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Author Name bala

Title hris
Original File Name 126_4298
Submission/Paper ID 152348
Submission Date 28-Sept-2020 07:52:56
Total Pages 39
Total Words 3529

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Similarity 19 %
Unique 81 %
Internet Sources 8%
Journal/Publication Sources 6%
Student papers 5%

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References/Bibliography Not Excluded

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Sources: Less than 14 Words Similarity Not Excluded
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A-Satisfactory (0-10%)
B-Upgrade (11-40%)

19 33 B C-Poor (41-60%)
D-Unacceptable (61-100%)
SIMILARITY % MATCHED SOURCES GRADE

Sl.No LOCATION MATCHED DOMAIN % SOURCE TYPE

1. 1 Internet
www.iosrjournals.org 6

2. 25 Student Paper
HRIS By 16L51E0023 -2018, JNTUH 4

3. 7 Internet
www.researchgate.net 1

4. 8 Publication
ijrcs.org <1

5. 20 Student Paper
STUDY ON COMPENSATION MANAGEMENT IN LG <1
ELECTRONICS BY 18TP1E0012 Yr - 2020

6. 6 Publication
EMPLOYEES PERCEPTIONS TOWARDS HUMAN <1
RESOURE INFORMATION SYSTEM AHRISA BY
SINGH, MAHESHWAR 2015 - KRISHIKOSH

7. 15 Student Paper
CLEARING AND SETTLEMENTS BY 187Z1E0066 Yr - <1
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8. 10 Publication
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database backups by Hasa-1987
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10. 23 Publication
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students taking by Yadiga-2010

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12. 26 Internet
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13. 28 Publication
Bilateral international agreement, cooperation and <1
reneging, by Nabin, Munirul H. - 2018

14. 5 Publication
www.int-arch-photogramm-remote-sens-spatial-inf-sci.net <1

15. 16 Publication
www.fm-kp.si <1

16. 32 Publication
Professionals self-rated quality of care and its relation to <1
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17. 13 Publication
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Guimn, Jos- 2005

18. 19 Publication
Thesis submitted to shodhganga - <1
shodhganga.inflibnet.ac.in

19. 18 Publication
Applying voluntary tools to achieve Sustainable <1
Consumption and Produ, by Aichinger, Herbert- 2009
20. 9 Publication
IEEE 2016 13th International Joint Conference on <1
Computer Science an

21. 2 Publication
Book Reviews Professional Interviewing Cal W Downs, <1
G Paul Smeyak by Wakstein-1980

22. 21 Publication
www.analegeo.uaic.ro <1

23. 33 Publication
IEEE 2015 European Control Conference (ECC) - Linz, <1
Austria (2015.7. by

24. 12 Publication
A method to detect and correct single-band missing pixels <1
in Landsat T by Tobia-2008

25. 11 Publication
kubanni.abu.edu.ng <1

26. 3 Publication
Many-to-one encryption and authentication scheme and its <1
application by Lin-2008

27. 30 Publication
Social Entrepreneurship and Social Inclusion <1

28. 17 Publication
Currents in Compensation and Benefits by Hansen-2007 <1

29. 27 Publication
Building a Middle-Range Theory of Adaptive Spirituality <1
by Dobratz-2016

30. 14 Publication
Increased rates of convergence through learning rate <1
adaptation by Rober-1988

31. 31 Publication
Thesis submitted to dspace.mit.edu <1
32. 29 Publication
Experimental investigation of microstructural damage in <1
an A-K sheet s by YaZhen-1993

33. 22 Publication
bmcmedicine.biomedcentral.com <1
 HUMAN RESOURCE INFORMATION SYSTEM

Abstract:
1
An HRIS, which is also known as a human resource information system or human resource
management system (HRMS), is basically an intersection of human resources and
information technology through a HR software solution. This allows HR activities and
processes to occur electronically. The Human Resource Information System (HRIS) is a
software or online solution for the data entry, data tracking, and data information needs of the
Human Resources, payroll, management, and accounting functions within a business. The
goal of HRIS is to merge the different parts of human resource, including payroll, labor
productivity, and benefit management into a less capital intensive system than the
mainframes used to manage activities in the past. Also called Human Resource Management
systems (HRMS). A HRIS generally should provide the capability to more effectively plan,
control and manage HR costs; achieve improved efficiency and quality in HR decision
making; and improve employee and managerial productivity and effectiveness. In most
situations, an HRIS will also lead to increases in efficiency when it comes to making
decisions in HR. This research paper helps to know about how HRIS help the organization to
enhance the efficiency of work.

Keywords- HRIS, HRM, HRMS, Human Resource, Human Resource Information system

1
 CHAPTER – 1

INTRODUCTION

At the heart of any company is the modern business information system. Businesses will
2
benefit from the information system in many respects. It helps companies solve business
challenges and look for business opportunities in different functions.

The information system supports a variety of roles in industry such as marketing,

manufacturing, finance and human resources, etc. In the enterprise, information systems play
a strategic role. In order to simplify the current set up, re-enter obsolete set-up and creative
3
configuration the Company should change the information system in various ways.

The HR should be assisted by information systems for recruitment, selection, and training,
evolution of performance, assessment, compensation and occupational activities.

HUMAN RESOURCE INFORMATION SYSTEM

4
Management of human resources has been a large and active participant in organizational
growth and decision-making since its inception. By the 1970s, the majority of companies
were recruiting, firing and monitoring workers as personnel departments. The recording
process focused on staff transfers that provided the company with recruiting, firing,
promotion or transmission details. They calculated the number of workers employed in a
given department, division or area in full time, part- time, permanent and temporary.
5
In the data collection and analytical duty of the department, many considerations have been
added. Increase in the amount of work shifts in the workforce along with population and
economic shifts. As management became increasingly aware of the importance of recruiting
internal personnel for critical roles, specialist areas such as succession planning and labor
force prevision were created. Many divisions of human resources have begun to spend more
time preparing and reviewing to support top management knowledge support requirements.
Many staff divisions have been called human resources to provide certain management level
roles. A department of workers and salary preparation, management and job growth, quality
assessment and revenue research included in addition to all routinely, mainly operational
personnel duties. Management has promoted the formation of modern, complicated and

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costly personnel services structures, realizing the value of enhancing alignment of the
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department of Human Resources with the strategic business direction of this whole
organization.
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To fulfill these goals, the Department of Human Resources needed more knowledge and
support at the management level. All the stresses in data processing and the increased
usability of the powerful machines have contributed to a widespread development of human
resources computer applications. These modern computer systems are known as HRMS or
HRIS (Human Resources Information Systems).

7
In general, the role of departments of human resources is administrative and shared by all
organizations. The collection, assessment and payroll processes can be formalized by the
organizations. An increasingly persuasive and dynamic mechanism has developed into
successful and productive management of "human resources." HR monitoring involves the
historically personally identifying information, ability, skills, achievements and salaries of
current employees. To eliminate their manual workflow, organizations, by implementing
advanced human resource management systems, have started to automate many of these
processes electronically. HR managers rely on IT practitioners, both internally and externally,
to build and sustain integrated HRMS. In the late 1980s, many HR automation processes
were confined to the mainframe computers that could manage vast quantities of data
transactions before the "client-serve" architecture developed. As a result of the high capital
expenditure needed to buy proprietary software or programmed it was restricted to companies
that had significant sums of capital. With the introduction of customer servers, application
service providers and software as service or SaaSHuman Resource Management System, the
administrative control of these systems was gradually increased.

The software integration framework for human resources addresses many human resource
challenges, payroll, management, recruiting, training and business accounting functions. This
6
refers to systems and processes which form an interface between human resources and IT. It
allows HR managers to work more systematically and effectively using technology. The
framework is used for gathering, storing, managing, reviewing, compiling and transmitting

3
specific information on human resources of an entity. It is used in the broader information
management scheme (MIS).

OBJECTIVES OF THE STUDY

MAIN OBJECTIVES

• To discover Bonanza information system features and implementations,

• To review the MIS department's roles, tasks and authorities.

SUB OBJECTIVES

• To review different incoming data from different agencies.

• Understanding HRIS in the organization’s real contribution.

• Departmental MIS aids for HR decision-making should be researched.

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• To analyze the productivity of HRIS in many enterprises.

• To review the traditional MIS departmental information formats.

NEED OF THE STUDY

Providing human resources services and growth programming that is attentive to the needs
and efficiency of the employees of the organization.

Fulfilling staff services: workplace relations, risk management, security and health services,
equality and diversity services, workforce development and awareness-raising, strategic
initiatives, strategy and scheduling, consulting services and workforce support and
performance management.

Of which constructive commentaries are increased and grievances reduced surrounding

personnel services of workers.

To what an efficient means of transition remains the formal industrial partnership between
employee and employer?

4
SCOPE OF THE STUDY

 In competition and in order for each organization to survive

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 A successful HUMAN RESOURCE INFORMATION SYSTEM should fulfill the
9
demands of the world market. As human resources are considered to be the principal
asset of an enterprise to achieve its goals.

8
 In order to promote the management of all employees' records, the Human Resource
Information specialist is responsible for designing and recording automated systems.
The continued support for the staff soft human resources management system in the
management of capacities would also be responsible for this role.

With the following items, the spectrum of HRIS can be clarified

• To contribute to the achievement of organizational objectives.

• Effective use of employee strengths and abilities

• Provide well-trained and motivated workers to organizations

• Communicating all workers with HR policies.

5
RESEARCH METHODOLOGY

Research Methodology
7
A planned and strategic descriptive research is carried out in order to
achieve the research objective. Descriptive studies allow you to know the proportion of
people who have acted in a specific manner to projected certain items or evaluate the relation
between two or more variables in the given population. Descript study is always rigid and
cannot be modified in any way, only in the first preparation and analysis phases should
consideration be taken, otherwise the data gathered in the study will be educated in the
company for its employees.

Source of data:
10
Primary and secondary source data are obtained. The key component of the research process
11
is the collection of data. The data obtained for research helps to better interpret the results
12
that completely lead to the productive conduct of research. The most important data source is
10
both primary and secondary for data collection.

Main data: primary data:

13
Data collected by direct communication with the management of the questionnaire to obtain
the information hand. Data collected by personal conversations.

Subsequent figures:

These data were gathered by the personal department from documents, manuals and
brochures.

RESEARCH DESIGN:

Survey method:

The questionnaire was conducted directly with Bonanza’s Hyderabad respondents.

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7
 CHAPTER-2

LITERATURE REVIEW
14
Hewitt associates, February '(2002) — Recent years have seen the H.R. work of the
organization, by reinvesting itself, using technology and web-based software, within the
very simple basic concept of web-based H.R. This allows employers and supervisors
more influence over the specifics of their staff. This paper is about the transformation of
the company's H.R approach into one powered by more technology. An optimistic,
15
multidisciplinary approach to the E – HR, resulting in advanced HR, was required.
16
Since both large and small companies are focusing on converting long processes into a
web-based solution for streamlining their operations and delivering better services. It is
now the trend for senior management to enable H.R to re-invent itself with technology
and web-based applications.
Krishna, 7 August 2006) Sandeep K Krishna
As the organizations are numerous in their scale and industry, the problems associated
15
with the factors of the implementation and maintenance of HRIS are considered, the first
17 15
issue is that the HR department does not have the awareness of HRIS and is therefore not
one of those issues.

In its sixtieth year, Mahindra and Mahindra agreed to donate 1% (1.3 core roughly, as
shown), to the CSR by levy. The K.C. is part of its operations. Mahindra Education Trust
which promotes education at different levels and Nandi Kali, an under-privileged
children's programmed at Mahindra Foundation, the Andhra Pradesh and Rajasthan
Middle-day Meal Program, and the Mahindra pride schools for Affirmative Action.
CSR has become evident, going from being a tool or feeling good to a crucial parameter
to keep businesses open and clear.

HR CHALLENGES IN INDIAN RETAILSECTOR

India is viewed as the "most promising region" for global and domestic retailers with
rising consumerism, unparalleled recognition and youth-dominant clients. India is
currently ranked 12th in the world as the largest consumer market. The Indian retail
market is a potential goldmine and in expectation of exponential growth attracts a large
number of giant international and domestic players.

8
 18
In India, the boom in the retail sector and its resulting rise in talent demand have eroded
6
the need for successful HR systems. The role of human resources in retail is especially
important since employees work in a unique environment. The individuals who handle
customers one-on-one are considered to be the organization’s face in every retail
organization.

Disinterested, ill-prepared and unwanted salespeople have been found to cause more loss
of business and mouths than any other management problem. Thus, successful HR
programmers are necessary to promote and improve workers, to monitor results, to
promote talent, to increase employee growth opportunities and to retain dedicated
employees.
19
Singh and Mishra (2008) explored the challenges of HR in the Indian retail sector and
proposed solutions to these challenges on the basis of their findings. They found that
20
India's retail human resource climate is very complicated by the lack of skilled and
qualified workers, lack of job sources and low concentration on human resources
preparation, compensation measures and conditions. Moreover, the view of working in
the retail sector is poor with the conviction that every job requires long and non-social
hours, restricting employee capacity to maintain the work-life balance. The opening of
retail stores on holidays and festivals may be a business necessity, but from the viewpoint
of workers this deprives them of community participation.
21
Women workers in terms of quality levels and the perception of the customer mood are
7
considered much superior. Some of the major players on the organized retail turf look for
the fairer sex, particularly when it comes to higher rates of attrition. Trust retail, the
Future Party, Shoppers' Stop and RPG Retail experiment with a range of recruitment
models to enhance their workforce's fairer relationship.
Reliance of Makes Amana has launched an initiative to enable employee spouses to work
in his retail business. The employees' women are then qualified to take jobs at reputable
retail outlets (full time, part time or on call). This model focuses on providing options for
flexi employment where women are expected to work for no more than 4 hours a day.

Based on their results, Singh and Mishap (2008) indicated that retailers need innovative
HR practice to overcome the industry’s war on talent search. Indian retailers have to
develop a range of best practices to improve employee skills and retention while

9
 22
improving processes and frameworks to cope not only with the existing deficiencies but
also with potential challenges, e.g., indiscipline, conflicts, labor union issues, sexual
assault, attrition etc.

10
 CHAPTER- 3

DATA ANALYSIS

&

INTERPRETATION

Table: 1.Organization following the HRIS...

INTERPRETATION
23
The table above indicates that 60 % of people are happy with ALWAYS, 20% are happy with
Excellent Jobs, 15% with SOME Degree, 5% with NEVER.

11
Table: 2.Act as a software solution for the company...

INTERPRETATION
24
It is assumed from the above that HRIS satisfies 70%, HRM satisfies 20% and HRD satisfies
10%.

12
Table: 3. HRIS is necessary in an organization...

INTERPRETATION

The above indicates that 50% of citizens are happy with GREAT EXTENT, 30% with
GREAT EXTENT, 10% with SOM E EXTENT and 10% without REQUIRE.

13
Table: 4.Performance of HRIS in the organization...

INTERPRETATION
25
From the above, 10% satisfied of GOOD, 75% satisfied with Really GOOD, 10% satisfied
with Outstanding, 5% satisfied with Poor.

14
Table: 5. HRIS disseminates information to the organization, it is……..

INTERPRETATION
26
From the table above it has been shown that 65% are satisfied with Potential, 25% with
Power, 5% with WEAKNESS, 5% with Hazard.

15
Table: 6. Organization utilizing the HRIS completely, about opinion

INTERPRETATION

It is concluded from the above that 70% were Accept satisfied, 10% were DISAGREE
satisfied, and 20% were SOME EXTENT satisfactory.

16
Table: 7. HRIS have enormous growth and speed of HRD...

INTERPRETATION

Of the above mentioned estimates, 80% of AGREE is satisfied, 10% of DISAGREE is

satisfied, 5% of SU is not satisfied and 5% of NEVER is satisfied.

17
Table: 8. HRIS achieving the ambitions and recognizing the requirements

Of Organization...

INTERPRETATION
25
From the above, it is inferred that 70% is satisfied that ALWAYS, 15% is satisfied that TO
GREAT EXTENT, 10% is satisfied that TO SOME EXTENT, and 5% is satisfied that
NEVER

18
Table: 9. HRIS providing upward advancement and prosperity in your organization...

INTERPRETATION

From the above, 60% is persuaded that 20% Accept is satisfied that 10% NOT SURE is
satisfied that DISAGREE AND 10% NEVER is satisfied.

19
Table: 10.Acceptance of the human resource development contributes the

Information to the organization...

INTERPRETATION

From the above it is concluded that AGREE satisfies 10%, Strongly DISAGREE satisfies
0%, DISAGREE satisfies 80% and Extremely DISAGREE satisfies 10%.

20
Table: 11. HRIS gives a clear picture of the organization to each candidate…

INTERPRETATION

It is concluded from the above that 80% of ALWAYS is satisfactory, 10% of

OCCASSIONALLY satisfies and 10% that NEVER is satisfied.

21
Table: 12. HRIS affect negatively at work …

INTERPRETATION

Of the above, 0% is happy with ALWAYS, 10% with TO GREAT Job, 10% with TO SOME
Degree, and 80% with NIVEL, and 80% with TO SOME Degree,

22
Table: 13. HRIS will affect the performance of the organization…

INTERPRETATION

From the above, it is concluded that 16% is STRONGLY AGREE satisfied, 12% are
DISAGREE satisfied, 70% are AGREE-satisfied and 2% are STRONGLY DISAGREE-
satisfied.

23
Table: 14. Opinion about working condition of HRIs provided b the

Organization...

INTERPRETATION
27
The findings from the above show 10% satisfying HUGHLY SATISFIED, 2% satisfying
HUGHLY DIS AGER, 80% satisfying SATIESFIED and 8% satisfying DIS SATIESFIED.

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 25
Table: 15 .Which of the object helps to select HR information technology in …

INTERPRETATION

From the above it is concluded that 70% is HRIS satisfied, 20% is MIS satisfied and 10% is
IT satisfied.

25
Table: 16. Think that the work burden of HR manager reduced by using the

HRIS...

INTERPRETATION
28
From the above, 75% of the citizens are satisfied with AGREE, 5% are satisfied with
DISAGREE, 15% with STRONGLY AGREE and 5% with NOT SURE.

26
 25
Table: 17.Opinion regarding organizational factors affecting by HRIS...

INTERPRETATION
29
The above shows that the NEVER is 5 per cent satisfied, the ALMOST satisfied 50 per cent,
the Often satisfied 10 per cent and the ALWAYS satisfied 35 per cent.

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 25
Table: 18.Think that how much percentage of HRIS needed in the

Organization...

INTERPRETATION

Of the above, it is concluded that 30% is content with 100%, 40% is satisfied with 90%, 20%
is satisfactory with 80% and 10% is satisfactory with 70%.

28
Table: 19. HRIS is responsible for assisting in the provision and maintenance

Of a working climate for all organization employees.

INTERPRETATION
30
Of these, it is found that AGREE satisfies 60%, DISAGREE satisfies 10%, STRONGLY
AGREE accounts for 25 percent and NOT SUREE is satisfied for 5 percent.

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 25
Table: 20.Which is the major one to implement the HRIS…

INTERPRETATION
24
It is deduced from the above that 30% are satisfied with SUPPLY CHAIN, that 25% is
satisfied with RESOURCE PLANNING and 20% with SUPPLY CHAIN, while 15% is
satisfied with the SUPPLY CHAIN OFFICE PLANNING.

30
 CHAPTER- 5

FINDINGS, SUGGESTIONS

& CONCLUSION

FINDING & OBSERVATION

23
1. The table above indicates that 60 % of people are happy with ALWAYS, 20% are happy
with Excellent Jobs, 15% with SOME Degree, 5% with NEVER.

2. It is assumed from the above that HRIS satisfies 70%, HRM satisfies 20% and HRD
satisfies 10%.

3. It can be concluded from the above that ALWAYS has been fulfilled by 50%, GREAT
EXTENT by 30%, EXTENT by 10% and NOT Need by 10%.

4. The above indicates that 10% are satisfied with Decent, 75% are satisfied with Really
Decent, 10% with EXCELLENT and 5% with Poor.

26
5. From the table above it has been shown that 65% are satisfied with Potential, 25% with
Power, 5% with WEAKNESS, 5% with Hazard.

6. It is concluded from the above that 70% were Accept satisfied, 10% were DISAGREE
satisfied, and 20% were SOME EXTENT satisfactory.

7. Of the above, 80% of AGREE’s satisfaction is registered, 10% is DISAGREE satisfactory,

5% are NOT SU satisfied, and 5% are NEVER satisfied.

8. The above indicates that 70% are satisfied that 15% are satisfied that TO GREAT Degree,
10% that TO SOME Degree has been satisfied, and 5% that NEVER has been satisfied,

25
9. from the above, 60% is persuaded that 20% Accept is satisfied that 10% NOT SURE is
satisfied that DISAGREE AND 10% NEVER is satisfied.

31
SUGGESTIONS
31
 The company needs to focus more on workers' health and security behavior and
address their fundamental needs.

 A good working environment and a right work person must be allocated by the
organization.

 There needs to be greater employee satisfaction.

 · The Organization must follow all new approaches for evaluating the employee's
efficiency and for deciding their skills level.
32
 · Download the reviews so that the workers are aware of the success status.

 All workers should be clarified the value of the Participatory Platform in order to
take a keen interest in the process.
8
 In order to inspire workers to take effective interest in group discussions the
organization must put emphasis on the staff education scheme.

 · A feedback box is recommended so that workers involved are able to vote on

their plans and potential ways to address their problems. This would make it
7
possible for the Top Management to consider workers' view of the problem and
thereby make it easier for them.

Conclusion:

On 18 April in Angel broking Services – Hyderabad, the Summer Stage Program began. I
was called a management trainee at the company along with my colleagues. We have served
as management trainees approximately 6 weeks ago and I am satisfied with my personal
experience in Angel broking Services. I have done the tasks as explained above in the report
according to the SIP requirements. Mr. Satish Kumar, my business guide assigned me all the
tasks sometimes only after I had fully grasped the task. I was lucky enough to obtain various
tasks of varied nature and complexities, allowing me to explore new marketing avenues and
to evaluate their performance in consumer acquisition and long term relationships with
customers. I am well aware of the HRIS programmed, its specifics, and various modules
given by the training. Besides all this, I have learned in the Internship Program to make use
of different technology for marketing and developing customer ties.

32
I am thankful to my company leader who still encourages and motivates me sometimes.
Without proper education or understanding of the subject, no assignment was assigned to me.

I want to conclude by saying that I have the skills, work experience in companies and the
33
skills that the summer internship programmed has helped me to achieve these objectives over
the allocated time period.

33
 BIBLIOGRAPHY

REFRENCES

http://www.answers.com/recruitment&r=67

http://www.rel.co.in/

http://www.manpower.com.au/Organisingtherecruitmentprocess

http://www.hrcouncil.ca/staffing/pg004_e.cfm

http://www.icfaipress.org/Books/EffRec_ovw.asp

. BIBLIOGRAPHY

1. Human Resource Management by Gary Dressler

2. Study material “Recruitment Analyst Program” conducted by KarltonUniversity,
London.

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