End-to-End-HR-Blog

Information Technology and HRM Practices | how technology has changed human resource management Changes in information technology are bestowing HR professionals with significant challenges.  Information technology can be used to circulate information, facilitate alternative work arrangements, and spread out (decentralize) physical organizational structures.  These potential advantages, however, also present organizations with difficult HR experiments. As organizations increasingly exist within a virtual context, the ability to be creative and build effective teams without the benefit of physical proximity. Human Resource Information system and its benefits   The Impact of Information technology on HRM May be stretched. For instance, the ability to generate creative sparks based on the synergy that occurs in group settings may be compromised by structures characterized by relativity isolated individual working without face to face contact on a r...

Human Resource Information System Software | Steps in implementing HRIS For successful implementation of HRIS software, appropriate planning at each step is essential.  Considering the necessity, the steps charted below describes the detailed procedures involved in successfully developing and implementing an HR information system. ( Best HR Software vendor selection criteria ) STEP 1: Inception of an Idea, having an HRIS software idea should be initiated somewhere inside the organization and the originator should present a preliminary report showing the need and benefits of it. STEP 2: Feasibility Study,  the evaluation between the current system versus HRIS including cost and benefits. STEP 3: Selecting a project team , followed by finalization of the feasibility study the project team needs to be finalized. STEP 4: Defining the Requirements, to make sure that the mission of the HRIS truly matches management needs& expectations. STEP...

HRIS in HRM | need & uses and benefits of the Human Resource Information System Photo by  Ali Pazani  from  Pexels A Human Resource Information System (HRIS) is a systematically designed computerized form of collecting, storing, maintaining, retrieving and validating of Human Resource data. However, computerization of HRIS is not a mandate but, it is claimed that computerization has its own merits of providing substantially accurate and timely data for decision making. It also acts as a part of the organization’s larger management information system (MIS) . The areas of application of HRIS are many – it is not just useful in Human Resource planning but its uses extend to the whole gamut of Human Resource Management (HRM). Refer the diagram below to know the uses of a Human Resource Information System (HRIS) HRIS functions as a mechanism of Management inventories which include such data as: 1.     Work history...

Administration versus Management | Difference between Administration and Management There is a controversy on the use of these two terms - Administration and Management . The viewpoints of authors are also not similar as a result various approaches are listed below in three different ways. 1.    Administration is different from Management 2.    Administration is a part of Management 3.     Administration and Management are one However, there is a list of differences between Administration and management as follows: Difference between Administration and management To conclude, the above given explanation discloses that there are no separate workers to perform these two ( Administration and Management ) functions. Managers irrespective of their level perform the same functions. As you go high in the hierarchy, the more time will be spent in administrative activity and the lesser in management activity in the management daily routi...

HRM Model | the Harvard Model The Harvard Model – A comprehensive HRM model comprises of 6 critical elements of HRM such as: Stakeholders Interests Situational Factors HRM Policy choices HR outcomes Long-term consequences and A Feedback loop through which the yields flow directly into the organization and the stakeholders The HARVARD Model of Human Resource Management Stakeholders Interests: At this level, the HR managers challenge is to achieve balance among all the stakeholders. The focus of this element is to ‘compromise’ between the interest of the owners and those of employees. Thus, HR managers are supposed to balance the interests of all stakeholders. Situational factors: the situational Factors like workforce characteristics, Labour market, laws and management philosophy influences management’s choice of HR strategy inclusion. Hence, HR experts should determine all the situational factors before deciding for any strategic...

Job Analysis | Methods of collecting job data | ways to conduct a job analysis There are several ways & methods to conduct a job analysis and to collect job-related data’s, including interviews with officials and supervisors. Generally speaking, work methods of analysis can be lengthy and time-consuming, and there is always a propensity on the part of the management to over-analyze certain jobs and under examine other few. (Meaning, definition, types of data collected by job analysis) Read more The Traditional job analysis methods include: 1.     One-on-one interviewing; 2.     Behavioural event interviews; 3.     Phone interviews; 4.     Surveys; 5.     Work assessments; 6.     Developing a Curriculum (DACUM); 7.     Job analysis worksheets; 8.     Observations and procedural review. All these Traditional job analysis methods ...

Job Analysis | A foundation for the overall management of all HRM activities Job related data or information obtained from Job Analysis program has its impact on all functions of  HRM activities . An effective use of Job analysis can enhance the success of all HR activities. Particularly , job analysis benefits an organization in laying the foundation for - human resource planning, employee hiring, training & development, performance appraisal, salary & wage fixation and safety & health etc. Job Analysis, a process of obtaining Job facts. The Job analysis process results in two groups of data Job Analysis - Use and purpose Human Resource Planning: Human resource planning determines as to how many and what type of resources will be required in the near future as per the business requirement. The number of headcounts and the type of personnel are determined by the jobs which need to be staffed. Information related to job is, therefore, necess...