Human Resources Management Software
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This document discusses human resource management software (HRMS). It begins by defining HRMS as the intersection between human resource management and information technology, combining several systems and processes to manage and optimize daily HR tasks. It then lists some benefits of HRMS, such as employee tracking, continuous feedback, better analytics, and reducing human error. Potential disadvantages are also outlined, including the difficulty of analyzing large amounts of data, high costs of setup and training, and loss of subjectivity in promotion decisions. The document provides examples of HRMS software and includes references for further information.
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Human Resources Management Software
- 1. HUMAN RESOURCE MANAGEMENT SOFTWARE PRESENTED BY: PRADIPTA POUDEL BIM IV 115
- 2. INTRODUCTION TO HUMAN RESOURCE MANAGEMENT SOFTWARE • Human Resource Management Software (HRMS) refers to the system and process • At the intersection between human resource management and information technology. • A digital solution that combines several systems and processes to manage and optimize daily HR tasks. 2
- 3. Employee tracking: • Tracking employee's daily work schedule, etc. Continuous constructive feedback: • To provide feedbacks to employees regarding their work schedule, work output etc. Better and more accurate analytics: • Work done by system provides accurate analytics to the senior managers which may help in employees promotion. Reducing Human Error: • If the same work is done by system rather than human errors will be reduced. 3
- 4. Difficulty of Analysis • Your system can contain so much data that you may find it difficult to analyze. • So, you may need a separate analysis system just to sort the data into meaningful way. Cost of Setup, Installation, and Training • One of the disadvantages of these systems is their cost is very high. • Can cost thousands of dollars for setup and installation, training employees. Loss of Subjectivity • HR management systems do such a good job of listing employee accomplishments, certifications, and degrees, • Managers may be tempted to promote based on the objective data your system provides. 4
- 5. FUNCTION S 5
- 8. THANK YOU 8