Significance of IT-Enable Human Resource Management

Parimalendu Bandyopadhyay

Mr. Joydeep Chowdhury

Abstract:
Human Resources Management also deal with the facilities and requirements the Human Workforce are
availing and need for their working process and carrier growth. It used to act as a bidirectional process
flow which increase the “Workforce” and “Senior Management” and collaborate everybody’s
requirements in a solution space and help to provide a better and value added service or outcome to
customer or client of the organization.

To make a human resource department more effective and efficient new technologies are now being
introduced on a regular basis so make things much simpler and more modernized. One of the latest human
resource technologies is the introduction of a Human Resources Management System this integrated
system is designed to help provide information used in HR decision making such as administration,
payroll, recruiting, training, and performance analysis.

Introduction:
Human Resource Management provide the optimal ways and proposed the suitable solution towards the
needs of organization to manage the “Human Workforce Optimally” and mapped the particular skill set in
proper field such as in “Production Field” (such as provide skilled and sufficient human resources
developing a product according to market need and market competencies wit in require time limit and
quality), “Project Field” (provide skilled and sufficient human resources whose skill sets and
competencies are mapping towards client requirement and project technical and other needs), “Service
and Operational Field” (provide skilled and sufficient human resources whose skill sets and competencies
are mapping towards finding out a solution space and resolve that within time frame for client or
customer or for self business need) , “Sales Field”(Such as Promotional Product Branding and finding out
the market opportunities and customer interaction and sales dealing)or any other areas inside (such as
arrange or maintain required infrastructure for Organizational Operation; “RESOURSE AND
FACILITY MANAGEMENT Team or RFM team are the best example in this case) or outside the
organization(Such as interact with client or customer and finding out and crystallize their interaction;
Consultants are the best example of outside entities whose skill and operation can be mapped and
managed by Human Resource Department) .

Human Resources Management also deal with the facilities and requirements the Human Workforce are
availing and need for their working process and carrier growth. It used to act as a bidirectional process
flow which increase the “Workforce” and “Senior Management” and collaborate everybody’s
requirements in a solution space and help to provide a better and value added service or outcome to
customer or client of the organization.
Employee1 Employee2
Project Management and Higher
Resource
Management Personnel
Employee3 Employee4 Management
Group

Work force inside Organization

Project Resource1
Core HR
Group
Project Resource2

Recruitment
Project Resource3
Group
Resource 1 Resource2

Resource 3 Resource 4
Work force inside Project

Work force outside Organization

The outbound advantages of Human Resource System are:

1. Human Resource Management System help employee to get “Job Satisfaction”: Human
Resource Management System used to operate on an important criteria i.e. “ Job Satisfaction of
Employee”. This lead Human Resource System to capture any i) Specific requirements of
employee, ii) Employee expectation towards organization etc. This process makes involve
“Higher Management” also to discuss the employee requirements which generally reduce the
extra pressure from Higher Management and provide a job satisfactory environment to the client.
2. Human Resource Management used to map proper workforce to proper skill set area: Most
of the organization use “Human Resource Management” to maintain the updated skill of human
resources. It is “Human Resource Management” groups’ job to update all “Employee Detail”. For
a new project requirement the “Human Resource Management” team will search from the
“Employee Record set “ for matching skills. If the skill is not find inside the organization then it
will be found out from outside with the help of technical and managerial expertise. To do this job
“Human Resource Management” team has different branch such as:

Need of Automation of “Human Resource

Management System”:
Human Resource System has lots of “Process Orientation” that is really tuff for human to track
“Status” and “Record” of each request generated by or for any particular employee. Employee
are the biggest resource for any organization. The problems with colloquial “Human Resource
Management” system were:
 Disadvantages of Manual HR Process Description
Difficult To track “Escalation Matrix”: A large organization contains a large number of employee. The manual
human resource management were unable to manage the request coming
from each employee. So, to resolve a request it was taking much more
time which let to unsatisfactory working environment.
Difficult to manage integrated process flow: The manual human resource management requires lots of paper work
and people, effort to “Track The Flow of each process” which also
increases the cost, ”Control the flow of each process” and “Record and
search the flow of each process”.
Unable to get “Bidirectional” and “Deep- The poor process flow restrict the entire system to do “Bi-directional”
dive Hierarchical” Performance such as 360 degree performance management. So, the unsatisfactory
management”: work environment for employee were increasing and management were
unaware about their own flows.
Difficult to implement the “Career Plan” Since less interaction with “Supervisor” and poor flow of information
and Training Program” employee were unable to find and fix career plan and training program
which is best suited for his/her.
Poor “Document Management System” and the document the employee used to submit manually and if anyone such
Massaging Services: as “Supervisor” want to see these they has to go to HR department. If
department lost the document employee again has to submit that. The
employee never get any alert for any emergency or any “Process State
Related” alert.

Some of the advantages of IT enable HRMS are:

1] Optimize Resources: “Human Resource 5] Cost Effective: HRMS reduces costs by

Management” software generate optimal staffing automating many of the administrative tasks related
solutions to meet both project and corporate to benefits and payroll administration and decreases
objectives such as which resource is fit for the the need to create and maintain customized carrier
particular project. interfaces and integrations.
2] Anticipate Supply and Demand: “Human 6] Effective Payroll: HRMS Payroll delivers a
Resource Management” software predict resource rules-based payroll management system that
utilization for future efforts with forecasting tools. improves accuracy, timeliness, and financial
Depending on the criticality of a project the a controls by providing consolidate disparate payroll
resource can be marked as “Critical” or “Non- operations for multiple countries by using a single
Critical” resource. database.
3] Out of the Box Integration: HRMS can be 7] Self Service: HRMS “Employee Self Service
integrate t with many 3rd party human resources and Management Self Service” provides employee
applications, like “Competency Management”, to and supervisor a scale of interactive services and
leverage employee information and skills isolate country-specific regulations, processes
development functionality.
4]Job Satisfaction: Human Resource Management 8] Time Management: HRMS “Time
System used to operate on an important criteria i.e. Management” provides a flexible way to use a
“ Job Satisfaction of Employee” with i) Specific robust absence management engine to manage the
requirements of employee, ii) Employee expectation most common leave types and automate the leave
towards organization etc. accrual balance process

Module of Human Resource Management

Software and its significance:
The “Human Resource Management” system contains lots of module and for convenience of
customer this modules can be purchased alone without purchasing the entire solution package.
This modules have great flexibility that according to business need it can be customaries and
“Rule base modeling “can also be implemented. More over these modules can be publish and
integrated through web. For example, many organization now a day maintaining their portal
 through any “Portal Collaboration” software such as “SharePoint”, “File Net” etc. the HRMS
software such as “PeopleSoft”, SAP HRMS or the modules can be integrated with the Portals.A
general “Human Resource Management” contains the following modules:

Modules of HRMS Description

Organization Management: HRMS can able to structured the organization such as Company, Location, Department,
Designations, Employee Group and Organization Change such as Resignation, Termination,
Transfer, Promotion etc.
Security Management: HRMS also provides the security for user by using “Roles management”, “Users
Management”, “Menu Authentication and Authorization” etc. The “Role Management”
designed some user or group as Administrator with the full control of module and others
will be the “End User” might be with some add-ins facilities. It also provide the provision to
add or delete the “User/Group
Time Management and HRMS also provides integrated “Attendance Machine Module”, “Manual Attendance
Absent Management: Facilities”, “Overtime Application and approval”, “Shifts Management on duty
application and Approval” ,”Leave types”, “leave application and approval”, “Manual
approval, “Yearly and monthly processing of leave”, “Leave rules” etc.
Employee Information HRMS used to store all information of an employee such as employee master, academic
Management: information, organization information, past experiences, employee leave information, JD's,
Training information, pay structure information(on demand), passport details(on demand),
nominee details(on demand), Complete Bank Details, Details to Configure “Reporting
Tool”.
Payroll Management: HRMS payroll management can configure up to N number of elements, single pay structure
assignment to multiple persons, formula based pay structure designing(dependent and
independent element wise), Bonus, Gratuity, Super annotation, pay structure revision
depending on Performance management system, pay arrears, loans and advances,
reimbursement elements, full and final settlement, pay adjustment, employee message, all
the statutory reports, Reports according to factory laws, GLWF, ESIC, Provident Fund
Configuration, Taxes configuration, TDS--Form 16, overtime payment, leave encashment,
pay run and authorization. Change pay process, pay check list, post earning.
Recruitment or Staffing: Candidate information form at entry level, advanced level, whole recruitment cycle--MPR
(Man Power Request) Or Staff Requisition, Man Power planning according to estimated
budget, Man approval at different levels, recruitment expenses, consultant interface(on
demand).
Performance Management Depending on performance of an employee the changed that will be happened in
and Man Power Development employees’ profile will be reflected across the system even in different module such as
Or Training: “Employee Detail”, “Payroll Management”, ”Insurance Management” etc. The
performance management can de different type such as: 1] 360 degree: The evolution
based on comments of “Supervisor”, ”Client”, “Group” and some time external entities.2]
180 degree: The evolution based on comments of “Supervisor” and Client.

The “Training Management” module contains the following step which use to
execute as work flow: 1] Training budget 2] Training Application and approval 3]
Training programs 4] Training evaluation 5] Training Attendance.

Employee Self Services and In Employee Self Service employee can put all the services which the employee can make
Manager Self Services and use. By using “Employee Self Service” employee can manage the followings: 1] HR Help
Organization Climate Survey: Desk 2] Employee Document 3] Job Information.
Managerial Self Service employee can put all the services which the manager can
use for employee. By using “Managerial Self Service” employee can manage the
followings: 1] Career Planning 2] Reportees Information 3] Separation
Employee Help Through this module employee can escalate any issue or queries to “Human
Desk/Suggestions and Resource” department.
Opinion Polls
Market condition of “Human Resource
Management Software”
The market for “Human Resource Management Software is growing very fast. This decade every
organization are trying to implement an effective and integrated “Human Resource Management
System”. The Survey report says that the rate of growth of “Human Resource Market” around
3% in 2006, around 5.6% in 2007 and in 2008-2009 it grows to more than 8 percent. The total
market capitals for HRMS are around $80 billion.

Technology/Tool Growth Rate in Percent in year 2008-2009

Enterprise Content Management System 8.2
Human Resource Management Software 8
Customer Relationship Management 6.7
Enterprise Resource Planning 2.86
Web Technology 2.2
Supply Chain Management 1.9

Conclusion:
The Human Resources Management (HRM) function includes a variety of activities, and key
among them is deciding what staffing needs you have and whether to use independent
contractors or hire employees to fill these needs, recruiting and training the best employees,
ensuring they are high performers, dealing with performance issues, and ensuring your personnel
and management practices conform to various regulations. Activities also include managing your
approach to employee benefits and compensation, employee records and personnel policies.
Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves
because they can't yet afford part- or full-time help. However, they should always ensure that
employees have -- and are aware of -- personnel policies which conform to current regulations.
These policies are often in the form of employee manuals, which all employees have.
Research Methodology:
We have work with the sales team in USTGlobal which is one of the leading IT and ITES
services provider of India and a subsidiary of Comcraft Group. Here we spoke to Mr. Sundar
Singh (Expert of Process Management).Here we come to know why IT industries are interested
to implement “IT enable HRMS” to face the global changes in service providing areas and
compete with other firms. How the IT/ITES industries are mapping them with the changing
happening through “Integrated Supply Chain Management”.

During this period we also came to know what process are use to ““Human Resource
Management” and what tools are being used. What are the phases of “Human Resource
Management. Our References are from Asian Paint, PeopleSoft, Nissan Middle East, ABB AG
etc.

Reference:
• Human Resource Management: International Digest
• The internationalisation of HRM through reverse transfer: two case studies of French
multinationals in Scotland
Kathryn Thory
Awarded a Citation of Excellence from Emerald Management Reviews in 2008

• A comparison of HRM systems in the USA, Japan and Germany in their socio-economic context
Markus Pudelko
Awarded a Citation of Excellence from Emerald Management Reviews in 2006

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