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1. Taking a Closer Look at Current Human Resources
The first step in analysing existing human resources is developing a profile of the organization's present
workforce. This internal inquiry will determine the amount of people and skills required to achieve corporate
goals, as well as the abilities and competencies of present employees. Most firms can generate an effective and
complete human resource inventory report using human resource information system(HRIS) software. The data
for this report includes information about all employees' education, training, prior employment, current position,
performance ratings, salary level, languages spoken, capabilities, and specialised skills. This information is
obtained through applications and other forms completed by employees and reviewed by supervisors.Samsung
Human Resources Management, for example, may use HRIS to identify Korean managers with four years of
experience who would be suitable candidates for the Regional Specialist Program.
From a planning perspective,this information is critical for assessing the talents that the business presently has
accessible. Additional human resource management processes that benefit from the HRIS database include
employee selection for training and development, promotion, and transfers.Additionally, the HRIS database
may reveal talent shortages,jeopardising the organization's ability to accomplish its objectives.
Additionally, in Chapter 2, we addressed Talent Management as a concept that recognises exceptional workers
and directs human resource operations toward acquiring and retaining them by assisting themin developing
their abilities and realising their potential. Retaining these skilled individuals is vital, and HRM must assist
managers in recognising their critical role in decreasing employee turnover. Managers are claimed to be able to
influence around 75% of the reasons why individuals quit their jobs and leave organisations,including being
honest with workers, offering demanding work, and rewarding employees for their accomplishments. Six human
resource information systems have evolved into critical people management tools for human resource
practitioners. Numerous competitors provide HRIS systems that can be customised to accommodate any size
business and function on almost any platform, including smartphones and tablets such as the iPad. Employers
may either host the data on their own servers or use software as a service (SaaS), which provides the required
services via the Internet for a short period of time. 7