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HUMAN RESOURCE MANAGEMENT SYSTEM

By-Robin Smith
National School of Business, Bangalore
Email-robinsmith1985@gmail.com
Contact-9035699161
What is HRM ???

§ Human
§ Resource
§ Management

“Multidisciplinary”
--Factors affecting HR
Human Resource Management System
HRMS

-- Merging of HR & Information technology


Principle areas of HR functionalities

1. Payroll Module
2. Time & Labour management module
3. Benefit administration module
4. HR management module
Objectives---

q Effective utilization of Human Resources


q Organizational structure of Relationship
q Development of Human Resources
q Rewards
q Compatibility of Individual goals with those of Organization
q Maintain High Moral..
Human Resource Management System

v ACTIVITIES
v SUB-SYSTEMS
Activities of HRM-

v Recruitment
v Placement
v Training & Education
v Compensation
v Maintenance
Human Resource Management System

Recruiting Hiring Education & Training TerminationBenefit administratio

The Firm

Potential Employees Employees Retired Employees

DATA MANAGEMENT

Activities of HRM
A MODEL OF A HUMAN RESOURCE MANAGEMENT SYSTEM

v HRM performs wide variety of applications.


v It has six output subsystems


v And three input subsystems


Input Subsystems Output Subsystems

Work force planning

Accounting information
system Recruiting subsystem

INTERNAL SOURCES
Work force management
Human Userss
Resources
Research HRM
Subsystem Compensation management
database

ENVIRONMENTAL SOURCES

Benefit subsystem
Human
Resources
Intelligence
system Environmental Reporting

SUBSYSTEMS OF HRM
PERSONEEL MANAGEMENT

It is an important branch in Management of any business enterprise. It holds a key


to all actions and successful management.

The objectives of personnel management in any working organization are, to bring


development of individuals, maintain a safe and effective environmental
conditions, utilize the available resources, to ensure job satisfaction among
workers.
Characteristics of good personnel management are:

1. Stability, to appoint or replace key personnel executives with minimal loss


2.
3.
4. Flexibility, capability to handle problems encountered within the enterprise.
5.
6. Simplicity, balancing the perfect line of relationship among the workers.
7.
8. Objectivity, feature of having definite objectives for all the levels or units in the
enterprise.
Functional responsibilities concerned with the personnel management -

 Managerial functions-It includes planning, it involves formulating policies for


future development of the enterprise, program to choose adequate number of
persons who can work efficiently and accomplish the business objectives,
provide training to the workers in the enterprise, integration and maintenance of
work force.

 Operative functions-It has to provide a clear layout about the inter-relationship


between persons, jobs and physical factor and every worker should have proper
understanding of their job.

HRM in INDIA

The HRM practices in Indian organizations are very unique. A few distinct

differentiator that makes India HRM different from global HRM trends and pattern-
v The Indian culture is one that is deeply rooted in its societal and collectivistic
values providing for a natural urge to collaborate at the workplace, work in terms
and groups and achieve.
v The diversity that is seen in the Indian society w.r.t. diverse religions and states
are reflected in the ability of the Indian and the Indian corporate to tolerate
diversity of thinking and working together without inhibitions.
v Work culture –wise, the hard work, long working hours, perseverance and the
need to earn money impact the HRM policies.
v Compensation costs as still a competitive advantage for India making it a
preferred business location the world over.
v
HR Audit

HR Audit means the systematic verification of –


ü job analysis and design,


ü recruitment and selection,
ü orientation and placement,
ü training and development,
ü performance appraisal and job evaluation,
ü employee and executive remuneration,
ü motivation and morale,
ü participative management,
ü communication,
ü welfare and social security
ü ,safety and health, industrial relations, trade unionism, and disputes and their
resolution.

Scope of Audit:

q Audit of all the HR function.


q Audit of managerial compliance of personnel policies,
q Procedures and legal provisions.
q Audit of corporate strategy regarding HR planning,
q Staffing,
q Remuneration and other HR activities.
q Audit of the HR climate on employee motivation,
q Morale and job satisfaction.

Benefits of HR Audit:

THANK YOU FOR


ü It helps to find out the proper contribution of the HR department towards the
organization.
YOUR ATTENTI ON!
ü Development of the professional image of the HR department of the
organization.
ü Reduce the HR cost.
ü Motivation of the HR personnel.
ü Find out the problems and solve them smoothly.
ü Provides timely legal requirement.
ü Sound Performance Appraisal Systems.
ü Systematic job analysis.
ü Smooth adoption of the changing mindset
DO YOU HAVE ANY LEGITIMATE
AND REASONABLE QUESTIONS FOR
ME?