The value of human resources in every commercial and industrial sector cannot be over-emphasized. Even in the age of automation, management of human resources has never been more significant or relevant. Information technology can help in management of human resources such that companies can make optimum utilization of skills and experience while keeping costs low. In this chapter, the authors touch upon the various aspects of human resource information systems and the usefulness of such in managing human relations across all levels of employment.
TopWhy Is Hris Required
In modern workplaces, HRIS enables HR professionals to automate routine HR activities. This allows HR professionals to focus on key strategic goals such as talent management and develop leadership programmes to improve human resources. There are several other incentives for implementing HRIS (Ngai, 2006). These are as follows:
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Develop programmes and frame policies for human resources.
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Manage and improve functions such as nominations, promotions, transfers, statutory employee benefits, leave compensation, etc.
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Provide data and submit returns to government and statutory bodies.
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Analysing, extracting and storing relevant data in usable chunks of information to improve decision-making.
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Generating array of relevant and detailed reports accurately and in real-time.
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Significantly improve employee satisfaction by engineering better responses quickly and efficiently.
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Scale up competitiveness through improved HR functions and processes.
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Provide reports at global and granular level to provide comprehensive information at any stage.
For organizations seeking to leverage their existing human resources, HRIS (Hussain, 2007) and Information Communication Technology are worthwhile investments that can prove to be beneficial for employers as well as employees.
Human Resource Management in Construction of Sustainable Project Development
Human resource is vital for success in any business venture, project or production. Lack of skilled human resources at appropriate junctures can lead to operational loss and can have a negative impact at organizational level (Carter, 2000). For this reason alone, HRIS is considered a significant investment in the modern era where organizations need to survive in intensive competitive environments.
Project Success
The factors that affect success of a HR Management are as follows:
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Clearly defined project objectives.
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Detailed breakup of project schedule.
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Clear communication between all stakeholders.
Identifying and negotiating with manufacturers of hardware and computer software to make necessary arrangements so that appropriate tools and technologies are at hand at every stage of project work.
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Clear and unambiguous acceptance by client or end-user at completion of every earmarked project milestone.
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Timely monitoring and feedback.
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Recruitment, selection and training of human resources.
Policies and Practice
HR Management policies need to be aligned with an organization’s overall objectives. When HR policies and practices are integrated in broader framework of an organization’s strategic aim, it is known as vertical strategic integration. Horizontal integration occurs when policies and practices are aligned with each other. In certain cases, organizations need to focus managing by projects instead of focusing primarily on overall organizational objectives. While this may appear to be counter-productive, intense competition in markets demand that organizations adopt a more flexible posture and be more receptive to requirements of employees.