Computer Application in Hrm Final

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COMPUTER APPLICATION IN HRM

Presented By-

WASIM AHMED & ABHISHEK SONIMBA2ndsemester

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COMPUTER NEED IN HRM

Computers should be thought of as simply another human resources management tool, which when used properly, can help you maximize the quality of the products and services you offer like your development program, your placement process.

It achieves its purpose by freeing you from time-consuming paperwork and giving you more time to interact with your guests. The speed at which information can be processed and reported expedites decision making.

When companies design information systems that allow employees to perform more HR functions for themselves, the managers with human resources responsibilities have more time to focus on the more strategic components of their jobs such as planning, coaching, and counseling, ultimately making them a more effective partner in management decision making.

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BENEFITS OF COMPUTERS

The technology exists today to actually make an office paperless. That means no post-notes, no notepads, no phone rolodex, no day planner.

Human resources functions such as recruitment, hiring, performance appraisals, compensation, and benefits administration and training can all be done without paper.

There are several benefits: Increased storage efficiency. More cost-effective Saves time Improves the accuracy of data Maintains the security of data Improves workplace communication.

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DEFINITION OF HRM

Human Resource Management is the process of acquiring , training , appraising and compensating employees and of attending to their labour relations , health and safety and fairness concern.

These include :• Conducting job analyses • Selecting job candidates• Orienting and training new employees• Training and developing managers.

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HUMAN RESOURCE MANAGEMENT SYSTEM (HRMS)

It refers to the systems and processes at the intersection between human resource management (HRM) and information technology.

It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field.

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BEFORE SYSTEM APPROACH TO HR

The function of Human Resources departments is generally administrative and not common to all organizations.

Organizations may have formalized selection, evaluation, and payroll processes.

The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary.

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PURPOSE OF SYSTEM APPROACH

To reduce the manual workload in administrative activities.

Organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems.

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Currently Human Resource- Management Systems Encompass Payroll. Work Time. Benefits Administration. HR management Information system. Recruiting. Training/Learning Management System. Performance Record. Employee Self-Service.

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Payroll

The payroll module automates the pay process.

Its 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.

This module can encompass all employee-related transactions as well as integrate with existing financial management systems.

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Work Time

The work time gathers standardized time and work related efforts.

The most advanced modules provide broad flexibility in data collection methods, labour distribution capabilities and data analysis features was outdated.

Cost analysis and efficiency metrics are the primary functions.

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Benefits Administration

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.

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HR Management Information System

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.

Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization.

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RECRUITING

Online recruiting has become one of the primary methods.

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.

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TRAINING

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 .

Courses can then be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system.

LMS allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics.

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EMPLOYEE SELF-SERVICE

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 system work without overloading the task on HR department.

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E-HRM

E-HRM is the (planning, implementation and) application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities.

E-HRM is not the same as HRMS (Human resource management system) which refers to ICT systems used within HR departments.

E-HRM is in essence the devolution of HR functions to management and employees.

They access these functions typically via intranet or other web-technology channels

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TYPES

Operational- Administrative functions. (eg- payroll and employee personal data. )

Relational – Supporting business processes by means of training, recruitment, performance management etc.

Transformational- Strategic HR activities such as knowledge management, strategic re-orientation.

“An organisation may choose to pursue E-HRM policies from any number of these tiers to achieve their HR goals.”

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GOALS

E-HRM is seen as offering the potential to :-

Improve services to HR department clients (both employees and management).

Improve efficiency and cost effectiveness within the HR department.

Allow HR to become a strategic partner in achieving organisational goals.

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REFERENCES

Human Resource Management- By- K. Aswathappa Human Resource Management- By-Lloyd L. Byars Leslie W. Rue www.google.com

www.wikipedia.org

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