INTRODUCTION
“A human resource information system (HRIS) is software containing a database that allows the manipulation, entering and storage of data regarding employees of the corporation. HRIS allows for the access of important employee information and global visualization.”
In this period of economic growth of the Asian and African economies, the main driving force behind the economic success of third world countries like India is Human Resource. Hence, it has become even more vital today that human resources should be managed very well and for that, an combination of technology with the daily activities of employees of the company should be the prime focus of organizations in a developing country like India, operating in any domain. In last couple of decades, one of the most important technological solutions which are pillar of modern Human Resource Management domain is the implementation and use of Human Resource Information Systems (HRIS).
The utilization of IT development and characteristics for effective managing of the Human resource management (HRM) applications and functions is Human Resource Information System (HRIS). It is systematic procedure for storing, maintaining, recovering and collecting data which is required for the Human Resources (HR), Organizational Characteristics and personnel activities by any organization. Human Resource Information System (HRIS) can vary according to the organization size and can be informal in small organization in context to time cards and payroll records. The main aspect in the corporate success of huge organizations depends on the integration of company’s Information Technology (I.T.) and Human Resource (HR) and the coordinated strategic management.
There are different benefits...
... middle of paper ...
... set of analytical tools that assist managers in establishing objectives and in evaluation the performance of the organization's human resources programs. The well designed HRIS will serve as the main management tool for aligning human resources department goal with long term planning goals.
Many studies cited HRIS benefits, such as the improvement in accuracy, the cost saving and the timely and quick access to information through HR reports. In HR, reports can be generated from data input into a HRIS database via previously programmed report generators, thereby making “transparent” HR collective data from the aggregation of the personal data actually input. Almost all the HR applications involve the automating of HRM activities. Due to technological evolution in mid 1990s, HRIS has shaped the need for and the nature of human resource planning within organizations.
Human Resource embraces the spirit of mission of teaching, research and training (NJIT Website). Human Resource core purpose is to facilitate the transformation of work life at any organization to a standard that surpasses the organizational planning objective (NJIT Website). Human Resource Departments has several goals to include attracting, developing and retaining a premier and diverse workforce; anticipating trends and consequently providing strategic solutions; fostering creativity, innovation, and learning as a whole to foster and facilitate change; ensure compliance with all federal, state and local regulations, as well as overseas labor laws where applicable; and to promote fair and equitable treatment for everyone in the workplace (NJIT Website). In this paper we will discuss three scenarios that require assistance from the Human Resource Department (NJIT Website).
The drawbacks to these types of programs are very few. They all streamline the processes of employee compensation, time keeping, benefit schedule and timeframes for evaluations for improving productivity. These chores used to be done by hand, filed by hand, and updated by hand, this could be, depending on the size of the company and the number of employees, a daunting task, expensive in and of itself. However, having said that these programs make an HR professionals’ life a bit easier, one would tend to think about those individuals in the workforce who are not computer literate and therefore may be unable to access such programs. It is true that time will correct this situation as most school age children today have learned computer literacy but until then a solution must be made available for this factor. Other than the problem of the computer illiteracy these programs are viable and a valuable tool to help in sust...
It is recognised within the majority of large organisations the importance of having and fostering the HRDNI process. The point of a HRDNI is to consider what is working well, what needs improving, what content needs to be covered, and any examples of bad practice. For the HRDNI process to be effective, it has to meet several objectives, including integrated into the strategic plan, estimate the human resource demand, estimate the current supply, determine any discrepancy between the two estimates (Gatewood & Rockmore
In conclusion, Human Resources department plays a significant role in the organization providing a wide range of valuable services to employees in various functional areas such as recruiting and training people, developing public relations, performance appraisals, maintaining workplace atmosphere, employee relations, benefits administration and much more. More than likely, HR essentially contributes to organization’s strategies and objectives through promotion of leadership activities, building friendly workplace environment and ensuring an efficient management of talented employees overall. As a strategic asset of a company, HR improves the human capital utilization and establishes the competitive workforce based on business and market demand.
Jay Morgan, who is the operations manager for the company also takes care of HR management for all eight locations. He feels that implementing an HRIS will help him afford the time and effort to manage this processes from his office at one location. This will reduce cost and will help him manage time.
The first step in the seven essential elements of corporate compliance is to establish standards and procedures. Standards and procedures are policies and guidelines which were implemented to keep and organization operating and functioning legally without breaking any laws. (Safian, 2010, p. 40)
. Purpose: To provide information to Brigade and HR Staff on the significance of HR information system in management personnel readiness.
The main purpose of conducting the interviews with Dr. Rod P. Githens and Ed.D candidate, Joshua C. Collins, is to understand the reasons they chose this career path; meanwhile, it was a good chance to know more about their experiences and stories. I also realized that there are many important components for a scholar to attain a successful career including good preparation, clear communication, and thoughtful organization. There are many takeaways from these two interviews. The following statements will illustrate the most valuable inspiration I obtained from them.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
The function of Human Resources in corporations usually includes the use of metrics and analytics through collection of data on the employees’ efficiency. HR metrics are used to quantify the cost and the impact of employee programs and HR processes and measure the success or failure of HR initiatives (Missildine, 2013). The company is able to track trends and changes with the data collected as it provides for measurement function that helps with HR planning. HR metrics measure the value of the time and money spent on HR activities in the company and together with HR metrics is the HR analytics which is the process of combining data mining with business analytics techniques to analyze human resources data (Missildine, 2013) and provide an organization with considerations for the effective management of employees and quickly and efficiently reach organizational goals. The main issue lies on whether the managers know what to measure and how measurement must be conducted.
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Organizational success or failure is dependent on a myriad of variables that can be challenging to measure and interpret. Success or failure can simply be luck and timing or an orchestrated and deliberate effort. As new technologies allow organizations the ability to rapidly measure and assess its internal and external environmental factors, more efficient strategies can be quickly implemented. The focus of this literature review is specifically on one of these mentioned variables. The paper will detail the relationship that Human Resources (HR) practices have with an organization’s strategic goals and vision.
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.