.

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Chapter 2.
Institution Overview
MARWADI EDUCATION FOUNDATION GROUP OF INTSTITUIONS
Mandatory Disclosure : Updated on 22-02-2011
Name of the Institution : MARWADI EDUCATION
FOUNDATION’S GROUP OF
INSTITUTES
Address of the Institution : Marwadi Education Foundation’s Group of
Institutions Rajkot-Morbi Road, AT & PO
Gauridad , Rajkot - 360 003.
State / Union Territory :Gujarat State
Phone Number with STD Code : 0281-2923112
Fax No. with STD code : 0281-2332502
Email : info@marwadieducation.edu.in
Website : www.marwadieducation.edu.in
Type of Institution : Private. Self-Financed.
Name of the Affiliating University : Gujarat Technological University

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Governing Board Members: 1. Mr. Ketan H. Marwadi, Chairman, MEFGI
2. Mr. Jitendra A. Chandarana, Vice Chairman,
MEFGI
3. Dr. Yogesh P. Kosta, Director, MEFGI
4. Prof. K.K. Khakhar, Advisor, MEFGI
5. Prof. N.R. Dave
6. Dr. S. Chinnam Reddy, Principal/Dean, Faculty of
Management
7. Mr.Shridhar, Principal/Dean, Faculty of
Computer Applications, MEFGI
8. Dr. R.B. Jadeja, Principal/Dean, Faculty of
Engineering
9. Mr. Ravi Jagani, Amul Industries, Rajkot
10. Mr. Parakramsinh Jadeja, Chairman, Jyoti
CNC, Rajkot.
11. Member Nominee from AICTE, New Delhi.
12. Member Nominee from Director of Technical
Education, Govt. of Gujarat.
13. Member Nominee from Gujarat Technological
University, Ahmedabad.

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Student Feedback Mechanism
On Institution:
Regular Feedback through Suggestion Boxes
at different places such as Library, etc. which are opened
very frequently ,complaints/suggestions etc. are discussed
in the Management Meet, appropriate actions initiated and
students are informed through public notice boards.
Frequent parents meetings between the Management and
Parents of students also part of feedback for
improvement/initiating corrective measures.
Chairman
Director/Dean
Academic
HODs
Asst.
Professors
Non-Academic
Admin. Officer
Admin. Staff
Corporate
Manager
ORGANISATIONAL CHART

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Governance/Faculty Performance:
Frequent meetings among the Faculty Members, Faculty
Members and the Management are held in the Institution
with the sole purpose of providing quality Education to
the student community.
A special format has been devised to get the student
Feedback on the Faculty for each semester – with
different parameters on the Course, an mode of Instruction
Grievances redress mechanism for:
Meetings between the Faculty Members Management;
Staff and Management; Students, Faculty Members and
the Management are regularlyheld in the Institute for the
redress of grievances.

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HRICS System Developed by MARWADI Institutions
Figure 2 Marwadi in-house HRICS

21
Figure 4 Information availability
Figure 5 Official & General Information

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Chapter 3.
Major Players in the Market
The Researcher has done the Research in The Rajkot City which has major Educational
Institutions in a big size are as below mentioned.
RK UNIVERSITY
RK University, formerly the RK Group of Colleges, is a leading University offering variety
of courses ranging from Diploma studies to Doctorate research.
Since its inception in the year of 2005, the RK group of Colleges has made a constant
endeavor to provide quality education and a platform for overall development to its students.
The journey from Group of Colleges to A State-Private University Status has been a daunting
task with challenges and opportunities. It’s a collective and constant effort of RK family that
we have scaled this height.
Situated on the out-skirts of Rajkot City, the RK University has a sprawling and green
campus of 40 acres with State of the Art infrastructure. The RK University Campus is well
connected through road with GSRTC Buses and private operators plying from city. The fully
residential campus offers students a peaceful and conducive study environment along with
facilities like hostel, mess and canteen, indoor and outdoor sporting activities.

23
The education pattern at RK University has a right blend of academia and industry with
professionals, mentors, and advisors interacting with student throughout the year, offering
enormous opportunities to our students for live projects, internships and placements. RK
University strives to provide rich and complete study experience to its students through
cutting – edge amenities, research and innovation, that will assist students in building a
successful professional path.
 School of Engineering
 School of Diploma & Engineering
 School of Business Management
 School of Pharmacy
 School of Physiotherapy
 School Of Science
 School of Computer Science

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Atmiya institute
Atmiya Institute of Technology & Science is managed and run by Sarvodaya Kelavani
Samaj, Rajkot. The institute, which was set up in 2000, is located in Rajkot, Gujarat. The
college is affiliated to Saurashtra University and Gujarat Technological University,
Ahmedabad. Atmiya Institute of Technology & Science is recognized by the All India
Council for Technical Education (AICTE), Government of India, New Delhi. It imparts
undergraduate course in various streams of engineering and postgraduate courses in
management and computer applications. For the overall development of its students, Atmiya
Institute of Technology & Science provides various state-of-the-art facilities.
Affiliated to: Gujarat Technological University, Saurashtra University
Undergraduate:
The college offers the following undergraduate programme:
B Tech
 B Tech (Computer Engineering)
 B Tech (Electrical Engineering)
 B Tech (Electronics and Communication Engineering)
 B Tech (Information Technology)
 B Tech (Instrumentation & Control Engineering)
 B Tech (Mechanical Engineering)

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Post Graduate:
The college offers the following postgraduate programmes:
MBA
MCA
Other Segment
o Yogi Divine Society
o Sarvodaya Kelavani Samaj, Rajkot
o Atmiya Institute of Pharmacy
o Atmiya Institute of Technology & Science - Diploma
o Shree M. & N. Virani Science College

26
Chapter 4.
Marwadi Institution Profile
Marwadi Education Foundation
MEFGI is the primary organ registered under Marwadi Education Foundation Trust. The
primary objective is to contribute to the growth & development of Professional Technical
Education for the economic growth of this country.
VISION
 Nature & Wisdom are Never at Strife
 Nature is Supreme – Learning from nature
 Our vision is to address challenges facing our society and planet through sterile
education that builds capacity of our students and empower them through their
innovative thinking practice and character building that will ultimately manifest to
boost creativity and responsibility utilizing the limited natural resources to meet with
the challenges of the 21st century.

27
MISSION
 To produce creative, responsible and informed professionals
 To produce individuals that are digital-age literate, inventive thinkers, effective
communicators and highly productive.
 To deliver cost-effective quality education
 To offer world-class cross disciplinary education in strategic sectors of economy
through well devised and synchronized delivery structure and system, designed to
tickle the creative intelligence and enhance the productivity of individuals.
 To provide a conducive environment that enable and promote individuals to creatively
interact, coordinate, disseminate & examine changes, opinion & concept that will
enable students to experience higher level of learning acquired through constant
immersion that lead towards development of characters, virtues, value & technical
skills.
PRACTICED VALUES
 Concern for Character
 Concern for Knowledge
 Concern for Practice
 Concern for Academic Excellence
 Concern to be creative
 Respect for the individual
 Concern for the Society
 Transparency in action

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Courses Offered
1 Mechanical Engineering
2 Electronics & Comm.
3 Computer Engineering
4 Information Technology
5 Electrical Engineering
6 Civil Engineering
7 MBA
8 MCA

31
Chapter 5.
INTRODUCTION OF THE STUDY
5.1 LITERATURE REVIEW
1. Significant changes are being made to the role of HR professionals and the ways in
which they work. HRIS are a key part of that transformation, helping to improve the
efficiency of HR administration and enabling a greater focus on making a strategic
contribution to the organization. But much debate surrounds these changes in areas
such as the introduction of HR service and call centers, and the outsourcing and off
shoring of activities. Our second annual survey of trends and practices in the area of
HRIS aims to provide benchmark data to help understand the nature, extent and
implications of these changes in order to help and support our members in their work.
Some 5,000 HR professionals (one per organisation from a sample of the public, voluntary
and private sectors, stratified by size and sector) were surveyed using a paper questionnaire.
The survey was later augmented by a series of telephone interviews with a small sub-sample
of the questionnaire respondents.
[This survey was written for the CIPD by Linda Hall, Christine Turgoose, Dr Chris
Stride and Jennifer Warr, Institute of Work Psychology, University of Sheffield. The
CIPD is very grateful to all those organisations and individuals who took the trouble to
complete the questionnaire for the CIPD people and technology survey]

32
2. Human resources information systems (HRICS) can play an important part in a
company’s HR function. After all, we live, work and play in the information age.
Implementing an effective HRICS can be sure-fire for HR to stay on the cutting edge
in its bid to deliver more effective and streamlined service. HRICS can assist human
resources in numerous ways, but particularly in their day-to-day duties by
streamlining workflow processes through control processes, system interfaces and
database validation. One of the most common HR gripes is being bombarded with
mundane e-mail and administrative work that takes away from the actual practice of
„walking the floor‟. HRICS may be individual component of DSS (Decision Support
System) or may be itself act as a DSS according to organizational needs as well as
infrastructure of it., nature of human resource data and information record keeping,
maintaining and processing. HRICS engineering and implementation is beneficial to
all levels and domains of businesses from small enterprise to big corporation like
MNCs, INCS and NGOs. It is most important design aspect of business GUI like
MIS, BIS, ES, and KBES and so on. Using information related to human resource
which maintained and processed by HRICS by accepting HR-databases, HR-
Knowledgebase’s , which helps to CEOs, MDs, VP of HR department to make
strategic HR and related business plans and decision , to forecast, to control HR
process inside and outside of business organization. This paper start with some review
history and fundamental with future scope of HRICS and end with my some basic
HRICS designing models which are based on my knowledge about the subject from
literature review, case studies, research papers, articles and books. I have developed
three models from start to end efforts for HRICS designing namely basic HRICS
design model, HRICS hexagonal and HRICS phases‟ model in this research paper.
[ZENITH International Journal of Business Economics & Management
Research Vol.2 Issue 1, January 2012, ISSN 2249 8826, HUMAN RESOURCE
INFORMATION SYSTEM (HRICS) DESIGNING NEEDS FOR BUSINESS
APPLICATION]

33
3. This study intends to assess the applications of HRIS in human resource management
(HRM) in companies operating in India. Primary data based on 544 respondents and
18 applications of HRIS in HRM were analyzed. Five factors from factor analysis
were further analyzed. Respondents perceived “technical and strategic HRM” and
“performance and reward management” as the most important factors for HRIS
applications. The most frequent application of HRIS in organizations operating in
India was found to be in “employee record”, followed by “pay roll”. Sophisticated
HRIS applications i.e. “technical and strategic HRM”, “performance and reward
management” and “corporate communication” were also applied in organizations in
India. ANOVA results showed that manufacturing and service companies differed
significantly on all sophisticated HRIS applications. Mean scores showed that on all
the sophisticated HRIS applications, service companies had significant edge over the
manufacturing companies. However Indian and multinational companies did not
differ significantly on any of the HRIS applications.
[S.C.Kundu1* Rajesh Kadian2 1. Professor, Haryana School of Business, Guru
Jambheshwar University of Science and Technology, Hisar 125001, India 2.
Haryana School of Business, Guru Jambheshwar University of Science and
Technology Hisar 125001, India, European Journal of Business and
Management ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol 4, No.21,
2012, APPLICATIONS OF HRIS IN HUMAN RESOURCE MANAGEMENT
IN INDIA: A STUDY]

34
4. Human resource information system (HRIS) is not new concept but it is recuperating
day by day with changing environment. Its major role is in human resource planning
(HRP) which itself a crucial activity in any organization. Ineffective HRP can lead to
extra or fewer numbers of employees than needed. Both over and under number of
employees can create crappy situations. HRIS helps in proper planning of human
resources. This paper focuses on the role of HRIS in HRP. The research is empirical
in nature as 127 respondents from top 7 IT companies (as per their market share) are
taken to see the sights of the objectives. The survey is done with the assistance of the
questionnaire. After investigation it is concluded that HRIS has various benefits but
the foremost is HRIS stores ample data about the employees of the organizations that
helps in escalating the snail’s pace of HRP. HRIS also helps in the strategic activities
of HR managers and more in training and development, succession planning,
applicant tracking in recruitment and selection and manpower planning. While
analyzing the overall contribution of HRIS in HRP it is concluded that HRIS
identifies occupied and unoccupied positions in an organization very effectively and
accurately.
[IOSR Journal of Business and Management (IOSRJBM) ISSN: 2278-487X
Volume 3, Issue 6 (Sep,-Oct. 2012), PP 06-13, Dr. Shikha N. Khera1, Ms.
Karishma Gulati2 1.2(Delhi School of Management, Delhi Technical University,
India), HUMAN RESOURCE INFORMATION SYSTEM AND ITS IMPACT
ON HUMAN RESOURCE PLANNING: A PERCEPTUAL ANALYSIS OF
INFORMATION TECHNOLOGY COMPANIES]

35
5.2 BACKGROUND OF THE STUDY
The researcher has carried out a study on HRICS educational institutions in Rajkot. The
research was carried out in Educational Institutions named MEFGI.
A pilot survey was carried out to identify the contextual background of HRICS. Initially the
various institutions that had implemented HRICS were selected and Marwadi’s Heads of HR
were interviewed to identify the problems of the context. Their HRICS Human Resource
Information & Communication System was referred to in order to identify their policies.
5.3 STATEMENTOF THE PROBLEM
“HRICS [Human Resource Information & Communication System]: An analytical study with
reference to Marwadi Education Foundation Group of institutions, Rajkot.”

36
5.4 Objectives of the study
Primary Objective
 To identify the different needs of employees for using HRICS.
 Awareness of various features HRICS in an organization with respect to the users.
 To identify satisfaction level of respondents in using HRICS.
 To check the efficiency and the effectiveness of HRICS with respect to its user.
Secondary Objectives
 The objectives of this project report have been manifolds. In general the purpose of
the project is to have in-depth analysis and knowledge about effective and efficient
usage of HRICS. In a larger perspective the project aimed at finding out the complete
details of the employees so that the HR department can contact them in the case of
emergency or official purpose. This study is the starting point for further analysis.
5.5 Hypothesis:
H0: The HRICS is user friendly.
H1: The HRICS is not user friendly.
0
10
20
30
40
50
Very low
Low
Medium
High
Very high
0
10
21
43
16
Emplyees
User friendlyness

37
Chapter 6
Research Methodology
6.1 Type of Research
1. Exploratory research
2. Causal research
3. Descriptive research
In our project we have used Exploratory Research.
6.2 Sources ofData
1) Primary sources
 Questionnaire
2) Secondary sources
 Textbooks
 Review articles
 Screen Captures of HRICS
 Internet
6.3 Data CollectionMethod
1. Questionnaire
2. Interview

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6.4 Population
Total 250 employees of Marwadi Education Foundation Group of Institutions
6.5 Sampling Method
Convenient Sampling
Convenience sampling is used in exploratory research where the researcher is interested in
getting an inexpensive approximation of the truth. As the name implies, the sample is
selected because they are convenient. This non-probability method is often used during
preliminary research efforts to get a gross estimate of the results, without incurring the cost or
time required to select a random sample.
6.6 Sample Size
From the population of 250 we have taken 90 samples for the survey.
6.7 Data CollectionInstrument
1. Questionnaire
For our research purpose we have formed a structured questionnaire.
2. Interviews
At the time of our survey we had a personal meeting with the respondents and got
useful and implementable suggestions.
3. Google Docs Form of Questionnaire
For reducing time & cost we have also used the google docs questionnaire.

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Particular Summary
(1)Type of Research Exploratory Research Method
(2)Sources Of Data Primary & Secondary data
(3)Data Collection Method Questionnaire
(4)Population Employees of MEFGI
(5)Sampling Method Convenient Sampling Method
(6)Sample size 90
(7)Data Collection Instrument Questionnaire, Interviews

40
Chapter 7.
Data Analysis & Interpretation
1. Are you using following services?
(HR, Transportation, Academic, Sports Meetings, Guest House, News Portal &
Suggestion & complain Box)
Users of HRICS:
Analysis and Interpretation:
Here 100% employees are using HRICS. Among them 55% are satisfied with this system for
particularly the Human Resource function of HRICS; which include pay roll system, salary
slip, attendance, leave approval and leave status etc.
32%
55%
13%
Human Resource
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

41
0
10
20
30
40
50
60
70
80
18 21
2 2
9 13 11
38
39
14 12
35 28 33
10
12
15
7
16
16 8
1
4
2
3
Emplyees
Department
Highly dissatisfied
Dissatisfied
Neutral
Satisfied
Highly satisfied
Here Transportation & Academics services of HRICS are used widely and majority of
respondents are satisfied with the whole system. Here we can also see that some the
employees are dissatisfied with the service of suggestion & complain box, meeting & news
portal so it needs improvement in the system.
Transportati
on
Academic Sports
Guest
house
Suggestion
complain
box
Meeting News portal
Yes 66 73 32 21 65 59 55
No 24 17 58 69 25 31 35
0
10
20
30
40
50
60
70
80
Users
Users of HRICS

42
2. Did the organization provide any sort of training for using HRICS?
Training for HRICS:
3. If yes, how much satisfied you are with the same?
74.44% employees are agreed that they have got training about how to use this system.
Among them 63% people are satisfied with their training. And 5% people have not found that
they are getting sufficient and proper training.
74.44%
25.56%
Training
Yes No
16%
63%
16%
5% 0%
Training
Highly Satisfied Satisfied Nuetral Dissatified Highly Disssatidfied

43
4. According to you, how will you rate the following characteristics of HRICS?
CharacteristicsofHRICS
Here according to its characteristics of HRICS like user friendliness, security, consistency
accuracy and efficiency; majority of employees of MEFGI are satisfied, where very less
employees are there who are not satisfied. Here we can see that there is not a single employee
dissatisfied with the HRICS, so that it will be compliment of user friendliness of MEFGI’s
HRICS.
0
10
20
30
40
50
60
70
80
90
User
friendlyness
Security Consistency Efficiency Accuracy
3 2 2 1
10 7 6 9 7
21 24
36 30 35
43
44
40
38
39
16 12
6
11 8
Features of HRICS
Very high
High
Medium
Low
Very low

44
5. Rate the overall effectiveness of HRICS between 1 to10.
Over All Ranking of HRICS
Here we can see that overall ranking is around 7th rank; so that we can say that the employees
have preferred 7 no. out of 10 to the whole HRICS.
7.0
7.1
6.6
7.4 7.4
6.2
6.4
6.6
6.8
7.0
7.2
7.4
7.6
Management Engineering MCA TIPO NON academic
Rank

45
6. How much satisfied you are with the use of HRICS?
Overall satisfaction of HRICS
Here, 67% employees are satisfied with the HRICS used at MEFGI, and only 2% are
dissatisfied, so system is very good.
Highly Satisfied
9%
Satisfied
67%
Nuetral
22%
Dissatified
2% Highly Disssatidfied
0%
Overall Satisfaction of HRICS

46
Chapter 8.
Results and findings
 Majority of employees are satisfied with the HRICS used at MEFGI.
 They are getting training to use this system but still some newly joined employees are
not satisfied with the training program, they need more formal training rather than
regular or informal training for using this system.
 Whereas old employees found its very user-friendly, consistent, secure and accurate
system.
 The suggestion & complain box, meeting & news portal facility related activity
should be improved by its updates so employees can use it easily.
 Employees are in need of more utilization of HRICS for reducing their clerical work.
 Employees seek the HRICS very much user friendly but yet they want formal training
for using it.
 Employees are also needed some kind of regular updating and evaluation of HRICS
as far as their HR and pay roll system and Academic information are concerned.

47
Chapter 9.
Limitations of the study
 In our research we prepared a structured questionnaire so it becomes hard to give the
time for our study by respondent so we have to manage according to their time.
 The respondent felt the questionnaire according to their mood and time so we cannot
research properly.
 E-mails have not been answered.
 Some of the human error has resulted for cancelling the questionnaire.
 Some of the employees’ responses are different from actuality as they are workers and
because of threat of superior body.

48
Chapter 10.
Conclusions/ Suggestions
Respondents are more likely to consider that their system is successful in delivering against
the following criteria if they:
• have pre-trained project managers responsible for the introduction of the HRICS
extensively involve HR department system users at the development stage.
• train users during implementation.
• have a framework for evaluation at the implementation stage.
• conduct a pilot before full implementation.
• conduct a full evaluation of the HRIS after implementation.
• extensively test for compatibility with existing IT systems at the design and
development stage.

49
Conclusion
Human Resource Information and Communication System (HRICS) seem to play important
roles for Human Resource Management (HRM) because HRICS functions improve HRM in
terms of administrative purposes and analytical purposes. Although HRICSs are still being
used for administrative ends rather than analytical ends, the future of HRICSs in decision
support is possible. It is important to recognize critical issues during the HRICS development
and implementation in order to achieve an HRICS project.

50
AEENXURE
HRICS: An analytical study with reference to Marwadi Education
Foundation Group of Institutes, Rajkot
Declaration: We hereby declare that the project report entitled here is the project of our own
effort to the best of our knowledge and belief. The information will be kept confidential and
limited to analytical study only.
 Name: ______________________________________________
 Designation & Department:______________________________________________
2) Are you using HRICS (Employee login) in your organization?
a. Yes ( )
b. No ( )
3) Are you using following services?
Services
Yes/
No
If yes,
Highly
satisfied
Satisfied Neutral Dissatisfied
Highly
dissatisfied
HR
Transportation
Academic
Sports
Guest house
Suggestions/
complain box
Meeting
News portal

51
If No, what are the reasons for same?
.……………………………………………………………………………………….…
…………………………………………………………………………………………..
3. Did the organization provide any sort of training for using HRICS?
a. Yes ( )
b. No ( )
4. If yes, how much satisfied you are with the same?
a. Highly Satisfied ( )
b. Satisfied ( )
c. Neutral ( )
d. Dissatisfied ( )
e. Highly Dissatisfied ( )
5. According to you, how will you rate the following characteristics of HRICS?
Features Very Low Low Medium High Very High
User- friendliness
Security
Consistency
Efficiency
Accuracy
6. Rate the overall effectiveness of HRICS on a scale of 1 to10.
7. How much satisfied you are with the use of HRICS?
a. Highly satisfied ( )
b. Satisfied ( )
c. Neutral ( )
d. Dissatisfied ( )
e. Highly dissatisfied ( )
8. Any suggestion :
………………......………………………………………………………………………

52
BIBLIOGRAPHY
Websites:
 www.marwadi.edu.in
 www.citehr.com
 www.studymode.com
 www.atmiya.net
 www.rku.ac.in
Reference:
 Luthans, F. (1998). Organizational Behavior, 8 Edition, McGraw-Hill/Irwin, Boston,
p. 147
 Robbins, SP 2005, Essentials of organisational behaviour, 8th ed., Prentice Hall, New
Jersey
 Christen, M., Iyer, G. and Soberman, D. (2006). Job Satisfaction, Job Performance,
and Effort: AReexamination Using Agency Theory, Journal of Marketing, Januaryr,
Vol. 70, pp. 137-150
Books:
 Reward Management (Michael Armstrong)
Journals:
 HR Manager
 This survey was written for the CIPD by Linda Hall, Christine Turgoose, Dr
Chris Stride and Jennifer Warr, Institute of Work Psychology, University of
Sheffield. The CIPD is very grateful to all those organisations and individuals
who took the trouble to complete the questionnaire for the CIPD people and
technology survey

53
 ZENITH International Journal of Business Economics & Management Research
Vol.2 Issue 1, January 2012, ISSN 2249 8826, HUMAN RESOURCE
INFORMATION SYSTEM (HRICS) DESIGNING NEEDS FOR BUSINESS
APPLICATION
 [IOSR Journal of Business and Management (IOSRJBM) ISSN: 2278-487X
Volume 3, Issue 6 (Sep,-Oct. 2012), PP 06-13, Dr. Shikha N. Khera1, Ms.
Karishma Gulati2 1.2(Delhi School of Management, Delhi Technical University,
India), HUMAN RESOURCE INFORMATION SYSTEM AND ITS IMPACT
ON HUMAN RESOURCE PLANNING: A PERCEPTUAL ANALYSIS OF
INFORMATION TECHNOLOGY COMPANIES
 S.C.Kundu1* Rajesh Kadian2 1. Professor, Haryana School of Business, Guru
Jambheshwar University of Science and Technology, Hisar 125001, India 2.
Haryana School of Business, Guru Jambheshwar University of Science and
Technology Hisar 125001, India, European Journal of Business and
Management ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol 4, No.21,
2012, APPLICATIONS OF HRIS IN HUMAN RESOURCE MANAGEMENT
IN INDIA: A STUDY

A Comprehensive Project Report on HRIS

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