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8/7/2019 Presentation on HRA
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Presentation on Final Requirements
Specification
Presented By: -
Amit joshi
Anand Pratap Singh
Ayush Rastogi
Final Year Sec- ¶A·
Guided By:-
Ms. Sapna Dargan
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Human Resource
Assistant
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Programming Language : C #
Data Base : SQL Server 2005
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GROUP FINALIZATION
Amit Joshi
Anand Pratap Singh
Ayush Rastogi
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PROJECT FINALIZATION
Project Technology Accepted/Discard Reason
On-Line Recharge
System
Asp.net Discard Practical
synchronization of
bank & telecomcompany is not
possible.
Library
Management
System
Asp.net Discard Very small level
Project
Hospital
ManagementSystem
Asp.net Discard Availability of client
is tedious
Human Resource
Assistant
Asp.net Accepted Demanding &
Applicable to any
firm, company,
industries etc.
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CLIENT
Company Name : AGROFAB
Address : 106, Industrial Area, Jhotwara,
Jaipur-302012
Phone No. : 9784453966, 9314263288 Email : [email protected]
Director : Mr. Alok Gupta
Company Executive : Mr. Siddharth Gupta
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Shikhar Agrawal(9351472424)
Priyank Agrawal(8890712326)
ALUMINI
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PROJECT GIVEN TO YOU WHY SO???
Company Advertisement
HRM process get automated.
Performance calculation & Representation
Job Req. and Recruitment on internet
Salary and Incentives calculation(automated)
Attendance and Leave Factor
Special Training and Awards.
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E XISTENCE OF CURRENT SYSTEM
There is no such current system exist and
company wants to do his work online.
In present scenario the work is done by manually.
There is no option for job advertisement,
performance calculation.
Only company website was there which is purely
static.
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MODULES:
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Brief Explanation of Modules:
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RECRUITMENT
Job description ² outline of the role
of the job holder
Person specification ² outline
of the skills and qualities requiredof the post holder
Applicants may demonstrate their suitability
through application form, letter or curriculum
vitae (CV)
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SELECTION
The process of assessing candidates and
appointing a post holder
Applicants short listed ²
most suitable candidates selected Selection process ²
varies according to organisation
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DISCIPLINE
Wide range of procedures and steps
in dealing with workplace conflict
y Informal meetings
y Formal meetings
y Verbal warnings
y Written warnings
y Grievance procedures
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TRAINING
Similar to development:
y Provides new skills for the employee
y Keeps the employee up to datewith changes in the field
y Aims to improve efficiency
y
Can be external or ¶in-house·
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DEVELOPMENT
Developing the employee can be
regarded as investing in a valuable
asset
y A source of motivation
y A source of helping the employee
fulfil potential
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REWARDS S YSTEMS
The system of pay and benefits used by
the firm to reward workers
Money not the only method
Flexibility at work
Holidays, etc.
Incentives given to the employee.
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PRODUCTIVITY
Measuring performance:
How to value the workers contribution
Difficulty in measuring some types of output ²
especially in the service industry Representation of performance on the basis
of graph and chart.
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REFERENCES:
We observe the manual work present in the
company
Company norms
www.google.com www.castingss.com
Oracle HRM Book
www.bized.co.uk
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THANK YOU
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QUERIES???
