This document provides an overview of the HRIS practices at Future Generali Insurance. It describes the key modules of the HRIS software Adrenalin that is used, including attendance management, leave management, training management, eRecruitment, HR management, reporting, and payroll. It notes that some processes like performance management and self-service are still in development. Positives of the HRIS implementation include automation, data management, communication, and decision making support. A minor negative is the need for employee training. It is recommended to provide more training to maximize productivity from the HRIS systems.
In this presentation, we will discuss the factors that need to be considered while implementing the HRIS in an organization along with issues that might occur and ways to handle and control the same in a professional way without hampering the general workflow.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
The document outlines the 14 key steps for implementing an HRIS system: 1) inception of idea, 2) feasibility study, 3) selecting a project team, 4) defining requirements, 5) vendor analysis, 6) package contract negotiation, 7) training, 8) tailoring the system, 9) collecting data, 10) testing the system, 11) starting up, 12) running in parallel, 13) maintenance, and 14) evaluation. It provides details on each step and emphasizes the importance of proper planning, defining requirements, selecting the right vendor, training, and ongoing maintenance and evaluation after implementation.
This document discusses the process of planning and implementing a new HR information system (HRIS) from start to finish. It begins by explaining the importance of defining key stakeholders and their needs in order to determine the right modules. The planning phase involves deciding on an budget, mapping current processes, identifying necessary system integrations, and distributing a needs questionnaire. Selection involves developing a scorecard to evaluate potential vendor options. Implementation consists of data conversion, system configuration customized to the organization, training employees, and monitoring feedback during the go-live roll-out phase. The overall goal is to select and launch an HRIS that streamlines processes while supporting both management and employee needs.
Human Resource Information Systems (HRIS) are integrated software solutions and databases used to collect, record, store, manage, and present human resource data. HRIS consolidate important HR functions like payroll, benefits administration, and training into a single system to provide information to support strategic decision-making. By facilitating tasks like records management, compliance reporting, and recruitment, HRIS help organizations more efficiently manage their human capital and talent.
A HRIS is a system that uses software to facilitate electronic HR processes and activities by connecting human resources and information technology. It allows HR professionals, support staff, and employees at all levels including executives to manage HR functions. Key components of a HRIS include software from vendors like Oracle, SAP, and PeopleSoft that handle functions like benefits administration, payroll, and training and development. Common challenges to implementing a HRIS include lack of communication and management commitment as well as failure to involve stakeholders.
The document outlines the steps for implementing a Human Resource Information System (HRIS). It discusses 14 steps: 1) inception of idea, 2) feasibility study, 3) selecting a project team, 4) defining requirements, 5) vendor analysis, 6) package contract negotiation, 7) training, 8) tailoring the system, 9) collecting data, 10) testing the system, 11) starting up, 12) running in parallel, 13) maintenance, and 14) evaluation. It also provides details on each step and highlights the importance of properly implementing each step for a successful HRIS system. This is illustrated through a case study of a global logistics company that implemented an HRIS to improve employee leave management across its operations
In this presentation, we will discuss ways to access HR information that are stored centrally, hoe it functions , skills required for HRIS practitioners and benefits of the same.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
In this presentation, we will discuss the factors that need to be considered while implementing the HRIS in an organization along with issues that might occur and ways to handle and control the same in a professional way without hampering the general workflow.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
The document outlines the 14 key steps for implementing an HRIS system: 1) inception of idea, 2) feasibility study, 3) selecting a project team, 4) defining requirements, 5) vendor analysis, 6) package contract negotiation, 7) training, 8) tailoring the system, 9) collecting data, 10) testing the system, 11) starting up, 12) running in parallel, 13) maintenance, and 14) evaluation. It provides details on each step and emphasizes the importance of proper planning, defining requirements, selecting the right vendor, training, and ongoing maintenance and evaluation after implementation.
This document discusses the process of planning and implementing a new HR information system (HRIS) from start to finish. It begins by explaining the importance of defining key stakeholders and their needs in order to determine the right modules. The planning phase involves deciding on an budget, mapping current processes, identifying necessary system integrations, and distributing a needs questionnaire. Selection involves developing a scorecard to evaluate potential vendor options. Implementation consists of data conversion, system configuration customized to the organization, training employees, and monitoring feedback during the go-live roll-out phase. The overall goal is to select and launch an HRIS that streamlines processes while supporting both management and employee needs.
Human Resource Information Systems (HRIS) are integrated software solutions and databases used to collect, record, store, manage, and present human resource data. HRIS consolidate important HR functions like payroll, benefits administration, and training into a single system to provide information to support strategic decision-making. By facilitating tasks like records management, compliance reporting, and recruitment, HRIS help organizations more efficiently manage their human capital and talent.
A HRIS is a system that uses software to facilitate electronic HR processes and activities by connecting human resources and information technology. It allows HR professionals, support staff, and employees at all levels including executives to manage HR functions. Key components of a HRIS include software from vendors like Oracle, SAP, and PeopleSoft that handle functions like benefits administration, payroll, and training and development. Common challenges to implementing a HRIS include lack of communication and management commitment as well as failure to involve stakeholders.
The document outlines the steps for implementing a Human Resource Information System (HRIS). It discusses 14 steps: 1) inception of idea, 2) feasibility study, 3) selecting a project team, 4) defining requirements, 5) vendor analysis, 6) package contract negotiation, 7) training, 8) tailoring the system, 9) collecting data, 10) testing the system, 11) starting up, 12) running in parallel, 13) maintenance, and 14) evaluation. It also provides details on each step and highlights the importance of properly implementing each step for a successful HRIS system. This is illustrated through a case study of a global logistics company that implemented an HRIS to improve employee leave management across its operations
In this presentation, we will discuss ways to access HR information that are stored centrally, hoe it functions , skills required for HRIS practitioners and benefits of the same.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
HRIS IMPLIMANTATION OF SRI LANKA RUPAVAHINI CORPORATIONMahinda Samarakoon
The document summarizes a presentation on assessing the effectiveness of implementing a Human Resource Information System (HRIS) at Sri Lanka Rupavahini Corporation. The presentation covers the background of the organization, their current automated systems including time attendance, finance, loan, and medical systems, an evaluation of the HRIS implementation, and recommendations. Key points are that the current systems are isolated and not fully integrated, manual processes still exist, and a fully implemented HRIS across the organization would help reduce inefficiencies and improve information access.
Salah satu peran HR yang sangat penting adalah menjadi “Administrative Expert” yang terampil mengelola semua data sumber daya manusia dengan baik dan mampu menyajikannya kepada manajemen saat itu juga (on real time basis) serta memungkinkan B2E (Business to Employee), sehingga setiap karyawan mengakses data pribadinya seperti: data pribadi, absensi, cuti, karir, gaji, penilaian karya dll.
This document discusses Human Resource Information Systems (HRIS). It defines an HRIS as a computer-based system for managing HR functions like employee records, leave and absences, skills inventory, and performance reviews. An HRIS aids in planning, decision-making, and reporting. It can create and maintain employee records, ensure legal compliance, assist managers with data, and reduce manual work. The main areas an HRIS is used are personnel administration, leave, skills tracking, performance reviews, training, HR planning, and recruitment. The document provides examples of tactical, strategic, and operational HRIS and discusses the benefits and limitations of implementing an HRIS system.
The document outlines 14 steps for developing and implementing a Human Resource Information System (HRIS). The steps include: conducting a feasibility study; selecting a project team; defining requirements; analyzing vendors; negotiating a package contract; training users; tailoring the system; collecting data; testing the system; starting use of the system; running the system in parallel initially; providing maintenance; and evaluating the system's performance. The goal of the HRIS is to systematically store employee data to aid in planning, decision making, and reporting.
Improving HRIS / HRMS - Facts You Should Know - SilverRoad Solutions - Tom SondeTom Sonde
The document discusses improving HRIS/HRMS systems. It notes that up to 90% of organizations are unhappy with their HR systems and identifies four key areas that often contribute to problems: 1) how the system was set up, 2) how well processes were integrated with technology, 3) the type of training provided, and 4) how well best practices were applied to processes. It recommends focusing improvements on quick win processes and notes that costs to improve are low relative to total system costs, with return on investment usually within one year.
This document discusses computerized human resource information systems (CHRIS). It provides three main purposes: 1) to introduce CHRIS, 2) to demonstrate the benefits and functions of CHRIS, and 3) to describe the features, types, advantages, and limitations of adopting a CHRIS. A CHRIS consists of integrated HR data, information, services, tools, and transactions that can improve HR administration and processes. The document outlines tips for introducing a CHRIS, popular uses of CHRIS, key benefits like increased access to data and streamlined processes, and important features like the use of software and integration with other systems. It also discusses types of CHRIS and considers advantages like facilitating communication and cost effectiveness against limitations such as initial costs
Human Resource Information System (HRIS) is an electronic system used to store and manage HR-related data. It helps HR managers perform functions more effectively and systematically. The key modules of an HRIS include payroll, recruitment, training and development, benefits administration, and performance management. Successful implementation of an HRIS provides benefits like increased efficiency and accuracy, while challenges may include lack of management support or communication issues.
The document provides details about developing a Human Resource Management Information System (HRMIS) for CARE Bangladesh. It discusses analyzing and designing the proposed system, which will integrate various HR modules like employee information, staff transactions, training and reports. Prototyping methodology was used. The system was developed using SQL Server and tested successfully. An implementation plan details how the new system improves upon the previous manual system. Overall, the HRMIS helps optimize HR processes and supports management decision making.
Human Resource Management System(HRMS)Ariful Islam
This presentation introduces a human resource management system (HRMS) project created by five group members. It discusses problems companies face without online HRMS software, such as pressure of files, risk of losing information, and attendance and salary issues. The presentation then outlines the key features of the group's RASAF HRMS software project, including absence management, online salary management, performance records, training announcements, and online job applications. It shows screenshots of the login page and main page. The presentation concludes by thanking the audience.
The document introduces a project to develop HR automation software for an organization. It aims to integrate employee details and allow the HR department to easily update profiles. The software would also facilitate communication between employees and HR. The scope involves creating an application to manage the intranet-based HR system, maintaining all employee data. Key modules would include payroll, benefits administration, recruitment, and training management. The purpose is to streamline HR processes and provide self-service options to reduce administrative workload.
The document discusses the key features and benefits of a Human Resource Management System (HRMS). An HRMS combines various HR functions such as payroll, benefits administration, recruiting, training and performance reviews into a single software package. It allows organizations to reduce manual work and efficiently track employee data, including skills, attendance and salaries. Some key benefits include global access, online applications, report automation, improved employee management and satisfaction. The document also outlines features of HRMS including employee profiles, leave management, attendance tracking, payroll processing and loans. However, it notes privacy and security of employee data as potential disadvantages if the system is hacked or accessed without authorization.
An HRIS is a computer-based system for managing human resource data and processes. It allows organizations to track employee information, ensure legal compliance, forecast future needs, and reduce manual work. Key benefits include increased efficiency, easy data updates, and secure storage of confidential employee data. There are three main types of HRIS - operational systems for routine tasks like performance reviews, tactical systems for allocation decisions, and strategic systems to help set organizational goals. Common HRIS software packages provide functionality for applicant tracking, payroll, training records, and other HR functions. Large companies implement HRIS solutions from vendors like Oracle, SAP, and Workday to digitize HR processes.
Human resource management systems (HRMS) can provide several benefits to organizations. HRMS automate human resource functions like recruitment, hiring, performance appraisals, compensation, and benefits administration. This reduces paperwork and frees up time for managers to focus on more strategic work. HRMS also improve data storage efficiency, save costs, save time, improve data accuracy, and maintain security of employee data. Current HRMS encompass modules for payroll, work time, benefits administration, HR information management, recruiting, training, and employee self-service.
This document outlines a research proposal on evaluating the role of professionalism in the adoption of Human Resource Information Systems (HRIS) in the Nigerian public sector. It begins with defining professionalism and discussing its importance in HR management and how HRIS can be an effective HR tool. It then examines factors that influence organizational technology adoption, including technological, organizational, environmental contexts. It proposes that professionalism be considered an evolving contextual factor and presents a conceptual framework. The research aims to determine the impact of professionalism on HRIS adoption in Lagos State Civil Service and develop an adequate conceptual model. It will utilize a survey of 5 directorates of the civil service commission.
Human resource information system (final)girishma08
Human Resource Information System is a set of interconnected components that collect, process, and store HR information to support decision making, coordination, and control. It is a software solution that helps automate and manage HR, payroll, management, and accounting activities. Developing an HRIS follows the system development life cycle. An HRIS provides benefits like higher speed and accuracy of information retrieval, reduced costs, and improved decision making. However, it also has limitations such as high expenses, potential threats to employees, and lack of clear goals in design.
Techno Expert HR (TEHR) is an online HRMS solution that addresses common problems faced by HR departments. It provides paperless functionality for recruitment, employee management, payroll, performance reviews, and training. The system's main benefits include easy access to employee information, automated reports, streamlined payroll processing, and attendance tracking. It offers cost-effective and user-friendly modules to simplify daily HR tasks. TEHR's web-based system allows for impartial candidate services and helps create an improved work environment for employees and management.
Sharing one of the HRIS lectures designed by our Unit Coordinator and Lecturer: Dr Shah Miah from what we have learned through our Master Program. Greatly appreciated of our teachers guidance and support.
"Hopefully, the readers can use this resource for educational purposes and in a good way"
Ladders HR is a complete Human Resource Management and optimization tool for any organization wanting to excel. It covers all aspects of the Human Resources, starting from Selection, Induction to Training, improving, optimizing, evaluating, appraising and retaining the resources. This solution is available in both Internet and Intranet modes, and allows you to manage multiple companies/ locations/ branches together in an integrated manner, and can be integrated with any ERP system to make the resource management complete.
Human Resource Management System is a best way to reduce the HR workload.Get the best and affordable HRMS system at only here, Eilisys Technologies offers a customized Human Resource Management Software which helps to manage all the essential HR activities of a company.Eilisys is one of the leading companies that manufacture Human Resource Management System .
The document discusses various aspects of human resource management systems (HRMS) including recruitment, employee appraisal, training, and leave accounting/payroll. It begins with an introduction to business applications and how HRMS helps simplify and support business needs. Recruitment techniques covered include internal and external sources as well as the recruitment process. Employee appraisal methods and objectives are outlined along with common problems. Training methods, objectives, and benefits are also reviewed. A case study example on recruitment for expanding operations is provided at the end.
This document discusses the critical incident technique, which involves analyzing significant events or behaviors to evaluate performance. It defines a critical incident as one that makes a significant difference in an activity's outcome. The document outlines how to record critical incidents, including describing the context, incident details, and impact. It explains that critical incidents can involve effective or ineffective behaviors. The technique was developed to evaluate military personnel but is now used in healthcare to understand roles and solve problems. It allows analyzing interactions and patient responses. The document reviews advantages like flexibility and rich data collection, and disadvantages like reliance on memory.
HRIS IMPLIMANTATION OF SRI LANKA RUPAVAHINI CORPORATIONMahinda Samarakoon
The document summarizes a presentation on assessing the effectiveness of implementing a Human Resource Information System (HRIS) at Sri Lanka Rupavahini Corporation. The presentation covers the background of the organization, their current automated systems including time attendance, finance, loan, and medical systems, an evaluation of the HRIS implementation, and recommendations. Key points are that the current systems are isolated and not fully integrated, manual processes still exist, and a fully implemented HRIS across the organization would help reduce inefficiencies and improve information access.
Salah satu peran HR yang sangat penting adalah menjadi “Administrative Expert” yang terampil mengelola semua data sumber daya manusia dengan baik dan mampu menyajikannya kepada manajemen saat itu juga (on real time basis) serta memungkinkan B2E (Business to Employee), sehingga setiap karyawan mengakses data pribadinya seperti: data pribadi, absensi, cuti, karir, gaji, penilaian karya dll.
This document discusses Human Resource Information Systems (HRIS). It defines an HRIS as a computer-based system for managing HR functions like employee records, leave and absences, skills inventory, and performance reviews. An HRIS aids in planning, decision-making, and reporting. It can create and maintain employee records, ensure legal compliance, assist managers with data, and reduce manual work. The main areas an HRIS is used are personnel administration, leave, skills tracking, performance reviews, training, HR planning, and recruitment. The document provides examples of tactical, strategic, and operational HRIS and discusses the benefits and limitations of implementing an HRIS system.
The document outlines 14 steps for developing and implementing a Human Resource Information System (HRIS). The steps include: conducting a feasibility study; selecting a project team; defining requirements; analyzing vendors; negotiating a package contract; training users; tailoring the system; collecting data; testing the system; starting use of the system; running the system in parallel initially; providing maintenance; and evaluating the system's performance. The goal of the HRIS is to systematically store employee data to aid in planning, decision making, and reporting.
Improving HRIS / HRMS - Facts You Should Know - SilverRoad Solutions - Tom SondeTom Sonde
The document discusses improving HRIS/HRMS systems. It notes that up to 90% of organizations are unhappy with their HR systems and identifies four key areas that often contribute to problems: 1) how the system was set up, 2) how well processes were integrated with technology, 3) the type of training provided, and 4) how well best practices were applied to processes. It recommends focusing improvements on quick win processes and notes that costs to improve are low relative to total system costs, with return on investment usually within one year.
This document discusses computerized human resource information systems (CHRIS). It provides three main purposes: 1) to introduce CHRIS, 2) to demonstrate the benefits and functions of CHRIS, and 3) to describe the features, types, advantages, and limitations of adopting a CHRIS. A CHRIS consists of integrated HR data, information, services, tools, and transactions that can improve HR administration and processes. The document outlines tips for introducing a CHRIS, popular uses of CHRIS, key benefits like increased access to data and streamlined processes, and important features like the use of software and integration with other systems. It also discusses types of CHRIS and considers advantages like facilitating communication and cost effectiveness against limitations such as initial costs
Human Resource Information System (HRIS) is an electronic system used to store and manage HR-related data. It helps HR managers perform functions more effectively and systematically. The key modules of an HRIS include payroll, recruitment, training and development, benefits administration, and performance management. Successful implementation of an HRIS provides benefits like increased efficiency and accuracy, while challenges may include lack of management support or communication issues.
The document provides details about developing a Human Resource Management Information System (HRMIS) for CARE Bangladesh. It discusses analyzing and designing the proposed system, which will integrate various HR modules like employee information, staff transactions, training and reports. Prototyping methodology was used. The system was developed using SQL Server and tested successfully. An implementation plan details how the new system improves upon the previous manual system. Overall, the HRMIS helps optimize HR processes and supports management decision making.
Human Resource Management System(HRMS)Ariful Islam
This presentation introduces a human resource management system (HRMS) project created by five group members. It discusses problems companies face without online HRMS software, such as pressure of files, risk of losing information, and attendance and salary issues. The presentation then outlines the key features of the group's RASAF HRMS software project, including absence management, online salary management, performance records, training announcements, and online job applications. It shows screenshots of the login page and main page. The presentation concludes by thanking the audience.
The document introduces a project to develop HR automation software for an organization. It aims to integrate employee details and allow the HR department to easily update profiles. The software would also facilitate communication between employees and HR. The scope involves creating an application to manage the intranet-based HR system, maintaining all employee data. Key modules would include payroll, benefits administration, recruitment, and training management. The purpose is to streamline HR processes and provide self-service options to reduce administrative workload.
The document discusses the key features and benefits of a Human Resource Management System (HRMS). An HRMS combines various HR functions such as payroll, benefits administration, recruiting, training and performance reviews into a single software package. It allows organizations to reduce manual work and efficiently track employee data, including skills, attendance and salaries. Some key benefits include global access, online applications, report automation, improved employee management and satisfaction. The document also outlines features of HRMS including employee profiles, leave management, attendance tracking, payroll processing and loans. However, it notes privacy and security of employee data as potential disadvantages if the system is hacked or accessed without authorization.
An HRIS is a computer-based system for managing human resource data and processes. It allows organizations to track employee information, ensure legal compliance, forecast future needs, and reduce manual work. Key benefits include increased efficiency, easy data updates, and secure storage of confidential employee data. There are three main types of HRIS - operational systems for routine tasks like performance reviews, tactical systems for allocation decisions, and strategic systems to help set organizational goals. Common HRIS software packages provide functionality for applicant tracking, payroll, training records, and other HR functions. Large companies implement HRIS solutions from vendors like Oracle, SAP, and Workday to digitize HR processes.
Human resource management systems (HRMS) can provide several benefits to organizations. HRMS automate human resource functions like recruitment, hiring, performance appraisals, compensation, and benefits administration. This reduces paperwork and frees up time for managers to focus on more strategic work. HRMS also improve data storage efficiency, save costs, save time, improve data accuracy, and maintain security of employee data. Current HRMS encompass modules for payroll, work time, benefits administration, HR information management, recruiting, training, and employee self-service.
This document outlines a research proposal on evaluating the role of professionalism in the adoption of Human Resource Information Systems (HRIS) in the Nigerian public sector. It begins with defining professionalism and discussing its importance in HR management and how HRIS can be an effective HR tool. It then examines factors that influence organizational technology adoption, including technological, organizational, environmental contexts. It proposes that professionalism be considered an evolving contextual factor and presents a conceptual framework. The research aims to determine the impact of professionalism on HRIS adoption in Lagos State Civil Service and develop an adequate conceptual model. It will utilize a survey of 5 directorates of the civil service commission.
Human resource information system (final)girishma08
Human Resource Information System is a set of interconnected components that collect, process, and store HR information to support decision making, coordination, and control. It is a software solution that helps automate and manage HR, payroll, management, and accounting activities. Developing an HRIS follows the system development life cycle. An HRIS provides benefits like higher speed and accuracy of information retrieval, reduced costs, and improved decision making. However, it also has limitations such as high expenses, potential threats to employees, and lack of clear goals in design.
Techno Expert HR (TEHR) is an online HRMS solution that addresses common problems faced by HR departments. It provides paperless functionality for recruitment, employee management, payroll, performance reviews, and training. The system's main benefits include easy access to employee information, automated reports, streamlined payroll processing, and attendance tracking. It offers cost-effective and user-friendly modules to simplify daily HR tasks. TEHR's web-based system allows for impartial candidate services and helps create an improved work environment for employees and management.
Sharing one of the HRIS lectures designed by our Unit Coordinator and Lecturer: Dr Shah Miah from what we have learned through our Master Program. Greatly appreciated of our teachers guidance and support.
"Hopefully, the readers can use this resource for educational purposes and in a good way"
Ladders HR is a complete Human Resource Management and optimization tool for any organization wanting to excel. It covers all aspects of the Human Resources, starting from Selection, Induction to Training, improving, optimizing, evaluating, appraising and retaining the resources. This solution is available in both Internet and Intranet modes, and allows you to manage multiple companies/ locations/ branches together in an integrated manner, and can be integrated with any ERP system to make the resource management complete.
Human Resource Management System is a best way to reduce the HR workload.Get the best and affordable HRMS system at only here, Eilisys Technologies offers a customized Human Resource Management Software which helps to manage all the essential HR activities of a company.Eilisys is one of the leading companies that manufacture Human Resource Management System .
The document discusses various aspects of human resource management systems (HRMS) including recruitment, employee appraisal, training, and leave accounting/payroll. It begins with an introduction to business applications and how HRMS helps simplify and support business needs. Recruitment techniques covered include internal and external sources as well as the recruitment process. Employee appraisal methods and objectives are outlined along with common problems. Training methods, objectives, and benefits are also reviewed. A case study example on recruitment for expanding operations is provided at the end.
This document discusses the critical incident technique, which involves analyzing significant events or behaviors to evaluate performance. It defines a critical incident as one that makes a significant difference in an activity's outcome. The document outlines how to record critical incidents, including describing the context, incident details, and impact. It explains that critical incidents can involve effective or ineffective behaviors. The technique was developed to evaluate military personnel but is now used in healthcare to understand roles and solve problems. It allows analyzing interactions and patient responses. The document reviews advantages like flexibility and rich data collection, and disadvantages like reliance on memory.
The document provides information about developing an HRM system for Pakistan Tea Company including their vision, mission, goals, organizational hierarchy, strategic HRM planning process, job descriptions for key roles, and job specifications. The company's vision is to be the best tea provider in Southeast Asia and their mission is to add value to each cup sold and give customers more than just tea.
Leveraging HRIS to Bring Organization into The Next LevelGoutama Bachtiar
Presented in Human Resource Management Seminar and Conference entitled 'The Implementation of Human Resources Management Information Systems to Enhance Corporate Values' on October 29th 2013.
1. The document discusses Human Resource Information Systems (HRIS) and their purposes and functions within organizations.
2. An HRIS is a systematic way to store employee data and information to aid in planning, decision making, and reporting. It combines HR processes with information technology.
3. The document provides examples of HRIS software systems and their key functions like payroll management, performance evaluation, recruitment, and leave and attendance tracking.
The critical incident method is a technique for collecting clear, observable data about employee performance. It involves identifying and describing specific events where an employee either performed well or needs improvement. The method has several steps: collecting critical incidents as they occur, summarizing them for a rating period, and conducting a performance review with the employee. It is used for various purposes like performance analysis, organizational development, and competency assessment. The advantages are that it provides concrete examples of behavior and is flexible, while the disadvantages include potential inaccuracies in perceptions and the time required for analysis.
This document summarizes a critical incident involving advocacy on behalf of an adolescent patient with cystic fibrosis. It discusses the pathophysiology of cystic fibrosis, the medication Pulmozyme that was needed but not provided at discharge, nursing priorities of promoting airway clearance and quality of life, and various legal, ethical, and political issues arising from the case. It concludes by recommending that special authorization for medications be obtained before discharge if needed, and that pediatricians receive better training in patient advocacy.
HR planning and information systems are important for organizations to meet their objectives. HR planning involves forecasting future personnel needs, developing talent, and strategic international planning. It helps organizations make better business decisions and lower costs. Factors like growth, strategy, and environmental uncertainties affect HR planning. Implementing an HRIS system provides benefits like improved recruitment, training, payroll management, and talent development across the employee lifecycle. For example, adopting a new HRIS system helped Adidas India better manage employees and focus on business goals.
Critical incident method of performance appraisallydiawood280
The critical incident method is an objective performance appraisal method based on observable employee behaviors rather than subjective ratings. Managers document specific positive and negative critical incidents as they occur throughout the review period. These critical incidents, which focus on essential job duties, are then used to evaluate employee strengths and areas for improvement. By documenting incidents over time, the method avoids bias from recent events and provides documentation to support disciplinary actions if needed. It also gives managers opportunities to coach employees and identify process improvements through analysis of routinely problematic incidents.
The document provides an overview of key human resource management concepts including:
1. It defines human resources as the skills, knowledge and abilities of an organization's workforce.
2. It discusses different assumptions about employee motivation including Theory X, Theory Y and views of employees as rational or complex.
3. It explains the systems approach to HRM which involves acquiring, developing and maintaining an effective workforce through integrated HR policies and practices.
4. The summary highlights some objectives of HRM such as developing human resources, satisfying employee needs, and reconciling individual and organizational goals.
The document discusses the key aspects and functions of a Human Resource Information System (HRIS). An HRIS is a software system that collects, stores, manages, and analyzes employee data. It discusses the main goals of an HRIS which are to provide the right information to the right person at the right time efficiently and securely. An HRIS typically includes subsystems for recruitment, training, payroll, performance reviews, and other HR functions. It also discusses best practices for implementing an HRIS such as planning the system, organizing information flow, and getting feedback.
The document discusses Human Resource Information Systems (HRIS). It provides an overview of HRIS, including why they are needed, their applications and utilities, implementation process, benefits, and limitations. It also includes a case study of SunGard, a company that uses an Oracle/PeopleSoft HRIS for functions like payroll processing, training, and recruitment. The HRIS allows for speedy data retrieval and processing, accurate reporting, and more effective HR decision making. However, implementation can be challenging and affect company culture, and systems may face issues like downtime.
This document discusses human resource information systems (HRIS). It begins by defining HRIS as a systematic way to store and analyze employee data to aid decision making. The objectives of HRIS are to provide comprehensive and up-to-date information at a reasonable cost while ensuring data security and privacy. HRIS contains information on jobs, positions and people. It supports strategic, tactical, and operational human resource functions. Common HRIS subsystems include recruitment, payroll, and performance appraisal. Implementing HRIS involves planning, analysis, design, implementation and maintenance. HRIS provides benefits like faster data retrieval and processing, reduced costs, and more effective decision making. However, limitations include potential expenses and issues with computer literacy.
A HRIS is a human resource information system that uses software to automate HR processes and activities electronically. It allows companies to more effectively plan, manage, and control HR costs without dedicating excessive resources. HRIS solutions offer features to support training, payroll, HR compliance, and recruiting. They provide efficiency advantages that give back time to HR administrators and ease information exchange for employees.
HRMIS offers employee Portal, HR, payroll, bwenefits, training, recruiting and compliance solutions. Most are flexibly designed with integrated databases, a comprehensive array of features, and powerful reporting functions and to analyze capabilities that you need to manage your workforce.
Streamlining the hr processes with leave management software leave management...OfficeTimer
the top 5 pain points plaguing the human resource department apart from recruiting resource manpower, retaining the resources, ensuring compliance to policies, managing diversity in workplace, change management and fostering the tier-2 leadership. So, before the discussion boils down to how leave management software streamlines the HR processes, it is imperative that we deep dive into the leave management challenges and how its mismanagement serves as a recipe for disaster.
The document discusses the system approach to human resource management (HRM). It defines HRM and explains how HRM systems merge HRM processes with information technology. Before systems, HR functions varied by organization and were administrative. Now, HRM systems automate processes like payroll, benefits administration, recruiting, training and performance tracking to reduce manual work and provide standardized, integrated information to support strategic HR goals.
This document provides an overview of human resource information systems (HRIS). It begins with defining HR and information systems. It then discusses the concept and need for HRIS, including how it merges HR processes with information technology. The document outlines the functions an HRIS can track and its various applications and utilities, such as personnel administration, salary administration, and performance appraisal. It also discusses HRIS implementation approaches, benefits, limitations, and includes a case study of an HRIS implementation at SunGard.
The document discusses human resource management systems (HRMS) and the benefits they provide to organizations. It outlines how HRMS can help automate core HR functions like benefits administration, payroll processing, recruitment, and training. This increases efficiency, reduces costs associated with benefits and compliance, and improves strategic decision making by providing analytical reporting. HRMS solutions can help address challenges in areas like talent management, compliance, and retaining skilled employees. Overall, adopting an HRMS leads to increased productivity, lower costs, and a quicker return on investment for businesses.
This document discusses human resource management practices at organizations. It covers recruitment processes like job analysis, advertising openings, application reviews and interviews. It also discusses retaining employees through rewards, motivation techniques, and performance reviews. The roles of line managers and legal/regulatory frameworks that impact HR are examined. Common causes for employment termination and organizations' procedures for exiting employees are also summarized.
The Human Resource Information System (HRIS) is software or an online solution used to enter, track, and access data for human resources, payroll, and accounting functions within an organization. An HRIS is designed to provide managers with the information needed to effectively manage the organization. It monitors employee data from hiring to separation. Key features of an HRIS include recruitment tracking, benefits administration, training registration, and performance management. The overall goal of an HRIS is to make the right information available to the right people at the right time to support decision-making.
The document discusses Human Resource Information Systems (HRIS). It begins with defining HR and information systems. It then discusses the concept and need for HRIS, providing examples of its applications and benefits. Key benefits include higher speed and accuracy of data retrieval, reduced costs, and improved decision making. The document also provides a case study of HRIS implementation at SunGard, including their use of Oracle/PeopleSoft. It outlines the typical development process and considerations for HRIS implementation.
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This document summarizes a paper on a Human Resource Management System (HRMS). The HRMS aims to reduce the effort required by administrators to manage daily tasks like attendance tracking, projects, appointments, etc. It contains modules to store employee details, payroll information, training records, performance reviews, resignation details, and resume tracking. The system allows easy access and updating of employee data. It generates timely reports to help monitor employees and support tasks like performance appraisals and promotions. In conclusion, the HRMS automates manual HR processes, improving efficiency, transparency and data access for users.
This document proposes an HR management software solution called HRM Software from Variance Technologies. The software aims to manage the complete HR and payroll cycle through integrated modules like HR management, payroll, time and attendance, benefits administration, and more. It discusses features of modules like personal information management, leave management, time sheets, payroll, training, asset management, performance management, policies, employee self-service and reports. The software promises to streamline HR processes, improve organization structure and help achieve objectives like effective resource utilization and high employee morale.
This document proposes an HR management software solution called HRM Software from Variance Technologies. The software aims to manage the complete HR and payroll cycle through integrated modules like HR management, payroll, time and attendance, benefits administration, and more. It discusses features of modules like personal information management, leave management, time sheets, payroll, training, asset management, performance management, policies, employee self-service and reports. The software promises to streamline HR processes, improve organization structure and help achieve objectives like effective resource utilization and high employee morale.
HRMS Software (Human Resources Management software) to streamline HR processes and improve productivity. This software provides many modules to automate various HR tasks.
Know more details here: https://www.tadalive.com/blog/41857/the-essential-modules-for-hrms-software-that-are-developing-an-efficient-hu/
Trio HRMS is a web-based, customizable HR software that helps companies efficiently manage employee data and reduce time-consuming tasks through automation. It integrates key HR functions like learning management, performance management, talent management, and employee self-service. The document outlines Trio HRMS's features such as recruitment, onboarding, training, performance reviews, leave management, payroll processing, and exit management. It also discusses how Trio HRMS helps organizations achieve objectives related to efficiency, coordination, employee satisfaction, and social responsibilities.
The document discusses Human Resource Information Systems (HRIS). It states that HRIS is a software or online system that handles data entry, tracking, and information related to human resources, payroll, and accounting functions within a business. HRIS allows HR departments to make decisions, coordinate activities, and plan in an effective manner with reduced manual work. It consists of components that work together to gather, process, and store employee information.
A human resource information system (HRIS) is software that allows companies to manage human resources functions like employment records, performance reviews, compensation, and benefits. While not all companies use an HRIS, there are benefits to doing so like reporting capabilities and recruitment tools. An HRIS collects employee data that can then be used to generate detailed reports on topics such as hiring practices, salaries, or performance reviews. It also enables online job applications and resume searches. However, some disadvantages are that the system may be costly to implement and maintain, require training to use properly, and take time to set up, potentially going over deadlines.
Erp hr system presentation by shehab radmanShehabRadman
This document discusses features of an ERP human resources management system (HRMS). The HRMS facilitates processes like payroll, working hours, recruitment, human resources setup, and leave/time-off management. It aims to automate tasks, minimize risks, and increase efficiency of HR operations and workflows.
The document describes a proposed Company Information Tracking System (CITS) that aims to address issues with paper-based human resource management. It discusses the need for the system to provide instant reports and maintain employee performance records. The system is intended to handle company information efficiently and provide real-time reports on areas like payroll and employee evaluations. Diagrams and screenshots depict how the system would function, allowing users to track employee information, tasks, and status updates.
An HRIS (Human Resources Information System) is a software system used to collect and manage employee data. It can perform functions like benefits administration, payroll, training tracking, and performance management. While HRIS systems aim to increase efficiency and compliance, they are primarily transactional databases rather than reporting or analytical tools. Implementing an HRIS successfully requires adequate time, resources, training, and buy-in from employees - a lack of any of these factors can cause an HRIS implementation to fail.
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Future generali hris assignment
1. Human Resource Information System HRM-Assignment-2
GROUP A4 ASSIGNMENT
Human Resource
Information system
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XIMB-PGPBFS (2010-11)
2. Human Resource Information System HRM-Assignment-2
Raja Chaitanya Vikram. G
Index:
S.No Name Page no.
1 Description 3
2 HRIS practices in the organisation 4 to12
3 Group Analysis 13
4 The positives and negatives of the 13
practice
5 Positive practices 13
6 Negative practices 13
7. Match & Mismatch between 14
theory and practice
8. Our recommendation 14
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XIMB-PGPBFS (2010-11)
3. Human Resource Information System HRM-Assignment-2
Organisation: Future Generali Insurance
Description:
ABOUT THE COMPANY:
Future Generali is a joint venture between the India-based Future Group and the Italy-
based Generali Group.
Future Generali is present in India in both the Life and Non-Life businesses as Future
Generali India Life Insurance Co. Ltd. and Future Generali India Insurance Co. Ltd.
FUTURE GROUP
Future Group, led by its founder and Group CEO, Mr. Kishore Biyani, is one of
India’s leading business houses with multiple businesses spanning across the
consumption space. While retail forms the core business activity of Future Group,
group subsidiaries are present in consumer finance, capital, insurance, leisure and
entertainment, brand development, retail real estate development, retail media and
logistics.
THE GENERALI GROUP
The Generali Group is a leading player in the global insurance and financial markets.
Established in Trieste in 1831, today the Group is one of Europe’s largest insurance
providers and the European biggest Life insurer. It is also one of the world’s top asset
managers with assets totalling more than € 400 billion. With an employed sales force
of more than 100,000 people serving 70 million clients in 68 countries, the Group
occupies a leadership position in Western Europe and an increasingly important place
in Eastern Europe and Asia.
3
XIMB-PGPBFS (2010-11)
4. Human Resource Information System HRM-Assignment-2
HRIS practices in the organisation:
From 2009 onwards Future Generali is using HRIS services
Details of Service provider:
The Service provider, for HRIS application used by the Future Generali, is
“Adrenalin”
Adrenalin is a web-based Human Capital Alignment Software available on Microsoft
.Net and IBM Lotus platforms. It automates business-to-employees administrative and
strategic processes. It is workflow based and is accessible to every employee with self
service features.
HRIS – Adrenalin is continuously maintained by 3 dedicated persons in
Future Generali.
They are trying to improvise the existing and pipeline applications.
Key Modules of Adrenalin:
Performance Management
Training Management
eRecruitment
Employee and Manager self-service
Absence/ Leave Management
HR Management
Shift Management
HR & Workgroup Reports/Analytics
Payroll
Following processes are being performed by these Services:
1. Attendance management:
Maintaining information on whether an employee is Present / absent, the
number of Hours worked, OT done, etc is a hygiene requirement for an
organization.
Attendance Processing enables collection of - Swipes, Shift Assignments,
Leave, Holidays and Manual Update data - and prepares this information for
every employee accurately and in a hassle-free manner.
4
XIMB-PGPBFS (2010-11)
5. Human Resource Information System HRM-Assignment-2
The processing can be scheduled at a specified time every day totally
eliminating you from doing any manual work in preparing the Muster.
The Attendance Information will contain data on the in time, Out Time, Hours
Worked, Late In and Early Out times, OT Hours and the Attendance Status of
the employee.
Attendance enables a number of processes to be automated. Some of these
are listed below:
Attendance Regularization request from employee with approval by his
Manager
Shift change request from employee with approval by Manager.
OT Approval request from employee with approval by his Manager.
Pre-OT and Post-OT Request by Manager on behalf of his Team Members.
OT Cancellation Request by employee with approval by his Manager.
5
XIMB-PGPBFS (2010-11)
6. Human Resource Information System HRM-Assignment-2
Reports:
A common feature of most of these reports is the provision to filter the data based on
Employee Categories and Date Range. Apart from the filter, the reports have
provision to export the output into an Excel file.
Representative lists of these reports are given below.
Absenteeism Report
Annual Census Report
Attendance Muster Report
Days Worked Day wise / During Month / Year Report
Manual Swipe Entry Report
Day wise OT Hours Report
On Duty Report
Manager Self Service:
The Manager Self Service module enables a manager to
View the Attendance information of his team members
View the list of all team members who have swiped, thus eliminating a manual
count at the beginning of the Shift
Mark Attendance on behalf of team members
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XIMB-PGPBFS (2010-11)
7. Human Resource Information System HRM-Assignment-2
2. Leave Management:
FG group performing leave management by HRIS-Adrenalin in following ways.
Holiday Planning: Enables the employee to view leave balance under various eligible
heads, plan holiday
Leave Administration: The system enables the employees to regularise leave for
exceptions such as sickness or emergencies
Role-based Workflows: Allows different users, such as employees, managers, payroll
managers and HR administrators to be part of the application flow as per rules of the
organisation.
Reporting: Offers useful reports such as the Punctuality Index for capturing and
analysing trends in leave and attendance of the employees, allowing managers to pro-
actively take steps to tackle any irregularities
Using Employees Leave Management employees can:
View time earned, time taken and remaining balance for each policy assigned.
Model balance as of a specific date to get a real time snap shot of balance
information.
Enter and request time off.
Carryover accrued time.
View time off transaction history.
Using Employees Leave Management managers can:
Approve or reject employee requests for time off
View time earned, time taken and time remaining for each employee
Model an employee's balance as of a specific date
Enter and request time off on behalf of employees
Carryover accrued time on behalf of employees
Make adjustments to an employee's balance
View transaction history of employee leave requests
7
XIMB-PGPBFS (2010-11)
8. Human Resource Information System HRM-Assignment-2
Using Employees Leave Management HR can:
Perform all of the functions that employees and managers can perform
Edit leave records
Delete leave records
Manage leave policy assignments
Edit the employee's service date
Assign leave policies during the hire process
Report on aggregate data for leave policies
3. Training Management:
FG Group using Adrenalin's Training Management module is a powerful solution
to maximise the benefits and effectiveness of training programs extended to
employees by creating customised training schedules that are directly aligned with
their requirements.
Training Management – Features:
Create training courses across locations and specific groups to build an annual
training calendar
Communicate schedule and full course details to employees and invite
nominations from employees, managers or HR
Assign trainers and venues and generate related correspondence
Conduct training courses, track attendance and record faculty and participant
feedback
Track under-subscribed courses and view course details for corrective action
Generate reports to track training costs
Post training feedback allows you to track the effectiveness of training
8
XIMB-PGPBFS (2010-11)
9. Human Resource Information System HRM-Assignment-2
Adrenalin Training Management Features in FG Group:
Track Class Data – With a training management system, you should be able
to not only track information by employee by also information by classes
offered and a history of those classes. The data may include location,
instructor, an enrolled list, costs, grades, CEU’s, and/or credits received from
the class.
Employee Training Data – A training management system will offer far
more detail than simply when an employee took a class and when they are next
due. These systems will also include in the employee data all of the information
covered in the class data.
Job Requirements – A common ability of training management systems is
the ability to track training requirements by job title. For example, within
health care, nurses are required to maintain licenses and take certain training,
such as CPR, on a predetermined time table. When a nurse is hired and added
to the system, the training management system would display exactly what the
training requirements are for their job and the status of each requirement.
Training Management Reporting – As with all HRIS options and features,
they will have the ability to also report on the data contained within your
training database that may include the ability to run reports on the following:
Employee Training History
Employee Required Training and Status
Certifications due
Training cost per department, job title, or class
Employee Enrollment
Employee Training Program (CEU and Credit totals)
Employee class enrollment and class completion letters
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XIMB-PGPBFS (2010-11)
10. Human Resource Information System HRM-Assignment-2
4. eRecruitment:
FG Group introducing eRecruitment by using Adrenalin. It turns recruitment into a
faster, simpler, more effective process. It reduces costs drastically, as well as the
impact of employee turnover. Not only is recruitment across locations aligned with
organizational benchmarks, but right talent and positions requirement, their goals and
performances too can be standardized.
Applications of Adrenalin in FG Group:
Position Management allows you to structure your organisation.
Identify vacancies and map requirements by skill sets, experience etc.
Screen applicants by user friendly search criteria, identifying most capable
resources for key initiatives, evaluate and shortlist with online testing.
Track and record unique resumes across sources.
Interview process automation either through position based structured
interviews or ad hoc interviews.
Make offers to candidates after doing salary structuring.
Issue offers to candidates from the system.
5. HR Management:
FG Group HRIS-Adrenalin HR Management system makes routine HR administration
easy as a breeze. Day-to-day HR administration activities and events now get a
technology edge that makes information available on the go. Areas like HR Data
Maintenance can be automated with individual needs customised. With Adrenalin, HR
administrators can effectively manage tasks around the Employment Life Cycle.
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XIMB-PGPBFS (2010-11)
11. Human Resource Information System HRM-Assignment-2
HR Management - Features
Simplified employee joining & induction.
Employee confirmation with or without appraisal process.
Plan projects consistently across organisation.
Manage Clusters and Role Players within the organization from a central
system.
Track Pay and Compensation details over time.
Protect organizational assets given to employees.
Employee Separation
6. HR & Workgroup Reports/Analytics:
Insights are key to taking business decisions, even in HR. Armed with information
and reports, planning and productivity go hand in hand when constant monitoring is
done. Alignment helps in being prepared and deliver exact business results, saving in
futile cost overruns in a big way.
HR & Workgroup Reports/Analytics - Features
Comprehensive set of built-in reports for line managers & HR skill manager
tools.
Report writing through our independent reporting tool - iReporter.
Export reports to Microsoft Excel
11
XIMB-PGPBFS (2010-11)
12. Human Resource Information System HRM-Assignment-2
7. Payroll:
Adrenalin's payroll system helps to FG Group managers deliver error-free payroll
services month after month. With over 75 analytical reports and statements built in, a
Report Writer® that allows managers to draw up critical info, and a powerful Formula
Builder; payroll services can now consistently surpass expectations in the most
demanding business environments without the administrative hassle.
HR & Workgroup Reports/Analytics - Features
Flexible to create multi-company payrolls with unlimited number of
employees.
Have over 75 statements and reports for the company or the individual at your
fingertips, including group reports for branches, departments, and job
categories.
Calculate tax, gratuity, medical and tax credits.
Comprehensive set of IT, ESI, PF, Leave and miscellaneous statements.
Fully compliant with statutory and legal requirements.
Define formulas with Formula Builder for custom calculations, specifying
special conditions.
Some of the applications like Performance management, Employee & Manager
self service are in pipeline.
12
XIMB-PGPBFS (2010-11)
13. Human Resource Information System HRM-Assignment-2
Group Analysis:
The positives and negatives of the practice:
Positives of the practice:
Accessible to every employee with self service features
Automates routine HR and employee processes, allows managers and
employees to directly access key functional business processes, information
and business intelligence / reports
Maintains / manages HR data
Adrenalin helps organizations and business leaders maximize organizational
human performance and thereby deliver business growth.
Providing a platform for better business-to-employee communication thereby
paving the way for a transparent, positive organizational culture and higher
productivity levels amongst employees.
Acting in alignment of individual goals to organizational goals, providing for a
platform to agree on views and actions
Supporting informed decision making through analytics and reporting tools
that allow the Business Leaders and Managers to review performance and other
metrics related to their human capital.
Giving all employees single window web based to all their HR processes,
reducing time spent on administrative activities, significantly enhancing
individual and corporate productivity.
Relegating administrative efficiencies to the machines while creating a more
strategy focused HR Department.
Consolidating all employee information in one central repository precluding
the need for multiple employee data files maintained by individuals across the
HR department
Automating time-and error prone manual processes, achieving considerable
reduction in administrative time and cost and business process time.
Negatives of the practice:
This is the technical software application and hence employees need to be trained for
using these applications
Other than this there are no major disadvantages.
13
XIMB-PGPBFS (2010-11)
14. Human Resource Information System HRM-Assignment-2
Match between theory and practice:
1. HRIS systems are used for improving work place productivity.
2. HRIS systems used for recruitment and selection process by reducing the turn
around time.
3. HRIS learning portals are the sources of cost effective and flexible training
programs.
Mismatch between theory and practice:
HRIS is not used in succession planning in Future Generali. Whenever there is a need
for succession planning the HR will identify the resources without the aid of HRIS.
Our recommendation for making practice more effective:
All the employees should be adequately trained all the HRIS tools & applications so
that the maximum work place productivity can be achieved through HRIS practices.
THANK YOU
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XIMB-PGPBFS (2010-11)