Human Resource Processes and Information Systems
Human Resource Management (HRM) refers to the fixed, connected activities that are related to an organization’s human resource plans, recruitment, training, new employee development, pay scale and performance appraisals. Since the business’s workforce is its most important asset, HRM is believed to be the most important of all the business processes. A properly planned and administered HRM is an absolute necessity for an organization to address changing workforce culture and needs and achieve business goals. Human Resource Information Systems (HRIS) are software platforms that, sort out the quantifiable characteristics of the human resources, payroll, benefits and other related departments. All HRIS systems retain information on all employees of the organization, past and present, in a secure database. It delivers important, effective information that is necessary for management to make correct strategic decisions.
The HRM of any company should hold weekly meetings to assist in defining and supporting the policies and culture of the business. Since HR employees are required to make certain that all employees are kept abreast of changes in corporate policies, benefit information updates, company social gatherings and general business information, efficient communication techniques must be developed and discussed. Weekly meetings can also be used create and reinforce company policies. Issues regarding increased employee compliance can be discussed and decided. Any problems with employee development, corporate culture or anything else can be addressed at these weekly meetings. Creating an atmosphere that fosters employee input will result in new ideas, innovations and improved morale and team spirit. HRIS is essentially a database network that covers and maintains the critical information of the HRM department. Payrolls, employee attendance, taxes, social security deductions, benefit type and utilization information are all held in the HRIS and delivered when needed. Often, the HRM department is retained in a central location within the organization say the main office. However, with business that may have multiple locations, either national and/ or international, decentralizing HRM can have some distinct advantages. Decentralization of human resources management would assign tasks to separate branch offices. This would result in sanctioning local offices to make decisions regarding hiring, firing, employee rewards and disciplinary actions independent of the central corporation. This would then benefit the company by being able to react to changes in local market conditions more easily and rapidly. There are also some notable disadvantages to decentralization. Local branches can each develop their own distinct standards and procedures for hiring, disciplining and rewarding employees based on each branch’s unique needs. This would result in miscommunication between corporate central and branch employees. A second disadvantage of decentralization would be an increased redundancy in task completion. Several employees in separate branches would have to perform the same task that only one employee, in a centralized HRM department, would have to complete for the entire system to remain updated. In summary, it must be remembered that since the company’s workforce is its most important resource, the management of its human resource should be very high, if not at the top, of any organizations list of priorities. Accordingly, some consideration should be afforded regarding allocation of financial and other resources.
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