SVKMS NMIMS

ANIL SURENDRA MODI SCHOOL OF COMMERCE

A
PROJECT REPORT
ON
HUMAN RESOURCE MANAGEMENT
A STUDY OF HRIS at HDFC Bank, MUMBAI

SUBMITTED BY
SYBBA Div (B)
ADMIN GROUP NO. 11

NAME AND ROLL NO. OF MEMBERS

STUTI KATHURIA B051
SUDARSHAN AGARWAL B052
SUMER MEHRA B053
TANMAY KEDIA B054

UNDER THE GUIDANCE OF

PROF. A. U. SHELKE
2015

INDEX
Sr.
No.

Chapter
No.

Sub Points

Page
No.

Chapter
-I

1.1 Introduction to study

1.2 Objectives
1.3 Limitations of the Study
1.4 Research Methodology
(In table format)

Chapter
II

2.1 Information about

organization

2.2 Type (Service, Manufacturing,

Trading etc.)
2.3 About Company (Vision,
Mission, Products, Departments,
achievements)
2.4 Organizational structure
2.5 Customers
3

Chapter
III

3.1 Conceptual background of the

study / Theoretical Framework for
concept under study

Chapter
- IV

Data Analysis, Interpretation

14

Chapter
-V

5.1 Findings

21

5.2 Suggestions (if any)

5.3 Conclusion
Annexure

22

filled up questionnaires to be
attached (for total sample size)
Bibliography & References
2

23

Chapter I
INTRODUCTION
A HRIS, which is also known as a Human Resource Information System or human resource
management system (HRMS), is basically an intersection of human resources and
information technology through HR software. This allows HR activities and processes to
occur electronically.

To put it another way, a HRIS may be viewed as a way, through software, for businesses big
and small to take care of a number of activities, including those related to human resources,
accounting, management, and payroll.
It can be said to be similar to Management Information Systems (MIS) which are used in
different levels of an organization A HRIS allows a company to plan its HR costs more
effectively, as well as to manage them and control them without needing to allocate too many
resources toward them. In most situations, an HRIS will also lead to increases in efficiency
when it comes to making decisions in HR. The decisions made should also increase in quality
and as a result, the productivity of both employees and manages should increase and
become more effective.
Company chosen HDFC Bank
We visited HDFC Bank Head Office, Chandivali, we found out that they had implemented
HRIS around 2 years ago when they found that HR tasks were becoming tedious and
cumbersome to handle. HRIS was a massive upgrade on the manual tasks which were
otherwise previously used for payroll management, performance management, report
generation and other financial tasks related to the employees of HDFC Bank.
3

As students of HR, it was particularly important to visit a bank of HDFCs stature and survey
leading HR professionals about their use of HRIS as Group 11 learnt a great deal about the
concept of HRIS and that it still has tremendous potential to grow as a concept.
We were amazed at the effectiveness it brought along with itself to HDFC Bank. It not only
reduced paperwork but brought along with it data accuracy and removed the
redundancy that would have otherwise been faced had there been too much manpower
looking after these day to day HR tasks, We can definitely say that this opportunity has given
us a lot to learn and ponder about HR for our future studies.
Objective:

To study the HRIS used in HFDC Bank as well as to see and analyse as to what
degree has it benefitted the organization with respect to several aspects such as
creating reports which help analyse organization data much quicker and in a more
efficient manner.

To study how responsive have the HR professionals and managers been to new
technology such as HRIS We also wanted to see the time they took to adapt to HRIS.

Limitations

The primary limitations we faced were that the concerned employees couldnt give
too much time to answer the questionnaire. They were busy with their own work and
4

removing some time from their hectic schedule was always going to be a difficult
task.

Also since they were in a hurry while filling up the survey as well as when we were
solving a few of our doubts, the authenticity of their answers would always remain
dubious.

RESEARCH METHODOLOGY
A sample survey will be conducted in the organization consisting of a questionnaire
formulated by the students of Group 11. The answers are aimed to be obtained as objective in
manner as possible.

Sample Survey

10-15 Employees

Sample Units

Employees, Supervisors, Payroll Managers,

Admin staff, Accountants and HR department

Sampling Method

Random sampling

Data Collection Technique

Questionnaire, E-mails, our analysis

Chapter II
2.1 INFORMATION ABOUT COMPANY
HDFC Bank Limited is an Indian banking and financial services company headquartered in
Mumbai, Maharashtra. It is the fifth largest bank in India by assets, incorporated in 1994.[1]
5

[7]

It is the largest private sector bank[8] in India by market capitalization as of 24 February

2014. The company was founded by Hasmukhbhai Parekh and is now headed by Aditya Puri
who is the Managing Director of HDFC Bank Ltd. It is a public company.
2.2 TYPE
It primarily is a services firm but also offers products in the form of cheque books, plastic
money and other forms of banking.

2.3AWARDS AND ACHIEVEMENTS IN 2014

Euromoney

- HDFC Bank wins Best Private Banking Services for

Super affluent clients for 5 years in a row at Euromoney
Awards

Euromoney Private Banking and

Wealth Management Survey 2015

- Best Private Banking Services award for Net-worthspecific services category for Super affluent clients (US$ 1
million to US$ 5 million).
- Best Private Banking Services award Asset Management

FE Best Bank Awards

- Best Bank in the New Private sector

- Winner - Profitability
- Winner - Efficiency

Business Today - KPMG Study 2014 - Best Large Bank - Overall

- Best Large Bank - Growth
Businessworld-PwC India Best
Banks Survey 2014

- Best Large Bank

- Fastest Growing Large Bank

Asiamoney FX Poll 2014

- Best Domestic Provider of FX options

- Best Domestic Provider of FX products & Services
- Best Domestic Provider of FX research & market
coverage
- Best Domestic provider for FX Services

The Asian Banker

Strongest Bank in India in the Asian Banker 500 (AB 500)

Strongest Bank by Balance Sheet Ranking 2014

Dun & Bradstreet - Polaris Financial - Best Bank - Managing IT Risk (Large Banks)
Technology Banking Awards 2014
- Best Bank - Mobile Banking (Large Banks)
- Best Bank - Best IT Team (Private Sector Banks)
Forbes Asia

Fab 50 Companies List for the 8th year

6

BrandZ TM Top 50 Most Valuable

Indian Brands study by Millward
Brown

India's Most Valuable Brand

Finance Asia Country Awards 2014

and poll on India's Top Companies

- Best Bank - India

- Best CEO- Rank 1
- Best CSR - Rank 1
- Best CFO - Rank 2

Asiamoney

Best of Best Domestic Banks - India

2.3.VISION AND MISSION

HDFC Bank began operations in 1995 with a simple mission: to be a "World-class Indian
Bank". Today they claim that they have comfortably achieved that mission and now set
themselves the goal to conquer the world.
PRODUCTS AND SERVICES
Under Products HDFC Bank offers the core services such as:

NRI Banking
SME Banking
Wholesale Banking

Under Services, HDFC Bank offers core services such as:

Wholesale Banking
Retail Banking
Treasury services

2.4 ORGANIZATION STRUCTURE

At the Head Office, we visited the HR Department and we only found 10 employees sitting in
their workstation. Mr. Alok who was an HR Manager, claimed to be the senior most person
present in the HR Department and he only had to report to the Senior Manager and the Board
of Directors. The other employees we spoke to were young and vibrant HR executives who
seemed determined to climb up the ladder and earn their promotion on a meritorious basis.

2.5 CUSTOMERS
7

Their customers mainly include individuals of middle and higher income group as HDFC is a
private bank and it becomes difficult for them to maintain a specific higher amount every
month.

Chapter III
3.1 CONCEPTUAL BACKGROUND

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

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.

A Human Capital Management Solution, Human Resources Management System (HRMS) or

Human Resources Information System (HRIS), as it is commonly called is the crossing of
HR systems and processes with information technology.

The Human Resources systems that helps improve the process efficiency, reduces the cost
and time spent on mundane tasks and at the same time improved the overall experience
of the employees and the HR professionals.
The function of human resources (HR) departments is administrative and common to all
organizations. Organizations may have formalized selection, evaluation, and payroll
processes. Management of "human capital" progressed to an imperative and complex process.

HR executives rely on internal or external IT professionals to develop and maintain an

integrated HRMS.[3] Before clientserver architectures evolved in the late 1980s, many HR
automation processes were relegated to mainframe computers that could handle large
amounts of data transactions. In consequence of the high capital investment necessary to
buy or program proprietary software, these internally developed HRMS were limited to
organizations that possessed a large amount of capital.
The advent of clientserver, application service provider, and software as a service(SaaS) or
human resource management systems enabled higher administrative control of such systems.
Currently human resource management systems encompass:
1. Payroll
2. Time and attendance
3. Performance appraisal
4. Benefits administration
5. HR management information system
6. Recruiting/Learning management
7. Performance record
8. Employee self-service
9. Scheduling

10

10.Absence management
11.Analytics
The payroll module 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.
The time and attendance module 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.
The benefits administration module provides a system for organizations to administer and
track employee participation in benefits programs. These typically encompass insurance,
compensation, profit sharing and retirement.
The HR management module 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:
11

produce pay checks and payroll reports;

maintain personnel records;

pursue talent management.

Online recruiting 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.
The training module provides a system for organizations to administer and track employee
training and development efforts. The system, normally called a "learning management
system" (LMS) if a standalone 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

12

within the same system. Sophisticated LMS allow managers to approve training, budgets and
calendars alongside performance management and appraisal metrics.
The employee self-service module 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.
Assigning Responsibilities Communication between the Employees.
The Analytics module enables organizations to extend the value of an HRMS
implementation by extracting HR related data for use with other business intelligence
platforms. For example, organizations combine HR metrics with other business data to
identify trends and anomalies in headcount in order to better predict the impact of employee
turnover on future output.
There are now many types of Human Resources Management System (HRMS) or Human
Resources Information System (HRIS) some of which are typically local-machine based
software packages the other main type is an online cloud-based system which can be accessed
via a web browser.
The Staff Training Module enables organizations the ability to enter, track and manage
employee and staff training. Each type of activity can be recorded together with the additional
13

data. The performance of each employee or staff member is then stored and can be accessed
via the Analytics module.

Chapter IV
In this section, we will do data analysis and its interpretation.
Our survey was filled by 10 people.
The following graphical tools represent the answers to the questions and give the reader an
idea about the survey demographics.

Age Group
21-30

30%

31-40
70%

AGE GROUP
Around 30% of the people working under HR
department were between 31-40 and 70%
were between 21-30 years of age.

14

Gender
Male

20%

Female
80%

GENDER
Out of the 10 people we
surveyed, only 2 were
female and 8 were male.

Role of the employee

HR manager
HR professional
Other

ROLE OF THE EMPLOYEE

3 people here HR manager, 3
were HR professional and 4
were from the other
department.

Q. How long have you been working as HR specialist?

15

TIME PERIOD SINCE

THEYVE BEEN WORKING AS
HR SPECIALIST
3 people have been working in
HDFC since less than 1 year, 2
people between 1 to 3 years
and 5 people since 3 years but

6
5

5
4
3

0-1 yr
1-3yr
2

3-5yr

1
0
How long have you been an HR specialist

Q. Since how long have you been using the HRIS?

How long have you been using HRIS

Less than 3 yrs

Not sure\no response

16

HOW LONG THEY

HAVE BEEN USING
HRIS
8 of the people have
been a part of the HRIS
since less than 3 years,
wereas 2 people were
not sure about it.

Q. For what purpose are you using HRIS?

Employees: Reasons to use HRIS

10
8
6
4
2
0

8
7

7
6
5

60%

80%

3
2
1
0

To what extent HRIS is used

Q.
To what extent HRIS is used?

Q. What software do you use for HRIS?

17

What type of software do you use?

10

9
8
7
6
5
4
3
2

1
0

0
MS Excel

0
ERP

Free customised software

Don't know

SOFTWARE TYPE USED

HDFC uses a free customized software for HRIS and not ERP
or MS Excel.

Q. How effective is your software in the following features?

OR
Q. Rate the following features in the software that you currently are using.

18

9
8
7
6
5
Excellent

Good

Average

2
1
0

RATING OF THE FEATURES

The software got a excellent rating in being user friendly as the software is
customized. However its compatibilty, reliability and effeicenicy is good according
to most of the employees.
HDFC can work on improving the security and consistency of its HRIS software and
should continue to maintain their maintainablity and accuracy.

Q. Are you able to meet strategic goals through HRIS?

19

Are you able to meet strategic goals through HRIS

6

0
Moderately

Good

Excellent

ABLE TO MEET GOALS THROUGH HRIS

Out of 10 people, 3 feel that the strategic goals are being met, but however this can be improved
and hence theyve given a moderate rating.
Whereas, 5 people are happy with the functioning of the HRIS and the ways it is helping the
organisation to achieve its goal, but still there is still a little scope for improvement.
Only 2 people are satisfied with the way HRIS is helping them meet their strategic goals.

20

Q. To what extent do you perform the following HR tasks?

8
7
6
5
4
3

4
5

1 Not at all

5 Very much

Human resource development Most of the people agree that they are able to participate in
Human Resource development through HRIS.
Communications About 7 people said that they moderately think that theyre able to
improve communications via HRIS, there is scope for improvement.
Career Management 1 person felt that HRIS is not helping not manage is career, whereas,
5 people felt that HRIS is nicely helping them manage their career.
In commitment management, leadership management, business process outsourcing and
managing trade unions, around 2 people think that their HRIS is excellent and the rest felt
that its close to perfection.

CHAPTER V
21

5.1. Findings and Suggestions

After meeting the HR specialists and conducting the survey, we have the following findings
1. The employees believe that the HRIS in use can be improved in terms of data security.
2. We would suggest the HDFC bank to improve the security by either using a different
software(paid and customised for the Co.) or to develop their own software to suit the structure and
requirements of the organisation.
3. We found that the decision making process does not use HRIS to the full extent. We would
recommend that the reports generated by the software be implemented in this process the maximum
extent possible.
4. Some suggestions by the employees include reducing the errors made by the HRIS and
increasing speed of report generation. These shortcomings can be overcome by developing their
own software.
5. One another observation is that the ratio of male to female employees in the HR department is
8:2. This gap in the sex ratio is not feasible for the Co. as the female employees in the company
need to be catered as well by the HR Department. Also, while developing their own software the
input of the female employees in the HR department is essential to develop a holistic view towards
HRIS and Human Resources in general.

5.2. Conclusion
We can conclude this report by saying that HRIS as a software will only take Human Resources
forward as a concept despite having its fair share of shortcomings. People who use HRIS in
organizations have their apprehensions on the data security aspect of it. Once it becomes a little
more secure and if a fool proof security system is installed which can ensure that no manipulation
of data takes place, an HR manager can be rest assured that HRIS will revolutionize the way HR
reports are handled and will eventually reduce a lot of superfluous tasks and cut down the work
load on human capital. This will ensure that they can divert their attention on important tasks such
as selection and recruitment.
Personally, we as Group 11 really enjoyed studying about HRIS as a concept and have learned an
immense amount about this up and coming concept.
We would like to thank Miss Ashvini Shelke for giving us this opportunity to study about HRIS.

22

ANNEXURE
10 SURVEY FORMS FROM THE HR
DEPARTMENT OF HDFC BANK

BIBLIOGRAPHY

www.hrpayrollsystems.net/hris/
23

http://www.ssbfnet.com/ojs/index.php/ijrbs/article/view/157
searchfinancialapplications.techtarget.com/definition/HRIS
http://www.emeraldinsight.com/doi/abs/10.1108/01437720810908947
https://ideas.repec.org/p/psi/resdis/22
en.wikipedia.org/wiki/Human_resource_management_system

24