HRIS PRACTICE IN BANGLADESHI ORGANIZATIONS: A CASE

STUDY ON NAVNA GROUP

SUBMITTED TO:
MR. MD. RUBEL
LECTURER,
DEPARTMENT OF MANAGEMENT STUDIES
FACULTY OF BUSINESS STUDIES
JAHANGIRNAGAR UNIVERSITY
SAVAR, DHAKA

SUBMITTED BY:

GROUP-RUMINATOR
MBA 2ND BATCH,
MAJOR IN HUMAN RESOURCE MANAGEMENT
DEPARTMENT OF MANAGEMENT STUDIES
JAHANGIRNAGAR UNIVERSITY
SESSION: 2015-16

DATE OF SUBMISSION:
JULY 23, 2017

DEPARTMENT OF MANAGEMENT STUDIES

FACULTY OF BUSINESS STUDIES
JAHANGIRNAGAR UNIVERSITY
SAVAR, DHAKA-1342.
 GROUP PROFILE

SL. No. Designation Name & Email Address ID

(MBA)
01 Leader Md. H Asibur Rahman. 1348
Email: asib.hrm. ju@gmail.com
02 General Nafiz Imtiaz Miraz 1349
Member
Email: nafizimtiazmiraz@gmail.com
03 General Afif Bin Mustakim. 1351
Member
Email: afifmustakim@gamil.com
04 General Md. Abdullah Al Noman 1344
Member
Email: abdullahalnoman228@gmail.com
05 General Md. Hannan Molla. 1345
Member
Email: hannan.ju.mgt@gmail.com
 LETTER OF TRANSMITTAL

July 23, 2017.

Mr. Md. Rubel
Lecturer,
Department of Management Studies,
Faculty of Business Studies,
Jahangirnagar University.

Subject: Submission of study on HRIS Practices in Bangladeshi Organizations: A Case

Study on NAVANA GROUP.

Dear Sir,

With due respect, we draw your kind attention to the fact that to prepare a report and
submitting the same to you is a partial requirement of MBA program major in HRM of
Department of Management Studies, Jahangirnagar University. It is a pleasure to present our
study to you on HRIS Practices in Bangladeshi Organizations: A Case Study on
NAVANA GROUP. for the same purpose.

We have tried our level best in preparing this report and left no stone unturned to make the
study a vivid and comprehensive one in spite of having a number of limitations. We sincerely
believe that it will serve the required purposes. We shall always be obliged to furnish any
clarification regarding this report, if required.

Sincerely Yours,

Md. H Asibur Rahman

Group Leader Ruminator
2nd Batch
Department of Management Studies
Faculty of Business Studies
Jahangirnagar University.

4
 LETTER OF AUTHORIZATION

This is to certify that the report on HRIS Practices in Bangladeshi Organizations: A Case
Study on NAVANA GROUP. is the authentic record and the report is done by the group
Ruminator based on reliable information under the members direct supervision as a partial
fulfillment of the requirement of the course named Contemporary Human Resource
Management: Bangladesh and the World; course code: HRM-509 under 2 nd semester of Masters
of Business Administration (MBA) Program, major in Human Resource Management from the
Faculty of Business Studies, Department of Management Studies, Jahangirnagar University.

The report has been accepted and approved and it is a record of the bona fide work carried out
successfully by Ruminator

I wish each member of the group every success in life with very best of luck.

Mr. Md. Rubel

Lecture,
Department of Management Studies,
Faculty of Business Studies (FBS)
Jahangirnagar University
Savar, Dhaka-1342.

5
 DECLARATION

We do hereby solemnly declare that the work presented in this Study has been earned
out by us and has not been previously submitted to any other University/ College/
Organization for an academic qualification/certificate/diploma or degree.

The work we have presented does not breach any existing copyright and no portion of this
report is copied from any work done earlier for a degree without giving the credit to that
authors or otherwise.

We further undertake to indemnify the Department against any loss or damage arising from
breach of the foregoing obligations.

Md. H Asibur Rahman

Leader,
On behalf of the Group; Ruminator
Faculty of Business Studies
Department of Management Studies
Jahangirnagar University
Savar, Dhaka-1342.

6
 Abstract

HRIS has attained researchers attention now a days. Recent business era has
evidenced with numerous research works on that emerged issue. This report is an attempt to
fulfill same purpose. This study is an exploratory work on HRIS practices. Main objective of
this report is to demonstrate HRIS practice in Bangladeshi organization. Besides this study
has extended its circumference to have idea on various software used in HRIS, hardware
support for HRIS, how HRIS support organizations activities and decision making,
integration various activities through HRIS etc. this study has been made on NAVANA
Group. We have found that they are using different software for initiating different function in
spite of using single software application. Like- Zoho Recruitment, uAttend, Paybook etc.
though many of the functions have integrated to HRIS, still lots of functions yet to integrate.
Like training and development, training need assessment, talent management, HR planning
etc. however HRIS has brought functional efficiency and clear and quality decision making
and integration of various activities for an organization.

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Contents
Chapter 1
1.1 Objectives of the Study..................................................................................................................6
1.1.1 Broad objective...........................................................................................................................6
1.1.2 Specific Objectives......................................................................................................................6
1.2 Scope of the Study..........................................................................................................................6
1.3 Literature Review..........................................................................................................................6
Chapter 2
2.1 NAVANA Group at a Glance.........................................................................................................9
2.2 Historical Background..................................................................................................................9
2.3 Corporate Directory......................................................................................................................7
2.4 Related Activities...........................................................................................................................8
2.5 Aftab Automobiles Limited...........................................................................................................8
2.6 NAVANA construction limited......................................................................................................9
2.7 NAVANA Real-Estate Limited......................................................................................................9
2.8 NAVANA Computer & Technologies Ltd.....................................................................................9
2.9 NAVANA Interlinks Ltd................................................................................................................9
2.10 Biponon Limited........................................................................................................................10
2.11 NAVANA Taxi Cab Co. Ltd.......................................................................................................10
2.12 NAVANA Electronics Ltd..........................................................................................................10
2.13 NAVANA Distributions Ltd.......................................................................................................10
2.14 NAVANA Textiles Ltd................................................................................................................10
2.15 Mission and Vision Statement:..................................................................................................11
Mission............................................................................................................................................11
Vision..............................................................................................................................................11
Chapter 3
3.1 HRIS.............................................................................................................................................12
3.2 HRIS Model.................................................................................................................................12
3.3 HR Software.................................................................................................................................13
3.4 Applications of HR software:......................................................................................................13
3.5 The difference between HRIS, HRMS and HCM......................................................................15
3.6 Tasks managed through any of the systems:..............................................................................15
3.7 Options exist for HRIS, HRMS and HCM:...............................................................................15
3.8 Human Capital Management (HCM) Software........................................................................17
3.9 HCM Features and Functions.....................................................................................................17
3.10 How HCM Software Benefits Organizations...........................................................................17
3.11 Leveraging Talent Management to Optimize the Development of Human............................18
3.12 The Future of HCM Software...................................................................................................18
Chapter 4
4.1 Software/Applications used in Navana Group...........................................................................19
4.1.1 Recruitment & Selection Systems:.......................................................................................19
4.1.2 Applicant Tracking System (ATS).......................................................................................20
4.1.3 Biometric Attendance Systems: uAttend.............................................................................26
4.1.4 Payroll/ Compensation Management in Navana Group: Paybooks..................................29
4.1.5 Leave Management Systems: PlanMyLeave.......................................................................35
4.2 List of Hardware Used to Support Software/Applications Systems.........................................40
4.3 Recommendations........................................................................................................................42
References...........................................................................................................................................43
1.1 Objectives of the Study

1.1.1 Broad objective

HRIS Practices in Bangladeshi Organizations.

1.1.2 Specific Objectives

i. HRIS practices in Navana Group

ii. Software used by Navana Group to process HRIS
iii. Hardware used by Navana Group to support HRIS
iv. Process of HRIS Planning and implementation
v. System of processing HRIS practice
vi. How much Navana Group is benefited by implementing HRIS
vii. How HRIS helps employees to work in the organization
viii. Advantages and disadvantages of HRIS

1.2 Scope of the Study

We covered HRIS activities of Navana Group to study HRIS activities of a Bangladeshi

organization. Navana Group is a renowned organization and they have lots of business
units. And they implement HRIS in their organization to compete with the competitive
world. We covered some HRIS activities used in Navana Group and their processes to
complete all the activities and other things.

1.3 Literature Review

A literature review is an account of what has been published on a topic by accredited

scholars and researchers. A literature review discusses published information in a
particular subject area, and sometimes information in a particular subject area within a
certain time period. Depending on the situation, the literature review may evaluate the
sources and advise the reader on the most pertinent or relevant.

Albert C. Hyde and Jay M. Shafritz (1977) conducted their study in the early stage of
HRIS concept. They show HRIS as a very useful system for planning and accountability
of human resources and as a personnel management tool. They also showed various uses
and advantages of HRIS.

Grallagher (1986); Broderick and Boudreau (1992) showed various studies that had
ensured strategic decision making by HRIS. At that time there was been a dramatic
increase in HRIS usage.
6
Ulrich (1997) said that HRIS increases the value of the organization and improves HR
professionals decision making quality in the organization. He also said that HRIS helps
the organization to keep record of all activities and saves time and money which helps
the organization to make success.
E.W.T. Ngai, F.K.T. Wat, (2006) showed significant difference between HRIS adopters
and nonadopters, and between small, medium, and large companies, regarding some
potential benefits and barriers to the implementation of HRIS. They discussed various
types of benefits and harms of HRIS

Brockbank (1999) said HRIS provides management with strategic data not only in
recruitment and retention strategies, but also in merging HRIS data into large-scale
corporate strategy. The data collected from HRIS provides management with decision-
making tool. Through proper Human Resource management, firms are able to perform
calculations that have effects on the business as a whole. Such calculations include
health-care costs per employee, pay benefits as a percentage of operating expense, cost
per hire, return on training, turnover rates and costs, time required to fill certain jobs,
return on human capital invested, and human value added. It must be noted though, that,
none of these calculations result in cost reduction in the HR function. He also said that
HRIS makes the HR functions easy to the managers and saves their time and helps the
HR managers to take proper decision for the organization.

Kenneth et. al. (2002) discussed various advantages of HRIS including administrative
advantage and strategic advantage. Various administrative advantages underlined by the
author includes employee self-service, interactive voice response etc. the author also said
that businesses can leverage from the administrative cost savings, as well as strategic
advantage in the course of information collecting, saving, processing, analyzing and
sharing. They showed how HRIS makes an organization successful by showing all the
advantages that an organization may get from HRIS.

Madhuchanda Mohanty and Santosh Kumar Tripathy (2009) analyzed the HRIS of
NALCO in his study. The author exhibits that the current HRIS of NALCO has improved
the overall pace and competence of HR functions, but still needs reengineering. The
study shows that HRIS is used for administrative purpose rather than analytical purpose.
They also said that to gain cost effectiveness HRIS is very effective but it was very time

7
consuming process. They said that for the first time use it is time consuming but in the
long run it helps the organization to save its time and money.

Prof. Dr. Anil C. Bhavsar (2011) discusses various advantages, applications and
importance of HRIS. The author highlighted that HRIS will help to make decision in
case of both administrative and operational matter.

Dr. Shikha N. Khera and Ms. Karishma Gulati (2012) stated that 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 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
snails 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.

1.4 Limitation of the study:

Time was not adequate.

Lack of cooperation from the organizations.
Difficulty of having schedule of organizations personnel.
No clear idea regarding HRIS practice of selected organization.
Lack of technical knowledge in IT sector
As very few organizations practice HRIS, information regarding this issue was
not available in Bangladeshi perspective.
Personnel are familiar with the term information system but not with HRIS that
hindered data collection.

2.1 NAVANA Group at a Glance

Navana Group is a Bangladeshi industrial conglomerate. Navana Group under the

leadership of Shafiul Islam Kamal as Chairman emerged into a separate physical entity
from Islam Group after the death of its Chairman Jahurul Islam (entrepreneur) which
was then the largest business group in Bangladesh. Navana Group comprises a number

8
of companies, has diversified its activities in various areas like product and project
marketing, construction and real estate business, international trading, distributions and
production of various items and already attained significance in the business arena of
Bangladesh.

2.2 Historical Background

NAVANA GROUP (previously Islam Group) was established in 1964 by the then
Groups founder Mr. Jahurul Islam and had an auspicious step into the business under
an exclusive distributorship agreement with TOYOTA of Japan to market Toyota cars
in the then East Pakistan. It was indeed a great honour for our the then Chairman Mr.
Jahurul Islam and the Vice Chairman Mr. Shafiul Islam Kamal (now Chairman of
NAVANA GROUP) who are entrusted in the business community as pioneer in the
business arena of the country. Due to the dynamic leadership of the key figure of the
Group, with a short span of five years, Toyota Corona, nicknamed the Miracle Car
captured 80 percent of the 1300-1500 cc Volkswagen, Opel, Hillman, Austin, Morris
etc. This was a tremendous marketing achievement set forth by NAVANA, Toyota is
still enjoying.

As an outcome of NAVANAs pragmatic marketing strategies and huge efforts Toyota

Cars resale value has been reached the highest level in Bangladesh compared to that in
other countries which has been appeared as major factor influencing customers buying
decision in favor of Toyota. The market subsequently and till today associated with the
name of Toyota as symbol of reliability, durability and quality.
In the later years the Group has entered into an exclusive distributor franchise with
HINO Motors of Japan and as a result of the dynamic leadership of the Groups
Chairman and with a team of experienced marketing experts the HINO brand has been
able to attain a

9
 significant market share in our heavy transport sector and now HINO is the symbol of
prestige.
In the marketing front the group is enjoying a tremendous success in marketing of world
reputed brand Good Year in Automobile Tyre Sector. Good Year Tyre has been able to
gain a significant amount of market share and recently it has been the Market Leader in
commercial tyre segment. This has been possible due to the Groups excellent reputation,
marketing strategies and due efforts.

2.3 Corporate Directory

GROUP COMPANIES : Aftab Automobiles Ltd. (Automobile Assembling Unit)

Aftab Automobiles Ltd. (Paint Unit)
Aftab Automobiles Ltd. (Battery Unit)
Aftab Automobiles Ltd. (Furniture Unit)
Navana Limited
Navana Limited (CNG Unit)
Navana Real Estate Ltd.
Navana Construction Ltd.
Navana Computers & Technologies Ltd.
Biponon Ltd.
Navana Interlinks Ltd.
Navana Taxi Cab Co. Ltd.
Navana Electronics Ltd.
Navana Distributions Ltd.
Navana Textiles Ltd.
Navana Aviation Ltd.

7
2.4 Related Activities

Automobile Assembling,
Automobile Manufacturing,
Paint Manufacturing,
Marketing & Sales,
Battery Manufacturing,
Marketing & Sales,
Automobile Marketing & Sales
Real Estate Development
Construction
Computer Hardware & Accessories
Trading
Project Marketing
Taxi Cab Sales & Marketing
IPS, UPS, Stabilizer Manufacturing, Sales & Marketing
Commodity Products Sales & Marketing
Tire Sales & Marketing
Medical & Scientific Equipment Sales & Marketing
Lubricant Marketing & Sales

2.5 Aftab Automobiles Limited

The only vehicle assembling Company in the private sector of Bangladesh has been listed
in the Dhaka Stock Exchange in 2987. The company has been successfully assembling
TOYOTA & HINO vehicles for Bangladesh market since 1982, recently launched Hino-
Minibus. This company has gone through an extensive BMRE and as a result of that
Paints and Battery units were established. Those units already started production to meet
up the demand of quality Paints and Battery in home and abroad. Besides this, the
company manufactures Office home and hospital furniture for local market.

2.6 NAVANA construction limited

Came into being with a group of highly qualified engineers having long experience in
various projects and earned good reputation both in home and abroad. The company is, at

8
 present working on some projects of Bangladesh Army, PWD, WASA, LGED, PDB,
RHD, EPZ and also associating with different multinational and foreign construction
companies in various projects in Bangladesh.
2.7 NAVANA Real-Estate Limited

Was established in 1996 to cater to the Boom in Real Estate Development in Bangladesh
and now engaged in a number of commercial-cum-residential high rises building projects
like Shop and office space in the posh areas of the city incorporating the state of the art
technology in construction. The company is engaged in Selling Apartments and Land to
ensure middle and high income people to make their own residence.
2.8 NAVANA Computer & Technologies Ltd.

NAVANA computer & Technologies Ltd. having an extensive service network and
excellent team of sales & Services personnel are distributing one of the world famous
brands in our region with success and satisfaction of the customer and it is one of the
leading companies in Bangladesh. Within 2 years of its establishment it has already taken
a substantial market share. It is also authorized reseller for Gateway & NEC brand
computer and accessories and HP products. Beside above, the company is already
assembling and marketing its own brand. This company also developing and marketing
Software for various applications.
2.9 NAVANA Interlinks Ltd

Came into existence with a strong entity in the specialized areas of Power, water &
telecommunication sector, civil aviation, railway, engineering & chemical sector, agro
division (seeds, fertilizer and pesticides), has capable workforce and considerable
experience. Involvement in supply and marketing of security equipment, power & telecom
products, seeds, fertilizer and pesticides is presently being expanded. It is also involved in
Turnkey Projects.
2.10 Biponon Limited

A separate trading and marketing wing of Navana group, which is engaged in marketing of
wide range of medical / hospital equipment, medical accessories and consumables along
with scientific equipment in collaboration with our associated companies with success and
satisfaction to our valued customers both government and private sector. It has
professional sales people capable to execute modern sales policies along with qualified
trained Engineers to render after sales service of the equipment supplied. A sophisticated

9
 servicing center equipped with modern tools has been set up to ensure fastest & quickest
possible service to the customers.
2.11 NAVANA Taxi Cab Co. Ltd.

To reduce air pollution and support public transport users Navana group, has introduced
this company. The cab of this company has already drawn attention among the customers
and passengers due to its renowned Brand TOYOTA
2.12 NAVANA Electronics Ltd.

NAVANA electronics ltd. was formed with full facilities to manufacture AVR (Automatic
Voltage Regulator), IPS, UPS, Battery Charger, Laptop Inverter, Solar Power system etc.
Our branded equipment with high quality and low price gained its place in the market.
2.13 NAVANA Distributions Ltd.

For betterment and up-gradation the living standard of modern civic citizen this company
emerges for marketing of consumer products, food and other commodities of world-
renowned companies and highest quality as well as its own Brand products.
2.14 NAVANA Textiles Ltd.

Navana textile ltd. A new venture of Navana Group of Companies is going to set-up a
composite textile mill comprising Acrylic Spinning unit, Yarn-dyeing unit (both acrylic &
cotton) & a Sweater unit (Knitting, stitching, washing & finishing). Initially this complete
sweater unit will start with 500 machines capable of producing 125,000pcs per month and
generate employment opportunities of 1200 persons (approx). It will also help increase the
export earning in textiles sector, which contributes to the national economy of Bangladesh.

2.15 Mission and Vision Statement:

Mission

To be spearheaded by self-motivated and diversified workforce that is capable of

bringing sustainable business result from different market, thrive to explore the futuristic
need of the growing society through smart marketing management, and grow in a
corporate culture where values and behavior are the spirit.

10
Vision

To enrich and ensure the quality of life of people through responsible application of
knowledge, skill, technology and fulfill the need through experience of products and
services, by offering the market a wide range of potentials.

11
3.1 HRIS

A HRIS, which is also known as a human resource information system or human resource
management system (HRMS) or human capital management, 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. 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.

3.2 HRIS Model

1. Input Subsystems: This includes all types of data entry processes which involve
keyboard and mouse input. Input subsystems can also include software that
transforms input data into the required format for storage.
12
 2. Human Resources Research Subsystems: This subsystem conducts studies that
provide data on the firm's human resource related activities. It is an introspective view
taken by HR of its own operations and the input data can come from both inside and
outside the firm. For example, the system evaluates and suggests candidates for
upcoming positions and lists various traits and qualities required for said position.

3. Human Resources Intelligence Subsystem: This subsystem is tasked with the

responsibility of keeping updated on environmental activities that directly or
indirectly influence human resource activities. This can include activities of
Government tasks, labor unions, suppliers, local and financial communities and even
competitors.

3.3 HR Software

HR software, or human resources software, is software that is designed to automate human

resources tasks that were previously done manually. There are several different kinds of HR
software, including HRMS, HRIS, and HCM. These types may differ slightly in their focal
points and features. Ideally, the HR software one might chose should improve efficiency and
productivity in an organization wherever its possible

3.4 Applications of HR software:

Automate Administrative Tasks

HR software solutions help to convert manual filing systems and paperwork to
electronic files. This can help to reduce the potential for errors and employee
information leaks and losses, all while helping to greatly improve organization within
the company. For best results, companies that have never dealt with HR software
before may wish to purchase stand-alone software. Such software should be easily
integrated with more complex options later or integrated suites that can be scaled
down to current needs and upgraded later.
Optimizing Hiring and Recruiting Processes
Most vendors offer hiring and recruiting features with basic HR software packages.
By automating these processes, companies can instantly post job openings to selected
social media sites and other selected sites. This process increases applicant pools and
ideally boosts the quality of the company workforce. After hiring decisions have been
13
 made, most HR software solutions allow information to be transferred to new
employee files with a few clicks, eliminating the need for double data entry.
Streamlining Scheduling and Workflow Management
Organizations like hospitals, restaurants, and retails stores that have large workforces
and work a wide variety of differing shifts may benefit greatly from obtaining HR
software that offers integrated options for scheduling and workflow management.
When self-service portals allow employees to make time off requests and view
schedules, and time and attendance software tracks hours worked while managers
view and make decisions based on analytics, the company systems become
streamlined.
Improving Performance and Employee Development
A company is only as good as its employees, so it makes sense to set a goal
for improving performance and development processes. Some HR software solutions
offer learning management systems that track employees progress through training
modules. This software also updates information to include new eligibility for
positions and key aspects that should be noted on performance appraisals. When HR
software includes options such as 360 degree reviews, the software may really help
to transform performance management within the company.
Fostering Communication and Organizational Flattening
Organizational flattening occurs when employees can speak to managers at any level
and give suggestions or receive feedback. Only certain HR software solutions provide
messenger options and other types of collaboration features. As such, it is important to
carefully review all options to select software that will truly benefit your organization
when your goals include communication improvements.
When searching for HR software solutions, its easy to run across many different
acronyms describing Human Resource systems. What do they really mean?

3.5 The difference between HRIS, HRMS and HCM

To both consumers and creators of these systems, there truly is no practical difference
between HRIS, HRMS and HCM.

Human Resources Information Systems HRIS

Human Resource Management Systems HRMS

Human Capital Management HCM

14
Despite the differing acronyms, all three describe the same system or systems: A suite of
software, databases, and cloud computing which provide an all-encompassing solution for
managing every aspect of a workforce.

3.6 Tasks managed through any of the systems:

The goal of an HRIS, HRMS or HCM solution is to give a business owner control over each
aspect of personnel and talent management. Some major points hit by nearly any well-
respected system include:

Tracking contact information of both employees, applicants and potential hires

Work progress reviews

Pay histories, including bonuses and overtime

Identifying workforce needs and potential new positions required

Hours worked for each employee, including regular, overtime, telecommuting and
consulting time

Benefit tracking

Career and employee goal tracking

3.7 Options exist for HRIS, HRMS and HCM:

Numerous companies selling hundreds of different systems exist, but before choosing one in
particular, it will be more useful to determine which of the three main implementation
methods are most beneficial for an organization.

Subscription Solutions: An initial set-up fee and periodic subscription fee allow a
company to make use of a companys HRMS or other similar system, hosted by the
vendor, often with limited customization options, which is hosted and managed
offsite.

In-house solutions: A purchase or license fee, often including substantially more

customization than with a subscription solution, is paid. Software and systems are
then implemented by a companys in-house IT department, with support provided by
the vendor.

15
 Hosted Solutions: This is a hybrid of the two previous examples. In a hosted solution
the software is still purchased or licensed, but is still implemented and hosted in a
remote location and serviced by the vendor.

Human Resources systems, whether they go by the moniker of HRIS, HRMS or HCM are
essential parts of a well-managed workforce in todays economy. Just dont expect to find any
actual difference in the product because of a difference in the acronym.

16
3.8 Human Capital Management (HCM) Software

Many organizations are beginning to realize their most valuable asset is their human capital.
The skills, qualifications, training levels and productivity of a workforce can make or break a
company. With this in mind, many companies have begun to dedicate more resources to
recruiting, training and maintaining teams of talented professionals, shifting the view of these
processes from that of a necessary evil to a vital investment in the future of the company.

Human capital management software offers an array of applications designed to assist in the
acquisition, tracking and development of employees effectively automating and
streamlining processes. This article will discuss some top HCM software functions, how
these functions can help a company to operate optimally, how HCM software differs from
other types of HR software, and where HCM software may go in the future based on current
trends.

3.9 HCM Features and Functions

HCM software generally offers a few key features such as recruitment, onboarding, training
(or at least training support and tracking) and performance management. The best HCM
software can be seamlessly integrated with other HR software solutions and even third party
applications like social media, accounting or payroll outsourcing. Increasingly, HCM
software vendors are starting to offer features that were typically offered with HRIS and
HRMS solutions, like time and attendance tracking.

Tracking time and attendance with an HCM solution can prevent overpayment in payroll and
assist in the accurate calculation of tax payments while minimizing the risk of labor disputes
and compliance violations. Shift scheduling and self-service are also common offerings with
HCM software, allowing employees to use mobile services and web applications to verify
their work schedules, make shift trades and learn more about the availability of vacation time.

3.10 How HCM Software Benefits Organizations

HCM software basically helps to bring employees into the organizational conversation from
the very start, empowering employees and strengthening their voice within the company.
When HCM software solutions achieve their main objectives, the employee candidates that
are hired are a better fit for the company. Also, they are placed into actionable positions
faster, and they are trained continuously. Succession planning becomes automatic as
employees are always being trained for the next step.
17
3.11 Leveraging Talent Management to Optimize the Development of Human Capital

In order to effectively manage human capital, companies must first implement strategies for
attracting top talent. Software for talent management is essential for success in any effort to
develop human capital because it gives HR a number of applications for fostering and
expanding the services and expertise that are available within the organization. More than
simply attracting talent it draws in professionals with the proper skills and makes it easy for
them to apply.

Given the high pressures of recruitment, a system for talent management can help businesses
reduce spending by ensuring that these entities hire the right professionals the first time.
When the right employees are in place from the start, training can be geared more
strategically and the organization benefits from less down time. Offering continuous
development also helps to keep skills sharp and improve employee satisfaction, which can
boost the company culture and overall reputation.

3.12 The Future of HCM Software

It is unlikely that HCM software will become more differentiated from other types of HR
software in the future it is much more likely that the types of software will become more
intertwined until there really is no significant difference. As HCM blends and merges with
other types of software, the efficiency with which information pertaining to human capital is
collected, stored and used is bound to improve. Hopefully, the focus on the employee as an
individual and the empowering characteristics of the solution will not be lost.

With analytics utilized in more creative and constructive ways, the merging trend will likely
continue until financial data and other pertinent company information can also be quickly
cross referenced with HCM and HR data to spot patterns and make quick decisions. Since
most systems already use cloud-based functionality, all of this is likely to be accessible from
any mobile device by managers and employees with the proper authorizations in the near
future.

18
4.1 Software/Applications used in Navana Group

The Human Resource Management Information technology in Navana Group includes the
following Software systems.

HR Functions /Systems Systems Software Vendor Country/Company Installed on

Name

Recruitment & Selection Zoho Recruit Zoho Corporation Pvt. July, 2016
System Ltd.
Applicant Tracking System ,, ,, ,,
(ATS)
Talent Management Systems N/A N/A N/A

Biometric Attendance Systems uAttend Processing Point Ltd. January,

USA 2015
Payroll/ Compensation Paybooks Paybooks Technologies June, 2016
Management India Private Ltd, India

Leave Management Systems PlanMyLeave Expert Outsource Pvt. N/A

Ltd, India
Training & Development (Manual/ Bangladesh Organization Not Required
Systems Outsourced) for Learning and
Development

4.1.1 Recruitment & Selection Systems:

Recruitment and retention are the most important components of HRIS. It goes without
saying that it is the anchor of all HR policies and systems. Finding new talent, acquiring
them, keeping them engaged and finally being able to retain them are the major task of a HR
person. HRs also have to ensure that employees are not only able to do their work, but they
are also provided with the required training; receives proper compensation and benefits from
the organization.

19
Zoho Recruit in Navana Group:

Zoho Recruit is a web-based recruiting solution for small to mid-sized businesses. The
software's comprehensive applicant tracking system (ATS) includes resume parsing,
automated job board posting, customized company careers pages, resume storage, and
interview scheduling. Zoho's offerings include multiple specialized applications created to
help users collaborate with their peers to increase productivity.

Zoho Recruit enhances the visibility of company job openings by creating a customized
career webpage of the company and extend the reach by using popular job boards, social
media sites, and direct sourcing. The career page developed by the software lists every job
opening with complete descriptions and accepts applications for multiple job openings. The
solution provides a candidate login where candidates can set up their user profiles and apply
for multiple jobs.

Zoho Recruit integrates with Google applications, such as Google Calendar, to save time and
forego repetitive data entry. The software is available free with limited features and the
upgraded versions are available on a per month subscription basis.

4.1.2 Applicant Tracking System (ATS)

An applicant tracking system (ATS) is a software application that enables the electronic
handling of recruitment needs. An ATS can be implemented or accessed online on an
enterprise or small business level, depending on the needs of the company and there is also
free and open source ATS software available. An ATS is very similar to customer relationship
management (CRM) systems, but are designed for recruitment tracking purposes. In many
cases they filter applications automatically based on given criteria such as keywords, skills,
former employers, years of experience and schools attended. This has caused many to adapt
resume optimization techniques similar to those used in search engine optimization when
creating and formatting their resume.

20
Features of Zoho Recruit:

Candidate Sourcing

Zoho Recruit helps you to gather resumes from different sources. You can reach many
candidates and filter them based on your needs. This improves the quality of your recruiting
database.
Resume Parsing

Extract multiple Resumes from documents, email attachments, folders, job portals, social
sites, Google search results, etc., and get the candidate details along with the original resume
attached into your candidate database.
Resume Management

Manage resumes and track the progress of the candidates effectively. With Zoho Recruit, you
can source, track and hire the candidates more efficiently.
Post Job Opening

Collect more resumes in a short span of time, by publishing jobs on your website. This gives
your hiring process a much wider exposure.
Client and Contact Management

Easily manage your clients and client contacts. Get a quick view of the current status of all
the job openings and candidates associated with the client.
Custom Recruitment Workflow

With this fully customizable applicant tracking system, you can now create custom fields
with our easy drag-and-drop UI.
Applicant Tracking System with Email

Track all your email communications with Candidates, Clients and Client Contacts from
within Zoho Recruit, without switching to different email client.
Track Interviews and Events

Track all your Scheduled Interviews and Events with Google Calendar and Zoho Calendar.

21
How it Works: Zoho Recruit

By creating a career/Apply now page that lists every job opening with complete descriptions
and accepts applications for multiple job openings at once. It also offers applicants to fill up
their basic information by using Facebook, Google Plus, LinkedIn and other social media.
Even it is a mobile friendly software application and HR managers can grasp the opportunity
to work being anywhere by log in.

a. Create a careers page that reflects your brand.

b. Showcase all job openings on your website.
c. Use Candidate Log in so candidates can apply for multiple job openings and update
their profiles whenever needed

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Step-1: Create Career Pages

Allow candidates to apply for job openings from your company's careers website. Customize
the page to be in sync with your organization's theme.

Step-2: Post your Job Openings

Cast a wider net by publishing job openings across multiple popular job boards, social media
sites from within Zoho Recruit. And direct sourcing, makes reaching talent even easier.

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Step-3: Applicant CV Format Creation

Customize a template, ensure how you want your branding to be placed on it and delete
candidate credentials before sending them out.

Step-4: Resume Inbox

At this stege the applicants are asked to submit their resume to after the final checking. And
when a rsume is submitted it stored autometically by Zoho Recurit to its inbox for future
extraction. Resume data will automatically be saved onto the Recruit candidate database.

Step-5: Resume Extraction

In this stage the user the HR manager can extract resumes from the inbox by individual basis
and if he/she wanted to view by group it is also offered by the Zoho Recruit.

24
Step-6: Analyze Resumes:

Look over the resumes, find the top candidates for each job posting and forward them along
to prospective employers/divisions. Zoho Recruit offer vast filtering on the basis of skills,
abilities, education, experiences, age and expected salary range to match the best candidates
for further selection process.

25
4.1.3 Biometric Attendance Systems: uAttend

Biometric attendance system stops buddy punching like cards or PIN passwords. ...
Employees don't need to remember long PIN, passwords and patterns. Attendance by
biometric finger scanner is fast process it hardly take 1 to 5 seconds only. Biometric
attendance machine captures unique
biological/physical feature such as hand or finger
print, iris pattern and sometimes even voice as a
record for identity verification and allows to perform
something that you authorized to do.

Biometric time attendance machines also count employees work schedule, like which
employee did what, and at what time did he do it, etc. Biometric attendance system is a
foolproof technology to ensure the accuracy of attendance and is useful to the ones who deal
with large number of employees.

As a reputed and more technology based organization Navana Group uses uAttend a
renowned biometric attendance systems software.

The uAttend time and attendance system is a good fit for very small-medium businesses
because it is cloud-based and requires no special software to install. The system is very
flexible, letting employees clock in and out with time clocks, web browsers, mobile devices
and telephones.

UAttend's time clocks are plug-and-play ready, it records when employees come and go, the
system also manages paid time off, tracks how long employees work on specific projects and
creates office wide schedules.

How uAttend Works in Navana Group:

Securely Capture Every Punch

Capture every punch from every time clock in your uAttend cloud account the instant it
happens. See whos in, whos out, whos early, whos late in real time from your computer,
laptop, or smartphone. No more chasing paper time cards for answers and hardly take 1 to 5
seconds only.

26
Key punch features

i. Punch onsite by fingerprint, facial recognition, RFID card reader, or PIN

ii. Approve remote punching via smartphone, website, or touchtone dial
iii. Establish geolocation parameters for employees using mobile app
iv. Get optional text or email alerts when employees punch in and out
v. Limit early and late punches to prevent unapproved overtime pay
vi. Set automatic break times to assist with labor regulation compliance
vii. Tailor automatic meal deductions for your business requirements
viii. Create lockout zones to eliminate all your unwanted punches
ix. Determine your punch rounding rules to maximize every minute

Manage Time Cards

The uAttend records actual entry and exit time to the job place for each employee and
automatically it record the time worked by an employees on his ID/Name associated to the
database. It records each and every hours and even seconds an employee in the workplace or
out of work and according prepare the working hours sheets. Actually this electronic
document is prepared to show how many hours an employee worked during a workweek.

27
Export Hours to Payroll:
As the uAttend manages the time card this time card actually the transferred to the Payroll
Systems of the Navana Group. Here one thing to remember that Navana Group uses
Paybooks as their payroll administration software. So uAttend transfer Time card hours of
each employees to the Paybooks to determine the actual pay determination for hours worked.

28
Runs Reports for Review:

To check if the time is scheduled and the rate of payments are accurately associated to each
employees. These reports are checked by accounts section and if it is stated accurately they
give the approval to proceed for checking by the employees themselves.

Empower Employees:

If employees have any query regarding the pay rate and working hours on the reports, they
can have a check by log in to the system with an Employee Id and password and can
crosscheck all the aspects and the system have an option to ask question on the mailing
systems through which the employees can ask managers about their compensation package.

4.1.4 Payroll/ Compensation Management in Navana Group: Paybooks

The Payroll Management System deals with the financial aspects of employee's salary,
allowances, deductions, gross pay, net pay etc. and generation of pay-slips for a specific
period. To execute the compensation systems Navana group uses Paybooks a software
system provided Paybooks Technologies India Private
Limited, formerly known as Payoda Computing India
Private Limited owns and operates Paybooks and the
integrated payroll offering within QuickBooks.

Features of Paybooks Software Systems:

General Features:

Easy Data Import

Paybooks offers quick moving all employee, payroll and leave data from
spreadsheets to the main systems database to work on it to prepare the actual
pay data.

Guided Payroll Run

29
The run payroll wizard ensures that you run your payroll in few clicks and will
always pay accurate salaries and taxes as per the pre-defined terms and
conditions.

Auto Sync with Biometric Devices

Paybooks auto sync with the attendance devices and captures attendance,
overtime, and leaves in real time for payroll workings.

Preview reports & Auto generate pay slips

Quickly check the salary reports including pay slips and confirm the
calculations before confirming the payroll. Once you confirm payroll, Paybooks
notifies and enables pay slip view and download options for all employees in
their logins.

Ready Bank Statements

Pay salaries and expense reimbursements to your employees using the ready to
upload statements specified by your bank.

Employee Exit Management

Auto generated settlement reports help you to quickly make final payments to
employees when they leave.

Compliant With Payroll Laws

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Provident Fund

Make accurate PF payments with PF electronic challan cum return (ECR) auto generated
from Paybooks.

Profession & Income Tax

Profession Tax calculation is supported and reports are auto generated for easy payment and
filing. Enable tax declarations by employees and make optimal tax deductions and payments.
Comply with the filing requirements with ready to upload 24Q statements.

Employee Insurance

Ready to file reports help in premium payments and compliance even for multiple premium
rates.

Digitally Signed Form 16

Generate digitally signed Form 16 and enable download for employees in their self-service
portal for easy personal income tax filing.

31
Other Benefits of Paybooks:

MIS Reports

Make informed decisions with reports on attrition, increments, attendance, leaves, transfers,
loans, birthdays, expenses, etc.

Prompt Support & Tutorials

With online help desk, live chat, phone & email support, video tutorials, and help manuals,
Navana Groups customer care team would get all queries solved quickly.

High Data Security

Paybooks uses SSL, 128 bit data encryption and hosting on Amazon Web Services, thus data
is secure.

32
Letters & Forms

Create and print all letters like joining letters and relieving letters instantly with dynamic
templates. Store documents of employees such as experience letters and address proofs online
and view them from anywhere, anytime.

Role Based User Profiles

Create role based logins for your HR, auditor, managers, etc. and let them view only data
thats important for them.

Flexible Benefits Plan

Enable employees to choose their benefits from their basket of allowances and submit claims
and upload proofs for online approvals.

Shift Management

Create and manage multiple shifts and attendance policies. Employees and managers can
even make online shift/time stamp change requests and approvals.

How it works: Paybooks

To set up the Paybooks as the payroll systems, there are some steps to be followed and work
with, these are as follows.

Step-1: Assign an Employer Identification Number (EIN):

HR managers has to assign an EIN for each of the employees working in the organization and
it must ensure the biometric character of the individual. Unique EIN may be given for
specific layer and divisional employees. The EIN must integrates with the attendance systems
through biometric devices.

Step-2: Decide on a Pay Period:

You may already have a manual process for this, but setting up a pay-period (whether
monthly or bi-monthly) is sometimes determined by state law with most favoring bi-monthly
payments. The Playbooks also requires that you withhold income tax for that time period
even if your employee does not work the full period.

33
Step-3: Document Employee Compensation Terms:

When set up payroll, youll also want to consider how you handle paid time off (not a legal
requirement, but offered by most businesses), how you track employee hours, if and how you
pay overtime, and other business variables. Dont forget that other employee compensation
and business deductibles such as health plan premiums and retirement contributions will also
need to be deducted from employee paychecks and paid to the appropriate organizations.

Step-4: Integration with Biometric Attendance Systems:

One of the most important task to correlate the BAS with the Paybooks payroll systems. The
HR and IT must ensure the compatibility of integration of the reports generated by the
Biometric Attendance Systems.

Step-5: Integration with Bank:

The Paybooks payroll systems can be attached with the banks customer server of mail server
through online with the client bank. Thus the bank can ensure the payments for each of the
employees through their account on the bank. Navana Group maintains its integration with
Dutch-Bangla Bank to make payments of the employees.

Step-6: Running Payroll:

Once you have all your forms and information collated, you can start running payroll.
Depending on which payroll system you choose, youll either enter it yourself or give the
information to your accountant.

34
4.1.5 Leave Management Systems: PlanMyLeave

Leave Management encompasses the processes employees use to request time away from
work and supervisors use to grant or deny leave based on organization policies. Leave
Management Systems software solutions empower employees via the browser-based
Employee Self Service to request leave and access benefit (paid time off) balances.
Employers can fairly and accurately enforce leave policies, and customize routing and
approvals based on a companys unique business processes. Most importantly, employers
easily access consolidated time off information for analysis, reporting, and financial planning.

PlanMyLeave is a specialized HRIS and leave management system with powerful

functionality and settings that makes it very easy to set up and automate absence
management. It is designed to work for companies of
all sizes from 20 employees to 20,000 employees and
more. We have set up and are familiar with leave policy
settings of more than 24 countries and companies from different industries ranging from
manufacturing, insurance, retail, finance, IT, accounting and health care domains. We extend
all help to HR staff in migrating their existing HRIS and Leave Management system as well
as to migrate from manual paper based or excel based systems to an automated, easy to use
Planmyleave online and easily accessible system.

35
Features of PlanMyLeave:

HR info Repository

i. Maintain employee contact info, address, contact numbers, emergency contact

details, dependents, education history.
ii. Look up this info online any time anywhere in the world.
iii. Employees can update their latest addresses and emergency contact details
online
iv. Maintain HR information and upload documents related to staff like passports,
resume, educational certificates, appraisal forms etc.

Access, usage and mobility

i. Web based and can be used by staff working in office or remotely

ii. Scalable and can be set to work for companies of all sizes easily
iii. Access from anywhere in the world or can be restricted to office IP.
iv. Mobile version
v. Makes it easy for HR to track leave and run reports.

Custom Settings of Leave Types and Policies

36
 i. Leave types and policies can be assigned at employee, location or company
level.
ii. When policies change in between earlier history of leaves are still available.
iii. Set Start date of the leave year as any day of the year like 1st July or 1st April.
Defaults to Jan 1st.
iv. Leave types like Business trip and Training can also be set for informational
purpose to view employees availability
v. Run Leave Balance engine to recalculate balances after leave policies are
changed.

Company Holidays and Weekly Off

i. While calculating leave duration for leave types you can decide if the
intervening weekly offs and / or the Company holidays need to be included.
ii. Define different Company holidays for different locations / department or
even at employee level.

37
Automatic Email Reminders

i. Set up to 3 automatic email reminders of upcoming leaves and company

holidays and choose who it has to go to.
ii. Email templates can be set in your local language to be sent to staff for leave
request and approvals as well as for important companywide notifications.

Roles and Permissions

i. Create access roles for staff with and restrict access to the staff they can view or
manage. Managers can be assigned roles to see only staff reporting to them and
Team leaders can be assigned to have access to the teams they lead. Supervisors
can be given permission to apply leave on behalf of the people they supervise.
ii. In companies where all levels of staff are not very familiar with using computers
it is useful to have the team lead or supervisor or HR Manager manage leaves of
staff reporting to them

Calendars, Birthday & Anniversary Reminders

38
 i. Put people in teams and view team calendars in one click individual or Team
view
ii. View monthly calendars / yearly calendar of employees
iii. Shows availability of staff in teams, departments and locations visually to
help plan staffing
iv. Option for leave reason to be shown or suppressed on Outlook calendars.
v. View employee birthdays and work anniversaries on the calendars and
reminders to send notifications of upcoming birthdays and work anniversaries

Employee Self Service Dashboard

i. Display leave balances in hours or days

ii. Detailed view of how leave is accrued and used up when you click on a leave
balance.
iii. Real time info of balances
iv. Apply leave online, get approved online and get notified online
v. Reports of leaves, current balances, overtime
vi. Edit and resubmit requests even after they are approved in case your holiday
plans change.

39
4.2 List of Hardware Used to Support Software/Applications Systems

Name of Hardware Model/Size Version Vendor

Personal Computers

Desktops

Laptops

Processors

Input Devices
Keyboard
Close Circuit
Camera
Mouse
Bio-Metric Device

40
Image scanner
Digital pen
Hard Drive

Output/Display Devices
Screen (Monitor)

Printers

Internet/Extranet
Support
Wireless Routers
Optical Fiber
Hubs
Modem
Firewall
ISDN Terminal
Adapter
Internet Server Hardware
Processor 2 x 1,6 GHz CPU Intel
RAM 7 GB
HDD 1x 40 GB

4.3 Recommendations

Training and Development

The organization should use HRIS in its Training and Development program. Proper training
can be provided to proper person through using HRIS. Records of training provided to
employees can be recorded in the system and that will help the management to assess the
need of training of employees.

TNA

Need of training should be identified through HRIS. If in TNA the system is used it will help
to give training to proper person by recording each employees each information like their past
training, their current position, their educational background, their skills and abilities etc

41
Performance Evaluation

In Performance Evaluation HRIS can play a very important role. Through HRIS it will be
very easy to evaluate the performance of the employees and compare each employees
performance.

Benefits Management

How and in which sector how much benefit is occurred can be recorded in HRIS which will
help the organization to take investment decision for the future.

Health & Safety

In health and safety issue HRIS can be used. Which employees regularly make their physical
condition and which employees do not will be saved in the information system In Safety
issue all the safety related tools should be recorded in HRIS like fire box. All the safety tools
should be checked after a certain period that time will be recorded in HRIS so that it can be
properly checked in time.

Enhancing decision making

HRIS keeps records of previous occurrences like benefit or loss of an organization which will
help in proper decision making and it also helps in predicting the future by analyzing the past
records.

References
Albert C. Hyde and Jay M. Shafritz (1977) Introduction to tomorrows system for managing

human resources: Public Personnel Management, Academic Journal Vol. 6 Issue 2,

p70 77.
Asafo-Adjei Agyenim Boateng (2007) the Role of Human Resource Information Systems

(HRIS) in Strategic Human Resource Management (SHRM), Master of Science

Theses in Accounting, Swedish School of Economics and Business Administration.

Brockbank, W. (1999). If HR were really strategically proactive: Present and future directions

in HRs contribution to competitive advantage. Human Resource Management, 38,

337-352.

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Brockbank, W., & Ulrich, D. (2003). Competencies for the new HR. Alexandria, VA: Society

for Human Resource Management.

Brockbank, W., Ulrich, D., & Beatty, R. W. (1999). HR professional development: Creating

the future creators at the University of Michigan Business School. Human Resource

Management, 38, 111-118.

Dr. Shikha N. Khera, Ms. Karishma Gulati (2012) Human Resource Information System and

its impact on Human Resource Planning: A perceptual analysis of Information

Technology companies, Delhi School of Management, Delhi Technical University,

India.
Kenneth A. Kovach, Allen A. Hughes, Paul Fagan and Patrick G. Maggitti (2002)

Administrative and Strategic Advantages of HRIS: Employment Relations Today, Vol.

29 Issue: 2, pages 4348.

Madhuchanda Mohanty and Santosh Kumar Tripathy (2009) HRIS of Indian Scenario: Case

study of large organizations, South Asian Journal of management, Vol. 16 No. 2, pp

137-168.
MD. Sadique Shaikh (2012), Human resource information system (HRIS) designing needs

for business application, ZENITH International Journal of Business Economics &

Management Research, Vol.2 Issue 1, January, pp 256-264.

Moorhead, G. & Griffin, R.W. (1998) Organizational behavior: Managing people and

organizations (5th ed.). Boston: Houghton Mifflin.

Michael D. Bedell, Michael Canniff, Cheryl Wyrick, Systems Considerations in the Design of

an HRIS: Planning for Implementation.

Ulrich, D. (1997). Human resource champions: The next agenda for adding value and

delivering results. Boston: Harvard Business School Press.

Prof. Dr. Anil C. Bhavsar (2011), A Conceptual Paper on Human Resource Information

System (HRIS), Golden Resrach Thoughts, Vol.1 Issue V, pp 1- 4.

Prof. Dr. Anil C. Bhavsar (2011) A Conceptual Paper on Human Resource Information

System (HRIS), Golden Resrach Thoughts, Vol.1 IssueV, pp 1-4.

Society for Human Resource Management, HR Data Management: An Historical,

Technological and Global Approach.

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Website:

Best Practices in HR Management (2013): HR Daily Advisor, Retrieved From

http://hrdailyadvisor.blr.com/2013/01/27/top-10-best-practices-in-hr-management-for-
2013/

Company profile of Navana Group (2017): NAVANA Group, Retrieved from

http://www.navana.com

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Research, Retrieved From https://www.scirp.org/journal/PaperInformation.aspx?
PaperID=46129

Human Resources Information System (HRIS): A Theoretical Perspective: Scientific

Research,
https://www.researchgate.net/publication/272668111_Human_Resources_Information
_System_HRIS_A_Theoretical_Perspective

Steps of implementation of HRIS (2015): Slide Share, Retrieved From,

https://www.slideshare.net/sejalkeshri/steps-of-implementation-of-hris

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