To understand various concepts and steps relating to designing of computer technologies and its applications in various field.

1. Chapter 4 computer enabled project topic
sem 4
Sybba

2. Chapter 4 Computer Enabled Project Topic
4.1.Blockchain integration
4.1.1 introduction
•Block chain is a combination of composition of protocol and Laser for
establishing and immutable historical record of transaction.
• The ledges are concurrently stored in various locations and the transaction
entries a cryptographically sign to avoid changes
• all the auditable trials of various transactions is maintained
• Block chain ensure secure assessable digital version to all the parties
• Block chain integrates different parties that do not trust or no each other to
maintain consensus made to a search ledger
• Bitcoin is one of the most recognized uses of block chain Technology as it
ensures transaction between strangers without financial intermediary

4. HR Analytics Tools
1. R
R is the most used HR analytics tool.
R is great for statistical analysis and visualization and is well-suited to explore
massive data sets.
It enables you to analyze and clean data sets with millions of rows of data.
It also lets you visualize your data and analysis.

5. 2. Python
Python is another programming language and can be used interchangeably
with R. In the data science community, there’s quite some buzz about which
of the two will become the data scientist’s tool of choice.
3. Excel
When we talk about HR analytics tools, we shouldn’t forget the basics.
Excel is where most of us started. Whenever you manually extract data from
any of your HR systems, it most likely comes out in the form of a comma-
separated value (CSV) file. These files can easily be opened and edited
using Excel.
The good thing about Excel is that it’s very intuitive to most of us HR data
geeks and therefore easy to use.
4. Power BI
Gartner’s Magic Quadrant for Business Intelligence shows Microsoft as the
absolute leader. That’s why we included Microsoft’s Power BI. It makes the
aggregation, analysis, and visualization of data very simple.

6. 1.Using Power BI, it’s straightforward to connect to multiple source systems, like SQL databases with people data, a live twitter feed, or machine
learning APIs
2.. All these different data sources then integrate in Power BI. This simple aggregation process enables you to combine multiple data sources in one
large database suited for reporting or analysis.
Since Microsoft owns both Power BI and Excel, integrating of Power Query in Excel works quite smoothly. This makes Power BI an excellent option for a
budding HR analyst.
2.The consolidated data can then be used to create a pivot table (using Power Pivot). This lets you get a quick insight into key areas of your workforce.
3.The same data can then be transformed into a dashboard, using Power BI’s dashboarding capacity. An example of this dashboard is added below.
The HR analyst course from the AIHR Academy dives into how to aggregate data from multiple Excel sheets, visualize this data, and create HR
dashboards and reports using Power BI

7. . Tableau
Tableau is very similar to Power BI in that it enables the agg
visualization of various data sources.
Founded in 2003 as a commercial outlet for research produced at Stanford U
has taken
the visualization world by storm.
Tableau is arguably the best business intelligence tool (BI tool) out there whe
visualization.
It has been recognized in the Gartner Magic Quadrant for seven consecutive
2019.
The image below shows an employee referral dashboard. The dashboard sho
recruiters take to resolve referrals.
By sharing this visualization with recruiters, average response time to these
significantly (see below, Q1, Q2, and Q3).

8. 6. Visier
Visier is a data aggregation service build to answer questions about the
workforce. It connects to different HR systems and connects them into
one HR BI tool.
Compared to Tableau, Visier brands itself more as an actionable people
analytics insights platform that shows trends in workforce data. It also
enables you to answer questions about what drives performance and
productivity and different other HR outcomes.
Visier offers a solution that comes close to out-of-the-box people
analytics. It has functionalities that use algorithms to predict exits,
promotions, internal movement, and so on.

9. 7. Qlik
Similar to Visier, Qlik aggregates data. The main difference is that Visier focuses
on actionable insights on workforce data, whereas Qlik is a more general data
aggregation tool with extensive dash boarding capacity. This means that Qlik is
very suitable for more general data aggregation, warehousing, and dash
boarding.
8 SPSS
Power BI, Tableau and Qlik are used to aggregate data whereas SPSS is used to
analyze data.
It is one of the most commonly used HR analytic tools in social sciences
it is user friendly interface that is used to analyze data within having extensive
statistical knowledge.
it is used in social services for analysis SPSS shares various similarities with
Excel which make it easier to use and understand it is an easy stepping stone
for companies having little analytical capabilities it is exploratory correlation
analysis and regression analysis.

10. 4.3 REAL TIME PERFORMANCE MANAGEMENT
• Performance Management is one of the management practices that analyses and measures
performance in real time
• These measures are implemented to adjust targets to exploit current market conditions and
improve business operations
• It paves way towards strategy strategizing business operations in the dynamic business
environment and conditions taking into consideration today's manufacturers
• It focuses on operational cost and profitability that assist and resource allocation and decision
making
• It acts as an executive tool to manage business on current real time condition
The Guiding Principles of Real-time Performance Management
1.It monitors performance of business operation in real time
2. Enables customers need drive collaboration
3. Allocates resources as per requirement
4. Empowers operational for continuous improvement pertaining to the plan of action
5. Reward system that supports collaboration among internal team
6. It's in adjustment of targets to achieve required performance. completed

11. 4.4 Biometric and Attendance Tracking System
Biometric and attendance tracking system plays a very significant role in the
daily operation of any business.
The application equally managers are of all members of an organisation.
timing at work determine payment benefits and effects financial decisions.
Implementation of time and attendance software automates and streamline
the crucial function of the organisation .
It is an all inclusive system that tackles standard scheduling and advanced
feature such as reporting .

12. 4.4.1 Features of Biometric and Attendance Tracking System,
1.Time management
The software tracks time spent at work over time work and time spent on specific project
it measures productivity and act as a tool for financial decision.
Organisation can track time automatically through the software and assist in determining
compensation
2.Attendance management
This features enable standard attendance tracking functions such as clocking in and out
It is an Automated process that tracks employees time in and out
biometric attendance tracker requires identification in the form of fingerprints, eye patterns ,
voice etc.
This constraint are essential for accessing permission
the system assists to avoid people clocking in for late or absent employees.

13. 3.Document management
The information from the system simplifies the documentation process across departments
Notifications are generated to alert Team Managers regarding the information related to time and
attendance
4. Integration
The biometric application integrates other human resources solutions like Human Capital Management,
human resources accounting, play role software and various human resource tools such as enterprise
resource planning etc
entire data related to human resource is stored and available in single system for enhancing efficiency
and productivity.
Some of the software that enables connectedness at workplace are as follows;
Maintain
Work Clout
Dozuki
Oracle loT Connected Worker Cloud.
Parsable
Poka.io.
Zaptic
3M Connected Safety.
Accelerator KMS.

14. 4.5 Connected platforms in the workplace
• Connected Platforms in the workplace enables organisations to schedule , plan and monitor
various business operations such as manufacturing, production, supply chain Logistics extra
and listening to various departments, locations and teams.
• With the help of various software for connecting the workforce, adequate planning,
assignment of work, fostering collaboration, and Information sharing functions are executed
smoothly.
• The platform is even accessed by production supervisors and inventory managers align and
schedule their work orders from the part of the employees execution work assigned is well
connected.
•The platform acts as standalone system that requires integration with software for the
process of manufacturing and supply chain such as ERP system manufacturing execution
system supply chain suits advance planning scheduling

15. 4.6 HARASSMENT-REPORTING TOOLS
1.A secure and safe work environment is one of the prerequisite for any organization.
Some of the well known harassment reporting tools are as follows:
1.STOP it Solution
•STOP it solution offers end to end suite of tools to report sexual harassment at workplace
•Its consists in itself employee facing portal that captures report, anonymize communication and free way
conversation system support.
•The software comprises of monitoring service, consists of team that receives incoming reports 24/7/365.
•Employees are anonymously followed up through the software and provide justice.
2.Work Shield
•Work Shield is third party mediator that reports sexual harassment and discrimination.
•All the incidences related to sexual harassment are actively investigated and are resolved without any
biasness.
•The services rendered by the enterprise are accurate and up-to the mark.
•The Unique Selling Proposition {USP} of the work shield software is the ability to correlate with
organization culture that ensure employees protection, security and preserves organizational culture.

16. 3.Spot
•Spot is 360 degree solution that addresses both case of sexual harassment, discrimination and
generates reports regrading the same.
•The software comprises of two features that are as follows:
1.Artificial intelligence powered conversational interface that faces that takes follow up with the
employees once the incident is reported.
2.Dashboard for HR which takes follow up on anonymous reports.
4.Vault Platform
•It is a software that is associated with processing and reporting multiple tasks of the sexual
harassment and discrimination.
•The motto of vault platform is ‘Secure, Safe Private Zone’ where the workforce can share all the
confidential reports.
•Complete transparency is maintain while communication that comprises of permanent timestamp.
•Vault Co Together feature provides peer -backed reports on harassment and discrimination at
workplace.

17. 5.Speakfully
•Speak fully application provides access to both individuals as well as for teams.
•Individuals can use it to report through log entries, stores attachment and export data.
•For teams the application provides options for advance analytics review, status updates and
notification on action taken.
•It is a system that provides consolidated communication report and one platform for addressing
sexual harassment.
•For individual employees the software is free of cost.
6.#Not Me
•The software #Not Me was exclusively designed to take on the challenges of post #ME TOO era.
•All employees who were partners with #NOT ME were provided access to this tailor made
application where employees were provided a platform to report cases related to sexual harassment
at workplace.
•The software has Artificial Intelligence driven dashboard for analysing and viewing the reports in
actionable format.
•The system is securely encrypted in both the rest and transit and employees logs are supported
they are comforted to share their experiences.
•The software can collaborate with any organizations irrespective of its size and provides bespoke
pricing package.

18. 4.7 HRMS BUSINESS VALUE
•HRMS stands for Human Resource Management System.
•It is a suit of software that is implemented to manage human resource internal functions
•It includes managing data such as employee data management to payroll,
recruitment,training,talent management, employee's engagement and employee attendance.
•It is a combination of systems and processes offering a streamlined one-stop-shop approach to
manage all human resources of an organization.
• Even offices comprising of workforce equivalent to 25 can implement
• HRIS for managing human resource activities electronically that enhances productivity and
capabilities.
•Through the implementation of HCM cloud application in business operation organisations drive
greater business values through appropriate user engagement streamline processes improvised
productivity and cost reduction.
• By moving entire human resource application to the cloud business can be benefited from all
spheres with lowest maintenance and efforts to control and update the system.
• A cloud work workforce revolt solution comprises of various direct and indirect benefits that
enhance organisation value

19. Some of the remains of HRMS that enhances business values are as follows.
1.Unified business application environment
embracing centralized payroll, compensation, workforce management and performance
management, the HR data format is consistent with compensation and payroll formats as well
as styles.
2. Provide security usage of appropriate cloud Technology sensitive HR data becomes safe and
secure. secure Technology assist IT Department to focus on business impacts and support the
lines of business.
3. One single source of truth with centralized data source incorporating cloud Technology SS
businesses to store their entire data in single data warehouse a data lake. it therefore helps
organisation to track exact inside and other life data across board. therefore attentive and
trustworthy reports are available in real time with appropriate information.
4. Reliability scalability implementation of database and data warehouses scalability can be
improved by side as per the current need of the organisation. even the future business
requirements can be expanded through cloud Technologies.
5. Fast Adaptable and effective transformation efficiency and productivity of an organisation is
enhance adopting cloud services. it provides an opportunity that transforms business processes
by incorporating a adequate modus operandi and methodology to execute work

20. 1.Provide strong regulatory compliance
proper monitoring ensures compliance that detect or abnormal and enables all
workforce to contribute in the right path aligned with the business objectives
therefore sound regulatory compliance is followed
2.Minimizes maintenance
truly using cloud for HR processes, dependency of Human Resource Department on
information technology department reducers. this helps HR to deliver their resources
without interpretation as maintenance is not required
3. Reduction into a total cost of ownership
Every business has a positive return on investment by implementation of cloud for HR
processes organisation cost gets reduced drastically. As the hardware cost and labour
cost is completely remove this contributes for higher return on investment.

21. 4.8
HCM cloud applications
HCM cloud application refers to the new generation cloud-based Human Capital Management
application from the group Global leader in HR management software .
The application comprises of time to value such as
1.Configure business process templates and setup wizard
2. Provides high configurable layout, report etc
3.Provides flexible integration platform
4. HCM cloud applications are available on subscription pay as you go pricing model
5. It is an application tool that does not need hardware and software to manage upgrade, does
reduced cost of implementation and so helps in achievement of roll faster
6. The cost saving comes from the following areas
7.No upfront investment in hardware to the system
8. No in-house application management of maintenance
9. Quick implementation reduce opportunity cost
10. It provides fully integrated module in three domains namely core HR and payroll,
talent management, workforce Analytics.

22. 4.9 employee engagement
•Employee engagement refers to the approach of workforce that signifies the right
condition of all the employees within the organisation
• It is the measurable degree of work first positive or negative attachment towards
their job, coworkers and Organisation that influences their ability to learn and
perform their duties.
• It is observed as a formative attitude towards his job and varies from job
satisfaction and commitment
• An engage employees one who is entirely involved and intercept just fix regarding
his work and act in a way that enhances organisational interest.
• The employee Goes ghost beyond their responsibility to the light there customers.

23. 4.9 employee engagement
•Employee engagement refers to the approach of workforce that signifies the right
condition of all the employees within the organisation
• It is the measurable degree of work first positive or negative attachment towards
their job, coworkers and Organisation that influences their ability to learn and
perform their duties.
• It is observed as a formative attitude towards his job and varies from job
satisfaction and commitment
• An engage employees one who is entirely involved and intercept just fix regarding
his work and act in a way that enhances organisational interest.
• The employee Goes beyond their responsibility to delight their customers.

24. 4.9 Employee Engagement
Employee engagement refers to the approach of workforce that signifies the right condition of all
the employees within the organisation.
It is the measurable degree of work first positive or negative attachment towards their job,
coworkers and Organisation that influences their ability to learn and perform their duties.
It is observed as a formative attitude towards his job and varies from job satisfaction and
commitment.
An engage employees is one who is entirely involved and intercept just fix regarding his work and
act in a way that enhances organisational interest.
The employee goes beyond their responsibility to de light their customers.
Definition of employee engagement
According to David Mac Claude, ”Employee Engagement is about how we create the conditions in
which employees do more of their capacity and potential.”
Employee Engagement is a property of relationship between an organisation and its employees.
and engage employees one who is fully absorbed by an interesting about their work and so takes
positive action to further the organisations repetition and interest.
Categories in Employee Engagement.
There are three categories in employee engagement namely
Engage Employee, Non Engage Employees and Actively Disengaged Employees.

25. 4.10 Human Resources Cloud powerhouse emerging Technology including AI, chatbots, blockchain
and the internet of things
1. Impact of Artificial Intelligence
• Advent of Artificial Intelligence and its integration with human resource practices assist
organisations utilize various features application such as analysis, prediction and diagnosis that
aid in better decision making in formulating HR practices.
•Various HR practitioner's implement AI India HR processes such as Oracle/ future workplace
report application extra as they trust robot over their managers for advice.
• Some of the statistics found by the HR in the field of advent of AI in HR practices are as follows.
1. 50% of the workforce is have currently implemented AI as compared to only 32% in 2018.
2. It was interpreted the 65% of the organisational employees were optimistic regarding having
co-workers as robots.
3. Implementation of artificial intelligence on human resource cloud powerhouse Technologies
assist in the enhancement of business operations in the following manner
•Candidates resumes on smart digital forms
• Understanding employee referrals
• Data back resources and insights
• AI backed chatbot keep engagement conversation going
• Boosting learning and development programs
• Leveraging transactional workforce data.
• Powering workforce Analytics. Completed

26. 2. Impact of Chatbot's Technologies
•Chatbots automate routine processes that comprises lot of time of hr team.
• Various recruiting activities can be automated such as screening candidates, scheduling
interviews, managing life cycle of recruiting and hiring,
• A Startup called robot recruiter built on the gupshup platform has invented a chat box
that has automated the entire recruitment process and provide significant results.
•Chabot Technologies help human resource team to become accessible to the Employees
and issues related to employee confidentiality address properly.
3 Impact of block chain Technologies
•Block chain technology is referred to an open, decentralized database of
transactions involving value, goods, money, property, work extra.
• It helps Enterprises realize digital transformation and focused on innovation.
• The impact of block chain Technologies on HR and workforce is transformational.
• HR domains that are imported by block chain Technologies include
1. Talent acquisition
2. Happiness at work
3. Security
4. Impact of internet of things.

27. 4.11 Data security and privacy control HRMS to Oracle HCM cloud.
The detailed explanation of data security and privacy control to Oracle HCM cloud is stated
with the following points.
1. Core human resources
The four human resources that are provided to Oracle HCM cloud are as follow us.
a. End to end HR
b. Provides on-demand
information
c. Industry and union support
2.Onboarding
3. Benefits
4. Absence management
5. Workforce Modelling and prediction.
6 Workforce diversity
7. HR helpdesk
8. Work Life solutions
9. Advanced SCM control