Information Systems For Human Resource

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Information Systems for Human

Resource
Role of Human Resource Information
Systems
 Integration of various HR applications

Collection of data at various points in the HR function (HR


databases) and using computerized tools for making
information available for effective decision making

Developing and improving intranet based applications for


streamlining processes, co-ordination and work flow
management

Web-based self service implementation for ensuring quality


and timeliness of HR services
HR Applications

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Recruitment Personnel
Personnel Cost Planning
Development

Employee
Time Recording & Database Organizational
Evaluation Management

Workforce Employee issue Employee Exit


Planning Management

Shankar Rao
HR Modules in an ERP system

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IS for recruitment and selection
 A collaborative approach provided by
information systems links everyone involved in the
hiring and staffing decisions
 Since hiring is a very costly and time consuming
activity, information systems provides the
functionality of cumulating job postings by various
departments and conducting the recruitment process
together
 This results in reduction in the hiring time and
reduction in costs
Role of IS for Recruitment and
Selection
Resume scanning applications
- resumes are submitted via-e-mail or the web or are scanned
from hard copies( paper)
- the system can be constantly updated to rank candidates
with regard to all available positions within the company

Manage the interview process


- manage the interview process, schedule dates and times,
prompt interviewers
- the results of the interviews are captured, compiled, and
distributed to all the respective departments

 On-line testing
- initial interviewing and assessment
Applicant Tracking System
 Helps In maintaining an extensive database of
applicants(gives info such as position
desired,education,skills etc)
 Selection of applicants based on some criteria
 Interview Scheduling & notification Via Mails
 Interview Status
 Reports-Many types
 AT enables offer generation,candidate response
letters etc
AT contd..
 It can be implemented as a standalone
application or integrated to HR or payroll
modules
 If integrated to HR,then once an applicant is
hired,the applicant data contained in the AT
module is exported to the HR and payroll
employee master file
Advantages of IS for Recruitment and
Selection

 Better management of your talent supply chain(In house


Recruitment)

 Better quality candidates – faster

 Enhanced brand recognition as a candidate-focused


organization

 Improved processes emphasizing best practices

 Optimization of staffing resources - Increased employee


retention
IS for Training and Development
 Assign and automate learning in order to develop the
workforce—retain knowledge and eliminate skill gaps
 Provide intelligent learning advice to customers and
suppliers
 Improve workforce effectiveness by delivering the right
learning at the right time
 Reducing learning costs by automating and streamlining
learning processes
 Delivering targeted, personalized learning to employees to
build a more knowledgeable and effective workforce
 Synchronizing learning strategies with business strategies to
maximize results, analyzing learning effectiveness, and
accurately measuring the ROI of learning programmes
Enterprise Learning
Management(ELM)
 A part of E-training & development initiative
 Takes advantage of the available learning tools
and provides unified cohesive learning experience
 It automatically recommends the right courses for
each employee based on individual and enterprise
needs
 It helps HR staff to manage,track,deliver,and
analyze complete learning programmes for
employees
Employee Relationship Management
Through IS
 HR professionals are adopting a one-on-one
approach to the employee-employer relationship

 Employee self-service is an important component


of the e-HR equation, because it frees up HR to play
a more strategic role in the organization.
ERM efforts often will entail re-skilling or even
redeploying HR professionals
 e-ERM should enable the flow of programs and
policies in a seamless manner to the employees for
best results
The ERM Model
The ERM implementation framework
IS for Performance Management
 Streamline performance management
 Replace highly inefficient, disparate processes with one
integrated self-service process
 Increase employee success. Define clear performance targets at
the beginning of the performance period so that the managers
can provide iterative feedback, coaching, and development to
employees throughout the performance period
 Improve talent management. Easily identify high performers
across the enterprise for retention efforts, and identify those
who require performance improvement
 Reduce risks. Eliminate relative definitions of performance by
standardizing performance definitions
 Facilitate organizational change. Link key organizational
initiatives to employee performance targets and expected
behaviour
 Improve feedback to employees. Help managers construct high-
quality feedback to employees with HR Advisement tools while
lessening the risk of inappropriate language usage
Need for Performance Management
Systems
 Collaboratively plan performance, behaviors, and competencies
 Link strategic enterprise objectives to employee performance
results and goals
 Track performance progress throughout the performance
period
 Leverage HR Advisement tools such as Writing Assistant,
Language Checker, and Development Tips
 Complete assessments for results, behaviors, and competencies
 Leverage pre-integrated performance and competency content
 Track performance review deliverables with alerts and reports
 Identify top performers and those needing performance
improvement
Performance Management Cycle and
IS tools
Necessary IT tools for Employees
&Managers
 Performance Templates: Allows employees to
define multiple types of performance templates
and link those templates to any organization,
region etc
 Criteria Configurator:It will help to pre-deliver
multiple types of performance criteria including
vision, mission business strategy etc.
 Employee Enterprise goal linkage: Linking
employee initiatives with business objectives
Tools contd..
 Results writer: Managers use this to construct
feedback for their employees based on their
performance rating
 Development Tips: Managers use this to help
them identify an employee within a certain
competency or goal
 Embedded Analytics: Managers and
administrators can access various types of
performance reports
IS for decision support in HR
 Key facilitator for decision making-HRMS
warehouse
 Provides KPI’s to the HR manager dashboard
 Electronic Approval system at Samsung
 SAP features for HR-electronic submission
and approval of leave application, travel
approvals,tax computation etc
People Capability Maturity
Model(PCMM)
 It is developed by Software Engineering
Institute(SEI)
 It is a tool that helps an organization to
successfully address critical people issues
 It is based on the current best practices for
managing and developing an organization’s talent
pool
 The primary objective is to improve the capability
of the talent pool
Employee portals for HR
 Employee portal-A single point of access-
available anywhere, to all information and
resources employees need to do their jobs
 It has tools that help teams collaborate, content
providers publish and maintain information
 An employee portal can help reduce costs by
replacing distribution and processing of paper
documents
Knowledge Management
 Knowledge Management basically deals with
generation,dissemination,and maintenance of knowledge to
achieve organisational goals
 K-shop initiative of Infosys(KCU)
 Important Methods of knowledge capture-
Debriefing after missions,HRMS daily reports etc
Thank
You

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