HRM PPT Chap 4 V

Summary

The video script discusses the significance of HR Information Management Systems (HR IMS), which are crucial for integrating HR activities with information technology. It covers the automation of HR processes like recruitment, payroll, and performance tracking, enhancing productivity and decision-making. The script also explores the types of HR IMS, including strategic and operational systems, and their applications in workforce planning, compliance, and employee development. The benefits of implementing HR IMS are highlighted, such as increased efficiency, cost savings, and improved employee performance management.

Takeaways

• 😀 HR IMS is a software that integrates HR activities with IT, automating processes like recruitment, payroll, and performance tracking.
• 👨‍💻 It enhances productivity by reducing manual effort, minimizing errors, and providing real-time data access for improved decision-making.
• 📈 Automated recruitment modules streamline job postings, candidate tracking, and hiring processes.
• 💼 Employee data management centralizes data storage for easy access and updates, reducing paperwork and administrative overhead.
• 📊 Performance management tools monitor and evaluate employee progress, aligning it with organizational goals and objectives.
• 💵 Payroll automation ensures timely and accurate salary disbursement, reducing the potential for errors.
• 🔍 HR IMS helps identify manpower requirements by analyzing workforce data, forecasting future needs, and identifying gaps.
• 🛠️ Compliance is ensured by automating record-keeping and reporting processes, reducing the risk of non-compliance and potential penalties.
• 🏫 It manages training needs by tracking progress, managing schedules, and ensuring employees receive necessary training.
• 🌐 Types of HR IMS include strategic, supporting workforce planning, labor negotiations, specialized HR functions, tactical, and operational systems.

Q & A

What is the purpose of an HR Information Management System (HR IMS)?

The HR IMS is designed to integrate human resources and information technology, allowing HR activities and processes to occur electronically, improving efficiency by automating processes like recruitment, payroll, and performance tracking.

How does HR IMS enhance recruitment processes?

HR IMS streamlines recruitment by automating job postings, candidate tracking, and hiring processes. This reduces manual effort and errors, ensuring a faster and more efficient hiring process.

What benefits does the HR IMS provide for employee data management?

HR IMS uses centralized data storage, which allows easy access and updates to employee information. This reduces paperwork and administrative overhead, improving data management and accessibility.

How does HR IMS help with compliance and regulatory requirements?

HR IMS ensures compliance by automating record-keeping and reporting processes. It tracks labor laws, tax regulations, and other statutory requirements, reducing the risk of penalties and legal issues.

What role does HR IMS play in performance management?

HR IMS helps monitor and evaluate employee performance by incorporating performance tracking tools that align employee progress with organizational goals. This allows for consistent performance reviews and feedback.

How does HR IMS aid in workforce planning?

HR IMS helps organizations forecast future workforce needs by analyzing current workforce data, identifying skill gaps, and planning recruitment efforts. This ensures the right number of employees with the right skills are available to meet organizational goals.

What is the impact of HR IMS on payroll management?

HR IMS automates payroll calculations and distribution, ensuring timely and accurate salary disbursement. This reduces manual errors and simplifies payroll management.

How does HR IMS contribute to risk management in HR?

HR IMS automates compliance tracking, monitors workplace safety, and provides data for risk analysis. This helps identify and mitigate risks related to employee management, such as compliance issues and employee relations.

What are the different types of HR IMS mentioned in the script?

The script mentions three types of HR IMS: Strategic HR IMS, which supports long-term workforce planning; Tactical HR IMS, which supports mid-level HR operations; and Operational HR IMS, which handles day-to-day HR activities.

How does HR IMS improve employee training and development?

HR IMS tracks employee training schedules, monitors progress, and identifies skills gaps. It ensures that employees receive necessary training, improving their skills and aligning with organizational development goals.

Outlines

00:00

💼 Introduction to HR Information Management Systems

The script introduces Human Resource Information Management Systems (HRIS) as an intersection of human resources and information technology. It explains how HRIS, through HR software, automates HR activities and processes like recruitment, employee data management, payroll, performance tracking, and benefits administration. The purpose of an effective HRIS is to enhance productivity, reduce manual effort, minimize errors, and provide real-time data access for improved decision-making in HR operations. The script also outlines the need for HRIS in organizations, such as identifying manpower requirements, identifying resources, ensuring compliance with labor laws and regulations, and meeting training needs.

05:03

📊 Types and Benefits of HR Information Management Systems

This paragraph delves into the nature and benefits of HRIMS, emphasizing the visual representation of data it provides for HR departments. It categorizes HRIMS into strategic, which supports long-term workforce planning and decision-making, and operational, which deals with day-to-day HR tasks. The paragraph also discusses specialized HR software designed for specific functions like talent management and succession planning. The benefits of implementing HRIMS include better strategic workforce planning, support in labor negotiations, and optimization of HR operations.

10:05

🛠 Operational HRIMS: Streamlining HR Tasks

The script outlines the operational aspects of HRIMS, focusing on mid-level management's execution of HR functions. It describes various systems such as job analysis and design, recruitment information, compensation and benefits, and employee training and development. Each system is designed to manage specific HR tasks efficiently. For instance, the job analysis system helps define job descriptions, while the recruitment system streamlines the hiring process. The compensation and benefits system manages employee pay and benefits, ensuring fair and competitive compensation structures.

15:05

📈 Strategic HR Planning and HRIMS

This paragraph discusses how HRIMS supports strategic HR planning, including total rewards management, workforce planning, training and development, and risk management. It explains that HRIMS can automate and streamline these processes, leading to efficiency and accuracy in HR activities. The paragraph also provides examples of how organizations can apply HRIMS to simplify administration, forecast future staffing needs, manage training schedules, and mitigate risks related to employee management.

20:06

📊 Enhancing Productivity and Performance with HRIMS

The script highlights the role of HRIMS in increasing employer productivity and managing employee performance. It outlines how HRIMS automates routine tasks, ensures standardized processes, improves compliance with legal requirements, and leads to direct cost savings. The paragraph also discusses the impact of HRIMS on employee performance, including goal setting, performance tracking, feedback mechanisms, and linking actions to consequences. It emphasizes the use of 360-degree feedback and automated performance reviews to provide comprehensive and fair assessments of employee performance.

25:07

🏁 Conclusion of HRIMS Discussion

The final paragraph concludes the discussion on HRIMS by summarizing its importance in managing and enhancing employee performance. It reiterates the benefits of using HRIMS for goal setting, performance tracking, providing feedback, and conducting performance reviews. The paragraph emphasizes the consistency and constructive feedback that HRIMS enables, ultimately thanking the audience for their attention to the discussion on HRIMS.

Keywords

💡HR Information Management System (HR IMS)

HR IMS is an intersection of human resources and information technology that allows HR activities and processes to occur electronically. It is an integrated software system designed to manage and streamline human resource functions efficiently, enhancing productivity by automating processes like recruitment, employee data management, payroll, performance tracking, and benefits administration. The script emphasizes the role of HR IMS in reducing manual effort, minimizing errors, and providing real-time data access to improve decision-making and overall HR operations.

💡Productivity

Productivity in the context of the video refers to the efficiency and effectiveness with which HR activities are carried out. A productive HR IMS automates processes, thereby reducing manual work and errors, which in turn increases the overall productivity of the HR department. The script mentions that an HR IMS can automate tasks such as recruitment, payroll, and performance tracking, which are traditionally time-consuming and prone to human error.

💡Recruitment Module

The recruitment module is a component of an HR IMS that streamlines job posting, candidate tracking, and hiring processes. It is designed to make the recruitment process more efficient by automating various tasks associated with hiring new employees. The script explains how this module can be used to automate recruitment processes, making it easier for organizations to find and hire the right candidates.

💡Employee Data Management

Employee data management involves the centralized storage of employee information for easy access and updates. This reduces paperwork and administrative overhead, ensuring that employee records are kept up-to-date and easily accessible. The script highlights how an HR IMS can utilize centralized employee data storage to streamline HR operations and improve data management.

💡Performance Management

Performance management in the script refers to the use of tools within an HR IMS to monitor and evaluate employee progress, aligning it with organizational goals and objectives. This involves tracking key performance indicators (KPIs) and facilitating performance reviews. The script emphasizes the importance of performance management in ensuring that employees' work aligns with the company's strategic goals.

💡Payroll Automation

Payroll automation is the process of automating payroll calculations and distributions to ensure timely and accurate salary disbursement. This is a key feature of an HR IMS that helps in reducing the time and effort required for manual payroll processing. The script mentions payroll automation as a way to ensure that employees receive their salaries on time and accurately.

💡Compliance

Compliance in the context of HR IMS refers to ensuring that the organization adheres to labor laws, tax regulations, and other statutory requirements. The script explains how HR IMS can automate record-keeping and reporting processes, thereby reducing the risk of non-compliance and potential penalties. Compliance is crucial for organizations to avoid legal issues and fines.

💡Workforce Planning

Workforce planning is the process of forecasting future workforce needs, analyzing current workforce trends, and planning for recruitment, retention, and development. The script mentions that HR IMS can support workforce planning by providing data on current staffing levels and turnover rates, which helps organizations to plan their recruitment efforts and ensure they have the right number of employees with the right skills.

💡Tactical HR IMS

Tactical HR IMS refers to systems that support the day-to-day allocation of resources and focus on mid-level management in executing HR functions efficiently. The script discusses how tactical HR IMS can manage specific HR tasks like recruitment, job analysis, compensation, and employee training, providing managers with the tools they need to perform their HR duties effectively.

💡Operational HRIMS

Operational HRIMS deals with the day-to-day activities and transactions in human resource management. These systems handle basic HR functions, ensuring that routine tasks necessary for managing employees are performed efficiently. The script describes how operational HRIMS can manage employee information, track job positions, assist in applicant selection and placement, and monitor employee performance.

💡Strategic HR Planning

Strategic HR planning involves using HRIMS to automate HR functions and provide easy access to HR data through databases, streamlining processes to enhance efficiency and accuracy in various HR activities. The script explains how strategic HR planning can be facilitated by HRIMS, which can help in forecasting future staffing needs, analyzing workforce trends, and planning for recruitment and training initiatives.

Highlights

HR IMS is an intersection of human resources and information technology that automates HR activities and processes.

A productive HR IMS enhances productivity by automating recruitment, employee data management, payroll, and performance tracking.

HR IMS reduces manual effort, minimizes errors, and provides real-time data access for improved decision-making.

Automated recruitment streamlines job posting, candidate tracking, and hiring processes.

Employee data management utilizes centralized storage for easy access and updates, reducing paperwork.

Performance management tools monitor and evaluate employee progress, aligning with organizational goals.

Payroll automation ensures timely and accurate salary disbursement.

HR IMS identifies manpower requirements by analyzing workforce data and forecasting future needs.

It aids in identifying and cataloging employee skills, qualifications, and experience for talent matching.

HR IMS ensures compliance with labor laws and tax regulations by automating record keeping and reporting.

It helps identify and manage employee training and development programs by tracking progress and schedules.

HR IMS offers visual representation of attendance, leave figures, and performance history for each employee.

Strategic HR IMS focuses on long-term planning and decision-making in Human Resources.

Information system supporting labor negotiations provides data on employee compensation and benefits.

Specialized HR software is designed for specific HR functions like talent management and succession planning.

Tactical HR IMS provides support for the allocation of resources and focuses on day-to-day HR operations.

Operational HRIMS deals with the daily activities and transactions in Human Resource management.

HRIMS can enhance efficiency and accuracy in various HR activities by streamlining processes.

Total rewards management is streamlined by automating payroll, tracking benefits, and managing bonuses.

Workforce planning involves forecasting future staffing needs and planning for recruitment and training.

Training and development focus on enhancing employee skills and capabilities through managed training schedules.

Risk management in HR involves identifying, assessing, and mitigating risks related to employee management.

HRIMS increases productivity by automating routine tasks and reducing the time required for manual data entry.

Standardized processes ensure consistent workflows and data entry forms across the organization.

Better compliance is achieved by automating compliance tracking and reporting, reducing the risk of non-compliance.

Direct cost savings can be achieved by reducing the need for paper-based processes and minimizing errors.

HRIMS plays a critical role in managing and enhancing employee performance through automated processes.

Optimal goal settings enable clear and measurable goals that align with organizational objectives.

Performance tracking allows continuous monitoring of employee performance through key performance indicators.

Faster feedback mechanisms provide timely input on performance, enabling employees to improve their work.

Tying actions to consequences creates a transparent system where employee actions are linked to outcomes.

Collecting feedback from peers allows for 360-degree feedback, providing a well-rounded view on employee performance.

Performance reviews are automated and streamlined, ensuring consistent and fair evaluations.

Transcripts

Hi everyone our topic for today is HR

information management system for

chapter

4

HR ims or the human resource information

management system is basically an

intersection of human resources and

information technology through HR

software this allows HR activities and

processes to

occur

electronically a productive

HR

ims is an integrated software system

designed to manage and streamline human

resource function

efficiently it enhances productivity by

automating processes like recruitment

employee data management payroll

performance tracking and benefits

administration Uh product um HR ims

enables organization to reduce manual

effort minimize errors and provide

real-time data

access in improving decision making and

overall HR operations

some are

automated recruitment implement

recruitment module to streamline job

posting candidate tracking and hiring

processes um the next one is employee

data management it utilizes centralized

employee data storage for easy access

and updates reducing paperwork and

administrative overhead and other one is

performance management incorporate

performance tracking tools to monitor

and evaluate employee progress with the

aligning with

organizational goals and

objective and also for payroll

automation Automate payroll calculation

and distribution to ensure timely and

accurate salary disbursement

the need of HR

ims the first one is identify manpower

requirements hrms helps organizations

determine the right number of employees

needed for different rules by analyzing

current Workforce data forecasting

future needs and Identifying gaps this

ensure that the organization is neither

under staff or

overstock how do we apply for

example an organization may use HR ims

to analyze current stopping levels

project future needs and plan

recruitment efforts accordingly ensuring

that each department has the appropriate

number of employees to operate

effectively and then number two

Identifying

resources HR ims aids and Identifying

and cataloging The skills

qualifications and experience of current

employees This help in matching the

right Talent with the right rules and

any skills gap that need to be addressed

how do we

apply by implementing

hrms will allow the organization to

create a database of employee skills and

qualification making it easier to assign

task and identify employees who may

require additional training or

development number three

compliance hri

ensures that the organization complies

with labor laws tax regulations and

other statutory requirements by

automating record keeping and reporting

processes in this way this reduce the

risk of compliance and potential

penalties for

example an

organization may use

this system to keep track of legal

requirements related to employee

management such as working hours

benefits and tax obligation ensuring

adherence to all

regulations and the last one meeting

training

needs It helps identify and manage

employee training and development

programs by tracking progress managing

schedules and ensuring that employ is

received necessary training to enhance

their skills and performance how do we

do by integrating

HRS the organization can efficiently

schedule and monitor training programs

ensuring that employees receive the

necessary training to stay competitive

and meet

organizational

calls the nature and benefits of Uh

human resource information management

system is that it will offer any

employee or the human resources

department access to visual

representation of attendance and lead

Figures as well as performance history

for each of the stop or their

employees the different types of human

resource information management system

or HR

ims number one is strategic HR

ims information system supporting

Workforce

[Musika]

planning it focuses on longterm planning

and decision making in Human Resources

supporting the organization's broader

strategic goals this system provide

tools and to help HR managers align HR

strategies with business

objectives the information system

supporting Workforce

planning will help forecasting future

Workforce needs analyzing current

Workforce Trends and planning for

recruitment retention and development to

ensure the organization has the right

Talent to meet it its goals

for

example the

organization and their workplace um need

a planning system that can be used to

predict future stopping requirements

identify potential skill shortage and

plan recruit and Training initiative

accordingly number two information

system supporting labor negotiations

this system assists

in labor negotiations by providing data

on employee

compensation benefits work conditions

and other factors relevant to collective

bargaining they help in preparing for

negotiation and ensuring agreement are

in line with organizational

policies how do we apply of course the

organization can use the system to

gather data on current labor practices

compensation Trends and employee

feedback enabling more inform and

effective negotiations with labor unions

or employee

representatives

1.3 specialized human resource

information System

Software this category includes software

design for specific HR functions such as

Talent management succession planning

and employee performance tracking this

system provide specialized tools to

manage and optimize particular aspects

of HR

operations how do we apply implement a

specialized HR software in the

organization to handle niche areas like

succession planning ensuring you have

pipeline of qualified candidates ready

to key

roles or to manage performance appraisal

efficiently aligning them with your

organization's strategic

goals number two tactical HR

ims the tactical information management

system provide managers with support for

the

that empas allocation of

resources it focuses on day today HR

operation supporting mid level

management in executing HR functions

efficiently the systems are designed to

manage a specific HR task like

recruitment job analysis compensation

and employee training number one is the

job analysis and design information

system this system will help HR

professional and practitioners in

analyzing job roles defining job

descriptions and designing rules to much

organizational needs they provide tools

to evaluate the task responsibilities

and qualifications required for various

positions and how do we

apply you can use the system to create

accurate job description ensuring that

rules are Well defined and align with

organizational objective this will help

in recruiting the right candidates and

setting clear expectation for

employees 1.2 recruiting information

system recruiting information system

will streamline the hiring process by

automating task such as

posting

job tracking applicants um

screening

resume and scheduling interviews this

system help in efficiently managing the

recruitment and selecting the best

candidates so in the

organization maybe you you will

implement this system to manage job

posting track applicants and Automate

communication with candidates making the

recruitment process faster and more

effective and efficient

1.3

compensation and benefits information

system the system manage employee

compensation including salaries bonuses

and benefits they help HR department

ensure pair and competitive compensation

inst structures manage payroll and

administer benefits program like health

insurance and retirement plans 1.4

employee training and development system

this system support the planning

execution and tracking of employee

training programs they help in

Identifying training needs managing

training schedules and tracking employee

progress in development programs how do

we apply and the organization of

course maybe they can implement the

system to manage training schedules chck

employee participation and ensure that

all employees receive the necessary

training to develop their skills and

advance their

career number three operational hri

Ms operational hri Ms deals with the day

today activities and transaction in

Human Resource management these systems

handle the basic HR functions ensuring

that the routine task necessary for

managing employees are perform

efficiently number one Focus is employee

information system this system Store and

manages essential employee data such as

personal details employment history

contact information and related records

they serve as a Central repository for

all employeer related information

ensuring easy access and uploading of

records or the profile

2011 number two position control

system

it track job positions within the

organization including um details about

job tits reporting structures and Budget

allocations this system help ensures

that organization adhere to each

stopping plan and the position are

filled appropriately how do we apply Of

course you have to implement the

position control system that will help

the organization monitor stopping levels

control hiring according to Budget

constraints and ensure that each

Department has the right number of

employees to meet its operational needs

number three applicant Selection and

placement

information system this system assists

in managing The Selection and placement

of candidates by automating task like

screening applications conducting

background checks and matching

candidates to job openings um of course

they we help ensure that the best

candidates are selected in place in

suitable

roles how do we apply You have to use

this system Uh to streamline the

applicant selection process ensuring

that candidates are efficiently screen

assess and Match with position That best

suit their skills and experience number

four performance management information

system

will help monitor and evaluate employee

performance they track key performance

indicators or the kpi facilitate

performance reviews and provide data to

support employee development and reward

decision how do we

apply um it can be used to set

performance goals track employee

Achievement and provide feedback

ensuring that performance evaluation are

OB and align with organizational goals

number

five the government reporting and

compliance

information

system this system ensures that

organization complies with various

government regulations and reporting

requirements related to employment such

as tax pilings labor laws and equal

employment opportunities or

eeo reporting and they Automate the

collection and submission of required

data to relevant

authorities Like for example gsis SSS

pill health and other government

agencies or um other private agencies

implementing this system in the

organization may help ensure compliance

with government regulations reducing the

risk of fines or legal issues it will

also simply the process of Preparing and

submitting reports to government

agencies next strategic HR planning and

the HR

ims HR ims are electronic system

designed to Automate HR functions and

provide easy access to HR data through

databases by streamlining processes hri

Ms can enhance efficiency and accuracy

and different HR

activities Like for example number one

is the total

rewards total rewards encompass all

aspect of compensation benefits and

recognitions that our organization

provides to its

employees h it will streamline the

management of Total rewards by

automating payroll tracking benefits

managing bonuses and ensuring the

compensation structures are aligned with

organizational

goals how do we apply of course um in

the organization may simplify the

administration of Total rewards by

automating salary calculations try

employee benefits and managing

performance based bonuses ensuring that

employees are Fairly compensated and

recognized for their contributions

number two Workforce planning

it involves forecasting future stopping

needs analyzing Workforce Trends and

planning for recruitment retention and

development of course each um hrms can

streamline this processes by providing

data on current stopping levels turnover

rates and skill gaps allowing for more

accurate and efficient planning

application how do we apply by um of

course organization can use hrms to

analyze Workforce data predict future

stopping needs and plan recruitment

efforts ensuring that the right number

of employees with the right skills are

available to meet

organizational goals number three

training and

development it focuses on enhancing

employee skills and Capabilities it can

stream this process by managing training

schedule tracking employee progress and

Identifying skills gap that need to be

addressed through training

program number four the risk

management risk management in HR involve

Identifying assessing and mitigating

risk related to employee management such

as compliance issues workplace safety

and employee relations

it can streamline risk management by

automating um compliance tracking

monitoring safety incidence and

providing data for risk

analysis next um productivity and

HRS Increasing employer productivity

levels can dramatically increase the

company profitability

this are

essential or

important tools for enhancing

productivity in HR

operations they Automate different HR

functions leading to more efficient

processes and cost savings and better

compliance number one increase

productivity it increases productivity

by automating routine tasks such as

payroll attendance

tracking and employer record management

this use the time and effort required

for manual data entry and administrative

task allowing HR professional to focus

on more strategic

activities number two standardized

processes it ensures standardized HR

processes across the organization by

providing consistent

workflows templates and data entry forms

this reduces variation in how task are

performed and ensures that all HR

operations Follow the same

procedures and improving accuracy and

efficiency

number three of course better compliance

It helps organization comply with labor

laws tax regulations and other legal

requirements by automating compliance

tracking and reporting it reduces the

risk of non-compliance by ensuring the

at all necessary data is recorded and

reported accurately and on

time number four direct cost

savings it can lead to direct cost

savings by reducing the need for paper

based processes minimizing errors and

decreasing the time required to complete

HR task automated processes also reduce

the need for additional HR stop cont to

lower operational

cost next is employ performance and HR

ims

HRS plays

a critical role in managing and

enhancing employ performance by

automating and streamlining performance

related processes As I've said a while

ko this system helps set goals chck

performance provide feedback and conduct

reviews ensuring a more efficient and

transparent performance managing

processes How about this one optimal

goal

settings it enables clear and measurable

goal by providing tools to define

objective that align with organizational

goals while employees can see their

targets understand expectation and work

um towards achieving

them number two performance

tracking it

allows continuous tracking of employee

performance by monitoring key

performance indicators and other metrics

this real time tracking helps identify

areas where employees Excel and Where

they may need improvement number three

faster feedback

HRS facilitates quicker and more

frequent feedback by automating feedback

mechanism manages um and also the

managers can provide timely input on

performance

enabling employees to make adjustment

and improve their work in real time

number four ties actions to

consequences It helps create a

transparent system where employ actions

are directly linked to outcomes such as

rewards for good performance or

corrective actions for poor performances

this Clarity helps employees understand

the consequences of their

actions number five collecting feedback

from

peers it allows for 360 degree feedback

by collecting input from not only

managers but also peers and subordinates

this comprehensive feedback provides a

well-rounded view on employees

performance number six Performance

Review it automates and streamline

Performance Review by organizing

performance data scheduling review

meetings and Generating reports this

ensures that reviews are conducted

efficiently and

Fairly how do we apply of course in the

organization um this can be used to

manage the inter Performance Review

process from scheduling to documentation

ensuring that reviews are conducted

consistently and that employes receive

constructive

feedback And that's the end of our

discussion Thank you