Human Resource Management

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. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems.

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HER executives rely on Internal or external IT professionals to develop and maintain an Integrated HARMS. Before the client-? server architecture evolved in the late sass, many HER automation processes were legated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally developed HARMS were limited to organizations that possessed a large amount of capital.

The advent of client- server, application service provider, and software as a service (AAAS) or human resource management systems enabled Increasingly higher administrative control of such systems. Currently human resource management systems encompass. According to www. Oracle. Com using an electronic or computerized Human Resource System has several benefits. First is, Automate Key Processes,leverage workflow and internet-based processes to speed and optimize recruitment, hiring, budgeting, compensation, termination, performance, skills, collective agreements, and more. Perform rules-based HER budget control.

Second, Get a Single Source of Truth, to maintain global HER data in a single instance for better availability and accuracy of information, with a global single repository of employee data. Third is, Manage Total Compensation, to attract and retain with the right combination of salary and benefits. Set limits and warnings. Control budgets by department, position, or role. Deploy absence and termination policies. Fourth Is, Locate and Manage Talent Globally, to manage recruitment, hilling, and deployment on a global basis and address local country requirements at the same time.

Manage address information, currency, data formats, banking details, and payment methods for any country. Conduct competency profiling and management. Lastly, Integrate Intelligence with HER Management,to integrate intelligence with HER management to align the workforce with corporate objectives. According to www. Neff’s. Com using cloud-based video conferencing helps elaboration tools to advance the HER agenda. Now, online training, employee benefit meetings, and Job candidate interviews can be conducted in private and group virtual conference rooms anytime, anywhere.

Using Video Conferencing has many benefits, to cut travel expenses for Job candidate interviews, to shorten the hiring process, especially for distributed businesses, to improve the reach of employee benefit meetings to those that missed in-person sessions and those traveling, working from home, or at remote offices, and lastly to create a better online platform for employee benefits, safety, and regulatory compliance training. 1. BACKGROUND Nowadays, there are a lot of manual systems being renovated to computerized one.

Just like the Human Resource (HER) departments, many companies have evolved to a new computerized system, and also there are companies that still working on a manual based system. The function of Human Resource (HER) departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of “human capital” progressed to an increasingly imperative and complex process.

The HER function consists of tracking existing employee data which rotationally includes personal histories, skills, capabilities, accomplishments and salary. Also the Human Resource (HER) department is in-charge of identifying the potential applicants (Applicant Hiring). Being a Human Resource (HER) department, it is humiliating that they do not have a permanent system or database that can store their employee or applicant’s information day by day. Sometimes, many companies encounter different problems related with the employee or applicant’s information.

Using Ms Excel or Manual Filing is not advisable for storing or tracking employee or applicant’s data, using those kind f tracking or storing may cause of loss of file, unreliable data, time consuming, heavy manual workload, heavy human work force, and etc. On payroll, time and attendance, performance appraisal, benefits administration, HER information management system, recruiting/learning management, performance record, employee self-service, scheduling, absence management and analytics.