Swirlsoft InfoTech

A case
Leveraging HRISstudy on
for organizational
effectiveness in
IT industry
 About Swirlsoft Infotech(
hypothetical Organization)

 Swirlsoft InfoTech, a software firm providing IT solutions,

commenced on the
12th August 2001 founded by Mr. Ravi Iyer & Mr. Sudesh
Gupta
 Specialize in offering customized products and services to major
clients like
Access Bank, Canon enterprises, HanTel and also cater to
clients in US and
Middle East
 Currently employs 764 people across states in India
 Headquartered in Bangalore, with operations spread across 5
 OUR MISSION
COMPANY
Success driven by a unique
culture of creative specialists
who take pride in what they do

OUR
their satisfaction through
through customized IT
solutions and ensuring

our efficiency & quality

Develop relationships

Be inspired
innovate and share,
together we grow.
PASSIO
CUSTOME

EMPLOYE
N
RS

ESto learn,
DRIVES
US
 OUR VISION

To become one of the most successful service providers in our

competitive market space through unified commitment to the values
of customer satisfaction, continuous improvement & superior
quality

To be an employer of the best talent and promote an environment of

team work, mutual trust and respect , opportunity to excel &
passion to achieve
 STRATEGIC DECISIONS

 Establishing global business units in Latin America & South

East Asia
Attracting a talent pool in these countries based on required
competencies
 Including a diverse workforce in our Indian operations
 Multiply current employee strength 2x (i.e. approx 1500
employees) by 2015
 Automation of Human Resources functions, mainly in the areas
of Human
Resource Planning, Competency mapping & Cost
Optimization
PROBLEMS
 ROADBLOCKS TO IMPLENTING THE
DECISIONS

 Lack of standardized processes

Improper format to cater to the human resource supply chain

Insufficiency in streaming the cost functions

Low awareness of foreign labor market segmentation

Unclear business culture and external environment situations

Time and cost

HOW DO WE SOLVE
THIS ??
 HUMAN RESOURCE INFORMATION
SYSTEM

 A system which seeks to merge the activities associated with

human resource
management (HRM) and information technology (IT) into one
common database

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

including payroll,
labour productivity, and benefit management into a less capital-
intensive system
than the mainframes used to manage activities in the past. Also
called Human
 HOW HRIS HAS HELPED MANY
COMPANIES

 IBM Europe
 Ameriprise Financial
 Terasen Pipelines
 Shaw's Supermarkets
 CS Stars, LLC
 IBM
 WORKSource Inc.
 Toshiba America Medical Systems Inc.
HOW HRIS WOULD BENEFIT
SWIRLSOFT
 OBJECTIVES OF HRIS
Enhancing profitability through effectiv
Efficient management of organization’s
Human Resource Supply – Chain and optimal utilization of existing resource

Maintain a well trained, motivated,

Strategic partner to the Client through
project ready corporate pool of resourc
forecasting resource requirements
based on fast moving skills

Advance planning of: • Optimization of HR Cost through

• Resource Allocation initiatives directed at operational excellenc
• Recruitment & Re-skilling • Adoption of best practices in managin
• On time allocation of ‘right’ resources
resources
 FEATURES OF HRIS
Bringing out plans to
Resource Demand is captured online
bridge the “Gaps” in
organization’s ability to
meet the demand

Enabling pro- Training / Re-skilling of

activeness & Feature associates in “Wait” to
Predictability in make them
Growth, s deployment-ready
Delivery and
Profitability

Providing Intelligent Reports for

strategic decision-making on Promotion & Global rotation of
internal talent for new / challenging
Resource Growth
opportunities
 LEVERAGING THROUGH
HRIS
HRIS

HUMAN
COMPETENCY COST
RESOURCE
MAPPING OPTIMIZATION
PLANNING

CAREER
RECRUITMEN
T&D DEVELOPME
T
NT
IMPLEMENTATION OF HRIS
PREPARATION OF HRIS

1 2 3

Getting a better Ensuring that The most

the resources– critical part is to
grasp on the
time, people set correct
entire expectations for
and money –
company’s are available to the project and
business implement the to gain
processes and HRIS executive
analyzing the management
needs of the commitment
Organization
DESIGN & ROLL OUT OF
HRIS

HRIS

Employee Non
-Employee
•Manager •Potential
Ma
•Analyst employees
•Technician •Partners
•Employees
 CONFIGURING HRIS

Phase
Phase 1
1 Phase
Phase 2
2 Phase
Phase 3
3
Configuring the Preparing the
HRIS for the firm’s converting
organization for
business processes historical data
HRIS
and policies into the HRIS
 PREPARING SWIRILSOFT
FOR HRIS

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

Managing the HRIS, with more

Focus on preparing organization as a integrated work
the organization whole to accept the processes, pulls
and the employees new business related departments
for the HRIS processes that come together
with the HRIS
 CHANGE MANAGEMENT

 HRIS encounters strong resistance from the

employees

 Change management plan which includes:

- Communicating
- Educating
- Training
SECURITY TOP PRIORITY

Payroll and Benefits data

Personnel data

Security
From external organizations

Performance Appraisal data

 BARRIERS TO EFFECTIVE
IMPLEMENTATION

Lack of support from

Poor need assessment
the management

Barriers

Lack of Communication Failure to include key people

RECOMMENDATIONS FOR SUCC ESFUL
IMPLEMENTATION

Support from top

management
Formation of a Steering
committee

Effective Change
management

Transition plan

Training
 BENEFITS OF HRIS

 Simplifying the functions of HR Personnel and Department.

 Storing, Organizing and Communicating important facts and
figures
 Control over pertinent data and statistics
 Tracking and reviewing employee productivity
 Streamline the administrative work of HR department
 Minimizing IT infrastructure cost
 Reduced time in handling routine administration
 Availability of Timely information
THANK YOU
Q&A