Thesis

COMPARITIVE STUDY OF HUMANRESOURCE MANAGEMENT SYSTEM

SOFTWARE BEING USED IN INDUSTRY ANDDEVELOP A SUITABLE SOFTWARE MODEL

FOR INDIAN INDUSTRY

ByMALLIKA SRIVASTAVA

Under Guidance ofProf G.N.Pandey

THESIS

SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS

FOR THE DEGREE OF MASTER OF TECHNOLOGY IN

INFORMATION TECHNOLOGY (SOFTWARE ENGINEERING)

INDIAN INSTITUTE OF INFORMATION TECHNOLOGY, ALLAHABAD

COMPARATIVE STUDY OF HUMAN RESOURCE MANAGEMENT SYSTEM SOFTWARE BEING USED IN INDUSTRYAND DEVELOP A SUITABLE SOFTWARE MODEL FOR INDIAN INDUSTRY

II

COMPARITIVE STUDY OF HUMANRESOURCE MANAGEMENT SYSTEM

SOFTWARE BEING USED IN INDUSTRY ANDDEVELOP A SUITABLE SOFTWARE MODEL

FOR INDIAN INDUSTRY

DISSERTATION

SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR

THE DEGREE OF

MASTER OF TECHNOLOGY IN INFORMATION

TECHNOLOGY

(Specialization in Software Engineering)

Under the Supervision of Submitted By Prof. G.N.Pandey Mallika Srivastava IIIT, Allahabad M. Tech. (IT) Spl. in Software Engineering Fourth Semester MS200509

INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD


INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD III

Date: ______________

I DO HEREBY RECOMMEND THAT THE THESIS PREPARED UNDER

MY SUPERVISION BY MALLIKA SRIVASTAVA ENTITLED

Comparative study of Human Resource Management Software

being used in industry and develop a suitable software model for

Indian industry BE ACCEPTED IN PARTIAL FULFILMENT OF THE

REQUIREMENTS OF THE DEGREE OF MASTER OF TECHNOLOGY

IN INFORMATION TECHNOLOGY Specialization in Software

Engineering .

COUNTERSIGNED

Prof. U.S. Tiwary

DEAN (ACADEMIC)

(Prof. G.N.Pandey)

THESIS ADVISOR

IINNDDIIAANN IINNSSTTIITTUUTTEE OOFF IINNFFOORRMMAATTIIOONN TTEECCHHNNOOLLOOGGYYAAllllaahhaabbaadd

(Deemed University)

(A Centre of Excellence in Information Technology Established by Govt. of India)


INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD IV

CERTIFICATE OF APPROVAL*

The foregoing thesis is hereby approved as a creditable study in the area of

Information Technology carried out and presented in a manner satisfactory to

warrant its acceptance as a pre-requisite to the degree for which it has been

submitted. It is understood that by this approval the undersigned do not

necessarily endorse or approve any statement made, opinion expressed or

conclusion drawn therein but approve the thesis only for the purpose for

which it is submitted.

COMMITTEE ON

FINAL EXAMINATION

FOR EVALUATION

OF THE THESIS

*Only in case the recommendation is concurred in

IINNDDIIAANN IINNSSTTIITTUUTTEE OOFF IINNFFOORRMMAATTIIOONN TTEECCHHNNOOLLOOGGYY

AAllllaahhaabbaadd

(Deemed University) (A Centre of Excellence in Information Technology Established by Govt. of


INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD V

IINNDDIIAANN IINNSSTTIITTUUTTEE OOFF IINNFFOORRMMAATTIIOONN TTEECCHHNNOOLLOOGGYYAAllllaahhaabbaadd

(Deemed University)

(A Centre of Excellence in Information Technology Established by Govt. of India)

DECLARATION

This is to certify that this thesis work entitled Comparative study of

Human Resource Management Software being used in industry

and develop a suitable software model for Indian industry” which

is submitted by me in partial fulfillment of the requirement for the

completion of M.Tech in Information Technology Specialization in

Software Engineering to Indian Institute of Information Technology,

Allahabad comprises only my original work and due acknowledgement

has been made in the text to all other materials used.

Mallika SrivastavaSoftware Engineering

MS200509


INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD VI

Abstract

Today is the era of globalisation in all the fields and verticals, be it

Agriculture, Manufacturing, Retail or Service sector. The stiif competitive globalised

environment has cropped up lot of geopolitical and economic uncertainities. The Global

is now more customer centric shifting the focus from product to customer. They now

prefer to respond to customers more efficiently so as to provide the timed value added

products and services because that has the major base for competitive advantage. Now

the businesses want to increase revenue and profitability, while decreasing costs,

optimizing resource utilization and tightening corporate governance. The buzz words Just

in Time, Six Sigma and Lean are now more frequent in corporate dynamics. For this

adaptation of an efficient ERP systems to support the various business prospects has

become necessary as IT has become the enabler for survival, innovation and growth and

is the key driving factor for organization’s competitiveness.

So there is the need for detail study of Enterprise Resource Planning software provided

by different vendors across the globe and incorporate the system in developing countries

like India to facilities there economy by having a tool which provides utilities like

monitoring, control, reevaluating powers to one of the most costlier resource; Human.

This thesis involves detailed study of the two approaches

1. As indicated and practiced by SAP (Systems Application and Products) Human

Resource Management, which has universal applicability with a degree of

confidence in various large scale manufacturing and business activity.

2. And Human Resource Management package as developed and implemented In-

house like IFFCO (Indian Farmer Fertilizer Cooperation Limited), which is one of

the global player in fertilizer production and distribution in India.

Based on the comparative study model software is developed during this investigation

work which provide a platform for human resource services that can be used by two types


INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD VII

of users, general employee and administrator. Here term “Human Resource Management

System” stands for those services that an organization provides to their employees.

Employees may use this platform to fill their personnel, job specific detail and appraisal

forms. This platform provides these main functionalities to the users.

• Add Employee Record: New selected candidate’s record will be added in

employee database by administrator, which covers all details like personnel

(name, address, sex, etc), qualification, medical, job role etc.

• Edit Employee Record: Only administrator has the right to edit employee detail.

• Assign Organization Role: According to qualification and specialization each and

every employee has assigned role in the organization hierarchy.

• Employee Appraisal: Every employee will fill their appraisal for required period

of time, which will be reviewed by three different senior grade employees after

appraising by immediate reporting officer. Finally employee’s appraisal will be

accepted by accepting authority.

• View and Search Employee Record: Employee may view and search any

employee’s record.


INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD VIII

Acknowledgement

I am highly grateful to the honorable Director, IIIT-Allahabad, Prof. M. D. Tiwari,

for his ever helping attitude and encouraging us to excel in studies. Besides, he has been a

source of inspiration during my entire period of M.Tech at IIITA.

I acknowledge to all those who have contributed significantly in helping me during the

development process of my project. I would express my deep and sincere gratitude to my

supervisor Prof. G. N. Pandey under whom I learn the basics of software development

and her guidance must be treated with a warm indulgence. Her glimpse of steering

throughout development is unavoidable.

I would like to thank all my faculty members who taught us different subjects in Software

Engineering to make a strong understanding of actual software development

methodologies. I acknowledge them with a sincere gratitude for all the help, resources,

support they provided me.

This acknowledgement will not complete until I pay my respectful homage to my familyespecially my parents, whose enthusiasm to see this work complete was as infectious astheir inspiration.

Mallika Srivastava


INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD IX

Acronyms

ERP Enterprise Resource Planning

HRM Human Resource Management

HRMS Human Resource Management System

IFFCO Indian Farmer Fertilizer Corporation Limited

ONGC Oil and Natural Gas Corporation Limited


INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD X

Table of Content

ABSTRACT……………………………………………………………..… [VI-VII]

ACKNOWLEDGEMENT………………………………………………... [VIII]

ACRONYMS……………………………………………………………… [IX]

LIST OF FIGURE……………………………………………………….... [XIII]

LIST OF TABLE………………………………………………………….. [XIV]

1. INTRODUCTION………………………………………………….… [1-6]1.1 OVERVIEW……………………………………………………………….… [1]

1.2 PROBLEM STATEMENT…………………………………………..…….… [2]

1.3 MOTIVATION………………………………………………………………. [2-4]

1.4 ADVANTAGES OF ERP …………………………………………………… [4]

1.5 LIMITATION OF ERP ………………………………………………………. [4-5]

1.6 COST OF ERP ……………………………………………….………………. [5]

1.7 SCOPE OF PRESENT INVESTIGATION………………………………..…. [5-6]

2. LITERATURE SURVEY……………………………………………… [7-18]2.1 OVERVIEW…………………………………………………………………… [7]

2.2 HISTORY……………………………………………………………………… [7-10]

2.3 MAJOR REASONS FOR ERP………………………………………………… [10]

2.4 HUMAN RESOURCE MANGEMENT SYSTEM………………………......... [10-14]

2.4.1 LEADING VENDOR SAP………………………………………….... [11-14]

2.4.1.1 HISTORY…………………………………………………… [11-13].

2.4.1.2 SAP-HUMAN RESOURCE MANAGEMENT OVERVIEW [13-14]

2.5 FRAMEWORK……………………………………………………………….… [14-17]

2.5.1 FRAMEWORK BY RAMSUMAIR SINGH ………………………… [14-15]

2.5.2 ACCENTURE FRAMEWORK………………………………………. [15-16]

2.5.3 PROPOSED FRAMEWORK…………..…………………………….. [16-17]

2.6 CRITICAL LITERATURE REVIEW………………………………………….. [17-18]

3. PLAN OF ACTION…………………………………………………….. [19-38]


INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD XI

3.1 PROBLEM……………………………………………………………………... [19-20]

3.2 SUGGESTION……………………………………………………………. [20]

3.3 SAP IMPLEMENTATION BY OIL AND NATURAL GAS CORPORATION

LIMITED………………………………………………………………….. [20-30]

3.3.1 OVERVIEW……………………………………………………… [20-21]

3.3.2 TECHNOLOGY………………………………………………..… [21-26]

3.3.2.1 SAP R/3……………………………………….. [22]

3.3.2.1 ARCHITECTURE………………………….…. [22-23]

3.3.2.2 LANGUAGE………………………………..… [23]

3.3.2.3 DATA MODEL AND SCHEMA……………... [23-24]

3.3.2.4 TRANSACTION PROCESSING IN SAP……. [24-25]

3.3.2.5 MAIN-MEMORY MANAGEMENT……….… [25-26]

3.3.3 IMPLEMENTATION PHASE…………………………………… [26]

3.3.4 MODULES……………………………………………………….. [26-27]

3.3.5 PERFORMANCE ……………………………………………….. [27-28].

3.3.6 QUALITY ATTRIBUTE………………………………………… [28-29]

3.3.7 BENEFITS OF HRMS…………………………………………… [29]

3.3.8 HIGHLIGHTED AREAS………………………………………… [29-30]

3.3.8.1 RED AREA……………………………………. [29]

3.3.8.2 GRAY AREA………………………………….. [29]

3.3.8.3 GREEN AREA…………………………………. [30]

3.4 IN-HOUSE DEVELOPMENT BY INDIAN FARMER FERTILIZER CORPORATION

LIMITED……………………………………………………………………. [30-39]

3.4.1 OVERVIEW……………………………………………………….. [30-31]

3.4.2 TECHNOLOGY…………………………………………….……… [31-41]

3.4.2.1 ARCHITECTURE………………………………………... [31-32]

3.4.2.2 DEVELOPER 2000…………………………..….………... [32-33]

3.4.2.3 ORACLE 8I………………………………….……………. [33]

3.4.2.4 ORACLE 9IAS…………………………………………… [33-34]

3.4.3 IMPLEMENTATION PHASES………………………………….… [34]

3.4.4 MODULES……………………………………………………….…. [34-35]

3.4.5 SECURITY……………………………………………………..…… [35]

3.4.6 PERFORMANCE……………………………………………………. [35-36]

3.4.7 QUALITY ATTRIBUTE TABLE…………………………………... [36-37]

3.4.8 BENEFITS OF HRMS………………………………………………. [37]

3.4.9 HIGHLIGHTED AREAS…………………………………………… [37-38]

3.4.9.1 RED AREA………………………………………. [38]


INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD XII

3.4.9.2 GRAY AREA………………………………..……. [38]

3.4.9.3 GREEN AREA…………………………………..… [38]

4. RESULTS AND DISCUSSION………………………………………… [39-54]4.1 COMPARISON…………………………………………………………………. [39-43]

4.1.1 SOFTWARE DEVELOPMENT LIFE CYCLE………………………. [39-40]

4.1.2 QUALITY ATTRIBUTE……………………………………………… [40-41]

4.1.3 PRODUCTIVITY……………………………………………………… [41-42]

4.1.4 PERFORMANCE……………………………………………………… [42-43]

4.2 SYSTEM DESIGN AND IMPLEMENTATION ISSUE……………………….. [43-47]

4.2.1 ARCHITECTURE DESIGN…………………………………………… [43-44]

4.2.2 CLASS DIAGRAM…………………………………………………….. [44-46]

4.2.3 TECHNOLOGY………………………………………………………… [46-47]

4.2.3.1 LANGUAGE: VISUAL BASIC .NET………………………... [46]

4.2.3.2 FRONT END: .NET FRAMEWORK …………………. [47]

4.2.3.3 BACK END: ORACLE 10G………………………………….. [47]

4.3 INTERFACES……………………………………………………………………. [47-54]

4.3.1 EMPLOYEE LOGIN………………………………………………….… [48]

4.3.2 ADMINISTRATOR LOGIN………………………………..………….. [48-49]

4.3.3 ADDING NEW EMPLOYEE RECORD………………………………. [49-51]

4.3.4 ASSIGN ROLE…………………………………………………………. [52]

4.3.5 EMPLOYEE APPRAISAL………………………………………….….. [52-54]

5. CONCLUSION ……………………...…………………………..……… [55-57]5.1 CONCLUSION………………………………………………………………….. [55-56]

5.2 ADVANTAGES……………………………………………………..………….. [56]

5.3 LIMITATION……………………………………………………………………. [56-57]

5.4 SCOPE FOR FURTHER DEVELOPMENT……………………………………. [57]

BIBLIOGRAPHY………………………………………………………….… [58-60]


INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD XIII

List of Figure

1. FRAMEWORK BY RAMSUMAIR SINGH…………………………………….. [15]

2. ACCENTURE FRAMEWORK………………………………………………….. [16]

3. PROPOSED FRAMEWORK…………………………………………………..… [17]

4. SAP R/3 ARCHITECTURE…………………………………………………….... [22]

5. DATABASE INTERFACE OF ABAP………………………………………….... [24]

6. ARCHITECTURE OF APPLICATION SERVER…………………………….…. [25]

7. ONGC PERFORMANCE GRAPH ………………………………………….…... [28]

8. THREE TIER ARCHITECTURE…………………………………………….….. [32]

9. EMPLOYEE PRODUCTIVITY GRAPH…………………………………….…. [42]

10. NET PROFIT GRAPH…………………………………………………………. [42]

11. PROPOSED ARCHITECTURE……………………………………………..… [43]

12. EMPLOYEE LOGIN…………………………………………………………… [48]

13. ADMINISTRATOR LOGIN…………………………………………………… [49]

14. PERSONNEL RECORD……………………………………………………….. [49]

15. ADDRESS DETAIL………………………………………………………….… [50]

16. MEDICAL AND REFERENCE DETAIL……………………………………... [51]

17. QUALIFICATION AND LANGUAGE DETAIL………………………….….. [51]

18. ASSIGN ROLE…………………………………………………………………. [52]

19. SELF ASSESMENT………………………………………………………….... [53]

20. PERFORMANCE ASSESMENT…………………………………………….... [53]

21. REVIEWING APPRAISAL……………………………………………………. [54]


INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD XIV

List of Table

1. ERP VENDORS RENKED BY 2004 REVENUE ……………………………... [3]

2. HISTORY OF ERP ………………………………………………………….….. [8-10]

3. HISTORY OF SAP……………………………………………………………... [11-13]

4. QUALITY TABLE OF ONGC…………………………………………….…... [28-29]

5. PERFORMANCE TABLE OF IFFCO ………………………………..…..…... [36]

6. QUALITY TABLE OF IFFCO ………………………………………………... [36-37]

7. DEVELOPMENT PHASE OF IFFCO AND ONGC………………………….. [39-40]

8. QUALITY ATTRIBUTE………………………………………………………. [40-41]

9. CLASS DESCRIPTION……………………………………………………… [45-46]


INDIAN INSTITUTE OF INFORMATION TECHNOLOGY ALLAHABAD 1

Chapter 1

Introduction

This Chapter presents an overview of the thesis; it starts with describing theproblem statement and ends with the scope of present investigation.

1.1 OverviewEnterprise Resource planning is a concept with a global acceptability and covering all

sectors of economy including Manufacturing, Agriculture and service sectors. It is

consider as a potential concept for integration of Human Resource Management,

Financial Management, Sales, Purchase, Inventory and Manufacturing be it industry

dealing with Manufacturing, Teaching Institutions including university dealing with

teaching and research, Agriculture sector dealing with agriculture and related activities,

Service sector dealing with government etc. It is also well established that all the four

components-Human Resource Management, Sales, Purchase and Inventory as well as

area of activity are involved everywhere. In the real system, all the four exists together

and not in isolation. The key area out of four involve in management is Human Resource

Management.

Human Resource, are the most precious resource of any organization and forms its

backbone. There is always a team of highly dedicated workforce, committed to its goal

that makes any organization successful. It is end goal of all economic activities together

with prime mover. Proper Manpower planning, their future growth, development needs

and fulfillment of day-to day requirement are vital for the prosperity and health of any

organization. Most successful organization has devised ways to keep their human

resource highly satisfied and makes them participative in crucial matter related to the

organization. Computerized systems are being used to this effect in a big way.



1.2 Problem StatementThe most precious resource of an organization, which forms its backbone, is its Human

Resource. Behind every successful organization there is a team of highly dedicated

workforce committed to its goal that makes the difference. Human Resource is not only

the prime mover of all economic activities but also the end goal of such activities. Proper

Manpower planning, their future growth, development needs and fulfillment of day-to

day requirement are vital for the prosperity and health of any organization. Most

successful organization has devised ways to keep their human resource highly satisfied

and makes them participative in crucial matter related to the organization. Computerized

systems are being used to this effect in a big way.

It is challenging because:

1. Human are most important and costly assert of any/every organization.

2 It is strategic component, which provides competitive advantage.

Therefore the end objective of this thesis is to study in detail the two approaches

• As indicated and practiced by SAP (Systems Application and Products) Human

Resource Management, which has universal applicability with a degree of

confidence in various large scale manufacturing and business activity.

• And Human Resource Management package as developed and implemented In-

house like IFFCO (Indian Farmer Fertiliser Cooperation Limited), which is one of

the global player in fertilizer production and distribution in India.

After studying both in detail and considering Indian Scenario, a model program will be

presented for Human Resource Management for middle and small industrial scale dealing

with production and distribution.

1.3 MotivationThe importance of Human Resource Management is exponentially growing because of

globalization which require cross culture interest to promote motivation and subsequently



productivity considered to be two potential factors for global competitiveness for

productivity, cost and quality. For all the three Human Resource is most important

contributing factor. The concept of Enterprise Resource Planning was introduce much

earlier, However it received impertinent only when networking become reality,

subsequently with cost and time required for implementation, varying from 18-24

months, The Enterprise Resource Planning did receive a setback but with growing

realization of its importance as integrating tool of finance, Human Resource, Sales,

Purchase, Inventory. Its importance again received global acceptability especially since

2000; its importance is growing in the global market.

2004

RevenueRank

CompanyName

Revenue2003

Revenue2004

Revenue2005Forecast

RevenueShare2003

RevenueShare2004

RevenueShare2005Forecast

1 SAP 7994 9372 10403 39% 40% 43%2 PeopleSoft 2682 2880 0 13% 12% 0%3 Oracle* 2470 2465 4534 12% 10% 10%4 Sage Group 900 1243 1375 4% 5% 6%5 Microsoft

Businesssolution

683 775 891 3% 3% 4%

*Oracle Acquired PeopleSoft on December 28, 2004 Source: AMR Research, 2005

Table 1.1: ERP vendors ranked by 2004 ERP revenue

The above table clearly indicates that SAP is No.1 as per revenue is

concern. But India is a growing economy, it is not possible for all the organization

especially medium size and small size, which are very large in number in India as well as

other developing countries in the world, it is not possible to adapt SAP, in their area of

operation. With globalization based on networking, the development of small scale and

medium scale industry are also growing. The concept of Enterprise Resource Planning is

yet to take a shape in government, agriculture and universities even with reservoir of

talents available with them. Obviously, one way to propagate the application of

Enterprise Resource Planning software in developing countries is to have in-house

development of software and for this purpose Indian Farmers Fertilizer Cooperative

Limited (IFFCO), which is a global player in Fertilizer manufacturing and distribution



has taken initiative to develop their own software. Obviously , when the software is

develop in-house, it is possible to have total integration, scale-up ,scale-down as the need

arises, modification specially to intensify distribution network, a special requirement for

globalization.

1.4 Advantages of ERPSome of the basic advantageous of ERP are

• Unified database

• Integrated System

• Improved customer service

• Higher quality, lesser re-work

• Better Employee satisfaction

• Improve Employee productivity

Industry ExampleNorm Civata Co. was founded in 1973 to prevent Turkey's dependency on foreign

sources in the field of fastening components and has now become the industry leader,

supplying 70 % of the total bolt and fastener production in Turkey today. The leadership

of Norm Civata Co. has been oriented by CANIAS ERP. The flexible and integrated

structure of CANIAS ERP and the unique TROIA language has brought significant

advantages to successful work up to now. [22]

1.5 Limitation of ERPTwenty percent of all IT projects are cancelled prior to deployment and 40% fail to meet

budget, schedule and requirement goals. Also, due to organization’s low-tolerance for

failure in IT budgets, risk-adjusted analysis is a critical element. Risk may be measured

based on the probability of occurrence, and the likely impact on the costs and benefits.

The risk measurement for HRM projects typically include items such as:

• Labor resource availability



• Slow or low user acceptance/adoption

• Compatibility with existing or future systems

• Vendor reliability

• Management commitment and funding

• Schedule overruns or delays

• Legal exposure or regulation non-compliance

• Organizational risks

• Dependencies on other projects

1.6 Cost of ERPThe Total Cost of Ownership (TCO) of ERP includes hardware, software, professional

services, and internal staff costs etc. It also include getting the software installed and then

afterward, which is when the real costs of maintaining, upgrading and optimizing the

system for specific organization are felt.

1.7 Scope of Present InvestigationIndia economy is heavily dominated by tiny, small and middle scale sectors. India had a

close market in first, second, third, fourth five years plans. India started moving to

globalization partly because of their initiative and partly because of WTO. Obviously

there is a cut through competition in the global market because of relatively better quality

and cost. The focus of India was to provide job to unemployed as well as to meet the

local requirement. With the opening of market at global level, India started moving

towards globalisation with real concern for quality and cost through productivity,

automation etc . The basic purpose of this dissertation is to develop a model software

program for human resource management system. And making available to tiny, small,

middle as well as large scale sector where the position of availability of finance resources

is limiting.



It was decided to study in detail about SAP software used in Oil and Natural Gas

Corporation Limited (ONGC) where the entire software was taken from SAP, a global

player in an enterprise resource planning software. Considering as unique and because of

this reason it was divided to study them.

Indian Farmer Fertilizer Corporation Limited (IFFCO) is a global player in fertilizer

industry especially di-ammonium phosphate as well as uranium. It’s a profit making

organization and holding their status in global market. The approach of IFFCO is also

unique because they are developing their own software for enterprise resource planning

and naturally it will be easier for them to carry out addition, modification on the basis of

input from various operating industrial unit under their control.

After going through the software developed by IFFCO & understanding ONGC on the

basis of limited information available due to trade secret, it was decided to develop the

model software program for human resource management system (HRMS). This software

model will have universal applicability especially in Indian scenario. Qualification of

HRM will had to higher degree of motivation in the country as well as other developing

countries that are not in a position to use the software provided by SAP & other global

player in the world.



Chapter 2

Literature Survey

The acronym "ERP" for Enterprise Resource Planning was defined in 1990 by

Gartner [6]. Gartner has introduced a new term to describe the enterprise systems for the

21st century: ERP II.

ERPII means open ERP architecture of component. Enterprise Resource Planning is a

term originally derived from Manufacturing Resources Planning (MRPII) that followed

Material Requirement Planning (MRP). MRP evolved in to ERP when “routine” became

major part of the software architecture and a company’s capacity planning activity also

become a part of the standard software activity.

2.1 OverviewEnterprise resource planning (ERP) is a concept which presents an integrated picture of

all organization application like Human Resource, Inventory, Finance, Sales and

Purchase etc. In today’s world of globalization, ERP is buzzword for organization, which

wants to survive in this competitive era. ERP integrates all data and process of an

organization in to a unified system and provide a centralized database. That is why a

typical ERP system will use multiple software and hardware components to achieve the

integration.ERP helps in management of vital resources like man, material and money. ERP presents

a single version of truth and standardizes business process as everyone uses the same

database. Implementation of ERP may be seen as enabler of business process re-

Engineering. Conventional wisdom suggests that organization may solve almost all

efficiency problems by implementing ERP.

2.2 Historical Perspective



1960s Enterprise Resource Planning (ERP) is born in the early 1960s from a

joint effort between J.I. Case, the manufacturer of tractors and other

construction machinery, and partner IBM. Material Requirements

Planning or MRP is the initial effort. This application software serves

as the method for planning and scheduling materials for complex

manufactured products.

1970s Initial MRP solutions are big, clumsy and expensive. They require a

large technical staff to support the mainframe computers on which

they run.

1972 Five engineers in Mannheim, Germany begin the company, SAP

(Systems Applications and Products). The purpose in creating SAP is

to produce and market standard software for integrated business

solutions.

1975 Richard Lawson, Bill Lawson, and business partner, John Cerullo

begin Lawson Software. The founders see the need for pre-packaged

enterprise technology solutions as an alternative to customized

business software applications.

1976 In the manufacturing industry, MRP (Material Requirements

Planning) becomes the fundamental concept used in production

management and control.

1977 Jack Thompson, Dan Gregory, and Ed McVaney form JD Edwards.

Founders take part of their name to create the company moniker.

Larry Ellison begins Oracle Corporation.

1978 Jan Baan begins The Baan Corporation to provide financial and

administrative consulting services.

1979 Oracle offers the first commercial SQL relational database

management system.

1980 JD Edwards begins focusing on the IBM System/38 in the early

1980s. MRP (Manufacturing Resources Planning) evolves into MRP-

II as a more accessible extension to shop floor and distribution

management activities.



1981 Baan begins to use Unix as their main operating system.

1982 Baan delivers its first software product. JD Edwards focuses on the

IBM System/38.

1983 Oracle offers both a VAX mode database as well as a database written

entirely in C (for portability).

1984 Baan shifts the focus of their development to manufacturing.

1985 JD Edwards is recognized as an industry-leading supplier of

applications software for the highly successful IBM AS/400

computer, a direct descendant of the System/38.

1986 PeopleSoft is founded by Dave Duffield and Ken Morris in 1987

1987 PeopleSoft’s Human Resource Management System (HRMS) is

developed.

1990 Baan software is rolled out to 35 countries through indirect sales

channels. The term ERP (Enterprise Resource Planning) is coined in

the early 1990's when MRP-II is extended to cover areas like

Engineering, Finance, Human Resources, and Project Management.

1991 PeopleSoft sets up offices in Canada. This leads the way to their

presence in Europe, Asia, Africa, Central and South America, and the

Pacific Rim.

1995 Baan grows to more than 1,800 customers worldwide and over 1,000

employees

1999 JD Edwards has more than 4,700 customers with sites in over 100

countries. Oracle has 41,000 customers worldwide (16,000 U.S.).

PeopleSoft software is used by more than 50 percent of the human

resources market. SAP is the world’s largest inter-enterprise software

company and the world’s fourth largest independent software supplier

overall. SAP employs over 20,500 people in more than 50 countries.

To date, more than 2,800 of Baan’s enterprise systems have been

implemented at approximately 4,800 sites around the world.

2000

and

Most ERP systems are enhancing their products to become “Internet

Enabled” so that customers worldwide can have direct access to the



Beyond supplier's ERP system

Table 2.1: History of ERP[26]

2.3 Major Reasons for ERPThere are three major reasons why companies undertake ERP:

• To integrate financial, Human resource management, inventory, sales,

purchase and manufacturing data.

• To standardize manufacturing processes and other activities.

• To standardize Human Resource (HR) information.

The importance of Human Resource Management is exponentially growing because of

globalization which require cross culture interest to promote motivation and subsequently

productivity considered to be two potential factors for global competitiveness for

productivity, cost and quality. For all the three Human Resource is most important

contributing factor.

2.4 Human Resource Management SystemThe key supporting element in the management of organization is Human Resource

Management (HRM) function. HRM is the only responsible factor ensuring that the right

people are available at the right place and at the right time to execute corporate plans with

the highest level of quality i.e. manpower planning. But manpower planning is only a part

of not whole HRM however manpower planning is core of HRM supported by other

aspects of HRM.

Human Resource Management system presents integrated picture of all supporting the

planning and control of personnel activities. It provides a powerful tool for monitoring,

integrating, control and reevaluating human resource. It includes various activities related

with employee like: Recruitment, Training, Benefits and Compensation etc. HRMS has

both tangible and intangible benefits. Some tangible benefit areas include:



• HR productivity improvements

• Employee and manager productivity improvements

• Overhead and outsourced service fee avoidance

• Compliance and error reduction

• Improve employee retention

• Strategic business impact

Intangible benefits are most difficult to quantify, but hold an important place. Some of

the intangible benefits

• Brand advantage

• Strategic advantage

• Competitive advantage

• Intellectual capital

• Organizational advantage

2.4.1 Leading Vendor (SAP)SAP is the leading vendor in world of ERP.SAP was founded in 1972 as Systems

Applications and Products in Data Processing. SAP is the recognized leader in providing

collaborative business solutions for all types of industries and for every major market.

Serving more than 36,200 customers worldwide, SAP is the world's largest business

software company and the world's third-largest independent software provider overall.

2.4.1.1 Historical PerspectiveOver the course of three decades, SAP has evolved from a small, regional enterprise into

a world-class international company.

1970s Five former IBM employees - Dietmar

Hopp, Hans-Werner Hector, Hasso

Plattner, Klaus Tschira, and Claus



Wellenreuther -- launch a company called

Systems, Applications, and Products in

Data Processing in Mannheim, Germany.

Their vision is to develop standard

application software for real-time

business processing.

1971 First financial accounting software is

complete, known as the "R/1 system",

"R" stands for real-time data processing

1979 Birth of SAP R/2.

Start of the decade (1980s) Fifty of the 100 largest German industrial

firms are already SAP customers. SAP

designs SAP R/2 to handle different

languages and currencies.

Middle of the decade (1980s) SAP founds its first sales organization

outside Germany, in Austria. Revenues

reach DM 100 million (around $52

million)

August 1988 SAP GmbH becomes SAP AG.

Germany's renowned business journal,

manager magazine, names SAP its

Company of the Year

1990s SAP R/3 is unleashed on the market. The

client-server concept, uniform appearance

of graphical interfaces, consistent use of

relational databases, and the ability to run

on computers from different vendors

meets with overwhelming approval. With

SAP R/3, SAP users in a new generation

of enterprise software from mainframe

computing to the three-tier architecture of



database, application, and user interface.

1996 The company has earned 1,089 new SAP

R/3 customers. SAP R/3 has been

installed in more than 9,000 systems

worldwide

1997 Employs approximately 12,900 people

1998 The letters S-A-P appear for the first time

on the Big Board at the New York Stock

Exchange (NYSE), the largest stock

exchange in the world.

2005 12 million users work each day with SAP

solutions. There are now 100,600

installations worldwide, more than 1,500

partners, over 25 industry-specific

business solutions, and more than 33,200

customers in 120 countries. SAP is the

world's third-largest independent software

vendor.

Table 2.2 : History of SAP[18]

2.4.1.2 Overview of SAP-HCMThe SAP Enterprise Resource Planning Human Capital Management (SAP ERP-HCM)

solution facilitate organizations of all sizes (large, middle, small) and in all industries

(like: university, Manufacturing, government sectors etc) to maximize workforce

potential, while supporting future innovation, growth, and flexibility. SAP ERP-HCM

helps to attract the right people, develop and leverage their talents, align their efforts with

corporate objectives, and retain top performers. And it helps to ensure that the right

people with the right skills are assigned to the right jobs at the right time.



SAP ERP HCM automates talent management, workforce process management, and

workforce deployment, increasing efficiency and supporting compliance with changing

global and local regulations. Designed for global business, SAP ERP HCM supports

payroll functions, regulatory requirements etc for more than 45 countries. SAP ERP

HCM integrates with existing business systems, and customizes to meet requirements.

More than 9,500 organizations in over 70 countries around the world rely on SAP ERP

HCM to manage more than 60 million employees [18].

2.5 FrameworkFor comparing Human Resource Management software different frameworks are

proposed in different papers.

2.5.1 A Framework Suggested by Ramsumair SinghFramework proposed by Ramsumair Singh[1] consists of four different parts as given

below:

1) External environment: It consists of the envirnoment outside the organization that

includes Political system, economica systeml, legal industrial relation, education

culture, technology, labor and product markets etc.

2) Institutional structure process for HRM: It consists of all the HRM activities

required for managing human resource like collective and individual strategic

activities, selection performance appraisal etc

3) Desired optimal HRM outcome: It covers the required outcome, for which

management of human being is done like strategic integration commitment quality,

flexibility cost effectiveness.

4) Desired overall optimal performance: It is responsible for overall outcome at

organization level like organizational effectiveness employee-employee relationship

etc.

Framework proposed by Ramsumair singh[1] is given in fig 3.1.



Fig 2.1: Framework by Ramsumair Singh [1]

External Institutional structure desired optional desired overallEnvironment and process for HRM HRM outcome optimal Performance Outcome

2.5.2 Accenture Framework The Accenture Human Capital Development Framework uses four distinct levels or tiers

of measurement in arriving at an assessment of an organization's human capital practices.

This framework consists of four different tiers that reflect the four key variables which

influence the relationship between a company's human capital assets and its financial

performance:

Politicalsystem

Economicsystem

LegalSystem

IndustrialRelationsystem

EducationalSystem

Culture

Technology

CollectiveandindividualStrategicactivities

SelectionPerformance

Appraisal

Collectivebargaining

Jointconsultation

Otherfunctionalactivities

Strategicintegration

Commitment

Quality

Feasibility

Cost

Effectiveness

Organizationeffectiveness

Congruence ofobjectives andperformance

Employeewell being

Harmoniousemployee-employerrelation ship

ManagementobjectivesandStrategy



Tier 1, business results: consists of measures of organizational performance, such as

traditional financial analyses featuring sales growth, price earnings (P/E) ratio, and return

on capital.

Fig 2.2: Accenture Framework [19]

Tier 2, key performance drivers: are the intermediate organizational outcomes, such as

productivity, quality, innovation, and important customer metrics, including customer

satisfaction and customer retention.

Tier 3, human capital capabilities, consists of people-related qualities, including

employee attitudes and abilities, which are necessary for achieving critical business

outcomes.

Tier 4, human capital processes: core Human Resource processes like competency

management and performance appraisal together with broader human capital processes,

such as learning and knowledge management are included in this tier.[19]

2.5.3 Proposed Framework

Business Results Tier 1Economic Valueadded

P/E Ratio Sale Growth Return on capital

Key Performance Drivers Tier 2Productivity Quality Innovation Customers

Human Capital Capabilities Tier 3Leadership Workforce

ProficiencyWorkforcePerformance

EmployeeEngagement

WorkforceAdaptability

HumanCapitalEfficiency

Human Capital Processes Tier 4CompetencyManagement

CareerDevelopment

Performance

SuccessionPlanningLeadershipDevelopment

Recruiting

WorkforcePlanning

Leadership

RewardsAndRecognitions

EmployeeRelations

HumanCapitalstrategy

LearningManagement

KnowledgeManagement

Human CapitalInfrastructure



Above both of framework is suitable for analyzing Human process contribution in

achieving organizational goal. But for comparing software, technological view is also

important. In this thesis, for comparing human resource software a framework is being

proposed.

Fig 2.3: Proposed Framework

It is also four tier model which include:

1. Organizational Structure: Type of organization, size of organization etc.

2. Human Process: Human resource modules implemented like employee selection,

training etc.

3. Technology: Architecture, Database, Security etc

4. Benefits & Quality attribute: User-friendly, performance, reliability etc.

2.5 Critical Literature Review

Due to globalization, the whole world is available for marketing of any product provided

it meets the requirement for quality and is cost competitive. So is the case with software.

Significantly, the softwares are developed in developed countries and are marketed

throughout the world which includes a large portion of developing countries. The

advantageous of developing software and marketing them throughout the world, goes to

Benefits &Quality attribute

TechnologyArchitecture, Database, Security etc

Human process

Organizational Structure



developed world against financial constraint due to foreign exchange shortage in

developing countries.

It is therefore considered essential to develop software for ERP and in this case, software

for human resource management, which is considered a key, input to all the industries

including tiny, small, medium and large industries. With some modification the same

could be used for government, local, state and central government, university system as

well as business houses dealing with selling network.

That is why a comparative study of two different approaches: one provided by world

leader software vendors and the other based on in-house development will play a

important role especially improving the financial status of small ,tiny and medium scale

industries operating in India by concentrating on there human resource.

Finally, based on their comparative advantages and disadvantages, suitable software

model program will be presented for human resource management in industry.



Chapter 3

Plan of work

This includes the detailed listing of all the tasks and sub-tasks necessary to complete the

proposed project, explores problem, suggestions and the framework required for the plan

of work.

3.1 The ProblemsToday is the era of globalisation in all the fields and verticals, be it Agriculture,

Manufacturing, Retail or Service sector. The stiif competitive globalised environment has

cropped up lot of geopolitical and economic uncertainities. The Global business

environment is now more customer centric shifting the focus from product to customer.

They now prefer to respond to customers more efficiently so as to provide the timed

value added products and services because that has the major base for competitive

advantage. Now the businesses want to increase revenue and profitability by decreasing

costs, optimizing resource utilization and tightening corporate governance. The buzz

words Just in Time, Six Sigma and Lean are now more frequent in corporate dynamics.

For this adaptation of an efficient ERP systems to support the various business prospects

has become necessary as IT has become the enabler for survival, innovation and growth

and is the key driving factor for organization’s competitiveness.

But Total Cost of Ownership (TCO) of ERP-HCM matters a lot, especially in developing

countries like India .Total Cost of Ownership (TCO) of ERP-HCM includes hardware,

software, professional services, and internal staff costs. The TCO numbers include

getting the software installed and the two years afterward, which is when the real costs of

maintaining, upgrading and optimizing the system. And in developing countries like

India where tiny, small and middle scale industries or organizations are grown like

mushrooms, implementation or deployment of such costly software is not possible for

every organization.



Due to change in technologies and requirements, every year vendors comes with new

functionality enhancements in existing software in exchange of again a lot of money.

Many of these software vendors belong basically to developed countries. So, their

software design and standards reflect their country and culture. In case of Human

Resource management culture means a lot. That is why; it takes many months or even

years in deployment and customization of software system through they are satisfying

cross culture functionality.

3.2 SuggestionA way to resolve these problems is In-house development. Organization develop their

own system according to there need, as it will be easier for them to maintain and scale up

or scale down their system according to their changing needs and policies.

It is because of these reasons; a close study of SAP (Systems Application and Products)

vis-à-vis Indian Farmers Fertilizer Cooperative Limited software has been taken up. For

this purpose ONGC (Oil and Natural Gas Corporation Limited) where SAP as well as

Human Resource Management software developed by Indian Farmers Fertilizer

Cooperative Limited (IFFCO) have implemented Enterprise Resource Planning has been

taken up for detailed study.

3.3 SAP Implementation in Oil and Natural Gas

Corporation Limited (ONGC)

3.3.1 Overview“Oil and Natural Gas Corporation Limited” is among one of the top ten Navratan of

India. It is large scale Company, employing approx 37,000 persons in India and outside

India. Automating such a large organization is really an appreciating task. This work has

been done by world’s number 1 ERP vendor- SAP (System Application and

Development). Organization named this project as ICE .The Project ICE (Information

Consolidation for Efficiency) has been launched with aim to retain ONGC's leadership



position in the energy sector.

The Project's objectives are:

• Optimization and standardization of business processes to enable integrated

information availability.

• Availability of single source management information that is accurate and on time

to facilitate decision making.

• Elimination of duplication of activities across business processes by capturing

data at source point.

• Facilitate information consolidation at corporate level.

• Availability of information at the right time, at the right place, thereby, enhances

managerial control leading to higher productivity.

• Integrating all business applications under single ERP platform with minimum

interfaces.

• Improved responsiveness to changing global market scenario by adopting new

and improved technology solutions.

• Change management- both attitudinal and business process.

• Integrated Supply Chain Management and optimization of inventory holding and

working capital resulting in lowering of inventories.

ICE Project was spread over a period of 30 months starting from July 2002 and

completed in December 2004. Human Resource Management system was started in Nov

2003 and completed in May 2005.

3.3.2 TechnologyArchitecture Three tier Architecture(SAP R/3)

Language ABAP(Advanced Business Application

Programming Language)

Back-end Oracle 9i

Server RISC and Intel

Storage Capacity 22.5TB



3.3.2.1 SAP R/3SAP R/3 is integrated software solution for client/server and distributed open system

provide by SAP. Among fortune 500 companies, SAP R/3 is most successful product for

ERP which comprises modules for human resource management, Inventory, finance etc.

SAP R/3 is based on commercial relational database system (like Microsoft SQL server,

oracle etc.) that stores all related data and code of all application program. It serves as

integration platform for all component of SAPR/3 (like SAP R/3 internal control data,

data dictionary).

3.3.2.2 ArchitectureSAP R/3 is based on a three tier client/server technology. It is made up of three

functionally distinct layers namely:

The presentation layer. It provides a graphical user interface (GUI) that is connected with

the application servers through a local (LAN) or a wide-area network (WAN).

Fig 3.1: SAP R/3 Architecture

Presentation 1 Presentation 2 Presentation 3

Application 1 Application 2

Database Server



The application layer. It comprises the business administration and responsible for

processing of pre-defined and user-defined application programs (such as OLTP and the

implementation of decision support queries).

The database layer. Implemented on top of a commercial database product that stores all

data of the system.

3.3.2.3 LanguageAdvanced Business Application Programming Language (ABAP) is a high level

language created by German software company SAP in 1980s. It is application oriented

fourth generation language (4GL) whose origins may be found in report/application

generator language that is why ABAP programs are also referred as reports. ABAP was

one of the first language to include the concept of Logical databases which provides a

high level of abstarction from the basic database. ABAP is an interpreted language which

may easily integrate new ABAP application program in to the system. ABAP is used to

code the application of SAP R/3 except for a small kernel. All ABAP application

program are managed by SAP R/3 data dictionary and the program code, are stored in the

SAP database. SAP R/3 also include software development workbench for developing

new application code. The language is fairly easy to learn for developers but not for non-

programmers. SAP most recent platform, Netware, supports both ABAP and Java.

All ABAP programs resides in SAP database.In the database all code exists in two forms:

cource code, which may be easily viewed and edited with ABAP workbench, and the

complied code, which is loaded and interpreted by ABAP runtime system.

ABAP program runs in SAP application server, under the control of runtime system,

which is the part of SAP kernel. The runtime system is responsible for processing ABAP

statements, controlling the flow logic of screens and responding to events. [21]

3.3.2.4 Data Model and Schema of SAP R/3



SAP R/3 was designed for organization of various organizational structure and different

lines of business like production, retailing etc. Due to this generosity and

comprehensiveness it has a very large data model. To manage meta data like types and

interrelationship of these table, SAP R/3 maintains its own data dictionary which is stored

in SAP's relational database, that may be used by SAP application programs.

Fig 3.2: Database interface of ABAP[2]

3.3.2.5 Transaction Processing in SAP R/3Transactions are denoted by the term Logical Unit of Work (LUW) in SAP R/3.An SAP

R/3 LUW has the similar ACID properties as database system transaction. SAP R/3 LUW

is mapped to database transaction using complex relationship as there is more than one

transaction. To synchronize LUWs, SAP R/3 implemented locking scheme which is

managed by a centralized enqueue server which runs in one of the application server.

SAP R/3 has also implemented transaction processing (TP) monitor consisting of a

message handler and request queue in every application server.

Whenever a user logs in, a message handler finds the application server having smallest

ABAP/4 interpreterNative SQL Open SQL

Databaseinterface

Localbuffers

Datadictionary

Database systems



Fig 3.3: Architecture of Application Server

load (load balancing). Then that application server handles all of the requests of that user

session. A user session may consist of several transactions (LUWs), further every

transaction consists of several dialog steps. Every application server has one dispatcher

process and several work processes. The dispatcher queues requests until a work process

is available to carry out the dialog step. The relevant data is rolled into the private buffer

and the ABAP program is interpreted. Thus, every user session is handled by a single

application server, but dialog steps of the same LUW may be handled by different work

processes [2].

3.3.2.6 Main-memory ManagementSAP R/3 main memory management is implemented on top of the virtual memory

management of the operating system. SAP R/3 application server divides the available

memory in to several segments. At first phase, the memory is divided in to shared

memory which can be accessed by all working processes and local memory for each

individual working process. Then at second phase the shared memory is further

subdivided in to the R/3 extended, R/3 paging, R/3 buffer/cache and the local memory is

subdivided in to local roll memory, R/3 heap and memory for the local data. Size of each

of these memory segments can be set by R/3 system administrator.

Dispatcher

WorkProcess

WorkProcess

PrivateBuffers

PrivateBuffers

Shared Memory Buffers

Queue



R/3 transaction consists of several dialog steps and each dialog is processes by different

working process. For processing a dialog step, a working process first of all copies all

data of the transaction generated by previous dialog step and copies the updated data back

into the R/3 extended memory. If the data is larger than the size of the roll memory, then

the working process caries out the dialog step directly in the R/3 extended memory; and

pointers to the data are copied into the roll memory. That is why; the size of the roll

memory determines whether work processes operate using private (local) or shared

memory. If R/3 extended memory is exhausted and cannot hold all data of all active

transactions, the data of a transaction is copied into the R/3 heap. In the R/3 heap, data

can only be read and updated by the same working process that wrote the data into the

heap. Once the data of the transaction has been written to the R/3 heap, all dialog steps of

a transaction must be processed by the same work process. The dispatch of dialog steps

may be done by configuring the size of the R/3 extended memory. [2]

3.3.3 Implementation PhaseImplementation/deployment of system is the one of the most typical part in whole SDLC.

Customization of SAP-HCM system took different phase in ONGC

1. Project Preparation (Design for all Business modules for all Stages and phases)

2. Business Blueprint (Design for all Business modules for all Stages and phases)

3. Realization

4. Final Preparation

5. Go-live and Support

3.3.4 ONGC HRM ModulesIn ONGC following modules of SAP HCM are running:

• Establishment: Personnel information, personnel claims like leave etc.

• Loans and Advances

• Organization Management: Structure of company

• Training And Event Management



• Payroll: off-cycle like incentive, bonus, HHF, LLF etc. and regular payroll like

monthly salary

• SAMPARC (System for automated management of Personnel Activities,

reimbursement and claims) consists of

• Feedback

• Claims/Approvals

• Reporting Chain

• Department substitution

• Request for Role

• Search People

• Personnel Bio-Data

• Communication data

• Payment

• Leave

• Tour

• Reimbursement

• Loan

• Children education

• Transfer

• LTC/LTE

3.3.5 PerformanceThe performance graph of ONGC shows the net profit of the organization over

last seven year starting from 1999 to 2005.

From the fig 3.4 ,the last seven years net profit graph of ONGC clearly reflects that after

2002 there is a jump in figures(amount).Then again in year 2004-05, profit increases after

downfall of 2003-04, that is the time period when implementation of Human Resource

Management System is going on, which was completed in year 2004.



Fig 3.4: ONGC Performance Graph[24]

3.3.6 Quality AttributeAccording to the questionnaire from ONGC employee, following chart is being prepared:

Quality Attribute ONGC(1-5)

Effectiveness 3

Efficiency 3

Availability 4

Functionality 2

Performance 3

Usability 3

User-friendly 3

Interactive Interface 3

Maintainability 2

Modifiability 2

Flexibility 2

Scalability 2

Security 3

Stability 3



Reliability 3

Reusability 3

Testability 3

Portability 3

Interoperability 3

Total 53

Table 3.1: Quality attribute of ONGC

3.3.7 Benefits of HRMSKey benefits achieved after SAP HCM Implementation in ONGC:

• Better Decision Support

• Better Operation Control

• Efficient Cost Management

• Enable Internal Performance Measurements

• Improved responsiveness to changing market/ global conditions

• Enable Transformation

• Alignment to new Organization Structure e-Corporation

3.3.8 Highlighted Areas

3.3.8.1 Red AreaFunctionalities, which are not even in planning phase of development/implementation:

• Performance Appraisals

3.3.8.2 Gray AreaFunctionalities, which are still in planning phase of development/implementation:

• Online Recruitment.



3.3.8.3 Green AreaIt includes functionalities which are already implemented/ automated in the current HRM

system.

3.4 In-house Development by Indian Farmers Fertiliser

Corporation Limited (IFFCO)

3.4.1 OverviewIndian Farmers Fertiliser Co-operative Limited (IFFCO) was registered on November 3,

1967 as a Multi-unit Co-operative Society. On the enactment of the Multistate

Cooperative Societies act 1984 & 2002, the Society is deemed to be registered as a

Multistate Cooperative Society. The Society is primarily engaged in production and

distribution of fertilizers. IFFCO, today, is a leading player in India's fertiliser industry

and is making substantial contribution to the efforts of Indian [20]. This is a Middle scale

Industry, responsible for continuous production of fertilizers. Its annual revenue is 9000

corers. There are about 6000 employees working in 5 Manufacturing Plants all over the

India and 185 marketing cities which are situated in 20 states of 5 different zones (North,

North Central, West, East and South).

IFFCO was one of the early organization and the first in the cooperative sector to

recognize the effectiveness of computers. Computerization started in the year 1988 with

the main objective of providing timely and necessary information at the desktop. During

the early nineties the focus was on minis, micros and few Personnel Computer and

department-centered applications. In the Mid nineties the organization took up major

expansion of Information Technology infrastructure focused on networking and

Integration.

So, an integrated computerized system was designed, developed and implemented at

IFFCO targeted for :

• Increase Operational efficiency



• Continuous Monitoring

• Better Control

The system covers different functional areas like Finance and Account, Store and

Purchase, Personnel, Production, Maintenance, utilities, Technical and dispatch. System

Integration is achieved by capturing data at source. Apart from meeting the operational

level requirement, the system also helped the middle and top management in monitoring

various parameters for timely decision-making.

Firstly department centric computerization was held, but in 1999 consolidation was

started, which integrated all different system under one super system. This process

competed in 2002, from then the system is running well with full user support.

Concurrently approx 550 end-users can run this system in best case. Human Resource

system is one of the most important parts of this system, taking care of all the human

resource of the organization. This is consists of approx 1200 forms, 780 reports, 530

database table, 70 views , 50 procedure and 12 packages.

3.4.2 TechnologyArchitecture Three tier Architecture

Front-end Developer 2000, jsp and html

Back-end Oracle 8i

RDBMS web tool Oracle 9IAS (oracle Internet Application Server)

3.4.2.1 ArchitectureIFFCO system is based on a three tier client/server technology. Typically, it is made up

of three functionally distinct layers namely: the user interface, business logic and

database.

The user interface, which is otherwise known as the presentation server displays the

interface for user’s communication with the system. It is often referred to as the GUI. The



Fig 3.5: Three Tier Architecture

application server is where the business logic and data manipulation takes place. Data

processing, administration tasks and client request/feedback management are handled

within the business layer. The database layer is synonymous to the database server and it

typically acts as a data repository for tables and other database objects and structures.

3.4.2.2 Developer 2000Developer 2000 is an integrated CASE tool which supports a wide range of tasks in

software analysis, design and coding. It is the first scalable development tool that leads

the second generation client/server revolution. Some of the basic properties of Developer

2000 are:

1. Powerful declarative capabilities

2. Rapid application design (RAD) techniques

3. Object orientation

4. Built-in computer-based training

5. A unified low cost Thin Client, Application Server and Data Server architecture.

6. Powerful and easy-to-use combination of object browsers, tabbed dialogs,

property palettes

Presentation 1 Presentation 2 Presentation 3

Application 1 Application 2

Database Server



7. Organizational standards are easily applied through customizable application

templates and default settings for each object.

8. Industrial-strength reports are modified interactively using the intuitive live data

previewer in the report builder

9. Offers an environment for development teams of all sizes

10. Scalability

3.4.2.3 Oracle 8iIn 1999 Oracle cameout with Oracle8i , aiming to operate more in tune with the needs of

the Internet.The ‘i’ in the name stands for "Internet". The Oracle 8i database incorporated

a native Java virtual machine (JVM).Some of the features of oracle 8i are:

1. Client/server environments (distributed processing)

2. Large databases and space management

3. Many concurrent database users

4. High transaction processing performance

5. High availability

6. Controlled availability

7. Openness, industry standards

8. Manageable security

9. Database enforced integrity

10. Portability

3.4.2.4 Oracle 9IASThe Oracle Web/ Application Server or iAS (Internet Application Server) enables users

using Web Browsers to access HTML pages (static content) and data from Oracle

databases (dynamic content). Cartridges or plug-in's are provided to execute PL/SQL

code, Java, Perl and other programming language code.

Oracle 9IAS is the industry's fastest, most complete and reliable J2EE certifed application

server. It integrates all the technology required to develop and deploy e-business portals,

trascational application and web services in to a single product.



It provides the most productive development envirnoment for developers to create

internet applications including J2EE applications, websevices, enterprise portals, wireless

and business inteligence applications. Its architecture is open and ready to integrate. It

may integrate all oracle and non oracle database; web based application with legacy

system etc.

It provides the most reliable platform to deploy Internet Applications including the fastest

J2EE and web services environment, high availability and clustering support, and

complete, centralized management and security of all Oracle9 IAS components.

It lowers the total cost of owernership by offering integration across entire product.[23]

3.4.3 Implementation PhasesImplementation of IFFCO Human Resource Management system involve following

steps:

• Identification of scope

• Classification of system in various modules

• System study and prototype generation

• Freezing of specification

• Design, development and coding

• Testing and acceptance of modules at head office

• Implementation of the modules at pilot sites-Head Office, Marketing central

office, zonal office (Include integration of the system with existing application

and Train the end user on the concept and operational intricacies of the system)

• Implementation at all production units (5), all zonal (5), state (20) and area offices

• Further revisions/enhancements and fine tuning of the system

• Maintenance of system

3.4.4 Modules



IFFCO Human Resource Management System is based on modular approach. It covers

following modules:

• Establishment: Include Personnel detail and employee history.

• Residence: Include guest house detail and house rent

• Time Office: Punch record and leave record

• Loans and Advances: home loan, vehicle loan, educational etc

• Medical: Annual and serious medical details

• Leave Travel C/Leave Travel Encash and TA/TD

• Legal/IR

• Gold coin/Liveries: Awards and rewards

• Facilities: Washing, magazine, telephone etc.

• Payroll: Salary and perk

• Benevolent fund/Insurance

• Provident fund

• HRD : training

• Employee Information System/Management Information System: Each employee

may submit forms and check status for different facilities and utilities.

3.4.5 SecuritySecurity is the main concern of any organization that is why in IFFCO three levels of

security are used

• First: Username and Password to specified module. Here personal no. of the

employee acts as user code.

• Second level: The specified form or report the user may have the right to access.

• Third level: Type of access on the form like insert, update, query, delete etc

3.4.6 PerformanceThe performance table of IFFCO shows the sales,production, turnover and net profit

figures over last four year i.e from 2003-06.



Year 2003-04 2004-05 2005-06

Production 57.01 lakh tonnes 61.54 lakh tones 64.35

Sales 60.54lakh tones 64.64 lakh tones 81.95

Turnover Rs. 5920 crores Rs 7224 crores Rs 9943 crores

Profit after tax Rs. 330 crore Rs.320 crores Rs 341 crores

Table 3.2 : Performance Table of IFFCO

3.4.7 Quality AttributeFrom IEEE Std. 1061:

Software quality is the degree in which software possesses a desired

Combination of quality attributes. The purpose of software metrics is to make

assessments throughout the software life cycle as to whether the software quality

requirements are being met.

The use of software metrics reduces subjectivity in the assessment and control of software

quality by providing a quantitative basis for making decisions about software quality.

However, the use of metrics does not eliminate the need for human judgment in software

assessment. The use of software metrics within an organization is expected to have a

beneficial effect by making software quality more visible.

According to the questionnaire from IFFCO employee, following chart is being prepared:

Quality Attribute IFFCO(1-5)

Effectiveness 3

Efficiency 3

Availability 4

Functionality 3

Performance 3

Usability 3

User-friendly 3



Interactive Interface 2

Maintainability 3

Modifiability 3

Flexibility 3

Scalability 3

Security 2

Stability 2

Reliability 2

Reusability 2

Testability 4

Portability 2

Interoperability 1

Total 51

Table 3.3 : Quality attribute of IFFCO

3.4.8 Benefits of HRMSImplementing Human Resource Management System in IFFCO, following benefits are

achieved:

• Avoidance of Information redundancy and duplicacy of job

• Uniformity of business rules and practices

• Integration of information at various levels

• Speedy transfer of personal data on transfer of employees

• Transparency of work

• A user friendly touch screen for farmer information system

• Production increased by 150% where as manpower 10%

• Time involved in processing of application for Loans, LTC, enhancements,

advances etc is reduced from 1-2 weeks to just one day.

3.4.9 Highlighted Areas



3.4.9.1 Red AreaFunctionalities, which are not in plan of development/implementation:

• Performance Appraisals

3.4.9.2 Gray AreaFunctionalities, which are still in planning phase for development:

• Online Recruitment

3.4.9.3 Green AreaFunctionalities/Modules, which are implemented/ automated in system:



Chapter 4

Result and Discussion

4.1 ComparisonIt explores the comparatives results of two different approaches, one that is provided by

globally accepted world leader of ERP; SAP and other one is in-house development by

IFFCO.

4.1.1 Software Development Life CycleA software development process is a structure imposed on the development of a software

product. It includes different activities

Requirement Analysis: It is the most important task as customers/user typically knows

what they want. So, extracting information and satisfying there need is the main issue in

software development.

Design: Low level and high level design (detail design) represents different diagrams

(Data flow diagram (DFD), E-R Diagram etc.) so that programmer easily understood the

need of user.

Coding: Here actual coding will be done.

Testing: Output of software was verified and validated against actual input. Different

level of testing is done-unit testing, system testing, accepting testing etc.

Implementation and Maintenance: Implementation and maintenance of software at

user/customer location to cope new requirements and problems.

SDLC phase IFFCO(In-house) ONGC(SAP)

Requirement analysis Identification of scope,

Classification of system

in various modules and

Project Preparation

(Design for all Business

modules for



Table 4.1 : Development phases of IFFCO and ONGC

4.1.2 Quality AttributeSoftware Quality Attributes are the benchmarks that describe system’s intended behavior

within the environment for which it was built. It also provides mean to measure the

fitness and suitability of software. Computer systems are used in many critical

applications where a failure may cause serious consequence. Developing software system

in systematic way such that they will satisfy minimum need of software quality attribute

increases faith of customer in software products.

Quality Attribute IFFCO(In-

House)(1-5)

ONGC(SAP)(1-5)

Effectiveness 3 3

Efficiency 3 3

Availability 4 4

Functionality 3 2

System study all Stages and phases)

Design prototype generation,

Freezing of specification

and design

Business Blueprint

(Design for all Business

modules for all Stages

and phases)

Coding Coding according to

Design

Realization

Testing Testing including

acceptance testing at

each location

Final Preparation

Deployment and

Maintenance

Implementations at all

sites and train end user.

Go-live and Support



Performance 3 3

Usability 3 3

User-friendly 3 3

Interactive

Interface

2 3

Maintainability 3 2

Modifiability 3 2

Flexibility 3 2

Scalability 3 2

Security 2 3

Stability 2 3

Reliability 2 3

Reusability 2 3

Testability 4 3

Portability 2 3

Interoperability 1 3

Total 51 53

Table 4.2 Quality Attribute

From the above given table it is clearly visible that IFFCO has better maintainability,

modifiability, flexibility, scalability, testability. And SAP has better security, stability

reliability, reusability, portability, interoperability.

4.1.3 ProductivityProductivity is ratio of measure of output to the measure of input. So employee

productivity may be defined as ratio of work done by the number of working hours.

Employee productivity is directly proportional to the organizational productivity. That is

why, increase in Employee productivity increases organizational productivity .For



motivating employee to meet organizational goal together with the quality of work life

and benefits, ERP is also good facilitator.

Fig 4.1 : Employee Productivity Graph

It is clearly visible from the above chart that employee productivity increases in both

cases after implementation of ERP-HRM.

4.1.4 PerformanceNet Profit of any organizaituon may not directly impacted by the implmenetation of

Human Resource Mangement System (HRMS),

Fig 4.2 : Net Profit Graph

05

1015202530

2002-03

2003-04

2004-05

2005-06

EmployeeProductivity(ONGC)

EmployeeProductivity(IFFCO)

020000400006000080000

100000120000140000

2003-04 2004-05 2005-06

IffcoOngc



but HRMS is directly related with employees productivity which in turn affect

organizations profit. That is why Net profit of the organizations are indirectly related

with HRMS.

From the above chart it is clearly visible that net profit of both organization is increasing

after implementing HRM.

4.2 Design and Implementation IssueSoftware design is a process of problem solving and planning for a software solution.

In Software development life cycle after preparing software requirement specification,

design of the system is made at low and high level.

4.2.1 Architectural Design The Architecture for middle and small scale industry is given in Fig- 4.1. It

provides a simple and unified standard for client/server, distributed or web based

computing.

Fig: 4.3 : Architecture[26]

PresentationLayer

Graphical User Interface

PresentationLogic Layer

Web Based(Web server(IIS),ScriptsProduceXML)

Business Layer

Client server (Windows forms

Etc.)

Data AccessLayer

DatabaseLayer

DistributedLogic/Network(Cobra, Com,SOA)

Applications

Interface with database

Data Storage



The above architecture consists of following Layer:

• Presentation Layer: Graphical User Interface (HTML, windows form etc.)

• Presentation Logic Layer: It provides an interface for the end user into application

and works with the results/output of the Business Tier to handle the

transformation into something usable and readable by the end user. This may

further divided into three parts:

1. Through web-server (IIS) using ASP (Active server pages) which uses

scripts languages (like vb script, java script etc.) to produce XML,

DHTML i.e. web based.

2. For distributed system using components COM (component object

model), DCOM (distributed component object model), COBRA (common

object request broker architecture) or SOA (service oriented architecture).

3. direct client interfaces using windows based form, custom application etc.,

i.e. local application that runs on LAN.

• Business Layer: This layer consists of the actual application logic of the whole

system like business rules and data manipulation etc.

• Data Access Layer: This layer is used for writing some generic methods to

interface with data of database layer. Interface with database handles all I/O,

storage query and optimization. For example: a method for creating and opening a

connection object.

• Database Layer: Today is the age of information, so all the application related

data must be stored .That is why this is the most essential part of the system. And

for extracting information from the stored data, a proper management of the data

is needed, so this layer is consists of database management system like sql server,

oracle etc.

Presentation Layer and Presentation Logic Layer can merge into single layer similarly for

Data Access Layer and Database Layer.

4.2.3 Class Diagram



A class in the diagram is a collection of objects with common structure, behavior,

relationships and semantics.

A class diagram is a pictorial representation of the detailed system design. For designing

the class diagram first of all there is a need to understand the rules of modeling and

designing systems. Class diagram is a static view of a system. The structure of a system is

represented using class diagrams. The aim of designing classes is to convert "what" to a

"how" for each requirement.

Class Name Description

tbllogin This class implements the business logic for providing

the secure login to the administrator.

Employee_Login_detail This class implements the business logic for providing

the secure login to the user.

Employee_Personeel_Deatil This windows form will handle requests for entering

the personnel detail of employee.

Employee_Medical_Detail This windows form will handle requests for entering

the medical detail of employee.

Employee_Qualification_Detail This windows form will handle requests for entering

the qualification detail of employee.

Employee_Language_Detail This windows form will handle requests for entering

the language detail of employee.

Employee_Address_Deatil This windows form will handle requests for entering

the address detail of employee.

Employee_WorkEx_Detail This windows form will handle requests for entering

the work experience detail of employee.

Employee_Refference This windows form will handle requests for entering

the reference detail of employee.

Employee_Job_detail This windows form will handle requests for assigning



the organization role to employee.

Employee_Appraisal_Deatil Using this windows form each employee may submit

self appraisal detail of the given time period.

Employee_Apprasing_Detail Using this windows form each employee submit

apprising detail of their subordinate. (For employee

grade<’H’)

Employee_Apprasingtop_Detail Using this windows form each employee submit

apprising detail of their subordinate.(For employee

grade>=’H’)

Employee_Reviewing1_Detail This windows form helps in entering reviewing detail

of sub-sub ordinate self appraisal.

Employee_Reviewing2_Detail This windows form helps in entering reviewing detail


Employee_Reviewing3_Deatil This windows form helps in entering reviewing detail


Employee_Appraisal_Person This windows form helps in accepting appraisal of

employee.

Table 4.1 Class Description

4.2.6 Technology

4.2.6.1 Language: Visual Basic.NetVisual Basic .Net is an object oriented computer language that can be viewed as an

evolution of Microsoft visual basic (VB) implemented on the Microsoft .Net framework

(From wikipedia)

Some of the advantages of VB.Net are:

• Problem solved easily and effectively

• Build robust windows- based application

• Resolve deployment and versioning issues seamlessly



4.2.6.2 Front-End: Net FrameWorkThe Microsoft .net framework is a software component that can be added to or is

included with the Microsoft windows operating system. It provides a large body of

precoded solutions to common program requirements and manages the execution of

program written specifically for the framework.

Some of the .Net framework advantages are:

• Consistent Programming Model

• Direct Support for Security

• Simplified Development Efforts

• Easy Application Deployment and Maintenance

4.2.6.3 Back-End: Oracle 10gOracle provides database consists of a collection of data that are managed by an oracle

database management system which is a set of application program. It is a relational

database. A relational database is based on the separation and independence of the logical

and physical representation of the data. Relational database provides enormous flexibility

and means to store the data physically without affecting how the data is presented to the

end user. Basic advantages of oracle are:

• Supports large number of data types

• Better load management

• Better memory optimization

• Transactional database

• Rollout and commit

4.3 InterfacesSome of the basic interfaces are given here in this section.



4.3.1 Employee LoginThis interface is responsible for security check that whether employee is eligible to enter

inside Human Resource Mangement System (HRMS).

Fig 4.4: Employee Login

For entering inside HMRS a valid loginid and password is required by employee which is

asseiged by administrator. Employee may also change their account password any

number of time.

4.3.2 Administrator LoginFor performaing adminstrative task like adding new employee record, editing employee

record, assigin role and creating employee accout, administrator login is required by

employee. This interface is responsible for validating that whether employee has

adminstrator rights or not.



Fig 4.5: Administrator Login

4.3.3 Adding New Employee RecordSelected candidates detail will be added in employees database and a Emploee-Id is

assiged to each employee, through which employee can access HRMS system.

Fig 4.6: Personnel Record



Above interface (fig 4.6) includes all fields like first name, last name, place of birth, date

of birth, nationality, religion, category, sex, height, weight, blood group; which is

required for employee personnel detail.

Fig 4.7: Address Detail

Above interface (fig 4.7) includes all detail related with employee address like address

for corespondece, permanent address, present address, home town, telephone no, mobile

no, email id etc.

Interface in fig 4.8 includes Medical (continuing disease, disability, dependent disease

etc. deatils) and reference (name,address,designation etc.) fields required to add

employee record.

Interface in fig 4.9 includes qualification (examination, college/ university, year of

passing etc.) and language known (language, speak,read, write) fields to complete record.



Fig 4.8: Medical and Reference Deatil

Fig 4.9: Qualification and Language Detail



4.3.4 Assign RoleSelected candidates will assign role in organization hierarchy accroding to his/her

qulaification and/or specialisation.Interface (fig 4.10) includes field like grade, scale,

designation, level of management, place of posting etc.

Fig 4.10: Assign Role

4.3.4 Employee AppraisalEmployee apprisal includes different phase; at first phase each employee fill their

apprisal i.e self assesment (fig 4.11).

Fields required for self assesment are achivements, factors responsible, change in job

nature etc.

At second phase apprasing (fig 4.12) is performe by immediate officer, who assess

emplyee’s performance accroding to different factors like competencies (job

performance, job knowledge, dependabilty etc.), values (regularity and punctuality,

behaviour etc.).



Fig 4.11: Self Assesment

Fig 4.12: Performance Assessment



At third phase or level employee’s performance assessment is reviewed thrice by

different employees at higher grade then apprasing officer (Fig 4.12).

Fig 4.13: Reviewing Appraisal

Then at the last phase employee’s appraisal will be accepted by accepting authority.



Chapter 5

Conclusion

This thesis involve the comparison of two such systems in which one is widely accepted

all over the world and other one is taking a leap in India for its existence through in-

house development.

5.1 ConclusionAfter comparing two different systems, some of the basic conclusions drawn are as

follows:

• Human Resource Management (HRM) global vendors provide software whose

implementation takes approximately 20-24 months, this time period is too large

for a technology gap. And, after implementing such a costlier system (in millions)

in such a long time, organization normally don’t dare to switch to new

technologies.

For example, technologies which were very popular in 2000 became outdated

after 2004.As in the case of ONGC; they implemented SAP R/3 in 2000, which is

outdated in recent time. It will take again long time to switch to a new technology

or updated the SAP system. Where as in IFFCO they can easily switch for new

technologies as requirement and design are same.

• Global HRM Software’s vendors generally belong to developed nations/countries

whose polices; standard and culture are very much different from any developing

nation/country like India. For the same reason, the payment has to be met in hard

currency. So, instead of doing a lot of customization in-house development is

better choice.

For Example: In ONGC they have purchased full software but customization

include only a few modules, rest are not considered so relevent and useful for



their organization. Where as in IFFCO they have implemented what they are

using, so avoiding wastage of resources.

• Human being/Employees of any organization, who are the main user of HRMS

system, don’t want to switch to totally new system unless a proper training is

provided before usage. So, it is very difficult to run whole software package once

in one go.

For Example: In IFFCO employee are more familiar and close to their HRMS

system as implementation goes in step vise manner and developed according to

their need and relevence to their organization.

5.2 Advantages1. Proposed Architecture will be useful for tiny, small and medium scale industries

to develop their own in-house software and remain in global competition. Such

industries are in large number in developing countries including India.

2. A comparison of two different approaches, that can be utilized further for

different task dependening upon their requirement and relevence.

3. With changing global senario, the requirement for Human Resource Management

will keep on changing neccesitating further development in HRM.obviously, in

house development of the software will be benficial in the the long range.In

addtion to saving of foreign exchange.

5.3 LimitationIt is difficult to obtain full information about the software as promoted by SAP because

of trade secret. The application of the software especially when they are projecting that

by 2020 they will have 20,000 applications in small, medium and large scale business

organizations in India with additional 7000 software engineers in their workforce by

2010. Since ONGC have already implemented and a few other organizations in private

and public have also implemented this software, it is expected that relevant information

will be available.



It is essential to develop complete understanding of SAP so that the in-house

development of the software is such that it finds wide applicability in India and when full

understanding is developed, it will be possible to have any modification, scale up, scale

down, duplication or any other change required to suit Indian requirements.

5.4 Scope For Further DevelopmentThere is always a scope for improvement in every field of work, so here also these

comparisons can further be enhanced in different view by different persons for different

applications.The model program can further developed accroding to the need and

resources of specific organization.



Bibliography:

[1] Ramsumair Singh, “Human resource management: the key to competitive advantage”

ENGINEERING MANAGEMENT JOURNAL JUNE 1992

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[10] Ghosh, S., ”Global implementation of ERP software - critical success factors on

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[13] Reuther D, Chattopadhyay G, “Critical factors for enterprise resources planning

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[17] Brian Zrimsek Gartner, Inc. (Stamford, CT) Gartner's Research Director in the

Business Process and Applications Group



[18] SAP, company profile, http://www.sap.com/company

[19]SAP,” Human Capital Management”-A Measurement breakthrough on the horizon.

Pdf

http://download.sap.com/download.epd?context=5EDFD699BEE6C84CE4C7868238BC

F0D9CBF381549401C1052CE356ABF5BBC94C05B28B197266A604EF83588B153F0

AD5A46FD2AEB9969EA8

[20] IFFCO website, http://.iffco.co.in

[21] For definition, http://en.wikipedia.org/wiki

[22] http://www.canias.com/enterprise

[23] http://www.oracle.qassociates.co.uk/oracle-9i-application-server.htm

[24] ONGC website, http://www.ongcindia.com/

[25] http://www.15seconds.com

[26] http://sistem.ie.metu.edu.tr

[26] Special Thanks to IFFCO and ONGC employees for their cooperation and help

http://www.sap.com/company

http://download.sap.com/download.epd?context=5EDFD699BEE6C84CE4C7868238BC

http://en.wikipedia.org/wiki

http://www.canias.com/enterprise

http://www.oracle.qassociates.co.uk/oracle-9i-application-server.htm

http://www.ongcindia.com/

http://www.15seconds.com

http://sistem.ie.metu.edu.tr

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