/* * Sorter class contains static methods for bubble sort, * insertion sort,selection sort and quick sort. * * */ //Sorter.java public class Sorter { //Bubble sort public static int[] bubbleSort(int list[]) { for (int c = 0; c < ( list.length - 1 ); c++) { for (int d = 0; d < list.length - c - 1; d++) { if (list[d]>list[d+1]) /* For ascending order*/ { int temp= list[d]; list[d]=list[d+1]; list[d+1]=temp; } } } return list; } //Selection sort public static int[] selectionSort(int[] list) { for (int i = 0; i < list.length - 1; i++) { int index = i; for (int j = i + 1; j < list.length; j++) if (list[j] 0 ; j--) { if(list[j] pivot) { j--; } if (i <= j) { exchangeNumbers(array,i, j); //move index to next position on both sides i++; j--; } } // call quickSort() if (lowerIndex < j) quickSort(array,lowerIndex, j); if (i < higherIndex) quickSort(array,i, higherIndex); } //exchange elements at index i and j private static void exchangeNumbers(int array[],int i, int j) { int temp = array[i]; array[i] = array[j]; array[j] = temp; } } ---------------------------------------------------------------------------------------------------------------- /** * The java program Driver that calls the methods * of Sorter class to sort 8 element array for bubble sort, * insertion and selection sort. * Call quicksort for 16 element array and print * values before and after sorting . * */ //Driver.java public class Driver { public static void main(String[] args) { int arr1[]={1,7,3,2,0,5,0,8}; int arr2[]={1,7,3,2,0,5,0,8}; int arr3[]={1,7,3,2,0,5,0,8}; System.out.println(\"Before bubble sort\"); for (int i = 0; i < arr1.length; i++) System.out.printf(\"%5d\",arr1[i]); int bsort[]=Sorter.bubbleSort(arr1); System.out.println(\"\ After bubble sort\"); for (int i = 0; i < bsort.length; i++) System.out.printf(\"%5d\",bsort[i]); System.out.println(\"\ Before insertion sort\"); for (int i = 0; i < arr2.length; i++) System.out.printf(\"%5d\",arr2[i]); int isort[]=Sorter.insertionSort(arr2); System.out.println(\"\ After insertion sort\"); for (int i = 0; i < bsort.length; i++) System.out.printf(\"%5d\",isort[i]); System.out.println(\"\ Before selection sort\"); for (int i = 0; i < arr3.length; i++) System.out.printf(\"%5d\",arr3[i]); int ssort[]=Sorter.insertionSort(arr3); System.out.println(\"\ After selection sort\"); for (int i = 0; i < ssort.length; i++) System.out.printf(\"%5d\",ssort[i]); int arr4[]={22,36,6,79,26,45,75,13,31,62,27,76,33,16,62,47}; System.out.println(\"\ Before quicksort sort\"); for (int i = 0; i < arr4.length; i++) System.out.printf(\"%5d\",arr4[i]); Sorter.quickSort(arr4, 0, arr4.length-1); System.out.println(\"\ After quicksort sort\"); for (int i = 0; i < arr4.length; i++) System.out.printf(\"%5d\",arr4[i]); } } ---------------------------------------------------------------------------------------------------------------- Sample output: Before bubble sort 1 7 3 2 0 5 0 8 After bubble sort 0 0 1 2 3 5 7 8 Before insertion sort 1 7 3 2 0 5 0 8 After i.

1. A HRIS, which is otherwise called a human resource information system is fundamentally a
convergence of HR and IT through HR programming.This permits activities and procedures of
HR to happen electronically.
To put it another way, a HRIS might be seen as a route, through programming, for organizations
of all shapes and sizes to deal with various exercises, including those identified with HR,
bookkeeping, administration, and finance. A HRIS permits an organization to arrange its HR
costs all the more adequately, and also to oversee them and control them without expecting to
designate excessively numerous assets toward them.
Much of the time, a HRIS will likewise prompt increments in productivity with regards to
settling on choices in HR. The choices made ought to likewise increment in quality—and
subsequently, the efficiency of both workers and managers ought to increment and turn out to be
more compelling.
There are various arrangements offered to an organization that receives a HRIS. Some of these
incorporate arrangements in preparing, finance, HR, consistence, and enrolling. The lion's share
of value HRIS frameworks incorporate adaptable plans that component databases that are
coordinated with an extensive variety of elements accessible. In a perfect world, they will
likewise incorporate the capacity to make reports and dissect data rapidly and precisely, keeping
in mind the end goal to make the workforce less demanding to oversee.
Through the proficiency preferences presented by HRIS frameworks, a HR administrator can get
numerous hours of his or her day back as opposed to going through these hours managing non-
vital, unremarkable assignments required to run the managerial side of HR. Similarly, a HRIS
allows employees to exchange information with greater ease and without the need for paper
through the provision of a single location for announcements, external web links, and company
policies. This location is designed to be centralized and accessed easily from anywhere within
the company, which also serves to reduce redundancy within the organization.
For example, when employees wish to complete frequently recurring activities such as requests
for time off or electronic pay stubs and changes in W-4 forms—such procedures can be taken
care of in an automated fashion without the need for human supervision or intervention. As a
result, less paperwork occurs and approvals, when deigned, may be appropriated more efficiently
and in less time.
Taking everything into account, it is vital to pick the correct HRIS. An organization that takes an
ideal opportunity to put resources into a HRIS that fits their objectives, destinations, mission, and
qualities, is an organization that is putting resources into its future and in its prosperity. It will be
important to tweak any HRIS to the novel needs of an organization so the framework will stay
adaptable and pertinent for the duration of the life of the organization or undertaking.

2. Solution
A HRIS, which is otherwise called a human resource information system is fundamentally a
convergence of HR and IT through HR programming.This permits activities and procedures of
HR to happen electronically.
To put it another way, a HRIS might be seen as a route, through programming, for organizations
of all shapes and sizes to deal with various exercises, including those identified with HR,
bookkeeping, administration, and finance. A HRIS permits an organization to arrange its HR
costs all the more adequately, and also to oversee them and control them without expecting to
designate excessively numerous assets toward them.
Much of the time, a HRIS will likewise prompt increments in productivity with regards to
settling on choices in HR. The choices made ought to likewise increment in quality—and
subsequently, the efficiency of both workers and managers ought to increment and turn out to be
more compelling.
There are various arrangements offered to an organization that receives a HRIS. Some of these
incorporate arrangements in preparing, finance, HR, consistence, and enrolling. The lion's share
of value HRIS frameworks incorporate adaptable plans that component databases that are
coordinated with an extensive variety of elements accessible. In a perfect world, they will
likewise incorporate the capacity to make reports and dissect data rapidly and precisely, keeping
in mind the end goal to make the workforce less demanding to oversee.
Through the proficiency preferences presented by HRIS frameworks, a HR administrator can get
numerous hours of his or her day back as opposed to going through these hours managing non-
vital, unremarkable assignments required to run the managerial side of HR. Similarly, a HRIS
allows employees to exchange information with greater ease and without the need for paper
through the provision of a single location for announcements, external web links, and company
policies. This location is designed to be centralized and accessed easily from anywhere within
the company, which also serves to reduce redundancy within the organization.
For example, when employees wish to complete frequently recurring activities such as requests
for time off or electronic pay stubs and changes in W-4 forms—such procedures can be taken
care of in an automated fashion without the need for human supervision or intervention. As a
result, less paperwork occurs and approvals, when deigned, may be appropriated more efficiently
and in less time.
Taking everything into account, it is vital to pick the correct HRIS. An organization that takes an
ideal opportunity to put resources into a HRIS that fits their objectives, destinations, mission, and
qualities, is an organization that is putting resources into its future and in its prosperity. It will be

3. important to tweak any HRIS to the novel needs of an organization so the framework will stay
adaptable and pertinent for the duration of the life of the organization or undertaking.