How have hris helped companies to integrate career

2,855 views
2,615 views

Published on

2 Comments
1 Like
Statistics
Notes
  • Excelent Saumitra. Resume keywords are way more important than resume formats. Because recruiters conduct keyword searches during the initial sourcing process in Applicant Tracking Systems. You're not found if your resume doesn't contain the exact keywords. But it's a pain to find those keywords from the job descriptions. I found the site Jobscan http://ow.ly/RmPcR that identify keywords for your. All you do is paste in your resume plus the job description, then Jobscan analyzes your job description for you automatically and identify the most important keywords for you. It literally takes seconds and it so worth the copy and paste. Saved me so much time AND I got more interviews using Jobscan! I recommend it as well.
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • good presentation
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Views
Total views
2,855
On SlideShare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
126
Comments
2
Likes
1
Embeds 0
No embeds

No notes for slide

How have hris helped companies to integrate career

  1. 1. HOW HAVE HRIS HELPEDCOMPANIES TO INTEGRATE CAREER PLANNING WITH EFFECTIVE SUCCESSION PLANNING?
  2. 2. PRESENTED BY: SAUMITRA GUPTA RUCHITA CHOWDHARY SOMA RAJ VIVEK SHARMA MANU GAUR
  3. 3. WHAT IS HRIS? Human Resource Information Systems (HRIS) A system which seeks to merge the activities associated with human resource management (HRM) and information technology (IT) into one common database through the use of enterprise resource planning (ERP) software. Also called Human Resource Management Systems (HRMS).
  4. 4. GOALS OF HRIS… HRIS is to : merge the different parts of human resources including payroll labor productivity benefit management into a less capital- intensive system than the mainframes used to manage activities in the past.
  5. 5.  Every HRIS has different capabilities. So it should be picked up carefully by companies. HRIS is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS.
  6. 6. THE HUMAN RESOURCE INFORMATIONSYSTEMS (HRIS) PROVIDE OVERALL: Management of all employee information. Reporting and analysis of employee information. Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines.
  7. 7.  Benefits administration including enrolment, status changes, and personal information updating. Complete integration with payroll and other company financial software and accounting systems. Applicant tracking and resume management.
  8. 8. THE HRIS THAT MOST EFFECTIVELYSERVES COMPANIES TRACKS: attendance and PTO use, pay raises and history, pay grades and positions held, performance development plans, training received, disciplinary action received, personal employee information, and occasionally,
  9. 9.  management and key employee succession plans, high potential employee identification, and applicant tracking, interviewing, and selection.
  10. 10. CURRENTLY HUMAN RESOURCEMANAGEMENT SYSTEMS ENCOMPASS: Payroll Work Time Benefits Administration HR management Information system Recruiting Training/Learning Management System Performance Record Employee Self-Service
  11. 11. Many organizations have gone beyondthe traditional functions and developedhuman resource managementinformation systems, which supportrecruitment, selection, hiring, jobplacement, performance appraisals,employee benefit analysis, health, safetyand security.
  12. 12.  With an appropriate HRIS, Human Resources staff enables employees to do their own benefits updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees.
  13. 13. SUCCESSION PLANNING AND CAREER PLANNING Succession planning is a process for identifying and developing internal personnel with the potential to fill key or critical organizational positions. Succession planning ensures the availability of experienced and capable employees that are prepared to assume these roles as they become available. Succession planning accelerates the transition of qualified employees from individual contributors to managers and leaders.
  14. 14.  Career planning involves matching an individual’s career goals with opportunities existing in the organization. The organization should identify its own requirements and opportunities, and offer training and career information to its employees. The individual should recognize his goal, aptitude, and recognize what training, and development is essential for a specific career path.
  15. 15.  Career planning is a practical method to meet the organizations internal staffing necessities. When companies promote career planning, employees are too motivated to pursue additional education, and training. Workforce has certain expectations from the organization concerning their career development.
  16. 16.  These are Career equity, Supervisory concern, awareness of career opportunities, and Assessment of potential. Organizational endurance and expansion are the vital tasks of the top management of every organization. These tasks can be satisfied by planning management succession to make certain the accessibility of the correct kind of management personnel at the right time and in the exact positions to provide for constant organizational strength.
  17. 17. ADVANTAGES BECAUSE OF INTEGRATION OF CAREER PLANNING AND EFFECTIVESUCCESSION PLANNING WITH THE HELP OF HRIS…
  18. 18.  It decreases turnover since the organization’s concern for employee results in higher employee faithfulness. It facilitates to build an internal team of promotable employees. It encourages employees to develop. It taps employee skills by providing them with explicit career objectives. It satisfies employee requirements for acknowledgment and achievement.
  19. 19. Builds relation in addition to, cautiously study the behavior and performance of successors over an extended period. Carry out a SWOT analysis of the company to find out its leadership requirements currently and in the upcoming years. Give a sense of stability, direction, and expectations for every key stakeholder: shareholders, customers, employees, and vendors.
  20. 20.  Build up a planned leadership Human Resource Plan that consists of plans to bridge the gaps, need analysis, and complete position descriptions. Keep hold of key employee who may otherwise leave if not properly acknowledged as the successor.
  21. 21. THANK YOU

×