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SwirlsoftSwirlsoft InfoTechInfoTechA case study onA case study onLeveraging HRIS for organizationalLeveraging HRIS for organizational

effectiveness ineffectiveness inIT industryIT industry

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About Swirlsoft InfotechAbout Swirlsoft Infotech((hypothetical Organization)hypothetical Organization)

Swirlsoft InfoTech, a software firm providing IT solutions,

commenced on the

12th August 2001 founded by Mr. Ravi Iyer & Mr. Sudesh

Gupta

Specialize in offering customized products and services to major

clients like

Access Bank, Canon enterprises, HanTel and also cater to

clients in US and

Middle East

Currently employs 764 people across states in India

Headquartered in Bangalore, with operations spread across 5

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OUR MISSIONOUR MISSION

OUROUR

PASSIOPASSIO

NNDRIVESDRIVES

USUS

COMPANYSuccess driven by a unique

culture of creative specialistswho take pride in what they do

EMPLOYE

ES

Beinspire

dto

learn,

innovate

ands

hare,

together

wegr

ow.

CUST

OME

R

S

Develop

re

lationships

through

cu

stomizedI T

solution

sande

nsuring

theirsa

tisfactionthrou

gh

oureffic

iency&

quality

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To become one of the most successful service providers in ourcompetitive market space through unified commitment to the valuesofcustomer satisfaction, continuous improvement & superior

quality

OUR VISIONOUR VISION

To be an employer of the best talent and promote an environment ofteam work, mutual trust and respect , opportunity to excel&

passion to achieve

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STRATEGIC DECISIONSSTRATEGIC DECISIONS

Establishing global business units in Latin America & South

East Asia

Attracting a talent pool in these countries based on required

competencies

Including a diverse workforce in our Indian operations

Multiply current employee strength 2x (i.e. approx 1500

employees) by 2015

Automation of Human Resources functions, mainly in the areas

ofHuman

Resource Planning, Competency mapping & CostO timization

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PROBLEMSPROBLEMS

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ROADBLOCKS TO IMPLENTING THEROADBLOCKS TO IMPLENTING THE

DECISIONSDECISIONS

Lack of standardized processes

Improper format to cater to the human resource supply chain

Insufficiency in streaming the cost functions

Low awareness of foreign labor market segmentation

Unclear business culture and external environment situations

Time and cost

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HOW DO WE SOLVEHOW DO WE SOLVETHIS ??THIS ??

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HUMAN RESOURCE INFORMATIONHUMAN RESOURCE INFORMATION

SYSTEMSYSTEM

A system which seeks to merge the activities associated with

human resource

management (HRM) and information technology (IT) into onecommon database

The goal is to merge the different parts of human resources,

including payroll,

labour productivity, and benefit management into a less capital-

intensive system

than the mainframes used to manage activities in the past. Alsocalled Human

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HOW HRIS HAS HELPED MANYHOW HRIS HAS HELPED MANY

COMPANIESCOMPANIES

IBM Europe

Ameriprise Financial

Terasen Pipelines

Shaw's Supermarkets

CS Stars, LLC

IBM

WORKSource Inc.

Toshiba America Medical Systems Inc.

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HOW HRIS WOULD BENEFITHOW HRIS WOULD BENEFITSWIRLSOFTSWIRLSOFT

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OBJECTIVES OF HRIS

Strategic partner to the Client through

forecasting resource requirements

Advance planning of:

Resource Allocation

Recruitment & Re-skilling

On time allocation of right resources

Enhancing profitability through effecti

and optimal utilization of existing resourc

fficient management of organizations

uman Resource Supply Chain

Maintain a well trained, motivated,

project ready corporate pool of resourc

based on fast moving skills

Optimization of HR Cost through

initiatives directed at operational excellen

Adoption of best practices in managin

resources

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FEATURES OF HRIS

Features

Bringing out plans tobridge the Gaps in

organizations ability tomeet the demand

esource Demand is captured online

Training / Re-skilling of

associates in Wait to

make them

deployment-ready

Promotion & Global rotation ofinternal talent for new / challengin

opportunities

Enabling pro-activeness &

Predictability inGrowth,

Delivery andProfitability

Providing Intelligent Reports for

strategic decision-making on

Resource Growth

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HRIS

HUMAN

RESOURCE

PLANNING

COMPETENCY

MAPPING

COST

OPTIMIZATION

RECRUITMEN

TT & D

CAREER

DEVELOPME

NT

LEVERAGING THROUGHHRIS

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11

Getting a betterGetting a better

grasp on thegrasp on the

entireentire

companyscompanys

businessbusiness

processes andprocesses and

analyzing theanalyzing the

needs of theneeds of the

OrganizationOrganization

33

The mostThe most

critical part is tocritical part is toset correctset correct

expectations forexpectations for

the project andthe project and

to gainto gain

executiveexecutive

managementmanagementcommitmentcommitment

22

Ensuring thatEnsuring that

the resourcesthe resourcestime, peopletime, people

and money and money

are available toare available to

implement theimplement the

HRISHRIS

PREPARATION OF HRIS

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Ma

Employee

HRIS

Non-Employee

Manager

AnalystTechnicianEmployees

Potential

employeesPartners

DESIGN & ROLL OUT OFHRIS

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Preparing theorganization for

HRIS

convertinghistorical datainto the HRIS

Configuring theHRIS for the firmsbusiness processes

and policies

Phase 1Phase 1 Phase 2Phase 2 Phase 3Phase 3

CONFIGURING HRIS

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PREPARING SWIRILSOFTFOR HRIS

HRIS, with moreintegrated workprocesses, pulls

related departmentstogether

Managing theorganization as a

whole to accept thenew business

processes that comewith the HRIS

Focus on preparingthe organization

and the employeesfor the HRIS

Phase 1Phase 1 Phase 2Phase 2 Phase 3Phase 3

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CHANGE MANAGEMENT

HRIS encounters strong resistance from the

employees

Change management plan which includes:

- Communicating

- Educating

- Training

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SECURITY TOP PRIORITY

Payroll and Benefits data

Personnel data

From external organizations

Performance Appraisal data

SecuritySecuritySecuritySecurity

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BARRIERS TO EFFECTIVEIMPLEMENTATION

Barriers

Lack of support fromthe management

Poor need assessment

Failure to include key peoplLack of Communication

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RECOMMENDATIONS FOR SUCC ESFULIMPLEMENTATION

Support from topmanagement

Formation of a Steeringcommittee

Effective Changemanagement

Transition plan

Training

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BENEFITS OF HRIS

Simplifying the functions of HR Personnel and Department.

Storing, Organizing and Communicating important facts and

figures

Control over pertinent data and statistics

Tracking and reviewing employee productivity

Streamline the administrative work of HR department

Minimizing IT infrastructure cost

Reduced time in handling routine administration

Availability of Timely information

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Q & AQ & A