Job analysis and human resource requirement

Allocation of Money Value to the different factors and Ranking of Jobs under the Factor Comparison Method For example, if tool making is a benchmark job and its wage rate is 20 money units; it may be decided to assign nine of these to skill, five to mental requirements, two to physical requirements, three to responsibility and one to working conditions.

Job analysis and human resource requirement

Recruiting sites publications that market Job analysis and human resource requirement both recruiters and applicants 6. Training Module Administer employee training and development efforts Allows HR to track education, qualifications and skills of the employee Outlining training courses and materials available to develop skills 7.

Employee Self-Service Module Allows employee to query HR related data Perform HR transactions over the system attendance record Allows supervisors to approve OT requests from their subordinates Benefits of Human Resource Information Systems HRIS Become strategic partners with top management Be more efficient and provide better information for decision making Increased use of web technology will leave HR for more time for strategic planning Enables employees to focus on their adminstration work Strategic Architecture enables HR professionals to act as competent manager in arranging people to their respective positions Contribute to overall business performance by: Supporting task of data storage and retrieval Serving as primary admin support tools Reporting, statistics and program monitoring What is the need for HRIS?

Human resource information system refers to the system of gathering, classifying, processing, recording and dismantling the information required for efficient and effective management of human resource in an organization. Need for such a system arises due to several factor.

Organizations that employ a very large number of people, it becomes necessary to develop employee database for taking personnel issues. In a geographically dispersed company every office requires timely and accurate information for manpower management.

If information is stored in a multiple location cost and inaccuracy will increase. Modern day compensation package is complex consisting of many allowance and deductions etc. A centrally available data can become useful for taking timely decisions.

Organizations have to comply with several laws of the land. A computerized information system would store and retrieve data quickly and correctly enabling the organization to comply with statutory requirements.

With the help of computerization personnel information system, employer record and file can be integrated and retrieved for cross-referencing and forecasting. The system should be oriented towards decision making rather than towards record keeping.

Job Analysis | Human Resources | Nebraska

Necessary flexibility for adaptation to changes taking place in the environment can be built into mechanized information system. In the field of human resource management, information system has been limited to payroll preparation, job status and work history report of new hires, termination and insurance payment.

Gradually however progressive companies have started computerized information system in the area of collective bargaining, employee manual, training, performance appraisal etc.

With sophisticated software, computer based information system can be used in almost all the functions of human resource management. General Information, Wages information, emergency information, Reminders, Evaluators, Notes customer information, Documents and photos, Separation information.

Running a business will generate a lot of information, both related to the business and related to your employees. You need to be able to harness and secure this information in a system for a couple of different reasons.

First, you don't want confidential information about your organization or employees getting into the wrong hands. Additionally, a human resource information software HRIS system is a wise choice because it will reduce the amount of paper generated, organize your data, streamline processes, and help your company's bottom line.

So, why is HR information important? Your employees are your biggest asset-having a system in which to contain their private personnel information, safely and securely is critical. You have worked hard to become an employer of choice-don't ruin that credibility by mishandling confidential information.

An HRIS system is more than just a storage and organizational tool to contain confidential information about your organization's employees.

Job analysis and human resource requirement

The HRIS system needs to be viewed from a financial perspective. For instance, an HR manager or department usually has to justify their expenditures and if HR's functions are not tracked properly, you could be losing money. Providing benefits for ineligible employees or their dependents.

Cost of training new employees. Documenting why people leave the organization because the cost of terminations is high, and if you can track why people leave, then changes can ensue.

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Not properly recording vacation or sick leave taken.Home HRM Essays | Human Resource Management Assignments All Essays £ At iridis-photo-restoration.com we are proud to offer a vast collection of HRM essay topics. Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.; Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership.

Job Analysis Classification Systems: HR-Guide to the Internet. Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. The purpose of Job Analysis is to establish and document the job relatedness of employment procedures such as training, selection, compensation, and performance appraisal.

For example, if tool making is a benchmark job and its wage rate is 20 money units; it may be decided to assign nine of these to skill, five to mental requirements, two to physical requirements, three to responsibility and one to working conditions.

Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs. Strategic Alliance Management Service P Ltd. (SAMS) is a general management consultancy, exclusively focused on servicing the needs of the health and development sectors in India.

Job Analysis | Human Resources | Nebraska