Thesis on ehrm

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“TO STUDY E-HRM PRACTICES IN AN
ORGANISATION”
AT SUNPHARMA INDUSTRIES LTD (SPIL), HALOL
Project submitted to:
GUJARAT TECHNOLOGICAL UNIVERSITY
in the partial fulfillment for the degree of
MASTER OF BUSINESS ADMINISTRATION
(PHARMACEUTICAL MANAGEMENT)
IN
HUMAN RESOURCE MANAGEMENT
Guided by:
Faculty Mentor: Corporate Mentor:
Prof. Preeti Nair Mr. Pratik Tolat
(Faculty) (Asst. HR manager)
Submitted by:
RANGADA SHAH
ENROLLMENT NO.: 122140290047
PARUL INSTITUTE OF ENGINEERING AND TECHNOLOGY

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DECLARATION OF ORIGINALITY
I undersigned, Ms. Rangada R. Shah declare hereby that this project report entitled – “To study
E-HRM practices in a organization” is the result of my own research work carried out during
the period of one month SIP (June-July- 2016) and has not been previously submitted to any
university/ institution for any other purpose. I will not use this project in future for submission
to any other university/ institution or any other publisher. I hereby also promise not to allow any
person to copy or publish any part/ full material of this report in any form. The data and
information given in the report are authentic to best of my knowledge.
Date: Signature
Place: Vadodara Rangada R. Shah

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PREFACE
The project has been submitted to fulfill the requirement of MBA-PM programme. Gathering
knowledge from practical aspect is greatly different from theoretical knowledge through its
operation, complexity and implementation. Internship is a great opportunity to bring theoretical
knowledge and practical aspects together. As an MBA student, I felt privileged to work as an
intern in HR department, at Sun Pharma Industries Ltd, Halol.
I got an opportunity to perform my research work on – “E-HRM practices in an organization”
and I have tried my best to pursue the study successfully. The objective of the project was to
study E-HRM practices of organization and analyze satisfaction of employees towards these E-
HRM practices. It was a true learning experience and I had fun digging into many journal
articles and research reports but it was also a road paved with delays and unexpected problems.
It will drive happiness if I find my whole efforts serve, at least, to some extent for which it has
been prepared.

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ACKNOWLEDGEMENT
The satiation and euphoria that accompany the successful completion of the project would be
incomplete without the mention of the people who made it possible.
I would like to take the opportunity to thank and express my deep sense of gratitude to my
corporate guide Mr. Pratik Tolat and my faculty mentor Ms. Preeti Nair. I am greatly indebted
to both of them for providing their valuable guidance at all stages of the study, their advice,
constructive suggestions, positive and supportive attitude and continuous encouragement,
without which it would have not been possible to complete the project.
I am thankful to Mr. Pratik Tolat for giving me the opportunity to work with Sunpharma and
learn about HR department.
I would also like to thank Mr. Dipesh Patel (Quality GM) who in spite of busy schedule has co-
operated with me continuously.
I owe my wholehearted thanks and appreciation to the entire staff of the company for their
cooperation and assistance during the course of my project.
I would like to thank my lovely and supportive friends, who have supported me throughout
entire process, both by keeping me harmonious and helping me putting pieces together.
I hope that I can build upon the experience and knowledge that I have gained and make a
valuable contribution towards this industry in coming future.

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EXECUTIVE SUMMARY
The objective of this project is “to study E-HRM practices in an organization”. This study has
been carried out in Sunpharma Industries Ltd (SPIL), Halol.
The project was started after an in-depth study of journey of traditional HR towards E-HRM.
Today technology underpins all the HR functions and can increase their effectiveness. It can be
aptly said that E-HRM helps to create competitive advantage, improves HR function and
reduces wastage of time.
The present study finds employees satisfaction towards E-HRM; also it helps to find out
advantages and limitation associated with it. Survey has been carried out in Sunpharma
Industries Ltd (SPIL), Halol. A sample size of 80 respondents was taken into consideration.
In survey primary data has been collected through well drafted questionnaire and secondary data
by discussing the practices.
The data analysis and interpretation from them are core part of this project. I have used different
methods to analyze the collected data and present them statistically.
Study was done to fulfill following objectives:
 To study perception towards E-HRM practices
 To study E-HRM in different areas of your organization
 To study advantages associated with E-HRM
 To study limitations of E-HRM practices.

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LIST OF TABLES AND FIGURES
Figure 1 .................................................................................................................................................6
Figure 2 (SOURCE: DAVOUDI & FARTASH, 2012)...........................................................................7
Figure 3 ...............................................................................................................................................10
Figure 4 ...............................................................................................................................................11
Table 1 ..................................................................................................................................................8
Table 2 ................................................................................................................................................11

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TABLE OF CONTENTS……
Contents
DECLARATION...................................................................................................................................II
PREFACE ............................................................................................................................................III
ACKNOWLEDGEMENT...........................................................................................................................IV
EXECUTIVE SUMMARY....................................................................................................................V
INTRODUCTION OF THEORY...........................................................................................................4
1.1 EMERGENCE OF E-HRM:.........................................................................................................5
1.2 DEFINITION AND MEANING: .................................................................................................6
1.3 OBJECTIVES OF E-HRM:..........................................................................................................9
1.4 GOALS OF E-HRM:....................................................................................................................9
1.5 LEVELS OF E-HRM:................................................................................................................10
1.6 FUNCTIONS OF E-HRM:.........................................................................................................11
1.7 ADVANTAGES OF E-HRM:....................................................................................................14
1.8 DISADVANTAGES OF E-HRM:..............................................................................................15
1.9 E-HRM OUTCOMES:...............................................................................................................15
COMPANY INTRODUCTION...........................................................................................................18
2.1 BRIEF HISTORY:.....................................................................................................................18
2.2 ACQUISITIONS AND JOINT VENTURES:.............................................................................19
2.3 BOARD OF DIRECTORS:........................................................................................................20
2.4 SPARC: .....................................................................................................................................20
2.5 AWARDS:.................................................................................................................................21
2.6 COMPANY AT GLANCE (Halol plant): ...................................................................................23
LITERATURE REVIEW.....................................................................................................................25
3.1 INTERNATIONAL LITERATURE REVIEW: ..........................................................................25
3.2 NATIONAL LITERATURE REVIEW: .....................................................................................29
RESEARCH METHODOLOGY .........................................................................................................32
4.1 RESEARCH OBJECTIVE:........................................................................................................32
4.2 SCOPE OF STUDY:..................................................................................................................32

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4.3 TYPES OF RESEARCH AND RESEARCH DESIGN:..............................................................33
4.4 DESCRIPTIVE RESEARCH DESIGN: .....................................................................................34
4.4.1 Sample Design.....................................................................................................................34
4.4.2 Source of Information:.........................................................................................................34
4.5 BENEFITS:................................................................................................................................35
4.6 LIMITATION:...........................................................................................................................35
DATA ANALYSIS PROCESS............................................................................................................37
FINDINGS:.........................................................................................................................................60
CONCLUSION: ..................................................................................................................................62
SUGGESTIONS:.................................................................................................................................63
BIBLIOGRAPHY: ..............................................................................................................................65
WEBLIOGRAPHY: ............................................................................................................................66
ANNEXURE: .………………………………………………………………………………..72

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CHAPTER: 1
INTRODUCTION
OF THEORY

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INTRODUCTION OF THEORY.
Human resource management (HRM) is the management of human resources. It is a function in
organizations designed to maximize employee performance in service of an employer's strategic
objectives.
HR is primarily concerned with the management of people within organizations, focusing
on policies and on systems. HR departments and units in organizations typically undertake a
number of activities, including employee benefits design, employee recruitment, "training and
development", performance appraisal, and rewarding (e.g., managing pay and benefit systems).
HR also concerns itself with organizational change and industrial relations, that is, the balancing
of organizational practices with requirements arising from collective bargaining and from
governmental laws.
According to R. Buettner, HRM covers the following core areas:
 Job design and analysis,
 Workforce planning,
 Recruitment and selection,
 Training and development,
 Performance management,
 Compensation (remuneration), and
 Legal issues.
Human Resource (HR) constitutes the most priceless asset in the context of development.
Comparative performances of nations, of regions of economy, of sectors of industry as well as
of corporate enterprises are critically linked to quality of human contribution.
Even the gains from the intervention of superior technology, in any field, are closely related to
its interface with human factor with corresponding skills as well as attitude.

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1.1 EMERGENCE OF E-HRM:
There is no doubt that organizations worldwide are striving for success and out-competing those
in the same industry. In order to do so, organizations have to obtain and utilize her human
resources effectively. Organizations need to be aware of face more realistically towards keeping
their human resources up-to-date.
In so doing, managers need to pay special attention to all the core functions of human resource
management as this plays an important role in different organizational, social and economically
related areas among others that are influential to the attainment of the organizational goals and
thus organizations successful continuation in the market.
Great changes have been brought to our economy, society, and culture with the rapid
development of science and technology, especially the usage of Internet and computer
technology.
Nowadays, technology is an inherent part of our daily lives. Information and Communication
Technologies (ICT) facilitate innovative ways of carrying on routine organizational activities in
virtual work environment. Over the last few years, with the appearance of these technologies, a
new wave of human resource (HR) technology known as electronic human resource
management (E-HRM) has emerged.
People in various sectors have been simplifying some routine tasks and problems with the use
of computers and the Internet. It has speed up some processes and increased the efficiency of
performed assignments.
In contemporary business, information technology (IT) tools are essential to realize processes in
a faster and more efficient way. In this present Global scenario, there is fast competition and
environment is demanding and organizations have to use innovative ideas to stay competitive.
In the 1990’s organizations started using the Internet and the Web technologies for a numerous
of human resource activities such as managing payrolls, maintaining employee directories, and
for communicating with the employees.
Emergence and success of E-commerce systems leads to making use of Electronic Human
Resource Management (E-HRM) systems. These systems provide organizations an effective

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performance of improvement in activities as well as of renovating the entire Human Resource
Management (HRM) function itself.
E-HRM is the relatively new term for this IT supported HRM in every sector, particularly
through the use of web technology. Thus E-HRM reflects a significant impact on organizational
performance. E-HRM technology is a way of aligning and coping up with organization HR
strategies, policies and practices.
In the current marketplace, and with the growth of global competition, organizations are forced
to innovate to survive.
Technological advancement is considered one of the most influential driving forces, not only
reshaping the manner in which we communicate, work, and live, but also how business is
conducted. Information technology (IT) tools are fundamental for faster and more efficient
processes in contemporary businesses.
Figure 1
There are countless IT possibilities for human resource management (HRM) because all HR
processes can be supported by IT. The analysis and design of work, recruitment and selection,
training, performance appraisal, and compensation and benefit issues can be streamlined by
utilizing IT.
The intervention and support of IT to HR functions is called electronic human resource
management (e-HRM), which is rapidly increased in use in last years. It aims to transform HR
functions by rendering them paperless, more flexible, and more resource-efficient.
1.2 DEFINITION AND MEANING:
E-HRM is the planning, implementation and application of information technology for
networking and supporting at least two individuals or collective actors in their shared
performance of HR activities ―Technological optimistic voices want us to believe that, from a
technical perspective, the IT possibilities for HRM are endless: in principal all HR processes
CORE HRM IT Advancement
EVOLUTION OF E-HRM

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can be supported by IT. E-HRM is the relatively new term for this IT supported HRM,
especially through the use of web Technology.
E-HRM is relative new term of improving the quality of human resource management,
increasing its contribution to company performance and freeing staff from administrative loads
in various organizations. Every department in an organization plays an essential role for
achievement, but we consider that one of special significant tool for organizational success is
Electronic Human Resources Management (E-HRM).
Figure 2 (SOURCE: DAVOUDI & FARTASH, 2012)

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REFERENCE DEFINITIONS
Lepak and Snell
(1998)
“Virtual HR: a network based structure built on partnerships and typically
mediated by information technologies to help the organization acquire,
develop, and deploy intellectual capital”.
Karakanian (2000) “Overall HR strategy which shifts from the HR department and is
redistributed to other organizational units and trusted business partners, in
a way which integrates HR activities with other corporate processes (e.g.
finance, supply chain, and customer service)”.
Watson Wyatt
(2002)
“The application of any technology, enabling managers and employees, to
have direct access to HR and other workplace services for communication,
performance reporting, team management, knowledge management,
learning and other administrative applications. EHR encompasses similar
applications of technology but being more confined to those activities that
typically fall within the HR function”.
Kettley and Reilly
(2003)
“The application of conventional, web and voice technologies to improve
HR administration, transactions and process performance”.
Ruel, Bondarouk,
and Looise (2004)
“E-HRM is a way of implementing HR strategies, policies, and practices
in organizations through a conscious and directed support of and / or with
the full use of web-technology-based channels”.
Strohmeier (2007) “E-HRM is the (planning, implementation and) application of information
technology for both networking and supporting at least two individual or
collective actors in their shared performing of HR activities”.
Voermans and van
Veldhoven (2007)
“E-HRM could be narrowly defined as administrative support of the HR
functions in organizations by using internet technology”.
“The composite of databases, computer applications and hardware and
software used to collect, store, manage, deliver, present and manipulate
data for Human Resources”.
Mary Gowan
(2008)
“Electronic Human Resource Management System (E-HRM System) as a
web-based solution that takes advantage of the latest web application
technology to deliver an online real-time human resource management
solution.”
Table 1

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1.3 OBJECTIVES OF E-HRM:
E-HRM is a way of thinking about and implementing HRM strategies, policies, and practices.
Organizations attempt to achieve certain objectives by following a specific E-HRM direction.
 To offer an adequate, comprehensive and on-going information system about people and
jobs at a reasonable cost.
 To facilitate monitoring of human resources demand and supply imbalance.
 To automate employee related information.
 To provide support for future planning and also for policy formulations.
 To enable faster response to employee related services and faster HR related decisions.
 To offer data security and personal privacy.
1.4 GOALS OF E-HRM:
The main goals of e-HRM are as followed:
 E-HRM is seen as offering the potential to improve services to HR department clients
(both employees and management).
 Improve efficiency and cost effectiveness within the HR department, and allow HR to
become a strategic partner in achieving organizational goals.
Traditionally HR goals have been broken into three categories:
1-Maintaining cost effectiveness,
2-Enhancement of service for internal customers, and
3- Addressing the tactics of the business.
 With e-HRM there is a fourth goal added to the three categories and that is the
improvement of global orientation of human resource management.
 E-HRM has increased efficiency and helped businesses reduce their HR staff through
reducing costs and increasing the overall speed of different processes.

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 E-HRM also has relational impacts for a business; enabling a company’s employees and
managers with the ability to access HR information and increase the connectivity of all
parts of the company and outside organizations. This connectivity allows for
communication on a geographic level to share information and create virtual teams.
 And finally e-HRM creates standardization, and with standardized procedures this can
ensure that an organization remains compliant with HR requirements, thus also ensuring
more precise decision-making.
 HR functions that e-HRM assist with are the transactional and transformational goals.
 Transactional goals help reduce costs and transformational goals help the allocation of
time improvement for HR professionals so that they may address more strategic issues.
To add to this operational benefits have become an outcome of the implementation of e-
HRM. The process of payroll is an example of this, with HR being able to have more
transactions with fewer problems.
1.5 LEVELS OF E-HRM:
Lepak and Snell suggested three types of E-HRM as follows:
Figure 3
TYPES OF E-HRM
OPERATIONAL E-HRM RELATIONAL E-HRM TRANSFORMATIONAL E-HRM

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TYPES OF E-HRM DESCRIPTION
Operational E-HRM The first area, operational E-HRM, concerns the basic HR
activities in the administrative area. One could think of salary
administration (payroll) and personnel data administration.
Relational E-HRM The second area, relational E-HRM, concerns more advanced
HRM activities. The emphasis here is not on administering, but
on HR tools that support basic business processes such as
recruiting and the selection of new personnel, training,
performance management and appraisal, and rewards. For
relational e-HRM there is the choice between supporting
recruitment and selection through a web-based application or
using a paper-based approach (through advertisements, paper
based application forms and letters etc.).
Transformational E-HRM Transformational e-HRM, the third area, concerns HRM
activities with a strategic character. Here we are talking about
activities regarding organizational change processes, strategic
reorientation, strategic competence management, and strategic
knowledge management. In terms of transformational e-HRM, it
is possible to create a change-ready workforce through an
integrated set of web-based tools that enables the workforce to
develop in line with the company’s strategic choices.
Table 2
1.6 FUNCTIONS OF E-HRM:
Figure 4

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1. E- Employee Profile: The E-Employee Profile web application provides a central point
of access to the employee contact information and provides a comprehensive employee
database solution, simplifying HR management and team building by providing an
employee skills, organization chart and even pictures. E-Employee profile maintenance lies
with the individual employee, the manager and the database manager.
E-Employee profile consist of the following: Certification, Honor/Award, Membership,
Education, Past Work Experience, Assignment Skills, Competency, Employee Assignment
Rules, Employee Availability, Employee Exception Hours, Employee Utilization, Employee
tools, Job information, Sensitive job Information, Service Details, Calendar, Calendar
Administration, Employee Locator.
2. E-Recruitment: Organizations first started using computers as a recruiting tool by
advertising jobs on a bulletin board service from which prospective applicants would
contact employers. Then some companies began to take e-applications. Today the internet
has become a primary means for employers to search for job candidates and for applicants
to look for job. As many as 100,000 recruiting web sites are available to employers and job
candidates and which to post jobs and review resumes of various types. But the explosive
growth of internet recruiting also means the HR professionals can be overwhelmed by the
breadth and scope of internet recruiting.
E-Recruiting Methods: Job boards, Professional/Career, websites, Employer Websites.
3. E-Selection: Most employers seem to be embracing Internet recruitment with enthusiasm,
the penetration of on-line assessment tools such as personality assessments or ability tests,
has so far been limited. A survey has shown that although more than half respondents
organizations already use either psychometric or other assessment during the recruitment
process, only few of these companies use on-line assessments prior to interview. Fewer still
include a core fit questionnaire in the recruitment pages of their websites.
4. E-Learning: E-Learning refers to any programmed of learning, training or education where
electronic devices, applications and processes are used for knowledge creation, management
and transfer. E-Learning is a term covering a wide-set of applications and processes, such as
web-based learning, computer-based learning, virtual class room, and digital collaboration.
It includes the delivery of content via Internet, intranet/extranet (LAN/WAN), audio-and
videotape, satellite broadcast, interactive TV, CD – Rom, and more. Training program
provides.

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Characteristics of E-Learning:
 E-Learning outcomes extend beyond learning to strategic outcomes.
 E-Learning is much more than e-training for skill outcomes.
 E-Learning involves information and communication technology.
 E-Learning is about people learning in a given context.
5. E-Training: Most companies start to think of online learning primarily as a more efficient
way to distribute training inside the organization, making it available ”any time”,”
anywhere” reducing direct costs (instructors, printed materials, training facilities), and
indirect costs (travel time, lodging and travel expenses, workforce downtimes). Attracted by
these significant and measurable advantages, companies start to look for ways to make the
most of their existing core training available online, and to manage and measure the
utilization of the new capabilities.
Characteristic of E-Training:
 Rich learning interface.
 Personalized training programs.
 Training from work place/home
 Virtual
 Class room.
6. E-Performance Management System: A web-based appraisal system can be defined as the
system which uses the web (intranet and internet) to effectively evaluate the skills,
knowledge and the performance of the employees.
7. E-Compensation: All companies whether small or large must engage in compensation
planning. Compensation planning is the process of ensuring that managers allocate salary
increases equitably across the organization while staying within budget guidelines. As
organizations have started expanding their boundaries, usage of intranet and internet has
become vital. The usage of intranet and internet for compensation planning is called E-
Compensation Management.

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1.7 ADVANTAGES OF E-HRM:
The E-HRM business models are designed for human resources professionals and executive
managers who need support to manage the work force, monitor changes and gather the
information needed in decision-making. At the same time it enables all employees to participate
in the process and keep track of relevant information. E-HRM has the potential to influence
both efficiency and effectiveness. Efficiency can be obtained by reducing the cycle times for
meting out paper work, increasing data precision, and reducing excess HR. Effectiveness can be
affected by improving the competence of both managers and employees to make better, quicker
decisions.
 Collection and store of information regarding the work force, which will act as the basis
for strategic decision-making.
 Integral support for the management of human resources and all other basic and support
processes within the company.
 Prompt insight into reporting and analysis.
 A more dynamic workflow in the business process, productivity and employee
satisfaction.
 A decisive step towards a paperless office.
 Makes the work to get over fast.
 Amplified and easy access to HR data and ease in classifying and reclassifying data.
 E-HRM can save costs while maintaining the quality of data.

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1.8 DISADVANTAGES OF E-HRM:
 Illicit Access: One of the basic disadvantages of using E-HRM is that the data gets free
accessible to all and anybody can access the strategic information and use it any way
without any authorization. It is prone to corruption/hacking/data losses.
 Specialized Knowledge: one of the advantages of E-HRM is that it may help the
organization to reduce the cost HR personnel, though it could increase the requirements
for technical staff with knowledge specific technology and functional area as well.
 Data Entry Errors: E-HRM can only perform as good as its human programmers
and end users.
 Low interpersonal contact: The use of EHRM can estrange staff members that need
personal support as it reduces the need for managers to interact with staff
 Improper use due to rigid mindsets: In order to make proper use of E-HRM, it
becomes very necessary for the staff to change their mindsets, as many people still have
certain inhibitions in using technology in certain facets of their profession. If this
transformation in technology is not synchronized with transformation in the mind set
and culture of the organization it can lead to a financial fiasco.
 Threat to HR Itself: The propensity of being dependent on technology will reduce the
reliance on manpower, thus it poses a great risk on the basic foundation of HR, where
the Human resources are considered as an asset and capital to achieve organizational
objectives and fulfill the mission and vision of the company.
1.9 E-HRM OUTCOMES:
According to Beer et al (1984) all E-HRM activities, will implicitly or explicitly be directed
towards distinguishing four possibilities:
a) High commitment,
b) High competence,
c) Cost effectiveness, and
d) Higher congruence.
These outcomes, in turn, may change the state of HRM in an organization, or through
individuals and/or groups within an organization actually result in a new HRM state. This closes

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the circle. With the addition of the E-HRM outcomes, the building blocks which are needed to
finalize our E-HRM model have been identified.
Literature suggests that the various goals of E-HRM and the different types of E-HRM are
expected to result in outcomes including more efficient HRM processes, a higher level of
service delivery and a better strategic contribution. Such expected outcomes can be
“encapsulated” in one concept, which could be counted as HRM effectiveness. E-HRM, as the
matter of fact, is expected to contribute to the effectiveness of HRM, which consequently could
help achieve the organization’s goals.

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CHAPTER: 2
INTRODUCTION
OF COMPANY

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COMPANY INTRODUCTION
Sun Pharmaceutical Industries Limited is an Indian multinational pharmaceutical company
headquartered in Mumbai, Maharashtra that manufactures and sells pharmaceutical
formulations and active pharmaceutical ingredients (APIs) primarily in India and the United
States. The company offers formulations in various therapeutic areas, such as cardiology,
psychiatry, neurology, gastroenterology and diabetology. It also provides APIs such as warfarin,
carbamazepine, etodolac and clorazepate, as well as anticancer, steroids, peptides, sex hormones
and controlled substances.
Mission: The mission of Sun India Pharmacy Ltd. is good health and happiness for all. We
believe in utilizing modern science to bring out the essence of nature and provide effective and
high quality medicines at affordable prices.
Vision: With the prime objective of good health to all, Sun India Pharmacy aims to be amongst
the top ten Generic Pharma and OTC players in India in the span of next ten years. We intend to
achieve this with the help of strategic growth and stringent quality measures.
2.1 BRIEF HISTORY:
Mr. Dilip Shanghvi established Sun Pharmaceutical in 1983 in Vapi with five products to treat
psychiatry ailments. Cardiology products have introduced in 1987 followed by gastroenterology
products in 1989.
Today it is the largest chronic prescription company in India and a market leader in psychiatry,
neurology, cardiology, orthopedics, ophthalmology.
The 2014 acquisition of Ranbaxy will make the company the largest Pharma Company in India,
the largest Indian Pharma company in US, and the fifth largest specialty generic company
globally.
Over 72% of Sun Pharma, sales are from markets outside India, primarily in the US. The US is
the single largest market, accounting for about 50% turnover, in all formulations or finished
dosage forms, account for 93% of the turnover.
Manufacturing is across 26 locations, including plants in the US, Canada, Brazil, Mexico, and
Israel. In the US, the company markets a large basket of generics, with a strong pipeline
awaiting approval from the U.S. Food and Drug Administration (FDA).

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Sun Pharma listed on the stock exchange in 1994 in an issue oversubscribed 55 times. The
founding family continues to hold a majority stake in the company. Today Sun Pharma is the
second largest and the most profitable pharmaceutical company in India, as well as the largest
Pharmaceutical Company by market capitalization on the Indian exchanges.
The Indian Pharmaceutical industry has become the third largest producer in the world in terms
of volumes and is poised to grow into an industry of 20 billion$ in 2015 from the current
turnover of 12 billion$. In terms of value of India, it is still at number 14 in the world.
2.2 ACQUISITIONS AND JOINT VENTURES:
Sun Pharma has complemented growth with select acquisition over the last two decades.
In 1996, Sun purchased a bulk drug manufacturing plant at Ahmednagar from Knoll.
Acquired Pharmaceuticals and MJ Pharma’s dosage plant at Halol that are both U.S.FDA
approved today.
In 1997, Sun acquired Tamil Nadu Dadha Pharmaceuticals Limited (TDPL) based in
Chennai, mainly for their extensive gynecology and oncology brands.
Also in 1997, Sun Pharma initiated their first foray into the lucrative US market with the
acquisition of Coraco Pharmaceuticals, based in Detroit.
In 1998, Sun acquired a number of respiratory brands from Natco Pharma.
Other notable acquisitions include:
 Milmet Labs and Gujarat Lyka Organics (1999)
 Pradeep Drug Company (2000),
 Phlox Pharma (2004), a formulation plant at Bryan, Ohio
 ICN Hungary from Valeant Pharma and Able Labs (2005),
 Chattem Chemicals (2008).
In 2010, the company acquired a large stake in Taro Pharmaceuticals, amongst the largest
generic derma companies in the US, with operations across Canada and Israel. The company
currently owns ~69% stake in Taro, for about 260 billion$.
In 2011, Sun Pharma entered into a joint venture with MSD to bring complex or differentiated
generics to emerging markets (Other than India).
In 2012, Sun announced acquisition of two companies: DUSA Pharmaceuticals, a dermatology
device company; and generic Pharma Company URL Pharma in 2013.

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The company announced an R&D joint venture for ophthalmology with the research company,
Intrexon.
On 6th
April 2014, Sun Pharma announced that it would acquired 100% of Ranbaxy
Laboratories Ltd, in an all-stock transaction, valued at 4 billion$. Japan’s Daiichi Sankyo held
63.4% stake in Ranbaxy. After this acquisition, it expected to close by end 2014.
In December 2014, the competition commission of India approved Sun Pharma’s 3.2 billion$
bid to buy Ranbaxy Laboratories, but ordered the firms to divest seven products to ensure the
ideal does not harm competition.
In March 2015, Sun Pharma announced it had agreed to buy GlaxoSmithKline’s opiates
business in Australia to strengthen its management portfolio.
2.3 BOARD OF DIRECTORS:
Sun Pharma’s board of directors includes:
 Israel Makov: Chairman
 Dilip Shanghvi: Managing Director
 Sudhir V. Valia: Executive Director
 Sailesh T. Desai: Executive Director
 Hasmukh S. Shah: Non Executive Independent Director
 Ketki M Mistry: Non Executive Independent Director
 Ashwin Dani: Non Executive Independent Director
 S. Mohanchand Dadha: Non executive Independent Director
 Rekha Sethi: Non Executive Independent Director
 Vijay Patel: Non Executive Independent Director
2.4 SPARC:
Sun Pharmaceutical Industries Ltd separated out its active projects in drug discovery and
innovation into a new company. This was done in order to bring in the right focus and
opportunity for growth for these projects that address international markets. A team of scientists
has been working since the year 2000 on these projects which are now at different stages of
preclinical and clinical development.

21
Sun Pharma, the parent company, continues to invest independently in generic research, both
for process development for API and formulation development for dosage forms.
In 2007, Sun Pharma demerged its innovative R&D arm, and listed it separately on the stock
market as the Sun Pharma Advanced Research Company Ltd. In 2013, SPARC declared
revenue or 873 millions. SPARC focuses on New Chemical Entities (NCE) research and New
Drug Delivery System and offers an annual update of its pipeline (NDDS).
2.5 AWARDS:
2015
 Mr. Dilip Shanghvi receives Business Leader of the Year Award “NDTV”
 Sun Pharma receives Excellence in CSR Award “India Pharma Awards” instituted
by UBM India
 Sun Pharma receives India Pharma Research & Development Award “Ministry of
Chemicals & Fertilizers, Government of India
2014
 Mr. Dilip Shanghvi receives Entrepreneur of the Year Award “Forbes Magazine”
 Sun Pharma receives Cardiovascular Pharmaceutical Company of the Year Award
“Frost & Sullivan India Healthcare Excellences Awards”
 Mr. Dilip Shanghvi receives Business Leader of the Year Award “The Economic
Times”
 Sun Pharma is listed among The World’s 100 Most Innovative Companies “Forbes”
 Mr. Dilip Shanghvi receives JRD TATA Corporate Leadership Award “All India
Management Association”
2013
 Mr. Uday Baldota receives Best CFO in Pharma Healthcare Award “CNBC TV – 18
CFO Awards”
 Sun Pharma is named Company of the Year “The Economic Times”
 Sun Pharma is named Company of the Year “Business Standard”
 Sun Pharma is listed among Asia’s Fab 50 Companies “Forbes”

22
2012
 Sun Pharma is named Most Outstanding Company of the Year “CNBC –TV 18
India Business Leader Awards”
 Sun Pharma is listed among World’s 100 Most Innovative Companies “Forbes”
 Sun Pharma is listed in Asia’s Fab 50 Companies “Forbes”
 Sun Pharma wins Business Leadership of the Year-Pharmaceutical Award “NDTV”
2011
 Mr. Dilip Shanghvi is recognized as World Entrepreneur of the Year “Ernst &
Young”
 Mr. Dilip Shanghvi is honored with Businessman of the Year Award “Business
India”
 Mr. Dilip Shanghvi is named Indian of the Year (Business) “CNN IBN”
 Mr. Sudhir V. Valia is named Best CFO in Pharma and Healthcare “CNBC-TV18
CFO Awards”
 Sun Pharma is hailed as the Pharmaceutical Company of the year “Frost & Sullivan
India Healthcare Excellence Awards”
2010
 Mr. Dilip Shanghvi receives Entrepreneur of the Year Award “Ernst & Young”
 Sun Pharma receives Business Leadership of the Year Award “NDTV PROFIT”
2009
 Mr. Sudhir V. Valia is named Best CFO in Pharma Healthcare “CNBC-TV18 CFO
Awards”
 Sun Pharma receives Rolta Corporate Awards Pharmaceuticals “Dun & Bradstreet”
2008
 Sun Pharma wins Outstanding Exporter of the Year: Pharmaceuticals, Healthcare
and Life sciences Award “CNBC TV 18: The International Trade Awards”
 Sun Pharma receives Business Leadership Award “NDTV Profit”
 Mr. Dilip Shanghvi is named CFO of the Year “Business Standard”
 Mr. Dilip Shanghvi is honored with Entrepreneur of the Year Award “The Economic
Times”

23
2007
 Mr. Dilip Shanghvi is recognized as First Generation Entrepreneur of the Year
“CNBC-TV 18”
 Mr. Dilip Shanghvi wins Pharmaceutical Companies IMC Juran Quality Medal
“IMC Ramkrishna Bajaj National Quality Award Trust”
2005
 Mr. Dilip Shanghvi named Entrepreneur of the Year (Healthcare and Life Science)
“Ernst & Young”
2.6 COMPANY AT GLANCE (Halol plant):
 SPIL (Sun Pharma Industries Limited) Halol Plant was originally owned by M J
Pharmaceuticals Industries Limited which was established in collaboration with Eli Lilly
and Co. Sun took over this plant in 1997.
 SPIL, Halol facility is manufacturing different types of formulations and having various
international regulatory approvals.
 Total plant area of the site is 104183.28 sq. meters with a built up area of 86775.00 sq.
meters.
 Site operates in three shifts.
 It has capability to manufacture wide range of therapeutic products.

24
CHAPTER: 3
LITERATURE
REVIEW

25
LITERATURE REVIEW
3.1 INTERNATIONAL LITERATURE REVIEW:
1) Parry, E. (2011). An examination of e-HRM as a means to increase the value of the
HR. The International Journal of Human Resource Management
Volume 22, Issue 5 , 2-9.
This article examines the potential use of e-HRM as a means to increase the value of the HR
function, within the framework of the resource-based view. Past research has suggested that e-
HRM may support the HR function in becoming more efficient, improving service delivery
and adopting a greater role in delivering the firm’s business strategy. The results from a large-
scale survey across 12 countries showed that e-HRM may help HR to increase its value by
becoming more strategic but found no evidence of cost savings due to reductions in HR
headcount. This suggests that organizations are using e-HRM in order to redeploy HR
practitioners from transactional work to more strategic and value added activities.
2) SAREEN, P. (2015). Study of Employee Satisfaction towards e-HRM system.
European Journal of Applied Business Management , pp.1-18.
Today technology underpins all the HR functions and can increase their effectiveness. After an
in-depth study of the journey of traditional HR towards e-HRM, it can aptly be said that e-
HRM helps to create competitive advantage and align the HR function more closely with
corporate strategy. The present study finds a relationship between various demographic
variables and level of satisfaction of employees (referred as End-users in the study) towards e-
HRM system of their respective organizations.
3) Nivlouei, F. B. (2014). Electronic Human Resource Management System.
International Journal of Business and Social Science, Vol. 5 No. 2 , 147-152.
In recent years electronic human resource management (E-HRM) is being used in most of the
big companies and institutions and is among the leading organizational systems in human
resource management (HRM) which its applications are considered to be very effective and
cost-effective. Doubtless in nowadays chaotic world, implementation and development of the

26
E-HRM systems as one of the basic features and elements in capacitating globalization
paradigm play a significant role in companies and countries.
4) Abdolhossein Karampour, Y. N. (2014). Survey and comparison of e-HRM systems
in oil and gas companies. International Journal of Management and Humanity
Sciences.Vol., 3 , 1308-1315
Although the concept of e-HRM has more applications in the macro levels, this study was
sought to develop and test a model to assess this concept at the micro and the public sector (in
two oil and gas companies) using the designed model. Testing of the model in two companies
revealed that e-HRM system is not at a suitable level in both oil and gas companies and is less
than the average i.e. e-recruitment, e-selection system and e-reward system are not at good level
in both oil and gas companies and they are less than medium and the state of e-learning and e-
assessment system is at the average level in both oil and gas companies. These results lead us to
conclude that first, the consistency of results in both companies is due to the similarity of two
organizations, and the solutions and policies required for e-HRM system are similar in both
companies. Second, the results indicate that from the five factors, e-evaluation system is
relatively more desirable.
5) Amir Kariznoee, M. A. (2012). The Examine of effect of e-HRM on employee’s job
performance. Advanced Research in Economic and Management Sciences
(AREMS) Vol.6. , 274-280.
The purpose of this study is to investigate the relationship between (E-HRM) and job
performance of employees. The methodology is based on Description– correlation model.
Statistical sample of the study are170 employees from 15manufacturing companies in the food
industry which classified as random quota. Necessary information to test the hypotheses was
obtained through two questionnaires. The results indicated there is a significant positive
relationship between (E-HRM) and job performance of employees.
6) Li Ma, M. Y. (2015). The role of E-HRM in contemporary HRM. Open Journal of
Social Sciences, VOLUME: 3 , 71-78.
More and more organizations have been replacing face-to-face human resource management
activities with electronic human resource management, E-HRM for short. E-HRM facilitates the

27
HR function to create dynamic and operational capabilities and contributes greatly on HRM
effectiveness. This article elaborates on E-HRM in detail on the following aspects: Introduction
of E-HRM, types of E-HRM, role of E-HRM, factors influencing utility, effectiveness of E-
HRM, determinants of attitude towards E-HRM and the context for E-HRM in China, and it is
expected to help people understand E-HRM more comprehensively and systematically.
7) Ali Akbar Ahmadi, F. R. (2014). Investigating effectivness of E-HRM. Arabian
Journal of Business and Management Review, Vol. 4, No.1 , 65-70.
Regarding the increasing development of human resource management, especially electronic
human resource management (e-HRM), and the important role of succession planning,
management in organizations, the literature of management shows e-HRM is still an
underdeveloped topic in the succession planning process. Therefore, this study aims to
investigate the effect of e-HRM infrastructures on succession planning components. This study
is a descriptive-applied research. The sample under study included experts, senior experts, and
executive managers of Shiraz Petrochemical Co. To collect the data needed to test the
hypotheses, a questionnaire was used. In order to confirm the validity of the research, the
experts’ opinions were used. The Spearman correlation test was used to analyze the data and to
test the hypotheses. Finally, using structural equations model, the overall fit of the model was
examined and was approved. As a result, this study suggests that e-HRM infrastructure affected
successful implementation of succession planning.
8) Maatman, M. (2006). Measuring effectiveness of E-HRM.
Practice based e-HRM started earlier than academic research into e-HRM. And as the promises
of the vendors of e-HRM technology are not achieved and the investments to be made in e-
HRM are high, scientific research can be of value for identifying the reasons for not achieving
these promises. The Dutch Ministry of Interior Affairs is such an organization that has made the
investments in e-HRM. Although Emplaza, the e-HRM solution of the Ministry, is still under
construction and therefore the effectiveness at this moment cannot be determined, there exists a
need for a scientific reflection on Emplaza. The research framework can be of support for the
Ministry as it has proven itself to capture interesting aspects and uncovered some relations that
determine the effectiveness of e-HRM. The framework can also be used for general research
into the effectiveness of e-HRM, although it needs to be researched more intensively.

28
9) Fisher, S. L. (2013). evidence based review on EHRM.
One stated purpose of electronic human resource management (e-HRM) is to make the entire
HRM function more strategic. The goal of this paper is to examine recent research in e-HRM to
evaluate the cumulated evidence on the relationship between strategic HRM and e-HRM, and to
provide evidence-based guidance to practitioners and researchers. Specifically, we examine
evidence of a relationship between e-HRM and strategic HR, the direction of the relationship,
and the resources or contexts important for the e-HRM and strategic HR relationship to exist.
We review 20 studies published from 2007-2009 using integrative synthesis as our evidence-
based methodology. Results reveal that few e-HRM empirical studies have explicitly examined
strategic issues. Less than half the studies are at a macro-level of analysis, which is a key
distinguishing feature of research conducted in the strategic HRM domain. Furthermore, most
research only examines the relationship between e-HRM and perceived strategic effectiveness
of HRM.
10) DAVOUDI, S. M., & FARTASH, K. (2012). E-HRM: New avenues which leads to
organizational success. Spectrum: A Journal of Multidisciplinary Research, vol:1,
issue:2 , 75-83.
This paper attempts to clarify the important role of electronic human resource management
(EHRM) in organizations. As a result, first of all, the present paper reviews the relevant
literature about E-HRM. In the next step, the objectives of E-HRM in organizations are
described. Then, three types of E-HRM are clarified. Thereafter, the applications and benefits of
E-HRM are described. Moreover, this paper identified some factors which contribute to
successful implementation of E-HRM in organizations. Then, by proposing a model, this paper
illustrates the important role of information technology in supporting HR practices. Finally, the
current paper develops theoretical proposition that provide further insight, for managers of
organizations and business owners, on integrating HR practices with information technology
which contributes to organizational superior outcomes.

29
3.2 NATIONAL LITERATURE REVIEW:
11) Menka, M. (2015). E-HRM: an innovative tool for organizational performance.
indian journal of applied research, vol: 5, issue: 2 , 95-97.
The term E-HRM is used to describe technology’s role in enabling the transformation of solely
HR activity. EHRM automatically reduces a stack of papers or a document type office. E-HRM
can build a transparent environment for employees and nobody can blame to E-HRM for
partiality. E-HRM advances organization climate very clearly and relates to the outstanding
designing of activities, improves quality and offers self-service to the employees. This paper
explores importance of various tools of E-HRM which leads to easy performance of HR
activities in organizations. The paper reflects the scope and benefits of E-HRM in organizations.
12) Dr. Ankita Jain, A. G. (2014). E-HRM and E- recruitment challenges in flat world.
International Journal of Scientific and Research Publications, Vol: 4, Issue 1, 1-8.
Human resource management has undergone a huge technological advancement. Internet has a
great impact on the overall functioning of human resource department. Human resource
functioning whether its recruitment, selection, training, induction, database management all are
done through internet media. By doing this a concept of E-HRM has came into existence. E-
HRM is a progression in which all the HR plans, policies and 29organization are undertaking
through internet medium. E-Recruitment is an internet media through which job seekers can
apply for vacancies online. Here the job seekers can attach their curriculum vitae and
application form and the recruiters can get the detail of the candidates. The aim of this research
paper is to determine what all E-Recruitment strategies are used by the 29organizations in India
after being globalised
13) Kaur, P. (2012). E-HRM: a boon or bane. Anveshanam- A National Journal Of
Management Vol.1, No.1 , 35-38.
With the advancement of web technologies during the past few years, we have witnessed the
origination of Electronic Human Resource Management (e- HRM) which, as indicated by
experts, is a much more potent enabler in transforming the role of Human Resource (HR) from
a mere advising staff function to a more strategic line function becoming an administrative
expert, an employee champion a business partner and a change agent. But of course, the

30
accessibility and availability of an enabler doesn’t assure successful transformation. This paper
focuses on the advantages and disadvantages of EHRM and discusses whether it is a boon or
bane in today’s corporate scenario
14) Bhagawan Chandra Sinha, D. M. (2014). E-HRM Tools: An Empirical Study in
Select Indian Organisations. International Journal of Business and Management
Invention , 71-83.
Most of dynamic organizations are equipped with different types of tools which facilitates in
delivery of HR services. The present research in its endeavor identifies the extent to which
different instruments/ tools are in use in selected Indian organizations. This paper also explores
difference in use pattern of (electronic human resource management) e-HRM tools in context to
private vis-a-vis public and manufacturing/mining vis-a-vis services. It also identifies whether
the application of e-HRM tools is same or different for select Indian organizations. Employees’
responses have been compiled through a structured questionnaire consisting of demographic
variables and statements regarding use of e-HRM tools.
15) Nenwani, P. J. (2013). E-HRM Prospective in Present Scenario. International
Journal of Advance Research in computer science and management studies, vol:1
issue:7 , 422-428.
E-HRM is the application of IT for HR practices which enables easy interactions within
employee and employers. It stores information regarding payroll, employee personal data,
performance management, training, recruitment and strategic orientation. The authorization of
different HR functions can be distributed through E-HRM. Competitive business environments
have compelled the organizations to think speedily to innovate and excel for their survival. The
change in Information Technology is faster than any other processes in the organization. One of
the major hurdles which the HR department needs to cross is the changing technological
environment. The IT possibilities for HRM are endless; in principle all HR processes can be
supported by IT. With computer hardware, software and databases, organization can keep
records and information better as well as retrieve them with greater ease. E-HRM is the
relatively new term for this IT supported HRM, especially through the use of web technology.

31
CHAPTER: 4
RESEARCH
METHODOLOGY

32
RESEARCH METHODOLOGY
A research methodology is the systematic way for acquiring knowledge on organization’s topics
and statistically analyzes the given set of data, and finding out the important facts and
suggestions.
o A questionnaire was prepared to gauge the awareness of E-HRM among employees.
o Survey has been carried out in the company covering employees from all departments
of the plant.
o The question was presented in one to one interview with each of the respondents.
o Responses of the concerned persons had been thoroughly analyzed.
o Conclusions had been arrived at using the response of the concerned persons and not on
questionnaire alone.
In this context the questionnaire was not a fully fledged one and was made with an intention of
getting the main information as employees don’t have that much time to spare and also a long
questionnaire may irritate them. So the questionnaire used in my research was really crisp and
was aimed at getting the required information in the least time, also the questionnaire was used
for primary purpose only
4.1 RESEARCH OBJECTIVE:
The main objective of this research is to study different types of E-HRM practices running in an
organization also determine whether employees are satisfied with this practices or not.
 to study perception towards E-HRM practices
4.2 SCOPE OF STUDY:
The project scope involves the study of different types of E-HRM practices in an organization
such as E- Employee Profile, E- recruitment, E- approvals, E-training etc. This also involves
determining satisfaction of employees towards these practices, advantages and disadvantages
associated with it. The study is useful in unveiling scope of further improvement in this area.

33
4.3 TYPES OF RESEARCH AND RESEARCH DESIGN:
Research is the systematic investigation into and study of materials and sources in order to
establish facts and reach new conclusions.
 Quantitative Research- Quantitative research generates numerical data or information
that can be converted into numbers. Only measurable data are being gathered and
analyzed in this type of research.
 Qualitative Research- Qualitative Research on the other hand generates non-numerical
data. It focuses on gathering of mainly verbal data rather than measurements. Gathered
information is then analyzed in an interpretative manner, subjective, impressionistic or
even diagnostic
Research design specifies the methods and procedures for conducting a particular study. A
research design is the arrangement of conditions for collection and analysis of the data in a
manner that aims to combine relevance to their search purpose with economy in procedure.
Research design is broadly classified into three types as:
1. Exploratory research
2. Descriptive research
3. Casual research
Exploratory research or formulative research: The objective of exploratory research is to
gather preliminary information that will help define problems and suggest hypotheses.
Descriptive research: The objective of descriptive research is to describe the characteristics of
various aspects, such as the market potential for a product or the demographics and attitudes of
consumers who buy the product.
Causal research: The objective of causal research is to test hypotheses about cause-and-effect
relationships. If the objective is to determine which variable might be causing a certain
behavior, i.e. whether there is a cause and effect relationship between variables, causal research
must be undertaken. This type of research is very complex and the researcher can never be
completely certain that there are not other factors influencing the causal relationship.

34
4.4 DESCRIPTIVE RESEARCH DESIGN:
Descriptive research studies are those studies which are concerned with the described
characteristics of particular individual. In descriptive as well as in diagnostic studies, the
researcher must be able to define clearly, what he/she wants to measure and must find adequate
methods for measuring it along with a clear cut definition of population he/she want to study.
Since the aim is to obtain complete and accurate information in the said studies, the procedure
to be used must be carefully planned. The research design must make enough provision for
protection against bias and must maximize reliability, with due concern for the economical
completion of the research study.
The method undertaken in this project is descriptive type and in which we give the sample
respondent some question to fill and on basis of that we find the statistical inferences.
4.4.1 Sample Design
A Sample Design is a definite plan for obtaining a sample from a given population. It refers to
the technique to the procedure adopted in selecting items for the sampling designs are as below:
Sample Size
The sample size has been 80 employees. Conclusions had been arrived at using the response of
the questionnaire.
Sampling Method
In this research project, I used Random sampling method covering almost all departments.
4.4.2 Source of Information:
The data were collected from structured close ended questionnaires.
It basically has two type very carefully selected questions i.e. Primary and Secondary questions.
Primary questions are those that are dependent on individuals and secondary questions are
dependent on the perception of that individual.
Data collection method:
o Primary data: means data that are collected by different techniques like questionnaire,
depth interview, survey, schedules etc. In this project, primary data was collected by
means of questionnaire.
o Secondary data: means data that are already available such as publications of central,
state/local government or foreign government, journals, articles etc.

35
4.5 BENEFITS:
The project study carried out in organization has provided knowingly or unknowingly many
benefits. It helped us:
 To know different types of E-hr practices running in corporate sector.
 To determine employee satisfaction towards it.
 To suggest different improvements which can be made to increase comfort level
between employees and this system.
4.6 LIMITATION:
Although all effort was taken to make the result of the survey as accurate as possible, there were
certain constraints during the study.
o Few employees were not willing to give appointment due to their busy schedule.
o Due to very large size of the population, only selected samples of employees were
contacted.
o Due to fast pace of life, some employees were unable to justify to the questionnaire.
o Personal biases might have come while answering the questionnaire.

36
CHAPTER: 5
DATA ANALYSIS
AND
INTERPRETATION

37
DATA ANALYSIS PROCESS
Once the necessary data collected, the next task is to aggregate the data in a meaningful manner.
A number of tables are prepared to bring out the main characteristics of the data. The researcher
should have a well thought out framework for processing and analyzing data, and this should be
done prior to the collection.
It includes the following activities:
I. Editing
The first task in data processing is the editing. Editing is the process of examining errors and
omissions in the collected data and making necessary corrections in the same.
II. Coding
Coding is necessary to carry out the subsequent operations of tabulating and analyzing data. If
coding is not done, it will not be possible to reduce a large number of heterogeneous data into
meaningful categories with the result that the analysis of data would be weak and ineffective,
and without proper focus.
III. Tabulation
Tabulation comprises sorting of the data into different categories and counting the number of
cases that belong to each category. This is also called universal tabulation. The analysis based
on just one variable is obviously meager. Where two or more variables are involved in
tabulation, it is called vicariate or multivariate tabulation.
IV. Analysis
After the all three above steps, the most important step is analysis of the data.
 In here, a well drafted questionnaire was prepared to determine awareness, user-
friendliness and perception towards E-HRM system in organization. The survey was
carried out by distributing questionnaire in all departments to selected no. of employees.
The questionnaire had 22 questions which were related to satisfaction of employees
towards different modules of E-HRM system. The data received from questionnaire was
analyzed statistically and interpretation of each question is given below:

38
I. DEMOGRAPHIC:
1. AGE GROUP:
Interpretation:
In the survey 20% of respondents are having age between 20-30 years, 46.25% respondents’
age is between 31-40 years, 23.75% of respondents’ age between 41-50 years and 10% having
age above 50. However age has no significant impact on satisfaction of using E-HR portals.
20%
46%
24%
10%
20-30
31-40
41-50
ABOVE 50
AGE GROUP NO. OF RESPONDENTS % OF RESPONDENTS
20-30 16 20
31-40 37 46.25
41-50 19 23.75
ABOVE 50 8 10

39
2. GENDER:
Interpretation:
Sun Pharma has number of employees working in it. In the study 83.7% of employees are
male while other 16.3% of employees are female. It shows that there are more number of
males employees then females in organization.
MALE, 83.7
FEMALE, 16.3
GENDER NO. OF RESPONDENTS % OF RESPONDENTS
MALE 67 83.7
FEMALE 13 16.3

40
3. DEPARTMENT:
Interpretation:
Sun Pharma has number of working department from office work to
production line job. In a survey 18.75% are from production, 13.75% from
packing, 17.5% from QA, 8.75% from QC, 7.5% from quality engg., 6.25%
from HR department, 5% from IT department, 7.5% from stores, 5% from
MSTG and 10% from others.
19%
14%
17%
9%
7%
6%
5%
8%
5%
10%
PRODUCTION
PACKING
QUALITY ASSURANCE
QUALITY CONTROL
QUALITY ENGG
HR DEPT
IT DEPT
STORES
MSTG
OTHERS
DEPARTMENT NO. OF RESPONDENTS % OF RESPONDENTS
PRODUCTION 15 18.75
PACKING 11 13.75
QUALITY
ASSURANCE 14 17.5
QUALITY
CONTROL 7 8.75
QUALITY ENGG 6 7.5
HR DEPT 5 6.25
IT DEPT 4 5
STORES 6 7.5
MSTG 4 5
OTHERS 8 10

41
4. DESIGNATION:
Interpretation:
For a proper non-biased survey of E-HRM portals, employees from various
designations were considered for their review. From junior officer to associate
vice president designation were considered.
1.25
3.75
2.5
11.25
13.75
5
15
8.75
5
12.5
12.5
8.75
associate vice president
generalmanager
deputy general manager
executive I
executive II
senior manager
managerI
managerII
assistant manager
officer I
officer II
junior officer
DESIGNATION NO. OF RESPONDENTS % OF RESPONDENTS
ASSOCIATE VICE PRESIDENT 1 1.25
GENERAL MANAGER 3 3.75
DEPUTY GENERAL MANAGER 2 2.5
EXECUTIVE I 9 11.25
EXECUTIVE II 11 13.75
SENIOR MANAGER 4 5
MANAGER I 12 15
MANAGER II 7 8.75
ASSISTANT MANAGER 4 5
OFFICER I 10 12.5
OFFICER II 10 12.5
JUNIOR OFFICER 7 8.75

42
5. TENURE:
TENURE IN SUNPHARMA NO. OF RESPONDENTS % OF RESPONDENTS
0-2 years 29 36.25
3-5 years 25 31.25
above 5 years 26 32.5
Interpretation:
In this survey demographic variables (such as working experience) have also
been undertaken, to study E-HRM practice in an organization. In the survey
36.25% of the employees were having 0-2 years of experience, 31.25% of
employees having experience between 3-5 years and 32.5% of employees are
having experience above 5 years.
36%
31%
33%
0-2 years
3-5 years
above 5 years

43
II. AWARENESS AND USER-FRIENDLY:
6. FULL FORM OF E-HRM SYSTEM IS:
Interpretation:
It was surveyed whether employees are aware about this system or not by asking them the
full form of E-HRM. From this we can say that 88.75% of employee knowing the correct
full form of E-HRM system and 11.25% of employee doesn’t know the correct full form of E-
HRM system.
2.5
88.75
8.75
0
0
10
20
30
40
50
60
70
80
90
100
ELECTRONICHUMAN
RESEARCH
MANAGEMENT
ELECTRONICHUMAN
RESOURCE
MANAGEMENT
ELECTRIC HUMAN
RESOURCE
MANAGEMENT
NONE OF THE ABOVE
ANSWERS NO. OF RESPONDANTS % OF RESPONDANTS
ELECTRONIC HUMAN RESEARCH
MANAGEMENT 2 2.5
ELECTRONIC HUMAN RESOURCE
MANAGEMENT 71 88.75
ELECTRIC HUMAN RESOURCE
MANAGEMENT 7 8.75
NONE OF THE ABOVE 0 0

44
7. I AM AWARE ABOUT E-HRM SYSTEM IN OUR ORGANIZATION.
ANSWERS NO. OF RESPONDENTS % OF RESPONDENTS
STRONGLY AGREE 33 41.25
AGREE 33 41.25
NEUTRAL 6 7.5
DISAGREE 4 5
STRONGLY DISAGREE 4 5
Interpretation:
Nowadays most of the organization has E-HRM system to survive in competitive environment
and the employees should be aware about the system. In Sun Pharma 41.25% of employee
strongly agree that they were aware about E-HRM system, 41.25% of employee just agree on
statement, 7.5% of employee has neutral opinion, 5% of employee are disagree and 5% of
employee strongly disagree on this statement.

45
8. E-HRM SYSTEM IS USER FRIENDLY AND EASY TO USE.
STRONGLY AGREE 20 25
AGREE 41 51.25
NEUTRAL 11 13.75
DISAGREE 4 5
STRONGLY DISAGREE
4 5
Interpretation:
It is important that the E-HRM system should be user friendly and easy to use for employees.
From the study we can say that 25% of employee are strongly agree with the statement that the
system is user friendly and easy to use, 51.25% just agree on the statement, 13.75% has neutral
opinion, 5% are disagree and another 5% are strongly disagree from the statement that the
system is user friendly and easy to use
25
51.25
13.75
5
5
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree

46
9. TRAINING IS PROVIDED TO ME ON HOW TO USE E-HRM PORTALS.
STRONGLY
AGREE 19 23.75
AGREE 34 42.5
NEUTRAL 17 21.25
DISAGREE 5 6.25
STRONGLY
DISAGREE 5 6.25
Interpretation:
Training on how to operate E-HRM portals should be conducted in organization having this
system. In Sun Pharma 23.75% of employee strongly agree that the training on E-HRM is
given to them, 42.5% of employee just agree on the statement, 21.25% has neutral opinion,
6.25% has disagree and other 6.25% has strongly disagree on statement.
23.75
42.5
21.25
6.25
6.25
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree

47
10. I GET ACCURATE INFORMATION IN TIME THROUGH THIS SYSTEM.
STRONGLY
AGREE 16 20
AGREE 41 51.25
NEUTRAL 14 17.5
DISAGREE 6 7.5
STRONGLY
DISAGREE 3 3.75
Interpretation:
It is important that E-HRM should provide the accurate information to the employee time to
time. 20% of employee strongly agree that the system provides timely information to them,
51.25% of employee simply agree on statement, 17.25% has neutral opinion, 7.5% employee
only disagree and 3.75% are strongly disagree on statement. From this we can say that
system provides accurate timely information to the employee.
20
51.25
17.5
7.5
3.75
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree

48
11. THIS SYSTEM HAS BEEN SUCCESSFUL IN IMPROVING ACCURACY AND
EFFICIENCY OF HR FUNCTIONS.
Interpretation:
In organization this system is used to improve the accuracy and efficiency of HR function. In
survey 20% of the employee strongly agree that E-HRM improves the accuracy and efficiency
of HR function, 50% of employee simply agree on the statement, 18.75% has neutral view on
it, 6.25% of employee are disagree and 5% has strongly disagree from the statement.
20
50
18.75
6.25
5
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
ANSWERS NO.OF RESPONDENTS % OF RESPONDENTS
STRONGLY AGREE 16 20
AGREE 40 50
NEUTRAL 15 18.75
DISAGREE 5 6.25
STRONGLY
DISAGREE 4 5

49
III. E-HRM PRACTICES:
12. MY ORGANIZATION PRACTICES TRAVEL, REIMBURSEMENT APPROVAL
THROUGH E-HRM ONLY.
AGREE 32 40
NEUTRAL 15 18.75
DISAGREE 8 10
STRONGLY
DISAGREE 2 2.5
Interpretation:
In organization E-HRM portals are used to get travel, reimbursement approval and many
other things such as training, leave etc. In study 28.75% of employee strongly agree on this
statement, 40% of employee just agree, 18.75% of employee has neutral opinion on the
statement, 10% of employee disagree and 2.5% are strongly disagree on the statement that
organization practices travel, reimbursement approval through E-HRM only.
28.75
40
18.75
10
2.5
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree

50
13. COMPANY PROMOTES E-RECRUITMENT.
Interpretation:
E-Recruitment is one of the tools of E-HRM portal. In survey 22.5% of employee strongly
agree that company promotes E-Recruitment, 36.25% of employee simply agree on statement,
30% has neutral point of view, 7.5% of employee has disagree from the statement while
3.75% of employee strongly disagree that company promotes E-recruitment.
22.5
36.25
30
7.5
3.75
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
ANSWERS NO.OF RESPONDENTS % OF RESPONDENTS
AGREE 29 36.25
NEUTRAL 24 30
DISAGREE 6 7.5
STRONGLY
DISAGREE 3 3.75

51
14. WE APPLY FOR LEAVE THROUGH E-HRM SYSTEM.
Interpretation:
Employee can apply for leave through E-HRM system as it is one of the features of this
system and it saves time too. In Sun Pharma 51.25% of employee strongly agree that they
apply for leave through this system, 32.5% of employee just agree, 6.25% has neutral opinion,
5% has disagree from the statement and 5% strongly disagree on the statement that they use
E-HRM system for applying leave.
51.25
32.5
6.25
5
5
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
ANSWERS NO OF RESPONDENTS % OF RESPONDENTS
AGREE 26 32.5
NEUTRAL 5 6.25
DISAGREE 4 5
STRONGLY
DISAGREE 4 5

52
15. COMPANY PROMOTES E-SELECTION THROUGH THIS SYSTEM.
Interpretation:
From the study we can say that in Sun Pharma 10% of employee strongly agree that company
promotes E-selection through the system, 28.75% of employee just agree on statement,
33.75% of employee has neutral opinion, 21.25% of employee disagree from the statement
and 6.25% has strongly disagree that company promotes E-selection through the system.
10
28.75
33.75
21.25
6.25
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
STRONGLY AGREE 8 10
AGREE 23 28.75
NEUTRAL 27 33.75
DISAGREE 17 21.25
STRONGLY
DISAGREE 5 6.25

53
16. COMPANY PROVIDES E-TRAINING EFFICIENTLY THROUGH THIS SYSTEM.
Interpretation:
Training can also be provided from the E-HRM system that’s called as E-training. In Sun
Pharma E-training is under implementation in various departments. From study we found that
in Sun Pharma 12.5% of employee strongly agree that company provides E-training through
the system, 26.25% of employees just agree on statement, 30% has neutral view, 23.75% of
employee disagree from the statement and 7.5% strongly disagree that company provides e-
training.
12.5
26.25
30
23.75
7.5
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
AGREE 21 26.25
NEUTRAL 24 30
DISAGREE 19 23.75
STRONGLY
DISAGREE 6 7.5

54
17. ORGANIZATION GIVES PERFORMANCE APPRAISAL THROUGH E-HRM.
Interpretation:
To motivate employees to work more efficiently, after each job work completion they are
given rating or performance appraisal through this portal. From the study we found that 27.5%
of employees strongly agree that company gives performance appraisal through E-HRM,
31.25% of employee has agree with statement, 27.5% of employee has neutral opinion, 6.25%
of employee disagree and 7.5% employee strongly disagree from the statement that company
gives performance appraisal through E-HRM.
27.5
31.25
27.5
6.25
7.5
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
AGREE 25 31.25
NEUTRAL 22 27.5
DISAGREE 5 6.25
STRONGLY DISAGREE 6 7.5

55
IV. PERCEPTION TOWARDS E-HRM PRACTICES:
18. ARE YOU SATISFIED WITH E-HRM SYSTEM OF YOUR ORGANIZATION?
Interpretation:
Proper functioning of E-HRM system in organization is required. In Sun Pharma 77.5% of
employee are satisfied with the E-HRM system, 18.75% of employees are not satisfied with
the E-HRM system and 3.75% of the employees are neither satisfied or dissatisfied from the
system they have neutral point of view.
77.5
18.75
3.75
YES
NO
NEUTRAL
YES 62 77.5
NO 15 18.75
NEUTRAL 3 3.75

56
19. E-HRM SYSTEM OF OUR ORGANIZATION IS UPDATED REGULARLY AS PER
NEEDS.
YES 67 83.75
NO 13 16.25
Interpretation:
It is important to update the E-HRM system for its proper functioning and to make it user
friendly. In Sun Pharma 83.75% of employee said that the E-HRM system has updated
regularly in their organization and 16.25% of employee said that E-HRM system has been not
updated regularly in their organization.
YES, 83.75
NO, 16.25

57
20. I PROMOTE THE USAGE OF THIS SYSTEM BECAUSE:
Interpretation:
Study says that employees find it easy to use E-HRM for a specific reason. During this
survey 17.5 % said that they promote usage of E-HRM system because it improves HR
function, 7.5% says that it reduces time, 16.25% people say that it is user-friendly and rest of
them agree on these three advantages.
17.5
7.5
16.25
58.75
improves the function of HR
reduces wastage of time
user-friendly
all of the above
improves the function of HR
14 17.5
reduces wastage of time 6 7.5
user-friendly 13 16.25
all of the above 47 58.75

58
21. I DON’T LIKE TO USE THIS SYSTEM BECAUSE:
During survey it was asked that, what might be the reasons which restrict the employees to use
E-HRM portals. Due to these kinds of reasons, sometimes advanced portals do not get justified
usage. So various problems faced by employees during working with this system has been
noted:
 More complicated.
 Needs updation in every possible way to make it user friendly.
 Takes time to learn how to operate E-HRM system.
 Can’t be used from home.
 No face to face meeting due to this system.
 Slow process.
 Not properly responding.
 Time consuming.
 METIS software is very slow.
 Lack of training is given for this system.
 Can’t be operated from mobile.
 Not user friendly.
 It is not easy to use.
 Lack of information regarding system.
 Problems in login and log out.

60
FINDINGS:
o In sunpharma mainly three E-HRM portals are used: metis, success factors and PMS.
o It seems that employees are quiet well aware about EHRM system running in their
organization.
o The employees irrespective of their age, gender, department, designation and tenure use
this system daily.
o They are almost completely aware about E-HRM system running in their organization.
o Majority of employees find it user friendly and easy to use.
o Training on how to use E-HRM portals is also given to some extent. However it has also
been found that metis training is given majorly and rest of them are given to only
selected people.
o In this organization, E-HRM portals are sufficient enough to provide accurate
information time to time.
o E-HRM system in corporate world is aimed at improving HR functions and here
majority of employees agree on this statement.
o Reimbursement approvals are well practiced through these portals, but the process
seems to be more cumbersome to the employees rather than traditional one.
o Travel approvals are also practiced through portals.
o For demanding and granting the leave, E-HRM portals are very wisely used by all in this
organization.
o E-recruitment is practiced through EHRM portals specially known as success factors,
used by recruitment department of Human Resources.
o E-selection has not been implemented in this organization to a fair extent.
o E-Training is under implementation process named as LMS (Learning Management
System) in this organization.
o Employees are satisfied with E-HRM portals and according to them these portals are
updated regularly.

61
CHAPTER: 7
CONCLUSIONS
AND
SUGGESTIONS.

62
CONCLUSION:
7.1 E-HRM IS A BOON OR BANE?
The Use of technology and Information systems have been a blessing in disguise in making the
business processes more effective and efficient, along with saving costs and making the tasks
more accurate and less time consuming. Most of the modern day business houses prefer to use
the state of the art technological infrastructure and applications. Though the uses of
technological updation have benefited the organizations but it can be disastrous as the easily
accessible data can be collected without authorization and can be misused. Also at times the
rigid mindsets of people can pose a great challenge to the application of E-HRM. Therefore the
mindsets of employees and line managers need to be changed, they have to comprehend and
recognize the usefulness of E-HRM and its tools.
7.2 CONCLUSION FROM REPORT:
Analysis of all the facts & figures, the observations and the experience during the training
period gives a very positive impression regarding the E-HRM used by Sun Pharma plant at
Halol.
During this report following objectives are achieved:
 to study perception towards E-HRM practices
However many changes are suggested by employees working over there, which can be
implemented to make it more user-friendly.
At last but not the least I conclude that: The transformation of Traditional HR to Electronic HR
where it not only plays the role of an administrative expert, but also becomes the employee
champion, a change agent and a business partner, it has been majorly possible with the use of
technological tools and applications. With the various advantages and little disadvantages it can

63
be recommended that all the organizations use EHRM technology, that promises to provide a
useful, efficient and Increased performance in spite of all barriers it has to face.
SUGGESTIONS:
 Training should be given for this system.
 More automization is required.
 Needs to introduce some advance technology.
 Day to day updation in system should be done.
 More speed required to execute one page.
 Improvement in reimbursement approval is required.
 Include more functions in it.
 Provide more training of EHRM.
 Should be available as android application for mobile users.
 Make it more useful.
 Awareness training required for E-HRM, training sessions should be conducted for new-
joiners’ or during updation of software regarding E-HRM.
 Make it user friendly.
 Should be updated for travelling detail, other resource for employee development.
 Make it less complicated.
 Should be updated for fast response.
 For regularity functions frequent teleconference and group meeting needs to be
conducted, it would be helpful.
 Should be more interactive.
 Working efficiency should be improved.
 Need to switchover to any other advance portals.
 Attendance needs to be display directly on page rather than in excel sheet.
 Needs to develop common system, common login id and password for different system.

64
CHAPTER: 8
BIBLIOGRAPHY
AND
WEBLIOGRAPHY

65
BIBLIOGRAPHY:
Abdolhossein Karampour, Y. N. (2014). Survey and comparison of e-HRM systems in oil and
gas companies. International Journal of Management and Humanity Sciences. Vol., 3 , 13.
Ali Akbar Ahmadi, F. R. (2014). Investigating effectivness of E-HRM. Arabian Journal of
Business and Management Review, Vol. 4, No.1 , 65-70.
Amir Kariznoee, M. A. (2012). The Examine of effect of e-HRM on employee’s job
performance. Advanced Research in Economic and Management Sciences (AREMS) Vol.6. ,
274-280.
Bhagawan Chandra Sinha, D. M. (2014). E-HRM Tools: An Empirical Study in Select Indian
Organisations. International Journal of Business and Management Invention , 71-83.
DAVOUDI, S. M., & FARTASH, K. (2012). E-HRM: New avenues which leads to
organizational success. Spectrum: A Journal of Multidisciplinary Research, vol:1, issue:2 , 75-
83.
Dr. Ankita Jain, A. G. (2014). E-HRM and E- recruitment challenges in flat world.
International Journal of Scientific and Research Publications, Volume 4, Issue 1, , 1-8.
Fisher, S. L. (2013). evidence based review on EHRM.
Kaur, P. (2012). E-HRM: a boon or bane. ANVESHANAM- A NATIONAL JOURNAL OF
MANAGEMENT VOL.1, NO.1 , 35-38.
Li Ma, M. Y. (2015). The role of E-HRM in contemporary HRM. Open Journal of Social
Sciences, VOLUME: 3 , 71-78.
Maatman, M. (2006). Measuring effectiveness of E-HRM.
Menka, M. (2015). E-HRM: an innovative tool for organizational performance. indian journal
of applied research, vol: 5, issue: 2 , 95-97.

66
Nenwani, P. J. (2013). E-HRM Prospective in Present Scenario. International Journal of
Advance Research in computer science and management studies, vol:1 issue:7 , 422-428.
Nivlouei, F. B. (2014). Electronic Human Resource Management System. International Journal
of Business and Social Science, Vol. 5 No. 2 , 147-152.
Parry, E. (2011). An examination of e-HRM as a means to increase the value of the HR. The
International Journal of Human Resource Management, Volume 22, Issue 5 , 2-9.
SAREEN, P. (2015). Study of Employee Satisfaction towards e-HRM system. European
Journal of Applied Business Management , pp.1-18.
Somendra Pant, A. C. (2012). an E-HRM strategy implementation: a conceptual framework. 24-
30.
WEBLIOGRAPHY:
www.sunpharma.com
www.whatishumanresursce.com
www.businessjargons.com

68
I
QUESTIONNAIRE:
TOPIC: To study E-HRM practices in a organization.
Declaration: I am a management student from PARUL INSTITUTE OF MANAGEMENT
conducting analysis study on E-HRM practices in your organization. Kindly cooperate to fill the
survey form.
Thanking you.
I. DEMOGRAPHIC:
1. AGE GROUP: 20-30 31-40 41-50 ABOVE 50
2. GENDER: Male Female
3. DEPARTMENT: ________________
4. DESIGNATION:________________
5. TENURE IN SUNPHARMA: 0-2 Yrs 3-5 yrs above 5 yrs
II. AWARENESS AND USERFRIENDLINESS
6. Full form of E-HRM system:
a) Electronic human research management b) Electronic human resource management
c) Electric human resource management d) none of the above
Sr No. QUESTIONS SA A N D SD
7. I am aware about E-HRM system in our organization.
8. E-HRM system is user-friendly and easy to use.
9. Training is provided to me on how to use E-HRM portals.
10. I get accurate information in time through this system.
11. This system has been successful in improving accuracy and
efficiency of HR functions.
III. E-HRM PRACTICES.
12. My organization practices travel, reimbursement approval
through E-HRM only.

69
13. Company promotes E-recruitment.
14. We apply for leave through E-HRM system.
15. Company promotes E-selection through this system.
16. Company provides E-training efficiently through this system
17. Organization gives performance appraisal through E-HRM
*SA = strongly agree A= agree N= neutral D= disagree SD= strongly disagree
IV. PERCEPTION TOWARDS E-HRM PRACTICES:
18. Are you satisfied with E-HRM system of your organization?
a) Yes b) no
19. E-HRM system of our organization is updated regularly as per needs.
a) Yes b) no
20. I promote the usage of this system because:
a) Improves function of HR b) Reduces wastage of time
c) User-friendly d) all of the above
21. I don’t like to use this system because:
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
22. State your suggestions in further improvement of this system.
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________

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