Uneecops Technologis LTD., Noida

Research On
A Summer Training Project Report

Submitted in Fulfillment of the Requirements for
the
Award of degree of MBA (Information Technology
& International Businesses)
Submitted by
Guided by
Garima Rastogi Mr. Ravi
Shekhar Giri MBA III SEMESTER
Roll No.-1543170016
B. N. COLLEGE OF ENGINEERING & TECHNOLOGY

(Affiliated to AJPAKTU)
ACKNOWLEDGEMENT
Every project big or small is successful largely due to the effort of a

number of wonderful people who have always given their valuable advice
or lent a helping hand. I sincerely appreciate the inspiration; support and
guidance of all those people who have been instrumental in making this
project a success.
I, Garima Rastogi, the student of B.N. College of Engineering &
Technology (MBA/IT), am extremely grateful to Uneecops Technologies
Ltd. for the confidence bestowed in me and entrusting my project
entitled HR-One.
At this juncture I feel deeply honored in expressing my sincere thanks
to Mr. Arvind Mishra Associate Director (Delivery) & Harpreet Kaur
(Project Manager) at company for making the
resources available at right time and providing valuable insights leading to
the successful completion of my project.
I extend my gratitude to my Project Guide Ravi Shekhar Giri
Sir, who assisted me in compiling the project.
I would also like to thank all the faculty members of B.N. College of
Engineering & Technology, Mr. R.P. Panday (Managing Trustee), Mr.
Ashutosh Dwivedi (Director, Academics), Ms. Maansi Mishra( co-
ordinator) for their critical advice and guidance without which this
project would not have been possible.
Last but not the least I place a deep sense of gratitude to my family
members and my friends who have been constant source of inspiration
during the preparation of this project work.
Garima Rastogi
MBA III YEAR
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PREFACE
During my summer internship in UNEECOPS TECHNOLOGIS LTD.,

NOIDA. I was assigned a project regarding HRMS. This project has been
competed in parts. Firstly consists of comparative study on HRMS
Delivery & Technical Support provided by Uneecops Technologies
Ltd.
This was a step wise process including collection of data, company

Profile, Product Features, Analysis of Product, and finally concluding the
data while putting some suggestions. The whole study was done with a
view that it would help company maintain its expansion path and
improvise their schemes to perform better than other IT firms.
It was the best platform being provided as it has increased my horizons

and has given me the opportunity to apply my theoretical knowledge and
managerial concepts practically in the real business.
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Table of Contents
ACKNOWLEDGEMENT............................................................................................ 2
PREFACE................................................................................................................ 3
UNEECOPS TECHNOLOGIES LTD.................................................................................. 16
What is CMMI?..................................................................................................... 17
Background.......................................................................................................... 19
Appraisals............................................................................................................ 20
CMMI Architecture................................................................................................ 21
Organizational Progression.................................................................................. 23
SAP:-.................................................................................................................... 25
E-gov:-................................................................................................................. 27
Education:-.......................................................................................................... 28
Hardware:-........................................................................................................... 29
HRMS:-................................................................................................................. 30
HR-ONE................................................................................................................ 31
What HR-One can do for your organization?........................................................33
What's New?........................................................................................................ 34
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Login page of HR-One:-........................................................................................ 35
HR-One Account Login...................................................................................... 35
Modules of HR-One.............................................................................................. 36
Recruitment:-.................................................................................................... 36
Employee:-....................................................................................................... 36
Attendance:-..................................................................................................... 36
Salary:-............................................................................................................. 37
ESS( EMPLOYEE SELF SERVICE):-......................................................................37
PMS(PERFORMANCE MEASUREMNT STRATEGY ):-.............................................37
TRAINING:-........................................................................................................ 38
Home screen of HR-One:-.................................................................................... 39
Features:-............................................................................................................. 40
Setup................................................................................................................ 41
Organization.................................................................................................. 41
Company....................................................................................................... 41
Location......................................................................................................... 41
Code Series................................................................................................... 41
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Fields............................................................................................................. 42
Page Layout................................................................................................... 42
General............................................................................................................. 43
Mail Setting................................................................................................... 43
Work Flow...................................................................................................... 43
Mail Template................................................................................................ 43
Alert............................................................................................................... 44
Dashboard..................................................................................................... 44
Import............................................................................................................ 44
Details........................................................................................................... 44
Letter Template............................................................................................. 47
Employee Policy................................................................................................ 48
Confirmation.................................................................................................. 48
Separation..................................................................................................... 48
Exit Questionnaire......................................................................................... 48
Clearance Check List..................................................................................... 49
Time Office Policy............................................................................................. 50
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Attendance.................................................................................................... 50
Leave............................................................................................................. 50
Holiday.......................................................................................................... 51
Roster............................................................................................................ 51
Other Rule..................................................................................................... 51
Pay Policy.......................................................................................................... 52
Statutory Configuration................................................................................. 52
Pay Component............................................................................................. 52
Pay Group...................................................................................................... 53
Salary Advance.............................................................................................. 53
Perquisite....................................................................................................... 53
Tax Management.............................................................................................. 54
Income Tax Slab............................................................................................ 54
Perquisite....................................................................................................... 54
Deductor Information.................................................................................... 55
Settings Parameter........................................................................................ 55
Chapter VI A Section...................................................................................... 55
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Roles and Permissions...................................................................................... 56
Manage Group............................................................................................... 56
Assign Group................................................................................................. 56
Manage Roles................................................................................................ 56
Assign Roles.................................................................................................. 57
Data Access Rights........................................................................................ 57
Performance Management System...................................................................58
Objective Cycle.............................................................................................. 58
PMS Bank....................................................................................................... 58
Objective Sheet............................................................................................. 58
Assign Objective Sheet.................................................................................. 59
Review........................................................................................................... 59
Rating............................................................................................................ 59
360.............................................................................................................. 59
Assign 360................................................................................................... 60
Appraisal....................................................................................................... 60
Assign Appraisal............................................................................................ 60
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Recruitment...................................................................................................... 61
Job Description.............................................................................................. 61
Round............................................................................................................ 61
Skill................................................................................................................ 62
Help Desk......................................................................................................... 63
Expense............................................................................................................ 66
Local Conveyance Policy................................................................................ 66
Other Expense Policy..................................................................................... 66
Assets............................................................................................................... 67
Name............................................................................................................. 67
Details........................................................................................................... 68
Self Service.......................................................................................................... 70
Home................................................................................................................ 71
Announcements............................................................................................ 72
Wishes........................................................................................................... 73
Kudos............................................................................................................. 74
Events........................................................................................................... 76
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New Hires...................................................................................................... 76
Policies.......................................................................................................... 77
Me................................................................................................................. 77
Leave............................................................................................................. 78
Attendance.................................................................................................... 78
Help Desk...................................................................................................... 79
Rating............................................................................................................ 79
Planner.......................................................................................................... 80
Event Calendar.............................................................................................. 81
My Team........................................................................................................... 82
Direct Reporting............................................................................................ 82
All Team......................................................................................................... 83
Recruitment......................................................................................................... 84
Position Opening..................................................................................... 84
Candidate................................................................................................ 84
Interview................................................................................................. 85
Create and manage positions.................................................................85
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Resume sourcing:.................................................................................... 85
Interview feedback and joining:..............................................................85
Workforce............................................................................................................ 86
Manage roles and permissions:..................................................................86
Manage Policies:......................................................................................... 86
Manage work flow:..................................................................................... 86
Manage Employee...................................................................................... 86
Assign Salary Structure.............................................................................. 86
Settlement................................................................................................. 87
Payroll.................................................................................................................. 88
Arrear......................................................................................................... 88
Salary......................................................................................................... 88
Reimbursement.......................................................................................... 88
Manage Payments...................................................................................... 88
Employee Investment Details.....................................................................89
Challan....................................................................................................... 89
Leave Encashment..................................................................................... 89
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Manage Advance........................................................................................ 89
Bonus......................................................................................................... 89
Time Office.......................................................................................................... 91
Attendance....................................................................................................... 91
Leave................................................................................................................ 91
Holiday............................................................................................................. 92
Roster............................................................................................................... 92
Other Rule........................................................................................................ 92
Expense............................................................................................................... 94
Manage Payment:....................................................................................... 94
Travel................................................................................................................... 96
Helpdesk.............................................................................................................. 97
Tickets:....................................................................................................... 97
Performance........................................................................................................ 99
Objective:................................................................................................... 99
Set Review Cycles:................................................................................... 100
Review and appraisals:............................................................................. 100
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360 Feedback:.......................................................................................... 101
Training.............................................................................................................. 103
Plan................................................................................................................ 105
Agenda........................................................................................................... 106
Course Material.............................................................................................. 109
Feedback........................................................................................................ 110
Assets................................................................................................................ 113
Time office......................................................................................................... 117
Report................................................................................................................ 118
Dashboard:............................................................................................... 123
Dynamic Reports:..................................................................................... 123
Statutory reports:..................................................................................... 123
Development:-................................................................................................... 125
Sales:-................................................................................................................ 125
Delivery:-........................................................................................................... 126
Configuration:-................................................................................................... 126
Training:-............................................................................................................ 127
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Delivered:-......................................................................................................... 127
Support:-............................................................................................................ 127
Introduction to CRM........................................................................................... 128
Zoho support tool:-............................................................................................ 130
Home screen of support tool:-........................................................................... 132
Home:................................................................................................................ 133
Tickets............................................................................................................... 134
Some live tickets:-.......................................................................................... 136
Case 1:-....................................................................................................... 136
Case 2:-....................................................................................................... 138
Case 3:-....................................................................................................... 139
Case 4:-....................................................................................................... 141
Case 5:-....................................................................................................... 142
Case 6:-....................................................................................................... 145
Accounts:-.......................................................................................................... 148
Contacts:-.......................................................................................................... 150
Tasks :-............................................................................................................... 151
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Reports:-............................................................................................................ 152
Timesheet :-....................................................................................................... 154
Account wise-Timesheet:-.................................................................................. 155
Account wise effort spent:-................................................................................ 157
Classification:-................................................................................................... 159
Task reports:-..................................................................................................... 160
Customer happiness comparison:-.....................................................................162
Add ticket:-........................................................................................................ 164
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UNEECOPS TECHNOLOGIES LTD.
Established in 1996, Uneecops Technologies LTD. is a leading
provider of technology solutions. With over 20 years of experience
behind us, we are proud to be associated with some of the worlds
leading OEMs as one of their most trusted partner for business in
India. We are also at the forefront of developing cutting edge IT
products that are helping SMEs in India to adapt and use
technology more efficiently. It is a CMMi3 level company.
Leading provider of office automation and infrastructure
Services to different ministries and departments of the
Government of India
Empanelled with prestigious government bodies like
NICSI,
DGS&D, BELTRON etc. and work with different Central
and State government bodies.
Partner with global companies like Canon, BenQ, RISO,
LifeSize, ESRI, McAfee, Citrix and more.
Software Products & Services: Deep expertise in IT consultancy,
Enterprise Resource Planning (ERP), Business Intelligence (BI)
and mobile and web development. Partners with SAP, Tableau,
QlikView.
Own range of products including HR-One and CTRL-A.
Solar Power: Akshay Jyoti Solar Private Limited (AJSPL) was
incepted in 2009 by Uneecops Technologies Limited. AJSPL has
been progressing as one of the leading companies dealing in
energy saving solar power plants across India. Has completed
many successful projects with Indian government and its
prestigious departments such as Paramilitary force,
communications and utility organization.
Currently working on 1000 projects.
Having 12 alliances.
Won 49 awards so far.
Working in 6 locations.
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What is CMMI?
The Capability Maturity Model Integration, or CMMI, is a process

model that provides a clear definition of what an organization
should do to promote behaviors that lead to improved
performance. With five Maturity Levels or three Capability
Levels, the CMMI defines the most important elements that are
required to build great products, or deliver great services, and
wraps them all up in a comprehensive model.
The CMMI helps us understand the answer to the question how

do we know?
How do we know what we are good at?
How do we know if were improving?
How do we know if the process we use is working well?
How do we know if our requirements change process is useful?
How do we know if our products are as good as they can be?
The CMMI also helps us identify and achieve measurable

business goals, build better products, keep customers happier, and
ensure that we are working as efficiently as possible.
CMMI is comprised of a set of Process Areas. Each Process

Area is intended be adapted to the culture and behaviors of your
own company. The CMMI is not a process, it is a book of whats
not a book of hows, and does not define how your company
should behave. More accurately, it defines what behaviors need to
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be defined. In this way, CMMI is a behavioral model and well
as a process model.
Organizations can be Rated at a Capability or Maturity Level

based on over 300 discreet Specific and Generic Practices.
Intended to be broadly interpreted, the CMMI is not a Standard
(ala ISO), so achieving a Level of CMMI is not a certification,
but a rating.
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Background
The CMMI was developed at the Software Engineering Institute at

Carnegie Mellon University with representation from defense,
industry, government, and academia, and is now operated and
maintained by the CMMI Institute, an operating unit of CMU. It is
the successor of the popular Software CMM, or SW-CMM. The
are multiple flavors of the CMMI, called Constellations, that
include CMMI for Development (CMMI-DEV), CMMI for
Services (CMMI-SVC), and CMMI for Acquisition (CMMI-
ACQ). The three Constellations share a core set of sixteen Process
Areas. There is also a People CMM, or P-CMM, that exists
outside of the three CMMI Constellations.
CMMI-DEV commands the largest market share, followed by

CMMI-SVC, and then CMMI-ACQ.
There are five Maturity Levels in the CMMI
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Appraisals
The Standard CMMI Appraisal Method for Process Improvement

(SCAMPI) is the appraisal method that is employed by a Certified
SCAMPI Lead Appraiser to help your team achieve a level.
There are three different types of appraisals, called Classes and
they are SCAMPI A, SCAMPI B, or SCAMPI C. The SCAMPI A
is the only appraisal method that results in a Maturity or
Capability Level Rating. A SCAMPI C is typically used as a gap
analysis and data collection tool, and the SCAMPI B is often
employed as a User Acceptance or test appraisal. The results of
a SCAMPI A Appraisal are published on the CMMI Institute
Website known as PARS and is available for viewing by the
public. Only a Certified SCAMPI Lead Appraiser can conduct a
SCAMPI A Appraisal.
T
here are three classes of Appraisals - only the "Class A" results in a "Rating"
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CMMI Architecture
The CMMI for Development has twenty-two process areas, and

the CMMI for Services has twenty-four. The CMMI can be used
in either the staged or continuous representation. The staged
representation, which groups process areas into five maturity
levels, is the most common choice, but an organization can also
pick and choose the Process Areas that make the most sense for
them to work on by using the continuous representation.
There is no difference in content between these two

representations. When choosing Staged an organization follows
a pre-defined pattern of process areas that are organized by
Maturity Level. When choosing continuous, they pick process
areas based on their interest in improving only specific areas. In
the Continuous representation, Process Areas are organized by
Category.
Within the Process Areas in the CMMI, there are multiple

Specific Goals (SGs) and Specific Practices (SPs). These
practices define the expected behaviors of projects and
organizations.
There are also twelve Generic Practices (GPs) that provide

guidance for organizational excellence including behaviors such
as setting expectations, training, measuring quality, monitoring
process performance, and evaluating compliance.
CMMI and SCAMPI are registered Service marks by Carnegie

Mellon University
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The are twenty-two Process Areas in the CMMI for Development
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Organizational Progression
While every organization is different, it is typical to start your

CMMI and performance improvement journey with a gap
analysis, or SCAMPI C Appraisal. The SCAMPI C will give
you a practice-by-practice analysis of the entire scope of CMMI,
and a set of observations and recommendations for addressing any
weaknesses.
This is often followed by Introduction to CMMI training, or

other training for key individuals, followed by some level of effort
to write, modify, align, adopt, or remove process assets. These
organizational assets may include process definitions, templates,
work instructions, newsletters, reports, training, policies, methods,
tools, and more.
When your team is ready to proceed, one or more formal

appraisals are conducted ultimately culminating in a SCAMPI
A Appraisal and a successful CMMI Rating.
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Organizations typically cycle through a series of Appraisal, Training, and
Consulting events
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ESuHHE
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SAP:-
SAP SE is a German multinational software corporation that

makes enterprise software to manage business operations and
customer relations. SAP is headquartered in Walldorf, Baden-
Wrttemberg, Germany, with regional offices in 130 countries.
Enterprise resource planning (ERP) is business process
management software that allows an organization to use a system
of integrated applications to manage the business and automate
many back office functions related to technology, services and
human resources.
SAP competitors are primarily in the enterprise resource
planning software industry. In this field, Oracle Corporation is
SAP's major competitor. SAP also competes in the customer
relationship management, marketing & sales software,
manufacturing, warehousing & industrial software, and supply
chain management & logistics software sectors.
Many users of SAP applications have, over the years, noted the
complexity of SAP applications, the resulting high
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implementation costs, and consequent budget overruns. In
response to these issues, SAP today highlights SAP Net Weaver as
the centerpiece to SAP's product strategy for decreasing the
complexity and cost of ownership for SAP applications. Currently,
the impact of SAP Net Weaver on the overall SAP cost of
ownership remains to be proven. SAP has not yet provided proof
points validating that its customers benefit from
improved ownership experience through the implementation of
SAP's latest technology.
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E-gov:-
Electronic governance or e-governance is the application

of information and communication technology (ICT) for
delivering government services, exchange of information
communication transactions, integration of various stand-alone
systems and services between government-to-customer (G2C),
government-to-business (G2B), government-to-government
(G2G) as well as back office processes and interactions within the
entire government framework.
Through e-governance, government services will be made
available to citizens in a convenient, efficient and transparent
manner. The three main target groups that can be distinguished in
governance concepts are government, citizens and
businesses/interest groups. In e-governance there are no distinct
boundaries.
Uneecops is the leading company that developed most of the state and central
government websites. Support and assistance is also provided by them. Any
updates and other related issues are also resolved.
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Education:-
Complete solution for schools, institutions, and universities to

manage all operations easily, anytime, anywhere.
Educational ERP based on the understanding that running an
educational institute is no childs play. CTRL-A automates various
aspects and functionalities of an educational institute, such as
Academics, Administration, Library, Finance, Human Resource,
Hostel, Communication, and Marketing, and leaves the
administration free for strategic decisions. Related to the education
and smart classes and college education portals are supported.
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Hardware:-
Provides hardware equipments to the customers. Its a very huge

department.
Hardware like printers
Visualize
Interactive panels
Interactive writing pads
Interactive boards
Video conferencing solutions
Fax machines
Projectors
Video walls
Printers
Photocopiers
Multi-functional devices
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HRMS:-
A Human Resources Management System (HRMS) refers to the

systems and processes at the intersection between human resource
management (HRM) and information technology. Merges HRM
as a discipline and, in particular, its basic HR activities and
processes with the information technology field, whereas the
programming of data processing systems evolved into
standardized routines and packages of enterprise resource
planning (ERP) software. On the whole, these ERP systems have
their origin from software that integrates information from
different applications into one universal database. The linkage of
its financial and human resource modules through one database is
the most important distinction to the individually- and
proprietarily-developed predecessors, which makes this software
application both rigid and flexible.
Human Resources Management (HRMS), or Human Resources
Information System (HRIS), as it is commonly called, is the
crossing of HR systems and processes with information
technology. Human Resource Information Systems provide a
means of acquiring, storing, analyzing and distributing
information to various stakeholders. HRIS enable improvement in
traditional processes and enhance strategic decision making.
The wave of technological advancement has revolutionized each
and every space of life today, and HR in its entirety was not left
untouched. Early systems were narrow in scope, typically focused
on a single task, such as improving the payroll process or tracking
employees' work hours. Today's systems cover the full spectrum
of tasks associated with Human Resources departments, including
tracking & improving process efficiency, managing organizational
hierarchy, and simplifying financial transactions of all types. In
short, as the role of Human Resources departments expanded in
complexity, HR technology systems evolved to fit these needs.
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HR-ONE
Human Resource Management System (HR-One) is designed to

manage day-to-day activities in an organization with automation of
HR activities, quality service, availability and reliability.
Human Resource Management System (HR-One) is designed to
manage day-to-day activities in an organization with automation of
HR activities, quality service, availability and reliability.
Started with an objective of simplifying operations.
Enabling Better Work Places.
Making people work efficiently. Bringing happiness to day to day
operations. Empowering both, organization and its people.
Better employee-company relationship. Enable the employees to
do a lot more, with less time and stress.
HR-One is a simple, people management tool designed to help you
manage end to end HR operations. With a user-friendly interface;
HR-One has modules that can scale to meet different business
needs.
Enable your employees to do a lot more in less time.
Faster processing, no errors.
Improved access to information
Accurate statutory reports
Reduce redundant processes, no paper work.
HR-One processes data in encrypted formats and makes it
extremely secure. Users can view data only according to the
authorization and role assigned to them.
HR-One is flexible to scale and accommodate your changing
business needs.
HR-One extremely simple for the users.
Automation is the linking of disparate systems and software in

such a way that they become self-acting or self-regulating.
It is the automate process that shows the technique method or
system of operating, controlling a process by highly automatic
means as by electronic devices, reducing human intervention to a
minimum.
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It streamlines HR processes.
Provides centralized database.
Reduce tedious paperwork by providing online services
Stores historical data for salaries/ increments/ promotions
Helps to re-engineer HR processes and functions
Improves employee satisfaction.
Provides Email notification on every call of action to concerned
persons.
Provides multiple complex reports on a click.
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What HR-One can do for your
organization?
It streamlines HR processes.
Provides centralized database.
Reduce tedious paperwork by providing online services
Stores historical data for salaries/ increments/ promotions
Helps to re-engineer HR processes and functions
Improves employee satisfaction.
Provides Email notification on every call of action to concerned
persons.
Provides multiple complex report on a click.
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What's New?
Find what's the latest in HR-One and explore the new features and
improvements.
Employee Quick New functionality is available in HR-one which

Find provides the ability to quickly and easily search for
employees by entering the first few digits of an
employees ID, Name or Email address
User Experience HR-One new features helps to manage people better

and delights employees with modern user experience
Technology Upgrade HR-One have access to new innovative technology

and real-life cloud solutions to drive business value.
Kudos HR-One Kudos feature is a way to respect and

recognize employees. It helps to praise and honor
employees for an achievement
Flexibility: For Users HR-One helps to increase and maintain flexibility

and the Business because its easier to get new users up and running,
turn on modules or components according to
requirement
Match your Device HR-One seamlessly displays information and

Screen Size functions on tablet as well as ipad.
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Login page of HR-One:-
HR-One Account Login

The user logs into the system by entering Username (which is
employee code) and Password to the provided text input field,
then clicks to the Login button. On successful login, user gets
presented with their Dashboard.
If incorrect or outdated data is entered, or the system is under
maintenance state, an appropriate error message will be displayed.
In the case of new accounts, expired or forgotten passwords the
Forgot Password procedure should be initiated by
selecting Forgot Password button.
Users who don't want to sign in each time can check
the Remember Me box . When you sign in with your username
and password, HR-One can use cookies so your browser
"remembers" this information in case you check the "Remember
me" box.
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Modules of HR-One
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Recruitment:-
Under HR-One application the module of recruitment describes
the process of recruitment for the company that shows means the
candidate has to register to their site and as they uploads there
resume on the application the candidate gets the conformation
email and they automatically gets the interview call form the
computerized calling service.
Employee:-
The second module defines the conversion of the candidate to the

employee of the company. When the candidate passes the
interview and gets the employment in the company his/her name
with all the details are then inputted in the application.
Attendance:-
Under the attendance all the records of the employee are kept. It
shows the in time and out time of the employee, all the records of
holidays and the leave taken by the employee.
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Salary:-
On the basis of the employees profile and the experience his/her

salary is decided. On the other hand also on the basis of his
attendance and sincerity also shows its salary expectation.
ESS( EMPLOYEE SELF SERVICE):-
Employee self-service (ESS) is an increasingly prevalent trend in

human resource management that allows an employee to handle
many job-related tasks (such as application for reimbursement,
update to personal information, and access to company
information) that otherwise would have fallen to management or
administrative staff. An ESS application may be made available
over the companys intranet or portal, or through specialized
kiosks, and may be confined to a companys private network or
may be part of a wed self-service solution for customers,
employees and managers. ESS software is available, such as an
enterprise resource planning product.
PMS(PERFORMANCE MEASUREMNT STRATEGY ):-
Performance measurement includes activities which ensure that

goals are consistently being met in an effective and efficient
manner.
Performance measurement can focus on the performance of an
organization a department employee or even the processes to build
a product or service as well as many other areas. That also
includes:-
o KRS
o KSA(KEY SOFT ATTITUTE)
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TRAINING:-
As according to the application also provides the option of

training as according to the need of the customer or the employee ,
a session of training can be conducted for employee or the clients.
Just one ticket has to be raised by the concern needed person with
the description of his needs and can demand for the training.
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Home screen of HR-One:-
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Features:-
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Setup
The setup page provides easy and customizable options to

configure the basic and master settings of your HR-One account.
Organization
With the HR-One Organization feature, you can configure details

of your organization such as Organization name, Email Address,
List of Sub Branches, Departments, Sub Departments and
Geographic Region in which your organization is located. To view
or to modify your organization details, hover over the Set
Up menu and then click the Organization tab.
Company
Set the details about your organization such as the Name, Logo,
Address and Contact information, Departments and Designation.
The department and designation is essential while adding
employees since each employee will be associated to a particular
department and designation of the organization.
Sub Company | Departments | Sub

Departments | Designation | Grade | Level
Location
Configure the various geographic locations of your organization.

Besides this, Set the various branches in each region.
Region | Branch | Sub Branch | Country | State | City
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Code Series
Code series provides the capability to setup and assign unique

reference number to employees in your organization that should
be used for all your future correspondence. Codes Series are used
to classify, categorize, and organize policies based on your
organizations reporting needs.
Document Name | Applicable To | Code Series Configuration
Fields
HR-One fields tab allows you to add any custom fields that aren't
provided on the creation page by default. You can load your
creation page with new sections and fill them up with your own
text fields, radio buttons, drop downs, etc. Custom Fields can be
expanded to your preference, and is provided for regular updates
of employees and their tasks.
Module | Add New Field
Page Layout
Page layout is the part of graphic design that deals in the

arrangement of visual elements on a page. In HRMS Page layout
refers to the arrangement of labels on a page.
Page Layout
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General
With the HR-One General feature, you can configure the work-
flow functionality for the employees in your organization. It helps
to define the mail settings and template to perform tasks quickly
and efficiently. Predefined templates can serve as guidelines to
design mails for the core processes in your enterprise. You can
also control which recipients will receive notifications by simply
setting up criteria in work-flow. To view or to modify your work-
flow details, hover over the Set Up menu and then click
the General tab.
Mail Setting
Configuring mail settings is very simple! You can configure

custom mail settings and send email to individuals. In fact, you
can configure mail settings for any module and can send mail to
the employees of that module.
Mail Setting
Work Flow
Most transactions entered into HR-One needs to be approved. At

HR-One, this process is called workflow. You need to assign 0020
work-flow for the approval of request. Thus any approval request
will be assigned to management according to workflow.
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Assign Work Flow | Apply Work Flow | Work Flow
Priority | View Work Flow
Mail Template
You can configure mail templates for different modules. It is

simple to customize these templates as per the organization
requirements. When a employee makes any action, an email will
be sent to all recipients (who are in the work-flow list) notifying
about the action made.
Mail Template
Alert
Admin can configure Email Alerts. These are system generated

alerts and will be sent to all recipients (who are associated with it)
notifying about the action made
Alert
Dashboard
HR-One provides Dashboard as an easy to read and real-time user

interface which shows a graphical presentation of the current
status of employee information. With HR-One you can share
various policies on dashboard of an employee.
Create Policy
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Import
HR-One allows you to load large amounts of data simultaneously

from a single file using the Bulk Upload option.
Import
Details
You can specify details related to that category.
To add name of Details follow the below mentioned steps:-
1 Go to Asset > Details

1 Click on Add button present on the right hand side of the page.
1 Select Category and Name from the drop down list
1 Mention No of Assets you have and Value per item
1 Mention Model and the Date of purchase of asset
1 Next specify Warranty Expire date and Date of Dispose
1 Select Owner and mention Remarks
1 Next select Serial no generation of Asset. In case
of Automatic mention Prefix and start no. Code will be generated
automatically. Whereas in case of Manual you need to enter code
for each asset.
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When you will select automatic code generation, serial no will
come automatically with reference to prefix and start no
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When you will select manual code generation then you have to
enter serial no manually
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Letter Template
You can configure letter templates for different modules. It is

simple to customize these templates as per the organization
requirements. For eg :- you can create offer letter template for the
Recruitment module
Letter Template
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Employee Policy
The Employee Policy module consists of various features

allowing you to perform general human resource management
tasks such as employee confirmation, notice period and exit
questionnaire etc. To view or to modify your employee policy
details, hover over the Set Up menu and then click the Employee
Policy tab.
Confirmation
A new employee will invariably have to go through a period of

probation enabling the employer to test his or hers suitability of
the job. So here you can set confirmation period for employees
according to department, grade, designation etc.
Confirmation Settings
Separation
Employee separation is one that results when an employee leaves

employment of his/her own initiative through resignation. So here
you can set notice period for employees according to department,
grade, designation etc.
Separation Settings
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Exit Questionnaire
You can set exit questionnaire which is a survey conducted with

an individual who is separating from organization. It is used as a
learning opportunity for the employer to seek candidate views on
work related problems.
Exit Questionnaire | Map Question
Clearance Check List
A clearance checklist needs to be completed by employees ending

their employment. HR-One helps to create a pre defined template
which helps to complete the checklist at the time of separation of
employment.
Clearance Check List
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Time Office Policy
Punctuality and regular attendance are essential to insure optimal

productivity in an organization. In order to achieve these goals
employees in an organization are required to maintain a
satisfactory record of attendance. Besides this, effective time
office policy allows employees to assign specific time slots for
activities as per their importance. To view or to modify your Time
office policy details, hover over the Set Up menu and then click
the Time Office Policy tab.
Attendance
This feature allows you to define what a work day includes at

your organization. You can specific stop and start time for all
employees. Besides this you can specify a series of defined shifts
that always start and stop at a given time
Create Shift | Attendance Rule |Map OU | Attendance

Policy | Compensatory
Leave
Write a clear description of what paid and unpaid leave policy is

available for employees, including when and how they qualify for
leave and how much leave they accrue each week, pay period,
month or year. Apart from this you can specify the policy for
requesting leave.
Leave Type | Leave Rule| Map Leave Policy | Leave Policy

Settings
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Holiday
Using HR-ONE you can specify the paid holidays, floating

holidays or specify that organization will be closed for certain
holidays with or without employee pay. Also include religious
leave policy if any.
Add Holiday Calender | Holiday Calender Applicable To | Map

Holiday
Roster
Roster is a List of Employees who are working in an organization

on a given day, week, or month. HR-One provides easy to use and
flexible shift planning and roster module. Attendance data is
analyzed with the defined rosters and the days absent, overtime,
allowances etc are calculated automatically.
Apply Roster
Other Rule
Time Office policies vary from organization to organization.

Sometimes company wants to create more time office rule. So,
HR-One provides Other rule feature which helps you to define
more attendance and leave rules
Other Rule
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Pay Policy
The Payroll module is a fully functional payroll package by HR-

ONE. This package applies employee earnings and deductions,
calculates both employee and employer taxes, and prints
employee checks and stubs, complete with year-to-date earnings
and tax information. At the end of each month, quarter and year,
the system allows employee to generate the necessary forms and
slips.
Statutory Configuration
Payroll statutory configuration enables you to calculate an

employer's tax liability and deduct the appropriate sums from
employee earnings. You can calculate employer and employee tax
liabilities for all the taxes and statutory deductions that are
applicable to your organization.
Statutory Settings | Provident Fund Detail | Employee State

Insurance Detail | Professional Tax Details | Labour Welfare Fund
Pay Component
A Pay Component defines a certain element of an employees

compensation package, such as salary or a parking allowance. It
also defines how the company pays the employee for that specific
type of pay. A Pay Component Group would typically be assigned
as a potential compensation package for an employee.
Add Pay Component
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Pay Group
The Pay Group is used to group employees together that share the
same payroll. For example, this could be by region or by
employee class. Each Pay Group defines things such as the payroll
vendor, number of weeks in the pay period, and the lag.
Add Pay Group | Map with OU
Salary Advance
HR-One provides the Salary Advance feature. An eligible

employee may request a salary advance in case of any
extraordinary emergency , personal circumstances and due to
other requirements.
Salary Advance
Perquisite
Perquisites are benefits received by a person as a result of his/her

official position and are over and above the salary or wages. These
fringe benefits or perquisites can be taxable or non-taxable
depending upon their nature.
Perquisite
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Tax Management
Every individual liable to pay tax needs to manage his/her taxes.

Tax management relates to management of finances for payment
of tax, assessing the advance tax liability to pay tax in time. Tax
management is related with operational aspect of payment of tax
i.e. while managing his taxes a person ensures that he/she is
making timely payment of taxes without running out of the money
and he is complying with all the provisions of the law. HR-One
automates all the income tax activities towards computation and
reporting. It has been flexible enough through the usage to enable/
disable automatic computations at several stages.
Income Tax Slab
As per Indian tax laws, income taxes vary based on the income.
The government has created different income tax slabs to facilitate
this differentiation. Your total income shall be taxed according to
the income tax slabs. Income tax slabs are applicable for nearly all
types of taxpayers and the rates are usually revised every year
during the Budget.
Add Income Tax Slab
Perquisite
Perquisites are benefits received by a person as a result of his/her

official position and are over and above the salary or wages. These
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fringe benefits or perquisites can be taxable or non-taxable
depending upon their nature
Perquisite
Deductor Information
The impact of Deductions available under various sections of

Income Tax Act is not same for all. It depends upon applicable tax
rates as per the total taxable income and status of assesses. An
assesses, whose income is taxable at higher rates will have more
tax savings i.e. more impact on his / her tax liability than the
assesses whose income is taxable at lower rates. HR-One helps to
maintain Income Tax Deductor, Responsible Person and Corporate
Income Tax details.
Income Tax Deductor Details | Responsible Person

Details | Corporate Income Tax Details | Others Details
Settings Parameter
Settings parameter is a characteristic, feature, or measurable factor

that can help in defining Income tax settings
Income Tax Settings | Tax Deductor Settings
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Chapter VI A Section
This is a part of Form 16 where amount qualified for deduction

under chapter VIA is shown under the heads like contribution to
Statutory Provident Fund, Recognized Provident Fund, Medical
Insurance Premium, LIC premium, Donations, Housing &
educational loans etc.
Tax Section Detail
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Roles and Permissions
Security is the most significant part of any HR-One system.

Defining roles and providing them permissions accordingly is
fundamental of HR-One system. You can define access permission
to your users according to their roles and position. Only
employees(role-based) who have the specific access permissions
will be able to perform and view the necessary operations . To
view or to modify your Roles and Permissions details, hover over
the Set Up menu and then click the Roles and Permissions tab.
Manage Group
HR-One provides a collection of groups. Groups let you manage

multiple users more efficiently. You can grant and restrict access
of specific features for all group members at once..
Add Group|Assign Permission
Assign Group
HR-One provides the facility to assign a particular group to the

employees.
Assign Group
Manage Roles
HR-One manage role feature provides flexible work structures to

represent the ongoing responsibilities and functions that an
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organization must carry out in order to meet its goals. Jobs and
positions are placeholders in your enterprise model representing
roles, which enable you to distinguish between tasks and the
individuals who perform those tasks.
Add Role| Assign Role |Assign Manager
Assign Roles
Roles are the quickest and easiest way to manage employee

permissions. An admin can create roles to assign permissions to,
and then can assign those roles to employees.
Assign Roles
Data Access Rights
HR-One helps to apply permissions on employees that which HR-

One modules they can access.
Data Access Rights
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Performance Management System
HR-One has a comprehensive performance management module

which is sometimes referred to as a PMS, is the process that a
company uses to appraise and recognize its personnel. PMS
feature of HR-One helps company to properly execute
performance management system and to improve employee
morale, increase productivity and retain its top workers.
Objective Cycle
Objective cycle mainly focuses on goal-related factors. It includes

setting performance expectations and goals for groups and
individuals to channel their efforts toward achieving
organizational objectives. Employees are also involved in the
planning process which helps them to understand the goals of the
organization, what needs to be done, why it needs to be done, and
how well it should be done.
Create Objective Cycle
PMS Bank
PMS Bank includes KRA (Key Result Area), KPI (Key

Performance Indicators) and Competency.
KRA (Key Result Area) | Key Performance

Indicators | Competency
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Objective Sheet
Objective sheet is basically used for Template creation. HR-One

allows to define KRA weightage and Competency weightage in
the objective sheet.
Create Objective Sheet
Assign Objective Sheet
HR-One facilitates to assign the created Objective sheet to the

employees
Assign Objective Sheet
Review
HR-One provides an opportunity to review, summarize and

highlight the employees performance over the course of the
review period. Self-assessment is a standard part of performance
review. This process can identify gaps between the employees
self-perceptions and the views of the manager and can allow for
more in depth discussion of these performance points during the
meeting.
Create Review Cycle
Rating
Rating is the scale used to evaluate goal completion and success

during the Performance Review like Did Not Meet Expectations,
Met Most Expectations, Successfully Met Expectations, Exceeded
Expectations, Significantly Exceeded Expectations etc.
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Ratings
360
360 Degree is a system or process in which employees receive

confidential, anonymous feedback from the people who work
around them. This typically includes the employee's manager,
peers, and direct reports.
Create 360 Cycle
Assign 360
Here you can assign the created 360 cycle to the employees.
Assign 360 Cycle
Appraisal
Performance Appraisals is the assessment of individuals

performance in a systematic way. It is mainly the process of
assessing employee performance by way of comparing present
performance with already established standards.
Create Appraisal Cycle
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Assign Appraisal
Here you can assign the created appraisal cycle to the employees.
Assign Appraisal Cycle
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Recruitment
HR-One Recruitment Module helps you manage the complete

recruitment function. It makes recruitment faster and more
effective, while reducing costs and impact of employee turnover.
HR-One Recruitment module helps to :
Identify vacancies and map requirements by skill sets, experience,

etc.
Post vacancies
Track and record unique resumes across sources
Screen applicants by user-defined search criteria, identifying most
capable resources for key initiatives.
Create and use document templates for applicant correspondence
for acceptance, rejection and status at various stages
Job Description
Job description usually forms the basis of job specification. It is a

broad, general, and written statement of a specific job. It generally
includes duties, purpose, responsibilities, scope, and working
conditions of a job along with the job's title, and the name or
designation of the person to whom the employee reports. Job
description usually forms the basis of job specification..
Job Description
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Round
HR-One helps to create template for different Rounds of interview

which are conducted to decide if a candidate is the right for your
organization or not.
Round
Skill
HR-One helps to create template for different skills. Skill is the

ability or expertise to do something well.
Skill
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Help Desk
HR-One provides a single help desk solution, where your

employees can make service requests or to request help on various
issues like IT issue, Admin issue etc. This helps your organization
to communicate effectively, track and organize the help desk
support queries that are raised in your organization.
Follow the below mentioned steps to set rule for help desk
1 Click Help Desk > Set Rule

1 Specify Rule Name . With Ticket Assignment Rules you can
perfectly route your incoming tickets to the appropriate
department and further assign ownership to them.
1 Add Description. Further you can add description for particular
ticket rule to get the maximum information out of it.
1 Add Category Type and Category Name under that type. For
eg:- Category Type can be IT and Category name can be
Hardware issues, Software issues etc. Category acts as a central
point of reference to manage all the incoming tickets effectively.
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5. Specify Assign To. Here specify the role player who will be
owner for the selected category. This means that the employee
mapped to the selected role will be responsible for the queries
raised for the selected category.
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6. Specify Ticket Coming From. Here mention branch and
department for which you are creating this rule. You can create
same rule for multiple branch and departments
7. Mention Do You Want To Assign SLA. You can also set

service-level agreements to ensure that all incoming tickets are
resolved within the resolution time set. This field determines the
maximum time (in calendar hours) to resolve the query, after
which it will be escalated to next level. SLAs help you define the
level of service that you provide to your customers. Using the
SLA feature, you can define rules for closing tickets, set a ticket-
resolution time for users and send escalations when SLA targets
are breached.
8. Set Priority (Low, Medium, High). Ticket not resolved will be

assigned according to priority level. (Tickets with high priority
will be assigned to employee with high priority where as tickets
with low priority will be assigned to employee with low priority
only.)
9. Specify Assign To. Mention the employee to whom ticket will

be assigned
10. Mention Escalate To. Here specify the employee to whom

you want to send the mail notification along with query.
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Expense
HR-One Expense module helps to track the employees expense

details like travel expense, vehicle expense, mobile expense etc.
Each employee can request their expense or claims to the
administrator / User. They will verify the expense details and
Approve / Reject the employees request. All work flow details are
monitor through mail notifications.
Local Conveyance Policy
HR-One helps to formulate Conveyance Policy that provide

procedures for the approval, reimbursement, and control of
expenses while traveling on official business
Local Conveyance Policy
Other Expense Policy
HR-One helps in establishing a single online system for applying

claims and expense like mobile reimbursement, meals etc across
your organization. With HR-One you can keep track of accurate
information about employee claims history.
Other Expense Policy
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Assets
Name
HR-One Asset module takes care of company assets assigned to

the employees for official work, the typical examples of this are
Mobile Phones, Laptops, car etc. This also need to be linked up
with return of these assets back to the company at the time of
employee separating from the company for any reason.
To add name of asset category follow the below mentioned

steps:-
1 Go to Asset > Name

3. Click on Add button to add category. Otherwise

select Category from the drop down list. Next specify
Category Name and click on Save
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Details
You can specify details related to that category.
To add name of Details follow the below mentioned steps:-
1 Go to Asset > Details

1 Select Category and Name from the drop down list
1 Mention No of Assets you have and Value per item
1 Mention Model and the Date of purchase of asset
1 Next specify Warranty Expire date and Date of Dispose
1 Select Owner and mention Remarks
1 Next select Serial no generation of Asset. In case
of Automatic mention Prefix and start no. Code will be generated
automatically. Whereas in case of Manual you need to enter code
for each asset.
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When you will select automatic code generation, serial no will
come automatically with reference to prefix and start no
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When you will select manual code generation then you have to
enter serial no manually
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Self Service
A completely self-service driven approach that enables you and

your team to do a lot more. All users can access and share
information through well-defined workflows. This means that
there is clear communication across all levels.
With the HR-One Self Service feature, employees can manage

their Dashboard. HR-One empowers employees with ownership
of their personal information so they can view and update certain
fields without needing help with routine inquiries. Besides this,
notifications and customizable features enable employees and
supervisors to manage attendance balance and leave requests. So
hover over the Self Service menu to manage all the requests,
notifications as well as dashboard.
Dashboards: Three dashboards for employees to stay

updated on latest company announcements, track their personal
details like attendance & salary, and a planner to plan their tasks.
Requests & Approvals: Single click access to
raise requests and approve leaves, attendance, new hiring,
helpdesk, travel requests, assets and expense.
Team: Manage your teams more efficiently. Managers can
view all of their team and can also raise requests on behalf of their
team.
Home
HR-One provides Dashboard as an easy to read and real-time
user interface which shows a graphical presentation of the
current status of employee information. Few key indicators are
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also included to help employees in taking instantaneous and
informed decisions at a glance like leave requests, To do work
etc
Home | Me | Planner
Home
HR-One provides Dashboard as an easy to read and real-time user
interface which shows a graphical presentation of the current
status of employee information.
Go to Self Service > Home
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Announcements
HR-One home page displays announcement i.e. a public statement
containing information about an event that has happened or is
going to happen
Click Home > Announcements
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Wishes
You can see the birthdays, work anniversarys of other employees
and can wish them also.
1 Click Home > Wishes
1 Click on Send your Message
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Kudos
Kudos is a way to respect and recognize employees. It is the
praise and honor received for an achievement.
My Kudos
You can check the number of Kudos you have received. By
clicking on My Kudos , you can in fact check that who has given
you Kudo.
Give Kudos
You can give kudos to the other employees. Limit of Kudos are
fixed so you can give Kudo only if you have kudos in your
balance.
1 Click on Give Kudos
1 Search Employee and give Remarks if any
1 Click on Give Kudos sign
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Events
HR-One event is a calendar-based resource which can be used to
notify users of upcoming occasions like Interview, training etc.
Click Home > Events
New Hires
Hr-One dashboard provides you facility to check that who has
joined organization on that particular day or within that week.
Click Home > New Hires
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Policies
HR-One helps in posting policies proposed by an organization or
individual.
Click Home > Policies
Me
HR-One helps you to have a look at your profile. If required you
can click on edit button to make any changes required in profile.
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Leave
You can see the graphical representation of your leave balance.

This helps you in immediate tracking of all the leaves available. In
case you want to apply leave , click on the Apply button available
on the top.
Attendance
HR-One provides you feature of graphical calendar which helps
you to easily determine the Shift records, leaves and Week off of
full month. You can even see the record of any other month also.
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Help Desk
HR-One helps you to view open tickets on dashboard.
Rating
HR-One helps to view performance ratings on dashboard.
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Planner
To Do
HR-One helps to assign task to your team. Besides this you can
assign task to yourself also.
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Event Calendar
HR-One maintains the graphical calendar for each and every event
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My Team
HR-One has one of the most comprehensive team management

mechanism to manage and handle team effectively
Direct Reporting
To manage team follow the below mentioned steps:-
1 Go to Home > My Team

1 You can see all the team members under you.
1 Click on particular member to view details
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All Team
To manage team member who are directly reporting you, follow

the below mentioned steps:-
1 Go to Home > My Team

1 You can see all the team members under you.
1 Click on particular member to see details
1 You can view Attendance of team member who is reporting you
1 Besides this you can Apply regularization on behalf of that team
member and can check his/ her Profile details
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Recruitment
HR-One Recruitment Module helps you manage the complete

recruitment function. It makes recruitment faster and more
effective, while reducing costs and impact of employee turnover.
HR-One Recruitment module helps to :
Identify vacancies and map requirements by skill sets, experience,

etc.
Post vacancies
Track and record unique resumes across sources
Screen applicants by user-defined search criteria, identifying most
capable resources for key initiatives.
Create and use document templates for applicant correspondence
for acceptance, rejection and status at various stages
Enable a transparent, paperless and faster hiring process. Right

from hiring request to offer, there is a systematic workflow that
helps you keep a track of all open positions and closures with stage
wise statistics.
Position Opening: HR-One Recruitment Module helps you

manage the complete recruitment function. It makes recruitment
faster and more effective, while reducing costs and impact of
employee turnover. In this form Recruiter head can view all the
position raised by hiring manager.
Approved| Pending| Rejected
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Candidate: Hr-One helps to manage the information of
candidates for recruitment. This form is candidate data bank.
Add Candidate
Interview: Here you can view the information of all the

candidates whose interview you can schedule.
Schedule Interview
Create and manage positions: Hiring Managers can

raise new requests and track the progress on their requisition.
Recruitment team can keep a track of TAT, progress and status of
vacancies.
Resume sourcing: You can source and upload resumes
from internal and external referrals, consultant portals, candidate
portals or an existing database.
Interview feedback and joining: Maintain a clear and
transparent interview feedback record for all positions. Complete
workflow to track progress of a candidate from application to
joining.
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Workforce
Workforce optimize the productivity of its employees on the

individual, departmental, and entity-wide levels. HR-One
workforce module involves matching employee skills to specific
tasks over time, quantifying the amount and types of employees
needed to accomplish particular jobs on a day-to-day or hour-to-
hour basis. Centralized and accurate employee data management.
Easy maintenance of all employee records from different
locations and departments.
Manage roles and permissions: Create

different groups and roles to define data access rights. Each
employee can view information that is relevant to them.
Manage Policies: Define policies for probation,
confirmation and separation for different employee types.
Manage work flow: Define workflows for various user
requests and approvals based on organizational structure.
Manage Employee: HR-One has one of the most

comprehensive employee management mechanism to manage
thousands of employees in the organization with correct
information.
Quick Create | Add New | Confirmation | Separation
Assign Salary Structure: Salary structure is the

method in which salaries for a job are set. The structure of the
salary being offered, in terms of the breakup of the various
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components that constitute the compensation. HR-One helps to
assign salary structure to employees and manage it.
Assign salary structure to single employee | Assign salary

structure to all employees
Settlement: Salary structure is the method in which

salaries for a job are set. The structure of the salary being offered,
in terms of the breakup of the various components that constitute
the compensation. HR-One helps to assign salary structure to
employees and manage it.
Settlement
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Payroll
Hr-One payroll module organizes all the tasks of employee

payment and the filing of employee taxes. These tasks includes
keeping tracking of hours, calculating wages, withholding taxes
and deductions. So in short, HR-One helps in processing payroll
which is a very typical and fundamental business requirement
across enterprises.
Simplify and expedite paid day calculation while meeting all
statutory compliances. Manage and maintain all financial records
right from hire to FnF.
Arrear: The amount in arrears is the unpaid amount of the

account payable that should have been paid as of the earlier date.
Arrear not Process| Arrear Processed
Salary: Salary is a fixed compensation paid periodically to a

person for regular work or services.
Salary not Process| Salary Processed
Reimbursement: A reimbursement is a repayment for

money you've already spent. When you travel for work, you get a
reimbursement for your work-related expenses, like hotel bills and
plane tickets etc.
Reimbursement not Process| Reimbursement Processed
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Manage Payments: Using HR-One you can define
payment methods for your enterprise and define any rules for
validating or processing the distribution of pay.
Manage Payments
Employee Investment Details: At the beginning

of the financial year, the salaried need to fill up a declaration form
and give to their respective companies. Based on this statement,
company calculates the tax liability for the year and deducts it
every month from the salary. HR-One helps to manage employee
investment details.
Investment | HRA | Other income | Perquisite
Challan: Challan means the requisite form filled to pay cash,

cheque, Demand draft in a bank, tax department, government
office etc. This also means in simple terms official receipt of
payment.
Tax | Provident Fund | Employee State Insurance
Leave Encashment: Leave encashment is the

encashment of the leave balance to money. In case when
employee will leave the organization, one category of leave
should be encashed of that balance. It is usually encashable on the
Basic allowance
Leave Encashment
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Manage Advance: HR-One helps to manage Advance
salary payments. Admin can raise advance request on behalf of
other employees.
Manage Advance
Bonus: Bonus is an annual payment that has to be paid

compulsorily to all eligible employees as per Bonus Act. Ex-
gratia is a payment that can be paid by an employer to any
employee, even if he/she is eligible for bonus or not, at the
employer's sole discretion. HR-One helps to manage both bonus
as well as ex-gratia of employees
Bonus
Create Salary structures: Define multiple

salary structures as per pay policies. Auto salary breakup on basis
of assigned salary structure.
Salary calculation and pay slip: Single
process to calculate and disburse salary, bonus, and arrears over
time and reimbursements.
Statutory & Compliances: Generate all
statutory compliances reports for different industries. Be assured
of error free statutory calculations.
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Time Office
Punctuality and regular attendance are essential to insure optimal

productivity in an organization. In order to achieve these goals
employees in an organization are required to maintain a
satisfactory record of attendance. Besides this, effective time
office policy allows employees to assign specific time slots for
activities as per their importance. To view or to modify your Time
office policy details, hover over the Set Up menu and then click
the Time Office Policy tab.
Attendance
This feature allows you to define what a work day includes at

your organization. You can specific stop and start time for all
employees. Besides this you can specify a series of defined shifts
that always start and stop at a given time
Create Shift | Attendance Rule |Map OU | Attendance

Policy | Compensatory
Leave
Write a clear description of what paid and unpaid leave policy is

available for employees, including when and how they qualify for
leave and how much leave they accrue each week, pay period,
month or year. Apart from this you can specify the policy for
requesting leave.
Leave Type | Leave Rule| Map Leave Policy | Leave Policy

Settings
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Holiday
Using HR-ONE you can specify the paid holidays, floating

holidays or specify that organization will be closed for certain
holidays with or without employee pay. Also include religious
leave policy if any.
Add Holiday Calender | Holiday Calender Applicable To | Map

Holiday
Roster
Roster is a List of Employees who are working in an organization

on a given day, week, or month. HR-One provides easy to use and
flexible shift planning and roster module. Attendance data is
analyzed with the defined rosters and the days absent, overtime,
allowances etc are calculated automatically.
Apply Roster
Other Rule
Time Office policies vary from organization to organization.

Sometimes company wants to create more time office rule. So,
HR-One provides Other rule feature which helps you to define
more attendance and leave rules
Other Rule
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Time and attendance rules vary from organization to organization
and tend to be industry specific. HR-One Time Office module is
designed to automate the entire process of attendance. The
solution allows improvising of employee time tracking, shift
scheduling & reporting. Centralized management and tracking of
work timings, leave, and holiday of employees at multiple
locations.
Set attendance and leave

policies: Create multiple policies related to work timings,
leave, attendance and holidays for different employee groups and
locations.
Track attendance and leaves: Collate
attendance data for both in-office and out of office employees in a
single space. Integrate any third party attendance device with the
system.
Holiday Calendar: Define fixed and floating holiday
calendar for different employee groups and locations.
Attendance: HR-One manage Attendance function, easily

manages your employees attendance and simply find out their in-
time, out-time and the total number of hours worked. It will
capture every entry and exit data of your employees and
automatically calculates the total number of hours worked
Manage Shift: HR-One has one of the most comprehensive

shift and roster mechanism to handle multiple shifts, shift rotating
sequence, rotating off days and policies associated with them.
Leave Balance: Hr-one has a comprehensive leave

management module with extensive possibilities of defining leave
types, company holidays, applying for and assigning of leave for
the employees of the company. It caters for all application and
Page | 100
approval processes and is able to display information on leave
entitlement, balance, history etc
Page | 101
Expense
Track all local conveyance and other expenses as per defined

policies.
Manage Payment: When an employee apply for any
travel/ other claims his immediate superiors can get the direct
intimate to Approve. Once the expence request gets approved you
can reimburse the amount to the employee.
To manage payments:-
Click on Expense > Manage Payments
You can see the list of approved expense requests
Click on To be Reimburse for the request for which you want to

reimburse amount.
Next enter Remarks and click on Reimburse button.
In case you want to put request on hold, then enter Remarks and
click On Hold button.
If you want to put request from On Hold to Reimburse then search

the On Hold Requests
Click on To be Reimburse
Next enter Remarks and click on Reimburse button.
Page | 102
Expense policy: Define multiple all expense policies
for different locations and employee groups.
Claims: File your claims 0070er the defined policies. Track
requests and approvals as per defined workflows.
Payments: Monitor status of all payments. Track and
record exception scenarios.
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Travel
Centralized management and tracking of all travel requests,

approvals and expenses as per defined policies.
Travel policy: Set travel policies for different user
groups and locations.
Travel plan: Create and get workflow based approval on
travel plans as per defined polices.
Travel Desk: Centralized desk to process all travel
booking requests.
Travel Claim: Take travel advance or claim
reimbursement on approved travel plans.
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Helpdesk
Tickets: Here a person is authorized to act as representative

for another tickets for e.g. Managers can view and take action on
the tickets of their team members. .
Click Help Desk > Tickets
Authorized person can view the tickets and can take necessary
action if required. He/ She can change the status of ticket as well
as Assign the ticket to other resolver also.
Page | 106
A complete support system to record and resolve internal queries
and requests.
Request workflow: Define workflows for raising
requests to internal teams. You can also set TAT for different
request types and departments.
Raise and Track Ticket Progress: Raise
tickets and see the progress of all queries/ requests.
Auto Escalation: In case the defined TAT is not met,
the ticket gets escalated to the next level in hierarchy and all
concerned users are notified.
Page | 107
Performance
HR-One has a comprehensive performance management module

which is sometimes referred to as a PMS, is the process that a
company uses to appraise and recognize its personnel. PMS
feature of HR-One helps company to properly execute
performance management system and to improve employee
morale, increase productivity and retain its top workers. Align
employee goals and competencies in sync with organizational
objectives. Transparent system with 360-degree feedback that
ensures that all users have clarity on role, goals and progress.
Objective: Here Admin can change the Objective cycle date

of employees in case of new joiner or any other circumstances.
Click Performance > Objective Cycle
Next you can see Extend date in front of employees whose

objective sheet is not shared yet.
Click on Extend date
A pop up screen will appear
Change the dates and click on Save button.
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Set Review Cycles: Define multiple cycles for objective
setting, review and appraisals as per company policies.
Review and appraisals: Provide ratings for review
and appraisal as per defined cycles. Here Admin can start the
review cycle of an employee and can approve it also.
To start review of an employee follow the below mentioned

steps:-
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1 Click Performance > Review
1 Next you can see Not started in front of employees whose review
is not shared yet.
1 Give ratings and click on Save & Share
360 Feedback: Take un-biased feedback from peers and

subordinates. Here admin can view the 360 Feedback of all the
employees.
To view 360 Feedback of employees Click Performance >

360 Feedback
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Training
HR-One training module helps you plan employee training goals

and programs to ensure your employees are engaged and receive
the training they need to update skills, keep certifications up to
date, and perform their best. With the right management training
in place, your company can increase employee retention. The
system helps you deliver the right training on time, every time.
1 Go to Training > Training

1 Select Training type and Course from the drop down list.
1 Next mention Co-ordinator name
1 After this select Pre Evaluation Sheet, Post Evaluation
Sheet, Training Feedback Sheet, Effectiveness Sheet
Pre Evaluation Sheet- Template of Questionnaires to evaluate

employees before training
Post Evaluation Sheet- Template of Questionnaires to evaluate

employees after training
Training Feedback Sheet- Template of Questionnaires for

training feedback
Effectiveness Sheet - Template of Questionnaires which needs to

be filled by manager to evaluate effectiveness of training on the
employee's work
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5. Select sheet and Add new questions
6. Specify questions and click on Save
7. After this select questions and click on Save button
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8. Similarly create Post Evaluation Sheet, Training Feedback
Sheet and Effectiveness Sheet. Select the sheets and click on Save
9. After this click on Training Name
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Plan
Now create plan for training i.e. Actual/ Tentative as well as

mention Start date and End date for training. Click on Save and
Share for Approval .
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Agenda
After approval of Plan, Next create Agenda. Select Branch, Sub

Branch and the No of Seats. Select Date, Time, Trainer
Name and Trainer Feedback Sheet. Click on Save and
Share for approval
Participants
After approval of Agenda you need to Add Participants for
training. You can add participants by following ways:-
1 Organizer can add participant

1 Organizer Nominate manager to select his/ her team members as
participants
1 Employee himself/ herself raise TNI request.
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1 Adhoc
Organizer can add participant

Go to Add Participant and select the employees as participants.
Click Save
Organizer Nominate manager to select

his/ her team members as participants
Go to Send Nomination and select the managers who will select
participants. Click Save
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Employee himself/ herself raise TNI
request. To know more Click here
After this the employees added will be visible under Final list tab.
Select employees and click on Add to Final to make final list of
participants. Click onAdhoc, if seats are not filled yet and you
want any employee in final list without approval. After this select
Publish training as ON
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Course Material
Course material is the printed information used in a training

program. To add course materialAdd Description and click
on Upload. After this click onSave button.
You can view all the added course material.
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Training Attendance
List of participants will appear and you can mark training
attendance. Click on Save button to save attendance
Page | 120
Feedback
For feedback you can fill sheets. Pre Evaluation Sheet needs to
be filled before starting training where as Post Evaluation
Sheet, Training Feedback Sheet and Effectiveness Sheet needs
to be filled after completion of training.
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Allows you to do a training need analysis and set training plans,
reminders, check effectiveness and manage feedback for all
trainings.
Training Management: Create multiple courses
and set trainings for each course. Get approval on training
calendar, set agenda and invite attendees.
Evaluation and Effectiveness: Pre and
post evaluation, measure training effectiveness and get overall
training feedback.
Training Attendees: Get training attendees
through training need analysis, manager nominations, self-
nominations and organizer.
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Assets
This form in HR-One is used by Asset owner to manage assets.

Centralized management and maintenance of all organizational
assets. Keep a track of assets issued to employees at different
locations, asset inventory and maintenance schedules.
To manage assets follow the below
mentioned steps:-
1 Go to Asset > Manage Asset
1 You can see all the asset requests.
1 Click on Assign to assign an asset to employee
4. Yo can see the list of all assets available.

5. Click on Assign in front of asset you want to allocate.
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In case employee returns asset at time of separation or any other
reason click on Return .
Asset details will come by default. You need to specify Return

date, Recovered Amount and Remarks.
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Asset Owner can assign asset without
any request
Asset owner can directly assign asset to an employee without any
request made by him/ her.
1 Right click on Assign asset on the top right side of page
1 Select Category and Name from the drop down list.
1 Click on Go. List of all the assets available will be displayed.
1 Search Employee and Enter Remarks.
1 Click on Assign to allocate asset
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Asset creation: Record and manage asset details like
value, purchase date, and warranty expiry.
Issuance and tracking: Track issued devices,
return dates, and pending allotments.
Maintenance: Get alerts for device maintenance checks.
Time office
Track all your projects timelines and status. Collaborate project

wise team activities.
Track project/ task timelines: Define and
assign project milestones/ tasks and track progress.
Project Team: Create and manage project teams. Set
permissions for project team members.
Timesheet and Effort: Keep a record of time
spent on different project/ tasks and monitor planned versus
actual effort project wise.
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Report
Report is a document containing information organized in a

narrative, graphic, or tabular form, prepared on regular or as
required basis. In HR-One there are several reports available to
departments to assist with Time Office, Work Force and Leave
Management. A clean, simple, interactive module to give you in-
depth analysis of all your data. HR-One provides the facility to
design your own reports according to need. You can create the
reports that suit your organization's requirements.
Follow the below mentioned steps to make reports:-
1. Go to Reports > Reports> Create a new folder
2. Specify Name and Description of folder. After this select color

of folder
3. Click on Create
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4. After this click on Created folder. Now click on New Report to
add a new report
5. Select Module and Process
6. Select Report type i.e. Tabular Reports or Summary

Reports. (Tabular Reports provide you the way to list your data in
a simpler form. Summary Reports allow you to view your data
along with subtotals, groupings and other summary information.)
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7. Click on Next
8. Next, Select columns. Select which details you would like to

include in this report. You can drag and drop each field to change
the order in which they appear in the report. Click on Next
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9. Next apply Filter results. Create filters that will determine
what results show up in your report. You can add more than one
filter.
10. Click on Next
11. If you want your data in sorted way( arranged) then apply
Sorting. Select Sorted By and Direction of Sorting
12. Click on Next
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13. Specify Report name and Description
14. Click on Save
Page | 134
Dashboard: Easy to read charts and tables that give your
instant, accurate insights. HR-One helps you to view dashboard
reports in graphical representation.
Follow the below mentioned steps to view Dashboard

reports:-
1. Go to Reports > Dashboard
2. Select the module whose report you want to view.
Dynamic Reports: You and your team can create

custom, dynamic reports to analyze relevant data. Users can share
and view reports on basis of given access rights.
Statutory reports: Pre defined templates to cover all

necessary Government of India compliances. A statutory report
lists a large number of HR and Payroll related reports in order to
provide a predefined template that you can use immediately
without any further set up
Follow the below mentioned steps to use Generic

reports:-
1 Go to Reports > Statutory
1 Select Report Type as well as Month and Year
1 Next click on Preview to view reports in PDF or HTML format.
Page | 135
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Development:-
Under the development department the developers develops the

software or we can say the application that is required by the
clients. And it is the first step of the process.
Sales:-
Whereas the sales department is divided into two parts first is the
sales and second is the marketing. There job is to get revenue for
the company. Whereas marketing makes the product known
between the targets audience combining these two makes the sales
department.
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Delivery:-
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Configuration:-
Under the delivery there is a step configuration where the

employees tries to understand the basic needs of the client and
tries to configure the product according to their needs. As every
Page | 138
organization does not have same type of environment and same
work timing so need to configure according to their organization.
Page | 139
Training:-
Training part starts when the application in configured as per the

needs of the customer. When all the configuration and installation
of the application is done then client must get the training on the
concern application for smooth working and for the friendliness
with the application. So that the client does not make any type of
technical mistakes as far as possible.
Delivered:-
Under the delivery process delivered step shows the final delivery
of the product to the client and the live applicability of the product
to the clients end. Delivery can also be said as (Go Live). And it is
ensured that the product is working correctly and with no issues.
Once the product is delivered and starts working the last step is to
provide assistance and support to the client that would be
explained in the last step of the process.
Support:-
Support team provides assistance to the clients and provides them

the support regarding to the issues or problems faced by the
clients. The basic tool that the organization uses is ZOHO
SUPPORT TOOL by this support tool employees provide the
support to their clients and tries to solve their issues related to
their application. With the help of the zoho support tool the clients
raises the tickets. Then those tickets are then posted and then
assigned to the support team and then the issues are finally
resolved.
Further it is described all the features and the introduction of the support tool.
Page | 140
Introduction to CRM
Before we begin to examine the conceptual foundations of CRM, it will

be useful to define, what is CRM? A narrow perspective
of customer relationship management is database marketing
emphasizing the promotional aspects of marketing linked to database
efforts. Another narrow, yet relevant, view point is to consider CRM
only as customer retention in which a variety of after marketing tactics
is used for customer bonding or staying in touch after the sale is made.
Defines relationship marketing as an integrated effort to
identify, maintain, and build up a network with individuals
consumers and to continuously strengthen the network for
mutual benefit of both sides, through interactive, individualized
and value-added contacts over a period of time. The core theme of all
CRM and relationship marketing perspectives is its focus on co-
operative and collaborative relationships between the firm and its
customers, and/or other marketing actors.
CRM is based on the premise that, by having a better understanding of
the customers needs and desires we can keep them longer and sell more
to them.
Customer relationship management (CRM) is an approach to managing

a company's interaction with current and potential future customers. The
CRM approach tries to analyses data about customers' history with a
company, to improve business relationships with customers, specifically
focusing on customer retention, and ultimately to drive sales growth.
One important aspect of the CRM approach is the systems of CRM that
compile information from a range of different communication channels,
including a company's website, telephone, email, live chat, marketing
materials, social media, and more. Through the CRM approach and the
systems used to facilitate CRM, businesses learn more about their target
audiences and how to best cater to their needs. However, adopting the
CRM approach may also occasionally lead to favoritism within an
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audience of consumers, resulting in dissatisfaction among customers
and defeating the purpose of CRM.
The primary goal of customer relationship management systems is to

integrate and automate sales, marketing, and customer support.
Therefore, these systems typically have a dashboard that gives an
overall view of the three functions on a single page for each customer
that a company may have. The dashboard may provide client
information, past sales, previous marketing efforts, and more,
summarizing all of the relationships between the customer and the firm.
Operational CRM is made up of 3 main components: sales force
automation, marketing automation, and service automation.
Sales force automation works with all stages in the sales cycle, from
initially entering contact information to converting a prospective client
into an actual client. Sales force automation implements Sales
promotion analysis, automates the tracking of a client's account history
for repeated sales or future sales and coordinates sales, marketing, call
centers, and retail outlets. It prevents duplicate efforts between a
salesperson and a customer and also automatically tracks all contacts
and follow-ups between both parties.
Marketing Automation focuses on easing the overall marketing process
to make it more effective and efficient. CRM tools with marketing
automation capabilities can automate repeated tasks, for example,
sending out automated marketing emails at certain times to customers,
or posting marketing information on social media. The goal with
marketing automation is to turn a sales lead into a full customer. CRM
systems today also work on customer engagement through social
media.
Service automation is the part of the CRM system that focuses on direct
customer service technology. Through service automation, customers
are supported through multiple channels such as phone, email,
knowledge bases, ticketing portals, FAQs, and more. Call resolution
and more in order to improve the efficiency of customer service within
a business.
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Zoho support tool:-
Customer refers to an entity that acquires or consumes

goods or services from a desired firm (through the purchasing or
renting) for a mutually decided price. The customer has the ability
to choose between different products and suppliers.
Relationship in business refers to a state involving
mutual dealings between people or parties. It involves interactions
with customers or prospects to better understand their
requirements, interactions that can come through different
channels of communication. The more one interacts, the more
chances to build a strong business relationship based on a better
understanding of the needs of customers.
Management refers to the managing of customer
interactions. This does not merely mean customer support,
but entails mobilizing the entire organization towards
management of all interactions with the customers, and creating a
customer-centric mode of thinking and acting.
Zoho Support is web-based help desk software that gives you the
ability to efficiently manage your organizations customer support
activities.
Zoho support is an On-demand Customer Relationship
Management (CRM) software for managing your customer
relations in a better way. Zoho support software helps streamline
your organization-wide sales, marketing, customer support, and
inventory management functions in a single system.
As the company is working with the zoho support crm .
Zoho supports Opportunity Tracking tool gives you a current,
comprehensive view of all your sales activities. Know where
every customer is in the sales cycle, deal size, contact history,
even competitor information to help craft more effective
messaging. Dynamic Reports & Dashboards provide an easy,
accurate read of everything going on.
You can streamline your organization process by avoiding the
process bottlenecks using the reports. You can run the various
predefined reports or you can create customized reports. Zoho
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Support also enables you to automate the reports generation on
daily, weekly or monthly basis. With this clear report, you can
finalize prime modifications in the work flow towards a good
center functioning.
Zoho Support provides you with various predefined reports
which the administrator can customize as per their need. The
predefined reports are
Ticket Reports
Solution reports
Account and Contact Reports
Tasks Reports
Product Reports
Customer Happiness Reports
Page | 144
Home screen of support tool:-
It works on three levels

o L1- the L1 level shows the working of the employees on the
basics of functions.
o L2- the L2 level works on the basics of techno-functional
where it shows some technical skills with functional
observation.
o L3- where as the L3 level is fully technical where all the
technical problems are solved.
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Home:
On the home page shows the name of the person who is logined
with the crm. And also shows the total pending tasks and tasks
that are for the the specific person. Also shows the history in the
form of bar diagram of a week.
Page | 146
Tickets
Tickets are the issues that are raised by the clients. When a ticket
is raised it comes to the level 1 where the functional level team
hands it to them self and tries to fine the problem and solve them.
If the problem is solved on the 1 st level then the ticket gets closed,
if not solved then the ticket is then transferred to L2 level where
the techno-functional team works on it ,if still the issue is not
resolved and any technical issue is detected then the ticket is then
transferred to the L3 level with the technical department .
Tickets are also classified into some categories

o User query
o User error
o Bugs
o New requirement
o Change request
o Implementation
o Suggestions
Manage the complete life cycle of IT incidents, problems,
changes, and projects with out of the box ITIL workflows. Create
support SLAs, define escalation levels, and ensure compliance.
A lot of little details have to come together to make multi-channel
ticket management work well for your business. Ticket status
indicates what stage a ticket is in. This is also shown to customers
in the self-service portal. Transparency always wins brownie
points! Priority can be assigned to tickets based on the kind of
issue raised. Fire and Falaffel aren't the same type of issue, are
they? Due date indicates the time by which a response is due for a
ticket.
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Some live tickets:-
Case 1:-
In the below ticket it is showing the ticket id and the name of the
client who raised the ticket with the details of the issue they are
facing.
Under the assigned to heading shows the name of the
employee to whom the ticket is being assigned .
The status open shows that team is working on the ticket. If
the status turns to close means the issue is resolved.
Under the level shows the current level team working .
The manager or the assigned team member can set the
priority of the ticket and also the dead line of the concern
ticket .
Under the classification shows the category of the ticket
and is classified on the basics of the issue that is described
by the client.
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Case 2:-
In the above ticket the client has the issue related to the
calculation of the leave details of the employee.
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Case 3:-
In the third case client requested to update the TDS of the crm
HR-One.
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Case 4:-
Under the third ticket Mr. Vikash kumar Jha shows some
technical problem with the portal.
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Case 5:-
Under the case client asks for the error in the calculation in
amount of gratuity.
Described with the details and the format which in provided by
the crm.
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Page | 155
Case 6:-
In the 5th case BIBA brand user of HR-One system support crm
fines the problem related to the full and final settlement payment.
Page | 156
with the below replies the problems are solved through chats and
asks for details if required.
Page | 157
Accounts:-
Accounts shows all the clients connected with the crm. And
also shows in which project.
Under the accounts all the accounts are also shown in the
different categories who are mapped with crm or are not
mapped with crm.
Newest accounts are also updated automatically.
Below image showing the details of Mukul sales who are the
client of Uneecops technologies. Shows the department , status ,
there priority, creators details, modifiers details.
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Contacts:-
Contacts show those contacts that are connected with the head in
the crm. All the details and all the other members added within the
particular contact are also classified in the contacts. Also shows
the contacts satisfaction level of the contact.
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Tasks :-
All the tasks that are to be performed are aliened in the

tasks.
On the left side of the figure shows different categories of
tasks.
My tasks shows all the tasks that are assigned to the
account holder. Completed tasks shows all those tasks that
are been completed. In open tasks shows all those tasks that
are currently open and are under process.
Tasks can be also categorized by high, medium, low. With
the description started, not started or completed and in
process.
Page | 161
Reports:-
Zoho CRM enables fully customizable reports in all the

modules with flexible options, such as cross-linking
modules, 3-level column grouping, scheduling reports
generation and delivering to the intended users including
non-Zoho CRM users through e-mail.
Dashboards give a real-time snapshot of your
organization's key metrics. Using dashboards you can
easily visualize comparisons, patterns, and trends in sales,
marketing, support, and inventory related data. The Zoho
CRM solution dashboard is comprised of different types
of two-dimensional/three-dimensional (2D/3D) charts,
which are generated dynamically and built over
the Macromedia Flash technology. The unique chart is
the Funnel chart, which can be used to visualize the sales
pipeline at various stages intuitively.
In the above screenshot shows the report of HRMS. The

account holder can create new report. Can create new folder
of the reports. Make the report scheduler.
Reports can be shown in different heading.
Page | 162
Here the reports are shown by status. With the details like
ticket id and its status. Owner of the ticket and all the
related information.
Timesheet :-
In the time sheet shows total time period worked by the team
members and the maximum time worked by one member.
Page | 163
Account wise-Timesheet:-
Account wise- timesheet shows the total time worked on the

particular project and the highlighted product shows the
maximum time worked on particular product.
Also showing the grand total time team has worked.
Page | 164
Page | 165
Account wise effort spent:-
Under the account wise effort spent shows the details of the total
hours worked by particular account.
Page | 166
Page | 167
Classification:-
Here the classification of the tickets are shown with the help of
the bar diagram.
As the classification shows the type of the ticket.
Page | 168
Task reports:-
Task reports describe the current status of the task with the details
and the due date of the particular task.
Page | 169
Page | 170
Customer happiness comparison:-
Here customers happiness is shown with the help of the chart and
the level of their satisfaction at different level and on different
date.
Page | 171
Page | 172
Add ticket:-
New ticket can be raised by using the ad ticket.

Under different field the detailed information is filled and in the
comment box issues are described in details.
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Research On

A Summer Training Project Report

B. N. COLLEGE OF ENGINEERING & TECHNOLOGY

Every project big or small is successful largely due to the effort of a

During my summer internship in UNEECOPS TECHNOLOGIS LTD.,

This was a step wise process including collection of data, company

It was the best platform being provided as it has increased my horizons

UNEECOPS TECHNOLOGIES LTD.................................................................................. 16

What HR-One can do for your organization?........................................................33

HR-One Account Login...................................................................................... 35

ESS( EMPLOYEE SELF SERVICE):-......................................................................37

PMS(PERFORMANCE MEASUREMNT STRATEGY ):-.............................................37

Home screen of HR-One:-.................................................................................... 39

Clearance Check List..................................................................................... 49

Time Office Policy............................................................................................. 50

Income Tax Slab............................................................................................ 54

Data Access Rights........................................................................................ 57

Performance Management System...................................................................58

Assign Objective Sheet.................................................................................. 59

Local Conveyance Policy................................................................................ 66

Other Expense Policy..................................................................................... 66

Create and manage positions.................................................................85

Interview feedback and joining:..............................................................85

Manage roles and permissions:..................................................................86

Manage work flow:..................................................................................... 86

Assign Salary Structure.............................................................................. 86

Employee Investment Details.....................................................................89

Set Review Cycles:................................................................................... 100

Review and appraisals:............................................................................. 100

Course Material.............................................................................................. 109

Time office......................................................................................................... 117

Dynamic Reports:..................................................................................... 123

Statutory reports:..................................................................................... 123

Introduction to CRM........................................................................................... 128

Zoho support tool:-............................................................................................ 130

Home screen of support tool:-........................................................................... 132

Some live tickets:-.......................................................................................... 136

Case 1:-....................................................................................................... 136

Case 2:-....................................................................................................... 138

Case 3:-....................................................................................................... 139

Case 4:-....................................................................................................... 141

Case 5:-....................................................................................................... 142

Case 6:-....................................................................................................... 145

Tasks :-............................................................................................................... 151

Timesheet :-....................................................................................................... 154

Account wise-Timesheet:-.................................................................................. 155

Account wise effort spent:-................................................................................ 157

Task reports:-..................................................................................................... 160

Customer happiness comparison:-.....................................................................162

Add ticket:-........................................................................................................ 164

The Capability Maturity Model Integration, or CMMI, is a process

The CMMI helps us understand the answer to the question how

How do we know what we are good at?

How do we know if were improving?

How do we know if the process we use is working well?

How do we know if our requirements change process is useful?

How do we know if our products are as good as they can be?

The CMMI also helps us identify and achieve measurable

CMMI is comprised of a set of Process Areas. Each Process

Organizations can be Rated at a Capability or Maturity Level

The CMMI was developed at the Software Engineering Institute at

CMMI-DEV commands the largest market share, followed by

There are five Maturity Levels in the CMMI