HR software a tool for attain high productivity in an organisation

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Summer Internship Project Report
On
‘Human resource software a tool for attain high productivity in an organization”
At
X-mx Solutions
Submitted to
Institute Code: 778
Institute Name: Som-lalit institute of business management
Under the Guidance of
Dr.Varimna Singh
In partial Fulfilment of the Requirement of the award of the degree of
Master of Business Administration (MBA)
Offered By
Gujarat Technological University
Ahmedabad
Prepared by:
Vaibhav Modh
(17780592049)
MBA (Semester - III)
Month & Year:

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Student’s Declaration
I hereby declare that the Summer Internship Project Report titled
“ Human resource software a tool for attain high productivity in an organization
(HR Mangtaa Survey)”
in X-mx solution is a result of my own work and my indebtedness to
other work publications, references, if any, have been duly acknowledged. If I am
found guilty of copying from any other report or published information and
showing as my original work, or extending plagiarism limit, I understand that I
shall be liable and punishable by the university, which may include ‘Fail’ in
examination or any other punishment that university may decide.
Enrollment no. Name Signature
177780592049 Vaibhav Modh
Place: ........ Date: ........

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TO WHOM IT MAY CONCERN
This certificate is presented to Vaibhav Modh, a student of MBA
from Som Lalit Institute of Business Management, Ahmedabad in
recognition to successfully completing 2 two months summer
internship programme from 1st June 2018 to 15th July 2018, from our
organization, Xmx Solutions.
During the period of internship programme with us, he was found
sincere, inquisitive, dedicated and result oriented.
We take this opportunity to thank him and wish him all the best for his
better future.
For, XMX Solutions
Authorized Signature

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PREFACE
Intership are very helpful to inter themselves as they offer the chance to find out what
working in a particular company, or within a certain industry, are really like. Intership
also allow interns to make contacts with manager and recruiters, which can later be
used to negotiate full-time employment.
Furthermore, internship can benefit companies in a variety of ways beyond the
potential for just recruiting bright new talent for a company.
I got placed at X-mx Solution in Ahmedabad. During my internship I got knowledge
of different activities done by HR Manager and executive and also got knowledge
about marketing. I got skills of How to contact HR manager of any company, How to
approach them, How to communicate, How to convince them for survey and also got
the knowledge of HR Mangtaa software.
This report provides the basic operations of the company and is prepared in the
fulfillment of the requirement of MBA programme of Som-lalit institute of business
management, under the supervision and guidance of prof. varimna singh.

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ACKNOWLEDGEMENT
IT IS ALWAYS A GREAT PLESURE TO WORK WITH PEOPLE WHO GIVES
LOT TO LEARN AND A PERIOD FULL OF EXPERIENCE. I WOULD LIKE TO
THANK MY TRULY OUTSANDING FACULTY FOR THEIR SUPPORT AND
ALSO MY SIR WHO HAS TAUGHT ME A LOT WITH HIS BRILLANCY,
WHOSE LEADERSHIP AND VISION HAS STEERED THIS PROJECT FROM
DAY ONE.
I AM THANKFUL TO THESE PEOPLE AND ALSO MY COLLEGUE WHO HAS
ASSISTED ME. ALSO I WOULD LIKE TO THANK MY PARENTS WHO HAVE
SUPPORTED ME AS AND WHEN REQUIRED.FURTHER I WOULD LIKE TO
ADD THAT THIS PROJECT IS NOT ONLY FOR SUBMISSION PURPOSE BUT I
DESIRED TO LEARN MORE THAN JUST A FORMALITY. AND THANKS TO
THE TEAM OF X-mx WHO HELPED ME ACHIEVE IT.

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TABLE OF CONTENT
1. Introduction of industry……………………………………. 10-20
1.1 Introduction ………………………………………………..…………….10
1.2 IT Industry Segmentation…………………………………….…………..12
1.3 Industry structure…………………………………………...……………13
1.4 Advantage to India…………………………………………..………….. 14
1.5 Established and emerging IT hubs in India…………………..…………. 15
1.6 Market size ,Growth in export, Sector wise
breakup of export revenue………………………………………………..18
1.7 Porter’s five forces model……………………………………...…………20
2. Introduction of company………………………………………22-34
2.1.Overview of company………………………………………….…………22
2.2.Vision, Mission and Values…………………………………….………...24
2.3.Hierarchy / Organogram / Key people………………………....…………26
2.4.Milestone……………………………………………………….…………27
2.5.Why X-mx………………………………………………………..……….28
2.6.Services…………………………………………………….……..……….28
2.7.Workflow……………………………………………………..…………..29
2.8.Products…………………………………………………….…………….30
2.9.Clients……………………………………………………….……………34
3. Introduction of product……………………………………….35-41
3.1 HR Mangtaa (Software)
Introduction………………… ….…………………………..……………35
3.2 Features…………………………………………………………………...37
3.3 7 benefits of HR Mangtaa………………………………...………………41
4 Literature review………………………………...………………42

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5 Introduction of topic……………………………………………44
5.1 Project Title……………………………………………….………………44
5.2 Work……………………………………………………….……………..44
5.3 Objectives………………………………………………….……………..44
6 Research Methodology…………………………….……………45
6.1 Methods of Data Collection………………………………….……………45
6.2 Sampling Design……………………………………………..……………45
6.3 Research Design………………………………………………..………….45
7 Graphs and Interpretation……………………………………46-52
8 SPSS ……………………………………………………………53-54
8.1 Cross tabs…………………………………………………………………53
8.2 Chi-Square Test……………………………………………...……………53
9 Findings………………………………………………..…………55
10 Conclusion……………………………………………..…………56
11 Suggestion…………………………………………….…………..57
12 Learning from the internship……………………….…………..58
13 Bibliography………………………………………….…………..59
14 Annexure………………………………………………..………60-65

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1 IT industry :-
1.1 Introduction :-
Fast development and changing the state of Indian business guidelines is just
because of the data innovation and data innovation empowered
administrations ( IT – Ites).
Online service and Business process outsourcing (BPO), Software
management consultancies, and software development are included in this
sector.
According to an article in the Times of India - India’s liberalization was
possible due to its IT sector.
One of the emerging market in India IT as Indian’s economy require IT
services, software and hardware.
IT industry based on five factors:-
1) Continued expansion in the domestic IT sector.
2) Conducive business environment.
3) Operational excellence.
4) Urban infrastructure.
5) Abundant talent.
Worldwide market and sustenance is vigorously affected the IT area. IT
people group in India adversely impact by retreat in the assembled states.
Challenges of IT companies in India is limited preferential access for local
firms, Tax issues, inadequate infrastructure.
Employment can be generate due to IT sector is a biggest benefit. Foreign
direct investment (FDI) and exports are other benefit and In south and south
East Asia, Africa, Eastern Europe, Middle East new market have opened up.

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IT outsourcing’s major destination is India. Its job opportunities never end in
India. India overtakes the US to have the most number of software developers
in 2018 (52 laces developers in India against America’s 42 laces).
There are two major components of Information technology in India:
1) IT service
2) Business process outsourcing (BPO)
Sector contribution to India’s GDP is 1.2% in 1997 is increase to 7.7% in
2017.
According to NASSCOM , Revenue of information technology in India is US $ 160
billion in 2017, export revenue is US $ 99 billion and domestic revenue at US $ 48
billion growing by 13%.
The top IT companies in India are tata Consultancy service (TCS), godrej InfoTech,
HCL Technologies, MPhasis, genpact, L&T Accenture, IGATE patni, capgemini, HP,
Infosys Technologies, Tech Mahindra, Yahoo!, Google, Cognizant, Wipro
Technologies and Convergys.
IT industries can be applied to train station, airports, hotels, prisons, shops, bank,
hospitals, and libraries through database management system.
There is constantly growth in IT sector in India from last decade.

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1.2 IT Industry segmentation:
IT industry can be comprehensively grouped in to three areas :-
1] Software
2] IT Service
3] IT enabled servise (ITes – BPO)
[Source : NASSCOM, D & B industry service]
Figure 1 : Indian IT industry segmentation

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1.3 Present Industry structure :
The Indian IT industry comprises of well recognized billion dollar firm as well as
startups or the emerging players. The business can be portrayed as divided yet
focused. As far as the breadth of essence of the little and medium venture (SMEs) and
their commitments, they can be named as divided. But, on the other hand, when the
supremacy of the leading players are taken into consideration, because of their income
as well as their offering, the business can be alluded to as concentrated.
The industry can be categorized into :
1) Tier 1 player,
2) Tier 2 player,
3) Offshore global service provider,
4) Pure play BPO units,
5) Emerging players,
[Source : NASSCOM, D & B industry service]

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1.4 Advantage to India :
1) Low cost of offshore outsource
2) Rendering, customized, end to end and niche services/ solutions
3) Robust telecom infrastructure
4) Technical skilled professionals
5) Favourable government policies
6) Quality orientation

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1.5 Established IT hubs in India :
[Source : STPT, Tramell Crow Meghraj]
Figure 3 : Established IT hubs in india
(1) Banglore :
Total number of software technology perks (STPI) in Banglore were 2085
Banglore provide a 23% growth in the software exports as compared to the
national growth of 21%.
Major IT/ITes in the hub : infosys, wipro, TCS, siemens, HSBC, compaq, HP.
The ICT bunch in Bangalore has over 1500 IT firms out of about 3500 IT firms in
India and The state of Karnataka accounted for 37.6 percent of the total software
exports from india and from that the city of Banglore alone accounted for about
97%. Thus around one third of all India’s software exports are from the city of
banglore.

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(2)Hyderabad :
Hyderabad witnessed a 14% growth in software exports
Major IT/ITes in the hub : Amazone, HP, Verizon, EXL, TCS
(3)NCR – Delhi :
Total number of STPI registred : 1938
IT/ITes major : Genpact, Oracle, HP, General motors, IBM, Am Ex.
(4)Kolkata :
IT/ITes major : Wipro, IBM, Cognizant, TCS, Infosys.
(5) Mumbai :
IT/ITes major : TCS, Wipro, Siemens, Accenture
(6)Pune :
IT/ITes major : Msource, Congizant, EXL, KPIT
(7) Chennai :
IT/ITes major : Accenture, Cognizant, Wipro
Emerging IT hubs in India :
Steadily and slowly the Tiear 2 and Tier 3 cities are also emerging to become IT hubs.
The major advantage provide by this cities are :

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➢ Large pool of talent in the form of skilled professionals
➢ Lower infrastructure costs
➢ Higher savings in administration
[Source : STPT, Tramell Crow Meghraj]
Figure 4 :Emerging IT hubs in india

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1.6 INDIA’S MARKET SIZE GROWING :
Martet size of IT industry in India :
IT BPM industry revenues was estimated at around US$ 154 billion in FY 2016-17
and grew to US$ 167 billion in FY 2017-18. The commitment of the IT part to India's
GDP remained at 7.9 for every penny in 2017-18.The best 5 IT firms contribute more
than 25 for each penny to the aggregate business income Rs 8.4 lakh crore (US$
131.11 billion) starting at 2017, showing the market is genuinely aggressive. The
local income of the IT business is evaluated at US$ 41 billion and fare income is
assessed at US$ 126 billion in FY 18. The market size of India's IT-BPM area is
relied upon to develop to US$ 350 billion by 2025 and BPM is required to represent
US$ 50-55 billion out of the aggregate income.
Spending on Information Technology in India is required to develop more than 9 for
every penny to achieve US$ 87.1 billion of every 2018.
Figure 5 : Market size of IT industry in india
Note :- E-estimate,*As per Gartner
Source : NASSCOM, Gartner, Aranca Research

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Growth in export and Sector-wise breakup of export revenue :
Add up to trades from the IT-BPM part (counting equipment) were assessed to have
been US$ 126 billion amid FY18; sends out rose at a CAGR of 12.26 for every penny
amid FY09– 18.Export of IT administrations has been the real patron, representing
55.56 for each penny of aggregate IT sends out (counting equipment) amid FY18
ITeS and Software items represented 22.22 for every penny and 22.22 for every
penny of aggregate IT trades amid FY18, separately. Fares from the part are relied
upon to achieve US$ 135-137 billion in FY19.
Source: Nasscom, Make in India, IDC Note: E – estimated

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1.7 porter’s five forces model :
1] Threat of new entrance:
When entry barriers are low, the threat of new entrance is very high. IT software and
service, switching cost are very high. Therefore, the entry barriers for the IT software
and service are very high.
Where in ITes-BPO, lower economies of scale are reached so switching cost is very
low. So entry barriers are low.
Therefore, In ITes-BPO threat of new entrance is high. where in IT software and
service threat of new entrance is low.
2] Riverly among players:
When the number of players increase, riverly also increase. With the increase in
riverly, the players followed various strategies to acquire new customers. Earlier
players used to provide customized service to attract customers, but now this practice,
also fails to attract them.
3] Bargaining power of buyers:
IT
industry
Threat of
new
entrance
Riverly
among
players
Bargaining
power of
buyers
Bargaining
power of
suppliers
Threat of
substitutes

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In IT programming and administration exchanging cost is high so bartering intensity
of purchaser turns out to be low.
Only inverse to this, if there should be an occurrence of ITes – BPO part, exchanging
cost is low, so dealing intensity of clients is high.
4] Bargaining power of suppliers:
Suppliers can be categorized into: (a) Knowledge professionals, (b) Hardware
manufactures, (c) Telecom industry players.
In IT software and service knowledge professionals have a high bargaining power.
Because they demand high level of skills. In the ITes – BPO sector, ther require low
level of skills so bargaining power is low.
In IT industry hardware infrastructure require for the proper function. Therefore
bargaining power of hardware manufacturer grows. So bargaining power is high.
While a robust telecom network is a proper functionality of the IT industry but the
presence players require their bargaining power.
5] Threat of substitutes:
Since the IT industry is run by technology, which itself is ever involving. Therefore,
there is a high risk of substitutes for the industry.

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2. Introduction of company :
2.1overview of company :
Founded in 2004, X-mx solution led by extremely focused and dedicated
professionals who are known for expertise in a wide spectrum of industries,
experience and their entrepreneurial skills. X-mx continue to expand our horizons in
all industry sector & market through solution partnership and strategic alliance.
X-mx arrangement is a worldwide IT counseling and administrations supplier that
offer item life cycle administration benefit, nearby specialized counseling, on time
conveyance, on quality, financially savvy business process outsourcing, seaward
programming advancement.
X-mx convey excellent business administration arrangement with a dream of
imaginative upper hand in programming advancement industry and in data innovation
and turning into the most esteemed accomplice of their customers.
By consolidating the space mastery with the minimal effort seaward programming
improvement, their seaward conveyance show convey upgraded efficiency, cost
investment funds up to 40% and speedier time to advertise.
X-mx convey end-to-end arrangements in an assortment of ventures through three
dimensional administration structure. Innovations and administration works on
augmenting the esteem conveyed for our clients through,
1) Modified
2) Adaptable
3) Synergetic business and administration display
X-mx arrangement offers one – stop far reaching sourcing answer for the present
business in a centered get differentiated way.
X-mx – “We embrace our responsibility to be both transparent and consistent in
the way we work. How we do this is defined by our brand as well as the vision,
mission and values that under pin it.”

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[source: www.xmxsolutions.com]
Website:
http://www.xmxsolutions.com
Headquarter:
Ahmadabad
Year founded:
2004
Company Type:
Privately Held
Size:
51 – 200 employees
Specialties:
Software Development, Web Solutions, Comprehensive business solutions, Complex
GUI applications, Embedded System, Client Server Application, Wab Enabled Sites,
Portal Development, Retail/ Ecommerce, B2Bs, CMS, SFA Community E-learning,
Web Design, SEO, WordPress.

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2.2 Vision, Mission and Values:
Vision:
We aspire to be the Potential, Reliable and Persistent partner of our clients by
• Rendering high quality software with best services that can enable better
business for our clients.
• Consign to enhance the business values of clients & partners on a long term
and sustainable basis through technical excellence, square business practices,
conspicuous talent and professional integrity.
• To acquire global esteem and recognition as one of the reputed names in the
realm of software development outsourcing by building an excellent network
with our partners, clients and employees to assist and improve business
productivity, growth and form affluence.
Mission:
• We strive to produce overall customer satisfaction through cutting edge and
innovative software solutions which enhance today’s systems and support
tomorrow’s needs.
• Incorporate in innovative ideas in software development and deliver services
that can exponentially fuel the growth of clients’ business enterprise.
• We have embarked on course to conduct business with fairness, trust,
confidentiality, commitment and transparency.
• Ensuring ready support for our clients’ strategic moves with dynamic offshore
outsourcing models.

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Values:
• Leadership
• Passion
• Innovation
• Persistence
• Integrity
• Quality of Service
• People
• Openness
• Courage
• Accountability

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2.3 Organogram / Hierarchy / Key people :
Pranav joshi
Team leader
Techical
department
Chirag vyas
Business development
manager
Technical department
Piyush patel
Graphic designer
Techical department
Nirali shah
Sr.software engineer
Vivek modi
Jr.software engineer
Jigar vandriya
Sr. software engineer
Technical deartment
Ketul patil
Jr. software engineer
Komal jasvanee
Business development
executive
Sales department
Krupal patel
Jr.software engineer
Prachi parikh
Software support
engineer
Chirag panchal
Business operation
management
Admin department
Neel joshi
Jr. software engineer

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2.4 Milestone :
2004
•Formation of new company
2007
•Work area expansion
2008
•Initiated the new brand "Mangtaa"
2009
•Launch of new Business Avenue "Matrimony Mangtaa"
2010
•Launch of new Business Avenue "Univercity Mangtaa"
•Launch of new Business Avenue "School Mangtaa"
2011
•Launch of new Business Avenue "Support Mangtaa"
•Launch of new Business Avenue "Account Mangtaa"
2013
•Launch of new Business Avenue "ERP Mangtaa"
2015
•Launch of new Business Avenue "SEO Mangtaa"
2016
•Launch of new Business Avenue "HR Mangtaa"
2017
•Launch of new Business Avenue "Naukri Mangtaa"
•Work area expansion

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2.5 Why X-mx:
X-mx bring extensive valuable experience on the global platform with a very winning
track record and continuously strive to deliver the next generation business solutions
that will improve competitive benefit, profitability & operations efficiency for their
clients.
• Dedicated approach
• Collaboration with clients
• Easy communication
• The knowledge base
• Solutions for long term
• Global expertise, Applied Locally
• Price and Quality Equilibrium
• Professional Team
• Deep product analysis
• Close contact with client
2.6 Services:
With their integrated solutions, they deliver exactly what your business needs to
stay ahead :
• SEO-SEM
• Engineering and Industrial Services
• Application Development, Maintenance & Support
• Business Process Services ( BPS)
• Rich internet Application
• Database Design, Development and Management
• Web Application Development
• E-commerce Development
• Product Development
• Mobile Application Development
• Enterprise Solutions
• Custom Software Development

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2.7 Workflow:
The variety of projects has brought about a wide range of engagement models,
working schemes and types of workflow. At X-mx Solutions we provide each project
with individual workflow – everything works in the way most convenient to you. We
are flexible and have enough experience to implement almost any kind of workflow
preferred by the client.
Examples of workflow schemes:
Methodologies:
X-mx attempt to apply key customized way to deal with each client and their
undertaking. For instance, we utilize a long-trustworthy Waterfall technique for
programming improvement and additionally front line Agile, Scrum and Kanban
philosophies. Cascade advancement strategy is perfect for ventures with clear errand
formalization and xed extent of work, i.e. for little and medium-measure ventures.
Cascade philosophy includes the accompanying advances:

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• working out system requirements, drawing up and approving the specification;
• Design and prototyping
• Development
• Delivery
• Support
Agile Scrum, Kanban, etc. methodologies have their own distinctive features.
2.8 Products (Software):
(1) ERP mangtaa:
.ERP Mangtaa is finished arrangement cooking a
wide range of enterprises extending from
pharmaceuticals, synthetic compounds, sustenance
and drinks, Textile and Merchandise, Retail chains,
Wholesalers, Exports, Information Technology,
Charity Organizations, and some more. It
incorporates all the significant functionalities required for Accounting, HR
Recruitment, Procurement, Sales and Distribution, Production, Supply chain,
Operations, Quality Control, Exports and some more
(2) HR mangtaa:
At the point when your HR arrangement conveys
all that you require at one place, you can
accomplish increasingly and you can do it
speedier and less richly. That is precisely what
you'll get with HR Mangtaa. A solitary framework
contains all worker records, giving you simple
access to the data you have to diminish mistakes, implement arrangements
always, and assemble your business.
. . [source: www.xmxsolutions.com]

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(3) Accounts Mangtaa:
Accounting Mangtaa is an entire SAAS based
budgetary bookkeeping framework for
organizations and Accountants to keep their
monetary bookkeeping exchanges. The
Accounting framework incorporates different
modules, for example, the Accounts payable, Receivables, Journal Vouchers, Expense
Statements, Credit Notes, Debit Notes, Sales Registers, Purchase Registers, Costing,
Budgeting, Taxation, Fixed Assets, Ledger Balances, Profit and Loss , Balance sheet
and considerably more.
(4) SUPPORT Mangtaa:
Support Mangtaa is web-based help desk
software that gives you the ability to manage
your organizations customer support activities.
With our application it becomes easier to allot,
track, and set up alerts on help desk tickets which offers everything a business needs
to deliver for excellent support.
(5) SCHOOL Mangtaa:
School Managtaa is a paperless school
computerization programming answer for the
present current schools. It robotizes whole
school organization set-up with the goal that
chairmen flawlessly deal with all the institutional center procedures, for example,
Fees gathering, Admission handling, Salary preparing, monitoring defaulters and
stock administration. It is relating with applications programming and DB.

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(6) Campus Mangtaa:
Campus Mangtaa brings a valuable framework
to deal with every one of the parts of a grounds.
It gives a coordinated answer for finish
computerization for all the procedure inside the grounds. The application typifies
Enquiry Management, Registration, Admission, Exam, Timetable Management
process, with in the grounds, keeping up understudy records.
(8)University Mangtaa:
Univercity Mangtaa robotizes all the college
dealings, inward work process techniques of a
college and in addition the cooperation with
the understudies, personnel, educators, non-
showing staff, guardians, graduated class and the administration. It enables colleges to
make a more arranged association, increment the exchange taking care of limit and
enhances the arrangement of inward control.
(9)SEO Sparkles:
SEO Sparkles offer professional SEO services
that help websites increase their organic search
score significantly in order to compete for the
highest rankings — even when it comes to highly competitive keywords. Moreover,
we present various services like SEO, SMO, PPC and Online Brand Management.

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(10) Naukri Mangtaa:
NaukriMangtaa.com is India’s most modern and
fastest growing recruitment portal.
NaukriMangtaa.com enables a recruiter to reach out
to the personal network of employees and their
connections, thus giving him access to a vast network of good quality candidates. This
is the place where potential candidate meets the employer of their desire where the
employer meets the most deserving candidate.
(11)Matrimony Mangtaa:
Matrimony mangtaa is completely for matrimony
where community listing playing key role in
technological era of match making. At Matrimony
mangtaa we believe that matches are made in heaven
but that made in heaven needs a channel which is provided by Matrimony mangtaa.
Matrimony mangtaa exclusively caters to your community; it is easy, safe and
maintains 100% privacy.
(12) Hospital Mangtaa:
X-mx HMS is a comprehensive and integrated
Hospital Management System designed and
developed in a state-of-art web based technology.
Xm-x HMS is fully geared up to meet the demands of
running a multi-specialty Hospital or a Clinic. X-mx HMS has been conceived by a
blend of seasoned professionals with relevant experience in healthcare & IT industry.
The system incorporates the best healthcare practices and is designed to deliver key
tangible benefits to clients.

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(12)CRM Mangtaa:
CRM Mangtaa is Customer Relationship
Management Software which helps you to come up
with best sales strategies and allows you to connect
with yours customers though various portals. CRM
Mangtaa has incredible features to improve and integrate with other applications as
well which make it the best and latest of its kind.
2.9 Clients:
Customer centricity is a feature of the X-mx solutions and it is reflected in its constant
presence, from product design through delivery to provision of a level of service in line with
customer expectations.
X-mx solutions have evolved a number of processes over a period of time by studying
software development costs. Processes that have helped many e-commerce businesses to
find economic prosperity as effectively manages and reduces the cost.

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3.Introduction of product :
3.1 HR Mangtaa Software:
[Source: www.hrmangtaa.com ]
HR Mangtaa is an Affordable and Powerful HR and Payroll Software that gives a
total answer for all your HR needs. HR Mangtaa spares you time through
computerization and digitization over the entirety of your HR Functions.
HR Mangtaa is a Complete Cloud based (SAAS based) HR Management Software for
little, medium sized and extensive organizations – driving enhanced productivity,
viability and exact basic leadership over the entirety of your key HR capacities.
HR Mangtaa is a main HR programming and specialist co-op. Our setup and
arrangement process has been utilized viably and adjusted with several customers. HR
Mangtaa point isn't just about HR and Payroll Software-it's about how we serve our
clients. Experience of HR mangtaa's client begins with HR mangtaa duty to convey
customized and proficient administration at each stage. HR Mangtaa keeps on
adjusting in parallel to your business continually remembering your requirements as
your business develops.
HR Mangtaa have nearby expertise.HR Mangtaa's sales representatives, specialists,
HR programming engineers and help work area agents are exceptionally qualified and

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all have particular preparing and involvement in all HR forms. Combined with that
HR Mangtaa give far reaching client bolster, including consistent updates, 24*7
access to their online help and live specialized help.
Group HR MANGTAA offers you with cutting edge innovation development
enabling you to bring item and administration advancement into your business to
make new income openings. We keep next to of the most recent innovation and how it
applies to your business issues. What you get from HR Mangtaa is best-in-class
arrangements!
Each new arrangement which HR Mangtaa convey to you has a devoted group of HR
Mangtaa designers and care staff with the goal that HR Mangtaa can take into account
their client's business needs.
HR Mangtaa highlights and modules are composed, conveyed and adjusted to satisfy
the necessities of little to extensive organizations.
HR Mangtaa persistently adding highlights to their stage to guarantee customers have
every one of the apparatuses they have to deal with their workforce effectively.
Now HR in your pocket:
You can run HR Mangtaa on your desktop, mobile phones and tablets.

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3.1 Features:
[1] Human resource management:
[Source: www.hrmangtaa.com

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✓ Employee reporting charts
✓ Manage lifecycle activities
✓ Maintain complete work history
✓ Search employee data
[2] Payroll automation:
✓ Complete monthly payroll in matter minutes
✓ 90+ statutory reports
✓ Increment and areas
✓ Full and Final process
[3] Time and Location:
✓ Shift Configuration
✓ Mobile GPS tracking & attendance
✓ Biometric Intregation
✓ Managre all holiday & paid time offs.

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[ 4] Claims and Reimbursements:
✓ Dynamic Reimbursements
✓ Attachment of documents
✓ Expense Policy and Types
✓ Integrated Reimbursements

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[5] Employee self service:
✓ Mobile Enabled
✓ Employee Dashboard
✓ Requisition
✓ Hire to Retire Management
[6] Performance Management:

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✓ Increase employee performance
✓ Transparent employee performance evalution
✓ Smart Goals
✓ Know your top Performance
Other features:
• Recruitment management
• On boarding
• HR Analytics
• Leave Management
• TDS and Tax Planner
• Training Management
• Skills Evalution
3.2 7 Benefits of HR Mangtaa:
1. Effectiveness Of Administration
2. Efficient Access
3. Manage Better
4. Enhance Communication
5. Security & Disaster Recovery
6. Save Time
7. Save Cost

42
4 Literature review:
1. (Tannenbaum, 1990) “Human Resource Information Systems”, An HRIS is
a systematic procedure for collecting, storing, maintaining, retrieving and
validating data needed by an organization for its HR.
2. (Raymond, J.R., & SANCTIS, 1995) “A Resource-Flow Model of the Human
Resource Information System”, In this paper Raymond McLEOD, JR.,
GERARDIVE De SANCTIS proposed a resource-flow model of the HRIS,
based on System theory, as a Framework for organizing and assessing HRIS
Components. The Model views applications in terms of activities that are
performed as personnel flow through a firm. The HRIS is the most recent
functionally oriented information systems .HRIS is computer-based
application software. The term HRIS is used in two different ways. One use
regards it as an organizational unit and other use regards the HRIS as an entire
computer based applications that process human resource information.
According to this view Human Resource Information System can be defined
as “a computerized tool for the collection, storage, maintenance and retrieval
of information about people and their job”. As such, the HRIS is an example
of a functional system, similar in organizational positioning to the marketing
information system, the manufacturing resource planning system and the
accounting information system.
3. (Nicholas & Christopher, 2005) ”The impact of Human Resource
Information Systems: An Exploratory Study in the Public Sector “In this
article author proved that HRIS decreases cost, improves communications and
decreases in time spent on mundane activities should create an environment
where in the Human Resource (HR) department would play a more strategic
role in the organization. The idea has been that HRIS would allow for the HR
function to become more efficient and to provide better information for
decision making.

43
4. (sandeep & Manjari, 2006-07) This paper looks at the issues and concerns
faced by Indian organizations in implementing and managing HRIS. In this
study, the critical success factors and weaknesses in various stages of
implementing an HRIS are explored. The problems are rooted in mainly two
factors .One is the fact that HR department lacks knowledge about HRIS and
hence is not able to clearly elucidate the requirement of the system .Poor
assessment is a continuation of this problem .Second is the lack of importance
given to HR department in the organizations.
5. (K.P.Tripathi, 2011) “Role of MIS in Human Resource”. In this paper author
has emphasized on the use of MIS in HR. HR is considered as one of the key
resources of business organization. The transaction processing layer of MIS in
human resource function deals with routine activities like attendance recording
and payroll calculations. The operational level activities also include
maintaining the employee records which is used as a basis for strategic layers.
With the growing importance of human resource management and increasing
size of the organizations, maintenance of employee related data and generating
appropriate reports are the crucial aspects of any 40 organization. Therefore
more and more organizations are adopting computer based human resource
management systems (HRMS).
6. (Flynn & Simone, 2008) “ Human Resource Information System”, This
article focus on Human Resource Information System and the way in which
Human Resource Information System is used by business organization to
minimize human capital. Business, governments and non-profit organizations
around the world rely on human 34 resource information system (HRIS) to
facilitate information sharing as well as facilitate downsizing and
reengineering efforts. In final analysis, HRIS increase competitiveness in the
marketplace by improving the efficiency of HR operations, produce more and
varied HR-related data and reports.

44
5 Introduction of Topic:
5.1 Project Title Name: Human resources a tool for attain high
productivity in an organization.
5.2 Work:
I have to conduct a survey from HR of any companies in any industry. For
that first I have to convince HR for survey and then take appointment and
then take survey from them and upload a response and visiting card of HR
directly through HR survey application.
HR survey is a application of X-mx solution in which the record of all
Institute, Students, Clients etc are maintain and we must take a online
survey of HR through HR Survey application.
We can also see a contact details and approved surveys through HR
Survey application.
5.3 Objectives of the study:
➢ To know the perception of HR manager towards HR software.
➢ To know what factors influence the purchasing behavior of HR
software.
➢ To know the impact of using HR software in HR activity.
➢ To know the various task perform by HR department in companies
which help to implementation of software.
➢ To know which software is used by company.
➢ Main objective is that to know about they are interested in HR
Mangtaa software or not.

45
6 Research Methodology:
Research methodology is a way to solve the problem scientifically and systematically.
It includes not only research method but also the comparison of logic behind the
method we use in the context of our research study and explain why we are using a
particular method and why not others.
6.1 Methods of data collection:
1. Primary data: It is collected by questionnaire and Google form of
questionnaire.
2. Secondary data: These is taken by existing literature, websites,
Research –papers and research reports.
6.2Sampling Design:
1. Sampling Area: Ahmadabad & sidhpur
2. Sampling Unit: HR Managers of various companies
3. Sample Population: 25
4. Sample Size: 25
6.3Research Design:
1. Research: Human resources a tool for attain high productivity in an
Organization.
2. Data Source: Primary data
3. Research Method: descriptive and inferential
4. Research Technique: chi square
5. Type of questionnaire: Structured
6. Type of question: Closed and open ended question.

46
7. Graphs and interpretation:
1) Can you tell me what your organization's primary business activity is? (Read
list and select one only)

47
Interpretation:
➢ 28% company’s primary business activity is manufacturing.
➢ 16% company’s primary business activity is IT.
➢ 8% company’s primary business activity is business service/ consultant.
➢ 8% company’s primary business activity is construction/ architecture/
engineering.
➢ 8% company’s primary business activity is banking/ finance/ accounting.
➢ 8% are other companies.
➢ 4% company’s primary business activity is computer related retailer/
wholesaler companies.
➢ 4% company’s primary business activity is marketing/ advertising/
entertainment.
➢ 4% company’s primary business activity is education.
➢ 4% company’s primary business activity is transportation/ utility.
➢ 4% company’s primary business activity is medical/ healthcare.
➢ 4% company’s primary business activity is communication carrier.
2. Approximately how many people are official employed in your entire
company?
Interpretation:
➢ 36% companies have 10 – 50 official employed in their entire company.

48
➢ 12% companies have less than 10 official employed in their entire company.
3. Approximately how many people are unskilled employed in your entire
company?
Interpretation:
➢ 52% companies have less than 10 unskilled employees in their entire
company.
➢ 28% companies have 10-50 unskilled employees.
4. Approximately how many people work in your HR Department?

49
Interpretation:
➢ In 52% companies, 2-5 people work in HR department.
➢ In 36% companies, less than 2 people work in HR department
➢ In 52% companies, 9-10 people work in HR department
➢ In 52% companies, 5-9 people work in HR department
5. I am now going to read out a list of tasks that are typically performed by HR
Departments, for each please tell me if HR team in your organization is involved
in the task. (Select all that apply)
Interpretation:
➢ 96% companies are saying that their HR team is involved in Monthly payroll
processing task.
➢ 92% companies are involved in processing employee time sheet task.
➢ 92% companies are involved in overtime and bonus processing task

50
➢ 48% companies are involved in optimizing skills to meet business
requirement task.
➢ 84% companies are involved in finding new fresh talent task.
➢ 68% companies are involved in finding mid level employees task.
➢ 64% companies are involved in finding senior level executive task.
➢ 52% companies are involved in managing morale of employee task.
➢ 60% companies are involved in managing and tracking employees leaves
task.
➢ 12% companies are involved in managing loan and advance to employees
task
➢ 76% companies are involved in managing dispute between employee and
management task.
➢ 84% companies are involved in on boarding of new hires task.
➢ 64% companies are involved in preparing paperwork for government
regulations task.
➢ 52% companies are involved in administrative tasks to manage employee
HR related request.
➢ 60% companies are involved in yearly performance reviews and appraisals
task.
➢ 56% companies are involved in finding training or courses to meet training
requirement task
➢ 52% companies are involved in conductive employee training task.
➢ 64% companies are involved in understanding employee satisfaction task.
➢ 64% companies are involved in retaining top talent within the organization
task.
➢ 60% companies are involved in moderating issues within organization
either between employees or employees or between management and
management task.
➢ 44% companies are involved in conducting exit interviews task.
➢ 36% companies are involved in evaluate individual performance
management task.
➢ 56% companies are involved in tracking location of field team.
➢ 60% companies are involved in creating summary reports and charts for
management task.

51
6. I would like to talk about the overall company now. For each statement
below please tells us of the attributes describes your company or not.
Interpretation:
➢ Highest 21 companies saying that Places human resource function as
an extremely important & critical function within the organization
attribute perfectly describe the company.
➢ Highest 15 companies saying that It is easy to find candidate that
match the needs of company and role attribute does not describe
the company.
7. Based on our interaction if there is a software solution that meets your needs
would you be interested in learning more about it?

52
Interpretation:
➢ 60% people say yes that they are interested in learning more about software.
➢ 40% people say no that they are not interested in learning more about
software.
8. Are there any specific HR related software or service you use within your
department. By HR related software I mean and software that you might use for
payroll processing, posting new job openings, finding candidates, conducting
PMS, skill assessment, Training etc. Can you please tell me the names of each of
these software?
Interpretation:
➢ Mostly companies use tally and HRMS software.
➢ Mostly companies use LinkedIn, Naukari.com, Indeed. In, JobLite for new
job posting and finding candidate.
➢ Some companies use Spine, Insys payroll, payroll telesun management for
payroll processing.
➢ Some companies use other software like PeopleSoft, TPMS, HMS.
9. Your job title?
➢ 11 peoples are HR Executive.
➢ 10 peoples are HR Manager.
➢ 2 peopled are HR General.
➢ 1 person is Sr. HR Manager.
➢ 1 person is owner.

53
8. SPSS Output:
• Chi-square Test :
• Independent Variable: Total official employees in entire company
• Dependent Variable: Companies are interested in software or not
Hypothesis :
H0 = There is no significance association between number of employees
in company and company is interested in software or not.
H1 = There is significance association between number of employees
in company and company is interested in software or not.
8.1 Crosstabs

54
Interpretation:
➢ Out of 25 companies highest 9 companies with 36% have Employees between
10-50.
➢ Lowest 1 company with 8% has Employees more than 1000.
➢ Out of 25 companies 15 companies are interested to learn and know about the
HR software.
➢ From overall table highest 5 companies which have 10-50 Employees are
interested in software.
8.2 Chi- Square Table
Conclusion: Firstly emerged from chi-square test result that there is an association
(as per p-value of 0.070 is more than significance level 0.05) ,We accept null
hypothesis (H0) and reject alternative hypothesis (H1) that there is no considerable
association between number of employees and companies are interested in software or
not.

55
9. Findings:
➢ Highest 28% companies are manufacturing companies.
➢ 16% are IT companies.
➢ Highest 36% companies have 10-50 official employees in their entire
companies.
➢ There is very less numbers of companies which have more than 500
employees.
➢ Highest 52% companies have less than 10 unskilled employees in their
entire company.
➢ Highest 52% companies have 2-5 people in their HR department and
minimum 4% companies have 5-9 people in their HR department.
➢ There is highest 96% companies are saying that monthly payroll processing
task performed by their HR department.
➢ Second highest 92% companies are saying that processing employee time
sheets and overtime and bonus processing task performed by their HR
department.
➢ Minimum 12% companies saying that managing loans and advances to
employee task performed by their HR department.
➢ Highest 20 companies saying that places human resource function as an
extremely important & critical function within the organization attribute
is perfectly describe the company.
➢ Highest 9 companies saying that is keen to automate process to attain
greater efficiencies attribute does not describe the companies.
➢ Maximum 11 people are HR Executive.
➢ Maximum 60% companies are saying that they are interested to learn more
about HR Mangtaa software.

56
10. Conclusion:
➢ There is highest 28% companies are manufacturing companies which have
more than 50 employees so more manufacturing companies can become our
potential customers.
➢ There highest numbers of companies which have 9-50 employees so target
that companies which have medium size companies.
➢ 52% companies have less than 10 unskilled employees so maximum
employees from various companies are aware about the software so they can
learn about software and help to increase the profitability.
➢ 52% companies have 2-5 people in HR department so target that companies
which have more employees but less person in HR department so they can
definitely buy software for save the time.
➢ More than 90% companies saying that monthly payroll processing and
processing employee time sheet is very important task so company can add
more features in this 2 task so that they can attract the HR.
➢ Not spending more time behind to improve the features of managing loans
and advances to employees task because 12% companies are perform this task.
➢ 80% companies are saying that places human resource function as extremely
important & critical function within the organization so add features through
company can select the people, recruit them and give them right job position.
➢ Maximum 60% HR are interested in learning about the project so that means
they are not well satisfied with their current HR software.

57
11. Suggestions:
➢ X-mx can target more to manufacturing and processing companies because
they have more employees compare to companies and they are more required
HR software for better management of human resource.
➢ X-mx can target medium size companies because the companies which have
less employees they are doing HR activities manually and the companies
which have more than 1000 employees they have already well fitted software
so they don’t want to change it.
➢ X-mx can target the companies which have more employees but fewer people
in HR department so they can be become our potential clients for save the time
and they can become free from overload.
➢ X-mx can improve the features like payroll processing, processing employee
time sheet, overtime and bonus, leave and attendance because these task are
mostly prefer by HR.
➢ X-mx can develop features of training because companies are more focused to
train the employees.
➢ More companies are interested to learn about the software so approach them
and guide them and convince them for buy software.

58
12. Learning from the internship:
This has been the first time I have been exposed to the corporate world and culture
but it has been a great learning experience. I got to take on challenges in field that I
didn’t have much knowledge about and ended up learning a great deal about how to
market service and expand a company’s customer base. I will forever be grateful for
this opportunity.
Key learnings:
Today IT industry is a growing sector and the main segment of IT provides awareness
among the people through marketing and markets their products through
marketing. Everyday a couple of startups are entering in the market which provides a
tough competition to the existing companies. In such cases, how to compete and
maintain our market place is the most important issue in today world. I was working
as a marketer and major learnins are:
➢ How to approach the HR of companies.
➢ How to find contacts of HR Manger, HR Executive and SR.HR Manager.
➢ How to communicate in corporate world.
➢ How to convince them.
➢ Never interrupt in between when certain point is being discussed.
➢ Learn to connect to the corporate world through various social sited like
LinkedIn, face book, twitter etc.

59
13. Bibliography:
Analyzing research paper on HRIS (Human Resource Information
System) presented by:
Bibliography
Flynn, & S. I. (2008). Human Resource Information System.
K.P.Tripathi. (2011). Role of MIS in Human Resource (Vol. II).
N. A., & C. m. (2005). The imapact of Human Resource Information
System : An Exploratory study in the public sector (Vol. 5).
Raymond, M., J.R., & SANCTIS, G. D. (1995). A Resource flow model of
Human Resource Information System (Vol. VI).
s. k., & M. S. (2006-07). Issues and concerns in the Implementation and
maintenance of HRIS. IIM , Ahmedabad.
Tannenbaum, S. (1990). Human Resource Ingormation System.
Websites:
(1) https://www.indiaeducation.net/computers-it/the-future-scope-of-the-it-
industry-in-india.html.
(2) www.xmxsolutions.com
(3) www.HRMangtaa.com
(4) www.Nasscom.in
(5) https://www.scribd.com/document/192183872/trammell-Crow-Meghraj-IT-
ITES-Hubs-in-India-a-snapshot
(6) Nasscom, D&B industry service

60
14. ANNEXURE:
QUESTIONNAIRE:
Introduction: I am here as part of my college project and need a few minutes of your
time to get an understanding of how HR Departments like your across operate across
various industries in India. The survey I am conducting today is sponsored by HR
Mangtaa which is a leading HR Management System provider in India.
1) To begin with can you tell me what your organization’s primary business
activity is? (Read List and Select one only)
i. Manufacturing and Process Industries (non-computer)
ii. Online Retailer
iii. Internet Service Provider (ISP) or Application Service Provider (ASP)
iv. Communications Carrier
v. Aerospace
vi. Banking/Finance/Accounting
vii. Insurance/Real Estate/Legal
viii. Central/State/Local Government
ix. Medical/Dental/Healthcare
x. Transportation/Utilities
xi. Construction/Architecture/Engineering
xii. Data Processing Services
xiii. Wholesale/Retail/Distribution
xiv. Education
xv. Marketing/Advertising/Entertainment
xvi. Research/Development Lab
xvii. Business Services/Consultant
xviii. Computer Manufacturer (Hardware, peripherals)
xix. Computer/Network Services/Consultant
xx. IT Services
xxi. Computer Related Retailer/Wholesaler/Distributor
xxii. Other (Specify in text box below)

61
(2) Approximately how many people are official employed in your entire
company?
i. < 10
ii. 10 – 50
iii. 51 – 100
iv. 101 - 500
v. 501 - 1000
vi. 1000+
(3) Approximately how many people are unskilled employed in your entire
company?
i. < 10
ii. 10 - 50
iii. 51 - 100
iv. 101 - 500
v. 501 - 1000
vi. 1000+
(4) Approximately how many people work in your department (HR)?
i. < 2
ii. 2 - 5
iii. 5 - 9
iv. 9 - 50
v. 50+
(5) I am now going to read out a list of tasks that are typically performed by
HR departments, for each please tell me if the HR team in your
organization is involved in the task. (Select all that apply)
i. Monthly Payroll Processing

62
ii. Processing Employee Time Sheets
iii. Over Time and Bonus Processing
iv. Optimizing Skills of Employees to meet business requirements
v. Finding new fresh talent
vi. Finding mid-level employees
vii. Finding senior level executives
viii. Managing Morale of employees
ix. Managing and tracking employee leaves
x. Managing loans and advances to employees
xi. Managing disputes between employees and management
xii. On boarding of new hires
xiii. Preparing paperwork for Government Regulations
xiv. Administrative tasks to manage employee HR related requests
xv. Yearly performance reviews and appraisals
xvi. Finding Training or courses to meet training requirements
xvii. Conducting employee training
xviii. Understanding employee satisfaction
xix. Retaining top talent within the organization
xx. Moderating issues within organization either between employees or
between management and employees
xxi. Conducting Exit interviews
xxii. Evaluate individual performance management
xxiii. Tracking location of field team
xxiv. Creating summary reports and charts for management
(6) I would like to talk about the overall company now. For each statement
below please tell us if the attributes describes your company or not.
Perfectly
describe the
company
Somewhat
describe the
company
Does not
describe the
company
Places human
Resource

63
function as an
extremely
important &
critical function
within the
organization
organization Is a
company that is
open to adopting
new technology
Is keen to
automate
processes to
attain greater
efficiencies
Periodically
evaluates and
rewards top
performers in the
organization
Constantly
updates and
trains employees
on new scales
Employees in the
organization are
quick to adopt
change
Finding new
talent is not an
issue for the
company
It is easy to find

64
candidates that
match the needs
of the company
and role
Retaining talent
is not a challenge
for the company
Understands the
cost benefit of
introducing new
software or
technology
within the
company
Has a strong
company culture
where everyone
works together as
one team
(7) Are there any specific HR related software or service you use within your
department. By HR related software I mean any software that you might
use for Payroll processing, posting new job openings, finding candidates,
conducting PMS, Skill Assessment, Training etc. Can you please tell me
the names of each of this software?
Ans. _________________________________________________________
(8) Can you please tell me your full name?
Ans.___________________________________________________________
(9) Your job title?

65
Ans.___________________________________________________________
(10) Lastly, based on our interaction if there is a software solution that
meets your needs would you be interested in learning more about it?
i. Yes
ii. ii. No
______________________Thank You_____________________

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