Human resource management Essay Example for Free

Human option direction EssayA Human options Management corpse (HRMS) or Human Resources Information System (HRIS) refers to the systems and processes at the intersection between human resource management (HRM) and knowledge 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 data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software.On the whole, these ERP systems have their antecedent on software that integrates information from different exertions 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.To reduce the manual workload of these administrative activities, organizations began to electron ically automate many another(prenominal) of these processes by introducing specialized human resource management systems. HR executives rely on internal or away 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 cap investment necessary to buy or program proprietary software, these internally developed HRMS were limited to organizations that possess 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 much(prenominal) systems. Currently human resource management systems encompass.According to www.oracle.com victimisation an electronic or computerized Human Resource System has several upbeats. First is, Autom ate Key Processes,leverage workflow and internet-based processes to speed and optimize recruitment, hiring, budgeting, compensation, termination, performance, skills, collective agreements, and more. action rules-based HR budget control. Second, Get a Single Source of Truth, to maintain global HR data in a individual 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 combination of salary and benefits. hardened limits and warnings. Control budgets by department, position, or role. Deploy absence and termination policies. Fourth is, Locate and Manage endowment fund Globally, to manage recruitment, hiring, and deployment on a global basis and address local country requirements at the corresponding time. Manage address information, currency, data formats, banking details, and payment methods for any country. Conduct competency profiling and managemen t. 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 staff 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 virtual conference live 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 advance the reach of employee benefit meetings to those that missed 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 dowry of manual systems being renovated to computerized one. Just like the Human Resource (HR) departments, many companies have evolved to a forward-looking computerized system, and similarly there are companies that still working on a manual based system. The do work of Human Resource (HR) departments is generally administrative and common to all organizations.Organizations may have formalized selection, evaluation, and payroll department processes. Efficient and effective management of human capital progressed to an increasingly imperative and complex process. The HR amour 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 difference applicants (Applicant Hiring).Being a Human Resource (HR) department, it is humiliating that they do not have a indissoluble system or database that can store their employee or applicants information d ay by day. Sometimes, many companies encounter different problems related with the employee or applicants information.Using Ms go past 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, impenetrable 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.