TOPIC COVERED

Introduction Objectives Process Model Achievements Technical Details Salient Features Challenges Benefits and Beneficiaries Future Plans
1

HRMS
Human Resource Management Systems (HRMS) or Human Resource Information Systems (HRIS) or HR Technology shape an intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology. -- Merging of HR & Information technology

PROBLEM DEFINITION
prior to selecting an HRMS solution, you must identify your business needs, processes and short and long-term goals Focus on your HR managers who operate and manage the functions Special HRMS based platforms should be used for both small and medium sized businesses. Empowering employees to self serve offers significant time-savings for the administrator or department. Using a Web-based HRMS, employees can easily access the system to print a pay stub, W-2s, enroll in employee benefits, view their paid time off, and update personal information. Providing real-time access to vital information equips employees and HR managers with tools to eliminate unnecessary HR workflow.

OBJECTIVES

OTHER OBJECTIVES
Effective utilization of Human Resources Organizational structure of Relationship Development of Human Resources Rewards Compatibility of Individual goals with those of Organization Maintain High Moral..

4/5/2012

Major Modules
Payroll Time and Attendance Appraisal performance Benefits Administration HR management Information system Recruiting/Learning Management # TrainingSystem Performance Record Employee Self-Service Scheduling Absence Management

INTEGRATION OF VARIOUS HR FUNCTIONS

4/5/2012

Centre for e-Governance, Govt. of Karnataka

SYSTEM ARCHITECTURE

2 X HP Proliant 460C 2 CPU Quad core 16GB RAM

2 X HP Proliant DL 685C 4 CPU dual core 32 GB RAM

Total 1TB

REQUIREMENT ENGINEERING

OTHER ISSUES
These issues include: Incomplete requirements Lack of user involvement Requirements churn Wasted resources Gold plating Inaccurate estimates

4/5/2012

Centre for e-Governance, Govt. of Karnataka

10

CHALLENGES

Collection of employees Service Register and payroll Data.

Training
Handling of large database and to provide good response time for various concurrent users .

Processing of high volume of transactions within stipulated time period.

Streamlining and standardizing application to suit the complicated rules and procedures.

11

Implementation Approach

Trainers Training Users Training Data Migration Pilot Run User Feedback Incorporation of Feedback Release of Next Version Final Rollout

12

Limitations of Manual System

Service records and payroll details are maintained in papers and are decentralized. Information about these employees has to be culled out from these Service registers and needs consolidation. Decision making is time consuming There is no uniformity in payroll generation Gives scope to errors and fraud No proper security to the data Non reaching of Rules/G.O leading to Inconsistency in implementation of Service rules

13

HRMS System Advantages

Centrally controlled application leading to Uniform implementation of Rules & procedures Increase in DA & other allowance are handled centrally, reaching benefit at the same time to all employees of the State especially remote area. Implementation of pay commission recommendations made very easy. Enables budgeting and forward planning leading to saving of huge time & cost. MIS Reports available to the users and decision makers at a click of button Interface with treasury department for quick disbursement of salary. Employee history maintenance Improves productivity and efficiency for day to day management Easy pension settlement
14

A MODEL OF A HUMAN RESOURCE MANAGEMENT SYSTEM

HRM performs wide variety of applications. It has six output subsystems And three input subsystems

4/3/2012

15

Human Resource Management System

Benefit administrati on

Recruiti ng

Hiring

Education & Training

Terminati on

The Firm Potential Employees Employees Retired Employees

DATA MANAGEMENT

Activities of HRMS
4/5/2012 Centre for e-Governance, Govt. of Karnataka 16

Pitfalls in HRMS Lack of management commitment leading to Implementation inadequate resources and personnel.
Failure to assign a project team for the duration of the project. It is imperative that the core project team members stay with the project from inception to implementation. Political intrigue, conflict, hidden agendas. Poorly written, incomplete needs analysis reports lead to incorrect decisions and a costly system that does not meet the needs of the organization. Failure to include key personnel on the project team. This can exacerbate political problems and reduce perceived ownership to a small group. Failure to survey/interview key groups in the organization.
4/5/2012 17