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A brief overview of the Human Resources Information System with special references to India

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  1. Introduction to Human Resources Information System (HRIS)
    1. Concept of HRIS
    2. Uses of HRIS
    3. Scope of the study
  2. Ways of applying HRIS in organization
  3. Objectives of HRIS
  4. Steps in implementing HRIS
  5. Benefits of HRIS
  6. Limitations of HRIS
  7. An overview of telecom in India
  8. Company profile: Bharat Sanchar Nigam Limited (BSNL)
    1. Achievements and future plans of BSNL
  9. Research methodology
  10. Analysis and interpretation
  11. Suggestion and conclusion
  12. Bibliography

Human resource departments require large amount of detailed information the quality of personnel management department's contribution largely depends upon the quality of information held by it. Many personal activities and much effort by personnel professionals are devoted to obtain and define department's database. Human resource Information system (HRIS) is a systematic way of storing data and information for each individual employee to aid planning decision making and submitting of return and reports to the external agencies.

Initially, HR departments used to share hardware and files with other departments, later, companies began to develop information systems devoted inclusively to human resource applications. These systems came to be known as human resource information systems.

A human resource information system should be designed around a database consisting of employees and position records. The access to the database would be in batch mode or through on-line transactions, with adhoc inquiries being satisfied by reports, such as age analysis, absence reports, salary review reports and employee profiles could be used to facilitate the functions of HRIS.

[...] These would be responsibility of department of Telecommunications (DOT) and Telecom commission Government of India has decided to transfer all assets and liabilities (except certain assets which will be retained by Department of telecommunications required for the units and offices under control of DOT, to be worked on later on) on the company with effect from 1st October 2000. All the existing contracts agreements and MoUs entered into the Department of Telecommunications, Department of Telecom Services and the department of Telecom operations with various suppliers, contractor companies and individuals in respect of supply of services, subsisting on date of transfer of business and or required for operations of the company and with subscribers of all types of services to be provided by the company will also stand transferred and assigned to the company with effect from 1st October 2000. [...]

[...] ?Tarang' Wireless in Local Loop: This is a communication system that connects customers to the Public Switched Telephone Network (PSTN) using radio frequency signals as a substitute for conventional wires for all or part of the connection between the subscribers and the telephone exchange. Countrywide WLL is being offered in areas that are non-feasible for the normal network. Helping relieve congestion of connections in the normal cable/wire based network in urban areas. Connecting the remote and scattered rural areas. Limited mobility without any air-time charge. [...]

[...] The system should record individual employee performance appraisal data such as the due data of the appraisal, scores for each performance criteria, potential for promotion, and other information to form a comprehensive overview obtained from the human resources information system for training, transfer and promotion purposes. Training and Development. The system should consider the training and development needs of an employee, with the ability to record and enquire on courses completed, those underway, and any projected courses. This will enable any gaps in training to be identified and also allow training costs to be monitored at the organizational level. [...]

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