COMPUTER APPLICATION IN HRM

Presented By :

AJEET SINGH PRATEEK MISHRA MBA 48THBATCH 2ND SEMESTER

DEFINITION OF HRM
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Human Resource Management is the process of acquiring , training , appraising and compensating employees and of attending to their labor relations , health and safety, and fairness concern. This include :

Conducting job analysis(determining the nature of each employees job). Selecting job candidates Orienting and training new employees Executive development.

NEED OF COMPUTER IN HRM

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Computer as a another human resource management

tool.

Expedite decision making. When companies design information systems that allow employees to perform more HR functions for themselves, the managers with human resources responsibilities have more time to focus on the more strategic components of their jobs such as planning, coaching, and counselling, ultimately making them a more effective partner in management decision making.

Benefits Of Computer In HRM

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The technology exists today to actually make an office paperless. Increased storage efficiency. More cost-effective. Saves time. Improves the accuracy of data. Maintains the security of data. Improves workplace communication.

HUMAN RESOURCE MANAGEMENT SYSTEM (HRMS)

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It refers to the systems and process at the intersection between Human Resource Management and Information Technology.
It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field.

BEFORE SYSTEM APPROACH TO HR

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Greater manual workload. More paper work done for data storage. More human errors were made.

PURPOSE OF SYSTEM APPROACH

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To reduce the manual workload in administrative activities.

Organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems.

Currently Human ResourceManagement Systems Encompass

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Payroll. Work Time. Benefits Administration. HR management Information system. Recruiting. Training/Learning Management System. Performance Record. Employee Self-Service.

Payroll
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The payroll module automates the pay process. It 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. This module can encompass all employee-related transactions as well as integrate with existing financial management systems.

Work Time
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The work time gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labour distribution capabilities and data analysis features was outdated.
Cost analysis and efficiency metrics are the primary functions.

Benefits Administration
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The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs.

These typically encompass insurance, compensation, profit sharing and retirement.

HR Management Information System

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The HR management module 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. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization.

RECRUITING
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Online recruiting has become one of the primary methods. Analyzing personnel usage within an organization. Identifying potential applicants. Recruiting through company-facing listings.

Recruiting through online recruiting sites or publications that market to both recruiters and applicants.

TRAINING
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The training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a Learning Management System . Courses can then be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system. LMS allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics.

EMPLOYEE SELF-SERVICE
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The Employee Self-Service module 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 system work without overloading the task on HR department.

E-HRM
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E-HRM(Electronic-HRM) is the (planning, implementation and) application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities. E-HRM is not the same as HRMS (Human resource management system) which refers to ICT systems used within HR departments. E-HRM is in essence the devolution of HR functions to management and employees. They access these functions typically via intranet or other webtechnology channels

APPLICATION MODULE - 1

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APPLICATION MODULE - 2
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TYPES
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Operational- Administrative functions. (eg- payroll and employee personal data. ) Relational Supporting business processes by means of training, recruitment, performance management etc. Transformational- Strategic HR activities management, strategic re-orientation. such as knowledge

An organisation may choose to pursue E-HRM policies from any number of these tiers to achieve their HR goals.

GOALS
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E-HRM is seen as offering the potential to : Improve services to HR department clients (both employees and management). Improve efficiency and cost effectiveness within the HR department. Allow HR to become a strategic partner in achieving organisational goals.

REFERENCES
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HUMAN RESOURCE MANAGEMENT byGARY DESSLER and BIJU VARKKEY www.wikipedia.org www.google.com

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