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Purpose
The function of Human Resources departments is generally administrative and not
common to all organizations. Organizations may have formalized selection, evaluation,
and payroll processes. Efficient and effective management of "Human Capital" has
progressed to an increasingly imperative and complex process. The HR function consists
of tracking existing employee data which traditionally includes personal histories, skills,
capabilities, accomplishments and salary. To reduce the manual workload of these
administrative activities, organizations began to electronically automate many of these
processes by introducing specialized Human Resource Management Systems. HR
executives rely on internal or external IT professionals to develop and maintain an
integrated HRMS. Before the "client-server" architecture evolved in the late 1980s, many
HR automation processes were relegated to mainframe computers that could handle large
amounts of data transactions. In consequence of the low capital investment necessary to
buy or program proprietary software, these internally-developed HRMS were unlimited
to organizations that possessed a large amount of capital. The advent of client-server,
Application Service Provider, and Software as a Service or SaaS Human Resource
Management Systems enabled increasingly higher administrative control of such systems.
Currently Human Resource Management Systems encompass:
1. Payroll
2. Work Time
3. Benefits Administration
4. HR management Information system
5. Recruiting
6. Training/Learning Management System
7. Performance Record
8. Employee Self-Service
The payroll module automates the pay process by gathering data on employee time and
attendance, calculating various deductions and taxes, and generating periodic pay
cheques and employee tax reports. Data is generally fed from the human resources and
time keeping modules to calculate automatic deposit and manual cheque writing
capabilities. This module can encompass all employee-related transactions as well as
integrate with existing financial management systems.
The work time gathers standardized time and work related efforts. The most advanced
modules provide broad flexibility in data collection methods, labor distribution
capabilities and data analysis features was outdated. Cost analysis and efficiency metrics
are the primary functions.
Online recruiting has become one of the primary methods employed by HR departments
to garner potential candidates for available positions within an organization. Talent
Management systems typically encompass:
The training module provides a system for organizations to administer and track
employee training and development efforts. The system, normally called a Learning
Management System if a stand alone product, allows HR to track education,
qualifications and skills of the employees, as well as outlining what training courses,
books, CDs, web based learning or materials are available to develop which skills.
Courses can then be offered in date specific sessions, with delegates and training
resources being mapped and managed within the same system. Sophisticated LMS allow
managers to approve training, budgets and calendars alongside performance management
and appraisal metrics.
The Employee Self-Service module allows employees to query HR related data and
perform some HR transactions over the system. Employees may query their attendance
record from the system without asking the information from HR personnel. The module
also lets supervisors approve O.T. requests from their subordinates through the system
without overloading the task on HR department.
Many organizations have gone beyond the traditional functions and developed human
resource management information systems, which support recruitment, selection, hiring,
job placement, performance appraisals, employee benefit analysis, health, safety and
security, while others integrate an outsourced Applicant Tracking System that
encompasses a subset of the above.
Nearly all major corporations use some form of Applicant Tracking Systems to handle
job applications and to manage resume data. A dedicated ATS is not uncommon for
recruitment specific needs. On the enterprise level it may be offered as a module or
functional addition to a Human Resources Suite or Human Resource Information System
(HRIS). The ATS is expanding into Small and medium enterprises through Open Source
or Software as a service offerings (SaaS).
The principal function of an ATS is to provide a central location and database for a
company's recruitment efforts. ATS are built to better assist management of resumes and
applicant information. Data is either collected from internal applications via the ATS
front-end, located on the company website or is extracted from applicants on job boards.
The majority of job and resume boards (Monster, Hotjobs, Career Builder) have
partnerships with ATS software providers to provide parsing support and ease of data
migration from one system to another.
Functionality of an ATS is not limited to data mining and collection, ATS applications in
the recruitment industry include the ability automate the Recruitment Process via a
defined workflow.
As the data held within Recruitment Software is predominantly personal data, it is often
tightly controlled by Data Protection legislation, preventing the data from being held
offshore.
The first[citation needed] open source Applicant Tracking System (CATS) opened in 2006
under a modified Mozilla Public License and moved to a closed source model in 2008, it
is now available within the SaaS model. In true open source tradition however, the users
have continued the project themselves (OpenCATS).[citation needed]
E-HRM
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links to this page from related articles; suggestions are available. (June 2009)
E-HRM is not the same as HRIS (Human resource information system) which refers to
ICT systems used within HR departments.[2] Nor is it the same as V-HRM or Virtual
HRM - which is defined by Lepak and Snell as "...a network-based structure built on
partnerships and typically mediated by information technologies to help the organization
acquire, develop, and deploy intellectual capital."[3]
Types
There are three tiers of E-HRM. These are described respectively as Operational,
Relational and Transformational. Operational E-HRM is concerned with administrative
functions - payroll and employee personal data for example. Relational E-HRM is
concerned with supporting business processes by means of training, recruitment,
performance management and so forth. Transformational E-HRM is concerned with
strategic HR activities such as knowledge management, strategic re-orientation.[2] An
organisation may choose to puruse E-HRM policies from any number of these tiers to
achieve their HR goals.
Goals
E-HRM is seen as offering the potential to improve services to HR department clients
(both employees and management), improve efficiency and cost effectiveness within the
HR department, and allow HR to become a strategic partner in achieving organisational
goals.
References
1. ^ Strohmeier, S. (2007). "Research in e-HRM: Review and implications." Human
Resource Management Review 17(1): 19-37.
2. ^ a b Ruël, H. J. M., Bondarouk, T., & Looise, J. C. (2004). E-HRM: Innovation or
irritation. Utrecht: Lemma Publishers.
3. ^ Lepak, D. P., & Snell, S. A. (1998). Virtual HR: Strategic human resource management
in the 21st century. Human Resource Management Review, 8 (3), 215−234.
4. ^ CIPD (2007). A Barometer of HR Trends and Prospects. London: CIPD
Retrieved from "http://en.wikipedia.org/wiki/E-HRM"
Categories: Human resource management | Information technology management
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