Human Resources Information Systems
The linkage of its financial and human resource modules through one database is the
most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.
The function of Human Resources departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "Human Capital" progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the clientserver architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally-developed HRMS were limited to organizations that possessed a large amount of capital. The advent of clientserver, Application Service Provider, and Software as a or Human Resource Management Systems enabled increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass:
Payroll
Work Time
Appraisal performance
1.Benefits ADMINISTRATION
2.Hr MANAGEMENT INFORMATION SYSTEM
3.Recruiting/LEARNING MANAGEMENT # TRAINING SYSTEM
4.Performance RECORD
5.Employee SELF-SERVICE
The PAYROLL MODULE AUTOMATES THE PAY PROCESS BY GATHERING DATA ON EMPLOYEE TIME AND ATTENDANCE, CALCULATING VARIOUS DEDUCTIONS AND TAXES, AND GENERATING PERIODIC PAY CHEQUES AND EMPLOYEE TAX REPORTS. Data IS GENERALLY FED FROM THE HUMAN RESOURCES AND TIME KEEPING MODULES TO CALCULATE AUTOMATIC DEPOSIT AND MANUAL CHEQUE WRITING CAPABILITIES. This MODULE CAN ENCOMPASS ALL EMPLOYEE-RELATED TRANSACTIONS AS WELL AS INTEGRATE WITH EXISTING FINANCIAL MANAGEMENT SYSTEMS.
The WORK TIME MODULE GATHERS STANDARDIZED TIME AND WORK RELATED EFFORTS. The MOST ADVANCED MODULES PROVIDE BROAD FLEXIBILITY IN DATA COLLECTION METHODS, LABOR DISTRIBUTION CAPABILITIES AND DATA ANALYSIS FEATURES. Cost ANALYSIS AND EFFICIENCY METRICS ARE THE PRIMARY FUNCTIONS.
The BENEFITS ADMINISTRATION MODULE PROVIDES A SYSTEM FOR ORGANIZATIONS TO ADMINISTER AND TRACK EMPLOYEE PARTICIPATION IN BENEFITS PROGRAMS. These TYPICALLY ENCOMPASS INSURANCE, COMPENSATION, PROFIT SHARING AND RETIREMENT.
The HR MANAGEMENT MODULE IS A COMPONENT COVERING MANY OTHER HR ASPECTS FROM APPLICATION TO RETIREMENT. The SYSTEM RECORDS BASIC DEMOGRAPHIC AND ADDRESS DATA, SELECTION, TRAINING AND DEVELOPMENT, CAPABILITIES AND SKILLS MANAGEMENT, COMPENSATION PLANNING RECORDS AND OTHER RELATED ACTIVITIES. Leading EDGE SYSTEMS PROVIDE THE ABILITY TO "READ" APPLICATIONS AND ENTER RELEVANT DATA TO APPLICABLE DATABASE FIELDS, NOTIFY EMPLOYERS AND PROVIDE POSITION MANAGEMENT AND POSITION CONTROL. Human RESOURCE MANAGEMENT FUNCTION INVOLVES THE RECRUITMENT, PLACEMENT, EVALUATION, COMPENSATION AND DEVELOPMENT OF THE EMPLOYEES OF AN ORGANIZATION. Initially, BUSINESSES USED COMPUTER BASED INFORMATION SYSTEMS TO:
Produce PAY CHECKS AND PAYROLL REPORTS;
Maintain PERSONNEL RECORDS;
Pursue TALENT MANAGEMENT.
Online RECRUITING HAS BECOME ONE OF THE PRIMARY METHODS EMPLOYED BY HR DEPARTMENTS TO GARNER POTENTIAL CANDIDATES FOR AVAILABLE POSITIONS WITHIN AN ORGANIZATION. Talent MANAGEMENT SYSTEMS TYPICALLY ENCOMPASS:
Analyzing PERSONNEL USAGE WITHIN AN ORGANIZATION;
Identifying POTENTIAL APPLICANTS;
Recruiting THROUGH COMPANY-FACING LISTINGS;
Recruiting THROUGH ONLINE RECRUITING SITES OR PUBLICATIONS THAT MARKET TO BOTH RECRUITERS AND APPLICANTS.
The SIGNIFICANT COST INCURRED IN MAINTAINING AN ORGANIZED RECRUITMENT EFFORT, CROSS-POSTING WITHIN AND ACROSS GENERAL OR INDUSTRY-SPECIFIC JOB BOARDS AND MAINTAINING A COMPETITIVE EXPOSURE OF AVAILABILITIES HAS GIVEN RISE TO THE DEVELOPMENT OF A DEDICATED APPLICANT TRACKING SYSTEM, OR 'ATS', MODULE.
The TRAINING MODULE PROVIDES A SYSTEM FOR ORGANIZATIONS TO ADMINISTER AND TRACK EMPLOYEE TRAINING AND DEVELOPMENT EFFORTS. The SYSTEM, NORMALLY CALLED A LEARNING MANAGEMENT SYSTEM IF A STANDALONE PRODUCT, ALLOWS HR TO TRACK EDUCATION, QUALIFICATIONS AND SKILLS OF THE EMPLOYEES, AS WELL AS OUTLINING WHAT TRAINING COURSES, BOOKS, CDS, WEB BASED LEARNING OR MATERIALS ARE AVAILABLE TO DEVELOP WHICH SKILLS. Courses CAN THEN BE OFFERED IN DATE SPECIFIC SESSIONS, WITH DELEGATES AND TRAINING RESOURCES BEING MAPPED AND MANAGED WITHIN THE SAME SYSTEM. Sophisticated LMS ALLOW MANAGERS TO APPROVE TRAINING, BUDGETS AND CALENDARS ALONGSIDE PERFORMANCE MANAGEMENT AND APPRAISAL METRICS.
The EMPLOYEE SELF-SERVICE MODULE ALLOWS EMPLOYEES TO QUERY HR RELATED DATA AND PERFORM SOME HR TRANSACTIONS OVER THE SYSTEM. Employees MAY QUERY THEIR ATTENDANCE RECORD FROM THE SYSTEM WITHOUT ASKING THE INFORMATION FROM HR PERSONNEL. The MODULE ALSO LETS SUPERVISORS APPROVE O.T. requests FROM THEIR SUBORDINATES THROUGH THE SYSTEM WITHOUT OVERLOADING THE TASK ON HR DEPARTMENT.
by: govindam
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