Organization Behaviour and Human Resource Dynamics-II HRMM504 PDF

Course Title ORGANIZATION BEHAVIOUR AND HUMAN RESOURSE DYNAMICS-II Course Code HRMM504  Pedagogy news Article Live Example Video Content MCQ Activity Case based discussio n  To...

Course Title ORGANIZATION BEHAVIOUR AND HUMAN RESOURSE DYNAMICS-II Course Code HRMM504  Pedagogy news Article Live Example Video Content MCQ Activity Case based discussio n  Topic Human Resource Information System  Evolution of HRM and HRIS  Database concepts and applications in HRIS  Systems considerations in design of an HRIS  Recruitment and selection in internet context  HR administration and HRIS Managing HRIS Implementations  Systems development life cycle  HRIS need analysis  HRIS cost-benefit analysis  Compensation, benefits, payroll and HRIS HRIS Applications and Future Trends :  HRIS privacy and security  HRIS and social media  Importance of HRIS in people analytics  Importance of HRIS in driving productivity  Human Resource Information System HR systems are equipped with the right technology It is a system, single platform , everything is integrated into one Playing a unique role in the organization Its important to understand how it is helping the organizations For HR to do work effectively To meet the need of HR departments and HR professionals. Accessible from anywhere Avoid repetitive and manual HR work Comparative advantage, shaping a new world Bachelors degree in Information Technology, Human Resources Management, Business Administration, or related field required.  Human Resource Information System It is an acronym for Human resource information system. This refers to systems that are specifically designed to assist HR professionals with following features. Recruiting records Onboarding called as boomerang employees coming back Time tracking Payroll information People management Handling virtual teams attendance system hybrid Employee performance initiatives tracker keeping employee records, time tracking Talent acquisition FEW EXAMPLES HUMAN RESOURCE SYSTEMS If you’re looking to get the most out of the best human resource systems, we have a few options for you: Kindly search and discuss its application. Natural HR IntelliHR Bamboo HR Eddy Workday Namely ADP Monday.com Freshteam by Freshworks Retable Clockify Neobrain Trouvetavoie Great Place to Work  Can book a demo for HR expert software Techjockey Manage employee data, track leaves & attendance and automate payroll with the best HR & Payroll management software. Ensure faster payroll processing with complete employee life cycle management Link https://www.techjockey.com/c/best-hr-software/? utm_id=18787216545&utm_source=Google&utm_campaign=Se arch_HRMS_Mobile&utm_adgroup=Pay_Roll_Software&utm_k eyword=hr%20software %20companies&utm_matchtype=e&utm_adgroupid=148651327 128&utm_creative=614697750369&utm_device=m&utm_targeti d=kwd- 857490678&utm_adposition=&category=hrm&gclid=Cj0KCQiA nNacBhDvARIsABnDa68XNnig8cdPEOmUvpKyCQSun1ULOk jOUPnS-FWzUxkHqrqJAaYzsHkaAhpEEALw_wcB  Activity Explore the HRIS software Natural HR IntelliHR Discuss the company details (Designing Bamboo HR and execution) Eddy Find out the features inbuilt the software Workday How is it helpful to HR professionals Namely ADP Learning Outcome: Thorough Monday.com understanding of all areas of information Freshteam by Freshworks systems with a highly technical Retable understanding of at least one commercial Clockify HRIS product. Neobrain Trouvetavoie Great Place to Work HRIS as a tool Data processing HR- specific spreadsheet templates spreadsheet organized and systematic Creating smart form and tables  Create a Spreadsheet Using Access Activity: Students will be able to analyze the role of HRIS in organization processes. A Human Resource Management System will be developed by using Microsoft ACCESS tool. Link https://www.youtube.com/watch?v=3zWFqdqoy3o  Step 1 Go to Microsoft Access Open the access Step 2 open the blank file Next create file Go to create tab  Open Go to create tab and create Table Forms Can add tabs in the data Save the file  Evolution of HRM and HRIS Article: The digital transformation of human resources Recruit the best talented candidates (attract/retain). Based upon forecasting techniques using machine learning HR professional roles more attentive and mobile Link: https:// www.bbntimes.com/global-econom y/the-evolution-of-hrm-and-artifici al-intelligence Database concepts and applications in HRIS Application s in HRIS Database concepts and applications in HRIS Systems considerations in design of an HRIS Article : link https:// www.managementstudyguide.com/systems-considerations-in-design-of -hris.htm Customizations as per the requirements of the end users. Inbuilt provisions and be developed by carefully analyzing the end users/customers’ requirements Filtering and examining them for the managers  HRIS Customers/Users HRIS Architecture Employees include managers and data analyzers, potential decision- makers, clerks, system providers and to certain level those who rely on the system for self-help. Managers are generally the regular managers, directors, president, vice-president & CEO. Technical analysts, who interpret the data through various programs into an easy language so that the managers can have an easy accessibility to them. The non-employees job seekers rely on job portal for gathering knowledge of the HRIS  Recruitment and selection in internet context In the U.S over 90% of large companies use the Internet to recruit applicants. Over 95% of Fortune 500 companies have an online job page. Over 46 million people look for job openings online. Navigability can be defined as the overall ease with which a user can browse through multiple webpages to locate topics of interest. Hosting a website that displays current information Content information refers to the degree to which the website hosts relevant information that the The media richness theory has been frequently applied to explain why hosting relevant content information is beneficial to applicants. HR administration and HRIS Upgrade to applications, systems, and modules Customization installation Guidance to HRIS users Familiarity with human resource policies and procedures to ensure the HRIS meets organizational needs and goals. Ability to keep information confidential. Proficient with Microsoft Office Suite or related software. Thorough understanding of all areas of information systems with a highly technical understanding of at least one commercial HRIS product.  HRIS need analysis Discuss  Case Study: Conducting A HRIS Needs Analysis HRIS and can be used in conjunction with a Request for Proposal (RFP:3-4-pages) First step used in the planning process Choose a company The write-up up will cover INTRODUCTION BUSINESS ASSESSMENT: Describes the business (size, structure, etc.) IDENTIFIED PROBLEMS: Consider the HR problems/challenges of the organizations. Make a list of HR functions that you believe could be more efficient based on your own experience HRIS NEEDS ANALYSIS: How might an HRIS application assist the business? CONCLUSION: Link https://www.sweetstudy.com/content/case-study-conducting-hris-needs-analysis  HRIS cost-benefit analysis Automation in HR, reduces dependence on hard copy form of data and information related with the employee details, facilitates saving of time and resources by way of using online applications/forms created in a user friendly interface. This improves the overall efficiency of the HR department and the HR professionals may focus more on strategic decision making and developmental functions of HR. HR expands from merely being a support system or an administrator to a strategic partner. An evaluation of HR costs involves calculation of ROI (Return on Investment) on Human Capital, Example : Average Employee Contributions (AEC). AEC is derived by calculating the difference between the net revenue of an organization and the cost of goods sold divided by the total number of employees. In short, AEC = (Net Revenues – Cost of Goods Sold)/number of employees.  Activity Compensation, benefits, payroll and HRIS HRIS software will allow to set up the automation and secure the payroll(determining compensation) management. A Human Resource Management System will be developed by using Microsoft ACCESS tool. Discuss Compensation Benefits Payroll  Topic HRIS Applications and Future Trends HRIS privacy and security HRIS and social media Importance of HRIS in people analytics Importance of HRIS in driving productivity  HRIS privacy and security Confidential data about employees need to protected from manipulation social security numbers medical data bank account data salaries domestic partner benefits employment test scores performance evaluations  There has been a rise in the theft of employment data (Privacy Rights Clearinghouse, 2010. Few states passed privacy laws requiring organizations to adopt reasonable security practices.  News Topic: Delhi AIIMS ransomware attack: Server remains down for 7th day; operations running in manual mode Link https://economictimes.indiatimes.com/interstitial.cms Video: 3 Minutes All India Institute of Medical Sciences (AIIMS) server continues to remain out of commission for the 7th consecutive day. Hospital authorities fear that the data of nearly 3-4 crore patients could be compromised due to the breach which was detected Wednesday morning, last week.  HRIS privacy and security Example Software vendors such as Oracle, are aware of the potential for security breaches. And offer multiple security models (e.g., Standard HRIS Security and Security Groups Enabled Security) That enable an administrator to set up HRIS security specifically for an organization.  SECURITY THREATS - SOURCES  Human error  Disgruntled/dissatisfied Employees and ex-employees  Other “Internal” Attackers  External Hackers  Natural disasters  Computer virus  Worms such as Code Red, Slammer and MyDoom can spread by themselves without attaching to files.  Spyware is software installed on an unknowing user’s computer that gathers information about the user’s activities on the Web (keystrokes, web sites visited, et cetera) and transmits it to third parties such as advertisers or attackers.  Blended Threats: These threats propagate both as viruses and worms. They can also post themselves on websites for people to download unwittingly.  Trojan  HRIS and social media Using social networks human resources have the opportunity to develop the employer brand and to promote the company’s image to potential employees. Social media websites SMWs such as Facebook, Twitter, and LinkedIn, organizations have been able to build their employment brand with prospective job applicants, expand their network of applicants, better target them, and better attract employees who fit with the company culture and core values.  Importance of HRIS in people analytics People Analytics or HR analytics is described by the CIPD as a component that uses people-data in analytical processes to solve business problems. It uses people-data, collected by HR systems (such as payroll, absence management) and business information (such as operations performance data) To provide people professionals and their stakeholders with insights about their workforce, HR policies and practices, ultimately improving evidence-based decision making 69 per cent of organisations with 10,000 or more employees have a People Analytics team.  Importance of HRIS in people analytics Example People Analytics has also helped companies identify high performing talents and teams and duplicate their success. For example, Google’s Project Oxygen analysed the practices of the company’s best performing managers and used the same to coach low- performing employees. Case Studies 1: Arcelor Mittal, world’s largest steel company uses people measures and performance management systems to build their talent base. The HR function at Arcelor Mittal works closely with other business units to find and develop suitable talent through their Global Employee Development Programme. Rigorous gathering and analysis of their performance management measures ensure that their talent is well supported throughout their career. The insights that the people measures provide has allowed ArcelorMittal to develop a robust succession plan (83% of movement in 2013 came from their plan) as well as increase their employee engagement scores across the organisation. Link: https:// www.cipd.asia/news/the-growing-importance-of-People-Analytics-in-HR#gref  Importance of HRIS in driving productivity Productivity levels can affect whether a company sinks or swims in the market. Investing in digital tool HRIS HRIS can provide the tools needed to measure productivity so that you can see the positive effects of any changes you make. HR software can help you survey your employees to determine their satisfaction with their jobs and compensation A HRIS can improve the productivity of employees by streamlining workflow and taking on many automated tasks. This can free up your employees to focus on more important tasks and devote more attention to doing them well Activity Exit Interview