hrm

1. COMPUTER APPLICATION IN HRM
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Presented By-
WASIM
AHMED
&
ABHISHEK
SONI
MBA2ndsemester

2. COMPUTER NEED IN HRM
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Computers should be thought of as simply another human resources
management tool, which when used properly, can help you maximize
the quality of the products and services you offer like your
development program, your placement process.
It achieves its purpose by freeing you from time-consuming paperwork
and giving you more time to interact with your guests. The speed at
which information can be processed and reported expedites decision
making.
When companies design information systems that allow employees to
perform more HR functions for themselves, the managers with human
resources responsibilities have more time to focus on the more strategic
components of their jobs such as planning, coaching, and counseling,
ultimately making them a more effective partner in management decision
making.

3. BENEFITS OF COMPUTERS
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 The technology exists today to actually make an office
paperless. That means no post-notes, no notepads, no phone
rolodex, no day planner.
 Human resources functions such as recruitment, hiring,
performance appraisals, compensation, and benefits
administration and training can all be done without paper.
 There are several benefits:
 Increased storage efficiency.
 More cost-effective
 Saves time
 Improves the accuracy of data
 Maintains the security of data

4. DEFINITION OF HRM
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Human Resource Management is the process of
acquiring , training , appraising and compensating
employees and of attending to their labour
relations , health and safety and fairness concern.
These include :
• Conducting job analyses
• Selecting job candidates
• Orienting and training new employees
• Training and developing managers.

5. HUMAN RESOURCE
MANAGEMENT SYSTEM (HRMS)
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 It refers to the systems and processes at the intersection
between human resource management (HRM)
and information technology.
 It merges HRM as a discipline and in particular its basic HR
activities and processes with the information technology field.

6. BEFORE SYSTEM APPROACH TO HR
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 The function of Human Resources departments is generally
administrative and not common to all organizations.
 Organizations may have formalized selection, evaluation, and
payroll processes.
 The HR function consists of tracking existing employee data
which traditionally includes personal histories, skills,
capabilities, accomplishments and salary.

7. PURPOSE OF SYSTEM APPROACH
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 To reduce the manual workload in administrative activities.
 Organizations began to electronically automate many of these
processes by introducing specialized Human Resource
Management Systems.

8. Currently Human Resource-
Management Systems Encompass
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 Payroll.
 Work Time.
 Benefits Administration.
 HR management Information system.
 Recruiting.
 Training/Learning Management System.
 Performance Record.
 Employee Self-Service.

9. Payroll
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 The payroll module automates the pay process.
 Its automates the pay process by gathering data on
employee time and attendance, calculating various
deductions and taxes, and generating periodic pay
cheques and employee tax reports.
 This module can encompass all employee-related
transactions as well as integrate with existing financial
management systems.

10. Work Time
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 The work time gathers standardized time and work related
efforts.
 The most advanced modules provide broad flexibility in data
collection methods, labour distribution capabilities and data
analysis features was outdated.
 Cost analysis and efficiency metrics are the primary functions.

11. Benefits Administration
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 The benefits administration module provides a system for
organizations to administer and track employee
participation in benefits programs.
 These typically encompass insurance, compensation, profit
sharing and retirement.

12. HR Management Information System
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 The HR management module is a component covering many
other HR aspects from application to retirement.
 The system records basic demographic and address data,
selection, training and development, capabilities and skills
management, compensation planning records and other
related activities.
 Human resource management function involves the
recruitment, placement, evaluation, compensation and
development of the employees of an organization.

13. RECRUITING
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 Online recruiting has become one of the primary methods.
 Analyzing personnel usage within an organization.
 Identifying potential applicants.
 Recruiting through company-facing listings.
 Recruiting through online recruiting sites or publications that
market to both recruiters and applicants.

14. TRAINING
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 The training module provides a system for organizations to administer
and track employee training and development efforts.
 The system, normally called a Learning Management System .
 Courses can then be offered in date specific sessions, with delegates
and training resources being mapped and managed within the same
system.
 LMS allow managers to approve training, budgets and calendars
alongside performance management and appraisal metrics.

15. EMPLOYEE SELF-SERVICE
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 The Employee Self-Service module allows employees to query HR
related data and perform some HR transactions over the system.
 Employees may query their attendance record from the system without
asking the information from HR personnel.
 The system work without overloading the task on HR department.

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17. E-HRM
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 E-HRM is the (planning, implementation and) application of
information technology for both networking and supporting at least two
individual or collective actors in their shared performing of HR
activities.
 E-HRM is not the same as HRMS (Human resource management
system) which refers to ICT systems used within HR departments.
 E-HRM is in essence the devolution of HR functions to management
and employees.
 They access these functions typically via intranet or other web-
technology channels

18. TYPES
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 Operational- Administrative functions. (eg- payroll and employee
personal data. )
 Relational – Supporting business processes by means of training,
recruitment, performance management etc.
 Transformational- Strategic HR activities such as knowledge
management, strategic re-orientation.
“An organisation may choose to pursue E-HRM policies from any
number of these tiers to achieve their HR goals.”

19. GOALS
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E-HRM is seen as offering the potential to :-
 Improve services to HR department clients (both
employees and management).
 Improve efficiency and cost effectiveness within the HR
department.
 Allow HR to become a strategic partner in achieving
organisational goals.

20. REFERENCES
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 Human Resource Management-
By- K. Aswathappa
 Human Resource Management-
By-Lloyd L. Byars
Leslie W. Rue
 www.google.com
 www.wikipedia.org

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