Human resource management Essay Example for Free

Human pickfulness management EssayA Human Resources Management System (HRMS) or Human Resources knowledge System (HRIS) refers to the systems and processes at the intersection between serviceman resource management (HRM) and education technology.It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of entropy processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) softw be package.On the whole, these ERP systems gain their origin on softw are that integrates information from opposite 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 proprietary real predecessors, which makes this software application both rigid and flexible.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 procure 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 service (SaaS) or human resource management systems enabled increasingly higher administrative control of such systems. Currently human resource management systems encompass.According to www.oracle.com using an electronic or computerized Human Resource System has several benefits. First is, Automate Key Proce sses,leverage workflow and internet-based processes to speed and perfect recruitment, hiring, budgeting, compensation, termination, performance, skills, collective agreements, and more.Perform rules-based HR budget control. Second, Get a Single Source of Truth, to maintain global HR data in a ace instance for better availability and accuracy of information, with a global single repository of employee data. Third is, Manage Total Compensation, to attract and retain with the right faction of salary and benefits.Set limits and warnings. Control budgets by discussion section, position, or role. Deploy absence and termination policies. Fourth is, Locate and Manage Talent Globally, to manage recruitment, hiring, and deployment on a global basis and address local country requirements at the same time. Manage address information, currency, data formats, banking details, and payment methods for any country. Conduct competency profile and management. Lastly, Integrate Intelligence with HR Management,to integrate intelligence with HR management to align the workforce with corporate objectives.According to www.nefsis.com using cloud-based video conferencing helps human resources cater leverage state-of-the-art communications and online collaboration tools to advance the HR agenda. Now, online training, employee benefit meetings, and job candidate interviews can be conducted in private and group realistic conference rooms anytime, anywhere.Using Video Conferencing has many benefits, to cut travel expenses for job candidate interviews, to shorten the hiring process, especially for distributed businesses, to improve the reach of employee benefit meetings to those that confounded in-person sessions and those traveling, working from home, or at remote offices, and lastly to create a better online platform for employee benefits, safety, and regulatory compliance training.1.1 BACKGROUNDNowadays, there are a lot of manual systems being renovated to computerized one. Just l ike the Human Resource (HR) departments, many companies take away evolved to a new computerized system, and also there are companies that still working on a manual based system. The function of Human Resource (HR) 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. Also the Human Resource (HR) department is in-charge of identifying the potential applicants (Applicant Hiring).Being a Human Resource (HR) department, it is humiliating that they do not have a permanent system or database that can store their employee or applicants information day by day. Sometimes, many companies encounter different problems related wit h the employee or applicants information.Using Ms Excel or Manual Filing is not advisable for storing or tracking employee or applicants data, using those kind of tracking or storing may cause of loss of file, unreliable data, time consuming, heavy manual workload, heavy human work force, and etc. on payroll, time and attendance, performance appraisal, benefits administration, HR information management system, recruiting/learning management, performance record, employee self-service, scheduling, absence management and analytics.The Human Resource (HR) department encourages the proponents to develop a system that will help or solve the existing problems regarding Human Resource (HR) department and also to decrease the human workforce.