INTRODUCTION Human Resources Information Systems in simple words can be easily described as the combination of the Information system and the Human Resources through Human Resource software which helps in the function of the human resource process and activity to occur through electronic. Most of the Research conducted shown that HRIS installation leads to increase in the productivity of the employees in the organisation which includes both the managers and the employees and the efficiency improved a lot. It helps the organisation in lot of factors, the major ones are recruiting talented employees, Storing individual details, payroll and it also helps in decision making by providing the information. The main purpose of the paper is to explain clearly about the problem faced by the organization in Human Resource or already implemented HRIS. We discussed with the organisation HR manager about the problems they encounter in the real times through telephonic conversation and mail. In this paper we are discussing about the Critical analysis of the issues with the help of survey of literature materials. We are going to discuss here about the solutions to the issues faced by the organisation. In the final stage we are going to give them the solution by providing proper explanation ORGANIZATION BACKGROUND Company DLF stands for Delhi leasing and finance which is the number one company in India in terms of the land banks and the turnover of the projects what they do. It was found in 1946 and is based in New Delhi India. They have been a public limited company from July 2007 and since then there is no looking back. They made a turnover of 2billion$ in IPO listing alone. They have a employee base of over 4000 employees working... ... middle of paper ... ...listing and select the best candidate. It is done by assigning scores and points to applicants, which shows how good the profiles of potential profiles fit the recruiter's specifications and requirements (Faliagka et al. 2012). Every organization acknowledges the fact that in order to attain sustained growth, companies need to select and secure the right people at the right time and to make sure their best employees stay with the company. It is of great importance and significance to appreciate that recruitment plan can be and should be at every point connected to the talent management plan. Jones, 2013 refers that "Recruitment is not merely a "bolt-on" that can be slotted in at the initial point of talent acquisition, it extends from identifying and sourcing candidates, through the selection and on-boarding process, right up until the employee leaves the company."
The first stage of HRDNI involves analysis and assessment the organisations HRD needs. Further research needs to be conducted to identify appropriate strategies, programs and also delivery methods to be used. The investigation forms the basis for the HRDNI. The
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.
Recruitment and selection impacts the success of every organization. Organizations with effective recruiting and selection result in positive outcomes that affects the products and services, and the perception of the organization. Having the right people for the job will increase profits and decrease costly turnovers. Even though organizations are operating in uncertain times, focusing on staying committed, and making certain they have the best talent will ensure future success. The bottom line of the organization will be impacted by setting a clear direction that employees can get behind, and making sure the right people are hired for the right job.
Gaining and retaining the best possible employees is something every company wants to do. The best way to accomplish this is by implementing talent management into the fabric of human resources. It may take a high level of commitment and planning, but the rewards can be astounding. From specific training, to motivation, optimizing each aspect of talent management allows for businesses and groups to reach their goals. “It is difficult to identify the precise meaning of talent management because of the confusion regarding definitions and terms and many assumptions made by authors who write about talent management” (http://www.irproje.com/media/userfiles/610013.pdf).
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
. Purpose: To provide information to Brigade and HR Staff on the significance of HR information system in management personnel readiness.
Recruitment is an important part of Human Resource Planning. People are an essential resource in a business and therefore need to be used effectively in order to benefit the business.
A solid and effective recruiting and selection process improves your chances of hiring the right person for the right job and more effectively identifies individuals who will fit best into your organizational structure.(Burley, 2014) Finding the right candidate can make or break a company. When recruiting a candidate for a position, as district manager I will be looking for a person who has the qualities to help to make Dunkin Donuts a successful organization. The plan I have is to understand the positions in which I am hiring for and what makes and person qualified for the position. Only after a thorough job analysis can a quality job description be created for use in recruiting and selecting the proper individuals.
Firms need to keep competitive with the industry and do in order to bring in the most talented people they need to make sure they are doing everything they can to recruit the best possible talent. In today’s business marketplace it is not only to create a product that consumers would want but to keep the company innovative and on the cutting edge of business, they will also need to hire the right talent. The human resource department and recruiting firms need to understand what the business world is looking for and how to achieve the goals of the company. Anyone can fill a position within a company but to get the right person is much harder to do. Understanding the goals and corporate environment that the business has developed, then it will more efficiently attract the best talent.
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.
Nowadays, Good managers are not only effective in their use of economic and technical resources, but when they manage people they remember that these particular resources are special, and are ultimately the most important assets. On this occasion, this report is written to explain the reason why Personnel Management has changed to Human Resource Management and how the functions and roles of Human Resource Department differ from Personnel Department.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
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.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
The work of HR specialist is not only affected by the internal factors, there are also external environmental factors that influence how HR specialist operates. In this section, I am going to discuss factors that influence the Practice of HR in organizations, from outside the scope of the organization. The factors include Political, Legislation and Regulations, Actions of Competitors and Economy of the country