| I am a knowledge freak, so I keep | | | | organization better. Welfare facilities |
| looking around for more and more | | | | are designed to take care of the |
| information about various industries, | | | | well-being of the employees ? they |
| products, services. I always get | | | | generally do not result in any monetary |
| fascinated with the way the Human | | | | benefit to the employees and making a |
| Resource department manage the | | | | conducive environment for the employees |
| organizational needs. | | | | to work in is the primary objective. |
| An organization success is determined as | | | | Understanding their various needs, |
| much by the skill & motivation of its | | | | setting goals for them and doing their |
| members as by almost any other factor | | | | career planning along with their |
| while this has always been true. The | | | | respective managers and motivating them |
| pace & volume of modern change is | | | | that in turn would increase their |
| focusing attention on ways human | | | | productivity is what the HR keep doing. |
| resource development activities can be | | | | With the kind of responsibilities |
| used to ensure organization members have | | | | handled by the HR, I think the future is |
| what it takes to successfully meet their | | | | all about single-source integration of |
| challenges. | | | | all HR functionalities into online |
| An HR professional must perform a wide | | | | management system. In simple terms, it |
| variety of functional roles. He has the | | | | is Human Resource Information System |
| primary responsibility for all HRD | | | | (HRIS). At this point, I landed up into |
| activities. Human resource management is | | | | a white paper published by CEO Mr.Snehal |
| a management function that helps | | | | Shah. Let me share with you, it's a |
| Managers plan, recruit, select, train, | | | | wonderful piece of information for |
| develop & retain members for an | | | | anybody into the U.S HR industry since |
| organization. Human Resource Operations | | | | it talks about how effective and |
| can be categorized under five broad | | | | beneficial it is for any organization to |
| parameters that are: | | | | move from regular HR management system |
| ? Hiring Process | | | | to HRIS. |
| ? Joining/induction & Training Process | | | | You know managing our employee |
| ? Administration/record keeping, | | | | Timesheets, their benefits, appraisals, |
| ? Career management process and | | | | their time off hours, their expenses and |
| ? Exit process. | | | | we can keep on adding into the list. All |
| Record keeping is a key activity that | | | | this is a tedious job and with the |
| needs to be planned and administered | | | | introduction of this HRIS new technology |
| methodically which contains all the | | | | all gets done instantly. |
| necessary details of an employee. | | | | I am very much impressed with this piece |
| After the employees have been hired, | | | | of white paper and I think anyone can |
| trained and remunerated they need to be | | | | get this. Here is a link for you all. |
| retained and maintained to serve the | | | | |