Human Resource Management System

If you are new to the realm of eLearning or are making the switch to online training, then you've probably heard quite a bit about Learning Management Systems recently. This is primarily due to the fact that it is one of the quintessential tools of eLearning, upon which all online courses and training modules are built. But what are the real benefits of using a LMS? In this article, I'll explore the many advantages of using a Learning Management System to design and deploy eLearning experiences. A corporate eLearning culture sets the tone for the entire online training program. A successful culture promotes lifelong learning and stresses the importance of personal development. As such, it's essential to cultivate a thriving corporate eLearning culture that gives employees the support and resources they require. It is also to be noticed that the proper management of the human resources of an organization is one of the most important activities that must be undertaken by the organization in order to successfully function in a competitive market. It is necessary to carry out comprehensive processes aimed at obtaining the deepest possible knowledge of the employees, their professional potential, ambitions and development capabilities. This knowledge becomes a basis for activities enabling the people employed at the organization to achieve their individual objectives and goals. Their resultant satisfaction of the job they perform will be reflected in their increased motivation and more complete loyalty to the organization, thus contributing to a better achieving of its strategic goals. The present article is on analyzing the individual benefits of Learning Management System(LMS) and Human Resource Management System (HRIS)and also analyzing the situation how both these can be integrated for the betterment of the organization and the employees

Researchers realized the strategic importance of HRM only recently. Companies started to documentways of creating business value through proper management of workforce. HRM was initially called Personnel management that consisted of routine administrative and transactional work related to HR, but due to globalization, company consolidation, technological advances, and further research, HRM today focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. In the current global work environment, most companies focus on lowering employee turnover and on retaining the talent and knowledge held by their workforce. New hiring not only entails a high cost but also increases the risk of a newcomer not being able to replace the person who worked in a position before. HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of losing corporate knowledge. ...

Researchers realized the strategic importance of HRM only recently. Companies started to documentways of creating business value through proper management of workforce. HRM was initially called Personnel management that consisted of routine administrative and transactional work related to HR, but due to globalization, company consolidation, technological advances, and further research, HRM today focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. In the current global work environment, most companies focus on lowering employee turnover and on retaining the talent and knowledge held by their workforce. New hiring not only entails a high cost but also increases the risk of a newcomer not being able to replace the person who worked in a position before. HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of losing corporate knowledge. ...

In early 2010, Zimbabwe's Minister of Public Service requested Bank support for a public administration review to provide analytical support and technical assistance to identify the key issues to restore the quality of public administration in Zimbabwe. This policy note presents an initial framing of recent public administration reform experiences and lessons learned in Zimbabwe and set the agenda for future client engagement with a view to present reform options. It has the following objectives: first, it intends to situate and analyze the current progress made and challenges facing the Zimbabwe public service in its wider and rapidly changing - economic and political context. Second, it aims at presenting the Bank's engagement in this area over the last three years and to synthesize what has been learned. Third, it identifies reform options given the current context and gives possible future entry-points. It mainly aims at providing an initial basis for client-engagement t...