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web based on hris in hrp
- 1. Recruitment and selection project review2 WEB BASED ON HRIS IN HRP Submitted by submitted to INDRADEVI R v.Mathyseelan(15BBA0043) p.ajith Kumar(15BBA0054) A. Syed Hussain(15BBA0025) VM. Ibrahim(15BBA0030) s. sayfudeen(15BBA0033)
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- 3. HUMAN RESOURCE INFORMATION SYSTEM(HRIS) A HRIS may be viewed as a way, through software, for businesses big and small to take care of a number of activities, including those related to human resources, accounting, management, and payroll HRIS allows a company to plan its HR costs more effectively HRIS systems, a HR administrator can obtain many hours of his or her day back instead of spending these hours dealing with non-strategic. mundane tasks required to run the administrative-side of HR
- 4. Typically, HRIS providesoverall: Management of all employee information. Reporting and analysis of employee information. Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines. Benefits administration including enrollment, status changes, and personal information updating. Complete integration with payroll and other company financial software and accounting systems. • Applicant and resume management.
- 5. TATA MOTORS TataMotors Limited (formerly TELCO, short for Tata Engineering and Locomotive Company) it was founded in 1954. Indian multinational automotive manufacturing company headquartered in Mumbai, Maharashtra, India, and a subsidiary of the Tata Group Its products include passenger cars, trucks, vans, coaches, buses, construction equipment and military vehicles. It is the world's 5th-largest motor vehicle manufacturing company, fourth- largest truck manufacturer, and second-largest bus manufacturer by volume
- 6. HRIS IN TATAMOTORS; A range of popular modules are available, including those for recruiting, such as resume and applicant management, attendance, email alerts, employee self-service, organizational charts, the administration of benefits, succession planning, rapid report production, and tracking of employee training
- 7. The HRIS thatmost effectively serves companies tracks: attendance, pay raises and history, pay grades and positions held, performance development plans, training received, disciplinary action received, personal employee information, and occasionally,
- 8. Hris in theTata company management and key employee succession plans, high potential employee identification, and Applicant tracking, interviewing, and selection. HRIS, Human Resources staff enables employees to do their own benefits updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated.
- 9. Hris in theprocess of recruitment The main sources of recruitment are: 1. Internal promotion and internal introductions (at times desirable for morale purposes) 2. Careers officers (and careers masters at schools) 3. University (Campus) appointment boards 4. Agencies for the unemployed 5. Advertising (often via agents for specialist posts) or the use of other local media (e.g. commercial radio)
- 10. Employees of Tatacompany the revenue of Tata companies, taken together, was $103 billion. These companies collectively employ over 660,000 people. The Tata Motors Group employs over 59,000 people. There are 29 publicly-listed Tata enterprises with a combined market capitalization of about $116 billion (as on March 31, 2016). They includes Tata Steel, Tata Motors, Tata Consultancy Services, Tata Power, Tata Chemicals, Tata Global Beverages, Tata Teleservices, Titan, Tata Communications and Indian Hotels.
- 11. The levels ofrecruitment process is Top management level Middle management Frontline level and Workforce level Recruitment process of Tata company: Online aptitude Technical interview round Managerial interview round Final HR interview round.
- 12. Recruitment and selectionprocess for work force level 1.Application: it can be either online or respond to one of company’s Ads -- They screen candidate’s resume and call them for an interview Selection process is through 1. Written (Aptitude test) 2. Interview (Technical & non-technical) 3. Group Problem Solving
- 13. Frontline level Nowselection process for frontline level from outside the company 1. Written 2. Interview (technical & non-technical) 3. Case study analysis, aptitude test 4. Group Discussion
- 14. Now the selectionprocess of middle Management level This is also based on internally and externally. In Internal process; 1. Interview 2. Presentation 3. Case Study Analysis 4. Leadership Quality & 5. According to their performance
- 15. Now External Processof middle management level 1. Written Aptitude test 2. Interview (technical & non-technical) 3. Case study analysis 4. Presentation 5. Leadership quality 6. Negotiation
- 16. Top Management Level It is the top most and prestigious post for the Tata Consultancy Service like CEO, MD. Here top most person is mainly concern for managing the whole company they also make strategies related to decision making for to phosphorus in near future .
- 17. Top management process There is no recruitment process from externally. Now Selection process for Top Management Level is through 1. Interview 2. Candidate Presentation 3. Offers and negotiation
- 18. RECOMMENDATIONS Decentralise theorganization structure maintain flexibility Invest on potential employees Standardised the HR practices Streamline the business model Focus on the large projects and talents pool.
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