Hi all, I’m doing a project on the above topic. Can you please send me some models/frameworks which can be used to measure effectiveness of HR systems. Thanks, Priyanka
From Mauritius
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From Mauritius
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Priyanka, Have you tried searching the web and also CiteHr? Please see my today’s post. Simhan
From United Kingdom
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1639From United Kingdom
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Simhan, I did search but i’m confused. Dont know if i’m going in the right direction... Rgds, Priyanka
From Mauritius
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From Mauritius
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Dear Priyanka,
Please try to implement the attached policies and procedures for better implementation and measures of the HRM system. Once you implement all policies and procedures, you will get the results from the system automatically.
Please evaluate the company's HRM system and compare it with the standard system. Then, make a bridge between those two systems and try to balance them as per the actual requirements.
In case you find any difficulty in practice, I will personally come to the company where you are doing your project and assist in the assessment of the system.
Best Regards,
Sajid Ansari
Delhi
From India, Delhi
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Please try to implement the attached policies and procedures for better implementation and measures of the HRM system. Once you implement all policies and procedures, you will get the results from the system automatically.
Please evaluate the company's HRM system and compare it with the standard system. Then, make a bridge between those two systems and try to balance them as per the actual requirements.
In case you find any difficulty in practice, I will personally come to the company where you are doing your project and assist in the assessment of the system.
Best Regards,
Sajid Ansari
Delhi
From India, Delhi
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Hi, my project topic is HR department functions and HRIS. Whatever attachments are posted here are very helpful. But I have a question, for doing this project I need to know the whole HR's function; it's okay. But what are the technical aspects that I need to know for doing this project? Kindly help me.
From India, Calcutta
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From India, Calcutta
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Hi Srayashree Mallick,
I am very interested in learning more about HRIS. I have received some attachments from different websites, but I would like to gain a deeper understanding of this topic. I would be grateful if you could assist me in this regard.
With Regards,
Srayashree Mallick
shreer2008@gmail.com
From India, Calcutta
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I am very interested in learning more about HRIS. I have received some attachments from different websites, but I would like to gain a deeper understanding of this topic. I would be grateful if you could assist me in this regard.
With Regards,
Srayashree Mallick
shreer2008@gmail.com
From India, Calcutta
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Hi Deepak,
Your project seems to have more functional aspects than technical. Understand that to decide upon any HRIS, more than the technology, you need to know the organization, the policies, the hierarchy, etc., because you may find a technically sound and robust HRIS, but it may not cater to your organization's needs.
Still, some technical issues you may search and ponder upon are the front end and back end. If some HRIS states the back end is something like MS Access or Excel, you may not want to consider it. Also, consider the data and infrastructure model, such as whether it will be a licensed software installation or a SaaS (Software as a Service) model. This choice typically depends on the size, budget, and, most importantly, the tech-savviness of the decision-maker. An innovator (on the technology adoption curve) would typically try out a SaaS model as it is new, trendy, and economical (especially in current times), whereas a laggard of the curve may not want to consider any HRIS at all.
I hope I could help you a bit. Let me know if you need more information.
Regards,
Gaurav
From India, Pune
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Your project seems to have more functional aspects than technical. Understand that to decide upon any HRIS, more than the technology, you need to know the organization, the policies, the hierarchy, etc., because you may find a technically sound and robust HRIS, but it may not cater to your organization's needs.
Still, some technical issues you may search and ponder upon are the front end and back end. If some HRIS states the back end is something like MS Access or Excel, you may not want to consider it. Also, consider the data and infrastructure model, such as whether it will be a licensed software installation or a SaaS (Software as a Service) model. This choice typically depends on the size, budget, and, most importantly, the tech-savviness of the decision-maker. An innovator (on the technology adoption curve) would typically try out a SaaS model as it is new, trendy, and economical (especially in current times), whereas a laggard of the curve may not want to consider any HRIS at all.
I hope I could help you a bit. Let me know if you need more information.
Regards,
Gaurav
From India, Pune
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The business confidence of CEO’s is high but they are worried about sustaining performance. Performance can be sustained by increasing organisation productivity, which in turn is possible by hiring the right people. Increasingly, the chief executives are looking towards their HR departments to play a more strategic role, hire the right people and increase organisation productivity.
Majority of the HR folks spend 80% of their time doing administrative work and only 20% on strategic work. If they need to answer their chiefs’ call, they have to graduate from being process managers to strategic partners.
This transformation is possible through HR technology. HR technology automates HR processes for higher efficiencies, decentralises and streamlines decision process, addresses employees across organisation & empowers them to demonstrate organisational values and culture and provides business-critical reports and analytics to management.
From India, Mumbai
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Majority of the HR folks spend 80% of their time doing administrative work and only 20% on strategic work. If they need to answer their chiefs’ call, they have to graduate from being process managers to strategic partners.
This transformation is possible through HR technology. HR technology automates HR processes for higher efficiencies, decentralises and streamlines decision process, addresses employees across organisation & empowers them to demonstrate organisational values and culture and provides business-critical reports and analytics to management.
From India, Mumbai
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