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Profissional Documentos
Cultura Documentos
PROJECT REPORT
ON
“HUMAN RESOURCE MANAGEMENT SYSTEM”
AT
RAYMOND LIMITED & RAYMOND WOLLEN
OUTERWEAR LIMITED IN
MIDC AREA, JALGAON, MAHARASTRA
SUBMITTED BY:
Nida M. Khan
CERTIFICATE
SUBMITTED BY,
Of
MASTER IN BUSINESS ADMINSTRATION [MBA]
Motion Institute of Management Studies, Jalgaon
For the academic year 2010-2012
MIMS, Jalgaon
PREFACE
Human Resource Management System in India has a rich history and has come a long
way in the last two decades. A liberalization of the economy and its movement toward
globalization has brought in new challenges for Indian business in terms of business
strategies, technology, quality concern, cost effectiveness, management system and so on.
All these, in term, have brought new challenges for the human resource function. The
organization should ensure that employee should have good career, receive reward,
training, feedback, job rotation and other such development opportunities. So it is very
necessary to train people in new skills, new technology, and new method and at the same
time make them to adopt the changes so that the organization grows.
I hereby declare that the project entitle “Human Resource Mangement System” submitted
to Motion Institute of Management Studies, Jalgaon.
In the partial fulfillment of the requirement for the award of the degree of Master of
Business Administration (MBA) is a bonafied work solely done under the guidance of
Mr. Krishnandu Munda (HR-Manager), Mr. Rajendra Hazare (IR Manager), Mr. Nilesh
Patil (Welfare Officer) and my project guide Ms. Shaileja Patil.
This project has never been submitted to any university or institute for the partial
fulfillment of any degree or diploma.
Nida M. Khan
(MBA)
ACKNOWLEDGEMENT
In modern days the success of organization depends upon quick and effective
adjustment with the local, national and international environment. It is essential to
sustain development culture by welcoming modern means of communication,
globalization and privatization which has brought out to Raymond Ltd. Jalgoan by A.S.
Nagraja (GM HR) who has provided me the opportunity to carry out my project.
I would like to thank Mr. Krishnandu Munda (Deputy GM, HR) for extending his
valuable and timely guidance.
I wish to acknowledge Mr. Rajendra Hazare (IR manager) who deserves huge
contribution for making my project perfect by providing standard work and necessary
information.
I light up my great thanks to Mr. Nilesh Patil (welfare officer) for sharing his
experience through various friendly discussions, which lead to improve my knowledge.
Also I would like to thanks to director of MIMS College Mr. Nitin Patil and my
project guide Ms. Shaileja Patil for her inspiring suggestion for making this project report
a success.
Last but not the least I thank to all my colleague who was with me in this project
and helped me in completion of project.
Nida M. Khan
CONTENTS
Page nos.
INTRODUCTION
1.1 HRMS
COMPANY PROFILE
SYSTEM ANALYSIS
3.1 Existing System
3.2 Proposed System
3.3 Feasibility Study
MODULE DESCRIPTION
4.1 Employee Info Module
4.2 Administration Module
4.3 Project Management Module
4.4 Training Management Module
4.5 Compensation Report
SYSTEM REQUIREMENTS
5.1 Software Requirements
5.2 Hardware Requirements
LITERATURE SURVEY
SYSTEM DESIGN
7.1 Detailed Design
7.1.1 UML Diagrams
7.2 Database Design
7.2.1 Dataflow Diagrams
7.2.2 Database Tables
7.2.3 Screens.
TESTING
IMPLEMENTATION
10. CONCLUSION
11. BIBLIOGRAPHY
COMPANY PROFILE
HISTORY
Years ago when the Singhania family was building consolidating and expanding
its various businesses in Kanpur, Mr. Wadia was in a similar manner setting a small
woolen mill in the area around Thane creek, 40 km away from Mumbai. The ‘Sassoon’ a
well known industrialist family of Mumbai soon aquired this mill and renamed it as the
Raymond Woolen Mills.
Around the same time the Singhania’s aim to broaden their business horizons.
The family’s sharp business foresight leads to the acquisition of the Raymond Woolen
Mills.
When the grandson of Lala Juggilal, Lala Kailashpat Singhania took over
Raymond in 1944, the Mill primarily made cheap and coarse wollen blankets and modest
quantities of low priced woolen fabrics.
The vision and forsight of Mr. Kailashpat Singhania greatly helped in establishing
the J.K. group’s presence in the western part of the country. Under his able stewardship,
Raymond embarked upon a gradual phase of technological upgradation and
modernization: producing wollen fabric of a far superior quality.
Under Mr. Gopal Krishna Singhania, the mill became a world class factory and
the Raymond brand become synonymous with fine quality woolen fabric.
When Dr. Vijaypath Singhania took over the reins of the company in 1980, he
inject fresh vigour into Raymond, transforming it into a modern, industrial conglomerate.
His son Mr. Gautam Hari Singhania the present chairman and managing director has been
instrumental in restructuring the group. With the divestment of its non-core businesses,
the group has emerged stronger with a more focused approach.
Raymond Limited and the group of companies
The Raymond Group was incorporated in 1925; and within a span of a few years,
transformed from being an Indian textile major to being a global conglomerate.
In our endeavor to keep nurturing quality and leadership, we always choose the
path untrodden - from being the first in 1959 to introduce a polywool blend in India to
creating the world's finest suiting fabric, the Super 230s made from the superfine 11.8
micron- wool.
Today, the Raymond group is vertically and horizontally integrated to provide our
customers total textile solutions. Few companies across the globe have such a diverse
product range of nearly 12,000 varieties of worsted suiting to cater to customers across
age groups, occasions and styles.
We manufacture for the world, the finest fabrics- from wool to wool-blended
worsted suiting to specialty ring denims as well as high value shirting.
After making a mark in textiles, Raymond forayed into garmenting through highly
successful ventures like Silver Spark Apparel Ltd. and Regency Texteis Portuguesa Lda
(for fine Tailored Suits, Trousers and Jackets), EverBlue Apparel Ltd. (Jeanswear) and
Celebrations Apparel Ltd. (Shirts).
We also have some of the most highly respected apparel brands in our portfolio:
Raymond , Manzoni, Park Avenue, ColorPlus, Parx, Be:, Zapp! and Notting Hill.
The Raymond Group also has an expansive retail presence established through the
exclusive chain of 'The Raymond Shop' and stand-alone brand stores for Manzoni, Park
Avenue, ColorPlus, Parx, Be:, Zapp! and Notting Hill.
With a 500 million US$ turnover, we are today one of the largest players in
fabrics, designer wear, denim, cosmetics & toiletries, engineering files & tools,
prophylactics and air charter services in national and international markets. All our plants
are ISO certified, leveraging on cutting-edge technology that adheres to the highest
quality parameters while also being environment friendly.
OUR GROUP COMPANIES
• Raymond Ltd.
Raymond Apparel Ltd. has in its folio, some of the most highly regarded apparel
brands in India - Manzoni, Park Avenue, ColorPlus, Parx, Be: and Zapp! and
Notting Hill.
ColorPlus is among the largest smart casual brands in the premium category. The
company was acquired by Raymond to cater to the growing demand for a high
end, casual wear brand in the country.
A leading player in the engineering files & Tools segment and the largest
producer of steel files in the world.
Our Joint venture with Grotto S.p.A will launch the highly successful 'GAS' brand
in India.
Our Joint venture with MOB Outillage SA, manufacturing files and rasps for
international markets.
Achievement of Raymond
RAYMOND TODAY
After making a mark in textile Raymond forayed into garmenting through highly
successful venture like Spark Apparel Ltd. and Regency Texties Portuguesa Lda (for fine
Tailored suits, Trousers and Jackets), Ever Blue Apparel Ltd. (Jeans wear) and
Celebration Apparel Ltd. (Shirts).
Raymond also has some of the most highly respected Apparel brand in our
portfolio: Raymond, Raymond finely crafted garments, Manzoni, Park Avenue, Color
Plus, Parx, Be: Zapp! and Notting Hill
The Raymond group also has an expansive retail presence estabilished through
the exclusive change of ‘The Raymond Shop’ and stand-alone brand stores for Raymond
finely crafted garment Manzoni, Park Avenue, Color Plus, Parx, Be: Zapp! and Notting
Hill.
With a US $500 million turnover we are today one of the largest players in the fabrics,
designer wear, Denim, cosmetics and toiletries, engineering files and tools, prophylactics
and air charter services in national and internal market. All are plants are ISO certified,
leveraging and cutting edge technology that adheres to the highest quality parameters
while also being environment friendly.
Our design studios in India and Italy are supported by 6 state-of-the-art textile plants and
4 garmenting factories in India and Europe.
Being integrated suppliers of fabric and garment we offer to our customers total textile
solutions.
BRANDS
COMPANY HIGHLIGHT
VISION
“TO BE THE WORLD’S MOST ADMIRED WORSTED SUITING COMPANY.”
MANAGEMENT
Better management skill is an art of making problems so interesting and to prepare there
solutions in such a meaningful manner that everybody runs to face the problem and deal
with them constructively.
QUALITY POLICY
DIFFERENCIATION
RELEVANVE
ESTEEM
KNOWLEDGE
ENVIRONMENTAL POLICY
Raymond Ltd. is India’s leading producer of worsted suiting fabric with a 60%
market share.
ABOUT RAYMOND LIMITED, JALGAON UNIT
Raymond Limited is the flagship company of J K Organisation (Western Division). It
consists of Textile Division, Denim Division,Readymade garments division, Files Tools
Division Aviation Division and Subsidiaries. The Corporate Office of Raymond Ltd., is
at Mahindra Tower ,Worli Mumbai
JALGAON Unit is one of the four production Divisions of the Textile Division located
at Jalgaon on Nagpur – Mumbai rail and road route In MIDC Industrial Estate on
Ajanta Road.
It is well connected with all places in India by rail and road and air. It is a pioneering
unit in the socio-economic development of the Region. .
The vision for setting up the unit at JALGAON .
The vision for setting up the unit at JALGAON was: .
To be the World’s Most Admired Worsted Suiting Company. .
To establish a large-scale unit in an area, which needed accelerated development,
utilising the facilities and incentives given by the government at the initial stages. .
To provide additional sources of employment to people in the area in & around
Jalgaon .
The plant is located on 70, 960 sq m plot. The plant is well equipped with the most
modern machinery, which results in high efficiency and productivity. The work force is
adequately skilled and competent.
JALGAON Unit has two plants. The Worsted Plant produces high quality grey fabrics
in polyester-wool and polyester-viscose blends and the Woollen Plant produces
blankets Woollen Fabrics. .
For the Worsted Plant, the main inputs are the Polyester Wool /All Wool blended tops
received from Chhindwara Unit and Thane Unit of Raymond Limited.
The Division commenced production in March1979. .
The JALGAON Unit supplies all the grey mended fabrics to the Chhindwara / Thane
Units for further processing. .
The JALGAON Unit is committed to protection of the environment especially air,
water and land. In pursuit of this goal, the JALGAON Unit is focussing on protection
of environment through features like effluent treatment plant & creating Green Area
all around the plant & water harvesting & conservation. .
The JALGAON Unit has its own well-equipped laboratory for carrying out the various
tests of in-coming, in-process and finished products. .
The production is planned on basis of yearly/monthly targets and programmes
received. .
The setting up of JALGAON Unit has led to the development of a colony in the vicinity
of the mill .
A Short Resume
Production
March 1979
Commenced on
Raymond Textile Division, Jalgaon, was established in the year 1979 at E-1/1,
MIDC Area, Ajanta Road, Jalgaon. It is situated in a 70,960 sq.m area plot.
The Jalgaon unit is one of the three production division of the Textile Division
located at Jalgoan on Nagpur-Mumbai rail and road route in MIDC industrial state on
Ajanta Road.
Jalgaon unit has worsted plant. The worsted plant produces high quality grey fabrics in
polyester-wool and polyester-viscose blend. Total production is 15,000 meter fabric per
day. Total workmen in the company is about 750.
For the worsted plant the main inputs are the polyester-wool/all wool blended tops
received from Chhindwara unit and Thane unit of Raymond Ltd. The Jalgaon unit
supplies all the grey mended fabric to the Chhindware or Thane units for further
processing. The production is planned on the basis of yearly or monthly targets or
program received. The Jalgaon unit is committed to protection of the environment
especially air, water and land. In pursuit of this goal, the Jalgoan unit is focussing on
protection on environment through features like affluent treatment plant and creating
green area all around the plant and water harvesting and conservation. The Jalgaon unit
has its own well-equipped laboratory for carrying out the various tests of in-coming, in-
process, and finished products. The setting of Jalgoan unit has lead to the development
of the coloney in the vicinity of the mill. The management is giving thrust to areas like
safety, health, and welfare aspects including workers educations.
Spinning : 282
Weaving : 202
Mending : 66
Engineering : 14
Yarn Room : 14
Stores/Factory general : 07
Quality Control : 01
Operators : 308
Helpers : 169
Others : 123
RAYMOND WOOLEN OUTERWEAR
LIMITED,JALGAON.
Mgmt
Sr. Dept_code Department Name Worker Clerk Supervisior Total
Staff
1 2110 R/M GODOWN 1 0 0 1 2
2 2130 CARDING 39 0 4 2 45
3 2210 DYEING 24 0 2 2 28
4 2220 PIECE DYEING 17 0 1 2 20
SPINNING -
5 2340 WOOLLEN 82 0 1 5 88
6 2410 WEAVING 92 0 2 5 99
7 2440 MENDING 2 1 0 0 3
8 2470 HEALDING 2 0 0 0 2
9 2480 WARPING 6 0 0 0 6
10 2510 FINISHING 106 0 5 6 117
11 2550 FOLDING 41 0 1 1 43
12 3120 E.T.P./WATER 0 1 1 0 2
MECHANICAL
13 3160 ENGG. 7 0 1 0 8
ELECTRICAL
14 3170 ENGG. 5 0 0 0 5
15 3220 WAREHOUSE 18 0 1 2 21
16 3320 DESIGNING 0 0 1 2 3
17 3430 EXCISE 0 0 1 0 1
QUALITY
18 3450 ASSURANCE 1 0 0 2 3
INFORMATION
19 3470 TECHNOLOGY 0 0 0 1 1
20 3510 EXECUTIVES 0 0 0 1 1
FACTORY -
21 3540 GENERAL 5 0 0 0 5
PERSONNEL &
22 8130 LABOUR OFFICE 0 0 0 1 1
23 8140 TIME OFFICE 0 0 0 1 1
Total 448 2 21 34 505
RAYMOND
LIMITED,JALGAON
Mgmt
Sr. Dept_code Department Name Worker Clerk Supervisior Total
Staff
1 2310 RING SPINNING (5700) 89 2 3 5 99
2 2330 NEW SPINNING 94 1 2 7 104
3 2350 DOUBLING 76 0 3 1 80
4 2370 SPINNING - GENERAL 12 0 2 2 16
5 2410 WEAVING 117 2 5 18 142
6 2440 MENDING 57 0 1 1 59
7 2470 HEALDING 23 0 1 0 24
8 2480 WARPING 31 0 1 1 33
9 3110 CIVIL ENGG. 0 0 0 1 1
10 3140 AIRCONDITIONING 0 0 4 0 4
11 3150 TRANSPORT 6 0 0 0 6
12 3160 MECHANICAL ENGG. 4 0 4 1 9
13 3170 ELECTRICAL ENGG. 4 0 2 3 9
ENGINEERING -
14 3180 0 0 0 3 3
GENERAL
15 3430 EXCISE 0 0 1 2 3
16 3440 STORES & PURCHASE 2 0 3 1 6
17 3450 QUALITY ASSURANCE 0 6 1 2 9
18 3460 SCM 18 2 1 4 25
INFORMATION
19 3470 0 0 0 3 3
TECHNOLOGY
20 3510 EXECUTIVES 0 0 0 1 1
21 3520 SECURITY 4 0 0 4 8
22 3540 FACTORY - GENERAL 5 0 0 0 5
23 7110 ACCOUNTS 0 0 2 4 6
24 8120 HRD DEPT. 0 0 1 1 2
PERSONNEL &
25 8130 0 0 0 2 2
LABOUR OFFICE
Total 542 13 37 67 659
INTRODUCTION OF HRMS
It merges HRM as a discipline and in particular its basic HR activities and process
with the information technology field whereas the programming of data processing
system evolved in to standardized routine and packages of enterprise resource planning
(ERP) software. On the whole this ERP system have there origin on software that
integrates information from different application into one universal database. The
linkage of its financial and human resource modules through one data base is the most
important distinction to the individually and proprietary develop predecessors, which
makes this software application rigid and flexible.
OBJECTIVE OF STUDY
CONCEPT OF HRMS
WHAT IS HRMS?
Why HRMS?
To create and utilized an able and motivated workforce, to accomplished the basic
organizational goals.
To secure the integration of individual or groups within the organization by co-ordination
of the individual and groups goals with those of the network of the organization.
To create facilities and opportunities for individual or group development so as to match
it with the growth of the organization.
To attain an effective utilization of HRMS in the achievement of the organizational goals.
To identify and satisfy individual and group needs by providing adequate and equitable
wages, incentives, employe benefits and social security and measures for challenging
work, prestige, recognition, security and status.
To maintain high employes morale and human relation by sustaining and improving the
various conditions and facilities through Ray connect.
To strengthen and appreciate the human assets continuously by providing training and
development program.
To provide an opportunity for expression and voice management.
To provide fair, acceptable and efficient leadership.
To provide facilities and conditions of work and creation of favorable atmosphere for
maintaining stability of employment.
The HR manager may talk in broad terms about the recruiting, selection and other HR
functions he/she wants to install.
OBJECTIVE OF RAYMOND
The primary objective was to revamp the corporate HR web-site to position Raymond as:
“The most desired workplace for top talent” and established Raymond credentials as a
preferred employer. At the same time there was a need to innovate a platform for
customizing a recruitment and career management portal connecting internal employes to
HRMS module.
The Journey
We started of the journey by analyzing the existing web-site (HR section) and benchmark
our site with 20 global and Indian companies. Some of the web-site visited were Wall-
mart, Shell, Glaxosmithclime, Toyota, and JB Morgan to name a few global companies
and Info sys, Aditya Birla, TATA, Asian Paints, L & T in India companies. Based on the
analysis we then proposed the HR flow and the road map for the site.
The entire site was revamped with all the additional information which were missing in
the existing site, few key addition are:
1. HR practice: Vision and mission, people and culture, code of conduct.
2. President desk.
3. Recruitment: Philosophy, HI Fliers and career, growth.
4. Careers: Job opportunities, manpower, resource.
5. Continuos learning: Learning mantra, training and development.
6. Our people: Employe speaks feedback.
Larger companies typically integrate their separate HR system into integrated HRIS. An
HRIS may be defined inter related components working gather to collect, process, store
and disseminate information to support decision making, coordination, control, analysis,
and visualization of an organization’s human resource management activities.
There are at least three reasons for installing such system. First is competitiveness: An
HRIS can significantly improves the efficiency of the HR operation and therefore a
companies bottom lines for example- WH-Brady company, a Milwaukee-base
manufacturer of identification of products such as labels, reportedly cuts several hundred
thousand dollars a year from its HR budgets through the use of HRIS.
The HRIS can also bump the firm up to a new plateau in terms the number and variety of
HR related it can produce.
Finally, the HRIS can also helps shift HR attention from transaction processing to
strategic HR. As the HRIS takes over task such as updating the employe information and
the electronically and reviewing resumes, the type of HR staff needed and their job tend
to change. There is less need for entire level HR data processors. For instance and more
for analyzed capable of reviewing HR activities in relation to the companies plan and
engaging in activities such as management development.
TRANSACTION PROCESSING:
Its been said that the breed and butter of HRIS is still basic transaction processing
in Raymond Ltd. It is found 71% of employee’s time was devoted to transaction and
administrative task, for instance. In other word, an enormous amount of time devoted to
task like checking leave balance, maintaining address record and monitoring employee
benefits distribution. HRIS packages intended to be comprehensive. They therefore
generally provide relatively computerized processing of the wider range of the firms or
company HR transaction than would be possible if individual systems for each HR task
had to be used.
Technology is transforming the world of work. Check this technology links for the best
ideas in technology application and use. Look for productive boosting strategy. You will
also find key ideas in understanding technology impact on work and people. Data
management strategies are also available and human resources information system
(HRIS) and human resources management system (HRMS) are emphasized.
Interested in a game plan for finding a human resources software technology system that
fits your need budget and company growth. These five steps will help you select human
resources software technology resources.
1. If you were going to create your own HR technology system, what capabilities
would it have?
2. Exactly what reports would you need?
3. What data would you need to track?
4. Involve other department such as pay roll, training and risk management to
determine their
In Raymond the online process can be carried out HR information system make it
possible (or easier) to make the company’s employe themselves literally part of the
HRMS. For example employee can verify and correct their home address and work
location, maintenance of those data alone, HR desired (Ray connect) benefits program
over the Internet at the secure site. One shipping company estimate it will reduce
transaction processing and related paper work direct assess and integrative voice
(telephone) response. Increasingly firm like Dell are creating Internet based HR sites.
These allow manager and employee to process HR related information with little
or no support required from the HR group itself. This company followed online for
capturing the employee data in a dynamic real-time basis through the proposed system
right from the stage of the recruitment of the employee to the stage of her retirement (in
fact, even for post retirement pension related issues) all the relevant fact in connection
with the employee will be recorded in the proposed data based. This is a project aimed at
modernization of the human resource management system that may facilitate creation of
an optimal personal regime, which simultaneously, satisfies the employee and furnishes
the necessary means for the fulfillment of the broader organizational goals. With the
right infrastructure provided by an HRMS, departments and HR could work together to
effectively manage performance evaluation, compensation, classification, training records
and development plans, licensure and eligibility to work from a central-board of tools.
An HRMS will also provide analytical tools for HR professional to advise and to consult
in a highly decentralized environment.
E-BUSINESS
E-Business is about using the convenience, availability and worldwide reach to enhance
existing business or creating new virtual business. E-Business combine the traditional
information system with the vast reach of the web and connect critical business system
viz production, marketing, finance, customer, supplier and employees via Internet, extra
net and www.
Job design and analysis most of the organization tended towards ‘Ded jobing
environment and introduced alternative work scheduled, flexi work, broad job banding,
employee empowerment, multi scaling etc.
In Raymond HR managers job under this environment is identifies the skills requirement
of the company, identifies the employes skills and matching these two. HR manager do
this activities through ‘Listing skills’ and ‘Competency mapping’. This information is
placed on net. Then the systems match the listing skills and competency mapping and
produced the output of identifying employee suitable for a particular task (job) or activity
by using Ray connect software. Thus the E-HR play the vital role in the De-job
environment.
E-Recruitment
In Raymond the process of recruitment is online through using new Ray connect HR
software organization advertise the job vacancies through the www.(Raymondindia.
Career.com) Or send the information directly to the most competent people through E-
mail. The job seeker sends their application through E-mail by using the Internet.
Alternatively jobseeker place their CV's (resume) in the www through various site like
Hotjobs.com, jobs.com which can be drawn by the prospective employer depending upon
their requirement.
ESS Data Capturing
Strategy Flow chart
Data support mailer to WDS and all the textile employee from present textile.
Data support mailer from works directors to all employee of respective location.
____________________________________________________
Forming team of HR for Distributing the hard copies Running a poster campaign
training employee on of detailed HRMS field to with dead line of data
HRMS (mass presentation). employee for populating the submission.
detailed data.
15 days time to be given to employee for capturing their personal detail in hard copies
_______________________________________
15th December 2008 open employee self 1. Identify single point of contact
service (ESS module to employee) (SPOC) from each location for
employee query resolution.
2. Define SLA (service level
agreement) for employee query
resolution.
3. Maintain a logbook of query and its
resolution.
E-selection has become popular with conduct of various tests through online contacting
the candidates though E-mail and conducting the preliminary interview and final
interview through audio-conferencing and video-conferencing. Further the employer get
reference or appointment letter from the referees through E-mails.
E-Performance Management
Several software packages are developed to measure employe performance and offer
suggestion for improvement of the employe performance. Many employers tend toward
using these software packages and computerized the employee performance appraisal
system.
The software on employee performance appraisal provides a number of statement and sub
statement on each of the performance categories. The appraiser selects and clicks the
appropriate rating for each statement. The system generates the detailed report by the
time the appraiser has moved all the performance categories and sub factors. This report
can be modified, comment can be added or deleted by the appraiser and the manager can
prepare a final report.
Raymond companies started providing online training and online executive development.
Employes learn various skills by staying at the place of their work. Participants complete
course work from wherever they access to computer and Internet.
E learning represent the total category of technology based learning while online learning
is synonymous with web-based learning. The term E-learning covers a wide set of
application and processes, including computer-based learning, web-based learning,
virtual classrooms and digital collaboration’s-learning is enable by the delivery of the
content via all electronic medial, including the internet, internet, extra net, satellite
broadcast, audio or video tape, interactive TV and CD-ROM. Therefore this company
innovate HRMS for development of organization prod.
SYSTEM REQUIREMENTS
Software Specification
Database : MS ACESS
RAM : 256MB
Visual Basic.NET:-
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ADO Overview
ADO was first introduced as the data access interface in Microsoft Internet
Information Server (IIS). ADO is easy to use because it is called using a familiar
metaphor: the Automation interface, available from just about any tool and language on
the market today. Because of its popularity as an easy-to-use, lightweight interface to all
kinds of data, and the growing need for an interface spanning many tools and languages,
ADO is being enhanced to combine the best features of, and eventually replace, RDO and
DAO, the data access interfaces in widest use today. ADO is in many ways similar to
RDO and DAO. For example, it uses similar language conventions. ADO provides
simpler semantics, which makes it easy to learn for today's developers.
ADO is designed to be the application-level interface to OLEDB, Microsoft's
newest and most powerful data access paradigm. OLEDB provides high-performance
access to any data source. Together ADO and OLEDB form the foundation of the
Universal Data Access strategy. OLEDB enables universal access to any data. ADO
makes it easy for developers to program. Because ADO is built on top of OLEDB, it
benefits from the rich universal data access infrastructure that OLEDB provides.
OLEDB Overview
OLEDB Providers
The ODBC Provider maps OLEDB interfaces to ODBC APIs. With the ODBC
Provider, OLEDB consumers can connect to a database server through the existing
ODBC drivers in the following process: A consumer calls an OLEDB interface on the
ODBC Provider. The ODBC Provider invokes corresponding ODBC APIs and sends the
requests to an ODBC driver.
Because the ODBC Provider allows OLEDB consumers to use existing ODBC
drivers, there may be some performance concern about the additional layer of the
ODBC Provider on top of the existing ODBC driver manager. The design goal of the
ODBC Provider is to implement all the functionality of the ODBC driver manager;
therefore, the ODBC driver manager is not needed. However, the ODBC Provider
still requires the ODBC Driver Manager to support connection pooling with ODBC
applications.
The ADO Object Model
The ADO object model defines a collection of programmable objects that you can use in
Visual Basic, Visual C++, Microsoft Visual Basic, Scripting Edition, Java, and any
platform that supports both COM and Automation. The ADO object model is designed to
expose the most commonly used features of OLEDB.
The ADO object model contains their objects:
• Connection
• Command
• Record set
The Connection object allows you to establish a communication link with a data
source. The Connection object provides a mechanism for initializing and establishing the
connection, executing queries, and using transactions.
The underlying OLEDB provider used for connecting is not limited to the ODBC
Provider; you can also use other providers for connecting. Specify a provider through the
Provider property. If none is specified, MSDASQL (the ODBC provider) is the default
provider used for the connection.
The Command object allows you to issue commands to the database. These
commands can be, but are not limited to, query strings, prepared query strings, and
associated parameters with query strings. The actual command language and features
supported are dependent on the underlying provider for the database. The information
and examples contained here focus on the Microsoft ODBC Provider that supports a wide
variety of relational databases.
The Recordset Object
The Recordset object provides methods for manipulating result sets; it allows you
to add, update, delete, and scroll through records in the result set. You can retrieve and
update each record using the Fields collection and the Field objects. You can make
updates on the Recordset object in an immediate or batch mode. When you create a
Recordset object, a cursor is automatically opened.
Dynamic Cursor
Allows you to view additions, changes and deletions by other users, and allows all
types of movement through the records that don’t rely on bookmarks; Allows bookmarks
if the provider supports them.
Key-set Cursor
Behaves like a dynamic cursor, except that it prevents you from seeing records
that other users ad, and prevents access to records that other users delete. Data changes
by other users will still be visible. It always supports bookmarks and therefore
Allows all types of movement through the Records.
Static Cursor
Provides a static copy of a set of records for you to use to find or generate reports.
Always allows bookmarks and therefore allows all types of movement through the
records. Additions, changes or deletions by other users will not be visible. This is the
only type of cursor allowed when you open a client_side (ADO) records object.
Forward-only Cursor
Behaves identically to a dynamic cursor except that it allows you to scroll only
forward through records. This improves performance in situation where you need to
make only a single pass through a record.
Visual Basic supports the principle of object-oriented design. This means that
you can compartmentalize different aspects of your application as objects and develop
and test those objects independently of the rest of the application. By modifying certain
properties and invoking the methods of these objects, you exert a great deal of control
over the user’s interaction with the visual basic you’ve written. Although Visual Basic
does not comply with all the concepts and principles behind the object – oriented
development model supported by visual basic includes enough of these features to more
than satisfy all but most ardent followers of object oriented programming
Windows programs your users might work with. In other words, you Visual
Basic applications will conform to the windows – 95 look and feel without any extra
work on your part Unlike visual c++ and other development platforms you don’t have to
go to extreme measures to employ even the most sophisticated window features in your
visual basic application.
FEATURES
• Rapid – application development
• Database features to create fast, high performance applications and components
• Team development and scalability features with Microsoft visual Modeler, Visual
Database Tools, Visual Source safe and SQL server.
• The ability to create reusable Active X components for traditional Client/server
Architecture, Internet, and Microsoft Transaction Server.
• Native code compiles that can be optimized for speed, size and even for Pentium
preprocessor’s.
• A common programming language for all Microsoft Office applications. Visual
basic is providing to be most powerful and flexible way of developing for GUI’s
as a window-programming tool Database Management as a front-end tool Internet
as web programming tool.
The debugging facility in the Visual Basic is also quite advanced. I have the
immediate window where in at runtime I apply break and change the values in the
variables. I can set break points and thus I come to know the flow and locations of errors
in the code. Even as I type the code I have a runtime list that lists out the syntax and
prevents us from making syntactical errors. I have used a lot of debugging methods in
finding errors, there are different methods which exists but the one I frequently used was
the line by line tracing of the program at runtime this is done by pressing F8 key, I also
used the immediate window which shows the results of the expressions at the run time.
Watch windows also helped me little. These facilities also helped Visual Basic 6.0 tool
to be good.
Human resource manager needs considerable information and data relating to all
areas of HRMS. HR information system provides information necessary for planning,
controlling decision-making and preparing reports. The computers have simplified the
task of analyzing vast amount of HR data.
This task is from pay roll processing to record retention. The human resource information
system manager must clearly understand the record keeping and reporting requirement
before designing the system. Though the requirement of each employer vary, some
common reports can be prepared they can be given below:
1. Personnel profile: Name, sex, community, age, marital status, address, phone
number, service dates.
2. Career Profile: Performance appraisal, job title change, job classification change,
salary change, promotion transfers, career paths.
3. Skill Profile: Education, training, certificates, licenses, degree skills, hobbies,
requested training, interests.
4. Benefit Profile: Insurance coverage, disability, provisions, pension, profit sharing,
vacation, holidays, sick leave.
Online availability of all employee details across Raymond group can be known.
HR Dashboard for better HR analytics.
Employee user-friendly system with latest personal information.
Standardized HR processes across the group.
Faster decision-making.
OVERVIEW OF CURRENT HRMS SYSTEMS IN RAYMOND
Sampling Size: Random sampling sizes of 25 employees are selected from the
training programs attended in the year financial year 2009-2010.
This study has been designed for being conducted as a field survey. It involves
collection of data through administration of structure questionnaires.
This is supported by
For survey sample size was 25 employes. The questionnaires used in the survey
comprised of 15 objectives and descriptive question. The number of question was more
than 15 but I am really thankful to all the employee who filled the questionnaires
patiently and honestly.
The starting point of data collection was the official web site. As it was quick and easy
way of gathering information.
Secondary data including data from internet, magazines, project reports, books and other
company reports have proved to be of great benefit to support my project work.
While selecting training and development goal ask your supervisor for your feed back.
For any HRM program to be successful it is important that HR manager and employees,
trainees, trainers, and management sit together while deciding HRM policies and the way
to achieve those. It is necessary for every organization to develop HRMS.
Direct methods have been applied in collective information and the material with free and
open discussion with the company HR manager, assistant HR manager and the welfare
department. Observation method is also undertaking, as it is very necessary to calculate
the past as well as present facilities provided to the employes. Attempts have been made
to stand on the spot directly.
Raymond is an overwhelming leader in the market and more importantly the second rank
holder is miles behind it. Inspite of that it is worth watching the sincerity and honesty
with which the employee work here. Raymond is indeed true to its own word which says
that it is the most desired work place for top talent.
The ultimate aim of human resource management is manifold most significant aspect of
HRM is the management development in particular improving upon all round skill of the
staff and motivating them for optimum performance in general. The information system
is needed to build to access the performance of each employee in relation with there key
objective and responsibility.
CLASS DIAGRAMS
E m p lo g in
L o g in ()
C h e c k T r a in in g D e t a il s ()
C h e c k C o m p e n s a t io n ()
H R A d m i n is t r a t i o n C h e c k E m p lo y e e ()
Hr Nam e E m p l o y e e D e t a i ls
H r ID
A d d D e t a ils Dept A s s ig n e d ()
D a te o f J o in in g ( )
A d d E m p D e t a ils () Emp D e t a i ls ()
A d d T r a in in g D e t a ils () Emp C o m p o n e n t()
A d d C o m p e n s a t io n ()
T ra in in g d e a t ils
Dept
L o c a t io n
C o m p e n s a t io n
E m p Nam e
S k il l D e t a ils
C o m p e n s a t i o n A m t ()
S k il l C o n t e n t ( ) Y e a r o f w o rk ( )
T ra i n in g A s s ig n ( ) S k il l R e p o rt ()
D u r a t io n ( )
OBJECT DIAGRAM
A d m in is t ra t o r
C h e c k E m p D e t a ils
E m p lo y e e
A d d E m p d e t a i ls
C h e c k T r a i n i n g D e t a i ls
A d d t r a i n in g d e t a i l s
C h e c k C o m p e n s a tio n
A d d C o m p e n s a t io n d e t a ils
Logout
SEQUENCE DIAGRAM
Tra in in g C o m p e n s a tio n P la c e m e n t S k ill E m p d e a tils
H R A d m in E m p lo y e e
1 . lo g in
2 . ve rify
3 . A d d e m p d e ta ils
4 . A d d s k ills R e p o rt
5 . A d d P la c e m e n t re p o rt
6 . A d d Tra in in g R e p o rt
7 . A d d C o m p e n s a t io n R e p o rt
8 . lo g o u t
9 .C h e c k e m p d e a tils
1 0 .C h e c k e m p lo y e e s k ills re p o rt
1 1 .C h e c k e m p lo y e e p la c e m e n t re p o rt
1 2 . c h e c k e m p c o m p e n s a tio n re p o rt
1 3 .c h e c k e m p lo y e e tra in in g re p o rt
1 4 .L o g o u t
COLLABORATION DIAGRAM
STATE CHART DIAGRAM
Training
Relative Emp Id
State3
ACTIVITY DIAGRAM
Receive Emp Details Emp Login
Emp login
Check
Hr Admin
Training
Add
compensation
Add Emp
Details
CLASS DIAGRAM
Emp login
Login()
Check Training Details()
Check Compensation()
HR Administration Check Employee()
Hr Name Employee Details
Hr ID
Add Details Dept Assigned()
Date of Joining()
Add Emp Details() Emp Details()
Add Training Details() Emp Component()
Add Compensation()
Training deatils
Dept
Location
Compensation
Emp Name
Skill Details
Compensation Amt()
Skill Content() Year of work()
Training Assign() Skill Report()
Duration()
Ray connect is a software hosted on internet to unable every employee to view updates of
his/her detail and enhance HR efficiency. This software is easy to operate.
What is formulae of HR?
Formulae of HR is a product of Icomm technology with whom Raymond has tied up for
providing the ray connect service to all group of Raymond through internet.
After survey I can observe the ray connect is a software to increase the connectivity of
groups of employes, staff, and management people through internet. The knowledge of
this software is aware about all department and staff member of Raymond company.
In this software there are so many facilities which can be used by all management
employes. Ray connect is a software to increase connectivity (network) of group of
employes and staff member through internet. The knowledge of this software aware all
staff and department employes such as how to start, operate, etc.
In this software there are so many facilities which can be used by all staff member of
Raymond group (RL and RWOL).
The percentage of frequently and easy to access use of ray connect in a week some
employes used can be given in the following table and cylindrical bar graph
Day in week use in ray connect Percent of employe use ray connect
4 days in week 20
2 days in week 32
Less than that 28
Never Nil
This software there is no difficulty to use, it makes our job easy and is helpful to
networking employes. The awareness aspect of software is more than 90% employees
The following shows that the awareness of the ray connect software above given aspect
in Raymond company.
On scale of 10 of Ray connect software given to benefit for department purposes shown
in table
Scale 10 05 06 07 08 09 10
Rate given 04 03 04 12 01 00
by
employee
The Ray connect software is good for 68% employee think we need to improve the
connectivity system to implement better execution of software, while 32% employee
have no change in ray connect software.
96% employee opinion has software resulted in saving of valuable time during working
hours and very beneficial for employee details as well as to celebrate birthday of
employee.
With using Ray connect software 92% employee satisfying by reducing there load of
manual data entry. Only 8% employee which can not satisfy to this work of l oad.
The employee idea of introducing HR Ray connect 60% of employee is beneficial, 28%
of employee is satisfactory and 12% of employee is excellent for using this software.
In Raymond there are many department they should be taken upgrade the system such as
shown in the table and pie charts
After analyzing the existing Raymond website (HR section) I have discovered before use
of Ray connect (software), that there was limited information on HR practices, Raymond
culture and career. There was no Interlink between recruitment and career management
portal.
FINDINGS
Life is full efforts and struggle and success and failure, but the sincere efforts done in the
right direction and at right time will give us fruits of success. Same thing can done in my
winter training project work, I have find out betterment of Raymond company.
On my study project HRMS there are enormous thing is that to create work place on such
way that enhance employee as well as organization benefits. Raymond is top talent
companies in world famous company in textile. The most valuable thing observed in
company is “Raymond believes in Excellence, Quality, Trust, and Leadership”.
SUGGESTIONS
Requires great amount of audacity to suggest a bomb leader like Raymond regarding how
to get better. However the general belief is sky is the limit and hence betterment may be
considered to be a journey, not a destination.
As far as the process of training and development is concern, suggestions could be offer
considering to broad spectrum. These are
1. Improving the existence HRM system by bringing about modification.
2. Introducing new (software) system of employee training in the Raymond.
3. Increasing the online-recruitment for employees selection.
4. To improve the quality and productivity.
The sample of 25 employees is randomly selected for analysis in my project are either
management or executive level people. Hence it can be assume that they all have access
to the internet and are comfortable in using a computer. On the basis of this assumption,
a new type of training process can be initiated within the Raymond group which might
turn out to be highly successful, if implemented properly.
On the other hand we should give at most importance to the HRMS and try to address
the gaps that are there. Our constant effort towards the betterment of these process and
some of my views I have shared.
SUGGESTIONS
Requires great amount of audacity to suggest a bomb leader like Raymond regarding how
to get better. However the general belief is sky is the limit and hence betterment may be
considered to be a journey, not a destination.
As far as the process of training and development is concern, suggestions could be offer
considering to broad spectrum. These are
1. Improving the existence HRM system by bringing about modification.
2. Introducing new (software) system of employee training in the Raymond.
3. Increasing the online-recruitment for employees selection.
4. To improve the quality and productivity.
The sample of 25 employees is randomly selected for analysis in my project are either
management or executive level people. Hence it can be assume that they all have access
to the internet and are comfortable in using a computer. On the basis of this assumption,
a new type of training process can be initiated within the Raymond group which might
turn out to be highly successful, if implemented properly.
On the other hand we should give at most importance to the HRMS and try to address
the gaps that are there. Our constant effort towards the betterment of these process and
some of my views I have shared.
CONCLUSION
It has been a scintillating experience for me to be associated with Raymond for the last
couple of month. That too getting a first hand knowledge of how things work out in the
plants of the unparallel leader in the manufacturing sector in a country was something
beyond my expectation.
During my stay I have been fortunate enough to watch the procedure that are carried out
in the twin plant of Raymond, Jalgaon. However, in the back of my mind I have been
wondering how things could be made better. I have realized the fact that my basic job is
to judge whether the processes in the operation proves to be productive or not. This is a
sole reason behind HRMS effectiveness as my topic for project.
In order to survive and grow, all organization must re-invent themselves. Managing
change is only one dimension in organization development. Adopting a strategic and
holistic approach to people development will ensure that as the organization flexes and
changes the people are able to shift gear and adapt to the changing circumstances. This
cannot be possibly occurred if HRMS/HRIS is separate from the main corporate agenda.
No truly world-class organization would separate people development from organization
development.
In Raymond, I have observed that HRMS is taken very seriously and the HR department
has to approach the subject systematically, maintain records properly and demonstrate the
worth of his department to the top management by projecting cost effectiveness of
management system.
ANNEXTURE
11. If you are having any complaints and grievances regarding Ray connect, this is
the correct time to express and it would help to address your problem as well
BIBLIOGRAPHY
Manuals:
Books referes:
Website:
www.indiaraymond.com
www.HRMS.com
www.goberganesh.com
www.google.com
www.raymondindia.com