An HRIS is a system used to collect, store, and analyze information about an organization's human resources. It aims to provide accurate, relevant, and timely information about employees and their functions at a reasonable cost. Key components of most HRIS systems include personal employee data, work history, training records, skills inventory, and career development plans. HRIS systems benefit HR managers, professionals, and employees by increasing efficiency, effectiveness, and integrating HR technologies like compensation, staffing, and training. Common applications of HRIS include job descriptions, HR planning, recruitment, performance management, and training and development.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
HRIS being the most important tool is needed for the modern trends in the organization.This slides gives the brief introduction related to the HRIS topic and the history of HRIS.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
HRIS being the most important tool is needed for the modern trends in the organization.This slides gives the brief introduction related to the HRIS topic and the history of HRIS.
Meaning of HRM, Importance of HRM, Objectives and Functions, process of HRM, Systems and Techniques, Role of human resource manager, duties and responsibilities of human resource manager, typical organization set up of human resource department.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
* How high is your annual employee turnover?
* How much of your employee turnover consists of regretted loss?
* Do you know which employees will be the most likely to leave your company within a year?
Find the answer from HR Analytics because Human Resource analytics (HR analytics) is about analyzing an organizations’ people problems.
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
Meaning of HRM, Importance of HRM, Objectives and Functions, process of HRM, Systems and Techniques, Role of human resource manager, duties and responsibilities of human resource manager, typical organization set up of human resource department.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
* How high is your annual employee turnover?
* How much of your employee turnover consists of regretted loss?
* Do you know which employees will be the most likely to leave your company within a year?
Find the answer from HR Analytics because Human Resource analytics (HR analytics) is about analyzing an organizations’ people problems.
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
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
Human Resource Information System: A study on Telecommunication Industry of B...Masum Hussain
In today’s organizations Human Resource is considered as one of the key resources of business organizations. The transaction processing layer of information system (IS) in human resource function deals with routine activities like attendance recording and payroll calculations. The operational level activities also include maintaining the employee records which is used as a basis for strategic layers. With the growing importance of human resource management and increasing size of the organizations, maintenance of employee related data and generating appropriate reports are the crucial aspects of any organization. The Human Resource Information System (HRIS) is a collection of men, tools, procedures and software to perform various business tasks at various levels in the organization. Many organizations have separate MIS departments which are involved in maintaining records, performing transactions, report generations and consolidation of the important information which will be supplied to the various levels of the management. MIS has three basic levels: operational, middle management and top management where the information is passed from bottom to top. This report is an attempt to design an information system for Bangladesh telecommunication industry, which involves attendance capturing & recording system which will be used in monitoring the staff, control over the irregularities and reporting to the top management and show how it is useful in decision making. This paper is an attempt to highlights the role of information systems in Human Resource Management and show how it helps in taking management decisions related to management function especially for the top management.
Today, the world has undergone massive changes: the Internet bubble has come and gone, and emerging countries such as China and India have become prominent global users and providers of ICT equipment and services. Struggling to emerge from the financial crisis, developed economies are striving to return to higher levels of growth and competitiveness while fighting stubbornly high unemployment rates, especially among their youth. Both emerging and developed economies are focusing on innovation, competing globally for talent, resources, and market shares. Information flows and networks have spread across borders in ways that could not be imagined before the onset of the Internet, the global adoption of mobile telephony and social networks, and the rapid growth of broadband. Business models have been redefined, the workplace has been redesigned and entire functions of society (education, health, security, privacy) are being rethought. Apart from these HRIS has various advantages and the most crucial is the employee retention as employees as themselves crucial for the organizations; it is also ratified by all that an HRIS blunt the edge of staff attrition by providing HR officers with the information they need.
The compensation strategy is the essential strategy for the business, which wants to eliminate the external competition from attacking the top talents. The company has to define its position on the job market, it has to identify bene
It's about how in these times, HR managers can use IT to make their HR functions possible in a smooth manner. You can have such s/w readily available for their organization as per the requirements.
What website can I sell pi coins securely.DOT TECH
Currently there are no website or exchange that allow buying or selling of pi coins..
But you can still easily sell pi coins, by reselling it to exchanges/crypto whales interested in holding thousands of pi coins before the mainnet launch.
Who is a pi merchant?
A pi merchant is someone who buys pi coins from miners and resell to these crypto whales and holders of pi..
This is because pi network is not doing any pre-sale. The only way exchanges can get pi is by buying from miners and pi merchants stands in between the miners and the exchanges.
How can I sell my pi coins?
Selling pi coins is really easy, but first you need to migrate to mainnet wallet before you can do that. I will leave the telegram contact of my personal pi merchant to trade with.
Tele-gram.
@Pi_vendor_247
Turin Startup Ecosystem 2024 - Ricerca sulle Startup e il Sistema dell'Innov...Quotidiano Piemontese
Turin Startup Ecosystem 2024
Una ricerca de il Club degli Investitori, in collaborazione con ToTeM Torino Tech Map e con il supporto della ESCP Business School e di Growth Capital
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what is the future of Pi Network currency.DOT TECH
The future of the Pi cryptocurrency is uncertain, and its success will depend on several factors. Pi is a relatively new cryptocurrency that aims to be user-friendly and accessible to a wide audience. Here are a few key considerations for its future:
Message: @Pi_vendor_247 on telegram if u want to sell PI COINS.
1. Mainnet Launch: As of my last knowledge update in January 2022, Pi was still in the testnet phase. Its success will depend on a successful transition to a mainnet, where actual transactions can take place.
2. User Adoption: Pi's success will be closely tied to user adoption. The more users who join the network and actively participate, the stronger the ecosystem can become.
3. Utility and Use Cases: For a cryptocurrency to thrive, it must offer utility and practical use cases. The Pi team has talked about various applications, including peer-to-peer transactions, smart contracts, and more. The development and implementation of these features will be essential.
4. Regulatory Environment: The regulatory environment for cryptocurrencies is evolving globally. How Pi navigates and complies with regulations in various jurisdictions will significantly impact its future.
5. Technology Development: The Pi network must continue to develop and improve its technology, security, and scalability to compete with established cryptocurrencies.
6. Community Engagement: The Pi community plays a critical role in its future. Engaged users can help build trust and grow the network.
7. Monetization and Sustainability: The Pi team's monetization strategy, such as fees, partnerships, or other revenue sources, will affect its long-term sustainability.
It's essential to approach Pi or any new cryptocurrency with caution and conduct due diligence. Cryptocurrency investments involve risks, and potential rewards can be uncertain. The success and future of Pi will depend on the collective efforts of its team, community, and the broader cryptocurrency market dynamics. It's advisable to stay updated on Pi's development and follow any updates from the official Pi Network website or announcements from the team.
What price will pi network be listed on exchangesDOT TECH
The rate at which pi will be listed is practically unknown. But due to speculations surrounding it the predicted rate is tends to be from 30$ — 50$.
So if you are interested in selling your pi network coins at a high rate tho. Or you can't wait till the mainnet launch in 2026. You can easily trade your pi coins with a merchant.
A merchant is someone who buys pi coins from miners and resell them to Investors looking forward to hold massive quantities till mainnet launch.
I will leave the telegram contact of my personal pi vendor to trade with.
@Pi_vendor_247
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Poonawalla Fincorp and IndusInd Bank Introduce New Co-Branded Credit Cardnickysharmasucks
The unveiling of the IndusInd Bank Poonawalla Fincorp eLITE RuPay Platinum Credit Card marks a notable milestone in the Indian financial landscape, showcasing a successful partnership between two leading institutions, Poonawalla Fincorp and IndusInd Bank. This co-branded credit card not only offers users a plethora of benefits but also reflects a commitment to innovation and adaptation. With a focus on providing value-driven and customer-centric solutions, this launch represents more than just a new product—it signifies a step towards redefining the banking experience for millions. Promising convenience, rewards, and a touch of luxury in everyday financial transactions, this collaboration aims to cater to the evolving needs of customers and set new standards in the industry.
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how can I sell pi coins after successfully completing KYCDOT TECH
Pi coins is not launched yet in any exchange 💱 this means it's not swappable, the current pi displaying on coin market cap is the iou version of pi. And you can learn all about that on my previous post.
RIGHT NOW THE ONLY WAY you can sell pi coins is through verified pi merchants. A pi merchant is someone who buys pi coins and resell them to exchanges and crypto whales. Looking forward to hold massive quantities of pi coins before the mainnet launch.
This is because pi network is not doing any pre-sale or ico offerings, the only way to get my coins is from buying from miners. So a merchant facilitates the transactions between the miners and these exchanges holding pi.
I and my friends has sold more than 6000 pi coins successfully with this method. I will be happy to share the contact of my personal pi merchant. The one i trade with, if you have your own merchant you can trade with them. For those who are new.
Message: @Pi_vendor_247 on telegram.
I wouldn't advise you selling all percentage of the pi coins. Leave at least a before so its a win win during open mainnet. Have a nice day pioneers ♥️
#kyc #mainnet #picoins #pi #sellpi #piwallet
#pinetwork
how to sell pi coins in South Korea profitably.DOT TECH
Yes. You can sell your pi network coins in South Korea or any other country, by finding a verified pi merchant
What is a verified pi merchant?
Since pi network is not launched yet on any exchange, the only way you can sell pi coins is by selling to a verified pi merchant, and this is because pi network is not launched yet on any exchange and no pre-sale or ico offerings Is done on pi.
Since there is no pre-sale, the only way exchanges can get pi is by buying from miners. So a pi merchant facilitates these transactions by acting as a bridge for both transactions.
How can i find a pi vendor/merchant?
Well for those who haven't traded with a pi merchant or who don't already have one. I will leave the telegram id of my personal pi merchant who i trade pi with.
Tele gram: @Pi_vendor_247
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Introduction to Indian Financial System ()Avanish Goel
The financial system of a country is an important tool for economic development of the country, as it helps in creation of wealth by linking savings with investments.
It facilitates the flow of funds form the households (savers) to business firms (investors) to aid in wealth creation and development of both the parties
what is the best method to sell pi coins in 2024DOT TECH
The best way to sell your pi coins safely is trading with an exchange..but since pi is not launched in any exchange, and second option is through a VERIFIED pi merchant.
Who is a pi merchant?
A pi merchant is someone who buys pi coins from miners and pioneers and resell them to Investors looking forward to hold massive amounts before mainnet launch in 2026.
I will leave the telegram contact of my personal pi merchant to trade pi coins with.
@Pi_vendor_247
2. HUMAN RESOURCE
INFORMATION SYSTEMS (HRIS)
Definition
Human Resource Information System is an
organized method of providing information about
Human resource
Their functions
External factors
relevant to managing human resource.
3. OBJECTIVE OF HR INFORMATION
SYSTEM
1) To provide accurate information about human
resource and their functioning and relevant
environmental factors
2) To provide relevant information
3) To provide timely information
4) To supply the desired information at a reasonable
cost
5) To use the most efficient method of processing
data
5. MOST HRIS CONTAIN
Personal history
- Name, date of birth, sex
Work history
- Salary, first day worked, employment status,
positions in the organization, appraisal data
and hopefully, pre-organizational information
6. Training and development completed, both
internally and externally
Career plans including mobility
Skills inventory
- Skills, education, competencies look for
transferable skills
10. INTEGRATING THE TECHNOLOGIES
OF HR
HR functions
Ex: compensation
staffing
training
HRIS process of change has created significant
challenges for HR professionals resulting in the
transformation of traditional processes into on-line
processes
11. INCREASED EFFICIENCY
Rapid computing technology has allowed more
transactions to occur with fewer fixed resources.
Though technologies of early mainframes
provided significant efficiencies in these areas
The difference is that the record processing
efficiencies that were once only available to large
firms are now readily available to any organization
size
12. INCREASED EFFECTIVENESS
Computer technology is designed to improve
effectiveness either by in terms of the accuracy of
information
Using the technology to simplify the process
However, onerous manual reconciliation processes
may be executed faster, but also with near perfect
accuracy using automated systems.
Using computer technology in these processes
ensures accurate results
13. DESIGNING OF HRIS
Data Collection-
Nature and form of data will vary from organization
to organization depending upon its objectives.
After collection of data, the irrelevant data should be
filtered out and the relevant data should be properly
classified and tabulated so that it can be used easily
when needed
14. Planning of System
It requires the identification of objectives of the
system
This further requires a clear formulation of
objectives of the organization, spelling out of the
activities required to be carried out, work
relationships, work patterns
15. Organizing Flow of Information
The system designer should study what is the
prevailing flow of information and compare it with
what should be flow of information
16. Data Management-
Data Management-A good data management
system involves editing the data.
Processing Operations - classifying ,analyzing ,
summarizing and editing the data.
Storage of data- indexing, coding and filing of
information.
17. Implementation
This phase deals with the fitting in HRIS into the
organization structure.
The old information flow may be allowed to
continue as it new system may be installed to meet
the requirement of the new operation.
18. Feedback
The regular feedback regarding the actual
functioning of the HRIS is a must for the designers
to fill up the gap between its planning and
implementation.
Hence the system should be continuously
reviewed in the light of changes in the
environment both within the organization and
outside the organization
19. APPLICATIONS OF HRIS
1.Job Description
Produce printouts that describes jobs according to
user specifications and information input into the
system.
As a minimum job description includes job title,
Purpose, duties and responsibilities
2.HR Planning
Forecast demands for key jobs as well as employees
turnover and patterns of inter-organizational
mobility.
20. 3.Staffing
Address recruitment, selection and placement
functions and can include the following modules:-
Applicant tracking
Job posting
Job requirements analysis
Job person matching
21. 4.Succession Planning
Report information on the availability if
competent candidates for key positions.
It can help in identifying candidates for each key
positions and the development needs of
candidates where they fall short of the
requirements for a target job.
5.Training and Development
It includes the following:-
- Career planning.
- Development needs analysis.
- Development advisor.
22. 6.Performance Appraisal
Help managers direct employees to achieve
organizational goals and develop their
competencies.
It includes the following:-
-Performance assessments
-Goals accomplishments
-Reward management
7.Job Evaluation-
Computer assisted job evaluation system helps
managers determine job evaluation points or
classification levels and job hierarchies.
Human Resource Information System (HRIS) is a systematic way of storing data and information for each individual employee to aid planning, decision making, and submitting of returns and reports to the external agencies
1.To make the desired information available in
the right form to the right person and at the
right time.
2.To supply the desired information at a
reasonable cost.
3.To use the most efficient method of processing
data.
Thus, for the HR professional there is an increasing reliance on the HRIS to fulfil even the most elementary job tasks. As human capital plays a larger role in competitive advantage, functional managers expect the HRIS to provide functionality to meet the unit’s goals and objectives. Moreover, managers rely on the HRIS’s capabilities to provide superior data collection and analysis, especially for performance appraisal and performance management. Additionally, it also includes skill testing, assessment and development, résumé processing, recruitment and retention, team and project management, and management development. Finally, the individual employees become end users of many HRIS applications. The increased complexity of employee benefit options and the corresponding need to monitor and modify category selections more frequently has increased the awareness of HRIS functionality among employees. Web-based access and self-service options have simplified the modification process and enhanced the usability of many benefit options and administration alternative for most employees.
2.Organising Flow of Information-The system
designer should study what is the prevailing flow of information and compare it with what should be flow of information.It based on following premises:-
The managers need the information he wants for decision making.
Better communication between manager will improve organisational performance.
3.Implementation-This phase deals with the fitting in HRIS into the organisation structure.The varipous alternative available in this connection are:-
The old information flow may be allowed to continue as it ia ang new system may be installed to meet the requirement of the new operation.
4.Feedback-The regular feedback regarding the actual functioning of the HRIS is a must for the designers to fill up the gap between its planning and implementation.Hence the system should be continously reviewed in the light of changes in the environment both within the organisation and outside the organisation.
1.Job Description-Produce printouts that
describes jobs according to user specifications
and information input into the system. As a
minimum job description includes job title,
purpose, duties and responsibilities, the
computer program should allow the authorised
users to update and reformat job descriptions