 Name Habib Ullah

 Reg.No EN120182038
 Section A
 Department English
 Semester 4th
 Paper HUMAN RESOURCES MANAGEMENT
 Date 27/08/2020
 Teacher Name
 Student email habib4u8888@gmail.com

Q1.
ANS
There has been a revolutionary change in human resource management
with the introduction of computer technology and the internet. It helps in
various HR activities but with some merits, it has some demerits too.
The emergence of the internet has made many human resource planning
activities much easier than before. Corporate communication, retirement
planning, resume tracking, pay and other benefit administration
functions have made the organizations plan and manage their human
resource needs more efficiently and adequately. With various benefits, it
has also brought the threat of data loss or information theft. There is
various news of HR data loss or theft in the market by various
companies which not only harm the companies' privacy information but
also put in danger the personnel information and security of their own
employees such as email address, social security numbers etc.
Employees can lose their trust towards their organisation and its
practices if they do not feel that their personal information is safe with
their organisation. HR-data loss can lead to increase the employee
turnover.
Q2
ANS
In one of the airlines I worked for, a lot of human resource activities were
done through the intra-and internet of the company. We managed several
tasks ourselves, such as monitoring our salaries and the submission of
anomalies, healthcare benefits, holiday requests, medical leaves and an
area to upload data through digital machinery.
From the article itself, I could envision that in the next several years, all
organizations, may it be small, medium or large organizations, would
use the Web in all their respective HR activities as well as managing and
planning their human resources demands, In the future, I could see more
human resource training for employees online. This may also involve
different circumstances online and interactive programs to educate
employees on human resources within their organization.

Q3.
ANS.
Yes, employees are concerned about the violations of their own
privacy because of the use of various applications for the human
resource planning such as Online recruitment applications, Online
employee database record etc. Some companies are using such methods
which are debatable ethical issues. So, companies have to work carefully
with information and communication technology to eliminate the legal
and ethical abuse by the employees or hackers.
This stealing and manipulating of private information by malicious
attackers are commonly known as a privacy violation. Passwords,
certificates, credit card details, social security numbers, addresses,
mobile numbers and email IDs are usually targeted in these malicious
attacks.
Cybercrime has become a serious issue over the years and hackers can
easily obtain information about people via the Internet. This then enables
them to commit crimes such as fraud and identity theft, which can cause
huge issues for individuals both on a personal level and financially.

QNO.4
What specialized skills will the future HRIS professional need to
effectively manage an organisations virtual human resource
function?

ANS.
• Definition:
A Human Resources Information System is a system that lets you keep track of all
your employees and information about them. It is usually done in a
database or, more often, in a series of inter-related databases.

As it is given in this case, HRIS system maintains a detailed skills

inventory, compensation database and other HR activities for C bank in
98 countries. This system allows employees from around the globe to
manage their own HR activities such as self-service compensation and
other benefit management. These activities require specific training to
run that system and manage these activities effectively. Employees will
need specialized skills to run the communication and information
technology devices to effectively manage an organization's virtual
human resource function.

 Human Resources Information System (HRIS)

The Human Resource Information System (HRIS) is a software or online solution
for the data entry, data tracking, and data information needs of the Human
Resources, payroll, management, and accounting functions within a business.
Normally packaged as a database, hundreds of companies sell some form
of HRIS and every HRIS has different capabilities. Pick your HRIS carefully
based on the capabilities you need in your company. Typically, the better The
Human Resource Information Systems (HRIS) provide overall:

(1) Management of all employee information.

2) Reporting and analysis of employee information.
3) Company-related documents such as employee handbooks, emergency
evacuation procedures, and safety guidelines.
4) Benefits administration including enrollment, status changes, and personal
information updating.
5) Complete integration with payroll and other company financial software and
accounting systems.
6)Applicant tracking and resume management.

 The HRIS that most effectively serves companies tracks:

1)attendance and PTO use,

2)pay raises and history,

3) pay grades and positions held,

4) performance development plans, training received,

disciplinary action received, personal employee information, and

occasionally, management and key employee succession plans, high potential
employee identification, and applicant tracking interviewing, and selection.

An effective HRIS provides information on just about anything the company

needs to track and analyze about employees, former employees, and applicants.
Your company will need to select a HumanResources Information System and
customize it to meet your needs. With an appropriate HRIS, Human Resources
staff enables employees to do their own benefits updates and address changes,
thus freeing HR staff for more strategic functions. Additionally, data necessary
for employee management, knowledge development, career growth and
development, and equal treatment is facilitated. Finally, managers can access the
information they need to legally, ethically, and effectively support the success of
their reporting employees.
.