Human Resource Management Systems Overview

Human Resource Management Systems

• HR systems integrate HR and IT through software
• Allow HR activities to occur electronically
• Help companies invest in the future and succeed
• Customizable to company-specific needs, remaining relevant
• HRIMS needs: identifying manpower needs, resources, equal employment opportunities, and training needs
• Data sources include departmental data (e.g., finance, marketing), surveys, and external sources (outsourcing or external warehouses)
• HRIMS types include supporting workforce planning, labor negotiations, and specialized HRIMS software for various computer sizes

HRIMS Structure

• Composite of databases, applications, and hardware for managing and presenting HR data
• Also includes people, policies, procedures, and data needed to manage HR functions
• Composed of several subsystems

Employee Administration

• Tracks information like hire date, name, address, phone, email, gender, salary, emergency contacts, department, location, and employment status

Recruitment

• Includes position name, number, department, approval status, and full/part-time status

Time and Attendance

• Calculates vacation time, absence, termination dates, and late entries

Training and Development

• Data on employee skills, competencies, training courses, costs, activities, and career planning

Pension Administration

• Information on pension plan design, employee and company contributions

Performance Evaluation

• Performance ratings, review dates, appraisal types, comments, and performance objectives

Compensation and Benefits

• Details of compensation and benefit plans and policies

Health and Safety

• Information on accidents, accident types, health complaints, and resolutions

Labor Relations

• Information on seniority lists, union membership, grievances, and their resolutions

Payroll Interface

• Provides information on salary, wages, and benefits for easier payroll processing. Sophisticated systems can directly interface with payroll providers.

Key Mechanisms of HRIMS

• Creates and maintains employee records
• Ensures compliance with legal requirements
• Forecasts and plans future HR needs
• Provides managers with information to manage knowledge and talent (career and succession planning)
• A system to align HR plans with organizational goals
• Assists management with decision-making through data analysis

Career Management and Development

• Career encompasses work experience, roles, achievements, professional growth, personal fulfillment, and a person's chosen vocation throughout their working life
• Factors influencing career choices include interests, skills, values, personality, education, experience, job market demand, personal circumstances etc.
• Career development refers to the interaction of psychological, sociological, economical, physical and chance factors shaping job/career sequences over a lifetime
• Career dynamics are influenced by diverse factors shaping career choices, trajectories, and satisfaction during one's working life.
• The evolving sequence of work experiences shapes careers over time including education, work, family, leisure activities and more
• Job definitions are sets of activities that a worker is expected to perform in a specific position with certain duties
• Occupations are job clusters with similar skills which may include jobs like photographer

Types of Careers

• Steady-state: a lifetime in a single position
• Linear: progressing through roles on a career ladder
• Spiral: evolving through different occupations using acquired skills
• Transitory: shifting between unrelated roles

Career Development Skills

• Skills involved in managing a career including career planning, strategizing, executing action plans, and evaluating progress.

Holland's Theory of Vocational Choice

• The theory stating that people perform best in professions that match their traits and personality characteristics

RIASEC

• A conceptualization that identifies occupations in which people are best suited based on six personality types: Realistic, Investigative, Artistic, Social, Enterprising, Conventional.

Factors Influencing Career Choices

• Includes interests, skills, values, personality, education, experience, job market demand, personal circumstances

Learning and Development

• Learning is a permanent behavior or attitude change attained through training or education
• Development involves applying knowledge and enhancing skills for future opportunities
• Learning and Development (L&D) improve employee knowledge, skills, and abilities (KSAs) which impacts individual and organizational performance.
• Development helps leaders solve problems. Leaders need skills for leadership challenges.

Why learning and development go together:

• Learning provides skills, development applies them in problem-solving.

HRM vs SHRM

• HRM focuses on operational training and development to improve employee performance
• SHRM links to long-term, organizational goals and emphasizes future skill development for innovation and succession planning.

Learning and Development Plan Effectiveness

• Aligns with business needs
• Tailored to employee needs through a needs assessment
• Clearly defined objectives
• Uses appropriate methods and tools
• Includes communication and engagement plans
• Utilizes metrics for tracking progress, return on investment, and overall effectiveness
• Includes a learning corporate culture
• Assesses success through relevant metrics including learning satisfaction, training completion rates, knowledge assessed, performance evaluations, training ROI, employee engagement and motivation, individual/team performance, staff retention, and revenue growth..

Kirkpatrick Model

• Measures training effectiveness through reaction, learning, behavior, and results. It helps in assessing the benefits gained by comparing costs with results.

HRIMS Video

• HRIS development steps:
  • research (know requirements)
  • planning and aligning
  • defining and designing (identifying basic needs)
  • configuring and testing
  • training and communication
  • deployment and sustainability (ensuring support systems are in place).