10. Electronic communication plays a very important role in modern offices andbusinesses.

It provides the new ways to the employees and facilitates their work. All new offices which are designed are equipped with the latestelectronic communication tools. Electronic communication is important because it can provide the employees to construct well-organized and clear messages like e-mail messages. This also balances the courtesy and efficiency of the employees. The communication over the electronic media in offices also facilitates clear and detailed messages. Even the uncomfortable and hostile calls can be avoided. Moreover, different ways of electronic communications are used which also help in matching the nature of the message and the media through which it is being delivered.

Benefits of Internet:

Doing fast business. Trying out new ideas. Gathering opinions. Allowing the business to appear alongside other established businesses. Improving the standards of customer service/support resource. Supporting managerial functions.

Limitations:

Security Privacy Threats: Hackers, viruses etc

11. 12. SuccessFactors business software gives organizations both large and small a tightlyintegrated suite of features to empower seamless business execution. With this solution, companies have a tried and true solution that drives execution end-to-end across the business, ensuring that every single employee--from the top to the bottom--is on the same page

By focusing on the three tenets of leading-edge execution--business alignment, team execution and people performance--the vendor gives organizations the solid foundation necessary to be more efficient and more successful, aligning the right person with the right position. The solution offers a unique set of tools for both enterprise organizations and small businesses. It's web-based, making it both more affordable and easier to implement than a client-based solution. Because it's based in the cloud, the product is mobile, giving users instant access to their account to view recruiting data, project updates and more. Adopting the idea that running a successful company is a "team sport," the SuccessFactors talent management system offers users a simple, sleek interface that is easy to navigate.

From SuccessFactors recruiting to learning management, career and development planning to workforce analytics, the provider encourages a collaborative, social, team-driven workflow. The companys commitment to learning management is just one unique aspect to SuccessFactors Business BizX Suite. On October 18, 2011, the vendor released SuccessFactors Learning, which combines social learning, learning analysis and content management as part of the SuccessFactors learning management platform in the cloud. Part of the learning platform is SuccessFactors iContent, or content -as-a-service. This unique approach to web-based content distribution allows companies to manage digital learning materials, including digital course materials, training videos and presentations, in the cloud with on-demand access. And to make social sharing even easier across the enterprise, the provider made the Jam social collaboration tool free for its customers on March 28, 2012. By giving millions of subscribers instant access to the tool, employees can initiate learning at any time using Jam to create training materials, record videos, and share content, ideas, or discussion topics throughout the organization. This model can be applied to a number of industries - healthcare, retail, manufacturing, nonprofits and more. Despite SAPs acquisition of SuccessFactors in December 2011, the company will continue to run independently and serve as the SAP solution for learning, recruiting, social, and talent management. SuccessFactors pricing is determined by number of users. For organizations seeking a scalable, powerful HR solution that brings together and optimizes the skills of their employees at every level, this vendor should be on the short list to consider.

13.

Administrative Roles

The administrative roles of human resource management include policy formulation and implementation, housekeeping, records maintenance, welfare administration, legal compliance etc. i. Policy maker: The human resource manger helps management in the formation of policies governing talent acquisition and retention, wage and salary administration, welfare activities, personnel records, working conditions etc. He also helps in interpreting personnel policies in an appropriate manner. ii. Administrative expert: The administrative role of an HR manager is heavily oriented to processing and record keeping. Maintaining employee files, and HRrelated databases, processing employee benefit claims, answering queries regarding leave, transport and medical facilities, submitting required reports to regulatory agencies are examples of the administrative nature of HR management. These activities must be performed efficiently

and effectively to meet changing requirements of employees, customers and the government. iii. Advisor: It is said that personnel management is not a line responsibility but a staff function. The personnel manager performs his functions by advising, suggesting, counselling and helping the line managers in discharging their responsibilities relating to grievance redressal, conflict resolution, employee selection and training. Personnel advice includes preparation of reports, communication of guidelines for the interpretation and implementation of policies, providing information regarding labour laws etc. iv. Housekeeper: The administrative roles of a personnel manager in managing the show include recruiting, pre-employment testing, reference checking, employee surveys, time keeping, wage and salary administration, benefits and pension administration, wellness programmes, maintenance of records etc. v. Counsellor: The personnel manager discusses various problems of the employees relating to work, career, their supervisors, colleagues, health, family, financial, social, etc. and advises them on minimising and overcoming problems, if any. vi. Welfare officer: Personnel manager is expected to be the Welfare Officer of the company. As a Welfare officer he provides and maintains (on behalf of the company) canteens, hospitals, creches, educational institutes, clubs, libraries, conveyance facilities, co-operative credit societies and consumer stores. Under the Factories Act, Welfare officers are expected to take care of safety, health and welfare of employees. The HR managers are often asked to oversee if everything is in line with the company legislation and stipulation. vii. Legal consultant: Personnel manager plays a role of grievance handling, settling of disputes, handling disciplinary cases, doing collective bargaining, enabling the process of joint consultation, interpretation and implementation of various labour laws, contacting lawyers regarding court cases, filing suits in labour courts, industrial tribunals, civil courts and the like. In some organisations, the above administrative functions are being outsourced to external providers in recent times, with a view to increasing efficiency as also cutting operational costs. Technology, is being put to good use to automate many of the administrative tasks. 14. Globalization poses four major challenges that will have to be addressed by governments, civil society, and other policy actors.

One is to ensure that the benefits of globalization extend to all countries. That will certainly not happen automatically.

The second is to deal with the fear that globalization leads to instability, which is particularly marked in the developing world. The third challenge is to address the very real fear in the industrial world that increased global competition will lead inexorably to a race to the bottom in wages, labor rights, employment practices, and the environment. And finally, globalization and all of the complicated problems related to it must not be used as excuses to avoid searching for new ways to cooperate in the overall interest of countries and people. 15. 16. 17. MIS comprises of three elements viz., management, information and system. The concept of
MIS is better understood if each element of the term MIS is defined separately. Management: A manager may be required to perform following activities in an organisation: (i) Determination of organisational objectives and developing plans to achieve them. (ii) Securing and organising human beings and physical resources so as to achieve the laid down objectives. (iii) Exercising adequate controls over the functions performed at the lower level. (iv) Monitoring the results to ensure that accomplishments are proceeding according to plans. Thus, management comprises of the processes or activities that describe what managers do while working in their organisation. They in fact plan, organise, initiate, and control operations. In other words, management refers to a set of functions and processes designed to initiate and co-ordinate group efforts in an organised setting directed towards promotion of certain interests, preserving certain values and pursuing certain goals. It involves mobilisation, combination, allocation and utilisation of physical, human and other needed resources in a judicious manner by employing appropriate skills, approaches and techniques. Information: Information is data that have been organised into a meaningful and useful context. It has been defined by Davis and Olson - Information is data that has been processed into a form that is meaningful to the recipient and is of real or perceived value in current or progressive decision. For example, data regard ing sales by various salesmen can be merged to provide information regarding total sales through sales personnel. This information is of vital importance to a marketing manager who is trying to plan for future sales

Information is the substance on which business decision are based. Therefore, the quality of information determines the quality of action or decision. The management plays the part of converting the information into action through the familiar process of

decision-making. Information has come to occupy a very important position in the survival of a business. System: System may be defined as a composite entity consisting of a number of elements which are interdependent and interacting, operating together for the accomplishment of an objective. One can find many examples of a system. Human body is a system, consisting of various parts such as head, heart, hands, legs and so on. The various body parts are related by means of connecting networks of blood vessels and nerves. This system has a main goal which we may call living. Thus, a system can be described by specifying its parts, the way in which they are related, and the goals which they are expected to achieve. A business is also a system where economic resources such as people, money, material, machines, etc. are transformed by various organisation processes (such as production, marketing, finance, etc.) into goods and services. Thus, MIS can be defined as a network of information that supports management decision making. The role of MIS is to recognise information as a resource and then use it for effective and timely achievement of organisational objectives.