HRM PPT Chap 4 V
Summary
TLDRThe 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
💼 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.
📊 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.
🛠 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.
📈 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.
📊 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.
🏁 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.
Mindmap
Keywords
💡HR Information Management System (HR IMS)
💡Productivity
💡Recruitment Module
💡Employee Data Management
💡Performance Management
💡Payroll Automation
💡Compliance
💡Workforce Planning
💡Tactical HR IMS
💡Operational HRIMS
💡Strategic HR Planning
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
5.0 / 5 (0 votes)