| Human Resource Management Systems |
Article Index for Human Resource |
Website Links For Human |
Information AboutHuman Resource Management Systems |
| CATEGORIES ABOUT HUMAN RESOURCE MANAGEMENT SYSTEMS | |
| management | |
| organizational studies and human resource management | |
| information systems | |
|
Human Resource Management Systems (HRMS, EHRMS), '''Human Resource Information Systems (HRIS)''', '''HR Technology''' or also called '''HR modules''', shape an intersection in 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, whereas the planning and programming of data processing systems evolved into standardised routines and packages of Enterprise Resource Planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different 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 developed predecessors, which makes this software application both rigid and flexible. THE HR FUNCTION'S REALITY All in all, the HR function is still to a large degree administrative and common to all organizations. To varying degrees, most organizations have formalised selection, evaluation, and payroll processes. Efficient and effective management of the "", 2) time and labour management 3) benefits administration and 4) HR management. The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic paycheques 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. Sophisticated HCM systems can set up accounts payable transactions from employee deduction or produce garnishment cheques. The payroll module sends accounting information to the general ledger for posting subsequent to a pay cycle. The time and labor management module applies new technology and methods (time collection devices) to cost effectively gather and evaluate employee time/work information. The most advanced modules provide broad flexibility in data collection methods, as well as labour distribution capabilities and data analysis features. This module is a key ingredient to establish organizational cost accounting capabilities. The benefit administration module permits HR professionals to easily administer and track employee participation in benefits programs ranging from healthcare provider, insurance policy, and pension plan to profit sharing or stock option plans. The HR management module is a component covering all 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 resourse management function involves the recruitment,placement,evaluation,compensation and development of the employees of an organisation.Initially,business used computer based information system to:(1)produce paychecks and payroll reports,(2)maintain personnel records;(3)analyse the use of personnel in business operations.Many organisations have gone beyond the traditional functions and developed human resourse management information sysetm , which supports recruitment,selection,hiring,job placement, performance appraisals,employee benefit analysis, training development, health, safety and security. SEE ALSO
|
|
|