Human Recourse Management
Solutions (HRMS) For
The
HR department works in conjunction with other departments to make the
MIS. HR is used appropriately and in order to make the organizational
tasks more effective, the effective management of
" human capital " becomes a necessary operation for human
resources professionals , just as it is important to do a prior
study, it is Similarly important an analysis of the
aspects that concern the development of the organization VRS administration of
the organization and then the implementation of the SIRH and its development .
Rh
is an area in charge of collecting the data of each worker regarding
their history and personal characteristics, their skills and
abilities, even the most accessible data such as their salaries and
their work in the company . The quantification of this
data and the systematization for its treatment allows its subsequent handling
by automated systems, reducing the manual treatment of operations,
a costly source of errors.
The strategy of
companies in terms of Human Resources is
fundamental since it tells us where the actions of
the companies are directed . A good strategy
provides equity internal, external equity,
system administration salary, a system of evaluation
of performance , variable compensation system, skills development, etc.
The
Human Resources task is not simple and implies the implementation of objective systems that
help us to have a good administration of our human capital . In
other words, transform this data into coordination mechanisms and strategies for
future organizational development, reducing operating expenses ,
and streamlining processes within organizations .
Payroll
The model of payroll automates
the management of the salary data gathering worker about their work,
attendance, calculating deductions and taxes , the quotation social
and periodically generating the payment order. It also allows the
generation of data and statistics for all personnel related to this
data. Sophisticated systems can establish accounts payable transactions, employee deduction or
produce checks. The payroll module sends the information to the Book of accounting general.
Management of Works benefits
The
work benefits management module allows evaluating the time /
work information of each employee. The analysis of the data allows a
better distribution of work. This module is a key
ingredient in establishing organizational cost accounting capabilities.
Management
of social benefits
The
module for the management of social benefits allows human resources
professionals to better manage social benefits, compulsory or not, such
as health insurance , accident insurance ,
or supplementary pension systems.
Human
resources management
The
human resources management module covers other aspects of HR, includes fewer
legal peculiarities and is more focused on a management policy . The
system records data on management , selection ,
training and development, skills, skills management and other related
activities. Personal data (age, address, family ...), skills and
titles, training courses, salary levels , and the registration of
data from the curriculum vitae are managed here .
Productivity
indicators
To
evaluate the productivity of each employee, it is
necessary to quantify the time and activities that generate positive results
within the organization.
This becomes very complicated especially in service companies where intangible goods are produced . In these cases it is necessary to "measure" the activities of each of the employees, separate the "Productive" activities (Those that are directly related to the company ) from the "Personal" (Those that have no direct relationship with the company). In this way, it is possible to quantify the real cost ( man hours ) that it takes for each of them to carry out their tasks, as well as the tools they use to achieve the objectives.
ADVANTAGES AND LIMITATIONS OF A HRMS SOFTWARE
The proper
use of a system with such characteristics has the following fundamental
advantages:
· Comprehensive management of the company's personnel, emphasizing aspects of effectiveness, efficiency and profitability.
· A greater commitment and motivation of the staff to the extent that they know how important their person and their role are in the operation of the company.
· A
permanent update of everything related to the management of the company's human
resources, with computer support and minimizing printed material as much as
possible.
· This rich tool can present limitations, and therefore not achieve its goals, if mistakes such as those mentioned below are made:
·
Little
communication with Human
Resources Management Software.
·
Unclear
goals and objectives.
·
Resolution
of wrong problems.
·
Low
user involvement.
·
Lack
of computer experts.
·
Unrealistic
expectations.
·
Lack
of flexibility and adaptability.
The Management software allows these four segments to be integrated, creating functional connections between these activities in the computer program . Using the Internet or the corporate intranet as a means of communication and file delivery, technology can reduce transaction costs, leading to greater organizational efficiency . Workers or service managers may also have partial access to the system, which allows them, for example, to enter the data that concerns them themselves, such as permit requests and others. Those expensive tasks in time and money, such as administrative management of staff, change of personal data, enrollment in a training course or a pension plan , can therefore be carried out by the person who is the direct cause of the action to be taken. In this way frees managers boring and repetitive tasks, allowing you to focus on issues of decision-making, strategic or policy , leading to the innovation of the business.
By way of
conclusion, it should be pointed out that the success of Human Resources Management
Software depends on the adequate planning of the system, which will require
correct communication between users and IT personnel.
SIRH Physical Type
It is known
as the physical data or data bank that corroborate the
information is slower, all kinds of information are handled in terms of the
operational cycle of the individual stored in files,
Ampos, folders of Physical information .
Every
organization must build on a solid base of information, by itself this
information would be nothing, it requires effective processing to shape
it; the management softwares come to shape it ,
classify it and give it a future development that data for process
development.
The SIRH is
an information tool that is used to transform information in the development of
future plans, this can achieve great changes when making future decisions .
It comes to
take part in this process since managing the information
of the members of the organization accrues a great responsibility is
not simply storing it or including it, it is processing it in conjunction with
other departments to develop future plans.
The
HRMS system must be
planned and implemented to achieve certain objectives. The achievement of
these objectives is what will allow evaluating the effectiveness of the system
making it possible for the line organizations to make appropriate decisions
regarding people.
DATABASE
AND MANAGEMENT SOFTWARES
The
management management software (MIS) is planned to collect, store, and disclose
information so that the managers involved can make decisions.
DATA AND
INFORMATION CONCEPTS
Data are the
elements that serve as the basis for solving problems or forming
judgments. Each piece of information has little value in
itself. However, when they are classified, stored and related to each
other, the data allow obtaining information. Information has meaning and
intentionality, aspects that differentiate it from data. The set of data stored
for later use is called a database.
DATABASES
IN HR
In the area
of HR, the various databases connected to each other allow obtaining and
storing data of different layers or levels of complexity.
·
Personal
data of each employee, which forms a personnel record.
·
Data
on the occupants of each position, which form a position register.
·
Data
about the employees of each section, department or division, which form a
record of them.
·
Data
on wages and salary incentives, which form a record of compensation.
·
Data
about benefits and social services, which form a benefit record.
· Data on candidates (candidate register), training courses and activities (training register), etc.
DATA PROCESSING
Data processing is the activity of accumulating, grouping and mixing data to transform it into information or obtain other information, or the same information in another form, to achieve some purpose or objective.
Data
processing can be:
Manual: it is carried out manually with
tokens, checkbooks, cards, etc. with the help of a typewriter or
calculator.
Semi-automatic: accounting machines are
used. The operator inserts tokens or cards and then the machine performs
numerous consecutive operations and programs without operator intervention.
Automatic: in general it is done by
computers.
The
data processing system requires inputs (data) to supply outputs (information). The
data processing itself includes the classification, storage, retrieval and
treatment of the data. As well as the consequent information to make it
available to those who need it and require it at the right time (daily, weekly,
monthly, quarterly or annually), that is, in real time.
The
starting point of an HRMS system is the database. The ultimate goal of HR management
software is to provide management with information about personnel. The
assembly of HR management software requires analysis and evaluation of the
organization or its subsystems and their respective information needs.
PLANNING
OF A DATABASE OF A MANAGEMENT MANAGEMENT SOFTWARE OF HR.
Planning
a Database Data for Management Management software of
the HR department is composed of the following areas:
1.
Recruitment of
personnel
2.
Selection
3.
Design,
Description and analysis of charges
4.
Evaluation of
human performance
5.
Compensation
6.
Social benefitsSo
7.
Hygiene
and safety at work
8.
Staff training
and development
9.
Labor Relations
10.
Organizational
development
11.
HR audit.
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