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Digitalization is the use of digital technologies of digital transformation is rapidly and fundamentally changing a business model and provide new revenue and value-producing opportunities. Human resource information technology (HRIT), is basically an intersection of human resources and information technology through a HR software solution. The goal of HRIS or HRIT is to merge the different parts of human resource, including payroll, labor productivity, and benefit management into a less capital intensive system than the mainframes used to manage activities in the past. A HRIT generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness. In most situations, an HRIS will also lead to increases in efficiency when it comes to making decisions in Human Resources management system.
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Human resource information technology is an integrated computer system designed to provide data and information used in HR planning and decision making Traditional HR to e-HR significantly affected every area of human resource management Some organizations are close to a paperless HRM system – saves time, money, frees staff In this digital scenario. The Information technology has been drastically developing in which widely used in Human resource management by adopting different types of technology to improve and change the organizational effectiveness. Technology has changed the business world many times over. In the Information Age, the start of computers and the Internet has increased that impact significantly. Many businesses cannot even function without the use of information technology. This impact is seen in nearly all areas of business, including human resources, where technology continues to have a significant impact on HR practices.
While many companies have gotten onboard with current technologies and chosen to adopt HR systems, some workplaces still manage key functions of human resources using messy and disconnected systems that may include both manual and electronic counterparts. If post-it notes, spreadsheets, and paper documents are being used to organize employee information and communicate schedules, an HR system may be of great benefit. Features of HR Systems With HR systems moving beyond infancy and into a more optimal real environment within the vast array of different companies that utilize the systems, it is now possible to pick and choose needed features. In order to select the best features, however, it is imperative to understand what is out there.
IBM Europe utilized an HRIS in order to connect their 340. 000 employees through revolutionary and engaging new company oriented social media.
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Workforce Inc., when 10 new employees were added suddenly to the payroll, a capable HR system provided necessary tool, such as electronic paystubs, and timesheet software in order to smoothly integrate the new employees to the existing system.
Toshiba American medical system Inc., by manipulating a streamlined and functional HR software system, TAMS has created a library of documents and forms on its HR portal, including the benefits guide which earned a 2004 Apex award for publication service. There are a number of solutions offered by HRIS. Some of these include solutions in training, payroll, HR, compliance, succession planning, attendance tracking, risk management, recruiting, etc. The majority of quality HRIS systems include flexible designs that feature databases that are integrated with a wide range of features available. Ideally, they will also include the ability to create reports and analyze information quickly and accurately, in order to make the workforce easier to manage. It allows employees to exchange information with greater ease and without the need for paper through the provision of a single location for announcements, external web links, and company policies. This location is designed to be centralized and accessed easily from anywhere within the company, which also serves to reduce redundancy within the organization.
HRIS, or human resource information system is an intersection of human resources and information technology through HR software. According to the research firm IDC, spending on Human Resources cloud systems that record employee information over the internet hit $4.8 billion in 2012. The interest in core HRIS software remains strong as more companies move away from in-house on-premises solutions. According to a Workforce survey, nearly 600 HR practitioners very likely want to replace, upgrade, reimagine or re-implement their core HR systems to make them more user friendly for the workforce and easier to maintain from an IT standpoint.
HR Information Database At the heart of an HR system is the employee information database. HR systems can eliminate or reduce the need for hard-copy employee files, keeping all of the information very organized and easy to access in a virtual electronic filing cabinet.
Payroll Systems Payroll systems are an important part of HR systems. Having an HR system allows an organization to keep employee data integrated with payroll data, which can be very helpful when it comes to making changes in pay, scheduling and keeping track of employee hours. ·
Employee Self-Service Many companies find employee self-service to be an invaluable feature of HR systems. Employee self-service may allow employees to view and make changes to their information, submit time off requests, communicate with peers and HR professionals, and view schedule information. Self-service portals are often accessible through any mobile device, increasing convenience and timeliness for employees and managers.
Performance Reviews Paper performance appraisals can be a hassle and are somewhat limited in scope and effectiveness. When performance management is done using an HR system, information regarding performance is collected on a continual basis. Managers can then tap into information directly from the system without having to dig through paperwork, and even fill out appraisal forms directly in the system.
Benefits Administration Benefits open enrollment times can be confusing and hectic, but both the confusion and time spent on the process can be cut down by investing in an HR system that offers benefits administration. Systems that include this feature walk employee through enrollment, simplifying steps and explaining aspects of policies that may be unclear. Benefits administration features often make it very simple for employees to make changes to benefits when life changes occur, as well.
Recruiting and Onboarding Options Recruiting and onboarding are integral parts of human resources management, but can be time consuming. HR systems can make it easy to place job postings on social media and company websites, simplify the application process, filter applicants by qualifications, and even transfer information into employee files when hiring decisions have been made. Benefits of HR Systems. Performing a complete overhaul of the existing HR systems that are in place can be helpful if many of the processes are still done manually or if there is a patchwork of manual and electronic systems. Shifting to a system in which all of the main functions of HR are connected and can be accessed from one place can also save labor hours. Therefore, it may be worth expending the time and money to switch to a streamlined system if there are disparate automated systems. If some systems that are in place are working well and it doesn’t make sense to shift all features, however, individual features can benefit companies in the following ways.
Electronic Employee Database Storing information electronically can improve efficiency in recording and finding information. This can be a substantial benefit for companies in which information is routinely lost or misplaced, or where large filing cabinets are needed to contain the information of a large workforce. In addition to being able to store the information using less space and find needed data in seconds, electronic data can also be analyzed for strategic purposes and better secured against breaches.
Automated Payroll System Having an electronic payroll system can save a company the trouble of outsourcing payroll needs and give the company more control over payroll information. Of course, at the very least it makes sense to link in-house payroll features directly to employee information and time and attendance tracking software. This can reduce the risk of entering and calculation errors greatly while making paydays easier.
Self Service Portals Self-service portals can streamline communication and approval processes, saving HR professionals’ time and reducing the likelihood of errors or communication gaps. Allowing employees to access and have some degree of control over their own information can also help to boost feelings of empowerment and engagement. If scheduling features are included as part of self-service, it can be instrumental in correcting and avoiding many different types of scheduling issues and conflicts.
Performance Management Performance management features that capture performance information continuously and summarize this information allow managers to obtain a more complete picture of each employee’s strengths and skills gaps. Management can strategically use this information to gear training and provide regular feedback. They may also use it for the traditional merit increases and annual reviews. This type of performance review can be highly beneficial when it comes to succession planning and overall productivity improvement.
Benefits Management Allowing employees to manage their own benefits using an HR system can save valuable labor hours and increase employees’ understanding of their own benefits and options. Automating benefits enrollment and management can also help to reduce the likelihood of non-compliance violations, which may save money in penalties and help to preserve the company reputation.
Recruiting Systems HR systems can save companies tremendous amounts of time and can help to ensure that the best employee candidates are hired. By tapping into a larger candidate pool and allowing top talent to apply easily, HR systems can help to immediately raise hiring standards. Connecting recruiting systems to the employee database can also make it simple to convert application information into an employee file once hiring decisions have been made.
Start a new page for each table, include a table number and table title for each, as shown on this page. All explanatory text appears in a table note that follows the table, such as this one. Use the Table/Figure style, available on the Home tab, in the Styles gallery, to get the spacing between table and note. Tables in APA format can use single or 1.5 line spacing. Include a heading for every row and column, even if the content seems obvious. A default table style has been setup for this template that fits APA guidelines. To insert a table, on the Insert tab, click Table.] Figures title: Figure 1. [Include all figures in their own section, following references (and footnotes and tables, if applicable). Include a numbered caption for each figure.
Use the Table/Figure style for easy spacing between figure and caption.] For more information about all elements of APA formatting, please consult the APA Style Manual, 6th Edition.
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