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HUMAN RESOURCE MANAGEMENT SYSTEM INTRODUCTION

A Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technology or also called HR modules, or simply "Payroll", refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. Human Resource Management is a complex subject and has far reaching consequences even if one initiative of the HR process is missed out. Most HR initiatives generally stop at Administrative Excellence. A few have struggled to achieve Service Excellence, but only a handful can claim authority in Strategy and Business Excellence. HR Align, has been designed as an IT platform for all the above three levels of excellence. It has done this by seamlessly integrating Behavioral competencies and Domain knowledge to arrive at the potential of an individual. This unique

concept gives a holistic view of your Talent pool leading to optimized Career paths and Succession planning. In todays competitive market place, it helps you ensure that your organization has the right people in the right roles at the right time! HR ALIGN spells out its value proposition through a comprehensive and systematic Approach to Leadership Development. It caters to all the HR needs from the most routine to the highly specialized thereby simplifying and demystifying this immensely complex subject. Align addresses diverse stakeholder needs Board of Directors, CEOs, Senior Management, Line Management and Administrative support. In the process, it orchestrates the assorted strings of Policy, Process, People and Priority - to create a symphony of a collaborative process-driven and business result-centric environment.

LITERATURE REVIEW
All in all, the HR function is still to a large degree administrative and common to all Organizations. The HR function consists of tracking innumerable data points on each employee, from personal histories, data, skills, capabilities, experiences to p a y r o l l records. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing innovative HRMS. Due to complexity in programming, capabilities and limited technical resources, HR executives rely on internal or external IT professionals to develop and maintain

their Human Resource Management Systems (HRMS). Before the "client-server " architecture evolved in the late 1980s, every single HR automation process came largely in form of mainframe computers that could handle large amounts of data transactions. These clientsserver HRMS are characteristically developed around four principal areas o f H R functionalities:
"Payroll",

Time and labour management Benefits administration and HR management.

The Payroll model automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. The time and labour management module applies new technology and methods (time collection devices) to cost effectively gather and evaluate employee time/work information. The benefit administration model permits HR professionals to easily administer and track employee participation in benefits programs ranging from healthcare provider, insurance policy, and pension plan to profit sharing or stock option plans. The HR management module i s a c o m p o n e n t c o v e r i n g a l l o t h e r H R aspects

from application to retirement. The system records basic demographic and a d d r e s s d a t a , selection, training and development, capabilities and skills management, compensation planning records and other related activities While using the internet or corporate intranet as a communication and workflow vehicle, the HRMS/HCM technology can convert these into web-based HRMS components of the ERP system and permit to reduce transaction costs, leading to greater HR and organizational efficiency. Costly and time consuming HR administrative tasks, such as travel reimbursement, personnel data change, benefits enrolment, enrolment in training classes (employee side) and to Instruct a personnel action, authorize access to information for employees (manager's side) are being individually handled and permit to reduce HR transaction time, leading to HR and organizational effectiveness. Consequently HR professionals can spend fewer resources in managing administrative HR activities and can apply freed time and resources to concentration strategic HR issues, which lead to business innovation.

OBJECTIVES OF THE STUDY


Effective utilisation of human resources Organisational structure of relationship Development of human resources Rewards Compatibility of individual goals with those of an organisation

Maintain high morale Identify and satisfy individual and group needs Facilities and opportunities for individual or group development Strengthen and appreciate the human assets

NEED OF THE STUDY


Prior to selecting an HRMS solution, you must identify your business needs, processes and short and long-term goals. Empowering employees to self serve offers significant time-savings for the administrator or department. Using a Web-based HRMS, employees can easily access the system to print a pay stub, W-2s, enroll in employee benefits, view their paid time off, and update personal information. Providing real-time access to vital information equips employees and HR managers with tools to eliminate unnecessary HR workflow

SCOPE OF THE STUDY


Allow for the creation of an application specification to the human resource that maintain the intranet automation of the H.R software i.e., that contains the data related to the employees.

METHODOLOGY OF THE STUDY


Sample size: The sample size is 3000.

Data collection: The data collection method used in the study is primary as well as secondary.
A.

Sources of Data :
Primary Data: - Primary data are originated by a researcher for the specific

purpose of addressing the problem at hand. Primary data in this research involves Information about the company (Turnover, No of employees, HR processes etc.) Sources of primary data: Online questionnaire Personal Meetings Telephonic Interview

Secondary data: - Secondary data are data which have already been collected for purposes other than the problem at hand. These data can be located quickly and inexpensively. Secondary data in this research involves information regarding HR persons (Their name, Name of the organization, Address of organization, their contact nos etc). Sources of Secondary data: Database (from research organization)

Through website of that organization Through LinkedIn connections Through HR forums

CONCLUSION
Utilizing a Web-based platform allows you to streamline the entire HR lifecycle from recruitment and training to payroll and benefits administration. Consolidating these processes into once system allows small and medium sized businesses to proactively manage HR operations and improve efficiency. Most Web-based HRMS platforms offer much more than HR and employee benefits services. Look for a solution that offers a wide range of service offerings including payroll, talent management, applicant tracking, recruiting tools, pre-employment testing, background checks, labor law resources and skills training. Robust and user-friendly reporting tools are also critical. While employee access to a wide range of HR lifecycle services is helpful in streamlining HR processes, it is extremely important to choose a Web-based HRMS platform that is easy to use. Employees are less likely to embrace these services if they are too complex. Keep it simple. Regardless of industry or size, an HRMS platform can help small and medium sized businesses achieve unprecedented levels of efficiency and productivity and can offer your organization the tools and services to stay competitive. This provides you an edge by enabling you to focus on your core business. The key to finding the right HRMS system is selecting an HR business solution that is secure, well-supported, and equipped to help you reach your goals.

With a centralized Web-based HRMS platform to support your HR department, you have the ability to successfully track, manage, and control your most valuable asset, your employees.

BIBLIOGRAPHY
WEBSITEs www.netersontech.com www.wikipedia.com www.citehr.com www.hrforums.com www.google.com