The Human Resources Management Information Systems interacts between HR management and information technology. 3 of the systems I currently use are:
Payroll management: This system 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. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This system can encompass all employee-related transactions as well as integrate with existing financial management systems. This system has contributed to the business goals by managing costs, increased employees satisfaction, managing government regulations by reporting all taxes, employees and company.
HR management: This is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. The systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control not in use. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. This system have been able to provide systematic plan to the hiring and building of a professional work team. It provides assistant to employees, helps in building a public relation and have been most effective in managing employee database.
The Employee Self-Service: This system allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without overloading the task on HR department. Many organizations have gone beyond the traditional functions and developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security. This system have reduced the number of employees in the HR office; which have hence reduced cost. It also gives employee satisfaction because they can easily access information.
Payroll management: This system 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. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This system can encompass all employee-related transactions as well as integrate with existing financial management systems. This system has contributed to the business goals by managing costs, increased employees satisfaction, managing government regulations by reporting all taxes, employees and company.
HR management: This is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. The systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control not in use. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. This system have been able to provide systematic plan to the hiring and building of a professional work team. It provides assistant to employees, helps in building a public relation and have been most effective in managing employee database.
The Employee Self-Service: This system allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without overloading the task on HR department. Many organizations have gone beyond the traditional functions and developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security. This system have reduced the number of employees in the HR office; which have hence reduced cost. It also gives employee satisfaction because they can easily access information.
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