Role of Information Technology in Hrp Essay Example

delivering manipulating presenting HR data. A comprehensive HRS system provides information on wage and salary data benefits usage choices staff profiles grievances training development records.
The text discusses various aspects related to health safety succession plans employee information organizational data demographics and the role of technology in Human Resource Management (HRS). It mentions that health safety includes accidents costs tolerance limits for dangerous substances.Succession plans involve considering various factors such as skills, specialties, work experience, performance record, and promotion capabilities of employees in a job. Employee information includes relevant data for tax and pension plans. Organizational data encompasses information about the structure, levels, reporting pattern, and major policies. Demographics include staff profiles including education and age. Environmental and census data involve population trends and economic indices. The text also mentions productivity data.

The role of technology in Human Resource Systems (HRS) is emphasized as it has made processes more convenient and efficient. Specifically, technology has streamlined calculations and data storage to facilitate manpower forecasting. The HRS system allows for the storage, updating, and retrieval of human resource information such as environment, census data, and population demography for manpower supply and demand forecasting.

Moreover, the Human Resource System (HRS) serves as an important resource for evaluating the internal talent pool. It typically includes a personal profile of each employee containing their name, years of service, employment status, work history education training skills areas expertise performance evaluations desired positions within the organization hobbies/interests relevant organizational planning.

Additionally recruitment benefits from technology by having a positive impact on it.E-recruitment involves using technology or web-based tools to make the hiring process easier. Companies often display job opportunities on their websites, use job portals

and social networking sites (SINS) to find potential hires. E-recruitment offers benefits such as cost-effective advertising, reaching a wider pool of candidates, accessing specialized skills easily, faster job posting and applicant responses, quick hiring processes, and 24/7 access to online resumes.

Social networking is useful for faster response and interaction but raises concerns about data safety and credibility. Companies now use these sites for business purposes and quickly identifying potential talent. However, job seekers who post confidential information can face serious issues related to data safety.

Another challenge in Human-Computer Interaction (HCI), Wiper, TTS etc., is the risk of mistaken identity. About 7-10% of employees are hired through social networking sites (SINS), leading companies to have separate teams managing these activities. SINS offer reduced costs and greater reach to younger demographics which makes them attractive for corporate recruitment.

Companies offer intensive e-learning opportunities to enhance employee knowledge and development. Employees have access to online training materials at their own pace, but there are drawbacks such as the extended duration for completion and the need for independent assimilation. Off-the-shelf HRS-IT solutions, including performance management, payroll maintenance, and attendance functions, are available within ERP solutions and have a positive impact. The CPM system used by companies collects data on work units covered in a given time period and can calculate the performance of millions of people simultaneously. However, these software packages may have disadvantages due to insufficient testing and poor implementation or confusion caused by inexperienced employees using the system. Effective personnel management relies on human capital management systems like SAP's comprehensive Human Capital Management System that enables HRS professionals to hire, train, and develop their workforce. Both the

human UAPITA management system and HRS serve as tools for tracking employees' profiles, work history, performance, training, development, and salary details.

Previously, the management of this information was difficult due to the reliance on paper documents. However, computers and software have made this process much easier. Succession management is an important part of human capital management as it prepares employees for future roles. This involves gathering information from various sources such as 360-degree feedback, including competencies, talent pools, development plans, and performance assessments. HRS can provide this type of information. In addition, Executrices Software Group offers web-based systems for employee performance appraisal and succession planning software solutions to enhance the management process.

Overall, technology has greatly benefited HRS in areas like manpower forecasting, recruitment, human capital management, succession planning, and training and development. However, organizations must carefully select and adapt technology to their specific needs in order to achieve efficiency in cost and time in HRS due to the rapidly evolving market.