Introduction
We all understand the importance of Human Resource Management. Managing people is one of the key factors of any organization.
Success and failure of an organization largely depends on the way we manage the human force involved with us.
To manage people, one of the most important parts is planning for each and every people involved in the company. Everyone working in the company should feel personally cared by the policies of the company. Company should be able to show them that the company has some good plan for their daily activity and for the future too. All employees should feel that they are not just a group but they have individual identities in the company. Employees should also experience that the company always respects the contribution of its staff.
HR team need to function very effectively on timely manner for implementation of company policies and in same time they need to have enough free time to that they can do brain storming for new ideas and creation of policies.
Unfortunately in most of the companies we can see HR Team is just busy with;
1. Taking interview
2. Managing daily attendance
3. Calculating leave
4. Salary calculation
5. And if time allows making new policies but implementation of policies is still a big task
If we divide time used by HR Manager and her/his team in most of the company we can see
1. 80% of their time they use for daily activities like checking attendance, calculating salary, conducting interview etc.
2. 15% of their time the use for policies making
3. 5% of their time they use for new policies implementation which is surely very low and not sufficient
Having my long association with HR managers and their team I was surprised to see how much time they have to waste on the issues which can be solved in just few clicks by using information technology system.
Let's see how easy life of HR Managers and their Team would be by using Information Technology.
Daily Activities
Right now in the manual system : HR Team is busy checking daily attendance, leave, absent, payroll, hiring, sifting through piles of cvs, and taking interview almost all the time.
It can be done in few minutes by having an effective Human Resource Management Software.
Performance Appraisal
Manual Performance Evaluation takes almost 1 to 2 months and worst is when we try to measure year long work performance we spend a whole day just sorting the documents. As we don’t a have system of tracking their day to day work performance.
Having software for HR system with well defined JD’s and KRA’s we can easily finish Performance Appraisals within few days.
Recruitment and Selection.
We all know having a useful employee is a big asset to our company so our HR Team devotes good amount of time to shortlist the application, Bio-Data received for any post, then they take interviews.
Having HR system with well defined Recruitment & Selection policies, we can shortlist and call for interview in just few minutes.
Selection process can be very easy and open for each department.
Role of IT Based HIRS System on HR Policy development & implementation
Performance and motivation of employee depends on a company's HR Policies. In HR Management software every employee has direct access and a personal space. Once any policy decided by Hr Team, it reaches to each and every concerned employee easily.
As HR Team has enough time saving using HR Software they can devote their time for new useful policy creation.
It is the era of Managing people using technology and our technology should make them feel good and comfortable so that they feel happy to be managed by technology.
The HR software comes with following features to make easier the lives of HR Managers and their teams.
Key features
Applicant tracking (AP)—Prospective employee applications, interview records, affirmative action and other compliance statistics
Accrual tracking (AT)—Vacation and sick leave accrual and use
Benefits tracking (BT)—Insurance data, bonuses, position prerequisites, stock options, flexible spending accounts
Employee records (ER)—Assignments, salary history, training, memberships, and other personal data
Employee scheduling (ES)—Work-assignment tracking, planning, and notification
Evaluation management (EM)—Employee-review scheduling, employee testing and scoring
Payroll and tax (PT)—Payroll, tax, and other deduction data for preparing paychecks of hourly and salaried workers
Salary administration (SA)—Salary tracking, budgeting, and policy administration for employees as a whole
Time and attendance (TA)—Hours worked tracking, possible interface to networked time-clock systems
Workforce analytics (WA)—Enterprise-wide tracking and analysis tools for labor, overtime, absenteeism, and other workforce costs.
=============================================
Concluding Remarks
I would like to conclude my presentation on the note that if we want to have effective HR management we must implement HR Software otherwise we will be wasting 80% time and resources of our HR Team. Let Our HR Team work as professionals and let them use their time on Policy Making rather than getting worried about how to implement policies.
HR Manager and her/his team without HR Software always works as HR clerk and they never get enough time to think and apply new HR policies.
