HRMS

A PROJECT REPORT ON “HUMAN RESOURCE MANAGEMENT SYSTEM” AT RAYMOND LIMITED & RAYMOND WOLLEN OUTERWEAR LIMITED IN MIDC AREA, JALGAON, MAHARASTRA

Submitted in partial fulfillment of Master of Business Administration (MBA) 2010-2012 Motion Institute of Management Studies Jalgaon

SUBMITTED BY: Nida M. Khan

CERTIFICATE

This is to certify that the project report entitled “HUMAN RESOURCE MANAGEMENT SYSTEM” SUBMITTED BY, Ms. NIDA M. KHAN Is submitted this for partial fulfillment of the requirement for the degree Of

MASTER IN BUSINESS ADMINSTRATION [MBA] Motion Institute of Management Studies, Jalgaon For the academic year 2010-2012

MIMS, Jalgaon

PREFACE Human Resource Management System in India has a rich history and has come a long way in the last two decades. A liberalization of the economy and its movement toward globalization has brought in new challenges for Indian business in terms of business strategies, technology, quality concern, cost effectiveness, management system and so on. All these, in term, have brought new challenges for the human resource function. The organization should ensure that employee should have good career, receive reward, training, feedback, job rotation and other such development opportunities. So it is very necessary to train people in new skills, new technology, and new method and at the same time make them to adopt the changes so that the organization grows. In my project I have tried to study Human Resource Management System (HRMS) in Raymond, area where it is effective and where some changes will make it more effective and efficient that will help the organization, which is in growth phase. Based on that information I have presented this small project. My work is supplemented with the responses that I got from the employees while conducting the survey in formal discussion, web sites and other print material. It is divided in number of section the over view of the company: basic information about HRMS-meaning, need, benefits, methodology and data analysis, suggestion and conclusion. The questionnaire used for survey is also attached to the report in the last. My tenure as vocational trainee at Raymond has helped me in understanding the role of HR professional in an organization and to understand the phenomenon of training for development, which will be of great benefit to me when I join the corporate world as an HR professional. People working in this organization have been very helpful and friendly. They were always ready to help me in my project.

DECLARATION

I hereby declare that the project entitle “Human Resource Mangement System” submitted to Motion Institute of Management Studies, Jalgaon. In the partial fulfillment of the requirement for the award of the degree of Master of Business Administration (MBA) is a bonafied work solely done under the guidance of Mr. Krishnandu Munda (HR-Manager), Mr. Rajendra Hazare (IR Manager), Mr. Nilesh Patil (Welfare Officer) and my project guide Ms. Shaileja Patil. This project has never been submitted to any university or institute for the partial fulfillment of any degree or diploma. Nida M. Khan (MBA)

ACKNOWLEDGEMENT In modern days the success of organization depends upon quick and effective adjustment with the local, national and international environment. It is essential to sustain development culture by welcoming modern means of communication, globalization and privatization which has brought out to Raymond Ltd. Jalgoan by A.S. Nagraja (GM HR) who has provided me the opportunity to carry out my project. I would like to thank Mr. Krishnandu Munda (Deputy GM, HR) for extending his valuable and timely guidance. I wish to acknowledge Mr. Rajendra Hazare (IR manager) who deserves huge contribution for making my project perfect by providing standard work and necessary information. I light up my great thanks to Mr. Nilesh Patil (welfare officer) for sharing his experience through various friendly discussions, which lead to improve my knowledge. Also I would like to thanks to director of MIMS College Mr. Nitin Patil and my project guide Ms. Shaileja Patil for her inspiring suggestion for making this project report a success. I wish to express my sincere thanks to my father, mother, and my brother Ovais Khan for providing me valuable guidance and inputs which helped me to complete this project in true sense. Last but not the least I thank to all my colleague who was with me in this project and helped me in completion of project. Nida M. Khan

CONTENTS Page nos.

 INTRODUCTION 1.1

HRMS

 COMPANY PROFILE  SYSTEM ANALYSIS 3.1 Existing System 3.2 Proposed System 3.3 Feasibility Study  MODULE DESCRIPTION 4.1

Employee Info Module

4.2

Administration Module

4.3

Project Management Module

4.4

Training Management Module

4.5

Compensation Report

 SYSTEM REQUIREMENTS 5.1

Software Requirements

5.2

Hardware Requirements

 LITERATURE SURVEY  SYSTEM DESIGN 7.1 Detailed Design 7.1.1 UML Diagrams 7.2 Database Design 7.2.1 Dataflow Diagrams 7.2.2 Database Tables 7.2.3 Screens.  TESTING  IMPLEMENTATION 10. CONCLUSION 11. BIBLIOGRAPHY

COMPANY PROFILE HISTORY Years ago when the Singhania family was building consolidating and expanding its various businesses in Kanpur, Mr. Wadia was in a similar manner setting a small woolen mill in the area around Thane creek, 40 km away from Mumbai. The ‘Sassoon’ a well known industrialist family of Mumbai soon aquired this mill and renamed it as the Raymond Woolen Mills. Around the same time the Singhania’s aim to broaden their business horizons. The family’s sharp business foresight leads to the acquisition of the Raymond Woolen Mills. When the grandson of Lala Juggilal, Lala Kailashpat Singhania took over Raymond in 1944, the Mill primarily made cheap and coarse wollen blankets and modest quantities of low priced woolen fabrics. The vision and forsight of Mr. Kailashpat Singhania greatly helped in establishing the J.K. group’s presence in the western part of the country. Under his able stewardship, Raymond embarked upon a gradual phase of technological upgradation and modernization: producing wollen fabric of a far superior quality. Under Mr. Gopal Krishna Singhania, the mill became a world class factory and the Raymond brand become synonymous with fine quality woolen fabric. When Dr. Vijaypath Singhania took over the reins of the company in 1980, he inject fresh vigour into Raymond, transforming it into a modern, industrial conglomerate. His son Mr. Gautam Hari Singhania the present chairman and managing director has been instrumental in restructuring the group. With the divestment of its non-core businesses, the group has emerged stronger with a more focused approach.

Raymond Limited and the group of companies The Raymond Group was incorporated in 1925; and within a span of a few years, transformed from being an Indian textile major to being a global conglomerate. In our endeavor to keep nurturing quality and leadership, we always choose the path untrodden - from being the first in 1959 to introduce a polywool blend in India to creating the world's finest suiting fabric, the Super 230s made from the superfine 11.8 micron- wool. Today, the Raymond group is vertically and horizontally integrated to provide our customers total textile solutions. Few companies across the globe have such a diverse product range of nearly 12,000 varieties of worsted suiting to cater to customers across age groups, occasions and styles. We manufacture for the world, the finest fabrics- from wool to wool-blended worsted suiting to specialty ring denims as well as high value shirting. After making a mark in textiles, Raymond forayed into garmenting through highly successful ventures like Silver Spark Apparel Ltd. and Regency Texteis Portuguesa Lda (for fine Tailored Suits, Trousers and Jackets), EverBlue Apparel Ltd. (Jeanswear) and Celebrations Apparel Ltd. (Shirts). We also have some of the most highly respected apparel brands in our portfolio: Raymond , Manzoni, Park Avenue, ColorPlus, Parx, Be:, Zapp! and Notting Hill. The Raymond Group also has an expansive retail presence established through the exclusive chain of 'The Raymond Shop' and stand-alone brand stores for Manzoni, Park Avenue, ColorPlus, Parx, Be:, Zapp! and Notting Hill. With a 500 million US$ turnover, we are today one of the largest players in fabrics, designer wear, denim, cosmetics & toiletries, engineering files & tools, prophylactics and air charter services in national and international markets. All our plants are ISO certified, leveraging on cutting-edge technology that adheres to the highest quality parameters while also being environment friendly.

OUR GROUP COMPANIES •

Raymond Ltd. Raymond Ltd. is among the largest integrated manufacturers of worsted fabrics in the world.

•

Raymond Apparel Ltd. Raymond Apparel Ltd. has in its folio, some of the most highly regarded apparel brands in India - Manzoni, Park Avenue, ColorPlus, Parx, Be: and Zapp! and Notting Hill.

•

ColorPlus Fashions Ltd. ColorPlus is among the largest smart casual brands in the premium category. The company was acquired by Raymond to cater to the growing demand for a high end, casual wear brand in the country.

•

Silver Spark Apparel Ltd. A garmenting facility manufacturing formal suits, trousers and jackets.

•

Regency Texteis Portuguesa Lda A facility set-up in northern Portugal bordering Spain, in Caminha for the manufacturing suits, jackets and trousers.

•

EverBlue Apparel Ltd. A state-of-the-art denim garmenting facility.

•

Celebrations Apparel Ltd. A facility set-up for the manufacture of formal shirts.

•

J.K. Files & Tools A leading player in the engineering files & Tools segment and the largest producer of steel files in the world.

•

Ring Plus Aqua Ltd. A leading manufactures in the engineering automotive components.

•

J.K. Helene Curtis Ltd. A leading player in the grooming, accessories and toiletries category.

•

J.K. Investo Trade (India) Ltd. JKIT is an investment company registered with Reverse Bank of India as NonBanking Financial Company.

OUR JOINT VENTURES

•

Raymond UCO Denim Pvt. Ltd. The manufacturers and marketers of denim fabrics.

•

Raymond Zambaiti Pvt. Ltd. A Greenfield facility manufacturing high value cotton shirting.

•

Raymond Raymond Woolen Outerwear Limited Pvt. Ltd. A plant set up to manufacture carded Woollen fabrics and blankets.

•

Gas Apparel Pvt. Ltd. Our Joint venture with Grotto S.p.A will launch the highly successful 'GAS' brand in India.

•

J.K. Ansell Ltd. The manufacturers and marketers of KamaSutra condoms and surgical gloves.

•

J.K. Talabot Ltd. Our Joint venture with MOB Outillage SA, manufacturing files and rasps for international markets.

Achievement of Raymond

Year

Description of Achievement

1925

Setup of The Raymond Woollen mill in the area around Thane creek.

1944

Lala Juggilal, Lala Kailashpat Singhania took over The Raymond Woollen Mill. The mill was primarily making cheap and coarse woollen blankets, and modest quantities of low priced woollen fabrics.

1950

Setup of a new manufacturing activity for making indigenous engineering files known as JK Files & Tools. This has now become the largest facility of its kind in the world.

1958

The first exclusive Raymond Retail showroom, King's Corner, was opened in 1958 at Ballard Estate in Bombay.

1964

Setup of a new Combing Division. This was followed by a phase of vertical integration, facilitating in the processing of multi-fibres and technology improvements to make blended fabrics.

1968

Raymond setup a readymade garments plant at Thane. The readymade garments division of Raymond has since then grown rapidly. Raymond has now become the leader among readymades, in India, achieving a business turnover of over Rs. 2000 million.

1979

A new manufacturing facility was set up at Jalgaon, to meet the increasing demand for worsted woollen fabrics.

1980

Vijaypat Singhania took over the reins of the company. He injected fresh vigour into Raymond, transforming it into a modern, industrial conglomerate.

1986

Launch of "Park Avenue", the premium lifestyle brand providing a complete wardrobe solution to the men who like to dress well & be current on styles & fashion.

1990

The first showroom abroad for Raymond in Oman

1991

A new manufacturing facility was set up at Chhindwara, near Nagpur.

1995

Superfine pure wool collection under the Lineage Line (Super 100S to Super 140S).

1996

The Renaissance Collection made of Merino wool blended with polyester and specialty fibres (Super 100S to Super 140S).

1996

Raymond's denim; focusing on quality, innovation and the creation of exclusive products that have always caught the eye of some of the world's leading denimwear brands. Its designs have always kept pace with the changing styles and cuts found in every youngster's closet. With a 40 million meters capacity, Raymond today ranks amongst the top 2 producers of ring denim in India

1999

The Chairman's Collection of Super 150S made from Merino Wool and Cashmere followed by Super 160S to Super 190S.

1999

Launch of "Parx", a premium casual wear brand bringing customers a range of semiformal and casual clothes.

2000

Launch of "Be:", exclusive prêt line of ready-towear designer clothing for men and women.

2003

Setup of 'Silver Spark Apparel Ltd.' for manufacturing suits and formal trousers catering largely to export markets.

2003

Acquisition of ColorPlus

2004

Super 220S fabrics under the Chairman's Collection.

2005

Setup of state-of-the art jeanswear facility 'Everblue Apparel Ltd.' near Bangalore.

2005

Setup of state-of-the art facility 'Celebrations Apparel Ltd.' for the manufacturing of formal shirts.

2005

Raymond achieved a rare feat and a historical milestone with the creation of the world's finest worsted-suiting fabrics from the finest wool ever produced in the world- The Super 230s made up of 11.8 micron of wool.

2005

Launch of 'Expressions' an exquisite collection of all wool and polywool suiting specially crafted using exotic fibres like Cashmere, Angora, Mohair, Bamboo, Casein.

2006

Set of Raymond's third worsted unit at Vapi in Gujarat. Raymond now has 3 state of the art units with a combined capacity of 31 million meters of worsted fabric.

2006

Launch of design studio in Italy for cutting edge design capabilities for exports and domestic brands.

2006

Set up of world class carded woollen unit, Raymond Raymond Woolen Outerwear Limited Ltd, in Jalgaon.

2006

Set up of greenfield shirting unit at Kolhapur producing high value cotton shirting. This facility is set up as part of the company's JV with Gruppo Zambaiti.

2006

Set up of J.K. Talabot Ltd - JV with MOB, France for the manufacturing of files and rasps.

2006

Launch of Zapp! our kidswear brand with first store in Ahmedabad.

RAYMOND TODAY Today, the Raymond group is vertically and horizontally integrated to provide customers total textile solutions. Few companies globally have such a diverse product range of nearly 20,000 varieties of worsted suiting to cater to customers across age groups, occasion, and style. We manufacture for the world the finest fabrics-from wool to wool-blended worsted suiting to specialty ring denims as well as high value shirting. After making a mark in textile Raymond forayed into garmenting through highly successful venture like Spark Apparel Ltd. and Regency Texties Portuguesa Lda (for fine Tailored suits, Trousers and Jackets), Ever Blue Apparel Ltd. (Jeans wear) and Celebration Apparel Ltd. (Shirts). Raymond also has some of the most highly respected Apparel brand in our portfolio: Raymond, Raymond finely crafted garments, Manzoni, Park Avenue, Color Plus, Parx, Be: Zapp! and Notting Hill The Raymond group also has an expansive retail presence estabilished through the exclusive change of ‘The Raymond Shop’ and stand-alone brand stores for Raymond finely crafted garment Manzoni, Park Avenue, Color Plus, Parx, Be: Zapp! and Notting Hill. With a US $500 million turnover we are today one of the largest players in the fabrics, designer wear, Denim, cosmetics and toiletries, engineering files and tools, prophylactics and air charter services in national and internal market. All are plants are ISO certified, leveraging and cutting edge technology that adheres to the highest quality parameters while also being environment friendly. Our design studios in India and Italy are supported by 6 state-of-the-art textile plants and 4 garmenting factories in India and Europe.

Being integrated suppliers of fabric and garment we offer to our customers total textile solutions.

BRANDS

COMPANY HIGHLIGHT VISION

“TO BE THE WORLD’S MOST ADMIRED WORSTED SUITING COMPANY.”

MANAGEMENT Better management skill is an art of making problems so interesting and to prepare there solutions in such a meaningful manner that everybody runs to face the problem and deal with them constructively.

QUALITY POLICY Excellence in quality is the core value of Raymond philosophy. We are committed to delight our customers, care for employees and be responsive to society through the various factors  Understanding Customer Expectation.  Cost Reduction by Elimination of the Waste.  Consistency in the Quality of its Products.  Commitment and Involvement of Employees at the Levels.

DIFFERENCIATION

RELEVANVE

ESTEEM

KNOWLEDGE

ENVIRONMENTAL POLICY Raymond Ltd. (Textile division) Jalgaon involved in the manufacturing and supply of grey mended fabric of synthetic and worsted suiting. We are committed to demonstrate excellence in our environmental performance on a continual basis. To achieve our commitment we shall:1. Institutionalize sound environmental management strategies incuding pollution prevention induction of global technological system and methods effective resource management waste avoidance and introduction of best operating practices. 2. Remain in compliance with all applicable environmental statutory requirements. 3. Optimize consumption of water and electrical energy by creating awareness among all business partners including vendors. 4. Generates awareness about water harvesting and energy conversation system and methods among employees. 5. Strengthen our environment management systems. 6. Enhance the awareness, skills and competence of our employees persons working on behalf of the organization for ensuring sound environmental management as a part of every one responsibility and accountability. 7. This policy is available to all employees and interested parties. “Raymond Believes in Excellence, Quality, Trust and Leadership.” Raymond Ltd. is India’s leading producer of worsted suiting fabric with a 60% market share.

ABOUT RAYMOND LIMITED, JALGAON UNIT Raymond Limited is the flagship company of J K Organisation (Western Division). It consists of Textile Division, Denim Division,Readymade garments division, Files Tools Division Aviation Division and Subsidiaries. The Corporate Office of Raymond Ltd., is at Mahindra Tower ,Worli Mumbai JALGAON Unit is one of the four production Divisions of the Textile Division located at Jalgaon on Nagpur – Mumbai rail and road route In MIDC Industrial Estate on Ajanta Road. It is well connected with all places in India by rail and road and air. It is a pioneering unit in the socio-economic development of the Region. .  The vision for setting up the unit at JALGAON .  The vision for setting up the unit at JALGAON was: .  To be the World’s Most Admired Worsted Suiting Company. . To establish a large-scale unit in an area, which needed accelerated development, utilising the facilities and incentives given by the government at the initial stages. . To provide additional sources of employment to people in the area in & around Jalgaon . The plant is located on 70, 960 sq m plot. The plant is well equipped with the most modern machinery, which results in high efficiency and productivity. The work force is adequately skilled and competent. JALGAON Unit has two plants. The Worsted Plant produces high quality grey fabrics in polyester-wool and polyester-viscose blends and the Woollen Plant produces blankets Woollen Fabrics. . For the Worsted Plant, the main inputs are the Polyester Wool /All Wool blended tops received from Chhindwara Unit and Thane Unit of Raymond Limited. The Division commenced production in March1979. . The JALGAON Unit supplies all the grey mended fabrics to the Chhindwara / Thane Units for further processing. . The JALGAON Unit is committed to protection of the environment especially air, water and land. In pursuit of this goal, the JALGAON Unit is focussing on protection of environment through features like effluent treatment plant & creating Green Area all around the plant & water harvesting & conservation. . The JALGAON Unit has its own well-equipped laboratory for carrying out the various tests of in-coming, in-process and finished products. . The production is planned on basis of yearly/monthly targets and programmes received. . The setting up of JALGAON Unit has led to the development of a colony in the vicinity of the mill .

A Short Resume Mills

Raymond Limited, Textile Division – Jalgaon,E-1, MIDC, Ajanta Road Jalgaon – 425003 (MS)

Location

Raymond Limited is situated 5 Kms. From Jalgaon Railway station in Maharashtra Industrial Development Corporation (MIDC), on Ajanta Road way to Aurangabad

Head Office

J.K. Organisation – (Western Zone), J.K. Building N. Morarjee Marg Ballard Estate, Mumbai – 38

Registered Office

Raymond Limited Plot No. 156/H.No. 2 Village Zadgaon, Ratnagiri Marashtra – 415 612

Corporate Office

Raymond Limited ,(Textile Division) Mahindra Tower,Bwing,3 Pandurang Budhkar Marg, Worli,Mumbai-18

Production Commenced on

March 1979

Chairman -Emeritus

Dr. Vijaypat ji Singhania

Chairman - Raymond Shri Gautam Hari Singhania Chief Operating Officer

Shri Deepak Khetrapal

President-Textile

Shri S.K. Singhal

General Manager (Jalgaon )

Shri A.S. Nagaraja

We Manufacture

Suitings – Polyster/Wool, Polyster/Viscose Fabrics.

Output

15,000 Mtrs of Fabric per day

Divisions,Jalgaon

Worsted Division

Worsted

Worsted Division manufacturing Worsted Suiting fabric with polyester-wool and polyester-viscose blends

Area of the Plot

70,960 sq mts.

Power Consumption

138.20 lacs unit / year (Worsted) ,32.49 lacs unit /year (Woollen)

Water Consumption

89.31 lacs litre/year. (Worsted) ,145.75 lacs litre/year

About Raymond Woolen Outerwear Limited The Joint Venture Project - Raymond Raymond Woolen Outerwear Limited Pvt. Ltd. between Raymond Limited, India & Lanificio Raymond Woolen Outerwear Limited,Italy is situated at Jalgaon MIDC area. Factory site is 5 Km from Jalgaon railway station which is served by several major railway lines and a national highway, NH-6 connecting it to all the major cities of the country . A Joint Venture had been signed on 20th June, 2005 between Raymond Limited, India & Lanificio Raymond Woolen Outerwear Limited, Italy to Manufacture and Sale of Carded Woollen Fabric & Blankets by Establishing Proper Facilities at Jalgaon. Business Transfer Agreement has been executed on 4th July, 2005 to transfer the business of Carded Woollen Division from Raymond Limited to join with Raymond Woolen Outerwear Limited, Italy and finally from October 1st, 2005 all business activities started functioning under the banner of Raymond Raymond Woolen Outerwear Limited Pvt. Ltd. Responsibilities - Raymond Limited, India Obtain necessary Licenses, permissions and approvals Recruitment of personnel Transfer the Carded Woollen Business Purchase of the Land

Responsibilities - Lanificio Raymond Woolen Outerwear Limited Spa, Italy Provide its expertise in setting up Plant in terms of Selection of Machinery Negotiation with Machinery Manufacturers Plant Lay out and Design Deputation of Technical Experts To transfer expertise for running the Plant in all areas of Manufacturing Provide two Seasonal Collections (Designs) to Joint Venture Company (JVC) Carry out Necessary Sampling Guide, direct and train Design team of JVC Now Raymond Raymond Woolen Outerwear Limited Pvt. Ltd. has become a 100 % subsidiary of Raymond Limited and has been renamed as Raymond Woolen Outerwear Limited. Total Project Area Commencement of Project Expansion Work Completion of Expansion Work Types of Products : Blankets Shawls Woollen Throws Flannel Billiard Cloth (for Export) Woollen Fabric Outer Wear Fabric (for Export)

52,775 Sq. Meters (13 Acres) Oct 1st, 2005 March 31st, 2006

COMPANY INTRODUCTION Raymond Textile Division, Jalgaon, was established in the year 1979 at E-1/1, MIDC Area, Ajanta Road, Jalgaon. It is situated in a 70,960 sq.m area plot. About Jalgaon Plant The Jalgaon unit is one of the three production division of the Textile Division located at Jalgoan on Nagpur-Mumbai rail and road route in MIDC industrial state on Ajanta Road. The Division commenced production in March 1979. Jalgaon unit has worsted plant. The worsted plant produces high quality grey fabrics in polyester-wool and polyester-viscose blend. Total production is 15,000 meter fabric per day. Total workmen in the company is about 750. For the worsted plant the main inputs are the polyester-wool/all wool blended tops received from Chhindwara unit and Thane unit of Raymond Ltd. The Jalgaon unit supplies all the grey mended fabric to the Chhindware or Thane units for further processing. The production is planned on the basis of yearly or monthly targets or program received. The Jalgaon unit is committed to protection of the environment especially air, water and land. In pursuit of this goal, the Jalgoan unit is focussing on protection on environment through features like affluent treatment plant and creating green area all around the plant and water harvesting and conservation. The Jalgaon unit has its own well-equipped laboratory for carrying out the various tests of in-coming, inprocess, and finished products. The setting of Jalgoan unit has lead to the development of the coloney in the vicinity of the mill. The management is giving thrust to areas like safety, health, and welfare aspects including workers educations. Production Capacity in One Year Worsted plant : fabric-5 million meters Woolen plant : fabric-2 lakh meters (blankets and shawl) Number of shifts : 4 shifts Type of shifts: 1st , 2nd , 3rd, General shift Timing of shifts: 1st shift 7:00 a.m. to 3:00 p.m. 2nd shift 3:00 p.m. to 11:00 p.m. 3rd shift 11:00 p.m. to 7:00 a.m. 4th shift 11:00 p.m to 7:00 a.m. General shift 8:30 a.m to 5:00 p.m.

General Information Types of Departments

: Shipping, Mending, Waving, Engineering

Supporting Departments :

Stores and Purchase, Security, Transport, Quality Control, Yarn Room.

Workers Present in a Day 1st shift : 132 workers 2nd shift : 105 workers 3rd shift : 95 workers 4th shift

: 70 workers

Departmental Strength in Raymond Spinning

:

282

Weaving

:

202

Mending

:

66

Engineering

:

14

Yarn Room

:

14

Transport and security :

14

Stores/Factory general :

07

Quality Control

:

01

Operators

:

308

Helpers

:

169

Others

:

123

RAYMOND WOOLEN OUTERWEAR LIMITED,JALGAON. Sr.

Dept_code Department Name

Worker

Clerk

Supervisior

Mgmt Staff

Total

1

2110

R/M GODOWN

1

0

0

1

2

2

2130

CARDING

39

0

4

2

45

3

2210

DYEING

24

0

2

2

28

4

2220

17

0

1

2

20

5

2340

PIECE DYEING SPINNING WOOLLEN

82

0

1

5

88

6

2410

WEAVING

92

0

2

5

99

7

2440

MENDING

2

1

0

0

3

8

2470

HEALDING

2

0

0

0

2

9

2480

WARPING

6

0

0

0

6

10

2510

FINISHING

106

0

5

6

117

11

2550

FOLDING

41

0

1

1

43

12

3120

0

1

1

0

2

13

3160

7

0

1

0

8

14

3170

E.T.P./WATER MECHANICAL ENGG. ELECTRICAL ENGG.

5

0

0

0

5

15

3220

WAREHOUSE

18

0

1

2

21

16

3320

DESIGNING

0

0

1

2

3

17

3430

0

0

1

0

1

18

3450

1

0

0

2

3

19

3470

EXCISE QUALITY ASSURANCE INFORMATION TECHNOLOGY

0

0

0

1

1

20

3510

0

0

0

1

1

21

3540

5

0

0

0

5

22

8130

EXECUTIVES FACTORY GENERAL PERSONNEL & LABOUR OFFICE

0

0

0

1

1

23

8140

TIME OFFICE Total

0

0

0

1

1 505

RAYMOND LIMITED,JALGAON

448

2

21

34

1

2310

RING SPINNING (5700)

89

2

3

Mgmt Staff 5

2

2330

NEW SPINNING

94

1

2

7

104

3

2350

DOUBLING

76

0

3

1

80

4

2370

SPINNING - GENERAL

12

0

2

2

16

5

2410

WEAVING

117

2

5

18

142

6

2440

MENDING

57

0

1

1

59

7

2470

HEALDING

23

0

1

0

24

8

2480

WARPING

31

0

1

1

33

9

3110

CIVIL ENGG.

0

0

0

1

1

10

3140

AIRCONDITIONING

0

0

4

0

4

11

3150

TRANSPORT

6

0

0

0

6

12

3160

MECHANICAL ENGG.

4

0

4

1

9

13

3170

4

0

2

3

9

14

3180

0

0

0

3

3

15

3430

ELECTRICAL ENGG. ENGINEERING GENERAL EXCISE

0

0

1

2

3

16

3440

STORES & PURCHASE

2

0

3

1

6

17

3450

QUALITY ASSURANCE

0

6

1

2

9

18

3460

18

2

1

4

25

19

3470

0

0

0

3

3

20

3510

SCM INFORMATION TECHNOLOGY EXECUTIVES

0

0

0

1

1

21

3520

SECURITY

4

0

0

4

8

22

3540

FACTORY - GENERAL

5

0

0

0

5

23

7110

ACCOUNTS

0

0

2

4

6

24

8120

0

0

1

1

2

25

8130

HRD DEPT. PERSONNEL & LABOUR OFFICE Total

0

0

0

2

2

542

13

37

67

659

Sr.

Dept_code Department Name

Worker

Clerk

Supervisior

Total 99

INTRODUCTION OF HRMS The challenges and excitement in the field of Human Resource Management System reach out across the globe and command the attention of practicing managers. The changes in the world economy, the pressures on the resources and the new concern on the employment and human right have force all of us a new agenda. The mission of the human resource management system team is to provide analysis, design, application development, deployment, and support of all enterprise systems used to manage the employment record benefits and payroll for all organization. The enterprise system in this area consist largely of oracle’s, oracle people soft campus solutions products, Ray connect. An HRMS specific document front end, HR develop time keeping system for hourly and by weekly employees and a faculty and a reporting application. This team is responsible for the development and support or employee self services application related to pay roll advised and W-2 weaving benefit changes, direct deposit enrollment and adjustment. In my project, at Raymond, Jalgoan, I have studied the mission of the HRMS. The mission of HRMS project is to create an integrated information technology for the purpose of management employees to achieve the target goal of an organization. HRMS project is to focus on customers, services, and online recruitment integration for end users by providing require information for company. The HRMS implementation affected a number of human resource and pay roll policies and process for academic, staff and hourly employees as well as for department in general. For a comprehensive list and description of this changes in RL and RWOL. It merges HRM as a discipline and in particular its basic HR activities and process with the information technology field whereas the programming of data processing system evolved in to standardized routine and packages of enterprise resource planning (ERP) software. On the whole this ERP system have there origin on software that integrates information from different application into one universal database. The linkage of its financial and human resource modules through one data base is the most important distinction to the individually and proprietary develop predecessors, which makes this software application rigid and flexible.

OBJECTIVE OF STUDY  To study the HRMS activities and HR related information in management of organization.  To understand the problems occur in the HRM and how to solve these difficulties with using HR software (HRMS).  To identify and study how management has to create conductive environment and provide necessary prerequisite and for the attainment of the personnel management objectives after formulating HRMS.  To study the functioning of HRM department and how they can use HRMS (Ray connect) software and online recruitment in organization.  To identify the measures to established and maintain organizational structure and desirable working relationships among all the members of the organization.  To find out methods of implementing technological aspects, need for information source such as MIS and HRIS through Internet in the organization.  To observing HR activities for development of organizational goal.  To study employee retention strategies and which process can be followed by training and development of the employer health policies and services.

CONCEPT OF HRMS WHAT IS HRMS?

Why HRMS? A modern HRMS helps an organization plan and manage the intake, classification, staffing, orientation, compensation, and benefits administration, deployment, performance management, employe and labor relation, development and competency of its workforce through effective information management, reporting and analytics. An HRMS can be one system, purchased or internally developed, or an integrated blend of internally developed and purchased “Best of breed” applications. Whatever its compositions, a modern HRMS informs payroll systems with respect to who is employed, what position they hold, benefit eligibility etc. but it also holds and supports analysis of long term critical work force information including organizational information, individual skills and competencies, performance evaluations, labour relations, licensure requirement and career development plans. Information is entered and monitored through workflow, transaction and reporting tools for employees, managers and departments. An HRMS includes tools to easily monitor and query workforce data in a manner that enables an organization too efficiently find and deploy talent, identify staffing related in efficiencies and meet regulatory, contract and policy requirement. In the UW’S decentralized environment HRMS is specially mission critical as it provides the infrastructure to enable departments an HR to perform their functions in a consistent compliant manner while meeting the requirements of the departments, employes, administration, regulators and represented labor.

A Schematic Presentation of Linkage between HRD Instruments, Processes, Outcomes and Organizational Effectiveness. HRD Mechanism or Subsystems or Instruments • • • • • • • • • • • •

HRD department Performance appraisal Review Discussion, feedback, counseling sessions Role analysis exercises Potential development exercises Training Communication policies Job rotations OD exercise Rewards Job-enrichment program Other mechanism

HRD processes and HRD Climate Variables • • •

→

• • • • • • • • • • •

Role clarity Planning of development by every employee Awareness of competencies required for jobperformance Proactive orientation More trust Collaboration and team work Authenticity Openness Risk taking Value generation Clarification of norms and standards Increased communication More objective rewards Generation of objective data on employees, etc.

HRD Outcomes Variable • • • → • •

•

•

• •

↑ Other factors: Personal policies, top management styles, investments in HRD, top management, commitment, history, previous culture, line managers interest, etc.

More competent people Better develop roles Higher work commitmen t and job involvement More problem solving Better utilization of human resource Higher jobsatisfaction and work motivation Better generation of internal resources Better organization al health More team work, synergy and respect for each other

Organizational Effectiveness Dimensions • • •

→

• •

Higher productivity Growth and diversificati on Cost reduction More profit Better image

↑ Other factors: Environment, technology, resource availability, history, nature of business, etc.

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT SYSTEM Objectives are predetermines goals to which individual or group activity in an organization is directed. Objectives of HRMS are: Influenced by organizational objectives and individual social goals. Organizations are not just satisfied with this goal. Further the goal of most of the organization is growth and/or profits. Institutions procure and manage various resources including human and computer to attain the specified objectives. Thus, human resources are manage to divert and utilized their resources toward and for the accomplishment of organization objectives. Therefore, basically the objectives of HRMS are drawn from and to contribute to the accomplishment of the organizational objectives. The other objectives of HRMS are to meet the needs, aspirations, values and dignity of individual employes and having due concern for the social-economic problems of the community and the country. The Objectives of HRMS may be as follows: To create and utilized an able and motivated workforce, to accomplished the basic organizational goals. To secure the integration of individual or groups within the organization by co-ordination of the individual and groups goals with those of the network of the organization. To create facilities and opportunities for individual or group development so as to match it with the growth of the organization. To attain an effective utilization of HRMS in the achievement of the organizational goals. To identify and satisfy individual and group needs by providing adequate and equitable wages, incentives, employe benefits and social security and measures for challenging work, prestige, recognition, security and status. To maintain high employes morale and human relation by sustaining and improving the various conditions and facilities through Ray connect. To strengthen and appreciate the human assets continuously by providing training and development program. To provide an opportunity for expression and voice management. To provide fair, acceptable and efficient leadership. To provide facilities and conditions of work and creation of favorable atmosphere for maintaining stability of employment. Management has to create conductive environment and provide necessary prerequisites for the attainment of the personal management objectives after formulating them society. The HR manager may talk in broad terms about the recruiting, selection and other HR functions he/she wants to install.

OBJECTIVE OF RAYMOND The primary objective was to revamp the corporate HR web-site to position Raymond as: “The most desired workplace for top talent” and established Raymond credentials as a preferred employer. At the same time there was a need to innovate a platform for customizing a recruitment and career management portal connecting internal employes to HRMS module. The Journey We started of the journey by analyzing the existing web-site (HR section) and benchmark our site with 20 global and Indian companies. Some of the web-site visited were Wallmart, Shell, Glaxosmithclime, Toyota, and JB Morgan to name a few global companies and Info sys, Aditya Birla, TATA, Asian Paints, L & T in India companies. Based on the analysis we then proposed the HR flow and the road map for the site. Transforming the existing web-site The entire site was revamped with all the additional information which were missing in the existing site, few key addition are: 1. HR practice: Vision and mission, people and culture, code of conduct. 2. President desk. 3. Recruitment: Philosophy, HI Fliers and career, growth. 4. Careers: Job opportunities, manpower, resource. 5. Continuos learning: Learning mantra, training and development. 6. Our people: Employe speaks feedback.

Need HRIS or HRMS Larger companies typically integrate their separate HR system into integrated HRIS. An HRIS may be defined inter related components working gather to collect, process, store and disseminate information to support decision making, coordination, control, analysis, and visualization of an organization’s human resource management activities. There are at least three reasons for installing such system. First is competitiveness: An HRIS can significantly improves the efficiency of the HR operation and therefore a companies bottom lines for example- WH-Brady company, a Milwaukee-base manufacturer of identification of products such as labels, reportedly cuts several hundred thousand dollars a year from its HR budgets through the use of HRIS. The HRIS can also bump the firm up to a new plateau in terms the number and variety of HR related it can produce. Finally, the HRIS can also helps shift HR attention from transaction processing to strategic HR. As the HRIS takes over task such as updating the employe information and the electronically and reviewing resumes, the type of HR staff needed and their job tend to change. There is less need for entire level HR data processors. For instance and more

for analyzed capable of reviewing HR activities in relation to the companies plan and engaging in activities such as management development.

TRANSACTION PROCESSING: Its been said that the breed and butter of HRIS is still basic transaction processing in Raymond Ltd. It is found 71% of employee’s time was devoted to transaction and administrative task, for instance. In other word, an enormous amount of time devoted to task like checking leave balance, maintaining address record and monitoring employee benefits distribution. HRIS packages intended to be comprehensive. They therefore generally provide relatively computerized processing of the wider range of the firms or company HR transaction than would be possible if individual systems for each HR task had to be used. Technology, HRIS, HRMS, Internet, Web-sites Technology is transforming the world of work. Check this technology links for the best ideas in technology application and use. Look for productive boosting strategy. You will also find key ideas in understanding technology impact on work and people. Data management strategies are also available and human resources information system (HRIS) and human resources management system (HRMS) are emphasized. Interested in a game plan for finding a human resources software technology system that fits your need budget and company growth. These five steps will help you select human resources software technology resources. 1. 2. 3. 4. 5.

Determine your human resources technology needs. Find the human resource software system vendor who matches your needs. Set up human resources software technology system demonstration. Research your shortlist of potential human resource software technology system. Select your human resource software technology system and obtain approval.

Determine Human Resource Technology Needs Before you begin the process of setting up demonstration an evaluating system, you need to have a good idea of exactly what you need a system to do for you. This is the most important step of the Human Resource Software Technology System selecting process. The more detailed you are with this step the more likely you are likely to find a system that matches your unique needs.

Ask your self the following questions to start the process of determining needs. 1. If you were going to create your own HR technology system, what capabilities would it have? 2. Exactly what reports would you need? 3. What data would you need to track? 4. Involve other department such as pay roll, training and risk management to determine their HR information technology is essential for companies to manage there benefits plan and there employee information. Benefit management technology is no longer a nice to have but a necessity to help HR manage. But how do HR and other executive know they are selecting a best HR information technology to manage all the details. Let we here discuss real work in Raymond companies which uses HR software (Ray connect) to manage the all-entire system of organization. HRMS Online Process:In Raymond the online process can be carried out HR information system make it possible (or easier) to make the company’s employe themselves literally part of the HRMS. For example employee can verify and correct their home address and work location, maintenance of those data alone, HR desired (Ray connect) benefits program over the Internet at the secure site. One shipping company estimate it will reduce transaction processing and related paper work direct assess and integrative voice (telephone) response. Increasingly firm like Dell are creating Internet based HR sites. These allow manager and employee to process HR related information with little or no support required from the HR group itself. This company followed online for capturing the employee data in a dynamic real-time basis through the proposed system right from the stage of the recruitment of the employee to the stage of her retirement (in fact, even for post retirement pension related issues) all the relevant fact in connection with the employee will be recorded in the proposed data based. This is a project aimed at modernization of the human resource management system that may facilitate creation of an optimal personal regime, which simultaneously, satisfies the employee and furnishes the necessary means for the fulfillment of the broader organizational goals. With the right infrastructure provided by an HRMS, departments and HR could work together to effectively manage performance evaluation, compensation, classification, training records and development plans, licensure and eligibility to work from a central-board of tools. An HRMS will also provide analytical tools for HR professional to advise and to consult in a highly decentralized environment.

E-BUSINESS E-Business is about using the convenience, availability and worldwide reach to enhance existing business or creating new virtual business. E-Business combine the traditional information system with the vast reach of the web and connect critical business system viz production, marketing, finance, customer, supplier and employees via Internet, extra net and www. In Raymond E-Business process is followed in America, Australia and other developing countries such as India. E-Job Design and Job Analysis Job design and analysis most of the organization tended towards ‘Ded jobing environment and introduced alternative work scheduled, flexi work, broad job banding, employee empowerment, multi scaling etc. In Raymond HR managers job under this environment is identifies the skills requirement of the company, identifies the employes skills and matching these two. HR manager do this activities through ‘Listing skills’ and ‘Competency mapping’. This information is placed on net. Then the systems match the listing skills and competency mapping and produced the output of identifying employee suitable for a particular task (job) or activity by using Ray connect software. Thus the E-HR play the vital role in the De-job environment. E-Recruitment In Raymond the process of recruitment is online through using new Ray connect HR software organization advertise the job vacancies through the www.(Raymondindia. Career.com) Or send the information directly to the most competent people through Email. The job seeker sends their application through E-mail by using the Internet. Alternatively jobseeker place their CV's (resume) in the www through various site like Hotjobs.com, jobs.com which can be drawn by the prospective employer depending upon their requirement.

ESS Data Capturing Strategy Flow chart

Data support mailer to WDS and all the textile employee from present textile.

Data support mailer from works directors to all employee of respective location. ____________________________________________________ Forming team of HR for training employee on HRMS (mass presentation).

Distributing the hard copies of detailed HRMS field to employee for populating the detailed data.

Running a poster campaign with dead line of data submission.

15 days time to be given to employee for capturing their personal detail in hard copies _______________________________________ 15th December 2008 open employee self service (ESS module to employee)

1. Identify single point of contact (SPOC) from each location for employee query resolution. 2. Define SLA (service level agreement) for employee query resolution. 3. Maintain a logbook of query and its resolution.

(Fig. Flow chart of employee self-service)

E-Selection E-selection has become popular with conduct of various tests through online contacting the candidates though E-mail and conducting the preliminary interview and final interview through audio-conferencing and video-conferencing. Further the employer get reference or appointment letter from the referees through E-mails. E-Performance Management Several software packages are developed to measure employe performance and offer suggestion for improvement of the employe performance. Many employers tend toward using these software packages and computerized the employee performance appraisal system. The software on employee performance appraisal provides a number of statement and sub statement on each of the performance categories. The appraiser selects and clicks the appropriate rating for each statement. The system generates the detailed report by the time the appraiser has moved all the performance categories and sub factors. This report can be modified, comment can be added or deleted by the appraiser and the manager can prepare a final report. Further organization (Raymond) use computer network, sophisticated telephone systems and video equipment to monitored and record the employee work activities. E Training and Development Raymond companies started providing online training and online executive development. Employes learn various skills by staying at the place of their work. Participants complete course work from wherever they access to computer and Internet. E learning represent the total category of technology based learning while online learning is synonymous with web-based learning. The term E-learning covers a wide set of application and processes, including computer-based learning, web-based learning, virtual classrooms and digital collaboration’s-learning is enable by the delivery of the content via all electronic medial, including the internet, internet, extra net, satellite broadcast, audio or video tape, interactive TV and CD-ROM. Therefore this company innovate HRMS for development of organization prod.

SYSTEM REQUIREMENTS Software Specification

Language

:

VB.NET, ADO.NET.

Database

:

MS ACESS

Operating System

: WindowsNT/95/98/2000

RAM

:

256MB

Hard ware Specification: Processor

:

Intel P-III based system

Processor Speed

:

250 MHz to 833MHz

RAM

:

64MB to 256MB

Hard Disk

:

2GB to 30GB

Key Board

:

104 keys

LITERATURE SURVEY Visual Basic.NET:Introduction to Windows Forms (Visual Basic.NET) Windows Forms is the new platform for Microsoft Windows application development, based on the .NET Framework. This framework provides a clear, object-oriented, extensible set of classes that enable you to develop rich Windows applications. Additionally, Windows Forms can act as the local user interface in a multi-tier distributed solution. Windows Forms is a framework for building Windows client applications that utilize the common language runtime. Windows Forms applications can be written in any language that the common language runtime supports. What Is a Form? A form is a bit of screen real estate, usually rectangular, that you can use to present information to the user and to accept input from the user. Forms can be standard windows, multiple document interface (MDI) windows, dialog boxes, or display surfaces for graphical routines. The easiest way to define the user interface for a form is to place controls on its surface. Forms are objects that expose properties which define their appearance, methods which define their behavior, and events which define their interaction with the user. By setting the properties of the form and writing code to respond to its events, you customize the object to meet the requirements of your application. As with all objects in the .NET Framework, forms are instances of classes. The form you create with the Windows Forms Designer is a class, and when you display an instance of the form at run time, this class is the template used to create the form. The framework also allows you to inherit from existing forms to add functionality or modify existing behavior. When you add a form to your project, you can choose whether it inherits from the Form class provided by the framework, or from a form you have previously created.

Additionally, forms are controls, because they inherit from the Control class. Within a Windows Forms project, the form is the primary vehicle for user interaction. By combining different sets of controls and writing code, you can elicit information from the user and respond to it, work with existing stores of data, and query and write back to the file system and registry on the user's local computer. Although the form can be created entirely in the Code Editor, it is easier to use the Windows Forms Designer to create and modify forms. Some of the advantages of using Windows Forms include the following: •

Simplicity and power: Windows Forms is a programming model for

developing Windows applications that combines the simplicity of the Visual Basic 6.0 programming model with the power and flexibility of the common language runtime. •

Lower total cost of ownership: Windows Forms takes advantage of the

versioning and deployment features of the common language runtime to offer reduced deployment costs and higher application robustness over time. This significantly lowers the maintenance costs (TCO) for applications written in Windows Forms. •

Architecture for controls: Windows Forms offers an architecture for

controls and control containers that is based on concrete implementation of the control and container classes. This significantly reduces control-container interoperability issues. •

Security: Windows Forms takes full advantage of the security features of

the common language runtime. This means that Windows Forms can be used implement everything from an untrusted control running in the browser to a fully trusted application installed on a user's hard disk. •

XML Web services support: Windows Forms offers full support for

quickly and easily connecting to XML Web services.

•

Rich graphics: Windows Forms is one of the first ship vehicles for GDI+,

a new version of the Windows Graphical Device Interface (GDI) that supports alpha blending, texture brushes, advanced transforms, rich text support, and more. •

Flexible controls: Windows Forms offers a rich set of controls that

encompass all of the controls offered by Windows. These controls also offer new features, such as "flat look" styles for buttons, radio buttons, and check boxes. •

Data awareness: Windows Forms offers full support for the ADO data

model. •

ActiveX control support: Windows Forms offers full support for

ActiveX controls. You can easily host ActiveX controls in a Windows Forms application. You can also host a Windows Forms control as an ActiveX control. •

Licensing: Windows Forms takes advantage of the common language

runtime enhanced licensing model. •

Printing: Windows Forms offers a printing framework that enables applications to

provide comprehensive reports. •

Accessibility: Windows Forms controls implement the interfaces defined

by Microsoft Active Accessibility (MSAA), which make it simple to build applications that support accessibility aids, such as screen readers. •

Design-time support: Windows Forms takes full advantage of the meta-

data and component model features offered by the common language runtime to provide thorough design-time support for both control users and control implementers.

Crystal Reports Crystal Reports for Visual Basic .NET is the standard reporting tool for Visual Basic.NET; it brings the ability to create interactive, presentation-quality content — which has been the strength of Crystal Reports for years — to the .NET platform.

With Crystal Reports for Visual Basic.NET, you can host reports on Web and Windows platforms and publish Crystal reports as Report Web Services on a Web server. To present data to users, you could write code to loop through recordsets and print them inside your Windows or Web application. However, any work beyond basic formatting can be complicated: consolidations, multiple level totals, charting, and conditional formatting are difficult to program. With Crystal Reports for Visual Studio .NET, you can quickly create complex and professional-looking reports. Instead of coding, you use the Crystal Report Designer interface to create and format the report you need. The powerful Report Engine processes the formatting, grouping, and charting criteria you specify.

Report Experts Using the Crystal Report Experts, you can quickly create reports based on your development needs: •

Choose from report layout options ranging from standard reports to form letters, or build your own report from scratch.

•

Display charts that users can drill down on to view detailed report data.

•

Calculate summaries, subtotals, and percentages on grouped data.

•

Show TopN or BottomN results of data.

•

Conditionally format text and rotate text objects.

ACTIVE X DATA OBJECTS In Visual Basic .Net, three data access interfaces are available: Active X Data Objects( ADO), Remote Data Objects (RDO) and Data Access Objects (DAO). These access interfaces are used to access the data from database. Why use ADO?

Consistently accessing data within the enterprise is a challenge for today's business applications. ODBC provides the first step toward overcoming this challenge by enabling applications to access relational databases. However, as developers and system architects want to include nonrelational data sources and to work in environments such as the Internet, they encounter the dilemma of either developing their own data-access paradigms or working with application program interfaces (APIs) that are incompatible in the new environments. Microsoft® ActiveX® Data Objects (ADO) along with OLEDB solves this dilemma by providing a single model that works with all data sources in a variety of environments. ADO provides consistent, high-performance access to data, whether you're creating a front-end database client or middle-tier business object using an application, tool, language, or even an Internet browser. ADO is the single data interface you need for developing 1- to n-tier client/server and Web-based, data-driven solutions. This paper introduces ADO and the ADO programming model for application developers who are targeting Microsoft SQL Server™. Particular attention is given to taking advantage of SQL Server features with ADO, such as stored procedures and server cursors. The concepts presented in the sections titled "The ADO Object Model" and "Using ADO with Visual Basic, VBScript, Visual C++, and Java" are applicable to all ADO programmers. ADO Overview

ADO was first introduced as the data access interface in Microsoft Internet Information Server (IIS). ADO is easy to use because it is called using a familiar metaphor: the Automation interface, available from just about any tool and language on the market today. Because of its popularity as an easy-to-use, lightweight interface to all kinds of data, and the growing need for an interface spanning many tools and languages, ADO is being enhanced to combine the best features of, and eventually replace, RDO and DAO, the data access interfaces in widest use today. ADO is in many ways similar to RDO and DAO. For example, it uses similar language conventions. ADO provides simpler semantics, which makes it easy to learn for today's developers.

ADO is designed to be the application-level interface to OLEDB, Microsoft's newest and most powerful data access paradigm. OLEDB provides high-performance access to any data source. Together ADO and OLEDB form the foundation of the Universal Data Access strategy. OLEDB enables universal access to any data. ADO makes it easy for developers to program. Because ADO is built on top of OLEDB, it benefits from the rich universal data access infrastructure that OLEDB provides. OLEDB Overview OLEDB is an open specification designed to build on the success of ODBC by providing an open standard for accessing all kinds of data throughout the enterprise. OLEDB is a core technology supporting universal data access. Whereas ODBC was created to access relational databases, OLEDB is designed for the relational and nonrelational information sources, such as mail stores, text and graphical data for the Web, directory services, and IMS and VSAM data stored in the mainframe. OLEDB components consist of data providers, which expose data; data consumers, which use data; and service components, which process and transport data (for example, query processors and cursor engines). These components are designed to integrate smoothly to help OLEDB component vendors quickly bring high-quality OLEDB components to market. OLEDB includes a bridge to ODBC to enable continued support for the broad range of ODBC relational database drivers available today.

OLEDB Providers

There are two types of OLEDB applications: consumers and providers. A consumer can be any application that uses or consumes OLEDB interfaces. For example, a Microsoft Visual C++® application that uses OLEDB interfaces to connect to a database server is an OLEDB consumer. The ADO object model that uses OLEDB interfaces is an OLEDB consumer. Any application that uses the ADO object model uses OLEDB interfaces indirectly through the ADO objects. An OLEDB provider implements OLEDB interfaces; therefore, an OLEDB provider allows consumers to access data in a uniform way through a known set of documented interfaces. In a sense, an OLEDB provider is similar to an ODBC driver that provides a uniform mechanism for accessing

relational data. OLEDB providers not only provide a mechanism for relational data but also for nonrelational types of data. Furthermore, OLEDB providers are built on top of Component Object Model (COM) interfaces that allow more flexibility; whereas ODBC drivers build on top of a C API specification. Microsoft OLEDB SDK version 1.1 shipped two OLEDB providers: the ODBC Provider and sample text provider. The sample text provider is an example that demonstrates the implementation detail of an OLEDB provider. The ODBC Provider is an OLEDB provider for ODBC drivers. This provider enables consumers to use the existing ODBC drivers without having to implement new OLEDB providers to replace existing ODBC drivers. With OLEDB version 2.0, providers for SQL Server, Oracle data, and Microsoft Jet databases were added to the SDK. For more information about OLEDB and OLEDB providers, see the OLEDB section of the Microsoft Data Access The ODBC Provider

The ODBC Provider maps OLEDB interfaces to ODBC APIs. With the ODBC Provider, OLEDB consumers can connect to a database server through the existing ODBC drivers in the following process: A consumer calls an OLEDB interface on the ODBC Provider. The ODBC Provider invokes corresponding ODBC APIs and sends the requests to an ODBC driver. Because the ODBC Provider allows OLEDB consumers to use existing ODBC drivers, there may be some performance concern about the additional layer of the ODBC Provider on top of the existing ODBC driver manager. The design goal of the ODBC Provider is to implement all the functionality of the ODBC driver manager; therefore, the ODBC driver manager is not needed. However, the ODBC Provider still requires the ODBC Driver Manager to support connection pooling with ODBC applications.

The ADO Object Model

The ADO object model defines a collection of programmable objects that you can use in Visual Basic, Visual C++, Microsoft Visual Basic, Scripting Edition, Java, and any platform that supports both COM and Automation. The ADO object model is designed to expose the most commonly used features of OLEDB. The ADO object model contains their objects: •

Connection

•

Command

•

Record set

The Connection Object

The Connection object allows you to establish a communication link with a data source. The Connection object provides a mechanism for initializing and establishing the connection, executing queries, and using transactions. The underlying OLEDB provider used for connecting is not limited to the ODBC Provider; you can also use other providers for connecting. Specify a provider through the Provider property. If none is specified, MSDASQL (the ODBC provider) is the default provider used for the connection.

The Command Object

The Command object allows you to issue commands to the database. These commands can be, but are not limited to, query strings, prepared query strings, and associated parameters with query strings. The actual command language and features supported are dependent on the underlying provider for the database. The information and examples contained here focus on the Microsoft ODBC Provider that supports a wide variety of relational databases.

The Recordset Object

The Recordset object provides methods for manipulating result sets; it allows you to add, update, delete, and scroll through records in the result set. You can retrieve and update each record using the Fields collection and the Field objects. You can make updates on the Recordset object in an immediate or batch mode. When you create a Recordset object, a cursor is automatically opened.

Dynamic Cursor Allows you to view additions, changes and deletions by other users, and allows all types of movement through the records that don’t rely on bookmarks; Allows bookmarks if the provider supports them. Key-set Cursor Behaves like a dynamic cursor, except that it prevents you from seeing records that other users ad, and prevents access to records that other users delete. Data changes by other users will still be visible. It always supports bookmarks and therefore Allows all types of movement through the Records. Static Cursor Provides a static copy of a set of records for you to use to find or generate reports. Always allows bookmarks and therefore allows all types of movement through the records. Additions, changes or deletions by other users will not be visible. This is the only type of cursor allowed when you open a client_side (ADO) records object. Forward-only Cursor Behaves identically to a dynamic cursor except that it allows you to scroll only forward through records. This improves performance in situation where you need to make only a single pass through a record. UNDERSTANDING THE ADVANTAGES OF VISUAL BASIC:-

The following key points make Visual Basic an excellent development tool: Visual Basic applications are event – driven. Even driven means the user is in control of the application. The user generates a stream of events each time he or she clicks with the mouse or pressed a key on the keyboard. Your Visual Basic application responds to those events through the code you’ve written and attached to those events. Visual Basic supports the principle of object-oriented design. This means that you can compartmentalize different aspects of your application as objects and develop and test those objects independently of the rest of the application. By modifying certain properties and invoking the methods of these objects, you exert a great deal of control over the user’s interaction with the visual basic you’ve written. Although Visual Basic does not comply with all the concepts and principles behind the object – oriented development model supported by visual basic includes enough of these features to more than satisfy all but most ardent followers of object oriented programming Microsoft has designed Visual Basic to be complete Windows Application Development system. This means that you’re Visual Basic Application will look and behave like other. Windows programs your users might work with. In other words, you Visual Basic applications will conform to the windows – 95 look and feel without any extra work on your part Unlike visual c++ and other development platforms you don’t have to go to extreme measures to employ even the most sophisticated window features in your visual basic application. Visual Basic is infinitely extensible through the use of Active X controls, dynamically linked libraries (DLL’s) and add-ins.

You can create these Active X

controls, DLL’s and add-ion with Visual basic 6 or buy them off the shelf from a large number of third party software vendors. In fact, one of the influences driving the rapid adoption of visual basic 6 is the desire of many developers to create active X controls and DLL’s for use in other windows applications such as excel, word or Access.

Visual basic offers the fastest and easiest way to create application for windows. It is a complete set of tools that simplify raid application development for both experienced professional and novice window programmers. The visual in refers to the method used to create the GUI, rather than writing numerous line of code to describe the appearance and location of interface elements, pre built objects are dragged and dropped into place on screens. “BASIC” refers to the Basic programming Language VB evolved from the original Basic Language and how contains several hundred statements, functions, and Keyboard many of which are related directly to the windows GUI. FEATURES •

Rapid – application development

•

Database features to create fast, high performance applications and components

•

Team development and scalability features with Microsoft visual Modeler, Visual Database Tools, Visual Source safe and SQL server.

•

The ability to create reusable Active X components for traditional Client/server Architecture, Internet, and Microsoft Transaction Server.

•

Native code compiles that can be optimized for speed, size and even for Pentium preprocessor’s.

•

A common programming language for all Microsoft Office applications. Visual basic is providing to be most powerful and flexible way of developing for GUI’s as a window-programming tool Database Management as a front-end tool Internet as web programming tool.

Error Finding Methods The debugging facility in the Visual Basic is also quite advanced. I have the immediate window where in at runtime I apply break and change the values in the variables. I can set break points and thus I come to know the flow and locations of errors in the code. Even as I type the code I have a runtime list that lists out the syntax and prevents us from making syntactical errors. I have used a lot of debugging methods in

finding errors, there are different methods which exists but the one I frequently used was the line by line tracing of the program at runtime this is done by pressing F8 key, I also used the immediate window which shows the results of the expressions at the run time. Watch windows also helped me little. These facilities also helped Visual Basic 6.0 tool to be good. STRUCTURE OF RAY CONNECT SOFTWARE Human resource manager needs considerable information and data relating to all areas of HRMS. HR information system provides information necessary for planning, controlling decision-making and preparing reports. The computers have simplified the task of analyzing vast amount of HR data. This task is from pay roll processing to record retention. The human resource information system manager must clearly understand the record keeping and reporting requirement before designing the system. Though the requirement of each employer vary, some common reports can be prepared they can be given below: 1. Personnel profile: Name, sex, community, age, marital status, address, phone number, service dates. 2. Career Profile: Performance appraisal, job title change, job classification change, salary change, promotion transfers, career paths. 3. Skill Profile: Education, training, certificates, licenses, degree skills, hobbies, requested training, interests. 4. Benefit Profile: Insurance coverage, disability, provisions, pension, profit sharing, vacation, holidays, sick leave. OBJECTIVES OF RAY CONNECT:Standardized the HR processes pan Raymond. Create a single data reference point across the group. Online Employee information in order to view/update his/her details. Alert through system. To move from manual to IT based integrated approach leading to faster and effective decision-making. THE BENEFIT OF RAY CONNECT: Online availability of all employee details across Raymond group can be known. HR Dashboard for better HR analytics. Employee user-friendly system with latest personal information. Standardized HR processes across the group. Faster decision-making.

OVERVIEW OF CURRENT HRMS SYSTEMS IN RAYMOND Currently there is comprehensive Human Resource Management System application in use in any of the departments of the Raymond group. An effort has been made by all employee’s staff of company programmed authority to develop a database of company profile, production, profit and loss of organization has developed payroll software such as SAP, Ray connect and other system software which aims to meet the requirements of the secretariat. “SAP” payroll software is being used in financial department for preparing pay bill, employ salary, monthly and annual budget of organization. Largely HRMS function is carried out manually as of now. There is centralized database of the employee of the organization that may be shared and amenable to concurrent applications. For deriving relevant information by different users. The employee data that exist are organized. They lie scattered in various files in different departments that are easy to share and suffer from inconsistency and redundancy. There is regular method of inputting or updating the data that maximizes storage efficiency, promotes data integrity, or facilitates data scalability. The entire system of present data management is good in company, with coordination and admits of concurrent access to data by multiple users. There also exist any full proof data security mechanisms with given all employee’s ID and password methods. As a result the present system of management of human resources suffers from standardization and sharing delay in updating and relatively effective in deployment of human resources with equity and efficiency across departments and field organizations. Raymond have identified Human Resource Management System (HRMS) as one of the core initiatives as a part of its ongoing modernizing initiatives and e -governance plans, eventually culminating into an HR-Manager to Employee (H2E) porta. An employee life cycle approach will be adopted while capturing the employee data in a dynamic real-time basis through the internet the mode. Administration often gets involved in solving employee grievances and substantial manpower efforts are diverted to these issues. Human Resource Management System (HRMS) as one of the core initiatives as a part of its ongoing modernizing initiatives and e-governance plans, eventually culminating into not only for production but also to analyzing the manpower requisition and all department of HRM.

RESEARCH METHODOLOGY  Primary Data: Primary data is collected mainly through questionnaires, which is sent to the trainees.  Secondary Data: Secondary data is collected mainly through existing data available in the company record, books and magazines etc.  Questionnaire type: An open-ended (objective) questionnaire is sent to the managing staff (works director to be exact) and he fills up the questionnaire on the basis of which analysis is done.  Sampling Size: Random sampling sizes of 25 employees are selected from the training programs attended in the year financial year 2009-2010.  Limitations: Although many training programs were held in 2010, my working is based on a random sample of 25 employees, not on the entire population. Occasional reluctance on the part of the company employees to go through exhaustive HR notification and fill up questionnaire forms. Difficulty in getting back the response to the questionnaire from the trained employees regarding the Ray connects effectiveness of the management programs. This study has been designed for being conducted as a field survey. It involves collection of data through administration of structure questionnaires. This is supported by 1. Informal discussion with employes. 2. Interview. 3. Keen observation. For survey sample size was 25 employes. The questionnaires used in the survey comprised of 15 objectives and descriptive question. The number of question was more than 15 but I am really thankful to all the employee who filled the questionnaires patiently and honestly.

The starting point of data collection was the official web site. As it was quick and easy way of gathering information. Secondary data including data from internet, magazines, project reports, books and other company reports have proved to be of great benefit to support my project work. While selecting training and development goal ask your supervisor for your feed back. For any HRM program to be successful it is important that HR manager and employees, trainees, trainers, and management sit together while deciding HRM policies and the way to achieve those. It is necessary for every organization to develop HRMS. The Researches the following HR practices that effective firms adopt: • Financial incentives for excellent performance. • Work organization practices that motivate employee effort and capture the benefit of know-how and skill. • Rigorous selection and selectivity in recruiting. • Higher than average wages. • Employee share-ownership plans. • Extensive information sharing. • Decentralization of decision-making and empowerment. • Work organization based on self-managing teams. • High investment in training and skill development. • Having people do multiple jobs and job rotations. • Elimination of status symbols. • A more compressed distribution of salary across or within levels. • Promotion from within. • A long-term perspective. • Measurement of HR practices and policy implementation. • A coherent view of employment relation. All these HR practices can play three major roles: 1. Building critical organizational capabilities. 2. Enhancing employee satisfaction. 3. Improving customer and share holder satisfaction.

Method of Study and Sources of Information Direct methods have been applied in collective information and the material with free and open discussion with the company HR manager, assistant HR manager and the welfare

department. Observation method is also undertaking, as it is very necessary to calculate the past as well as present facilities provided to the employes. Attempts have been made to stand on the spot directly.

DATA ANALYSIS AND INTERPRETITION Raymond was estabilished since 1925. This company is fundamentally based on available of all required resources (raw material). The main function of this company is to change new innovative day by day. Therefore this company 40% lead to development of product of the organization than other competetors such aas Reid & Taylor, Siyaram, etc. In Jalgoan is top most company in textile and woolen outerware company. The process of manufacturing product is quick and fast. This company produce 15000 meters per day textile cloth (fabric), the raw material of this company is easily available because the transportation and communication system is good. The main part of this company is that the environment is very nice, therefore it enhance employee engaging in work and performance well in company. Past some period the new innovative can be change in HRM. Raymond is an organization of principle. It holds high those value which contribute being “THE COMPLET MAN” the popular tag line of the organization. It imbibes and very strong believes in four core values: 1. Excellence. 2. Quality. 3. Leadership. 4. Trust. Raymond is an overwhelming leader in the market and more importantly the second rank holder is miles behind it. Inspite of that it is worth watching the sincerity and honesty with which the employee work here. Raymond is indeed true to its own word which says that it is the most desired work place for top talent. The ultimate aim of human resource management is manifold most significant aspect of HRM is the management development in particular improving upon all round skill of the staff and motivating them for optimum performance in general. The information system is needed to build to access the performance of each employee in relation with there key objective and responsibility. Therefore the new generation of Raymond group is to innovation in HRMS. In Raymond the most information system for HRM provide a system of organization review, HR review, performance appraisal, management skill, inventory, and training schedules.

Through using HR-software i.e. ray connect to enhance connectivity of staff and management (employee) with using internet. These are the important decisional support system that most of top line managers rely upon for strategic planning and tactile operational control.

DATA BASE DESIGN

CLASS DIAGRAMS

E m p lo g in

H R A d m i n is t r a t i o n Hr Nam e H r ID A d d D e t a ils

L o g in () C h e c k T r a in in g D e t a il s () C h e c k C o m p e n s a t io n () C h e c k E m p lo y e e () E m p l o y e e D e t a i ls Dept D a te Emp Emp

A d d E m p D e t a ils () A d d T r a in in g D e t a ils () A d d C o m p e n s a t io n ()

T ra in in g d e a t ils Dept L o c a t io n E m p Nam e S k il l D e t a ils S k il l C o n t e n t ( ) T ra i n in g A s s ig n ( ) D u r a t io n ( )

OBJECT DIAGRAM USE CASE DIAGRAM

C o m p e n s a t io n C o m p e n s a t i o n A m t () Y e a r o f w o rk ( ) S k il l R e p o rt ()

A s s ig n e d () o f J o in in g ( ) D e t a i ls () C o m p o n e n t()

L o g in A d m in is t ra t o r

C h e c k E m p D e t a ils

E m p lo y e e

A d d E m p d e t a i ls

C h e c k T r a i n i n g D e t a i ls

A d d t r a i n in g d e t a i l s

C h e c k C o m p e n s a tio n A d d C o m p e n s a t io n d e t a ils

Logout

SEQUENCE DIAGRAM

H R A d m in

E m p lo y e e

Tra in in g

C o m p e n s a tio n

P la c e m e n t

S k ill

E m p d e a tils

1 . lo g in 2 . ve rify

3 . A d d e m p d e ta ils 4 . A d d s k ills R e p o rt 5 . A d d P la c e m e n t re p o rt

6 . A d d Tra in in g R e p o rt

7 . A d d C o m p e n s a t io n R e p o rt 8 . lo g o u t 9 .C h e c k e m p d e a tils 1 0 .C h e c k e m p lo y e e s k ills re p o rt 1 1 .C h e c k e m p lo y e e p la c e m e n t re p o rt 1 2 . c h e c k e m p c o m p e n s a tio n re p o rt

1 3 .c h e c k e m p lo y e e tra in in g re p o rt 1 4 .L o g o u t

COLLABORATION DIAGRAM STATE CHART DIAGRAM

Training

Relative Emp Id

Open Training List

State3

Close List

ACTIVITY DIAGRAM

Check Still Details

Check Duration

Aceept Traing

Receive Emp Details

Emp Login

Open Tarining List

Open Emp Details

Check Training List

Emp Details

COMPONENT DIAGRAM

Emp login

Check Emp Detail

Check Training

Hr Admin

Check Compensatiopn

Add Training

Add compensation

Add Emp Details

CLASS DIAGRAM

Emp login

HR Administration Hr Name Hr ID Add Details

Login() Check Training Details() Check Compensation() Check Employee() Employee Details Dept Assigned() Date of Joining() Emp Details() Emp Component()

Add Emp Details() Add Training Details() Add Compensation()

Training deatils Dept Location Emp Name Skill Details Skill Content() Training Assign() Duration()

Compensation Compensation Amt() Year of work() Skill Report()

What is Ray connect? Ray connect is a software hosted on internet to unable every employee to view updates of his/her detail and enhance HR efficiency. This software is easy to operate.

What is formulae of HR? Formulae of HR is a product of Icomm technology with whom Raymond has tied up for providing the ray connect service to all group of Raymond through internet. After survey I can observe the ray connect is a software to increase the connectivity of groups of employes, staff, and management people through internet. The knowledge of this software is aware about all department and staff member of Raymond company. In this software there are so many facilities which can be used by all management employes. Ray connect is a software to increase connectivity (network) of group of employes and staff member through internet. The knowledge of this software aware all staff and department employes such as how to start, operate, etc. In this software there are so many facilities which can be used by all staff member of Raymond group (RL and RWOL). The percentage of frequently and easy to access use of ray connect in a week some employes used can be given in the following table and cylindrical bar graph Day in week use in ray connect 4 days in week 2 days in week Less than that Never

Percent of employe use ray connect 20 32 28 Nil

This software there is no difficulty to use, it makes our job easy and is helpful to networking employes. The awareness aspect of software is more than 90% employees Sr. No.

Aspects

Total (Yes)

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14.

Objectives of the software Business benefits of the software Confidentiality of information Whether it is a KRA or employee-care facility Kind of IT support required Whether it is a form of internet Who is the SPOC (single point operating contact) for any queries Security of ID password Frequency of upload and generation of data Feeding or unfeeding of data in case of new entries, exits and retirenments Scope of application of internal job postings through ray connect Scope of application of external candidates for job openings Exposure of data to corporate Other clients using the software

23 20 21 21 15 21 15 20 13 14 13 11 15 05

The following shows that the awareness of the ray connect software above given aspect in Raymond company.

On scale of 10 of Ray connect software given to benefit for department purposes shown in table Scale 10 05 Rate given 04 by employee

06 03

07 04

08 12

09 01

10 00

The Ray connect software is good for 68% employee think we need to improve the connectivity system to implement better execution of software, while 32% employee have no change in ray connect software. 96% employee opinion has software resulted in saving of valuable time during working hours and very beneficial for employee details as well as to celebrate birthday of employee. With using Ray connect software 92% employee satisfying by reducing there load of manual data entry. Only 8% employee which can not satisfy to this work of l oad. The using of this software 72% of employee opinion to improvement productivity of organization.

Really Ray connect software is very helpful for Raymond company for HRM and all department of Raymond, about Ray connect no one can give any complain and grievances regarding any problems in Ray connect software. The employee idea of introducing HR Ray connect 60% of employee is beneficial, 28% of employee is satisfactory and 12% of employee is excellent for using this software. In Raymond there are many department they should be taken upgrade the system such as shown in the table and pie charts Sr.No 1. 2. 3. 4. 5.

Name of Department Information technology Quality assurance Supply chain Engineering Security

Upgrade 16% 16% 12% 16% 16%

Suggestion and Ideas Regarding “Ray Connect” 1. A small workshop 15’30” is created awareness among users regarding its application and advantages. 2. If E-learning, E-gurukul is the part of Ray connect then do the network problem connectivity we are not taking benefits of this software. 3. Nothing as such. 4. Good guessing. After analyzing the existing Raymond website (HR section) I have discovered before use of Ray connect (software), that there was limited information on HR practices, Raymond culture and career. There was no Interlink between recruitment and career management portal.

FINDINGS Life is full efforts and struggle and success and failure, but the sincere efforts done in the right direction and at right time will give us fruits of success. Same thing can done in my winter training project work, I have find out betterment of Raymond company.

On my study project HRMS there are enormous thing is that to create work place on such way that enhance employee as well as organization benefits. Raymond is top talent companies in world famous company in textile. The most valuable thing observed in company is “Raymond believes in Excellence, Quality, Trust, and Leadership”.

SUGGESTIONS Requires great amount of audacity to suggest a bomb leader like Raymond regarding how to get better. However the general belief is sky is the limit and hence betterment may be considered to be a journey, not a destination. As far as the process of training and development is concern, suggestions could be offer considering to broad spectrum. These are 1. Improving the existence HRM system by bringing about modification. 2. Introducing new (software) system of employee training in the Raymond. 3. Increasing the online-recruitment for employees selection. 4. To improve the quality and productivity. The sample of 25 employees is randomly selected for analysis in my project are either management or executive level people. Hence it can be assume that they all have access to the internet and are comfortable in using a computer. On the basis of this assumption, a new type of training process can be initiated within the Raymond group which might turn out to be highly successful, if implemented properly. On the other hand we should give at most importance to the HRMS and try to address the gaps that are there. Our constant effort towards the betterment of these process and some of my views I have shared.

SUGGESTIONS Requires great amount of audacity to suggest a bomb leader like Raymond regarding how to get better. However the general belief is sky is the limit and hence betterment may be considered to be a journey, not a destination. As far as the process of training and development is concern, suggestions could be offer considering to broad spectrum. These are 1. Improving the existence HRM system by bringing about modification. 2. Introducing new (software) system of employee training in the Raymond. 3. Increasing the online-recruitment for employees selection. 4. To improve the quality and productivity.

The sample of 25 employees is randomly selected for analysis in my project are either management or executive level people. Hence it can be assume that they all have access to the internet and are comfortable in using a computer. On the basis of this assumption, a new type of training process can be initiated within the Raymond group which might turn out to be highly successful, if implemented properly. On the other hand we should give at most importance to the HRMS and try to address the gaps that are there. Our constant effort towards the betterment of these process and some of my views I have shared.

CONCLUSION It has been a scintillating experience for me to be associated with Raymond for the last couple of month. That too getting a first hand knowledge of how things work out in the plants of the unparallel leader in the manufacturing sector in a country was something beyond my expectation. During my stay I have been fortunate enough to watch the procedure that are carried out in the twin plant of Raymond, Jalgaon. However, in the back of my mind I have been wondering how things could be made better. I have realized the fact that my basic job is to judge whether the processes in the operation proves to be productive or not. This is a sole reason behind HRMS effectiveness as my topic for project. In order to survive and grow, all organization must re-invent themselves. Managing change is only one dimension in organization development. Adopting a strategic and holistic approach to people development will ensure that as the organization flexes and

changes the people are able to shift gear and adapt to the changing circumstances. This cannot be possibly occurred if HRMS/HRIS is separate from the main corporate agenda. No truly world-class organization would separate people development from organization development. In Raymond, I have observed that HRMS is taken very seriously and the HR department has to approach the subject systematically, maintain records properly and demonstrate the worth of his department to the top management by projecting cost effectiveness of management system.

ANNEXTURE Questionnaire for the effectiveness of Ray connect Sr. No. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10.

QUESTIONS

YES

NO

Are you aware about the HR software Ray connect? Do you use the Ray connect facility that is available? Do you frequently use the Ray connect? Do you find it simple and easy to access the software? Do you think Ray connect makes our job easy and is really helpful? Do you think we need to improve the computer connectivity system to implement better execution of the software? In your opinion has this software resulted in saving of valuable time during work hours? Has this software resulted in satisfying all our employes by reducing there load of manual data entry? Has this software resulted in improvement in the productivity of the employees? Are you aware about the different aspects of the software? 11. If you are having any complaints and grievances regarding Ray connect, this is the correct time to express and it would help to address your problem as well

BIBLIOGRAPHY Manuals: Training manuals and files at Raymonds. Books referes: HR and PN: by K. Ashwathappa HRM: Gary Deshlei and Biju Varkkey (Publication Pearson 11 edition) Website: www.indiaraymond.com www.HRMS.com www.goberganesh.com www.google.com www.raymondindia.com