Human Resource Management Information System (HRMIS) It is now time to execute the strategy formulated, indicating certain Human Resource (HR) needs. Human Resource (HR) function can be viewed as having six main menus of Human Resource (HR) practices which can be choose the ones that are most appropriate to implementing the strategy. All of these strategies types require competent people in a generic sense, where each of the strategies also requires different types of employees with types of behaviours and attitudes. The emerging strategic role of the Human Resource (HR) function requires that Human Resource (HR) professionals in the future develop business, professional-technical, change management, and integration competencies. The following …show more content…
6) Human Resource (HR) research
Larger companies are integrating their separate Human Resource Management Information System (HRMIS). A Human Resource (HR) system may be defined as interrelated components working together to collect, process, store and disseminate information to support decision making, coordination, control, analysis, and visualization of an organization’s Human Resources (HR) management activities. There are many reasons for installing such a system:
1) Competitiveness - Human Resource Management Information System (HRMIS) can significantly improve the efficiency of the Human Resource (HR) operation and therefore a company’s bottom line, even for mid-size firms.
2) Improve transaction processing - Human Resource Management Information System (HRMIS) packages provide computerized processing of a wider range of the firm’s HR transactions than would be possible if individual systems for each HR task had to be used.
3) On-line processing making the company’s employee literally part of the Human Resource Management Information System
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Personnel ratios are then used to allocate total requirements to various categories or non-key groups.
- Historical data on the department’s workload
- Number of employees in the concerned department Productivity ratios
P= [Workload / Number of people], see if it was constant or systematic? After establishing this relationship, HR requirements can be computed by dividing predicted workloads by P. Prediction of HR requirements. Ratio such as output in units per employee hour worked for the entire organizational unit can then be computed.
- Production levels (per period unit )
- Value added(outputs – inputs)
- Staffing level Regression analysis
Building a regression model (linear- simple or multiple – or curvilinear) to establish the correlation between staffing levels and other related data, and define this relationship by an equation used for prediction later on Predicting the workload indicators help to identify the
HR
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...
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 next step for AES is to establish a human resource information management (HRIM) system. A HRIM system will allow employees to access information contained in the HR manual through a company intranet. A HRIM system could also help AES employees track their training and development, look for courses to take, search for job openings or cross training opportunities throughout the company, and locate benefit information. As AES plants become more geographically dispersed, a HRIM system will help to communicate the company’s values and strategy to all employees.
This model involves task, technological, structure, and finally human variables. This model is primarily used to evaluate how manipulating a single factor will affect the other three. It is typically used in analysis concerning organizational structure and human resources. The main benefit of using this model is that it is simple to use, however this can also serve as a weakness as it doesn’t provide direct causal statements relating to variables.
Human Resource Management is defined as the management of activities undertaken to attract, develop, motivate, and maintain a high performing work force in an organization. There are a lot of myths about the HR department, for example people just view HR as a “hiring department” and believe it has no major role in growth of an organization. Traditionally, HR function has been viewed as primarily administrative which was focused on the level of the individual employee, the individual job, and the individual practice (Becker, Huselid, and Ulrich 2001), with the assumption that improvements in individual employee performance would undoubtedly enhance performance of the organization. But in the 1990s, an emphasis on strategy and the importance of HR systems emerged with HR emerging today as a strategic paradigm in which individual HR functions, such as recruitment, selection, training, compensation, and performance appraisal, are aligned with each other and also with the overall strategy of the organization (Khatri et al, 2006).For making a successful transformation the HR department has to shed its traditional administrative, compliance, and service role and adopt a new strategic role concerned with developing the organization and the capabilities of its managers (Beer, 1997). Competition, globalization, and continuously changing market and technology are the principal reasons for the transformation of human resource management today (Beer, 1997). According to Beer (1997) following areas are needed to be improved in higher levels for a strategic approach towards Human Resource Management.
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.
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
Work-load analysis- A work-load analysis is done in order to determine how many people are needed according to the workload.
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)
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Furthermore, most organization used the performance to determine the abilities and productivity of the employees. In an organization, employees set their objectives for the year and they monitor it and develop the right skills to achieve the target (Vallerand, 1993).
current and or past performance relative to his or her performance standards. That is employees will
Over the last several decades, technology has revolutionized the way in which we work, communicate and envision the world around us. Human Resource Management has also been significantly impacted by the use and implementation of technology. Human Resource Information Systems (HRIS) are computer software systems that enable Human Resource Managers to easily track, input, control and access critical static information about employees such as “address, social security number, tax status and withholding information, benefits status, payroll information and which department the staffer works in” (Gray, 2013, para. 4). Payroll tasks can also be managed using HRIS (Gray, 2013). Furthermore, HRIS give organizations the ability to easily gather key metrics such as turnover and headcount (Gray, 2013).