A

PROJECT REPORT ON

BUSINESS EXPOSURE SUBMITTED TO

SAVITRABAI PULE PUNE UNIVERSITY IN PARTIAL
FULFILLMENT OF THE COURSE
BACHELOR OF BUSINESS
ADMINISTRATION
BY SAKSHI SUHAS SHINDE
SEAT .NO – BBA2122409
B.B.A - SY.BBA
SEMESTER VI
UNDER GUIDANCE OF PROJECT
GUIDE PROF. GURMEET KAUR RAJPAL
MARATHAWADA MITRA MANDAL COLLAGE OF
COMMERCE,
PINE 302/A, DECCAN GYMKHANA, PUNE-411004
YEAR 2021-2022

1|Page
 DECLARATION

This is to certify that the project-work titled Business Exposure

Has been completed satisfactorily and submitted in partial fulfilment of Bachelor Degree in
Business Administration of Savitribai Phule University for the academic year 2019-2020 by
the
following students of MARATHWADA MITRA MANDAL COLLEGE OF COMMERCE,

Pune 411004. My intention to understanding this project lies towards enhancing my

knowledge in the field of human resource management and various laws and provision
assigned by the government for the betterment of the society.

Name of student: SHINDE SAKSHI SUHAS

Signature:
 ACKNOWLEDGEMENT

I would like to express my sincere thanks to the Savitribai Phule Pune University and
Principal- Dr. DEVIDAS GOLHAR and Marathwada Mitra Mandal college of Commerce for
giving me the opportunity to prepare and present this report.

“There is a good saying that the work is successfully completed if the person is guided
properly at the right time by the right person”, with that the good opportunities that we receive
as well as the efficient supervision and the most valuable the internal guidance.

Hereby I would like to express my deep gratitude to our ‘Prof. GURMEET KAUR RAJPAL,
who in her busy schedule provided us with full support and encouragement, her whole-heated
cooperation throughout the progress and the completion of the project.

Last but not the least I would like to thank my friends for their encouragement and direct or
indirect support in completion of the project.
 MARATHWADA MITRA MANDAL’S
COLLEGE OF COMMERCE
Affiliated to Savitribai Phule Pune University, Re-Accredited by NAAC with “A” Grade
ISO 9001:2008 Certified, Awarded as Best College by Savitribai Phule Pune University
202 A, Deccan Gymkhana, Pune – 411004
[email protected], [email protected], www.mmcc.edu

Date: / / 2022

This is to certify that

Ms. Sakshi Suhas Shinde of Class SYBBA Roll no. BBA2122409 having specialization
Human Resource has successfully completed her project titled Business Exposure as per the
norms of Savitribai Phule Pune University under my guidance for the academic year 2021-
2022.

Internal Guide External Examiner Co-Ordinator Principal

 INDEX

SR.NO CONTENT PAGE.NO

PART-A EXPLAIN THREE SOFTWARE
INTRODUCTION
FEATURES
BENEFITS
LIMITATION
COMPARISION

PART-B SURVEY OF EMPLOYEES

INTRODUCTION
FEATURES
BENEFITS
LIMITATION
COMPARISION
q Part A

ELECTRONIC HUMAN RESOURCE MANAGEMENT SYSTEM

֎ INRODUCTION ֎

Human resources technology can improve the management of HR and so contribute

to the organization’s competitive advantage. It is now established that the benefits of the use
of technology far outweigh the benefits of just engaging in traditional practices of HR.
Technology has increased and access made readily available of HR information; improved
communication; improved the speed at which HRM transactions and information are gathered;
and reduced costs making it easier to administer HRM functions, such as recruitment, training,
and performance management.
Electronic Human Resource Management System (e-HRM System) is a web-based
solution that takes advantage of the latest web application technology to deliver an online real-
time human resource management solution. It is comprehensive but easy to use, feature-rich
yet flexible enough to be tailored to your specific needs. A recent research report on e-HR
people management strategies is associated with a nearly 2% increase in a company’s market
value. e-HR helps maximize a company’s progress toward a knowledge economy and
increased shareholder value. Many HRM activities have moved onto the Internet. Electronic
HRM applications let employees enrol in and participate in training programs online.
Employees can go online to select from items in a benefits package and enrol in the benefits
they choose. They can look up answers to HR-related questions and read company news,
perhaps downloading it as a podcast. This processing and transmission of digitized HR
information is called electronic human resource management (e-HRM). E-HRM has the
potential to change all traditional HRM functions.
֎ Benefits of Electronic Human Resource Management System ֎

Electronic Human Resource Management System is not suitable for organizations where
employees are not prepared to accept or use it. Major benefits/advantages of E-HRM are as
follows:

Improving quality services.

Ensuring efficient services at an amazing speed.

Facilitating routine tasks like record keeping, maintaining the portfolio, collecting and
storing relevant information regarding the human resource.

Helping the reduction of costly time and labour.

Improving accuracy and reducing human bias.

Making, reporting and analysing data quickly.

Benefiting everyone through standardization and automation.

Handing bundles of employee data from multiple locations fairly and quickly.

Performing crucial functions of HRM such as recruitment, selection, training, and

development by using web-based technology.

Playing decisive roles towards a paperless office.

 ֎ Limitation of Electronic Human Resource Management System ֎

1. It involves a high cost to maintain and implement E-HRM.

2. It is difficult to maintain the confidentiality of the input data.

3. Electronic media are vulnerable, which may be attacked by viruses from anywhere on the
Internet. Contracting a virus can disable your HR management system severely enough to
render it unusable for an indeterminate time. E-HRM is subject to corruption, hacking or
data losses.

4. Computers and their associated programs are only as effective as their human users, data
entry errors can and do occur. In HR management systems, such errors can have grave
consequences.

5. Organizations need to to-invest more on training and development before adopting e-

HRM.
 ֎ Software ֎

1. Human Resource Management System.

2. Human Resource Information System.

3. Employee Management Data System.

Software 1
 HUMAN RESOURCE INFORMATION SYSTEM

֎ INTRODUCTION ֎

In today’s dynamic business environment and in the era of knowledge workers,

Human Resource Information Systems (HRIS) has significantly contributed to the
effectiveness of an organization. HRIS provides a lot of information to human resources (HR)
professionals to become strategic partners with top management and they provide the future
needs to the organization. The HRIS directs to make use of the HR functions in a more
efficient manner and provides better information for decision making.
The Human Resource Information System (HRIS) is a system which merges the
activities associated with Human Resource Management (HRM) and Information Technology
(IT) into one common database through the use of Enterprise Resource Planning (ERP)
software. The ERP software that forms the basis for HRIS originates from the software that
integrates information from different applications into one universal database. It aims to
provide an online or computer-based system for dealing with various HR issues like payroll,
management, accounting functions, labour productivity, etc. It is also known as Human
Resource Management Systems (HRMs). The HR department has to acquire and manage
different kinds of important information related to various HR activities. In the past this work
involved maintaining a large number of files and documents. Any wrong information, entry or
misplacement of files would cause much disruption and unnecessary delays in work. Also
manually searching for required information was a time consuming process. Thus, in order to
help the HR manager in managing these documents more efficiently, the system of HRIS was
developed. HRIS helps the HR personnel to streamline their work, save time and eliminate
excess paperwork. Not only does HRIS facilitate smooth functioning of the HR departments, it
also helps in improving communication of the HR department with other departments like
finance and IT. HRIS solutions are generally administrative in nature and are therefore useful
for all types of organizations.
 ֎ Features of Human Resource Information System ֎

1. Centralized storage: With an automated database that collects, stores, and displays up-to-
date, consistent information about the personnel, policies, and procedures in an
 organization, HR leaders can finally break up with spreadsheets and paper files. A
centralized database that is seamlessly integrated with other HR modules will ensure great
accessibility to all end-users. Storing all confidential employee information in a centralized
cloud-based HRIS Software will eliminate redundancy and promote data integrity. Any
updates or changes made to the master database will reflect immediately across all modules,
saving a considerable amount of time and effort the human resources department put into
matching and duplicating all records manually.

2. Recruitment management: Attracting, hiring, and retaining the right talent quickly and
efficiently is the cornerstone of an organization’s success. Successful recruitment relies
solely on building long-term relationships with potential and current employees. The ideal
applicant tracking system can not only streamline traditional recruitment functions but also
simplify for talent relationship management. An automated recruitment process integrates
seamlessly with the inbuilt reporting module to analyse trends and patterns in recruitment. It
also seamlessly integrates with job-portals, internal websites, and employment-service
providers to make hiring chaos-free.

3. Employee on boarding: An user-friendly employee onboarding process will set up new

hires for immediate success and ensure that they start off on the right foot. With an
automated onboarding process employers can:
Minimize the chaos made by paperwork
Shorten the employee onboarding lifecycle
Reduce manual interventions and human errors
Offer a consistent experience to all new hires
Facilitate a transparent onboarding process

4. Talent management :-
Employees are the most valuable resources in any organization. However, the process of talent
management, i.e, attracting, recruiting, engaging, developing, and retaining employees is a
complicated process. Also, employee turnover cost is expensive. An HRIS with an exclusive
talent management system will help the organization take better care of their employees. An
ideal talent management module will help employees get through every phase of their
employment, from recruitment through training, development, and retention. Best of all, it will
allow employers to get a single view of their talent profile across the organization and align
their talent management efforts with overarching corporate objectives.

5. Performance management: A performance management module tracks the performance of

employees consistently and measurably. It allows the company to ensure that employees
and departments across the organization are working effectively towards achieving the
business’ strategic goals. Successful businesses gain an advantage from having employees
better aligned with corporate goals. It enables line managers and HR teams to spend less
time on the manual administration of performance appraisals and instead focus on more
value-adding parts of the process, such as coaching, supporting, and training employees.

6. Employee Self-Service
SMBs often find it hard to keep their employee-related data updated. Employee Self-Service
(ESS) is an effective way to manage this problem. Giving employees access to view and
manage their personal information (profile, time off, benefits, or payroll) can reduce the time
HR staff spend on mundane clerical tasks. Employees don’t have to engage in a mail chase to
retrieve their leave balance or payslips. With a self-service portal, every HR process from
employee onboarding to reporting will become more efficient. If the HRIS has multi-channel
accessibility, employees can view, edit, and retrieve all work-related information right from
their mobile phones.

7. Time and Absence Management

Managing employee timesheets, schedules, and tracking attendance manually involves an
immense amount of HR labour. Keeping up with leave request emails and tracking employee
absence while sketching out a schedule to manage the changing workload is a huge ordeal. On
top of that, exporting all attendance data to the payroll system is time-consuming and tedious.
If not handled properly, timesheets and vacant ion requests have the potential to stir up a lot of
trouble. Mishandled time-off requests can leave a bad impression on the quality of life in the
organization, and reduce employee satisfaction. So, streamlining the timesheet management
and time-off process with an HRIS can control the manual errors and prevent possible
disasters.

8. Training management:
A training management module can enable organizations to offer blended training experience
to their staff to improve engagement, job satisfaction, and retention. It enables businesses to
identify employee skills gaps to structure, tailor, and deliver training programs that are in sync
with individual training needs. Businesses can also use the training management module to
assess, track, and measure the impact of employee training programs to ensure effectiveness.
It accelerates employee performance, decreases performance gaps, and stimulates employee
collaboration to create a high-performing workforce that is engaged and motivated to deliver
their best efforts.

9. Workforce analytics:
Visual-rich reporting modules provide real-time insights into an organization’s workforce.
Businesses can use their existing employee data to identify employee trends, retrieve
actionable insights, and make informed decisions to get more out of their human capital. It can
help businesses do everything from predicting future talent needs to performing human cost
accounting analysis. An HRIS tool that comes with pre-defined reports can help businesses
create a collaborative environment that thrives on action and make a seamless connection
between insights, activities, and results.
 ֎ Advantages of Human Resource Information System ֎

1. Collective Bargaining: -

Human Resource Information System through a computer terminal can provide up-to-date
relevant and required information, facts and figures and, thus, can facilitate collective
bargaining. It can he p collective bargaining as "what if analysis" rather as feelings and
fictions. In the same manner, HRIS can also help maintain better human relations in the
organisation.

2. Career Planning: -

By providing necessary information such as which employees have been earmarked for which
positions, HRIS facilitates positional advancement of employees. In other words, HRIS helps
in planning for succession.

3. Recruitment: -
Recruitment forms the most essential function of HRM. HRIS helps in the recruitment process
in a big way by recording the details of activities involved in employee recruitment. These
may include cost and method of recruitment and time taken to fill the positions level wise.

4. Performance Appraisal: -

In order to form a comprehensive overview about an employee, HRIS maintains performance

appraisal data such as the due date of the appraisal, potential for promotion, scores of each
performance criteria and alike. The textual information can be combined with the factual data
obtained from the HRIS and the combination of information can be used for imparting training
and affecting employee mobility in the form of transfer and promotion.

5. Manpower Planning: -

HRIS is used for manpower planning also. It keeps information of organisational requirements
in terms of positions. HRIS connects employees to the required positions in the organisation.
It is also used to identify vacancies and establish employees thereon. HRIS can also help
identify a logical progression path and the steps to be taken for employee
progress/advancement.

6. Medical History: -

The HRIS is also used to maintain occupational health data required for industrial safety
purposes, accident monitoring, and so on.

7. Skill Inventory: -

Recording employee skills and monitoring a skill data base is yet another use of the HRIS.
Such a skill record helps identify employees with the necessary skill for certain positions or
jobs in an organisation.

8. Leave / Absence Increase: -

HRIS is also used to control leave/absence of employees. This is done by maintaining a leave
history of each employee. Every employee can be issued an identity card writing every
employee's token number coded on it. Employee's entry and exit from the organisation should
be recorded on the identity card. This reduces chances for malpractice or oversight in
calculating wages for each employee.

9. Salary Administration: -

One of the functions of HRIS is to provide a report containing information like present salary,
benefits, last pay increase and proposed increase in future.

10. Personnel Administration: -

It encompasses personal information of an employee. These may include name, address, date
of birth, marital status, and the date of joining the organisation. It also contains the name and
address of next kin of the employee concern. This information describes the employee.
.
֎ Limitations of Human Resource Information System ֎

1. Inadequate Information: -

Some enterprises do not have requisite information about their employees. In the absence of
adequate information and data base, this system cannot be properly implemented. So, there is
a need to collect, store and retrieval of information before implementing human resource
management. In many organisations, even the professionals misunderstand HRM as
synonymous with HRD. Some class room training programmes are generally arranged, which
are called HRD programmes. These programmes are understood as human resources
management. Such casual class room programmes are not the actual HRM programmes.

Security: - Security is one of the biggest worries. Systems must be designed to prevent
unauthorized access to sensitive and confidential data and also the unintended publication of
such information. This typically required many "compartments" and many levels of authority
for access, all of which have to be monitored and maintained.

2. Inadequate Development Programmes: -

HRM needs implementation of programmes such as career planning, on the job training,
development programmes, MBO, counselling etc. There is a need to create an atmosphere of
learning in the organisation. In reality HRM programmes are confined to class room lectures
and expected results are not coming out of this approach.

Staffing. With larger installations, there's probably the cost of hiring an IT specialist to
manage the system.
3. Lack of Support of Top Management: -

HRM should have the support of top-level management. The change in attitude at the top can
bring good results while implementing HRM. Owing to passive attitude at the top, this work is
handled by personnel management people. Unless there is a change in approach and attitude of
top management nothing remarkable will happen.

4. Improper Actualisation: -

HRM should be implemented by assessing the training and development requirements of

employees. The aspirations and needs of people should be taken into account while making
human resource policies. HRM is actuated half-heartedly. The organising of some training
programmes is considered as the Implementation of HRM. With this, management's
productivity and profitability approach remain undisturbed in many organisations.

5. Recent Origin: -

HRM is of recent origin. So, it lacks universally approved academic base. Different people try
to define the term differently. Some thinkers consider it as a new name to personnel
management. Some enterprises have named their traditional personnel management
department as human resource management department. Such superficial actions may not bear
much fruit. What is actually required is a fundamental change in attitudes, approaches and the
very management philosophy. Without such a change, particularly at the top management
level, renaming of personnel department or redesignating the personnel officer may not serve
the purpose. With the passage of time an acceptable approach will be developed.
 ֍ Comparison ֎

Human Resource Information Employee Master Data Software

System
The scope is limited to the entire Employee Master Data module covers
employee information comprehensive functions, including
employee profile management,
employment and turnover management,
payroll data management, attendance
recording, head account management
and so on, which reflects the dynamic
status of human resources and thus
supports decision-making.
Employee database administration,
Organizational chart, Employee self-
service, Security and compliance
Benefits the core HR activities with Secure Top Talent Attracting, industry-
regulated workflows for internal leading talent takes a big commitment,
employee activities and
performances. Stronger Onboarding, Improve
Employee Retention, Access to Big-
Company Employee Benefits, Fewer
Compliance Issues, Access HR
Anytime Anyplace.

Holds dynamic (subject to change Holds dynamic (subject to change

regularly) information like regularly) information like attendance,
attendance, leaves, payroll, ESS, leaves, payroll, ESS, performance,
performance, rosters, appraisal, rosters, appraisal, meetings, other
meetings, other schedules, etc. schedules, etc.

Software 2
 HUMAN RESOURCES MANAGEMENT SYSTEM

֎ INTRODUCTION ֎

A human resources management system (HRMS) is a form of Human Resources (HR)

software that combines a number of systems and processes to ensure the easy management of
human resources, business processes and data. Human resources software is used by
businesses to combine a number of necessary HR functions, such as storing employee data,
managing payroll, recruitment, benefits administration, time and attendance, employee
performance management, and tracking competency and training records.

A human resources management system ensures everyday human resources processes are
manageable and easy to access. It merges human resources as a discipline and, in particular,
its basic HR activities and processes with the information technology field, whereas the
programming of data processing systems evolved into standardized routines and packages of
enterprise resource planning (ERP) software. On the whole, these ERP systems have their
origin from software that integrates information from different applications into one universal
database. The linkage of its financial and human resource modules through one database is the
most important distinction to the individually and proprietarily developed predecessors, which
makes this software application both rigid and flexible.

֎ Features of Human resources management system ֎

1: Recruitment & Hiring: -

The system can automate and optimize a data analysis on peer positions and pitch the correct
salary. The automated recruitment module of HRMS makes hiring procedures swift with easy
to prepare templates and follow-up with recruitment. Moreover, an applicant tracking system
(ATS) can simultaneously accept or reject applicants based on set criteria. And this not only
increases the turnaround time but also saves costs on dedicated resources for placement.

2: Employee Portal: -

HRMS can organize and store financial data. The type of employee data like their positions,
employee records, start working date, salaries, insurance plans with banking and tax details,
paid time off options, etc. becomes vital when companies get to a specific scale. Moreover,
such a portal allows authorized persons to access their records in real-time, so HR doesn't need
to supervise such things and save time.

3: Payroll: -

The primary function of payroll is to calculate and pay salaries, withhold the appropriate taxes
and deductions, and organize the printing and delivery of pay checks. It easily handles all
legacy systems for compensation and benefit, including salary, allowances, and overtime rates
in an organization through its well-defined formulae. It can fairly be called one of the most
valuable features of HRMS software. Automating payroll provides clear advantages,
including:

1. Easy access to compensation and reward/bonus data.

2. Less need for manual data input (if the information is in a system, the payroll software
can access it, ensuring single input).
3. A reduction in staffing time and overheads.
4. A coordinated approach that doesn't rely on a collection of databases, files, and
spreadsheets.

4: Workflows: -
Workflows allow businesses to automate most of the repetitive, regular tasks that drag down
the efficiency of HR management. The system enables sending automated notifications to all
participants to keep them informed. By analysing the data, HRMS reduces the vast cost-factor
associated with manual paper-pushing. It also reviews the employees' work, engagement,
meeting expectations, asking for feedback from team members, and explores the set
objectives. This can be a tiresome job, but facilitated data collection, shortened process cycle,
and maintained consistency can immensely ease your life.

5: Time Tracking and Leave Entitlement: -

The thick folders in closets, where hundreds of resumes are filed, are being replaced by ATS
— Applicant Tracking System. It automates the process of searching for candidates, allows
you to evaluate the effectiveness of various recruiting channels, and decide what works well
enough and where it is better to direct additional efforts and resources. One of the distinctive
features of the HRMS system that other software platforms don't provide is attendance
management. Without any hassle, HRMS precisely controls absenteeism and administers tasks
like leave entitlement, leave encashment, the total number of leaves taken and the balance left.
Absenteeism is an essential strategic element of HRMS function to evaluate job satisfaction.

6: Performance Evaluation: -

According to the HBR report, managing promotions effectively is one of the most effective
steps leaders can take to succeed. HRMS efficiently simplifies the assessment process by
taking KPAs and KRAs into accountability. It gives more transparency and unbiased output of
attendance and punctuality of every employee. With individual productivity track, knowledge
management becomes effective and improves skills via training and development.

7: Employee Training: -

With the change in technology and process, every employee needs to upgrade his/her skill
sets. HRMS helps identify this gap of skills and guides in managing employees' training
requirements and monitors the significant cost required for training and development. It is also
forecasted that AI in HRMS will become an indispensable tool for improving learning,
compliance, candidate assessment, and retaining new knowledge and skills.

8: Employee Benefits Administration: -

The system allows HR experts to elaborate plans, configure eligibility rules, manage employee
compensations, promotions, and conduct payments or deposits given by an employer to
workers on top of their wages. It also provides self-service open enrolment and integrates
compensation costs with accounting.

9: Talent retention: -

HRMS helps to develop employee recruitment to retention strategies. If the attrition rate is
high in an organization, HRMS will support the HR Manager with relevant analytical
information to come over this problem. It also allows tracking behavioural patterns of each
employee, providing them with forecasts of possible resigns. AI algorithms, embedded in
employee feedback modules, can automatically send concerns to HR and even propose
plausible solutions.

10: Analytics and Data Management: -

Analytics and document management helps to analyse information in real-time and make
better decisions, including: -

Employee mood monitoring, MIS Reports, Emails, Images, Messages, Electronic documents,
electronic files, Documents sharing, Exit Process Management.
 ֎ Advantages of Human resources management system ֎

1. Automating HR Processes: Typical HR processes such as resource onboarding,

recruitment, payroll management, performance management, etc. can be highly time
consuming and resource intensive. Payroll Management for a company that has 50+
employees can take over two dedicated days for the entire HR personnel to perform when
done manually. But when automated with an HRMS, the process takes just a few hours with
no or minimal requirement of human intervention. This allows your HR personnel to focus on
other key tasks such as HR process improvement, corporate training, enhancing employee
efficiency, building organization culture, etc.

2. Providing Remote Access & Employee Self Service: One of the major HR tasks with an
organization is employee services, where HR personnel is required to support employees with
basic services such as process clarifications, generation of certificates and documents, etc.
This is highly cumbersome and time-consuming, resulting in loss of productivity of the
concerned HR executive. An HRMS provides remote access and enables employee self-
service, which means employees can themselves generate these documents from any location
by simply logging into the system with their credentials. This saves time for both the
employee and the HR department.

3. Effectively Managing Regulations: Most companies operate within complex legal

environments where they must follow certain regulations, such as those set up by the taxation
and legal departments. An HRMS allows the completion of compliance checks and can
schedule alerts as required to ensure that the company is always following regulation
requirements because not following the same can prove extremely costly in terms of non-
compliance fines and penalties.

4. Eliminating Human Error: One of the biggest benefits that an HRMS brings to the table
is process automation. A carefully researched and implemented HRMS can help automate
most tasks related to payroll management and filing, which not only saves time but also helps
eliminate common errors such as incorrect salary calculations, double credits, missed
deductions, etc. which can cause small companies to lose up to US$ 1,000 in penalties.

5. Protecting Against Fraud: As per research, companies can lose up to 5% revenue every
year to fraudulent transactions done by employees. But a well-implemented HRMS can help
you save this revenue as well as the time required to process these claims as it is an integrated
solution that makes it impossible for users to manipulate the system. Processes are marked,
formats are defined, and the system is integrated into existing finance, accounting, and ERP
modules to help make the claims process seamless.
 ֎ Limitations of Human resources management system ֎

1. Privacy Concerns: -

One of the chief disadvantages of HR management systems is the increased capacity for
breaches in the privacy of your employees, management and business officials. In spite of
federal and state laws providing legal protection for privacy in the workplace, if your HR
management system is accessed by unauthorized individuals, your team’s personal
information may be up for grabs. Although your system may be safeguarded by password
protection, this barrier is often no match for technically savvy people from inside and outside
your company’s walls. Fortifying your system internally and externally augments the safety of
your data.

2. Security: -

Technical wizards abound who possess the talent and skills required to enter your
management system and mine it for all the information your company holds dear, such as your
business's HR strategy for future company growth. Additionally, electronic media is
vulnerable to attack by viruses from anywhere on the Internet. Contracting a virus can disable
your HR management system severely enough to render it unusable for an indeterminate time.

3. User Error: -

Inherent in the use of HR management systems is the means for inaccuracy. Because
computers and their associated programs are only as effective as their human users, data entry
errors can and do occur. In HR management systems, such errors can have grave
consequences. At best, minimal errors, such as a few misspelled employees’ names, may
occur. At worst, errors in data entry could disrupt the workflow of your business. If, for
example, your HR management system displays a number of incorrect dates designating when
to carry out significant employee performance reviews with ensuing promotions, the adverse
results may include a contagious drop in employee morale, which could affect levels of
productivity.
4. Employee Assessment: -

HR management systems can be effective in selecting employees for certain positions or for
advancement, based on performance scores and other information. However, the human factor
is removed from these types of tasks by the system. For example, when analysing employee
talent, your system may reveal high scores in sales, new accounts or marketing efforts, but
may not be capable of uncovering an employee’s habit of treating customers in disparaging
ways. To realize the total evaluation of a staff member, an HR management system should
have some way to prompt human input.

5. Risk of Hacking: -

Hackers are constantly looking for ways to crack into computer networks. Some do it for the
sheer thrill of circumventing security systems in companies, while others are paid to hack into
computer networks for vital data. Hacking takes many forms, from password cracking and
Trojan viruses to social engineering where the network administrator is compromised.
 ֎ Comparison ֎

Human resources management Human Resource Information

system System
Focuses on all the HR processes and The scope is limited to the entire
activities related to an employee from employee information.
recruitment-to-retirement. This
integrates the core HR functioning
with candidate or employee tracking.
It allows users to perform tasks,
analyse critical data trends, create and
manage reports.
A good HRMS also incorporates the
details and functioning of HRIS
Holds dynamic (subject to change Holds static (subject to change less
regularly) information like attendance, often) information like permanent
leaves, payroll, ESS, performance, or current residential address,
rosters, appraisal, meetings, other contact information, educational
schedules, etc. qualifications and credentials, tax
information, official ID numbers
and details, tax or official benefits
and other such details.

Benefits the core HR activities with This benefits regular tracking for
regulated workflows for internal administration department
employee activities and performances.
HRMS becomes more streamlined Recruitment management becomes
with automation, making it an a healthy process with automation
creating job postings, receiving
interesting process with every data online resumes and applications,
defined for any decision-making by hiring workflow, creating and
managing candidate resource pool
the management, the HR heads of the
becomes much easy and streamlined
company, the managers and the team
leaders.
Considering employee satisfaction is
paramount in sustaining a good HR
culture supported with HRMS
solutions
Software 3
EMPLOYEE MASTER DATA SOFTWARE

֎ INTRODUCTION ֎

Employee Master Data is absolutely basic for enterprise to evaluate employees. To ensure
employee information accurate, timely, complete and safe, and hereby formulate appropriate human
resource development strategy are the major problems HR department faced to address.

Employee Master Data module covers comprehensive functions, including employee

profile management, employment and turnover management, payroll data management, attendance
recording, head account management and so on, which reflects the dynamic status of human
resources and thus supports decision-making. Employee database software allows you to store,
manage, and track all employee data. It holds a variety of employee personnel fields such as name,
age, job title, salary, length of service, etc for HR to refer from. A good employee database software
should be self-service based where the employees themselves can add and edit their information.
Fresh team database software is perfect for rapidly growing businesses. It offers employee record
management capabilities that include a self-service portal, a directory of employee profiles,
organizational charts, that span across multiple locations.
 ֎ Features of Employee Master Data ֎

1. Employee database administration:

Employee records.

• Advanced employee search and search results filtering.

• Notifications (e.g., job contract expiration).

• Ability to attach documents to the records (e.g., job offer letters, job applications, certificates).

• Custom reports (e.g., on turnover, performance).

2. Organizational chart:

Employee hierarchy.

• Automated updating based on employee status changes (due to promotion, transfer, etc.).

• Tracking training needs.

• Displaying vacant positions.

Tracking qualifications and skills required for a position.

3. Employee self-service: -

• Viewing employee goals, leave balance, salary reviews, and more.

• Updating personal data like address and bank details.

• Submitting requests (e.g., a vacation request).

• Recording absences (e.g., sickness, annual leave, study or parental leave).

4. Security and compliance:

Employee data encryption.

• Multi-factor authentication.

• Retention and deletion policies.

• Permission levels for accessing and editing sensitive employee data.

• Compliance with internal and external (e.g., SOX, PCI DSS, GDPR) information security
regulations.
 ֎ Advantages of Employee Master Data Software ֎

1. Improve Data Quality: -

As the EMD application streamlines the data, it also eliminates bad data. As a result, users can work
with current data that is of better quality and thus more usable. If master data is stored in multiple
destinations like different formats, traditional spreadsheets and isolated applications, it can reduce
the usability of the data. In addition, inconsistent data formatting hampers the productivity of
various processes that rely on the master data for their tasks. MDM also ensures consistency and
uniformity across the data, which makes the business processes more efficient and effective.

2. Reduces Time and Cost: -

It could be challenging for companies to manage the increasing volume of data without EMD. The
complexity of master data makes manual processing very challenging. It also takes a lot of time and
money to process master data accurately. This application automates most aspects of the data
management process, which saves an enormous amount of time. As the companies need to employ
fewer resources to manage the data with EMD, this solution also reduces the data management and
processing costs.

3. Avoids Data Duplication: -

Redundancy is one of the big problems with decentralized data applications. Data duplication leads
to a lot of confusion which may further lead to errors in not only the master data process but also
other business processes that are dependent on master data. An MDM solution builds a single data
source that eliminates duplication of data and thus increases the efficiency of the business processes.
4. Increased Data Accuracy: -

EMD prunes duplication and inconsistencies in the data. As discrepancies in master data would
have a ripple effect on most business areas of the organization, it is crucial to get it right at the
master data level. Thus, it reduces the risk of data inaccuracy. It also gives the data a proper
structure, which avoids any confusion while retrieving the data from the application.

5. Better Data Compliance: -

With the regulations and policies around data getting stricter by the day, efficient data storage and
management are critical to any business dealing with data. Non-compliance with data regulations
may lead to far-reaching implications, which include penalties and loss of reputation.

6. Informed Decision Making: -

EDM offers a holistic vision and better control over the organization’s data. Incomplete and wrong
information would allow management to make misinformed decisions that would impact the long-
term growth of the company. Access to updated and quality data would assist the managers to
develop effective strategies. This application, in turn, helps the leadership, senior management, and
middle management to make informed decisions.

7. Handling Change Requests: -

With EDM, companies can restrict access to change the master data to specific individuals. As
master data is the single source of crucial data that is used by the departments across the
organization, it is vital to protect the data from misuse. Restricted access to change data can help
ensure data security and enable data consistency.

8. Enables Easy Data Edits: -

Without Master Data Management to consolidate and control the master data, users would record
data in multiple destinations. Therefore, any changes made to the data would not only remain
isolated but would also create major data inconsistency issues. With MDM, any changes made to the
master data will reflect across all the relevant data destinations.

9. Enables Easy Data Edits: -

Without Employee Data Management to consolidate and control the master data, users would record
data in multiple destinations. Therefore, any changes made to the data would not only remain
isolated but would also create major data inconsistency issues. With MDM, any changes made to the
master data will reflect across all the relevant data destinations.
 ֎ Limitation of Employee Master Data Software ֎

1. Increased Cost: -

a.) Cost of Hardware and Software: -

To store a huge amount of data, one needs a huge amount of space. Additionally, it will require more
memory and fast processing power to run the EMDS. So, expensive hardware and software will be
needed that can provide all these facilities. As a result, the old file-based system needs to be
upgraded. These sophisticated hardware and software require maintenance which is very costly.
EMDS requires a high initial investment for hardware and software. A significant investment based
upon the size and functionality of the organization is required.

B) Increased Cost of Staff: -

EMDS staff includes database administrators, application programmers, Database designers,

System analysts, and maintenance personals. All of these are highly educated and experienced in the
field of DBMS. To get this level of experienced people, one needs to spend a lot of money. Also,
training of EMDS is very costly.

C) Cost of Data Conversion: -

Data conversion may require at any time and the organization has to take this step. It is unbelievable
that data conversion cost is more than the costs of EMDS hardware and machine combined. Trained
staff is needed to convert data to the new system. It is a key reason that most organizations are still
working on their old EMDS due to the high cost of data conversion.

2. Complexity: -

A EMDS fulfils lots of requirements and it solves many problems related to databases. But all
these functionalities make EMDS an extremely complex software. Developers, designers, DBA, and
End-users of database must have complete skills of EMDS if they want to use it properly. If they
don’t understand this complex system then it may cause loss of data or database failure.
3. Technical staff requirement: -

Organizations have many employees working for them and these employees can perform many other
tasks too that are not in their domain but it is almost impossible for them to work on EMDS. A
dedicated team of technical staff is required who can handle EMDS and as a result, the company
have to pay handsome salary to them too.

4. Database Failure: -

Data is the key for any organization, if data is lost then the whole organization will collapse. And as
we know that in EMDS, all the files are stored in a single database so the chances of database failure
become more. Any accidental failure of components may cause loss of valuable data. This is really a
big question mark for big firms and they are continuously working to solve this issue. Any
accidental failure of components may cause loss of valuable data. This is really a big question mark
for big firms and they are continuously working to solve this issue.

5. Huge Size: -

EMDS is made to handle extremely huge data and queries, but due to its complexity, DBMS has
become huge in size. Also, it becomes bigger in size as data is fed into it. As a result, it requires lots
of space and memory to run its application efficiently.

6. Currency Maintenance: -

Efficiency is the core need for any software, so it becomes a must for DBMS to be current. Because
efficiency can only be achieved if your system is current. Frequent updates, security measures, and
the latest patches must be performed. As new threats come daily, so DBMS requires to be updated
on the daily basis. EMDS should be updated according to the current scenario.

7. Difficult Backup and Recovery: -

Database is processed and handled by several users concurrently, so it becomes very difficult to get
the exact state of database at the time of failure. It creates many problems and users get confused
about what to do next. So, it is very difficult to take backup and recover the database as just one
application program may pose serious problems.

8. Confidentiality, Privacy, and Security: -

In EMDS, information is made available to users from remote locations, and because it is centralized
so chances of abuse are more often than in a file-based system. If information from the data centre
gets corrupted then every user of the organization will be in big trouble.

9.. Lower Efficiency: -

There are many software and application programs that are made only for one particular problem.
But EMDS is a multi-use software that is used for many purposes and as a result, it becomes less
efficient. Specialized software is more efficient because they are produced and optimized for one
problem.

10. Increased Vulnerability: -

As EMDS is capable of many things because it is centralized, but at the same time centralization
increases vulnerability. The whole system shuts down due to the failure of a single component. This
is very critical disadvantage of DBMS for those organizations that are totally dependent on
databases.

12. Performance: --

Traditional files system was very good for small organizations as it gave a splendid performance.
But EMDS gives poor performance for small-scale firms as its speed is slow and due to that it is
well suited for big firms.

13. Speed: -

As in the previous point, we have discussed that DMDS performance is an issue with small
organizations. As a result of which, DBMS runs at very slow speed for small scale companies.
EMDS is just suitable for big firms and organizations.

֎ Comparison ֎

POINT EMPLOYEE MATER DATA HUMUN RESOURCE

SOFTWARE (EMDS) MANAGEMENT SYSTEM

Define Employee Master Data module covers HRMS, or human resources

comprehensive functions, including management system, is a suite of
employee profile management, software applications used to
employment and turnover manage human resources and related
management, payroll data processes throughout the employee
management, attendance recording, lifecycle. An HRMS enables a
head account management and so on, company to fully understand its
which reflects the dynamic status of workforce while staying compliant
human resources and thus supports with changing tax laws and labour
decision-making. regulations.

Features Holds dynamic (subject to change People Oriented. This essential

regularly) information like HRM feature is rather obvious,
attendance, leaves, payroll, ESS, Employee Oriented, this vital HRM
performance, rosters, appraisal, characteristic means making the
meetings, other schedules, etc. lives of employees at work easy,
Gives Opportunities, Decision
Oriented,

Development Oriented, Individual

Focus, Continuous Function, Future
Oriented.

Advantages Secure Top Talent Attracting, Improved Data Quality, Reduces

industry-leading talent takes a big Time and Cost, Avoids Data
commitment, Stronger Onboarding, Duplication, Increased Data
Improve Employee Retention, Access Accuracy, Better Data Compliance,
to Big-Company Employee Benefits, Informed Decision Making,
Fewer Compliance Issues, Access HR Handling Change Request, Enables
 Anytime Anyplace, Easy Data Edits.

Help Save Time and Energy.

Disadvantage Recent Origin, Lack of Support of Increased Cost: These are different
s Top Management, Improper types of cost, Complexity, Currency
Actualisation, Maintenance, Performance,

Inadequate Development Frequency Upgrade.

Programmes, Inadequate Information.
q Part B

SURVEY
WORK FROM HOME

Company Name: -

Litura Electrical Technologies Private Limited

Litura Electrical Technologies Private Limited was formed in February, 2004 and
emerged into operations by April 2004 after amalgamating two contracting firms and one
design and project management firm to emerge as a strong engineering contractor for
Electrical Systems. The team believes that contracting firm is a service industry. The methods
and practices adopted to meet the goals are developed after a very critical study of responses
from Architects, designers, suppliers and end users for years together in different capacities
namely as designers, project and facility managers and contractors.
1.Do you have a productive day while working from home?

Tabulation: -
Parameter No. of Response Percentage
Yes 23 76.7 %
No 7 23.3 %
Total 30 100 %

Inference: -In the above table indicates that 76.7 % of the respondents said ‘Yes’
because they have productive days while working online and 23.3 % of the
respondents said ‘No’.
2.Do you have a quiet, distraction-free area at home that allows you to work efficiently?

Tabulation: -
Parameter No. of Response Percentage
Yes 19 63.3 %
No 11 36.7 %
Total 30 100 %

Inference: -
From the above table, it is clear that 63.3 % of the respondents said ‘Yes’ and
36.7 % of the respondents said ‘No’.
3.Did your health affected by home working?

Tabulation: -

Parameter No. of Response Percentage

Yes 28 85.7%
No 2 14.3%
Total 30 100 %
Inference: -
In the above table, 85.7 % of the respondents said yes and 14.3 % of the respondents said
no.
4.Do you have all the support from your employer to work from home?

Tabulation: -
Parameter No. of Response Percentage
Yes 23 76.7 %
No 7 23.3 %
Total 30 100 %

Inference: -
In the above table, it is clear that 76.7 % of the respondents said that they have all the
support from their employer to work from home as well as 23.3 % of the respondents didn’t.
 5.Do you have helper at home that looks after everything while you are
working from home?

Tabulation: -
Parameter No. of Response Percentage

Yes 13 43.3 %
No 4 13.3 %
I work 13 43.3 %
independently
Total 30 100 %
+

Inference: - In this table, 43 % of the respondents said ‘Yes’ and 13.3 % of the
respondents said ‘No’ and 43.3 % of the people working independently.
6.What source do you use to contact your superior/ manager while working from
home?

Tabulation: -
Parameter No. of Response Percentage
Email 6 16.7 %
Call 9 30 %
Chat 5 20 %
Video Conference 10 33.3 %
Total 30 100 %
Inference: - From the above table, 16.7 % of the respondents use email while 30 % and 20
%of the respondents use call and chat respectively whereas 33.3 % respondents connect via
video conference.
7. State your mind state while remote working?

Tabulation: -
Parameter No. of Response Percentage
Happy 5 23.3 %
Stressed 5 23.3 %
Satisfied 11 36.7 %
Relaxed 7 16.7 %
Total 30 100 %

Inference: -
From the above indicates that 23.3 % of the respondents are happy working from home
and 23.3 % of the respondents are stressed while working from home and 36.6 % of the
respondents are satisfied and 16.7 % of the respondents are relaxed.
8. Do you have good network connectivity while working from home?

Tabulation: -
Parameter No. of Response Percentage
Yes 23 76.7 %
No 7 23.3 %
Total 30 100 %

Inference: -
In the above table indicates that 76.7 % of the respondents said ‘yes’ because they have
good network connectivity while working from home and 23.3 % of the respondents said
‘No’.

9.Are you confident of working without supervision?

 Tabulation: -
Parameter No. of Response Percentage
Yes 22 73.3 %
No 8 26.7 %
Total 30 100 %

Inference: -
In this table, 73.3 % of the respondents are confident of working without supervision
and 26.7 % of the respondents said ‘No’ .

10. Do you take efforts to increase your productivity while working from home?
 Tabulation: -
Parameter No. of Response Percentage
Yes 25 83.3 %
No 5 16.7 %
Total 30 100 %

Inference: -
In the above table, it is clear that 83.3 % of the respondents said that they think
telecommuting increase their productivity whereas 16.7 % of the respondents didn’t.

11. Do feel you have a good work-life balance?

Tabulation: -
Parameter No. of Response Percentage
Yes 25 83.3 %
No 5 16.7 %
Total 30 100 %

Inference: -
From the above table indicates that 83.3 % of the respondents said ‘Yes’ because
they have good work life balance and 16.7 % of the respondents said ‘No’.
12. Do you feel connected with your family by doing such type of work from home?

Tabulation: -
Parameter No. of Response Percentage
Yes 21 70 %
No 8 26.7 %
Other 1 3.3 %
Total 30 100 %

Inference: -
In this table, 83.3 % of the respondents said ‘Yes’ and 16.7 % of the respondents
said ‘No’ .
14. Do you face any challenges while working at home?

Tabulation: -
Parameter No. of Response Percentage

Yes 26 86.7 %
No 4 13.3 %
Total 30 100 %

Inference: -
from the above table indicates that 86.7 % of the respondents said ‘yes’ because they
facing challenges while working from home and 13.3 % of the respondents said ‘no’.
15. What challenges do you face while working from home?

Tabulation: -
Parameter No. of Response Percentage
Too many distractions at 11 37.9 %
home
More social 2 6.9 %
responsibility
communication with 5 17.2 %
team
Keeping a schedule 4 13.8 %
Not enough productivity 2 6.9 %
tools
Internet connectivity 3 10.3 %
Depressing news 1 3. 4 %
Technological 1 3.4 %
infrastructure
Workspace 2 6.9 %
infrastructure
No 1 3.4 %
Total 29 100 %
Inference: -
In the above table indicates that 37.9 % of the respondents choose they facing too many
distractions at home and 17.2 % as well as 13.8 % of the respondents choose, they didn’t
connect with team.

16. How would you prefer to work?

Tabulation: -
Parameter No. of Response Percentage
Work from home 14 46.7 %
Go to office 16 53 .3 %
Total 30 100 %

Inference: -
From the above table, it is clear that 46.7 % of the respondents prefer work from
home and 53.3 5 of the respondents prefer work from office.
18. what is your biggest struggle with working remotely?

Tabulation: -
Parameter No. Of Response Percentage
Not being able to 4 13.8 %
unplug
Difficulties with 5 15.8 %
collaboration
Loneliness 4 13.8 %
Distraction at home 7 24.1 %
Staying motivated 4 13.8 %
Being in a different 6 20.7 %
time zone than
teammates
Total 30 100 %
Inference: -
In the above table indicates that 24.1 % of the respondents distracted at home while
working and 20.7 % of the respondents choose being in different time zone than
teammates whereas 13.8 % of the respondents have another opinion about it.
Conclusion: -
19. Do you have any suggestion for the better work experience of employees for work
from home?

SUGESTION OBTAINED FROM RESPONSES

Some employees suggested to make it more exciting by increasing interactions among

the employees and conducting some games and stuff to increase motivation.
Employees suggest to stay concentrated and it would be better if you have separate
room/ separate place where there is peaceful with no distraction. Few employees refer
hybrid mode which will be 2 days work from office and 3 days from home, it will
make perfect balance to work comfortably. Some employees are eager to work offline
and hence said that working from office is more productive than working from home.
 Conclusion

1. Majority of employees are saying that they do have productive day while working
whereas very few employees have negative opinion about it.

2. Maximum number of employees are saying that they have a quiet, distraction free
area at home that allows them to work efficiently.
3. Majority of people agree with the opinion that their heath is being affected by
working from home

4. Large number of employees have all the support from their employer to work from
home whereas a smaller number of employees do not have all the supports from
their manager.

5. Some of the employees have helper at home that supports them while working from
home and most of them work independently without a helper.
6. Majority of employees use video conferencing method, some use calling method
and few use chat and email to connect with their manager/superior while working
from home.

7. Large number of employees are saying that they satisfied while remote working and
many numbers of employees are saying happy and stressed and very few employees
are saying they feel relaxed while remote working.

8. Majority of employees are saying that they do have good network connectivity
while working from home whereas very few employees have negative opinion about
it.
9. Majority of employees are confident about working without supervision and some
do not feel the same

10.Many employees are stating that they are you confident of working without supervision
whereas few employees are saying y that they are you confident of working without
supervision.
 12.Majority of employees take efforts increase their productivity while working from
home whereas a smaller number of employees don’t do the same.

13.Majority of employees are saying that they have good work life lance while remote
working whereas very few employees have negative opinion about it.

14. Majority of employees feel connected with their family by working from home while
you

few employees do not feel the same

15.Many employees are stating that they are working in the same city as their office
whereas few employees are saying y that they are working in another country

16.Majority of employees are saying that they are facing so many problems and challenges
while remote working whereas very few employees are not facing problems.

17.Employees are stating that they are facing so many challenges and problems while
remote working.

18.Majority of employees are preferred work from office and Half percentage employees
are prefer work from home.

19.All employees are struggling with working remotely such as difficulties with
collaboration, feeling loneliness, distracted at home, being in different time zone than
teammates, not being able to unplug.
.
 MARATHWADA MITRA MANDAL’S
COLLEGE OF COMMERCE
Affiliated to Savitribai Phule Pune University, Re-Accredited by NAAC with “A”
Grade
ISO 9001:2008 Certified, Awarded as Best College by Savitribai Phule Pune
University
202 A, Deccan Gymkhana, Pune – 411004
[email protected], [email protected], www.mmcc.edu

Date: / / 2022

This is to certify that

Mr. /
Ms._________________________________________________________ of
Class___________Roll no. ______________ having specialization
___________________________________ has successfully completed his / her
project titled
_____________________________________________________ as per the
norms of Savitribai Phule Pune University under my guidance for the academic
year 2021-2022.

Internal Guide External Examiner Co-Ordinator

Principal