Practice Of Hris In A Abdullah Spinnig Mill

Published Date: 02 Nov 2017

Practice of HRIS in a Abdullah Spinnig Mill Limited

Submitted by:

Sania Airin

No: 02 - 044

MBA 2nd batch

Department of Management Information Systems (MIS)

Faculty of Business Studies

University of Dhaka

Submitted to:

Mohammad Anisur Rahman

Assistant Professor

Department of Management Information Systems (MIS)

Faculty of Business Studies

University of Dhaka

Date of Submission: August 30, 2012

Letter of Transmittal

August 30, 2012

Mohammad Anisur Rahman

Assistant Professor,

Dept. of Management Information Systems (MIS)

Faculty of Business Studies

University of Dhaka

Subject: Submission of Internship Report.

Dear Sir,

It is a great pleasure and privilege to present the internship report titled " Practice of HRIS in Abdullah Spinning Mill Limited" which was assigned to me as a partial requirement for the competition of MBA Program.

Throughout the study I have tried with the best of my capacity to accommodate as much information and relevant issues as possible and tried to follow the instructions as you have suggested. I tried my best to make this report as much informative as possible. I sincerely believe that it will satisfy your requirements. I however sincerely believe that this report will serve the purpose of my internship program.

I am grateful to you for your guidance and kind cooperation at every step of my endeavor on this report. I shall remain deeply grateful if you kindly take some pan to go through the report and evaluate my performance.

My effort will be reworded only if it adds value to the research literature.

Sincerely Yours,

Sania Airin

ID: 02-44 (MIS 2nd Batch)

Dept. of Management Information Systems (MIS)

Faculty of Business Studies

University of Dhaka

Declaration

This is to notify that this presented report titled "Practice of HRIS in Abdullah Spinnig Mill Limited" is written as a requirement of internship. This report is prepared on the basis of my working activity at Abdullah Spinning Mill Ltd,Tarabo,Rupgong,Narayangong.

I also confirm that this report is prepared solely for the academic requirement and not for any other purposes and for the use of any other party.

Signature

(Sania Airin)

ID: 02 - 044 (MBA 2nd Batch)

Dept. of Management Information Systems (MIS)

Faculty of Business Studies

University of Dhaka

Letter of Endorsement by the Supervisor

To Whom It May Concern

Mohammad Anisur Rahman

Assistant Professor,

Dept. of Management Information Systems (MIS)

Faculty of Business Studies

University of Dhaka

Acknowledgement

Successful completion of any study generally requires support from various related parties. To prepare this report, I have received adequate support from those people whose are very much generous to me.

First and foremost, I am grateful to almighty Allah, for giving me patience and ability to perform this work. I am acknowledging to my supervisor Mohammad Anisur Rahman for his kind co-operation and direction in my internship program. Indeed I am also grateful to our honorable Chairman Professor Mohammad Moqbul Hossain Bhuiyan and honorable teachers of the department MIS for their advices in preparing this report.

I have received much valuable co-operation and assistance from the employees of Abdulla Spinning mill Ltd, factory; Especially from Assistant General Manager Mr. Zahangir Alam and production manager Mr.Nazimul hoque. I am very much thankful to all of them indeed.

At last, I shall remain ever grateful to many of my friends and family that extended their helping hands to me during my study work.

Executive Summary

Abdullah Spinning Mill Limited is a business organization which produce yarn from pure cotton. It has an average daily production capacity of 15-16 thousand pounds yarn. As a spinning mill they produce only yarn.For producing qualified yarn this mill consisting their production activities from blow room to ring department and get a finished product. Regular use of raw materials and machinaries is an integrated part of the company’s human resource management idea and has resulted in an almost more qualified yarn production and increase it and most of. Sales of of this organization is local based like sales their yarn in Narayangong, Madhabdi and spread near areas and districs and they are also in the way of planning exporting their yarn to nearby countries.

In my report I tried to cover a short profile of Abdullah Spinning Mill Limited and its major human resource functions.

Chapter- 1

INTRODUCTION

1.1 INTRODUCTION OF THE STUDY

Human Resource information Systems has a significant impact on business activities as well as whole organizational process. It can change the operations of human resources management in the organization significantly.

Abdullah Spinning Mill Limited is now trying to change its manual human resource management activities. Still they don’t have any human resource information systems to manage their human resource in the organization. This organization now greatly realize the importance of HRIS in their organization and starting with using Excel sheet to store employee information.

1.2 RATIONALE OF THE STUDY

In growing number of organizations human resources are now viewed as a source of competitive advantages.There is greater recognition that distinctive competencies are obtained through highly developed employee skills,distinctive organizational cultures,management processes and systems.It is being recognized that competitive advantage can be obtained with a high quality work force that enables organizations to compete on the basis of market responsiveness and product quality. Today, human resource information systems helps to perform the daily activities of human resource management quickly.Different kinds of human resources problems can be solved very easily by using this types of systems.This internship program helps to understand the real situation of an organization and their thinking about the human resource management.

OBJECTIVE OF THE STUDY

As we know management of the organization’s human resources can be done very easily by introducing human resource information management. However, introducing a new system is not easy for any kind of organization. This report is mainly focused on the importance of an information system for managing human resource. Introducing human resource information systems would enable Abdullah Spinning Mill to save their cost and time as well as increase profit. Besides that some specific objective of the report are-

To develop a human resource information systems in Abdullah Spinning Mill Limited

To identify the areas of training and development required by the employee of the organization.

RESEARCH METHODOLOGY

The data of this report would be gathered by observing and interviewing the concerned personnel of different departments of Abdullah Spinning Mill Limited. In addition, Relevant journal & books about human resource would be consulted. Website would be another source of information. Information for this report has been collected from both primary and secondary sources. They are-

Primary sources of data

Personal interview with managers and executives.

Open ended questions and discussion have been used to gather information.

Face to face daily conversation with the officials of Abdullah Spinning Mill Limited

Observation.

Doing assigned work

Conducting with the staffs of Abdullah Spinning Mill Limited.

Secondary sources of data

Web site

Different printed materials.

Annual report of Abdullah Spinning Mill Limited.

ORGANIZATION OF THE REPORT

This report contains different chapters Chapter one includes the rational of the study,sources of data,objective of the study,liumitation of the study and so on.

Chapter two named "Description of the Organization" provides detailed information of Abdullah Spinning Mill Limited. It also provides managerial information and brief discussion of its vision and mission and its working departments.

Chapter three named "Literature Review" discusses about human resource, human resource information systems,human resource management activities and ,brief discussion on several department of the organization

The current human resource management activities of Abdullah Spinning Mill Limited, its administrative activities ,planning recruiting ,selection.training and development,performance,payroll,award systems are discussed in chapter four named "Data Analysis and Findings".

Chapter five named "Summary, Conclusion and Recommendations" provides the conclusion and some important recommendations for Abdullah Spinning Mill Limited which will help to improve their current human resource management process.

LIMITATIONS OF THE STUDY

The scope of gathering related information from Abdullah Spinning Mill Limited was not enough as still they do not use any human resource information systems.. Due to the time barrier it was not possible to give proper and detailed information about how they can starting the practice of human resource information system in their organization..

In conducting the research, some problem arose when gathering information due to some security reason of the organizations. In addition to that, the time was not sufficient to conduct different research methods to find more detailed information on human resource information systems in the organization which is now todays leading business activities. However, it is tried to give the best effort to prepare the internship report as detailed as possible.

Chapter 2

Description of The Organization

Abdullah Spinning Mill Limited

About the organization

Abdullah Spinning Mill Limited, established in 2005 has a capacity of producing 15 to 16 thousands pound yarn per day. The mill has a complete range of spinning equipment including Rieter Spinning machinery from Blow room to Spinning departments. The latest generation of blow room lines connected to the cards with technical system, draw frames and spinning frames with ring process .Blow Room, Cards and Combers fitted with automatic waste collection systems are available. as a spinning mill this organization has several departments for running their business. All the departments are technically related to one another to produce qualified yarn from pure cotton. From production to finished product Abdullah Spinning Mill integrating their human resources with view of administrative environment. This environment involve things such as record keeping,recruiting,selection,training and compensation.However,all this HR programs involves a lot of human resources and multiple activities to run the organization from cotton to qualified yarn.

Management level of the organization

Chairman

Managing Directors

Asst.General Manager

General Manager

vission

To transform the company into a modern and dynamic yarn, and finished product manufacturing company with highly professionals and fully equipped to play a meaningful role on sustain able basis in the economy of Bangladesh.

Mission

To provide quality yarn to customers and explore new markets to promote/expand sales of the company through good governance and foster a sound and dynamic team, so as to achieve optimum prices of products of the company for sustainable and equitable growth and prosperityof the company.

Departments of the organization

Blow Room

Carding

Drawing

Simplex

Ring Frames

Blowroom Department

 1. Opening:

a) To open the compressed bales of fibres.

b) To make the cotton tuft as small as far as possible.

2. Cleaning:

To remove dirt, dust, broken seeds, broken leaves, and other foreign materials from the fibre.

3. Mixing & Blending:

To make good value of yarn and to decrease production cost mixing and blending is done.

4. Lap or flocks formation:

To transfer opened and cleaned fibre into sheet form of definite width and length which is called lap or in modern system directly feed to the carding machine into flocks form.

Carding Department

The main objects of carding are

To unwind and open the lap into very small tufts.

To extract the motes, seed bits (vegetable impurities) and. all other trash particles from the cotton.

To card the fibres which means to open the cotton, even to the separation of one fibre from all the other ( fibre to fibre separation)

To condense the fibres into sliver form

To deposit the sliver in the can

Drawframe Department

Task of drawframe

Through doubling the slivers are made even

doubling results in homogenization(blending)

through draft fibres get parallelised

hooks created in the card are straightened

through the suction ,intensive dust removal is achieved

autoleveller maintains absolute sliver fineness

Simplex Department

Operation involved in Simplex

1.Creeling 

2.Drafting 

3.Twisting 

4.Winding 

5.Building 

6.Doffing

Drafting: To feed the sliver by the help of several rows of driver rollers to the machine. 

Creel draft

Creel Stop motion

Block creeling

To reduce the wt/unit length of sliver to make it suitable for ring spinning system.

Twisting:

To insert small amount of twist to give required strength of roving. 

Winding

To wind the twisted roving on to bobbin.

Building:

To build the roving in bobbin such a form which will facilitate handling, withdrawing & transfer.

Ringframe Department

Tasks of ringframe

To combine two or more single threads into one. 

To insert sufficient amount of twist for holding the yarns. 

To increase strength, smoothness and luster. 

To reduce hairiness. . 

To wind a suitable bobbin. 

Chapter- 3

Literature Review

Human resource

Human Resources Glossary defines Human Resources as: "The people that staff and operate an organization … as contrasted with the financial and material resources of an organization. The organizational function that deals with the people ..."

Human Resources evolved from personnel as the field moved beyond paying employees and managing employee benefits. The evolution made verbal the fact that people are an organization's most important resource. People are an asset that must be hired, satisfied, developed, and retained.

Long a term used sarcastically by individuals in the line organization, because it relegates humans to the same category as financial and material resources, human resources will be replaced by more people and organization friendly terms in the future.

Human Resource Management (HRM)

Human Resource Management is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers

.

HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

HRM is also a strategic and comprehensive approach to managing people and the workplace activities and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.

HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic directions and HRM metrics and measurements  to demonstrate value.

Human Resource Information Systems

 A Human Resources Information System, is a system that lets you keep track of all your employees and information about them. It is usually done in a database or, more often, in a series of inter-related databases.

These systems include the employee name and contact information and all or some of the following:

department,

job title,

grade,

salary,

salary history,

position history,

supervisor,

training completed,

special qualifications,

ethnicity,

date of birth,

disabilities,,

visa status,

benefits selected,

and more

They include reporting capabilities. Some systems track applicants before they become employees and some are interfaced to payroll or other financial systems.

Planning

The ongoing process of systematic planning to achieve optimum use of an organization's most valuable asset - its human resources. The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply.  

Recruitment and Selection

Most employers want to find the most talented, qualified candidates for their organizations. After all, employees are often the face of the business, and having a great team contributes to overall success. Finding and selecting the best employees for your organization will entail choosing the proper recruiting media as well as the right screening tools. There are many different types of recruitment plans from which to choose.

Training

Training is defined as learning that is provided in order to improve performance on the present job (Nadler, 1984).This differs from a few other definitions in that rather than "training" being used as a verb — to train, it defines it from the learners' action — an activity that they perform.

Pay-Roll

Documentation created and maintained by the employer, which contains information regarding hours worked, salaries, wages, commissions, bonuses, vacation/sick pay, contributions to qualified health and pension plans, net pay and deductions for all employees on the employer's payroll for the year.

Rewards

The reward or compensation people receive for their contribution to an organisation includes monetary and non-monetary components. Remuneration does not simply compensate employees for their efforts - it also has an impact on the recruitment and retention of talented people.

Performance

 performance standards provide the employee with specific performance expectations for each major duty. They are the observable behaviors and actions which explain how the job is to be done, plus the results that are expected for satisfactory job performance. They tell the employee what a good job looks like. The purpose of performance standards is to communicate expectations

Blowroom

Blowroom consists a number of machines used on succession to open and clean the cotton fibre. Since the tuft size of cotton becomes smaller and smaller, the required intensities of processing necessitates different machine configuration.

Carding

Carding can be defined by their object to unwind and open the lap into very small tufts, to extract the motes, seed bits (vegetable impurities) and. all other trash particles from the cotton, to card the fibres which means to open the cotton, even to the separation of one fibre from all the other ( fibre to fibre separation) o condense the fibres into sliver form deposit the sliver in the can.

Drawing

Drawing the final process of quality improvement in the spinning mill.

Drafting

Drafting is the process of elongating a strand of fibres with the intention of orienting the fibers in the direction of the strand and reducing its linear density.

Simplex

Simplex is an intermediate process in which fibers are converted into low twist lea called roving. The sliver which is taken from draw frame is thicker so it is not suitable for manufacturing of yarn. Its purpose is to prepare input package for next process

Ring spinning

Ring spinning is the process of increasing the strength of the yarn production.This uses a traveller. is a tiny element which is used in ring spinning system , acts as the main of twist imparter during yarn production. On the other word , it is also called the twisting element merely responsible for twist impartion.It is a C-shaped, metal clip that revolves around the ring on a ring spinning frame

Chapter-4

Data Analysis and Findings

HRM Administration

Administrative managers in Abdulla spinning mill operated as adjunct staff to organizations, overseeing the daily transactions associated with hiring, paying and training employees and reportin on employee issues as requaried by the managers in the organization.Total human resource management processing starting from planning to development activities for the employees.As we know that organization s are the bundles of resources,identified as Physical capital,Organizational capital and human capital.In Abdullah spinning mill limited their physical asset consist of machinaries,money.Organizational capital consist of its formal reporting structure,its coordinating,planning,and organizing systems and human capital includes experience,capabilities,relationships and insight of individual. Taken together these resources are combined and managed to determine an organizations opportunity to win sustainable competitive advantages.

Planning in HRM

The process of human resource management start from planning in Abdullah spinning mill limited.this planning activities consist of –

Identifying how much capital needed for producing a specific sales orders

Identifying how many work shift needed

How many labours need to finished the shift

Plan for recruitment

Pay system for the labours monthly

Employee benefits

Employee compensation

Performance measurement

Mechanical service planning

The aim of human resource planning in this organization is to effective human resource planning is to have the best available people working in the proper jobs at the appropriate times,so ithat the organization is maximizing its productive capacity.Fulfilling this goals means that future employee needs are forcasted accurately,based on annual turnover and expected strstegic directions.

Recruitment process

To remain competitive organizationa are searching for more efficient and effective means of acquiring and maintaining a highly qualified workforce.Abdullah spinning mill limited has their own recruitment process.At the very beginning of the process decision are taken about the following matter-

For what purpose this recruitment is needed

How many posts are vacant

Identify the required qualification for the vacancy

Provide recruitment notice or recruit internally

In case of the vacancy notice in newspapers this organization follow the steps are-

Collect candidates data

Saving the application manually

Scheduling interviews

Capturing interview result

Hiring new employee

The goal of the recruitment function is to identify,attract,and hire the most qualified people.However this task has become quite challenging because there is a growing competition for talent in the labour market. Recruitment objective of this organization are-

Recruit the best emoloyees

Reducing the recruitment cost

Reducing time in recruitment process

Increase employee satisfaction

Attaining this objectives are not easy for this organization because they do not have any human resource information systems.

Selection process

This section of this organization focuses on assessment of individual employees and candidates.Which are at the heart of the evaluation processes that enable organizations to manage their requried human resource.This assessment tool used for

Selecting employees

Placing them in positions in organization

Training and development

Promoting them

Evaluating them

Resumes are assessment tools and so are interviews.Every organization has ever had more than one candidate for a job opning has assessed,in some form,whether or not it uses structured,professionally developed assessments to make hiring decisions.Introducing human resource information systems is very important for this organization because HRIS can support the organization selection process,how they identify the most qualified candidates and determine whom to choose for internal positions and promotion.In selecting an efficient employee Abdullah spinning mill limited identify the following issues-

Educational background

Test the knowledge about production tools

Knowledge about the machine and equipment used in factory

Evaluation of accuracy and quality of the decision

work related competencies,interpersonal skill and other personal attributes

Training and development

The nature of work and the structure of organization are rapidly changing.Changing customar expectation of production and quality standards requires organization to perpetually improve and transform themselves to remain competitive.Hence,training and development of employees has now taken center stage in today’s organization to ensure long term competitiveness.The purpose of training and development in Abdullah spinning mill limited are –

Reducing complexity in production department

Ensuring quality yarn

Flexibility in mechinary running

Ensuring adaptability for new production process

Increasing the knowledge of product

Increasing the ability of new employees

Increasing mechinary knowledge among the labour

Abdullah spinning mill limited direct their training programs by following way-

Identify the training and development needs

Find the design and training solutions

Identify the cost effective solutions

Implementing development and training solutions

Evaluating training solutions

Abdullah sapinning mill limited implementing the training programs more on the new employees as the yarn producing need not only the knowledge of learning but also need practical knowledge.Thus it ensure the integration of employee training and developmemt activities with the business need of the organization.To ensure that the training implementation activities run smoothly, this organization ought to formulate an plan that should specify-

The resources required

How the training should be carried out

Who should facilitate the training and

The period within which the training should occur

The requisite resources vary the training method chosen.This organization still follow the traditional face-to-face training necessitates physical training rooms and equipment.

Performance,Reward,Payroll

Performance,rewards and payroll activities are the basic exchange between the employers and employees.Employees provide performance,and in exchange employers provide rewards which are distributed through payroll activities.Performance activities are usually entirely internal to the organization but data must be link to several information activities.As Abdullah spinning mill limited do not use any human resource information system,they manage this activities by following way-

Evaluating labour performance based on their production activities

Evaluating the employee activities based on their organizational activities

Evaluating the developing area of the organization

Provide performance reward based on fulfilling the target production and sale

Evaluate the performance activities as a working tool by the managers

Reward activities have both internal and external ties to multiple other activities.Both pay and benefit must be linked to external data,legal requirement data internal activities such as budgeting and planning.But this is a complez job for this organization as they do not have any information system to run this activities very smoothly.In the case of performance management this organization put importance on-

Observing the activities

Providing positive and corrective feedback

Payroll is the transactional process throygh which compensation is transferred to employees state.local income and payroll taxes are withheld from employees check.Payroll process of this organization has the responsibility for keeping track of income and payroll taxes and applicable salary level.payroll results are generally back to the accounting activities.Because labour cost are the largest variable cost in this organization,it is critical for the organization financial well being that payroll records are accurate and timely,as they do not use any human resource management software.

Using Excel only

Abdullah Spinning Mill Limited still do not have any human resources information systems,that’s why their human resources managing is a very complex way for them.Nowadays they use only excel sheets for the employee information.This organization use Excel program for the purpose of –

storing employee daily attendance

calculate employee compensation

preparing salary sheet

Calculating bonus sheet

Labour’s overtime calculations

Lack of a human resources information systems this activities are still dependant on documentary basis.Nowadays Abdullah Spinning realize importance of human resource software that can manage their human resorce information -

Very easily

With in short time

With in low cost

Also reducing documentary works

Findings

By analyzing the above human resource management activities in Abdullah Spinning Mill Limited there are some shortfalls identified which can be solved by introducing human resource information systems.

Weak ness of HRM

Planning

At Abdullah spinning mill limited I think very small importance is given to personnel as far as planning is concerned. Upper level management and Director give low attention to this department. Personal department does not search for and does not know whether there is need of new employee at same job or not because they do not have any human resource information systems. They only know who is going out and there is a vacancy at the place of out going employee. I have examples for such employees who are doing work of two or three men. There should be better planning for that in order to achieve organizational goal. If the goal is to minimize the expenses it is not proper way to control and is not legally and ethical acceptable.

Recruitment

At Abdullah Spinning Mill Limited recruitment is done internally as well externally. Recruiting is to attract qualified people to apply for positions with an organization. Abdullah Spinning Mill do not advertise their job in newspaper but let the people be informed by existing employees.

Most of new employees are hired on reference basis. There are various authorities to hire the people for various positions. If position of job is that employee would be paid monthly, personnel manager has authority to hire this employee.As they do not have information systems they find it as very complex activity from starting recruiting to end it because all the in formation about the empty post may not be available.

Training & Development

At Abdullah Spinning Mill every new employee trains himself at his own because training is not done or given properly by the organization. Employee’s new colleagues teach him manners of his job. Abdullah spinning does appoint trainee employees who are trained by the existing employees and these trainees are sometime hired for actual jobs. These hired trainees are beneficial for Abdullah spinning mill because they are already trained and understand their jobs. If there is new employee hired who was not trainee at Abdullah spinning suffers because of that organization do not have proper training program.

Compensation Plans

As Abdullah spinning is an organization of conservative type therefore compensation and reward system is not very much impressive. Compensation level of Abdullah spinning is low that is way qualified and talented people hesitating to join this organization. There are low basic pays offered. One good thing is that including allowances, pays become double of the basic. But gross pay remains at the low level as compared to the other industries.Various allowances are given to employees like medical allowances, attendance allowances and etc. Attendance allowances are only for those employees who are fully present in their duty.

As compensation level is low therefore employees are not very much motivated. Motivation level and morale of employees are low which affects the periodicity of the organization. It is fact that Abdullah spinning is an organization that covering productivity requirement but if morale and motivation levels are brought high the productivity could increase. Anyhow our work force are scared and compelled to take whatever any body gives because of unemployment.Lack of a information system Abdullah Spinning can not follow a proper compensation and performance activities because of gathering and storing information.

Evaluation

Abdullah Spinning performance of the employees is evaluated on the basis of what has been expected from them. The upper level management evaluates performance. Upper level management sees how an employee is performing on his assigned position. It is done through observing and comparing the productivity of the organization with the expected productivity. The results of evaluation are used in movement of employee inside the organization or outside the organization.

Introducing HRIS

Abdullah Spinning Mill Limited can solve their all human resource managing problems by using a human resource information systems,and save their cost and important to note that the organization that does have a computerized system still has human resources management ,that is the paper systems that most companies used before the development of computer technology were still comparable with an HRIS, but the management of employee information was not done quickly as in a computerized system.The systems and process that focus help organizations keep the customer perspective in mind since quality is primarily defined and operationalized in terms of total customer satisfaction .Todays competitive environment organizations to integrate the activities of each functional department while keeping the customer in mind. An effective HRIS helps by providing the technology to generate accurate and timely employee information to fulfill this objectives.

Why need HRIS

Abdullah Spinning Mill Limited can take several advantages to organization by using HRIS.They include the following:

Providing a comprehensive information picture as a single , comprehensive database ;this enables organizations to provide structural connectivity across units and activities and increase the speed of information transactions.

Increasing competitiveness by improving HR operations and improving management process.

Collecting appropriate data and converting them to information and knowledge for improved timeliness and quality of decision making.

Producing a greater number and variety of accurate and real time HR related reports.

Streamlining and enhancing the efficiency and effectiveness of HR administrative functions

Shifting the focus of HR from the processing of transactions to strategic HRM.

Reengineering HR process and function.

Improving employee satisfaction by delivering HR services more quickly and accurately to them.

The ability of firms to harness the potential of HRIS depends on variety of factors,such as

The size of the organizations ,with large firms generally reaping greater benefits.

The amount of top management support and commitment .

The availability of resources(time,money and personnel)

Managerial competence in cross functional decision making , employee involvement and coaching and

The ability and motivation of employees in adopting change such as increased automation across and between functions.

These are the major factors that influence their effects on managerial decisions.In addition ,they directly affect the success of both the HRM programs and the use of the HRIS.These factors are as follows:

The effective alignment between the strategy of the firm,the HR strategy and HR programs.

The importance of legal considerations in all HR programs And functions

The need for a cooperative relationship between HR and IT professionals.

The critical need for the creation and use of HR metrics to both guide decision making and evaluate the cost effectiveness of the HR strategy and programs.

Chapter-5

Summary conclusions and recommendations

Summary

Abdullah Spinning Mill Limited which produce yarn only in their organization and sale it to the local markets.This yarn producing organization has several department like blowroom,carding,drawing,simplex,ringframe etc.Human resources are all in all in this kind of organization and maintaining this resources is also a complex activity for the organization.This organization still do not have any human resource systems for managing their human resources they simly use excel sheet for storing their employee information.A proper information system can provide a integrated view of every department of human resource management.Abdullah Spinning Mill Limited still rely on the paper work but they realize importance of an information systems which can manage their employee activities in every employee sectors like administrative production,quality,machinery,electricity as well as reduce the employee maintaining cost and time.

Conclusions:

All the departments of processing like carding,simplex.ringframe and finishing are working under laboratory instructions so laboratory is playing role of executive in quality control

.

All the schedules of production and finishing are prepared by the laboratory instead of related management or HR department.

There is lack of human resource planning, lack of recruiting activities lack of job analysis, compensation.And reward system is not very much attractive and employees are not well motivated in Abdullah Spinning Mill Limited.

One good thing of this department is that the department let the employees follow the rules and regulations set by the organization strictly. Attendance is strictly checked and leaves as well.

HRM department is not established and not considered to be very much important. Low attention is paid to this department by upper level management.

There is lack of human resources planning, lack of recruiting activities and lack of job analysis.

Recommendations for improvement

Organizations big or small profitable or not have problems and there are always chances of improvements. This is also the condition for Abdullah Spinning Mill Limited. As problems and difficulties have been identified, now here are some suggestions that may help the organization to improve.-

In production department there is a need of skilled workers. There are certain departments of processing in which employees have been working since long but their efficiency is not improved and unsatisfactory results come out sometimes. The skilled labor will not only improve the efficiency but also will improve effectiveness. There should be chances given to skilled workers to enter the organization

.

There should be female artists and designers in design department as females have naturally more esthetical qualities than males. They will really improve the quality of designs and will introduce more innovative design

.

Expanding product lines that will give more yarn variety to yarn producing product could extend local marketing and ultimately sales would be increased. There should be more staff in local marketing department to enhance the sales figure and to capture wide area of local market.

There is need of better working environment in production department. Employees of this department are working in very poor condition. This area should carefully be examined and solved.

There is a need of human resource information systems which can integrating the several aspect of human resource management like planning recruiting, selecting and other activities. This area should carefully be handled to attract skilled employees and ultimately to enhance efficiency and effectiveness.

Job analysis should be done to know what are the jobs needed in the organization. I know some persons who are doing the job of two or three persons

.

Compensation and reward system should be brought at higher level in order to let the employees be motivated and happy.

Introducing a human resource information system can reduce the complexity of employee information.

There should be little compensation for trainees as well as they can fulfill their day to day traveling and food expenses. By doing this trainees will show more interest, more devotion, more potentials and will work with full mental and physical efforts

.

The first aid and other medical facilities should be provided to the employees with in the mill area. There is continuous working in the mill area and have chances for unpleasant incident. So in order to handle this type of situation the first aid dispensary should be there in the mill area.

REFERENCES

http://humanresource.about.com/bd

Glossary/g/perform-mgmt.htm

Human Resource Information Systems(Michael J kavanak)

Documents of Abdullah Spinning Mill Limited

Reports of of Abdullah Spinning Mill Limited