HUMAN RESOURCE INFORMATION SYSTEM

Abstract:

An HRIS, which is also known as a human resource information system or human resource
management system (HRMS), is basically an intersection of human resources and
information technology through a HR software solution. This allows HR activities and
processes to occur electronically. The Human Resource Information System (HRIS) is a
software or online solution for the data entry, data tracking, and data information needs of the
Human Resources, payroll, management, and accounting functions within a business. The
goal of HRIS is to merge the different parts of human resource, including payroll, labor
productivity, and benefit management into a less capital intensive system than the
mainframes used to manage activities in the past. Also called Human Resource Management
systems (HRMS). A HRIS generally should provide the capability to more effectively plan,
control and manage HR costs; achieve improved efficiency and quality in HR decision
making; and improve employee and managerial productivity and effectiveness. In most
situations, an HRIS will also lead to increases in efficiency when it comes to making
decisions in HR. This research paper helps to know about how HRIS help the organization to
enhance the efficiency of work.

Keywords- HRIS, HRM, HRMS, Human Resource, Human Resource Information system

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 CHAPTER – I

INTRODUCTION

At the heart of any company is the modern business information system. Businesses will
benefit from the information system in many respects. It helps companies solve business
challenges and look for business opportunities in different functions.

The information system supports a variety of roles in industry such as marketing,

manufacturing, finance and human resources, etc. In the enterprise, information systems play
a strategic role. In order to simplify the current set up, re-enter obsolete set-up and creative
configuration the Company should change the information system in various ways.

The HR should be assisted by information systems for recruitment, selection, and training,
evolution of performance, assessment, compensation and occupational activities.

HUMAN RESOURCE INFORMATION SYSTEM

Management of human resources has been a large and active participant in organizational
growth and decision-making since its inception. By the 1970s, the majority of companies
were recruiting, firing and monitoring workers as personnel departments. The recording
process focused on staff transfers that provided the company with recruiting, firing,
promotion or transmission details. They calculated the number of workers employed in a
given department, division or area in full time, part- time, permanent and temporary.

In the data collection and analytical duty of the department, many considerations have been
added. Increase in the amount of work shifts in the workforce along with population and
economic shifts. As management became increasingly aware of the importance of recruiting
internal personnel for critical roles, specialist areas such as succession planning and labor
force prevision were created. Many divisions of human resources have begun to spend more
time preparing and reviewing to support top management knowledge support requirements.
Many staff divisions have been called human resources to provide certain management level
roles. A department of workers and salary preparation, management and job growth, quality
assessment and revenue research included in addition to all routinely, mainly operational
personnel duties. Management has promoted the formation of modern, complicated and
costly personnel services structures, realizing the value of enhancing alignment of the

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department of Human Resources with the strategic business direction of this whole
organization.

To fulfill these goals, the Department of Human Resources needed more knowledge and
support at the management level. All the stresses in data processing and the increased
usability of the powerful machines have contributed to a widespread development of human
resources computer applications. These modern computer systems are known as HRMS or
HRIS (Human Resources Information Systems).

In general, the role of departments of human resources is administrative and shared by all
organizations. The collection, assessment and payroll processes can be formalized by the
organizations. An increasingly persuasive and dynamic mechanism has developed into
successful and productive management of "human resources." HR monitoring involves the
historically personally identifying information, ability, skills, achievements and salaries of
current employees. To eliminate their manual workflow, organizations, by implementing
advanced human resource management systems, have started to automate many of these
processes electronically. HR managers rely on IT practitioners, both internally and externally,
to build and sustain integrated HRMS. In the late 1980s, many HR automation processes
were confined to the mainframe computers that could manage vast quantities of data
transactions before the "client-serve" architecture developed. As a result of the high capital
expenditure needed to buy proprietary software or programmed it was restricted to companies
that had significant sums of capital. With the introduction of customer servers, application
service providers and software as service or SaaSHuman Resource Management System, the
administrative control of these systems was gradually increased.

The software integration framework for human resources addresses many human resource
challenges, payroll, management, recruiting, training and business accounting functions. This
refers to systems and processes which form an interface between human resources and IT. It
allows HR managers to work more systematically and effectively using technology. The
framework is used for gathering, storing, managing, reviewing, compiling and transmitting
specific information on human resources of an entity. It is used in the broader information
management scheme (MIS).

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OBJECTIVES OF THE STUDY

MAIN OBJECTIVES

• To discover Business information system features and implementations,

• To review the MIS department's roles, tasks and authorities.

SUB OBJECTIVES

• To review different incoming data from different agencies.

• Understanding HRIS in the organization’s real contribution.

• Departmental MIS aids for HR decision-making should be researched.

• To analyze the productivity of HRIS in many enterprises.

• To review the traditional MIS departmental information formats.

NEED OF THE STUDY

Providing human resources services and growth programming that is attentive to the needs
and efficiency of the employees of the organization.

Fulfilling staff services: workplace relations, risk management, security and health services,
equality and diversity services, workforce development and awareness-raising, strategic
initiatives, strategy and scheduling, consulting services and workforce support and
performance management.

Of which constructive commentaries are increased and grievances reduced surrounding

personnel services of workers.

To what an efficient means of transition remains the formal industrial partnership between
employee and employer?

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SCOPE OF THE STUDY

 In competition and in order for each organization to survive

 A successful HUMAN RESOURCE INFORMATION SYSTEM should fulfill the

demands of the world market. As human resources are considered to be the principal
asset of an enterprise to achieve its goals.

 In order to promote the management of all employees' records, the Human Resource
Information specialist is responsible for designing and recording automated systems.
The continued support for the staff soft human resources management system in the
management of capacities would also be responsible for this role.

With the following items, the spectrum of HRIS can be clarified

• To contribute to the achievement of organizational objectives.

• Effective use of employee strengths and abilities

• Provide well-trained and motivated workers to organizations

• Communicating all workers with HR policies.

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RESEARCH METHODOLOGY

Research Methodology

A planned and strategic descriptive research is carried out in order to

achieve the research objective. Descriptive studies allow you to know the proportion of
people who have acted in a specific manner to projected certain items or evaluate the relation
between two or more variables in the given population. Descript study is always rigid and
cannot be modified in any way, only in the first preparation and analysis phases should
consideration be taken, otherwise the data gathered in the study will be educated in the
company for its employees.

Source of data:

Primary and secondary source data are obtained. The key component of the research process
is the collection of data. The data obtained for research helps to better interpret the results
that completely lead to the productive conduct of research. The most important data source is
both primary and secondary for data collection.

Main data: primary data:

Data collected by direct communication with the management of the questionnaire to obtain
the information hand. Data collected by personal conversations.

Subsequent figures:

These data were gathered by the personal department from documents, manuals and
brochures.

RESEARCH DESIGN:

Survey method:

The questionnaire was conducted directly with Bonanza’s Hyderabad respondents.

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7
 CHAPTER-II

LITERATURE REVIEW

Hewitt associates, February '(2002) — Recent years have seen the H.R. work of the
organization, by reinvesting itself, using technology and web-based software, within the
very simple basic concept of web-based H.R. This allows employers and supervisors
more influence over the specifics of their staff. This paper is about the transformation of
the company's H.R approach into one powered by more technology. An optimistic,
multidisciplinary approach to the E – HR, resulting in advanced HR, was required.
Since both large and small companies are focusing on converting long processes into a
web-based solution for streamlining their operations and delivering better services. It is
now the trend for senior management to enable H.R to re-invent itself with technology
and web-based applications.
Krishna, 7 August 2006) Sandeep K Krishna
As the organizations are numerous in their scale and industry, the problems associated
with the factors of the implementation and maintenance of HRIS are considered, the first
issue is that the HR department does not have the awareness of HRIS and is therefore not
one of those issues.

In its sixtieth year, Mahindra and Mahindra agreed to donate 1% (1.3 core roughly, as
shown), to the CSR by levy. The K.C. is part of its operations. Mahindra Education Trust
which promotes education at different levels and Nandi Kali, an under-privileged
children's programmed at Mahindra Foundation, the Andhra Pradesh and Rajasthan
Middle-day Meal Program, and the Mahindra pride schools for Affirmative Action.
CSR has become evident, going from being a tool or feeling good to a crucial parameter
to keep businesses open and clear.

HR CHALLENGES IN INDIAN RETAILSECTOR

India is viewed as the "most promising region" for global and domestic retailers with
rising consumerism, unparalleled recognition and youth-dominant clients. India is
currently ranked 12th in the world as the largest consumer market. The Indian retail
market is a potential goldmine and in expectation of exponential growth attracts a large
number of giant international and domestic players.

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In India, the boom in the retail sector and its resulting rise in talent demand have eroded
the need for successful HR systems. The role of human resources in retail is especially
important since employees work in a unique environment. The individuals who handle
customers one-on-one are considered to be the organization’s face in every retail
organization.

Disinterested, ill-prepared and unwanted salespeople have been found to cause more loss
of business and mouths than any other management problem. Thus, successful HR
programmers are necessary to promote and improve workers, to monitor results, to
promote talent, to increase employee growth opportunities and to retain dedicated
employees.
Singh and Mishra (2008) explored the challenges of HR in the Indian retail sector and
proposed solutions to these challenges on the basis of their findings. They found that
India's retail human resource climate is very complicated by the lack of skilled and
qualified workers, lack of job sources and low concentration on human resources
preparation, compensation measures and conditions. Moreover, the view of working in
the retail sector is poor with the conviction that every job requires long and non-social
hours, restricting employee capacity to maintain the work-life balance. The opening of
retail stores on holidays and festivals may be a business necessity, but from the viewpoint
of workers this deprives them of community participation.
Women workers in terms of quality levels and the perception of the customer mood are
considered much superior. Some of the major players on the organized retail turf look for
the fairer sex, particularly when it comes to higher rates of attrition. Trust retail, the
Future Party, Shoppers' Stop and RPG Retail experiment with a range of recruitment
models to enhance their workforce's fairer relationship.
Reliance of Makes Amana has launched an initiative to enable employee spouses to work
in his retail business. The employees' women are then qualified to take jobs at reputable
retail outlets (full time, part time or on call). This model focuses on providing options for
flexi employment where women are expected to work for no more than 4 hours a day.

Based on their results, Singh and Mishap (2008) indicated that retailers need innovative
HR practice to overcome the industry’s war on talent search. Indian retailers have to
develop a range of best practices to improve employee skills and retention while

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improving processes and frameworks to cope not only with the existing deficiencies but
also with potential challenges, e.g., indiscipline, conflicts, labor union issues, sexual
assault, attrition etc.

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 CHAPTER- III

INDUSTRY

&

COMPANY PROFILE

INDUSTRY PROFILE

India is the world's second largest producer of food next to China, and has the
potential of being the biggest with the food and agricultural sector. The total food production
in India is likely to double in the next ten years and there is an opportunity for large
investments in food and food processing technologies, skills and equipment, especially in
areas of Canning, Dairy and Food Processing, Specialty Processing, Packaging, Frozen
Food/Refrigeration and Thermo Processing. Fruits & Vegetables, Fisheries, Milk & Milk
Products, Meat & Poultry, Packaged/Convenience Foods, Alcoholic Beverages & Soft Drinks
and Grains are important sub-sectors of the food processing industry. Health food and health
food supplements is another rapidly rising segment of this industry which is gaining vast
popularity amongst the health conscious. 

India is one of the worlds major food producers but accounts for less than 1.5 per cent
of international food trade. This indicates vast scope for both investors and exporters. Food
exports in 1998 stood at US $5.8 billion whereas the world total was US $438 billion. The
Indian food industries sales turnover is Rs 140,000 crore (1 crore = 10 million) annually as at
the start of year 2000. The industry has the highest number of plants approved by the US
Food and Drug Administration (FDA) outside the USA. 

India's food processing sector covers fruit and vegetables; meat and poultry; milk and
milk products, alcoholic beverages, fisheries, plantation, grain processing and other consumer
product groups like confectionery, chocolates and cocoa products, Soya-based products,
mineral water, high protein foods etc. We cover an exhaustive database of an array of
suppliers, manufacturers, exporters and importers widely dealing in sectors like the -Food
Industry, Dairy processing, Indian beverage industry etc. We also cover sectors like dairy
plants, canning, bottling plants, packaging industries, process machinery etc. 

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 The most promising sub-sectors includes -Soft-drink bottling, Confectionery
manufacture, Fishing, aquaculture, Grain-milling and grain-based products, Meat and poultry
processing, Alcoholic beverages, Milk processing, Tomato paste, Fast-food, Ready-to-eat
breakfast cereals, Food additives, flavors etc.

FOOD PROCESSING

The food industry is the complex, global collective of diverse businesses that

together supply much of the food energy consumed by the world population.
Only subsistence farmers, those who survive on what they grow, can be considered outside of
the scope of the modern food industry.

Food processing is the methods and techniques used to transform raw ingredients into
food for human consumption. Food processing takes clean, harvested or slaughtered and
butchered components and uses them to produce marketable food products. there are several
different ways in which food can be produced.

One Off Production This method is used when customers make an order for something to be
made to their own specifications, for example a wedding cake. The making of One off
Products could take days depending on how intricate the design is and also the ability of the
chef making the product. Today...

Batch Production This method is used when the size of the market for a product is not clear,
and where there is a range within a product line. A certain number of the same goods will be
produced to make up a batch or run, for example at Gregg’s Bakery they will bake a certain
number of chicken bakes. This method involves estimating the amount of customers that will
want to buy that product.

Mass production This method is used when there is a mass market for a large number of
identical products, for example, chocolate bars, ready meals and canned food. The product
passes from one stage of production to another along a production line.

Just In Time This method of production is mainly used in sandwich bars such as Subway, it
is when all the components of the product are there and the customer chooses what they want
in their product and it is made for them fresh in front of them.

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WHOLESALE AND DISTRIBUTION

A vast global transportation network is required by the food industry in order to

connect its numerous parts. These include suppliers, manufacturers, warehousing, retailers
and the end consumers. There are also those companies that, during the food processing
process, add vitamins, minerals, and other necessary requirements usually lost during
preparation. Wholesale markets for fresh food products have tended to decline in importance
in OECD countries as well as in Latin America and some Asian countries as a result of the
growth of supermarkets, which procure directly from farmers or through preferred suppliers,
rather than going through markets.

The constant and uninterrupted flow of product from distribution centers to store
locations is a critical link in food industry operations. Distribution centers run more
efficiently, throughput can be increased, costs can be lowered, and manpower better utilized
if the proper steps are taken when setting up a material handling system in a warehouse.

The Indian food market is estimated at over US$ 182 billion, and accounts for about
two thirds of the total Indian retail market. Further, according to consultancy firm McKinsey
& Co, the retail food sector in India is likely to grow from around US$ 70 billion in 2011 to
US$ 150 billion by 2025, accounting for a large chunk of the world food industry, which
would grow to US$ 400 billion from US$ 175 billion by 2025.

EXPORTS

Exports of agricultural products from India are expected to more than double to top
US$ 20.6 billion in the next five years, according to the commerce ministry.

According to estimates by the Agricultural and Processed Food Products Export

Development Authority (APEDA), the share of India's farm product exports in the global
trade will grow from 2 per cent now to over 5 per cent.

Exports of fresh and processed vegetables, fruits, livestock and cereals rose 10 per
cent to US$ 8.67 billion in 2020-2021.

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SPICES

Despite a global slowdown, Indian spice exports are growing. India exported 470,520
tonnes of spices valued at US$ 11.68 billion—an all-time high—in 2020-2021.

During the 2020-21 , 444,250 tonnes valued at US$ 11.01 billion were exported.
Compared with 2020-21 , exports had shown an increase of 19 per cent in rupee value and six
per cent in dollar terms.

FOOD PROCESSING

The Indian packaged processed foods industry is estimated at US$ 10.87 billion – US$ 13.05
billion, including biscuits, chocolates, ice-cream, confectionery, snacks, cheese and butter.
Growing at a healthy 14-15 per cent over the past two-three years, major players in the sector
include Britannia, Nestle, Amul, ITC Foods, Parle, Kellogg’s, GlaxoSmithKline, Wrigley and
Frito-Lay, among others.

The industry received foreign direct investments (FDI) totalling US$ 143.80 million in 2010-
2011against US$ 5.70 million in the previous fiscal. The cumulative FDI received by the
industry from April 2010-August 2020 stood at US$ 878.32 million.

However, India’s share in exports of processed food in global trade is only 1.5 per cent;
whereas the size of the global processed-food market is estimated at US$ 3.2 trillion and
nearly 80 per cent of agricultural products in the developed countries get processed and
packaged.

In order to further grow the food processing industry, the government has formulated a
Vision-2015 action plan under which specific targets have been set. This includes tripling the
size of the food processing industry from around US$ 70 billion to about US$ 210 billion,
raising the level of processing of perishables from 6 per cent to 20 per cent, increasing value
addition from 20 per cent to 35 per cent, and enhancing India’s share in global food trade
from 1.5 per cent to 3 per cent. This would require an investment of US$ 20.6 billion.

According to an Ernst and Young (E&Y) presentation, the food processing industry in India
will grow 30-40 per cent as against the present 15 per cent in the next 10-years.

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Prime Minister Narendra Modi on October 6, 2020 laid out a blueprint for rapid growth in the
country’s food processing sector. The Prime Minister said that this can be achieved by
simplifying the tax structure, formulating a National Food Processing Policy and improving
rural infrastructure.

Moreover, according to Union Minister for Food Processing Industries, Subodh Kant Sahai
the central government is envisaging an investment of US$ 21.50 billion in the food
processing industry over the next five years, a major chunk of which it plans to attract from
the private sector and financial institutions.

SNACKS AND CONFECTIONERY

The Indian market holds enormous growth potential for snack food, which is estimated to be
worth US$ 3 billion, with the branded snack market estimated to be around US$ 1.34 billion,
growing at 15-20 per cent a year. While the growth rate of the US$ 1.56 billion unorganised
sector is 7-8 per cent.

HEALTH FOOD

Recognizing the growth potential of the branded health food sector in India, fast moving
consumer goods (FMCG) majors are foraying into this sector in a big way. As Hindustan
Lever Ltd (HUL) is test marketing its health food brand, Kissan Amaze, in three southern
states in India, Godrej Hershey Foods & Beverages Ltd (GHFBL), a joint venture between
Godrej Beverages & Foods Ltd and Hershey Company, is planning to introduce select brands
from its international portfolio in the domestic market.

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DAIRY

According to Dairy India 2010 estimates, the current size of the Indian dairy sector is US$
62.67 billion and has been growing at a rate of 5 per cent a year. The dairy exports in 2010–
10 rose to US$ 210.5 million against US$ 113.57 last fiscal, whereas the domestic dairy
sector is slated to cross US$ 110 billion in revenues by 2011.

India continues to be the largest producer of milk in the world. It produced 110 million tonne
of milk in 2010-2011.

BEVERAGES

According to industry experts, the market for carbonated drinks in India is worth US$ 1.5
billion while the juice and juice-based drinks market accounts for US$ 0.25 billion. Growing
at a rate of 25 per cent, the fruit-drinks category is one of the fastest growing in the beverages
market. Sports and energy drinks, which currently have a low penetration in the Indian
market, have sufficient potential to grow.

The market for alcoholic beverages has been growing consistently. 'The Future of Wine', a
report on the state of the wine industry over 50 years, suggests that the market for wine in
India was growing at over 25 per cent per year.

MAJOR INVESTMENTS

Private investment has been one of the key drivers for growth of the Indian food industry.
The 'India Food Report 2011', reveals that the total amount of investments in the food
processing sector in the pipeline for the next three years is about US$ 23 billion.

 The government has received around 40 expressions of interest (EoI) for the setting
up of 10 MFPs with an investment of US$ 514.37 million.
 Reliance Industries Ltd has invested US$ 1.25 billion in a dairy project.
 Focusing on India as a rapidly growing market, US soft drinks giant Pepsico would
pump in an estimated US$ 152.30 million to set up four new food and beverages
projects by 2012.
 Geneva-based food service chain Global Franchise Architects (GFA) aims to open
250 stores around the world by March 2011, of which 100 will be in India.
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GOVERNMENT INITIATIVES

The new trade policy places increased focus on agro-based industries.

 Food processing industries have been put in the list of priority sectors for bank
lending. The Centre has also announced a series of new initiatives which include a
separate policy at the state level, thrust on contract farming and making the sector tax-
free.
 The government plans to open 30 mega food parks by the end of the 11th five year
plan (2010-2012).
 Fruit and vegetable processing units have been completely exempted from paying
excise duty.
 Automatic approval for foreign equity up to 100 per cent is permitted for most of the
processed food items.
 Items like fruits and vegetables products, condensed milk, ice cream, meat production
have been completely exempted from Central Excise Duty.
 Excise duty on ready to eat packaged foods and instant food mixes has been brought
down to 8 per cent from 16 per cent.
 Excise duty on aerated drinks has been reduced to 16 per cent from 24 per cent.
 The Ministry of Food Processing Industry would assist in the setting up of more food
processing units so that the industry could create 10 million jobs by 2015, according
to Mr Subodh Kant Sahai, Union Minister for Food Processing.

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LOOKING AHEAD

According to the India Food and Drink Report Q3 2011 by research analysis firm Research
and Markets, by 2012, India’s processed food output is likely to grow by 44.2 per cent to
touch US$ 90.1 billion, while packaged food sales will increase by 67.5 per cent to reach
US$ 21.7 billion. On a per capita basis, per capita packaged food spending is expected to
grow by 56.5 per cent to US$ 18.06 by 2012.

Moreover, according to a FICCI-E&Y study on the Indian food industry, investment

opportunities in the Indian food industry are set to shoot up by a huge 42.5 per cent to US$
181 billion in 2015 and to US$ 318 billion by 2020.

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COMPANY PROFILE

Angel Brookings’ tryst with excellence in customer relations began in 1987. Today,
Angel has emerged as one of the most respected Stock-Broking and Wealth Management
Companies in India. With its unique retail-focused stock trading business model, Angel is
committed to providing ‘Real Value for Money’ to all its clients.

The Angel Group is a member of the Bombay Stock Exchange (BSE), National Stock
Exchange (NSE) and the two leading Commodity Exchanges in the country: NCDEX &
MCX. Angel is also registered as a Depository Participant with CDSL.

COMPANY’S Business

 Equity Trading
 Commodities
 Portfolio Management Services
 Mutual Funds
 Life Insurance
 Personal Loans
 IPO
 Depository Services
 Investment Advisory

Angel Group:

 Angel Broking Ltd.

 Angel Commodities Broking Ltd.
 Angel Securities Ltd.

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Company’s Vision

To provide best value for money to investors through innovative products,

trading/investments strategies, state of the art technology and personalized service.

Company’s Motto

To have complete harmony between quality-in-process and continuous improvement to

deliver exceptional service that will delight our Customers and Clients.

Company’s CRM Policy : Customer is King

“A Customer is the most Important Visitor on our premises. He is not dependent on us, but
we are dependent on him. He is not an interruption in our work. He is the purpose of it. He is
not an outsider in our business. He is part of it. We are not doing him a favour by serving
him. He is doing us a favour by giving us an opportunity to do so.”

Business Philosophy

 Ethical practices & transparency in all our dealings

 Customers interest above our own
 Always deliver what we promise
 Effective cost management

COMPANY Quality Assurance Policy

We are committed to providing world-class products and services which exceed

the expectations of our customers, achieved by teamwork and a process of
continuous improvement.

Work Culture

At Angel, we keep exploring new paths to provide the best value to all our internal and
external customers. We consider people as our biggest asset and believe in creating long term
relationships by nurturing talent from within. A fast-growing, forward-looking organization
like ours, demands HR to be a key responsibility area of our core management team.

20
Our HR team constantly explores ways to enhance and augment the knowledge base and
productivity of all Angels by providing various learning and development Programs. Our
three tier Leadership Development program helps all star performers to grow and develop
their managerial skills to become effective mentors for their teams and thereby take on the
next level of responsibility effectively.

Ours is a winning team of highly determined, motivated, and adaptable people, all working
diligently to take Angel's exciting success story forward.

HR Philosophy

At Angel, People come first. Along with our customers, our employees are equally vital to
our organization. The Business of HR is to foster an entrepreneurial spirit – whereby Angels
can operate with ownership as an entrepreneur (profit center) within the confines of their job
role and earn over and above their fixed salaries.

We believe in inculcating a sense of responsibility and ownership in all Angels which brings
out the entrepreneurial zeal to explore potential within as well as beyond job boundaries.

Company’s HR Philosophy is to engage employees at professional, emotional and

material levels.

 We aim to create an environment conducive to both personal and professional

development of the employees, leading to a productive and happy work force
 Angel believes that people impact business and therefore each and every Angel is a
key resource and a valuable asset
 Our business philosophy of being transparent in all our dealings with our customers,
is equally applicable in dealings with employees
 We encourage initiative, provide professional freedom and empower Angels based on
trust

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Sprint
‘Sprint’ is an engagement program devised for better inclusion of new joiners from Day 1.
The major aim is to help employee understand the company products & services and present
them to customers.

Race

After having done well in the ‘Sprint’ program, ‘Race’ is highly effective in harnessing the
potential of new joiners for further development in the next three months.

Hall Of Fame

It is a display to increase visibility of initiatives taken by employees with an objective to

motivate and recognize contribution and develop sense of pride and belonging.

Am park

Sam park is our way of bridging the employee-management communication through a

common forum where, ideas, achievements, insight and visions for success are shared on a
regular basis.

Clash of Angels

Angel organizes a cricket tournament – ‘Clash of Angels’ with an aim to encourage the
competitive spirit and sportsmanship in all employees. The best team lifts the rolling trophy.
Cricket being the favorite sport of the nation, the event generates a lot of fanfare among the
employees.

Pragati

Angel strongly believes that innovation does not come from processes but people. We also
believe in evolving continuously to meet the customer needs and create a competitive
advantage through truly personalized service. ‘Pragati’ is a platform to capture creative ideas
from employees with the objective of bringing tangible results by increasing efficiency,
enhancing productivity and reducing TAT in our work areas.

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Red Tag Day

Angel encourages employees to reduce, recycle & reuse as a way of life. To re-enforce the
significance of red tagging every year we celebrate ‘Red Tag Day’ across Angel.

23
PERFORMANCE MANAGEMENT:

24
Core essence of PMS

The core essence of PMS is to build and strengthen the team member’s ‘Connect’ with Angel
through

 Enrolling the team member to Angel’s vision

 Meaningful engagement
 Meaningful dialogue
 Openness to give and receive feedback
 Compliment achievements
 Focus on the team member’s growth to enhance performance

The whole focus of PMS is to look for goodness in a person. The onus is on the managers to
look for that goodness, identify strengths and try to create a role around strengths rather than
getting bogged down with weaknesses. The Performance Management System at Angel has
reduced manual intervention to a minimal level. The fully integrated online system uses
sophisticated tools such as national and regional stack ranking, performance bands and rank
based recommendations. All this is supported through one-on-one interactive feedback &
coaching session with team.

Performance credits are received for exceeding expected targets and there are equal
opportunities for all employees to earn rewards with no upper limits. Performance credit
structures have been worked out differently for various categories of employees.

Leadership Academy:

Learning is a continuous process at Angel.

We identify the strengths of employees and design training programs to build their strong
points and overcome their shortcomings. We prepare our employees for future positions with
training and by encouraging the learning process. This helps them to move towards their
career objectives efficiently.

We also employ various people development initiatives like E-learning opportunities for
functional & behavioral skills through video conferences and through our employee portal.

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Our E Wise – Be wise Program provides every Angel with 24x7 access to all relevant
information about Angel. This encourages employees at all levels to upgrade their knowledge
constantly and apply their learnings in the day to day work to achieve high productivity and
customer satisfaction levels.

PROUD TO BE ANGEL:

“We Don’t Just Build Careers...We Build Lives”

Testimonials from employees about what makes them to be proud to be an Angel
and how this organization has made a difference to their lives….

Vikram Divekar

Sr. Manager – E Commerce

I joined Angel as a Trainee – Web Designer in June 2005 and within a short span I
have grown to the role of Senior Manager – E-commerce, handling a team of 25
people. Angel not only focuses on retention but kindles the entrepreneurship spirit
in each and every employee. Here equal opportunities are given to everyone and
new & innovative ideas are welcomed.

Manish a Mishra
Executive – Operations
Proud-to-be-an-Angel, there are several aspects that bring this feeling. The values of
Angel that have a major impact are Service Orientation, Transparency, and Quality
Mindset. When we receive appreciation on the same by our clients, it makes us
happy & encourages us to work the same way and cherish our work.
The various aspects of Angel Culture that has a major appeal and encourage me to
perform during my tenure are firstly the training provided to me & constructive

26
feedback received from my seniors to enhance my performance. Also, I appreciate
the fairness of policies & procedures followed by Angel. Also, the freedom &
openness to the ideas & suggestions contributed from my side. Also, the process
driven approach towards work help us work systematically.
The infrastructure & resources provided to us to do our job well creates an
environment that makes us comfortable. We feel cared for & valued as a team
member working in Angel. While working in Angel, they make us feel that the
work done by us adds value to the organization. And lastly the image & value
associated with Angel brand makes me proud to be part of this organization.

Dhaval Shah
Business Manager
In am proud to be an Angel because of transparency of our organization for giving
me path for next level of growth. I joined this company as a Sales Executive. In the
first 3 months I achieved my targets and was soon promoted as a Team Leader
handling a team of 8 members. Within a short span of 6 months, I was promoted as
a Business Manager heading my Branch. The recognition of work performance is a
significant as aspect of Angel’s work culture. As an example I have received a
trophy for outstanding performance from the senior management. I am very happy
to be a part of the Angel family.

Shweta Tiwari

Manager – Software Development

“I joined Angel in May 2007 as a trainee programmer. Angel has given me new
challenges and roles every year. Now I am designated as Manager in Software
Development Department. I don’t think this would have been possible in any other
company in such a short period of time. Angel is really a performance-based equal
opportunity company.

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 The back work environment allows us to have our own work style and everyone is
always open to new, innovative ideas. Not only do the people working here care
about our products and appreciate them, they also care about each other as well.
Freedom, Flexibility, Passion. I have the freedom to do what is necessary to
accomplish what is asked of me, the flexibility to take care of social life and
responsibilities, and I share a passion with my team members for what we do. I am
very proud that I work for this company and to contribute to its success.

Financial Industry

It all started in the year 2002 with the US lowering its interest rates fearing the slowdown of
their economy. To be in line with the world, India also lowered its interest rates, thereby
initiating a new consumption cycle. This had a cascading effect on all sectors: commodities,
agriculture, infrastructure, banking, auto and auto ancillary, IT and IT enabled services.

The stupendous growth trajectory achieved in the past 4 years was due to sound government
fiscal policies which assisted in giving a fillip to the Indian economy.

 Indian economy has been growing at 7-8% over the last few years and is not only
expected to recover soon but also maintain a high trajectory for a long time to come.
 Financial sector leading from the front with growth rates much higher at 20%.
 Demat accounts growing @ 20% CAGR over the last few years.
 But, equity penetration is still very low: 146cr population*, 17cr PAN* card holders,
only 1.47cr Demat accounts*.
 Historically, Equity (@ 16% CAGR) as an asset class outperforms all others.

“Historically, the Sensex has been growing at a compounded rate of 17% per annum.”

 Fiscal stimulus and RBIs Monetary Policy will put economy on strong growth path.
 Interest rates on a decline, equities expected to gain from this.
 Indian economy expected to bounce back by year end.

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  Corporate earnings to improve in the second half of the current financial year

Why Angel?

 The most trusted retail-centric broking house with 'Service Truly Personalized'.
 Angel is among the top five broking houses in the country.
 Angel was first to concentrate on retail-centric research.
 Angel was first to adopt the branch concept.
 Angel was first to launch the web-enabled Back Office Software for sub brokers and
clients.
 Angel has the highest number of registered sub-brokers on BSE and NSE.
 Angel has the highest number of trading terminals (excluding e-broking terminals).
 Angel has been awarded most coveted ‘Major Volume Driver’ award by BSE from
the year 2004-05 to 2013-14.
 Angel has recently been awarded two prestigious award of "Best Retail Broking
House" and "Broking house with Largest Distribution Network" by Dun and
Bradstreet.

Products & Services

 Equities
 Commodities
 Currencies
 E-Broking
 PMS
 Angel Gold
 Insurance
 Mutual Fund
 Personal Loan
 Fixed Deposits

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  IPO
 Depository Services
Value Added Services
 Research & Advisory Services
 Margin Funding
 Pre-paid Products
 E-Chopda
 SMS Services
 M-Connect
 Client Back Office
 NRI Services
Business Plans

Angel Broking offers a wide selection of Business Plans for all the aspiring entrepreneurs out
there. You select the one which you think is the most beneficial to you or simply call our experts
who will guide and direct you towards the right path.

Support

Angel Broking offers a host a comprehensive support infrastructure to its partners and clients.

As Angel's Business Partner, you get

 Hand-holding to identify business potential.

 Specially designed training program to develop the necessary business skills.
 Technology that guarantees seamless connectivity for trading.
 Flexibility of a local broking house and sophistication of corporate brokerage.
 A dedicated Relationship Manager to help in sales and other business related queries.
 Online products for partner's clients at no additional cost.
 Basic, Induction and Functional training to Business Partners and their employees for
operational knowledge.
 A specially designed glow Sign Board provided with Angel Branding.
 Branding support in terms of regular Research & Advisory workshops.

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  24x7 Online Back-office system for the Partner as well as all their customers.

Angel milestones

October, 2014 'Major Volume Driver' Award for 2013-14

Awarded with 'Broking House with Largest Distribution

May, 2013  Network' and 'Best Retail Broking House' at Dun
 Bradstreet

August, 2011 Crossed 500000 trading accounts

November, 2010 Major Volume Driver for 2010

November, 2007 Introduction of Insurance Distribution

November, 2007 ‘Major Volume Driver’ for 2007

March, 2007 Crossed 200000 trading accounts

December, 2006 Created 2500 business associates

October, 2006 ‘Major Volume Driver’ award for 2006

September, 2006 Launched Mutual Fund and IPO business

July, 2006 Launched the PMS function

March, 2006 Crossed 130000 trading accounts

October, 2005 ‘Major Volume Driver’ award for 2005

September, 2004 Launched Online Trading Platform

April, 2004 Initiated Commodities Broking division

April, 2003 First published research report

November, 2002 Angel’s first investor seminar

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March, 2002 Developed web-enabled back office software

CHAPTER- IV

DATA ANALYSIS

&

INTERPRETATION

Table: 1.Organization following the HRIS...

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INTERPRETATION

The table above indicates that 60 % of people are happy with ALWAYS, 20% are happy with
Excellent Jobs, 15% with SOME Degree, 5% with NEVER.

Table: 2.Act as a software solution for the company...

33
INTERPRETATION

It is assumed from the above that HRIS satisfies 70%, HRM satisfies 20% and HRD satisfies
10%.

34
Table: 3. HRIS is necessary in an organization...

INTERPRETATION

The above indicates that 50% of citizens are happy with GREAT EXTENT, 30% with
GREAT EXTENT, 10% with SOM E EXTENT and 10% without REQUIRE.

35
Table: 4.Performance of HRIS in the organization...

INTERPRETATION

From the above, 10% satisfied of GOOD, 75% satisfied with Really GOOD, 10% satisfied
with Outstanding, 5% satisfied with Poor.

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Table: 5. HRIS disseminates information to the organization, it is……..

INTERPRETATION

From the table above it has been shown that 65% are satisfied with Potential, 25% with
Power, 5% with WEAKNESS, 5% with Hazard.

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Table: 6. Organization utilizing the HRIS completely, about opinion

INTERPRETATION

It is concluded from the above that 70% were Accept satisfied, 10% were DISAGREE
satisfied, and 20% were SOME EXTENT satisfactory.

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Table: 7. HRIS have enormous growth and speed of HRD...

INTERPRETATION

Of the above mentioned estimates, 80% of AGREE is satisfied, 10% of DISAGREE is

satisfied, 5% of SU is not satisfied and 5% of NEVER is satisfied.

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Table: 8. HRIS achieving the ambitions and recognizing the requirements

Of Organization...

INTERPRETATION

From the above, it is inferred that 70% is satisfied that ALWAYS, 15% is satisfied that TO
GREAT EXTENT, 10% is satisfied that TO SOME EXTENT, and 5% is satisfied that
NEVER

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Table: 9. HRIS providing upward advancement and prosperity in your organization...

INTERPRETATION

From the above, 60% is persuaded that 20% Accept is satisfied that 10% NOT SURE is
satisfied that DISAGREE AND 10% NEVER is satisfied.

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Table: 10.Acceptance of the human resource development contributes the

Information to the organization...

INTERPRETATION

From the above it is concluded that AGREE satisfies 10%, Strongly DISAGREE satisfies
0%, DISAGREE satisfies 80% and Extremely DISAGREE satisfies 10%.

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Table: 11. HRIS gives a clear picture of the organization to each candidate…

INTERPRETATION

It is concluded from the above that 80% of ALWAYS is satisfactory, 10% of

OCCASSIONALLY satisfies and 10% that NEVER is satisfied.

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Table: 12. HRIS affect negatively at work …

INTERPRETATION

Of the above, 0% is happy with ALWAYS, 10% with TO GREAT Job, 10% with TO SOME
Degree, and 80% with NIVEL, and 80% with TO SOME Degree,

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Table: 13. HRIS will affect the performance of the organization…

INTERPRETATION

From the above, it is concluded that 16% is STRONGLY AGREE satisfied, 12% are
DISAGREE satisfied, 70% are AGREE-satisfied and 2% are STRONGLY DISAGREE-
satisfied.

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Table: 14. Opinion about working condition of HRIs provided b the

Organization...

INTERPRETATION

The findings from the above show 10% satisfying HUGHLY SATISFIED, 2% satisfying
HUGHLY DIS AGER, 80% satisfying SATIESFIED and 8% satisfying DIS SATIESFIED.

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Table: 15 .Which of the object helps to select HR information technology in …

INTERPRETATION

From the above it is concluded that 70% is HRIS satisfied, 20% is MIS satisfied and 10% is
IT satisfied.

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Table: 16. Think that the work burden of HR manager reduced by using the

HRIS...

INTERPRETATION

From the above, 75% of the citizens are satisfied with AGREE, 5% are satisfied with
DISAGREE, 15% with STRONGLY AGREE and 5% with NOT SURE.

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Table: 17.Opinion regarding organizational factors affecting by HRIS...

INTERPRETATION

The above shows that the NEVER is 5 per cent satisfied, the ALMOST satisfied 50 per cent,
the Often satisfied 10 per cent and the ALWAYS satisfied 35 per cent.

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Table: 18.Think that how much percentage of HRIS needed in the

Organization...

INTERPRETATION

Of the above, it is concluded that 30% is content with 100%, 40% is satisfied with 90%, 20%
is satisfactory with 80% and 10% is satisfactory with 70%.

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Table: 19. HRIS is responsible for assisting in the provision and maintenance

Of a working climate for all organization employees.

INTERPRETATION

Of these, it is found that AGREE satisfies 60%, DISAGREE satisfies 10%, STRONGLY
AGREE accounts for 25 percent and NOT SUREE is satisfied for 5 percent.

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Table: 20.Which is the major one to implement the HRIS…

INTERPRETATION

It is deduced from the above that 30% are satisfied with SUPPLY CHAIN, that 25% is
satisfied with RESOURCE PLANNING and 20% with SUPPLY CHAIN, while 15% is
satisfied with the SUPPLY CHAIN OFFICE PLANNING.

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 CHAPTER- V

FINDINGS, SUGGESTIONS

& CONCLUSION

FINDING & OBSERVATION

1. The table above indicates that 60 % of people are happy with ALWAYS, 20% are happy
with Excellent Jobs, 15% with SOME Degree, 5% with NEVER.

2. It is assumed from the above that HRIS satisfies 70%, HRM satisfies 20% and HRD
satisfies 10%.

3. It can be concluded from the above that ALWAYS has been fulfilled by 50%, GREAT
EXTENT by 30%, EXTENT by 10% and NOT Need by 10%.

4. The above indicates that 10% are satisfied with Decent, 75% are satisfied with Really
Decent, 10% with EXCELLENT and 5% with Poor.

5. From the table above it has been shown that 65% are satisfied with Potential, 25% with
Power, 5% with WEAKNESS, 5% with Hazard.

6. It is concluded from the above that 70% were Accept satisfied, 10% were DISAGREE
satisfied, and 20% were SOME EXTENT satisfactory.

7. Of the above, 80% of AGREE’s satisfaction is registered, 10% is DISAGREE satisfactory,

5% are NOT SU satisfied, and 5% are NEVER satisfied.

8. The above indicates that 70% are satisfied that 15% are satisfied that TO GREAT Degree,
10% that TO SOME Degree has been satisfied, and 5% that NEVER has been satisfied,

9. from the above, 60% is persuaded that 20% Accept is satisfied that 10% NOT SURE is
satisfied that DISAGREE AND 10% NEVER is satisfied.

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SUGGESTIONS

 The company needs to focus more on workers' health and security behavior and
address their fundamental needs.

 A good working environment and a right work person must be allocated by the
organization.

 There needs to be greater employee satisfaction.

 · The Organization must follow all new approaches for evaluating the employee's
efficiency and for deciding their skills level.

 · Download the reviews so that the workers are aware of the success status.

 All workers should be clarified the value of the Participatory Platform in order to
take a keen interest in the process.

 In order to inspire workers to take effective interest in group discussions the

organization must put emphasis on the staff education scheme.

 · A feedback box is recommended so that workers involved are able to vote on

their plans and potential ways to address their problems. This would make it
possible for the Top Management to consider workers' view of the problem and
thereby make it easier for them.

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Conclusion:

On 18 April in Angel broking Services – Hyderabad, the Summer Stage Program began. I
was called a management trainee at the company along with my colleagues. We have served
as management trainees approximately 6 weeks ago and I am satisfied with my personal
experience in Angel broking Services. I have done the tasks as explained above in the report
according to the SIP requirements. Mr. Satish Kumar, my business guide assigned me all the
tasks sometimes only after I had fully grasped the task. I was lucky enough to obtain various
tasks of varied nature and complexities, allowing me to explore new marketing avenues and
to evaluate their performance in consumer acquisition and long term relationships with
customers. I am well aware of the HRIS programmed, its specifics, and various modules
given by the training. Besides all this, I have learned in the Internship Program to make use
of different technology for marketing and developing customer ties.

I am thankful to my company leader who still encourages and motivates me sometimes.

Without proper education or understanding of the subject, no assignment was assigned to me.

I want to conclude by saying that I have the skills, work experience in companies and the
skills that the summer internship programmed has helped me to achieve these objectives over
the allocated time period.

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BIBLIOGRAPHY

REFRENCES

http://www.answers.com/recruitment&r=67

http://www.rel.co.in/

http://www.manpower.com.au/Organisingtherecruitmentprocess

http://www.hrcouncil.ca/staffing/pg004_e.cfm

http://www.icfaipress.org/Books/EffRec_ovw.asp

. BIBLIOGRAPHY

1. Human Resource Management by Gary Dressler

2. Study material “Recruitment Analyst Program” conducted by KarltonUniversity,
London.

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