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Performance Appraisal

Performance Appraisal

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Published by Uma Mahesh
MBA projects
MBA projects

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Published by: Uma Mahesh on May 19, 2012
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03/10/2014

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INTRODUCTION
DEFINATION:
 Human resources can be thought of as the total knowledge, talents aptitudes,creative abilities of an organization work force as well as the value, attitudeand beliefs of the individuals involve.-
LEONC.MEGGINSON
.Personnel management effectively describes the process of planning anddirecting the application development and utilization of human resources inemployment.-
DALE YODER
Personnel management is the process of attracting, holding, motivating, andpeople involving all managers, line and staff `-
DUNN & STEPHEN
 
 
MEANING OF HUMAN RESOURCE MANAGEMENT
Human resources management is primarilyconcern with the people management. It Is a crucial subsystem in the processof management. The success or of the organization not only depends on thematerial, machines and equipment but also on the personnel who put in theirbest efforts for efficient performance of the job.Human resources management is the management of employees skills,knowledge, talents aptitudes, creative abilities etc.A Human Resource Management System (HRMS, EHRMS), HumanResource Information System (HRIS), HR Technology or also called HRmodules, or simply "Payroll", refers to the systems and processes at theintersection between human resource management (HRM) andinformationtechnology.It merges HRM as a discipline and in particular its basic HRactivities and processes with the information technology field, whereas theprogramming of data processing systems evolved into standardized routinesand packages of enterprise resource planning(ERP) software. On the whole,these ERP systems have their origin on software that integrates informationfrom different applications into one universal database. The linkage of itsfinancial and human resource modules through one database is the mostimportant distinction to the individually and proprietary developedpredecessors, which makes this software application both rigid and flexible.The function of Human Resources departments is generallyadministrative and not common to all organizations. Organizations may haveformalized selection, evaluation, and payroll processes. Efficient and effectivemanagement of "Human Capital" has progressed to an increasingly imperativeand complex process. The HR function consists of tracking existing employee
 
data which traditionally includes personal histories, skills, capabilities,accomplishments and salary. To reduce the manual workload of theseadministrative activities, organizations began to electronically automate manyof these processes by introducing specialized Human Resource ManagementSystems. HR executives rely on internal or external IT professionals todevelop and maintain an integrated HRMS. Before the
 architecture evolved in the late 1980s, many HR automation processes wererelegated to mainframe computers that could handle large amounts of datatransactions. In consequence of the low capital investment necessary to buy orprogram proprietary software, these internally-developed HRMS wereunlimited to organizations that possessed a large amount of capital. The adventof client
server, Application Service Provider,and Software as a Service or SeasHuman Resource Management Systems enabled increasingly higheradministrative control of such systems. Currently Human ResourceManagement Systems encompass:1.
 
Payroll2.
 
Work Time3.
 
Benefits Administration4.
 
HR management Information system5.
 
Recruiting6.
 
 
Performance Record8.
 
Employee Self-ServiceThe payroll module automates the pay process by gathering data onemployee time and attendance, calculating various deductions and taxes, andgenerating periodic pay cheques and employee tax reports. Data is generallyfed from the human resources and time keeping modules to calculateautomatic deposit and manual cheque writing capabilities. This module can

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