a project report on competition analysis & purchase readiness for ehris

Competition Analysis & purchase readiness for eHRIS ”

Introduction

Anyone who is familiar with the major organizations in their area probably has observed

firsthand how dramatically the business environment has changed in recent years. These changes

have had a significant impact on organizational efforts to be successful. In practically every

instance organizations have tried to more clearly identify and then focus on factors that impact

their success. One factor that seems to be receiving more attention than any other is the people

who work for organizations. What organizations are realizing is that their likelihood of sustained

success is most dependent on learning to get the maximum out of their employees. Such a

realization has had a significant impact on the practice of human resources management (HRM).

What’s more, business forecasters predict that the role of employees, managers, and HRM

personnel are likely to see more changes in the decades ahead. Thus, individuals entering the

business environment today (and tomorrow) require both an understanding of the importance of

human resources and effective HRM to organizational success.

As we move into the twenty-first century, it’s becoming absolutely clear that the effective

management of an organization’s human resources is a major source of competitive advantage

and may even be the single most important determinant of an organization’s performance over

the long term.

Organizations have started to realize that their success is dependent on their ability to

attract, develop, and retain talented employees. The long-term, sustained success of an

organization in today’s changing and challenging business environment involves top

management’s commitment to designing and implementing HRM programs geared to developing

both high-performing employees and organizations. This means that top management anticipates

the future need for employees and develops specific plans to obtain, develop, and retain the type

of employees who meet the needs of a high-performing organization. Only by anticipating and

working toward the development and retention of the right type of employees can any

organization expect to be successful in a global, dynamic, and continuously changing competitive

environment.

HRM – Human Resource Management What makes one organization successful whereas another fails to make use of the same

opportunities? For our purposes, the key to continued survival and organizational success lies not

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in the rational, quantitative approaches, but increasingly in a commitment to things like people,

employee involvement, and commitment. Success for the organizations of today and tomorrow is

being increasingly seen as dependent on effective HRM. Effective HRM positively affects

performance in organizations, both large and small.

Human resources management is the term increasingly used to refer to the philosophy,

policies, procedures, and practices related to the management of an organization’s employees.

Human resources management is particularly concerned with all the activities that contribute to

successfully attracting, developing, motivating, and maintaining a high-performing workforce

that results in organizational success.

INFORMATION TECHNOLOGY IN HR

What is the utility of the Internet and more specifically the Intranet for the field of

Human Resource development? This is the question, which is investigated and explored in this

article. A few suggestions are provided, keeping in mind the Indian context.

It’s just another day on the Internet. Inside the offices of ABC company, a mid size

Indian organization. Its HR manager is surfing his way around the world, and he’s now looking

for the next great wave. Sitting in front of his computer, he is browsing the Internet’s World Wide

Web and using its sophisticated hypertext links and graphics to boldly go where HR has never

gone before. With the click of a mouse button, he’s inside the Indian Government’s Human

resource ministry server in New Delhi. Examining a schedule of upcoming state level HR

conferences. Then, instantly, he’s off to the Wharton Business School, looking at the latest

research by its faculty and students. A few minutes later, he’s made a lightning-fast pilgrimage to

the Quality Wave, an index of sites containing information on TQM, educational programs and

business theories.

Every time he sees something that piques his interest, he simply clicks on a highlighted

word or graphic image—including high-resolution photographs—to obtain more information.

The text pours onto his computer’s screen, at which point it can be printed or saved for future

reference. And if it so happens that he’s jumping to another Web site, the system transports him

there at warp speed—efficiently and invisibly, regardless of whether the computer is located in



Boston or Bombay. Of course, the World Wide Web is just one portion of the Internet. He also

uses the Internet for E-mail and to subscribe to newsgroups that keep him informed on the latest

industry buzz

Cyberspace. It’s certainly not the final frontier, but it’s fast becoming an important part of

the corporate arsenal—and psyche. Opening new doors and new opportunities for human

resources professionals who have the equipment and the mindset to venture into the online arena.

Today, a growing wave of HR managers are going online to recruit personnel, conduct research

using electronic data bases, send E-mail, and engage in valuable networking and discussions.

Using the Internet—which connects upwards of 28 million people and 3.2 million host computers

in 70 countries—as well as commercial services such as CompuServe, Prodigy and America

Online, these pioneers are venturing into a revolutionary new world where data and information

flow at the speed of light.

What is the Intranet?

When discussing the idea of Intranet, it’s helpful to accept a working definition.

Basically, it’s the use of Internet and Web technologies inside a company to enhance employees’

ability to find, manage, create and distribute information. In effect, it’s a private Internet behind

the company firewall. A firewall blocks outside Internet users from accessing information on

internal Webs, thereby ensuring company security of documents. People inside, however, can

circumvent the firewalls to reach outside Internet sites and gather unlimited information.

Why HR should use Internet/ Intranet:

For HR, the Web has led to dramatic changes.

A high performance organization can operate globally and locally at lower costs, higher

productivity and improved quality than their competitors. A HR department can help build a high

performance organization by doing innumerable things via the internet, intranet and extranets:

It’s allowing corporations to market themselves directly to college students and

professionals -- 24 hours a day. As resumes stream in, they’re automatically routed into

databases. When a manager needs to fill a position, it’s possible to search on keywords and find



top prospects. Then, using videoconferencing software over the Internet, it’s even possible to

conduct a preliminary interview.

Recruiting may have been the first big HR application for the Web, but it isn’t the only

one. It’s also possible to outsource payroll, benefits administration and more. It’s relatively

simple to connect employees worldwide for training through the Net. And then there’s the ability

to conduct research on anything from benchmarking to TQM.

HR is at the center of a changing electronic universe. It’s the department that’s being

looked at to drive gains and provides strategic skills. That means learning how the Internet works

and how companies can use it to their maximum advantage. So be prepared to explore new

opportunities.

Broadly, one can divide the major functional areas of HR as:

Selection & Recruitment

Training & Development

Compensation & benefits

Performance appraisal

Grievance resolution

Welfare provisions

Corporate news and information

Having divided the whole HR gamut of functions in the above mentioned 7 sub-functions, we

will now see the use of Internet / Intranet for each respective function:

Selection & Recruitment:

Recruiting can become very easy with Internet/ intranet. Four reasons to elaborate:

Internal job postings can be easily posted to the intranet. Employees can review latest job

postings anytime anywhere via the intranet. This reduces the costs of photocopying and

distributing job posting information while giving all employees the same information at

the same time regardless of location.

Employees, if interested, can apply for a new internal position via the Intranet. They fill

in an on-line form and submit the application on the Intranet. The amount of information



required to be filled in is limited as it is automatically drawn from the corporate

databases. Paperwork is extremely reduced for applicant, HR staff and line managers.

External job postings can be posted on the Internet. Once the senior management

approves the job posting, the HR staff instantly posts them to the corporate Internet web

site as well as to other web recruiting sites. This reduces time to posting, reduces

recruiting costs for those positions amenable to web recruiting and expands the applicant

pool.

External applicant resumes are received electronically via the internet by the HR dept. the

intranet. By tying in an applicant inventory and tracking system using the web and

imaging systems all information can instantly be sorted, queried and viewed anywhere at

anytime via

the intranet. This reduces all paperwork; cuts time frames to review applications and

improves the ability to find the skill sets you’re looking for out of the many applicant

resumes.

Compensation & benefits:

In an intranet environment, all the employees would be required to make direct changes

to their basic information such as name, address and contact numbers via the intranet.

The information would automatically be then updated into the corporate databases. This

reduces consumption of paper forms, personnel handling, processing costs and reduces

updating time to being instantaneous regardless of time zones.

Employees choose and change benefits options (Cash/ Bank transfer/ Cheque etc.) via the

intranet. This information is automatically put into the corporate databases. Employees

can make and change their own selections any time, anywhere via the intranet. This

reduces data entry costs by HR dept. HR staff spends little time answering mundane

questions over and over while concentrating staff resources on the unique questions and

the "human" part of HR.

Employee benefits claims may be submitted via the intranet. On-line forms and document

imaging systems mean an employee can make claims anytime with little or no paperwork

at low processing and handling costs to HR.



Training & Development:

Training can become very easy with Internet/ Intranet. Indeed, the benefit of the Intranet for

HR and training departments is increasing the Intranet’s popularity. It can be an extremely cost-

effective and efficient way to distribute training material as well as documentation. And although

the Net’s current technological limitations still prevent it from replacing CD-ROM, it’s important

for HR to know what the Intranet can and can’t do. This information will place the department in

a better position to take advantage of the technology when it’s deemed right for its particular

needs. Five reasons to elaborate:

HR dept can post the list of training programmes chalked out for the week/ month/ year

on intranet and then all the employees, staff and approved managers can instantly view

individual training records at anytime via the intranet. This reduces calls to HR for

records and verification of training, thus virtually ruling out any ambiguity which

normally exists in Indian companies.

All internal training programs can be made instantly viewable and book-able via the

Intranet. Basic course information, qualifications and booking is all on-line. This reduces

calls to HR about basic training information and lowers staff costs to book and arrange

internal training regardless of location.

External training provider programs are viewable and book-able over the intranet via an

internet linkage with the providers. External training information is viewable from

anywhere on the Intranet. Handling and processing costs between the corporation and the

providers are thus reduced.

On-line courses can be easily made available via the intranet and internet. This provides

employees with training to the desktop and just in time training regardless of location and

time zones. Costs are reduced for training delivery, courses can be customized for

individuals and experts brought in electronically to assist where deemed appropriate

regardless of location.

Employee skills can be instantly sorted and queried by management via the intranet. This

quickly allows management to identify and assemble project teams at low cost and fast

time frames.



Performance appraisal

Intranet, can reduce the unnecessary paper work and time spent in transfer of papers – an

integral part of typical Indian Performance Appraisal exercise-as well as make the process more

interactive, confidential and responsible.

Such an intranet based typical automated Performance Appraisal system would ideally

have basically three forms, access to which would be given to each employee individually and no

one else would be authorized to access the other person’s forms. One form would be for self-

appraisal while the second would be on the Feedback of other subordinates, peers and superiors.

The third one would be meant for HR dept. Having filled the self-appraisal part, the employee

would share the access with the superior who is supposed to appraise him. Now the appraiser

after going through it and as well as during Performance Appraisal review can give his remarks.

Clubbed with telephone conferencing and E-mail network, he may consult other peers and

superiors as well. There would be no dearth of space for comments.

Grievance resolution

Frequently asked questions (FAQ’s) may be identified and posted on intranet for

employees’ reference. In case, an employee has a typical doubt about a policy matter or any

benefit scheme or wants help from HR dept. Or wants to resolve his tussle with his superior/

subordinate, he just needs to intimate it to HR by Intranet.

Welfare provisions

Consider this scenario: Your Company has a new training manual it wants to distribute to

a department of 200 people. But only 10 of them really need to read and keep the entire

document. What do you do? In the past, companies such Silicon Graphics Inc. (SGI) would send

a thick hard copy to all 200 employees. Those who didn’t need it day-to-day would probably file

or dump it. Think of the waste of time and money to reproduce these unnecessary copies.


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Benefits in the HR arena, sites such as Career Mosaic, Job Web and the Monster Board

offer employer profiles, job openings, career information and human resources forums. In

addition, there are long lists of consultants and services peddling their wares and offering their

expertise on everything from training to career development. There also are government sites,

including OSHA, where an HR practitioner can stay informed on current regulations, directives

and even scan OSHA notices in the Federal Register. It’s possible to jump from one subject or

service to another in a matter of seconds—by simply clicking a mouse button. Meanwhile, other

portions of the Internet—such as FTP, Usenet and Telnet—offer a mind-boggling array of

additional resources. You can access mailing lists for your specific interests, along with interests,

along with newsletters, academic studies and an array of background materials.

Corporate News & Information:

Employee handbook and other "binder" information is all available via the intranet. All

employees, regardless of location and time, have immediate access to the most up to date

information. HR reduces staff time and costs spent on assembly, reproduction,

distribution and updating.

Organization charts are available via the Intranet. Organization charts can be

automatically updated on the Intranet as changes are made to the human resource

information system.

Charts are "drillable" and "expandable" by simple point and click methods. Costly time to

produce, maintain, and distribute org charts is reduced. All staff has the same information

once the executive suite makes the decision.

Basic telephone, departmental and e-mail information is on the intranet. This may even

be combined with the org chart web pages. Employees can quickly filter contact

information, view departmental and web page information without having to use outdated

binders or call HR for the information.

Corporate and departmental newsletters and communication pieces can be sent via the

Intranet. All general corporate news may be instantly made available to all employees at

reduced production and distribution costs. Innovative new ways of communicating can



also be used including corporate radio station via the Intranet, audio and video interviews

with staff.

External news sources on the corporation and key corporate indicators can be viewed on

the Intranet with links to the internet. This keeps all staff equally abreast of news and

changes. It’s vital a high performance organization communicates to all staff all the time

regardless of time zone and location.

To compete in a global economy one needs to ensure that his/her organization is heading

in these directions. And he can modularly put his organization on the fast track by laying out a

well thought strategic implementation plan for HR to use the Intranet and the Internet.

The price points for implementing these tools and new systems are dropping while the

ease of implementation is greatly improving. By taking advantage of the new mindset these tools

offer, you’ll avoid being a low performance organization in a high performance economy.

About HRMS

A Human Resources Management System (HRMS) is a software application that

combines many human resources functions, including benefits administration, payroll, recruiting

and training, and performance analysis and review into one package.

HRMS is a powerful solution that transforms human resources procedures to

reduce hours per task and related costs. It strategically aligns the workforce to the

work, engages employees and ultimately optimizes your workforce. HRMS achieves


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all of this by helping your organization manage the hiring process, streamline benefits

administration, alleviate regulatory compliance, and more.

.

This solution helps improve productivity and efficiency by providing greater

control over critical HR processes. With Web-based capabilities like comprehensive

employee self-service, Workforce HR streamlines and automates time-consuming

processes and administrative tasks. The system empowers your HR staff to eliminate

the hours spent capturing and processing redundant data, and instead spends their time

contributing to your organization's strategic goals.

About Syntax Soft Tech Pvt. Ltd.

“ Calling us just another Information Technology Firm would

be like calling ‘infinity’ just another number. Very limiting.

Very misleading... ”



Syntax is thus office and home to an ever-energized and enthusiastic team of

professionals committed to deliver enhanced technology solutions including business process

management, collaborative computing and workflow applications. Syntax Soft-

Tech is a part of Total OutSource Group; a premier global outsourcing company

providing solutions for a dynamic environment where business and technology

strategies merge.

The Path to Infinity:

At Syntax, the concept of Infinity is easily understood. That's because they've

rediscovered the idea and redefined it to reflect their core philosophy. Infinity is part of their

inherent corporate genetic structure. To them, it means generating value that is endless;

innovating solutions without constraints; a never-ending pursuit for excellence. It represents their

state of continual, aggressive evolution to adapt rapidly to the ever-changing topography of

market demands and technological advances. Integrate all the characteristics of Syntax and you'll

have a new definition for Infinity.

On the ground, Syntax fundamentally aims to build strong relationships. Their

deliverables are strong technology solutions that make a difference to the profitability of their

clients' businesses. One relationship that is already making a big difference is their alliance with

Total OutSource, Inc.

The fundamental values at Syntax can be defined by their Vision, Mission and

Philosophy.

Vision

To be one of the top IT Consulting Companies in India and abroad.

Mission

To leverage Technology & Human Capital for Optimum Productivity.


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Philosophy To create an opportunity & to provide a platform where everybody can grow & contribute

towards making India a 'Super Power' & the World a better place to live in.

Company Profile:

In today's technology-driven business ecosystem, everyone agrees that change is not only

constant but is also increasing at an exponential rate. At Syntax, we believe delivering true value

is a result of staying on top of change. In fact, we take this one step further; we focus on being

part of the very force that drives these changes.

Accelerating Adaptation

. Does change have direction? Neo-Darwinian principles define survival as a function of

change; the ability to adapt to changing requirements. All businesses are governed by these

principles. At Syntax, they are aggressive catalysts helping customers to leverage technology to

accelerate adaptation. .

Their focus is singular and clear: offer business benefits to the customer to deliver an

unbeatable edge over competition. That's the bottom line they like to put on top of everything

else. All their passion, all their values, their strengths, skills and efforts orbit around this

positioning. The idea of offering endless value to the customer is the very differentiating

principle Syntax was founded on.

Building up from the direction their foundation gave them, their guaranteed, unwavering

quality of delivery was built up by sheer determination, expertise and commitment.

Having started in 1998 with a one-man team and a single client, Syntax today has a

manpower base of over 150 that is expected to double within the year and a list of clients that

reads like a Who's Who list of companies spread across geographies. Syntax has now attained the

position of an emergent powerhouse in Technology consulting, product development and

Outsourcing services.



This amazing growth has resulted from the tremendous confidence Syntax has evoked in

everyone alike - Management, Employees, Investors, Partners, Alliances and, of-course, their

Clients. On the ground, Syntax is a people company. The company's backbone is its strong

management team that keeps focused on the magic of the initial vision. In addition, the expertise

and energy of the founders has filtered down to the entire team making it one complete dynamic

entity with strong commitment and focus.

Adopting Acceleration .

They continue to evolve rapidly by adopting emerging technologies and stressing on their

research initiatives; they strive to stay at the leading edge of change. Innovative excellence is at

the heart of all their solutions and by staying at the leading edge of change, they help their clients

leverage the best of the technology to meet their business objectives. The ultimate objectives -

adopt the newest technologies and accelerate their client’s adaptation to the competitive

landscape.

Syntax is associated with NASSCOM.

NASSCOM is India's National Association of Software and Service Companies, the

premier trade body and the chamber of commerce of the IT software and services industry in

India. NASSCOM was set up to facilitate business and trade in software and services and to

encourage advancement of research in software technology. NASSCOM is a global trade body

with around 850 members, of which nearly 150 are global companies from the US, UK, EU,

Japan and China. NASSCOM's member companies are in the business of software development,

software services, and IT-enabled/BPO services. Syntax is associated with this global body and

holds a primary membership status.

Differentiators

Our core values are our basic differentiators. They provide the thrust for

continuous growth and development. To ensure reliability and high performance, Syntax

and its employees live by their commitment to a set of three core values: Innovation,


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Quality and building Enduring Relationships with customers, employees and society at

large.

Innovation

In an age where competitors can so easily imitate yesterday's inventions, their key

advantage lies in their ability to innovate and evolve continuously. Innovation is the foundation

on which Syntax’s solutions are built. They've built a system that is based on discovery and

technological innovation. Their innovative approach to technology is carried over into their

innovative business solutions that enable customers meet competitive market demands.

Quality

At Syntax, quality is not a mere word but a way of life. Syntax’s commitment to quality

is evident in a number of ways:

In the dedication of their management team to produce world-class solutions that meet

customers' real-world requirements.

In the determination of their development team to constantly improve processes, to

increase efficiency and deliver cost effective products.

The approach in which customers requirements remain the focal point throughout the

entire development process.

Building Enduring Relationships

Syntax culture is built and maintained in synchronization with the organization's vision

and goals. Syntax strives to maintain high standards of conduct and integrity in all its

relationships and is dedicated to client satisfaction and enduring relationships.

Customers Syntax works towards one key objective: Customer Satisfaction. The exceptional rapport

that Syntax enjoys with its customers emanates from its interactive work culture. Keeping the

passion for innovation and customer focus alive, Syntax recruits proficient professionals to

deliver best-of-breed business solutions and services to customers worldwide.



Syntax constantly endeavors to deliver unparalleled value to customers and views success

as dependent upon its customers’ success. When it comes to customer satisfaction, Syntax

always goes beyond the last mile, setting standards for the rest of the players in the same genre.

Employees

At Syntax, every employee is an invaluable asset and not a mere resource. In an industry

that is typically characterized by high attrition rates, Syntax builds enduring relationships with its

own employees - recognizing that an organizations greatest asset is its people.

Syntax believes in professionalism without hierarchy. The key role of every individual

team member is to perform: overcoming limitations and delivering more than the best. Syntax

believes in generating positive attitudes and a strong work ethic among the team members by

creating a vibrant work environment that encourages and enables imagination and innovation:

'esprit de corps'.

Society at large . They at Syntax believe that they are an integral part of a larger ecosystem. They firmly

believe that every entity in the ecosystem has some responsibility towards the society one lives

in.

In addition to providing world-class business solutions, Syntax has always strived to

fulfill its responsibilities as a true social and economic enabler. Their employees are pragmatic

and believe in the dictum that small grains of sand gather to form a desert and so are ever ready to

volunteer and contribute to a social cause. Besides contributing to various spiritual, charitable and

religious activities from time to time, they at Syntax have also contributed to national causes like

the Gujarat Earthquake Relief Fund, the Tsunami relief fund etc.

This is just a humble beginning, almost like a drop in the ocean, but it is with these small

endeavors that they attempt to create a world that will be a better place for the future generations.

Infrastructure



Syntax has a state-of-the-art R&D facility and Software development center at its

corporate headquarters in Bangalore, India. In line with its commitment to developing real-world

business solutions, the infrastructure at Syntax includes a facility with over 25,000 square feet of

space that can accommodate up to 300 software professionals.

PRODUCTS

Syntax's wide repertoire of product offerings span from Enterprise Applications to

Business Productivity Solutions. Their rich experience in developing indigenous products in

tandem with their distribution of world-class, best-of-breed products puts them in a position ideal

to find optimal solutions for you.

Enterprise Solutions

eFactory

eFactory is a complete online ERP application, integrated with workflow management to

facilitate easy and efficient management of operations in a connected environment.

eFactory enables modeling the entire production process into a single integrated system

and manages all processes with multiple end products. It integrates Materials

Management, Quality Control / Quality Assurance, Production Planning and Control,

Plant Maintenance, Sales and Costing, Excise, Human Resources and Financial

Accounting.

eHRIS

eHRIS is a web-based new generation, multifunctional Human Resource Management

and Information System. It efficiently automates the process of Recruitment, Employee


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Management, Benefits Administration, Training and Development, Travel Management,

Performance Management and Tasks and Schedules. It enables organizations to maintain

their employee assets in a more effective manner.

ViewWise

ViewWise is a feature-rich Integrated Document Management / Image Enabled Solution.

ViewWise is engineered to facilitate compliance with current and emerging operational

and

regulatory compliance requirements for document imaging, capture / indexing,

searching / retrieval, archiving and records management. It is robust, simple, reliable,

cost effective, scalable and easy to use.

ViewWise is designed to operate in both WEB and LAN based environments. It

leverages a firm's existing investment in their IT infrastructure, and operates on a variety

of distributed and centralized topologies. ViewWise integrates with other software

applications within diverse operating environments.

AnyDoc

Cutting-edge applications from AnyDoc Software, Inc. provide the full spectrum of

automated solutions for all your document and data capture needs, including Scanning

software (local and remote), Forms processing (structured and unstructured) and

Document imaging (storage and retrieval).

Business Solutions

Syntax's end object of providing infinite value extends far beyond its in-house products

and services. They understand the need (and cost-efficiency) of not reinventing the wheel! As a

result, Syntax offers a huge and extremely comprehensive range of packaged products to provide

solutions to all types of businesses and users.


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They are not a standard re-seller. Their focus is to build a long-term relationship, with

end-to-end services including pre- and post-sales support, installation, consultancy and

maintenance. Syntax aims to act as a single-window Procurement Partner. They have the ability

to even source products that are rare, or not easily available by conventional means. Their strong

alliances with major distributors ensure competitive pricing.

The entire range of tools caters to a wide variety of users including tools for:

Software Development Lifecycle Management

Designing

Authoring

Development

Deployment

Testing

Help Authoring

Installation

Documentation

Project Management

Configuration Management

Website/Portal Development & Deployment

Network Management

Security

Productivity Enhancements



Knowledge Management

Syntax deals with major industry standard products from leading manufacturers.

SERVICES

Organizations worldwide are trying to achieve increased productivity at reduced costs by

implementing a wide range of IT-based business solutions. Syntax empowers and improves your

business by creating custom web and software solutions according to your business needs. At

Syntax, they understand unique business requirements of their customers. They work in synergy

with them to conceptualize reliable and versatile solutions that aptly fit their needs. They take

care of the complete life-cycle development of the solution, right from requirements analysis to

implementation.

Software Development

Syntax's bespoke software development service enables companies to meet their real-

world business needs through a comprehensive range of value-added architecture, technology and

development expertise.


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Their services are aimed at helping customers realize their vision within budget and on

schedule. Their methodology is focused on integrating software development services seamlessly

with the customer's business process to deliver applications of high-quality and effective

usability. They use all the man-years of their past experiences, proven industry practices and

established tools to ensure that every project is totally transparent, efficient and has predictable

results.

Their experience demonstrates that no implementation method by itself - be that ISO,

CMM, or an agile approach is a 'one-size-fits-all' method for every budget and timeframe.

Therefore, they also advise and help customers in matching business processes and understanding

mutual expectations towards software development methodology that is best suited for their

customized needs. The end objective is of-course, to maximize returns.

.

Their ultimate goal is to ensure that customers maximize the benefits of their software

development services in terms of cost, quality and capability to meet their strategic goals without

compromising on any of these factors.

Technology Enabling

Emerging trends in the market place have resulted in organizations adopting new

technologies and business models. Syntax offers consulting services that aim to help clients

maximize revenues and streamline operations.

Syntax offers consulting services through its team of consultants having widespread

cross-functional business and technical understanding. The team of experienced project

managers, business analysts and software developers work in a collaborative approach with

clients. This allows the teams to chart business requirements to the technology solution that best

fits project objective.

Legacy Migration and Re-engineering



While there seems to be a neck-to-neck race between technology and time, organizations

are exploring ways and means of keeping up with the technology in order to maintain an edge

over competitors. To realize this, a few of them have been redeveloping their applications with

state-of-the art technologies. As very few organizations have budget or time or resources for

redevelopment, most opt for migrations and conversions.

At Syntax, they understand that migration/porting legacy applications requires a different

strategy and approach. It requires a thorough understanding of the technologies and platforms

involved. Their experience of working on various tools and technologies has helped them

understand the nuances of the existing and evolving tools and technologies. This has helped them

strategize their approach towards the porting and migration needs of their customer.

They have the expertise to handle mission critical legacy applications that are of great

value to organizations.

The issues facing migration tasks can be daunting. Over time, as technology changes,

legacy applications can prove to be stumbling blocks for an enterprise-wide IT architecture and

present several challenges in operations and maintenance. These challenges can be categorized as

1. High maintenance costs

2. Non-availability of experienced resources

3. Adapting to a constantly changing business and regulatory environment.

Their proven application migration and re-engineering solutions help organizations

overcome these hurdles and unlock as much value from these applications as possible.

The Return on Investment on a migration project can be manifold. It can result from

enhanced business support, significant improvement in the ability to integrate applications and

reduced licensing and maintenance costs.

The key factor that adds value while working with them is their domain expertise in

chosen business verticals. This results in their ability to flawlessly execute re-engineering



projects of varying sizes and complexities. Their primary business goals are accelerated time-to-

market and reduction in costs.

SYNTAX Offerings

Their tested indigenous Migration & Re-engineering Methodology is a four-phased

approach. The key to the approach is ensuring continuity and transparency across all the phases.

This is achieved with utilization of appropriate tools that integrate and drive the entire project.

Their diverse spectrum of application migration and re-engineering include:

Application Analysis: Analyzing the suitability of an application migration or re-

engineering exercise including the choice of the target architecture.

Portfolio Analysis: Analyzing the suitability of re-engineering an entire portfolio of

related applications.

Platform Migration: Migrating an existing application to new hardware, operating

system, database or programming environment.

Application Re-engineering: Completely redesigning an application in order to provide

superior functionality by taking advantage of new technology standards.

Outsourced Software Development

Syntax's Outsourced software development service enables companies to meet their real-

world business needs through a comprehensive range of value-added architecture, technology and

development expertise.

Their services are aimed at helping customers realize their vision within budget and on

schedule. Their methodology is focused on integrating offshore software development services

and practices seamlessly with the customer's business and technology practices. They use all the

man-

years of their past experiences, proven industry practices and established tools to ensure that

every project is totally transparent, efficient and has predictable results.



As experience demonstrates, no implementation method by itself - be that ISO, CMM, or

an agile approach is a 'one-size-fits-all' solution for every budget and timeframe. Therefore, they

also advise and help customers in matching business processes and understanding mutual

expectations towards software development methodology that is best suited for their customized

needs. The end objective is of-course, to maximize returns.

.

As a global technology outsourcing provider, they make a consistent effort to ensure that

project communication goes smoothly, by providing:

Onsite teams that closely collaborate with the customer to get a better understanding of

business and project requirements

A secure and efficient communication environment for all the distributed team

members, both onsite and offshore/near-shore

Specialized information infrastructure and effective communication tools for

centralizing, organizing and managing all project information.

Further, flexible contractual models ensure that software outsourcing project is delivered

on time and on budget, while meeting the highest quality requirements.

Their ultimate goal is to ensure that customers maximize the benefits of outsourcing

software services in terms of cost, quality and capability to meet their strategic goals without

compromising on any of these factors.

Outsourced Product Development

To remain competitive, organizations need to be able to focus on their core business

processes. Product Developers, for example, can expend their resources on the concept, design,

developing marketing strategies and business development. The actual product development can

be outsourced to a suitable developer.



There may also be other factors that come into play. Designing and Engineering a

software product from its specification to its release requires a dedicated team of skilled software

personnel, experienced managers, and domain experts.

Most product companies do not have sufficient management or engineering resources in-

house to bring the desired product to the market at the targeted time. Today, many companies are

taking advantage of the tremendous benefits of Outsourced Product Development, an option

which was not available too long ago.

The reasons why a company should consider outsourcing product development are many:

The in-house engineering team may require additional skill-sets to engineer the product

(e.g., experience with open source solutions and specific language expertise)

Adequate engineering resources may not be available in-house to start development on

the new software product or enhance an existing product

The cost of adding additional software engineers to an in-house team can be deferred

This may be the only way to meet stringent time-to-market requirements

From working with a well-established and professional outsourcing engineering services

company, an additional benefit would include understanding infrastructure and well-

defined management processes

In-house engineering teams can also benefit from the association and collaboration with

other engineers at the outsourcing engineering services company

Having decided to outsource Product Development, the most critical issue becomes

selection of the outsourcing partner. This requires careful consideration. Apart from cost

considerations, the developer must have the engineering resources in place with the technical

background and necessary infrastructure to ensure a quality product and meet your quality and

time-to-market expectations.

SYNTAX: the ideal outsourced product engineering team

With it vast experience and extensive technical & domain expertise, Syntax is an

excellent partner to work with. They have successfully managed, developed and delivered

quality products in a diverse set of domains. They score high when it comes to why you must

choose Syntax:



A proven ability to engineer products.

A through understanding of the entire product development lifecycle including

requirements specifications, design, development, quality assurance testing, and release

A commitment to best practices throughout the product development lifecycle to ensure

high quality during the development process

Skilled engineers plus access to off-shore resources to quickly and adequately staff the

engineering team to meet the product development requirements

Management infrastructure in place to closely monitor the progress of projects

throughout the product development lifecycle, and to ensure communication between

customers, software engineers and our project management

Project infrastructure to ensure strict adherence to source code control and backup

procedures

Total commitment to continuing technical education to ensure that engineering resources

remain up-to-date on the latest advances in technology

Skilled engineering resources with strong backgrounds in a wide variety of operating

environments, languages and technologies

Strong regulatory procedures and security policies and infrastructure

Microsoft certified partner and Sun Developer Connection partner. This helps Syntax to

continuously improve delivery on these platforms

Outsourced Testing and QA

Syntax offers independent product testing services that provide critical and objective

evaluation of the performance and quality of software systems and applications.

The dimensions of their testing service include:

Unit Testing

Functional Testing

Load Testing

Peer Testing

Interoperability and Conformance Testing

Certification Testing



Regression Testing

Integration Testing

Development and Deployment Testing

Test ware and tools development

Test strategy and planning

Syntax with its extensive experience in providing independent testing services to

customers helps provide distinct insight into reliability, maintainability, and usability issues.

Selecting the appropriate and right testing strategy, strong management of testing processes, and

use of automation tools to support the testing processes are some of the value adds that Syntax

offers its customers.

Domain Expertise

Industry Domains:

Syntax specializes in domains such as Manufacturing, Healthcare and Banking,

Financial Services & Insurance. Syntax understands these segments well and is well equipped

to handle the various business issues involved in these industry sectors. Each member of Syntax

is constantly upgraded through training and through participation in technology specific events,

seminars, discussions and workshops, with the aim of providing cutting edge solutions to all

customers and partners.

Functional Domains:

By adopting emerging technologies and by stressing on in-house research initiatives on a

diversity of projects, Syntax has gained extensive expertise on many functional domains like

Enterprise Resource Planning (efactory), Human Resources (eHRIS) and Business Process

Automation. Their expertise is so deep that they have quality products in these domains. Their

indigenously developed and widely used eFactory and eHRIS continue to add value to leading

enterprises by cutting down process time, enhancing accuracy and smoothening out workflow

bottlenecks.

Clients



Their success is evident in the long list of satisfied customers that they serve.

Here is a select list:

Allegro Networks

Altium Technologies

Anupam Rasayan Ltd.

Canfin Homes Ltd.

D.S. Constructions

Eastern Engineering Company

Espark Infotech Pvt. Ltd.

Explocity Pvt. Ltd.

Ginie Interactive

Jindal Praxair Oxygen Company Ltd.

Moser Baer, India

NHRD, Bangalore

Novell Software Development India Pvt. Ltd.

Ocwen Finance Solution Pvt. Ltd.

Peak XV Pvt. Ltd.

Perot Systems

Phoenix Global Solutions India Pvt. Ltd.

Praxair India Pvt. Ltd.

Raffles Software Pvt. Ltd.

Rockwell Automation India

Sapient Corporation

Sonim Communications (India) Pvt. Ltd.

Spider Systems, Malaysia

Team Asia Lakhi Semiconductors

Texas Instrument India Pvt. Ltd.

Titan Time Products Ltd.

TUV Rheinland Group Asia, Japan

Wipro Ltd.

Zilog India Electronics Pvt. Ltd.



Certifications

Memberships

Partnerships



About eHRIS

In today's competitive business environment, recruiting and maintaining a skilled,

educated, empowered and effective workforce is critical to success. Growing

globalization, rapidly changing technology, pressures for cost control, and the mounting

importance of knowledge capital are exponentially increasing the demands on the HR

department and its ability to contribute in a meaningful way.

The role of the HR department is rapidly changing and becoming increasingly

demanding. HR department is expected to be able to provide on-demand information about

applicants, employees and benefits. To be effective and be able to meet the growing work

demands, HR needs advanced systems that offer easy and rapid access to information, as well as

the capability to use and distribute information throughout the enterprise.

Product Overview

eHRIS is a web-based new generation, multifunctional Human Resource Management

and Information System. eHRIS is secure, robust, easy-to-use and maintain.

Using eHRIS can simplify time-consuming processes by automating administrative tasks

and minimizing paperwork, thereby dramatically reducing the costs associated with lengthy HR

processes. eHRIS is a comprehensive, powerful HR system that can manage information and

process a multitude of transactions. It efficiently automates the process of recruitment, employee

management, benefits administration, performance management etc., but more importantly it

enables organizations to maintain their employee assets in a more effective manner.



eHRIS has been developed keeping in mind the future needs of organizations and is

designed such that it adapts to your changing needs. It is highly customizable and system

scalability allows for large increases in record capacity and changes in organizational needs.

eHRIS has been extensively tested by industry experts and guarantees a definite return-on-

investment to organizations.

Product Advantages

Some of the advantages offered by eHRIS to organizations are as below:

Customizable and cost-effective

Flexible, configurable and easy-to-use

Helps organizations in recruiting the best available talent

Provides information on employee skill levels and competencies

Assists in planning, scheduling and decision making

Automates almost all the manual tasks performed by the employees and the HR

department

Increased employee participation in HR activity

Provides for paperless processing of HR activities

Main Functionality

In addition to basic employee administration, HR departments today are increasingly

expected to have a clear understanding of employees’ proficiency and competencies, and to

recognize gaps in the progress of employees. Optimizing all levels of the employee career cycle

through the use of right technology is vital. eHRIS provides HR professionals with a complete

HR solution that includes tools to administer all levels of the employee career cycle. Following is

a list of tools that facilitate easy and efficient management of the HR functions in an organization.

Recruitment

This module consists of the following processes:



Maintain Resume Databank

Manpower Requirement Indents

Maintain Manpower Consultants Database

Resume / Requirement Matching and Selection

Shortlist Candidates and Fix Interviews

Perform Interviews and Capture Interview Ratings

Perform Final Interview and Generate Offer Letters

Employee Management

Maintain Personal Data

Maintain Company Data

Maintain Educational Details

Maintain Work Experience History

Maintain Skill Sets

Statistical Reporting Based on Grades / Department / Location, etc.

Benefits & Administration

Leave

Leave Record Maintenance

Configure Leave Types

Fill Leave Applications

Submit Leave Applications for Online Approvals

Maintain Leave Balances

Updation of Leave Records

Expenses and Reimbursements

Maintain Claims Record (claims master)

Claim Medical Reimbursements

Claim LTA

Claim Other Expenses (petrol, lunch, conveyance etc.)

Generation of Statement of Claims



Loans

Apply for Appliance / Furniture Loans

Apply for Cash Advances

Apply for Company Leased Accommodations

Apply for Vehicle Loans

Training and Development

Manage Training Calendar

Announce Training Programs

Training Cost Estimation

Training Program Nominations

Post-training Feedback's

Capture Actual Training Costs

Generate Skill Set Registers

Maintain Employee Training Register

Travel Management

Travel Plan and Travel Request Applications

Travel Advance Requests

Domestic & Foreign Travel Applications

Travel Expenses Statement

Performance Management

Employee Self-assessment

Goal Setting Process

Identify Training and Development Issues

Statistical Reporting

Overall Performance Rating

Team Administration

Attendance



Attrition Resignation

Exit Interview

Final Settlement

Compensation and Benefits

Define the Components Formula Based or Fixed

CTC Definition

Transportation

Roster Preparation

Cab Master

Pick Up and Drop Timings

Employee Communication, Motivation Awards, Rewards and Fun @ Work

Events

Newsletters

Interoffice Memos

News Magazine

Birthdays

Anniversaries



Research Design

Objectives:

1. The Top players in HRMS space in Bangalore.

2. Investment scope and readiness to purchase in the identified verticals.

3. Top verticals ready to invest in HRMS.

4. Potential clients for HRMS software.

5. Priority requirements for an HRMS.

Scope:

Verticals – IT/ITES, Non-IT (Manufacturing), Corporate.

Territory – Bangalore

Duration – Two Months

Sample Size: 45 companies

Sampling Method: Random Sampling.

Measurement Tool: Questionnaire.

Measurement Technique: Telephonic interview.

Personal interview.



Data Collection: Primary Data – HR Heads of selected Companies

Secondary Data – Websites

Questionnaire

1. Name:____________________________________________________________

2. Name of the Company:_______________________________________________

3. Designation:_______________________________________________________

4. Type of Company: BPO / IT / ITES / Manufacturing / Corporate.

5. Number of employees in your Company: _________________

6. Annual Turnover: _________________

7. Rate the complexity of HR functions in your company on the scale of 1-10 :

(Low) 1 2 3 4 5 6 7 8 9 10 (High)

8. Have you implemented any HR software or HR Management Solutions (HRMS)?

YES NO (If NO, then Goto Q.no. 14)

9. If Yes, then which are you using presently?

(Specify Software Name & Company Name)

__________________________________________________________________

10. Reasons to choose that software or HR solution :

__________________________________________________________________

__________________________________________________________________

11. Investment made in implementing that software :



__________________________________________________________________

12. Does the implemented HR solution offer the security function?

YES NO

13. Are you planning to upgrade or change the present software?

YES NO

14. If No, are you ready to invest in HRMS?

YES NOT SURE NO

15. Do you have a budget allocated for HR solution in this financial year?

YES NO

Specify: __________________________________________________________

16. List some of the key and important functions in the HR department of your

organisation:

___________________________

___________________________

___________________________

___________________________

___________________________



Analysis & Findings

Companies in the research

The research contained companies from verticals like IT, ITES, Manufacturing and some

Corporate. The following is the list of companies / respondents out of which 35 were IT/ITES

companies, 10 manufacturing companies and in these 3 were Corporate Offices.

Company Names

Agni Software Pvt. Ltd. Micro Village Communications

B. R. M. Machine Tools Next

Building Network Automation Ptd. Ltd. Omni Matrix

Ceramed Engineers (P) Ltd. Optimus

Comcast Software Soltuions Pvt. Ltd. Orchid Informatics

Compu Lease Network Pvt. Ltd. Perfect Polypacks

Cross Domain Solutions Pvt. Ltd. Pinnacle Infotech

Cymfony Infotech Pvt. Ltd. Pradot Technologies Pvt. Ltd.

Cypher Infotech Pvt. Ltd. Preva Test Solutions Pvt. Ltd.

Deccan Aviation Protekz

Ducont Raffles Software Pvt. Ltd.

Esika Infotech Pvt. Ltd. Simplex Solutions

Essae Technologies SQA Technologies

Gears and Pinions Pvt. Ltd. Square One Business Solutions

Gemplus India Pvt. Ltd. Surendra Engg

Hedge Street Syntel Limited

Infosense Technologies Pvt. Ltd. Sysfore Technologies

ITTI Pvt. Ltd. TechSpan

Jaycee Industries Tricon Infotech



LS Software Tryarc India

Maini Precision Products WiFi Networks Pvt. Ltd.

Mastermind Software Technology Solutions World2Web Soft Technologies

Micro Plastics

Number of Employees in the Companies surveyed :

Number of Employees

2218

1

<50 > or = 50 and < or = 3000 >3000

This question was asked to know the employee strength of the companies. Here the

companies are divided into three categories below 50 employees, more than or equal to 50

employees and less than or equal to 3000 employees and the last category which has more than

3000 employees.

The above graph shows that 22 companies have below 50 employees, 18 companies have

more than or equal to 50 employees and less than or equal to 3000 employees, one company has

more than 3000 employees and rest of the companies have not disclosed the number of

employees.

Syntax is looking for mid-sized companies that is from 50 employees to 3000 employees,

but through research it was found that even the companies like LS Software, Optimus BT and



Cymfony Infotech Pvt. Ltd. where employee strength of below 50 have also implemented HR

software.

Complexity of Human Resource functions according to the respondents :

Complexity of HR functions

2 2

4

8

12

6 6

3

02

024

6

810

1214

1 2 3 4 5 6 7 8 9 10

Rating Scale

No.

of R

espo

nden

ts

(Low) (High)

Here the respondents were asked to rate the complexity in managing the HR functions

according to them in their organization, a rating scale from 1 to 10 was given where 1 is low

complexity and 10 is high complexity in HR functions.

The above graph shows the ratings given by the companies surveyed. It’s seen that 12

companies rated it as 5 which is average but falls towards the low complexity side and 6

companies have rated as 6 which could again considered as average but falls towards the high

complexity side. So considering 5 & 6 as the average on the 1-10 complexity scale 16 companies



have rated the complexity below 5 i.e. 1,2 3, or 4 and 11 companies have rated the complexity

above 6 i.e. 7, 8, 9 or 10.

Here it cannot be generalized from the responses whether the complexity of HR functions

is High or low, because the complexity of HR functions varies from company to company and

which also depends on various other criteria such whether they have implemented any HR

software to manage their Human Resource.

Human Resource Management Solution implemented in companies :

Companies implemented HRMS

10

35

0

5

10

1520

25

30

35

40

Yes No

No.

of R

espo

nden

ts

This was asked to find out how many companies have implemented HRMS, the software

name and company name, reasons to choose that particular software, investment made in the

implementation of that software and whether that software provides security function.

The above graph shows that the 10 companies have implemented HRMS and 35

companies have not implemented HRMS. The following is the list of companies who have not

implemented HRMS, but it cannot be said that these all are the potential clients because few

companies which do not have an HRMS may not meet the other criteria such as number of

employees, technology to support, investment required etc…to go for HRMS or HR software.



Company Names

Esika Infotech Pvt. Ltd. Infosense Technologies Pvt. Ltd.

Gemplus India Pvt. Ltd. World2Web Soft Technologies

Hedge Street Omni Matrix

SQA Technologies Building Network Automation Ptd. Ltd.

Tricon Infotech WiFi Networks Pvt. Ltd.

Ducont Essae Technologies

Orchid Informatics Gears and Pinions Pvt. Ltd.

B. R. M. Machine Tools Perfect Polypacks

Comcast Software Soltuions Pvt. Ltd. Cross Domain Solutions Pvt. Ltd.

Agni Software Pvt. Ltd. TechSpan

Compu Lease Network Pvt. Ltd. Pradot Technologies Pvt. Ltd.

Mastermind Software Technology Solutions Jaycee Industries

Protekz ITTI Pvt. Ltd.

Square One Business Solutions Cypher Infotech Pvt. Ltd.

Preva Test Solutions Pvt. Ltd. Surendra Engg

Ceramed Engineers (P) Ltd. Deccan Aviation

Micro Plastics Pinnacle Infotech

Sysfore Technologies

And the company names which have implemented HRMS and the reasons for selecting

that particular software are mentioned below.

1. Micro Village Communications

The software implemented here is internally developed by their development team where

in the approximate investment made in the implementation of the software was 2 lakhs. This

software also provides them with a security function.

2. Syntel Limited

They have implemented PeopleSoft HRMS software as this software helps them to

handle the large employee number of 4500 with all the HR functionalities along with the security

function.



3. Tryarc India

They have implemented software which provides them with the security function and

have chosen that software for easy and smooth functioning. The software name is not mentioned.

But this company could be a potential client as they are looking for software upgradation.

4. Optimus

They have implemented Microsoft Project Server & Microsoft Sharepoint Portal Server.

The reason for this implementation of software is to control their whole operations. They are the

re-sellers of this Microsoft product.

5. Raffles Software Pvt. Ltd.

The software implemented is been developed internally by their development team, which

also has a security function

6. LS Software

They have implemented the software called LS 360 Degree Appraisal which is internally

developed. They are the pioneers of this software and according to them it is most reliable one

and is even use by Wipro, ICICI…It also has the security function and the investment in this

software is less than 10 Lakhs.

7. Cymfony Infotech Pvt. Ltd.

They use TALLY software, which has an HR module built in it. The reason to implement

this software was its user-friendliness and software which also handles the financial functions.

8. Simplex Solutions

The software used here is internally developed by their development team which is cost

Effective / Tailor-made to their Department according to them. They have invested 15 lakhs in

the software but it does not provide them with the security function.

9. Next



They have implemented software for which the main reason was faster scanning of CV’s.

The software name is not disclosed.

10. Maini Precision Products

They have implemented HRIS software from Pro Pay because of its user friendliness and

for faster operations. This software also provides security functions.

Companies looking for software upgradation:

Upgrade or Change the Software

1

9

Will upgrade

Will not upgrade

This was asked to find out whether the companies which have already implemented

Human Resource Management Solution are looking for any change in software or upgradation of

that software.

During the research it was found that from the 10 companies which have already

implemented software, only one company ‘Tryarc India’ is planning to go for software



upgradation. They have implemented software which provides them with the security function

and have chosen that software for easy and smooth functioning. The software name is not

disclosed.

Tryarc India could be a potential client for Syntax Soft Tech Pvt. Ltd. as they are

planning to go for software upgradation and they even meet the criteria that Syntax looks for its

clients for eHRIS. Tryarc India has 50 employees and Annual turnover of approx. 21 Crores but

they aren’t any budgets allocated for HR solution in this financial year. They are focusing on

modules like Recruitment, Payroll and Policies Implementation.

Companies ready to invest in HRMS :

Ready to Invest

3

14

28

Yes

Not SureNo

This was asked to find out the companies which are ready to invest in Human Resource

Management Solution. The research tries to find out the companies which are ready to invest,

which are not ready to invest and the companies may or may not invest in Human Resource

Management Solution.



Here from the graph it can be found out that 28 companies are not interested or not ready

to invest in Human Resource Management Solution and 14 companies may invest or may not

invest Human Resource Management Solution but 3 companies are ready to invest in Human

Resource Management Solution. The three companies are ‘Cross Domain Solutions Pvt. Ltd.’ and

‘Orchid Informatics’ who are ready to invest, they may not invest immediately but surely in

future and ‘Deccan Aviation’ may invest in this financial year. From these three companies

‘Orchid Informatics’ is small company with currently only 10 employees so Syntax has to check

whether eHRIS would match ‘Orchid Informatics’ requirements and budget .‘Cross Domain

Solutions Pvt. Ltd.’ could be a potential one as number of employees is 180 and are also willing

to go for HRMS. ‘Deccan Aviation’ could also be a potential one as they have employee strength

of 1600 all over India.

The 14 companies which are not sure of investing into HRMS are Micro Plastics,

Ceramed Engineers (P) Ltd., WiFi Networks Pvt. Ltd., Essae Technologies, Mastermind Software

Technology Solutions, Pradot Technologies Pvt. Ltd., Esika Infotech Pvt. Ltd., Sysfore

Technologies, Square One Business Solutions, World2Web Soft Technologies, Agni Software

Pvt. Ltd., Tryarc India, Infosense Technologies Pvt. Ltd. and Compu Lease Network Pvt. Ltd.

List of some key and important functions of Human Resource :

Important Functions of HR

24%

9%

13%7%

16%

0%

13%

1%

0%

13%

3%

1%

0%



An open ended question was asked here to find out the key and important functions of

HR in their respective organizations.

The graph here shows the percentage of companies which have mentioned the important

HR functions with respect to their organization. From the graph it’s clear that majority of

companies have mentioned ‘Recruitment’ as one of the most important functions of HR and then

followed by Training & Development, Performance Management & Employee Management &

Compensation & Benefits, Selection etc…

Few other players in HRMS space in Bangalore:

Syntax’s eHRIS is one among the players in HRMS space, the will give us information

about few other players in HRMS space in Bangalore. It gives the company profile in brief and

their product details.

1. PeopleSoft – Human Capital ManagementCompany Profile

Oracle and PeopleSoft bring together the best and brightest talent in the enterprise

software industry. They plan to accelerate innovation and offer customers a superior solution at a

lower price. The combined companies represent more applications and database customers than

any other company in the world. PeopleSoft and JD Edwards product lines: PeopleSoft

Enterprise, JD Edwards EnterpriseOne and JD Edwards World. PeopleSoft Support, Consulting,

Education, Hosting, and Financing are now integrated with Oracle Services.


http://www.oracle.com/applications/jdedwards-world.html

http://www.oracle.com/applications/jdedwards-enterprise-one.html

http://www.oracle.com/applications/peoplesoft-enterprise.html

http://www.oracle.com/applications/peoplesoft-enterprise.html


Product

PeopleSoft Human Capital Management

PeopleSoft Human Capital Management is described by the company as the only global

pure-internet solution designed to help organizations drive cost containment and value creation

across the entire extended enterprise.

PeopleSoft Human Capital Management (HCM) enables organizations to improve

efficiency and productivity, in order to drive higher levels of business outcome in real time.

PeopleSoft HCM enables companies to:

Manage and mobilize a unified global workforce.

Connect people directly to business processes anywhere in the world, at any time.

Align the workforce with strategic business goals.

The PeopleSoft HCM product family includes HRMS, Workforce Analytics, Enterprise

Incentive Management (available in Q3 2003) and Enterprise Learning (available in Q3 2003).

HR management .

PeopleSoft 8 HRMS enables organizations to manage HR business processes – from

recruitment through to retirement – using pure internet applications that are built on a best-

practices performance record of more than 10 years.

With the solutions, enterprises can:

Extend the reach of their organization by pulling external content into the suite of

employee and manager self-service applications, all of which are delivered through a

role-base portal.

Align the workforce with strategic business goals with analytics to support better, faster

decision making.

Accelerated HR .

PeopleSoft Accelerated Human Resources provides functionality to help small to mid-



sized companies manage their human resource business processes, using pure-internet

applications.

Users of Accelerated Human Resources receive the same PeopleSoft 8 software products

and internet architecture used by Fortune 100 companies, bundled together with pre-configured

fixed-price implementation, training and support services – designed to make it affordable for

smaller companies.

Workforce Analytics .

PeopleSoft Workforce Analytics provides the tools to measure and manage workforce

performance.

The package allows companies to analyze workforce trends, leverage key performance

indicators and corporate benchmarks, and align the workforce with new organizational objectives.

PeopleSoft Workforce Analytics comprises the following components:

HRMS Warehouse – enables companies to manage their workforce information for

analytic reporting and analysis.

Workforce Planning – companies can align workforce competencies with organizational

goals.

Workforce Rewards – helps companies plan compensation and retention initiatives.

Workforce Scorecard – used to assess the impact of the workforce on enterprise

operations to determine how best to meet future business objectives.

Learning solutions .

PeopleSoft Enterprise Learning –is a pure-internet solution that helps enterprises provide

the right learning to the right people, at the right time and in the right format.

With PeopleSoft Enterprise Learning Solutions, organizations can approach learning

strategically. Companies can improve enterprise performance by planning and deploying learning

within and beyond the enterprise – to customers, suppliers and employees – that aligns with

business objectives.



By using Enterprise Learning Solutions, PeopleSoft says companies can:

Integrate learning across all business processes.

Provide intelligent learning advice to the workforce, customers and suppliers.

Align learning with corporate objectives.

Various modules offered by Oracle’s PeopleSoft Enterprise HRMS Portal Pack

Workforce Planning

Talent Acquisition Manager

Candidate Gateway

Career and Succession Planning

Training Administration

eDevelopment

ePerformance

Learning

eProfile Manager Desktop

Human Resources

Payroll for North America

Global Payroll

ePay

Payroll Interface

Payroll Interface Connector for ADP Connection

Time and Labor

Absence Management

HelpDesk for Human Resources

HRMS Warehouse

Workforce Scorecard

Benefits Administration

Pension Administration

Stock Administration

eBenefits

eCompensation

eCompensation Manager Desktop

Workforce Rewards



2. TATA Infotech - eDOTHR

Company Profile

Tata Infotech is part of the 125-year-old Tata Group, India's most trusted and best-known

industrial group. The group has a turnover of US $ 14.25 billion (equivalent to 2.6 % of India's

GDP), covering 91 major companies with business operations in seven sectors - Engineering,

Materials, Energy, Chemicals, Consumer Products, Services, and Communication and

Information Systems.

Tata Infotech operates in the chosen areas of System Integration, Contract Hardware

Manufacturing and IT Education. The Systems Integration services also include Software

Development, IT Enabled Services and IT Infrastructure Management. The seven delivery centers

across India and the proximity center in Chicago, US, have enabled customers across the world

benefit from solutions, products and services of the company.

Product

eDOTHR

Tata Infotech’s HRMS solution, eDotHR helps you manage your Human Capital – from

recruitment to retirement – with pure Internet applications. The application enables Employee

Self

Service (ESS), wherein individual employees view and update their information (such as paid

time off) online, instead of filling out forms offline and sending them manually to the HR

department. The system is workflow-enabled, where tasks assigned to you (such as Leave

Application Approval) arrive as “To-Do” tasks in your “To-Do Box”.

This components based solution consists of Modules that will automate the critical

Human Resources operations:



Selection and Hiring

Applicant Tracking – From Requisition, Screening to Joining

Transfer data to Employee account on Hiring

Employment

Standard Employee Data

Tax Status

Personnel Action Notice

Employee History

Compensation

Staff Pay and Job Classification

Salary

Benefits

Establish and manage multiple Benefit programs

Allowances

Leave Management

Leave Travel Allowance

Medical Insurance

Retirement Plans


Competency Management

KRA based

360 degree Appraisal

Succession Planning



Select Positions for Succession

Candidate Identification

Development Plan

Competency-based, linked to Training

Track Progress

Training & Development

Courses

New Employee Orientation

Training Eligibility, Requirements, Attendance, Budget, Location

Linked to Performance

Accounts Interface

HR Data Exported in Excel format, ready for use by the Accounts Department

Workflow features

Tasks are generated in the system on specific events (such as Leave Application, Medical

Allowance Application submitted by an employee). Tasks can also be generated manually. These

tasks are assigned to the concerned employee (such as, Manager, HR Dept.) and appear in the

Work-To-Do / Task Box of the employee concerned.

Functionality Specifications

Assign multiple tasks to any employee

Multiple users per tasks

Reassign Tasks

Set Status, Priority, Deadline

Set Vacation / Out-of-Office Messages with Auto-reassignment of Tasks

Assign, View and Reassign tasks by User / Task

Complete history on task progress

Security



A user has access to the application portal by supplying his username and password. This

helps ensure that only registered users can access your website. However, which areas of the

application he has access to is based on the permissions assigned to the user (authorization).

The Security features follow the Role Based Access Control (RBAC) protocol and

facilitate Database level Security and Audit Trail

Web Enabled

Users can access the system anytime, anywhere 24 x 7 with only a standard Web Browser

(such as, Internet Explorer) and a login name. No application specific software is required on the

client machine. This makes the system maintenance friendly.

On-Line Help

The HRMS Books Library contains comprehensive documentation. This serves as your

online help.

The eDotHR system is designed for high Performance, is Extensible into other

applications and Scalable for enhanced features and bigger employee base. This makes the

solution from Tata Infotech technically and functionally geared to meet your growing Human

Resources Management needs.

3. WIPRO - e-HR Solutions

Company Profile

Wipro Technologies is the No 1 provider of integrated business, technology and process

solutions on a global delivery platform. Wipro is differentiated by their full-service portfolio that

allows them to address diverse customer needs and deliver an integrated, one-stop solution. 90%



of their customers work with them across service lines - using the depth and breadth of their

offering to align IT strategy with evolving business needs. Wipro’s services are mainly

categorized into enterprise applications, product design services, business process outsourcing,

technology infrastructure services and consulting services.

Product

e-HR Solutions

With Wipro’s team of domain and technology experts in the HR field, they focus on new

technologies, proven management processes, strategies for human capital management, and

innovative e-solutions for HR, helping to

Develop and execute human capital management strategies for leveraging technology and

existing infrastructure

Select the right tools for a robust web-enabled HR (e-HR) environment

Make the best use portals, intranets, and the Internet

Set realistic e-HR priorities, goals, and organizational requirements through flexibility

and phased deployments

Build HR, IT, and business alliances that work and show results

Maintain your employee-ness with technology

Competency Management

Their HR domain expertise backed by a strong technology helps you establish

competency dictionaries, make your employees competency-literate, measure competencies and

relate this core element to all other HR processes like Performance Management, Compensation

and rewards, Promotions, Succession Planning, etc, thereby helping you with your Competency

Based Management system to provide

The process whereby competencies needed to achieve success are identified

Integration of several human resource functions

Provide an objective basis for tracking and measuring performance

Provide transparency on measurement parameters

Provide a system that can integrate people taking into consideration vertical, horizontal

and geographical spacing.



The main features of their Competency Management system are:

A competency dictionary structure, and a universal set of competencies categorized

according to competencies across different roles and levels

Weights attached to each competency element and sub-element in order to bring out

appropriate importance of each with respect to the job role.

Drop-down features whereby the employees can view not only competencies associated

with his/her own role, but also those associated with other roles.

Comparison scores of competencies picked up from intra and inter business units, along

with competency scores of the super achiever, for easy comparison and benchmarking.

Competency based questionnaire for appraisals and development needs identification.

Archive of competency scores for tracking and reference.

e-Performance Management

Wipro offers an integrated end-to-end Performance Management Solution. This solution

is based on global people processes drawn from best practices and helps organizations streamline

their performance evaluation processes.

Wipro’s ePerformance Management solution not only helps you establish the best

practices in Performance Management, like 360degree appraisal, MBO, etc, but enables reduced

Performance Management cycle time without compromising on the sub-processes which are so

critical to your HR values, like Work Planning Conference, Work Plan establishment,

Development plans and Objective setting, Interim Review, Overall evaluation, detecting

Performance deficiencies, Tracking, Documentation and Archiving.

Wipro’s solution aims at strategic value delivery in the least possible time incorporating

rich functional features, aided by smooth workflow, notification, authorization, etc. It helps to

Align employee objectives to the business goals. Enable strategic Performance

Management through Management by Objectives (MBO)

Measure and Assess employee performance periodically and provide feedback and

support to achieve quantitative, qualitative and process targets

Evaluate and track Hi-Performance and achievers based on Competency driven

practices.



Enable online Reward and Recognition

e-Recruitment

Wipro offers a global automated collaborative e-Recruitment solution, which helps to

web-enable your complete recruitment process – right from requisition to hire. e-Recruitment

Solution brings together all the participants of your recruitment process including employees,

external agencies, career sites and applicants on a role based, web-enabled platform.

e-Recruitment is a one-stop solution for all recruitment needs and comprises of a range of

end-to-end applications with built-in best practices such as global people processes and six-sigma

for:

Requirement Planning

Sourcing and Selection

Resume Collection

Online Communications

Applicant Tracking

Performance Analytics

Personalized Desktops - Candidate, Partner, Recruiter, Panelist

4. Ramco Systems – Ramco HRMS

Company Profile

Ramco Group is a well-diversified industrial conglomerate. The group has a turnover of

close to USD 300 + million and employs over 7000 people. Ramco Systems is a part of the

Ramco Group. Ramco’s Adaptive Enterprise Solutions, developed using Ramco VirtualWorks®,

a Virtual Software Factory, allow organizations to address their Unique & Next Practices over

and above



standard Best Practices. Ramco VirtualWorks is a Process to Application Platform that

incorporates several breakthrough concepts (multiple patents filed), a first for an Indian Software

company.

Ramco is a global provider of Enterprise Solutions and Services in key areas such as

Manufacturing, Aviation, Asset Management, Trading & Logistics, Healthcare, eGovernance,

Banking & Financial Services, Corporate Performance Management and Human Resources

Management. It is also a Siebel Alliance Partner and provides CRM implementation services to

global customers.

Ramco provides Converged Networking Solutions, Information Security Services and

total Contact Centre Solutions. In the Factory Automation space, Ramco provides Engineering

Process Optimization solutions to the Cement, Chemical and Power sectors.

Product

Ramco HRMS

Ramco Human Resources Management Solution offers comprehensive functionalities

across the entire HRMS process spectrum. In addition, the product aligns itself seamlessly to ones

organization's process through its configurable structure, flexible design and powerful tools.

It is competency driven and architected to handle BPO needs. A comprehensive

component is also available for managerial/employee self-service and HR analytics.

HR Analytics - Perform, measure and plan

The solution's powerful drilldown and reporting capabilities help identify key data and

uncover critical trends. Ramco HR Analytics will help you answer these and much more,

enabling the HR department to be a strategic business partner for you.

Disciplinary Action - Conform to enterprise norms

Ramco HRMS provides a complete solution that enables to capture the misconduct of the

employee, enquire into this process and award disciplinary action.

Grievances - Enable a transparent organization

Ramco HRMS provides a mechanism by which employees can complain and address

their issues or "on-the-job" problems. These matters can be addressed in a timely and constructive



manner.

Any work-related problems or issues can be set right, including conflicts or disputes amongst

employees, be it supervisors or coworkers. Their solution helps organizations to identify and

resolve disputes at an early stage with fair consideration to both sides.

Workforce Management - Knowing your employees

Ramco HRMS provides a comprehensive and integrated solution. It captures all

employee information pertaining to the employee's personal as well as employment related

information. Their module also helps to keep track of the assets in the organization. Vehicles,

furniture, accommodation that is leased, owned or rented by an organization are a few examples.

.

Employee Information - Knowing your people

An employee's personal details need to be captured once recruited.

The information recorded here includes:

Personal Information

Contact Information

Identification Information

Family Member Information

Competency Information

Qualification Information

Work Experience Information

Reference Information

Language Proficiency

Information on Hobbies

Military Service Information

Disability

Besides this you can view the summary of an employee's details at a glance, including:



Identification details

Synopsis of Educational Qualifications that an employee holds

Current assignment details

History of assignments held within the organization before the current assignment

Latest promotion date

A synopsis of work experience information.

Employee Movements - Moving your human assets

Employee Movements in Ramco HRMS includes the following:

Promotion

Transfer

Promotion with Transfer (and vice-versa)

Separation

Rehire

Recruitment - Get the right person

Their comprehensive solution automates and accelerates the entire recruitment process

with its enriched functionalities across all steps/stages. It also helps in creating job requisitions.

This module helps capture the information details of a candidate transitioning into an employee.

With its extensive self-service applications, their solution allows you to connect and

empower all the key players in the hiring process:

Recruiters

Managers

Employees

Candidates

Staffing agencies.

They offer you a complete workflow, which enables you to provide key information for

all levels of the interview status.

Staffing - Get the right person



Their comprehensive solution automates and accelerates the entire recruitment process

with its enriched functionalities across all steps/stages. It also helps in creating job requisitions.

This module helps capture the information details of a candidate transitioning into an employee.

It allows you to connect and empower all the key players in the hiring process:

Recruiters

Managers

Employees

Candidates

Staffing agencies- through extensive self-service applications.

Leave Management

.

Leave/Vacation management is an important although a time consuming activity for the

HR executive. Ramco HRMS eases the workload for the Personnel/HR department. It also aims

at the accuracy of information captured and processed.

It also provides information based on approved leave and employee availability to other areas

such as:

Time Management

Payroll

Employment Information.

Ramco Leave solution is completely business rule driven. It supports multiple choices/paths

through which leave can be applied. Some of them are:

HR User applying leave on behalf of another employee

HR User applying leave for a group of employees for the same leave types and dates

HR User entering leave applications for a set of employees for different leave types and

dates

Employees applying leave through self-service.



Time & Attendance - Effective resource allocation

To facilitate this, Ramco HRMS has a comprehensive and flexible time management

business process, which helps organizations to effectively utilize its human capital. Ramco Time

Management helps plan and record the employee schedule and attendance against the planned

schedule.

The solution provides a simple and yet intuitive interface that helps to:

Schedule employees

Record their attendance

Calculate their normal working hours

Calculate any overtime hours.

Attendance Management - Effective resource allocation

Ramco HRMS Attendance Management solution involves:

Time Management

Leave Management.

Time Management helps to plan and record the employee schedule and attendance

against the structured schedule. Basically, the solution provides a simple and intuitive interface

that helps to:

Schedule employees

Record their attendance

Calculate their normal and overtime working hours.

Ramco Leave Management:

Enables an employee to take time off

Eases the workload of the Personnel / HR department by reducing the paperwork and

improving the accuracy of the information being captured and processed.



Appraisal Management - Sophisticated performance management

Ramco HRMS provides an evaluation system that helps establish a formal process to

achieve the following goals:

To link the work of an employee to a group and department

To set objectives so that expectations are clear

To review the objectives period wise for updates, assistance and recognition

To reinforce positive work habits and ethics

To offer the employee information regarding professional development.

This system provides for team, self, functional and 360-degree appraisals.

Competency Management - Measuring and nurturing skills

Ramco HRMS makes use of the concept of competency to offer an integrated solution for:

Recruitment

Training

Performance management

Career and Succession planning

Other development processes.

The competency model in Ramco HRMS is completely flexible, enabling the users to

define their own values. It is hierarchical by nature and with its capability can inherit higher order

definitions. This method of organizing business processes using competencies produces

substantial benefits because they reinforce each other in the total system. The entire solution is

therefore very efficient and effective.

Training - Nurture your human capital

Ramco Training is agile, flexible and features rich solutions to address the complete

training needs of your organization. It also helps the transition of a training function from a



calendar-driven role to a more strategic one. Employees in the organization require continuous

development in the competencies they possess so that they are able to perform well on their jobs.

The training solution enables covering the entire training process by:

Defining the training environment

Planning the training programs

Conducting these programs

Updating employee competency profiles.

Ramco Training also helps analyze aspects such as trainee performance, trainee

attendance, cost etc. Our training solution can be used for in-house training as well as for external

trainees.

Employee Development - Grow/scale your people

Employee development being strategic to the organization's requirements, they need a

solution that can comprehensively and flexibly address their needs. Ramco HRMS solution helps

manage the entire employee development process, which involves:

Defining and assessing competencies

Appraising the performance

Recommending suitable training courses

Managing the entire training process.

Ramco HRMS is completely competency driven. It enables definition of competencies at

the organization or department or position or assignment level. The solution helps in automating

competency gap analysis, which is provided as inputs to training. This is handled through a

comprehensive 360° appraisal process. The training solution enables this by comprehensively

covering the entire training process including:

Defining the training environment

Planning the training programs

Conducting these programs



Updating employee competency profiles.

Compensation & Benefits - Keeping your employees satisfied

Besides compensation to employees by means of pay, other benefits are also important like:

Medical plans

Retirement plans

Health plans.

The administration of these benefits is a complex affair and can be easily managed

through Ramco HRMS. Ramco Reimbursements handles administration of Reimbursement of

employee expenditure. Reimbursement of expenses borne by the employees for official duties is a

common practice in many organizations. Ramco HRMS helps organizations to easily handle re-

imbursement and use this as an effective compensation tool. Some organizations also provide

other facilities like

managing the funds either as part of statutory regulations or as a goodwill measure. Organizations

also offer loans to their employees, which can also be managed effectively and easily through

Ramco HRMS.

Tax - Meet your statutory obligations

Ramco HRMS supports comprehensive employee income tax processing spread across

diverse locations. There is a provision to store information pertaining to investments made by an

employee to avail of tax rebate, based on local statutory governing rules. Ramco HRMS provides

a forecast of tax amounts deductible for the future periods. This helps the employee plan for his

taxes accordingly. The tax sub-system also provides a powerful stored procedure builder. This

enables definition and use of any kind of rule that influences tax calculation algorithms.

Benefits - Administer your employees' benefits

Ramco's Benefits solution enables organizations to administer the most complex benefit

plans with utmost ease. This is achieved through a complete business rule driven approach. Their



solution seamlessly integrates with Payroll for premium deductions and features unlimited benefit

plans, rate tables, eligibility rules and COBRA. Some of the key highlights of the solution are as

follows:

Covers Health, Life & AD/D, Disability

Savings & FSA Plans

Flexible benefits / Cafeteria plan

Automated enrollment

Non-Discrimination

Testing

Cross Plan

Validation Multiple leave types - FMLA, Bereavement, Jury Duty, etc.

Vacation accrual - based on company policy.

Core Payroll - Simplifying payroll processing

.

Ramco Payroll as a solution is ideally suited for the requirements. It addresses in a

comprehensive and yet simple and flexible manner, all the areas of:

Compensation definition

Administration

Management.

The solution is designed to accommodate various unanticipated requirements such as a

change in statutory legislation that may involve revised calculation algorithms. Such revisions

can be easily incorporated with the help of a robust business rule builder that enables definition of

rules that affect pay. The Ramco solution includes facilities for:

Comprehensive tax processing

Retroactive compensation processing

Increment processing.

Succession Planning - Thinking ahead



The succession planning feature in Ramco HRMS ensures that managers fill vacancies

created by promotions, transfers or separation. This solution creates a repository of information

that helps in filling vacancies that may arise in the future. For an effective and comprehensive

succession planning process, the system obtains information from career plans for the positions

available that need specific competencies.

Career Planning - Helping your employees to grow

Their Career Planning solution helps identify key employees, provide them with the right

opportunities within the organization and help them "Grow". Career Planning charts out the

evolution of an employee with respect to the functions and the position he is capable of handling.

It monitors employee career movement and is linked to succession planning. It can also be the

outcome of an appraisal process. It is therefore an effective tool in harnessing the potential of

your employees.

Salary Planning - Comprehensive tool for compensation processing

Ramco HRMS defines salary budgets for all levels. It has built-in rules for structuring the

salary for each individual and offers the following features:

It takes into consideration the organization structure, appraisal and compensation details

Option to link salary planning with manpower planning to get a complete scenario of the

compensation requirements during planning

Easy representation of the salary planning needs at each level in the organization

Any changes in the planned salary is reflected at all the levels above it through roll up

Built in rules for apportionment of increase of salary

Display external equity process to compare salaries with another organization or the

industry standards

Internal equity process to compare salary given to an employee within the organization.

Manpower Planning - Plan your most valuable assets

Ramco HRMS helps organizations plan for their present and future manpower

requirements. To enable this, their solutions capture data pertaining to existing and planned

recruitments. Planning has been made easy with the representation of manpower planning needs

at each level of an organization. Capturing these inputs from functional and line managers for



their departments or sections facilitate enterprise-wide manpower planning. The system

subsequently gathers requests such as changes at the lowest level of planned manpower by

aggregating and reflecting at all levels through roll-up. It highlights the planned and actual

manpower and any variance due to changes in manpower. Budgeted changes in salary outflow are

also highlighted.

Planning - In order to help you plan for the future

The entire planning activity is facilitated within a specific period. You have the option to

generate unlimited plans before arriving at the final figures. Ramco HRMS provides a package in:

Manpower

Succession

Career.

5. LS Software – LS 360 Degree Appraisal System

Company Profile

LS Software Pvt. Ltd. is a diversified firm providing Customized IT solutions, BPO and

HR services. LS Software is the pioneer in providing outsourcing capabilities for 360 degree

appraisal service in India. LS Software's comprehensive suite of Human Resource Processing

Services can expertly perform part or all of your organizations HR function -- allowing you to

concentrate on generating further profit in your core business.

Their trained staff, sophisticated human resources tools, and state-of-the-art

telecommunication and computer systems can supplement or replace client-staffed systems. Their

HR solutions enable companies to improve HR services to their employees while reducing the

overall cost of providing these services. They apply best-in-class HR technologies and processes

to transform the way your company delivers vital services such as payroll, benefits, assessment

mechanisms, employee appraisal systems and training. They help you increase workforce

competencies and organizational performance through effective employee assessment, training

and development planning for employees.

HR Services



LS Software provides a comprehensive suite of HR (Human Resource) Processing

Services. LS Software's HR wing provides the knowledge, technology and resources to perform

part or all of your organization’s HR functions, professionally. The company delivers vital

services such as payroll, benefits, assessment mechanisms, employee appraisals, employee

satisfaction surveys and training to employees. LS Software can help you increase workforce

competencies and organizational performance through effective employee assessment and

development planning and training for your employees. This includes the following features:

Workforce Training and Development

.

Analyzes training requirements to design and deliver training and development tools for

employees; includes our powerful LS 360 Degree Appraisal for active, assessment-based

learning.

Talent Solutions Consulting

.

Helps you increase workforce competencies and organizational performance through

effective employee selection, assessment and development planning.

Leadership Assessment and Development .

Assesses employee strengths and development needs against leadership competency,

providing guidance for employee and management efforts to maximize performance and

development. This service would utilize LS 360 Degree Appraisal for performance appraisal

and development planning; and for accelerating the assessment and development of leadership

talent.


.

Builds systems and processes that guide employee and management efforts to maximize

performance and development; includes LS 360 Degree Appraisal for multi-rater feedback,

performance appraisal and development planning.



Employee Perception (Organizational Climate)/Customer Satisfaction Surveys

.

Their employee perception surveys and job/customer satisfaction surveys have shown a

direct correlation between employee's perceptions of their organization's culture and that

organization's ability to achieve successful outcomes, including increased productivity, lower

employee turnover and higher profitability.

Payroll Administration

.

LS Software provides solutions that satisfy the intricate payroll needs of today's large

organizations. The solutions can cover part or end-to-end payroll processing. In each solution,

they implement a precise fusion of people, processes and technology to ensure satisfaction among

both payroll executives and employees.

Product

LS360degree Appraisal System

This HR software of LS software focuses on only one function i.e 360 degree appraisal.

The main objective of the software is for

Reliable management evaluation / assessment

Improved organizational & personal training/development

Better team development

Comprehensive & reliable multi-channel feedback

Remuneration qualification

Better customer service

Promotion / layoff qualification

Reducing discrimination risk

Involving staff in developing their own manager.

The Benefits:

Provides multi-data points/opinions reducing performance appraisal errors and bias



Increases employee and, in certain cases, customer involvement

Increases employee ownership of their managers' development

Increases management sensitivity to employee concerns

Allows honest feedback

Can be used for promotion qualification, assessment of skills, individual development,

etc.

Increases self-awareness

Encourages productivity improvement through better communication

Replaces occasional 'war story' performance appraisals with periodic sampling and data

Statistical tools utilized eliminates 'outlying data' and allows for trend analysis

Can be conducted remotely

Sales and profit improves because customers concerns are highlighted

Baseline data makes cross-departmental and multi-year comparisons more accurate



Summary of main findings

Competition

We have already seen the different software’s and companies in HRMS. The

features or characteristics of each software are given in detail in the previous section.

Syntax’s eHRIS is compared with other competitor’s products, most of the features are

common in all the softwares but the few which were different are mentioned below:

Syntax’s eHRIS has a feature of goal setting process and employee self

assessment which are not there in TATA’s eDOTHR.

TATA’s eDOTHR has a feature of succession planning and competency

management which are not offered by Syntax’s eHRIS.

Ramco’s HRMS has feature of Grievance handling and MBO which are not

offered by Syntax’s eHRIS. Ramco’s HRMS also offers succession planning.

Wipro’s e-HR solutions has feature of competency management and MBO where

as Syntax’s eHRIS does not offer these features.

PeopleSoft’s Human Capital Management offers almost each and every feature

that is been offered by all the others.

The feature of 360 Degree Appraisal is offered by PeopleSoft’s Human Capital

Management, TATA’s eDOTHR, Wipro’s e-HR solutions, Ramco’s HRMS and

LS softwares are pioneers in this feature but Syntax does not offer this feature.

Investment scope and readiness to purchase in the identified verticals.

There are three companies who have said are ready to invest in Human

Resource Management Solution. The three companies are ‘Cross Domain Solutions

Pvt. Ltd.’ and ‘Orchid Informatics’ who are ready to invest, they may not invest

immediately but surely in future and ‘Deccan Aviation’ with employee strength of 1600

all over India may invest in this financial year and are looking for Recruitment module.

From these three companies ‘Orchid Informatics’ is small company with currently only

10 employees so



Syntax has to check whether eHRIS would match ‘Orchid Informatics’ requirements and

budget, the modules mentioned by them are recruitment, internal management and

program co-ordination. ‘Cross Domain Solutions Pvt. Ltd. has employee strength of 180

and looks for employee management, performance appraisal and leave management

modules. ‘Pradot Technologies Pvt. Ltd.’ also has readiness towards investing in HRMS

but in the next financial year with a planned investment around 8 Lakhs.

Top verticals ready to invest in HRMS.

The verticals selected for this research were IT / ITES, Manufacturing and some

of the Corporate Offices in Bangalore. If these verticals are compared the response in

manufacturing vertical was not very good. Many manufacturing firms did not even have

Human Resource Department separately so it can be said that manufacturing vertical

would not be ready to invest but again it cannot be generalized for all manufacturing

firms in Bangalore as the sample size surveyed was also very small. But the IT / ITES

companies would be interested in investing in HRMS as some of the potentials clients for

HRMS are from IT / ITES vertical and the same way for Corporate also, there’s one

corporate office in Bangalore who are ready to invest in HRMS, but it cannot be said that

rest of the corporates would not invest in HRMS. So from the sample surveyed it can be

said that IT / ITES would be the top vertical which would be ready to invest in HRMS.

Potential clients for HRMS software.

The potentials clients for HRMS as mentioned in purchase readiness are ‘‘Cross

Domain Solutions Pvt. Ltd.’, ‘Orchid Informatics’ and ‘Deccan Aviation’. From the

research it was found that there are some other companies who could be considered as

potential clients even if they have not mentioned that would invest in HRMS but rather

are not sure of investing:

‘Ceramed Engineers (P) Ltd.’ from manufacturing vertical who have employee

strength of 40 and annual turnover of 4 Crores have plans of implementing but not

immediately. The important HR functions which they focus are salary and administration,

Recruitment and training.



‘Pradot Technologies Pvt. Ltd.’ has plans of implementing HRMS and have

investment plan of 8 Lakhs and employee strength of 250 and would invest in the next

year. They would focus on modules like training & development, recruitment and

compensation.

‘Esika Infotech Pvt. Ltd.’ which is just a one month old company, probably one

year down the line they may think of investing into these kind of applications.

‘Tryarc India’ could be another potential one, but they already have one software

and are looking for software upgradation. Here the employee strength is 50 and annual

turnover is 21 Crores. Important HR functions according to them are recruitment, payroll

and policies implementation.

‘Compu Lease Network Pvt. Ltd.’ is planning to go for HRMS but after

expansion which are planning for in 4 months. Now their employee strength is 26 and

annual turnover is 3 Crores. They are planning to increase the employee strength and

project an annual turnover of 8.4 Crores. They focus on leave policy and performance

appraisal modules.

Priority requirements for an HRMS.

Recruitment - 24%

Training & Development - 16 %

Employee Management - 13%

Performance Management - 13%

Compensation & Benefits - 13%

Selection - 9%

Benefits & Administration - 7%

Employee Communication - 3%

Team Administration - 1%

Transportation - 1%

Travel Management - 0%

Attrition - 0%

Motivation Awards/Rewards - 0%



But again this cannot be generalized to all the companies in these

identified verticals. It differs from vertical to vertical and may also differ from company

to company. If we have a look at the potential clients each one may focus on different HR

function.

Annexure

Bibliography

www.hr.com

www.hrfolks.com

www.humanresource.com

www.syntaxsoft.com

www.peoplesoft.com

www.wipro.com

www.lssoftware.com

www.nasscom.org

www.tatainfotech.com

www.ramcosystems.com


http://www.ramcosystems.com/

http://www.tatainfotech.com/

http://www.nasscom.org/

http://www.lssoftware.com/

http://www.wipro.com/

http://www.peoplesoft.com/

http://www.syntaxsoft.com/

http://www.humanresource.com/

http://www.hrfolks.com/

http://www.hr.com/

a project report on competition analysis & purchase readiness for ehris

Documents

organizations employees

organizations human

organizations performance

major organizations

instance organizations

effective hrm

effective management

hrm human resource management