ALLAMA IQBAL OPEN UNIVERSITY

BY
MISHQAT-UL-ANWAR
ROLL NO. 508195106
(3rd SEMESTER)

Department of Business Administration

Session (2008-2010)

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SUBMITTED TO

MA’AM RABIA HANNAN

SUBMITTED BY

MISHQAT-UL-ANWAR

ROLL NO.

508195106

(MBA 3RD SEMESTER)

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 ACKNOWLEDGEMENT

No book is the work only of its author. I owe

special thanks to aiou who gave us this topic. My
special thanks goes to my teacher also who helped
us in every problem related to the topic. Thanks
are due to my family also who extended their love
and support throughout this project. Much praise
must be given to my friends Saira and Safia, who
not only took pains to go out with me for research
work but also gave their precious ideas.

Particular thanks are due to my respected

teachers who supported me and extended useful
advice and encouragement in shaping and
developing of this task. I have also collected data
about my topic through an internet website
www.goole.com.
I have found that this website asks the user to
enter the data or required questions in the toolbar
and tells the user about all kinds of answers about
every topic. I am indebted to all of them.
(Author)

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4
• What is System
• What is Information System?

• What is Human Resource?

• Human Resource Information System
(HRIS)
• Human Resource Basic Features.
• Automate Benefits.
• Employee self-service.
• Set Permission.
• Reporting.
• Tracking.
• HRIS Considerations.
• CASE STUDY ON SUPREME BROOKE
BOND
• Recommendations.

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 Executive Summary

Information System is a combination of hardware,

software and infrastructure and trained personnel
organized to facilitate planning, control,
coordination and decision making. A humanresource
information system refers to the systems and
processes at the intersection between human
resource management (HRM) and information
technology. Human Resources departments across all
industries are realizing the benefits of adding business
intelligence to their existing operational tools.
Like
payroll systems
benefits systems
time entry systems etc.
HRIS basic features are automate benefits, employee
self-service, set permission, reporting, Tracking. I have
selected Supreme Brooke Bond as a case-study, in which
I found the function of Human Resources
departments of BROOKE BOND is generally
administrative and common to all organizations.
Organizations may have formalized selection,
evaluation, and payroll processes. Efficient and
effective management of "Human Capital" has
progressed to an increasingly imperative and
complex process. The HR function consists of
tracking existing employee data which traditionally
includes personal histories, skills, capabilities,
accomplishments and salary. Also I have given
some recommendation at the end of the report.

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 What is System?
way of proceeding: a method or set of procedures for
achieving something

WHAT IS INFORMATION SYSTEM?

Combination of

HARDWARE

SOFTWARE

INFRASTRUCTURE

And trained

Personnel
organize
d

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 To facilitate

Planning Control

Coordination Decision Making

• Information System Defined in Business

Dictionary
The term information system refers to information
technology that is used by people to accomplish a
specified organizational or individual objective. The
technology may be used in the gathering, processing,
storing, and/or dissemination of information, and the
users are trained in the use of that technology, as well as
in the procedures to be followed in doing so. The specific
technologies that collectively comprise information
technology are computer technology and data
communications technology. Computers provide most of
the storage and processing capabilities, while data
communications—specifically networks—provide the
means for dissemination and remote access of
information.

Advances in computer hardware, software, and

networking technologies have spurred an evolution in the

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structure, design, and use of corporate information
systems.

What is Human Resource?

Human resources is a term used to refer to how people

are managed by organizations. The field has moved from
a traditionally administrative function to a strategic one
that recognizes the link between talented and engaged
people and organizational success. The field draws upon
concepts developed in Industrial/Organizational
Psychology and System Theory.

What is Human Resource Information

System?

A Human Resource Management System (HRMS,

EHRMS), Human Resource Information System
(HRIS), HR Technology or also called HR modules,
refers to the systems and processes at the
intersection between human resource management
(HRM) and information technology. It merges HRM
as a discipline and in particular its basic HR
activities and processes with the information
technology field, whereas the programming of data
processing systems evolved into standardized
routines and packages of enterprise resource
planning (ERP) software. On the whole, these ERP
systems have their origin on software that
integrates information from different applications

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into one universal database. The linkage of its
financial and human resource modules through one
database is the most important distinction to the
individually and proprietary developed
predecessors, which makes this software
application both rigid and flexible.

Human Resources departments across all industries are

realizing the benefits of adding business intelligence to
their existing operational tools (payroll systems, benefits
systems, time entry systems, etc.). Business intelligence
allows HR professionals to better leverage their
organization's operational data to ensure compliance with
government regulations, provide improved service to the
employee base and more effectively manage all matters
related to human resources.

The MicroStrategy platform is not only ideal for

reporting and analyzing detailed human resources
information with complete security and confidentiality,
but it also enables advanced and statistical data analysis,
as well as alerting.

With a MicroStrategy human resources application,

everyone in the organization can take advantage of
reports and analytics. Employees can view and manage
their personal information, such as time-off requests,
benefits selection and address updates. Managers are
just clicks away from analyzing employee performance
and ensuring parity of titles, salaries and skill levels. Vice
presidents can monitor the salary ranges of prospective
candidates. Finance managers can receive alerts of their
choosing, such as when a high salary is entered into the

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payroll system. HR professionals ensure labor law
compliance and study ways to improve operational
efficiency.

HR Information Systems (HRIS)

With an HR information system (HRIS), you can provide a
comprehensive management system for all of your
organization’s human resources activities. This software
is especially helpful for small and mid-sized businesses
that want to streamline their administrative functions,
manage employee benefits, reduce paper-based
documentation, and track all employee data.

HRIS basic features

The advantage to HRIS is the way it helps you to
automate many administrative responsibilities in a central
location. Here are the key features to look for in an
HRIS solution:

Automate benefits:

HRIS provides benefit management for your HR

personnel and staff. You can import payroll and benefits
data from different sources and make revisions at any
point in time. Depending on the software, you may also be
able to manage the entire hiring process from
recruitment to sending compensation packages.

Employee self-service:

Employees can get instant access to their information

through HRIS. They can complete online forms and get
critical information about their benefits. With a unique

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log in ID/password combination, each employee can check
vacation balances, update personal information, and make
life-event changes, all without having to talk to a live
person.

Set permissions:

You don’t have to provide employees with complete

access. HR managers that will administer the software
can control which screens employees can see and what
data they will be allowed to alter. You can also view
changes that were made and revert back to the original
data if necessary.

Reporting:

As with any valuable software program, you can get

detailed reports for your business. With standard report
templates, you can manage the paperwork for employee
reviews, OSHA regulations, and employment history. You
can create advanced reports based on your customization
with specific categories and data that can help you
better manage your business.

Tracking: HRIS allows you to track every employee’s

accrued sick time, vacation balance, and tenure so you
always have accurate data. It can also manage long-term
absences based on the Family Leave Act or because of a
serious injury. If an employee files a grievance or
receives a warning, you can manage what the next steps
should be.

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HRIS considerations

Before purchasing an HRIS solution, make sure you learn

exactly what it can offer your business:

•How many employees can it

support?

•Can I upgrade to include

additional employees as my
business grows?

• What will my total costs be?

•Are there additional charges I

should keep in mind?

•Will the HRIS solution allow me

to import current data from
other software programs?

• Is there an HRIS provider that

has experience working with
similar businesses?

•Can I try out a demo version of

the software before buying?

•Is this software compatible

with both PC and Macintosh
environments?

•What kind of in-house IT

experience will I need to maintain
the system?

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 •Can I get full training for my
staff?

•Will I be able to get updates as

they become available?

Supreme

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History of Supreme Brooke Bond

Brooke Bond is a brand-name of tea owned by Unilever,

formerly an independent manufacturer in the United
Kingdom, known for its PG Tips brand and its Brooke Bond
tea cards.

Brooke Bond & Company was founded by Arthur Brooke

who was born at 6 George Street, Ashton under Lyne,
Lancashire, England in 1845. He opened his first Tea
Shop in 1869 at 23 Market Street, Piccadilly,
Manchester, Lancashire. There was never a "Mr Bond";
Arthur Brooke chose the name simply because it sounded
pleasing to his ears.

In the 1950s and 1960s, packets of Brooke Bond tea

included illustrated tea cards, usually 50 in a series,
which were collected by many children. One of the most
famous illustrators of these cards was Charles
Tunnicliffe, the internationally acclaimed bird painter.
Most of the initial series were wildlife-based, including
'British Wild Animals', 'British Wild Flowers', 'African
Wild Life', 'Asian Wild Life', and 'Tropical Birds'. From
the late 1960s, they included historical subjects, such as
'British Costume', 'History of the Motor Car', and
'Famous Britons'. Complete sets and albums in good
condition are now highly sought-after collectors' items.
The inclusion of these cards in packets of tea ceased in
1999.

The most famous brand of Brooke Bond was PG Tips,

launched in 1930. The company merged with Liebig in
1968, becoming Brooke Bond Liebig, which was acquired

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by Unilever in 1984. The Brooke Bond name has since
been dropped for all external communication by Unilever
in the UK. However Gold Crown Foods Ltd is licensed by
Unilever to use the Brooke Bond name for the Brooke
Bond 'D' and Brooke Bond Choicest brands.[1]

The Brooke Bond brand is still used in other countries,

especially in India. In Pakistan, Brooke Bond Supreme is
the number-one-selling tea brand. Unilever markets it as
a being stronger than its Lipton Yellow Label blend.

The Brooke Bond factory is at Trafford Park in

Manchester, although this is separate from Gold Crown
Food's factory in Liverpool.

HUMAN RESOURCE INFORMATION

SYSTEM OF BROOKE BOND

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The function of Human Resources departments of
BROOKE BOND is generally administrative and
common to all organizations. Organizations may
have formalized selection, evaluation, and payroll
processes. Efficient and effective management of
"Human Capital" has progressed to an
increasingly imperative and complex process. The
HR function consists of tracking existing employee
data which traditionally includes personal
histories, skills, capabilities, accomplishments and
salary. To reduce the manual workload of these
administrative activities, organizations began to
electronically automate many of these processes
by introducing specialized Human Resource
Management Systems. HR executives rely on
internal or external IT professionals to develop
and maintain an integrated HRMS. Before the
"client-server" architecture evolved in the late
1980s, many HR automation processes were
relegated to mainframe computers that could
handle large amounts of data transactions. In
consequence of the high capital investment
necessary to purchase or program proprietary
software, these internally-developed HRMS were
limited to organizations that possessed a large
amount of capital. The advent of client-server,
Application Service Provider, and Software as

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a Service or SaaS Human Resource Management
Systems enabled increasingly higher administrative
control of such systems. Currently Human
Resource Management Systems encompass:

1. Payroll
2. Work Time
3. Benefits Administration
4. HR management Information system
5. Recruiting
6. Training/Learning Management System
7. Performance Record

The payroll module automates the pay process by

gathering data on employee time and attendance,
calculating various deductions and taxes, and
generating periodic pay cheques and employee tax
reports. Data is generally fed from the human
resources and time keeping modules to calculate
automatic deposit and manual cheque writing
capabilities. This module can encompass all
employee-related transactions as well as integrate
with existing financial management systems.

The work time gathers standardized time and

work related efforts. The most advanced modules
provide broad flexibility in data collection
methods, labor distribution capabilities and data
analysis features. Cost analysis and efficiency
metrics are the primary functions.

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The benefits administration module provides a
system for organizations to administer and track
employee participation in benefits programs. These
typically encompass insurance, compensation,
profit sharing and retirement.

The HR management module is a component

covering many other HR aspects from application
to retirement. The system records basic
demographic and address data, selection, training
and development, capabilities and skills
management, compensation planning records and
other related activities. Leading edge systems
provide the ability to "read" applications and enter
relevant data to applicable database fields, notify
employers and provide position management and
position control. Human resource management
function involves the recruitment, placement,
evaluation, compensation and development of the
employees of an organization. Initially, businesses
used computer based information systems to:

• produce pay checks and payroll reports;

• maintain personnel records;
• pursue Talent Management.

Online recruiting has become one of the primary

methods employed by HR departments to garner
potential candidates for available positions within
an organization. Talent Management systems
typically encompass:

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 • analyzing personnel usage within an
organization;
• identifying potential applicants;
• recruiting through company-facing listings;
• recruiting through online recruiting sites or
publications that market to both recruiters
and applicants.

The significant cost incurred in maintaining an

organized recruitment effort, cross-posting within
and across general or industry-specific job boards
and maintaining a competitive exposure of
availabilities has given rise to the development of a
dedicated Applicant Tracking System, or
'ATS', module.

The training module provides a system for

organizations to administer and track employee
training and development efforts. The system,
normally called a Learning Management
System if a stand alone product, allows HR to
track education, qualifications and skills of the
employees, as well as outlining what training
courses, books, CDs, web based learning or
materials are available to develop which skills.
Courses can then be offered in date specific
sessions, with delegates and training resources
being mapped and managed within the same
system. Sophisticated LMS allow managers to
approve training, budgets and calendars alongside
performance management and appraisal metrics.

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Many organizations have gone beyond the
traditional functions and developed human
resource management information systems, which
support recruitment, selection, hiring, job
placement, performance appraisals, employee
benefit analysis, health, safety and security, while
others integrate an outsourced Applicant
Tracking System that encompasses a subset of
the above.

HRIS in Brooke Bond Supreme Functions may

include:

• HR (hiring)
• Payroll
• Tax Filing
• Scheduler
• Timekeeper
• Accruals
• Activities
• Attendance
• Leave
• Record Manager (employee overview)
• Employee (access)
• Manager (access)

These last two features are access to the database for

both employees and managers. Employees can access
information on insurance issues, personal insurance

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coverage, payroll records, vacation or time off available,
work schedules and so on. Managers can file work
schedules and departmental or employee reports as
required regarding personnel activities. The interactive
features of most HRIM systems are strong selling points
as they take the need for personal counseling on each
employee question or issue out of management's daily
responsibilities.

Human resources information can be put into database

forms that provide management information. Some
management decisions regarding worker productivity and
streamlining operations can be aided with data developed
through HRIM.

Recommendations:

I note these analytical tools that Supreme Brooke

Bond HRIS software data can generate:

• Effective workforce deployment to meet

quality, cost, and customer satisfaction goals
• Labor cost control
• Government regulation compliance
• Employee recruiting, development, and
retention

Statistics in these categories matched against

industry norms can provide valuable benchmarks
for decisions on operational changes. Many of the

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software firms that provide the basic packages
providing the record keeping categories listed
above will provide sophisticated analytical modules
as options sold separately.

Human resources management software can be a

helpful tool for the employee and for mid-level
management staff. Software implementation and
the impact on employee's daily routines need to be
handled carefully. Many software companies
provide company-wide briefings as part of the
product sale.

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