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Abstract:
Manpower planning is one of the most important tasks of human resource management
that has a significant impact on other aspects of management performance. Lots of
management difficulties will meet through effective planning to recruit efficient and
experienced employees. Manpower is one the major resources of organization that plays an
important role in its earnings and return. Reducing costs, employees training, associating with
modern environmental and technological changes are several considerable advantages of
human resource planning. Nowadays, organizations have arrived at this conclusion that to
being successful in the world, there should be worldwide human resource managers and
manpower planning. Close and mutual relationship between planning and information has
resulted in developing and implementing the necessary information systems in organizations.
This paper has tried to investigate the human resource information system. These information
systems, by using data bases about organizations’ human resources are providing necessary
data and information to manager's decision making, at different levels of organization. Here,
in addition to express the necessity of using this type of system, nature, structure and its
application, it has been tried to introduce the most important applicable considerations in its
preparing, hardware and software characteristics and also some of the most important
advantages of using this type of system. Keywords: Human Resources Information Systems;
Human Resource Planning; Employees; Communications Technology
1. Introducing
Nowadays,the most part of daily activities of managers (approximately80 percent) are
spendingto receive information, communicate and using information in different affairs of
organization.Since the information is the base of all activities in an organization, there
should be systems to produce and manage the data.The purpose of such type of systems
isensuring providing proper and reliable information and ina usable format, when it is
needed.Such systems have been called information systems.Manpower as a major asset of
organization plays an important and key role in achieving the organization's objectives;
therefore, one of the most important tasks of human resources managers is proper planning
and managingthese resources.Human resource management, through efficient and effective
planning, can provide the necessary amount and combination of the future human resources
and/or promote the capabilities of current labor force. Construction of effective and efficient
plans, as well as decision making in the domain of human resources requires information,
especially processed information (Eric Bohlen, 2008).Expanding manager's activities and
functions in domain of Human Resource Management, andcontinuous interaction between
these activitiesand the necessity of coordinate planning in attracting, improving, maintaining
and effective application of human resourcesas the most important strategic resource of each
organization,creating a human resource information system,keeping up to date the
Information, all has made this system, necessary in large organizations (Adreitta Throshani,
KateJerome and Sally Rio; 2010). Human Resources Information Systems, HRIS, by
producing, organizing, storing and distributing manpower information help the organization
managersat various levels,inorder to make proper decisions.Nowadays the majority of
successful companies are using human resource information systems to support daily
operations of human resources.
2. Human Resources Planning Process
Human resource planning is rooted in the context of manpower planning that in 1970s,
personnel and operations management specialist have used them in order to apply quantitative
models and evaluate the function of recruiting. This development,by presentingComputerized
Personnel Information Systems, CPIS, and re-emergence of skills
has promoted in the 1980s. Manpower planningpartly was based on this assumption that
thestable social and economic environment and the structure of organization are based on
bureaucratic principles.This assumption did not last for a long time;because the rate of
changes in the past decade became faster and tendency toward flexible and flat structures
was more than before.
1. Human Resources planning is called the process of creating and determining the
goals, policies and programs that paying attention to development, usage and
distribution of human resources to meet the economic, services and ... targets
(Saebi,1999); There are some definitions toward human resource planning process,
HRP, which are as follows:
2. Human resource planning is a process,in which an organization determine thathow
many employees and in what expertise and skills and to what occupations are
needed in order to achieve its goals, (Saadat, 2012);
3. Human resource planning is a process,in which an organization determine thathow
many employees and in what expertise and skills and to what occupations are
needed in order to achieve its goals, (Saadat, 2012);
The term of manpower was no longer acceptable, and the term of human resource planning
became its alternative. According to the theory of Geisler, human resource planning is a
process that includes forecasts, developments and controls, and a company through them will
be sure that theproper number of individuals have been employed in an appropriate place,
right and proper time to do particular thing,and in order to obtain highest economic
achievement.
3. steps
Human resource planning can be implemented in four stages (El Dolan, 2011):
1. Collecting, analyzing and predicting data in order to forecast the supply of
human resources, (and constructing a human resource information system) and
predicting the demand of human resources (in addition to human resources
information system);
2. Determining the general goals and policies of human resources and capturing the
support of top managers toward them;
3. Designing and accomplishing projects and practical programs in areas such as
recruitment, training and promoting that will enable organization to achieve its
objectives of human resources;
4. Monitoring the plans and programs related to affairs of employees and their
evaluation in order to facilitate the progress towards objectives of human …)
There are some definitions in information systems that some of them are as follows:
following definitions are in Beyon (2012):
1. Sherman Bohlander & Snell (2011) define human resources information
systems as a system that develops current and accurate information for
decision-making and monitoring. As they report, according to a recent survey,
most of applied information technology has been to maintenance staff’s
information, monitoring salary operations, keeping information about absences
and doing administrative affairs and employment and training programs.
Computerized system is just for collecting, storing, maintaining, retrieving
organization’s required data about its employees. In addition to above usages
they are developed to help planning, administrative functions, decision making
and controlling human resource management activities. A
human resource information system should define an integrated approach to
collect, store, analyze, and control the flow of human resources information
within an organization (Majid, Omidvar; 2007).
2. This system is a software system based on database that facilitates processing
human resources information process (Mojtaba Andalib Azar 2010).
Human Resource Information system is a kind of functional database that has been designed
to data storage, in relation to staffs and supporting the activities of human resource scope,
including recruitment, selection, training, etc. Data that are kept in the human resources
information system are important, because individuals and staffs of an organization are its
greatest asset, and the ability to apply these assets flexibly is important to organization in
achieving competitive advantage. Nowadays, short -term human resource management to
meet the immediate needs has been alternative of long term planning, human resource.
Perencanaan sumber daya manusia berakar pada konteks perencanaan tenaga kerja yang
pada tahun 1970-an, personel dan spesialis manajemen operasi telah menggunakannya untuk
menerapkan model kuantitatif dan mengevaluasi fungsi perekrutan. Perkembangan ini,
dengan menghadirkan Sistem Informasi Personalia Terkomputerisasi, CPIS, dan munculnya
kembali keterampilan telah dipromosikan pada 1980-an. Perencanaan tenaga kerja sebagian
didasarkan pada asumsi bahwa lingkungan sosial dan ekonomi yang stabil dan struktur
organisasi didasarkan pada prinsip-prinsip birokrasi. Asumsi ini tidak bertahan lama, karena
laju perubahan dalam dekade terakhir menjadi lebih cepat dan kecenderungan ke arah yang
fleksibel dan struktur datar lebih dari sebelumnya
1. Perencanaan Sumber Daya Manusia disebut proses menciptakan dan
menentukan tujuan, kebijakan dan program yang memperhatikan
pengembangan, penggunaan dan distribusi sumber daya manusia untuk
memenuhi tujuan ekonomi, jasa dan ... (Saebi, 1999); Ada beberapa definisi
terhadap proses perencanaan sumber daya manusia, HRP, yaitu sebagai berikut:
2. Perencanaan sumber daya manusia adalah suatu proses, di mana suatu organisasi
menentukan berapa banyak karyawan dan dalam keahlian dan keterampilan apa
dan untuk pekerjaan apa yang dibutuhkan untuk mencapai tujuannya, (Saadat,
2012);
3. Perencanaan sumber daya manusia adalah suatu proses, di mana suatu organisasi
menentukan berapa banyak karyawan dan dalam keahlian dan keterampilan apa
dan untuk pekerjaan apa yang dibutuhkan untuk mencapai tujuannya, (Saadat,
2012);
Istilah tenaga kerja tidak lagi diterima, dan istilah perencanaan sumber daya manusia
menjadi alternatifnya. Menurut teori Geisler, perencanaan sumber daya manusia adalah
proses yang mencakup prakiraan, pengembangan, dan pengendalian, dan perusahaan melalui
mereka akan yakin bahwa jumlah individu yang tepat telah dipekerjakan di tempat yang
tepat, waktu yang tepat dan waktu yang tepat untuk melakukan hal tertentu. , dan untuk
memperoleh pencapaian ekonomi yang setinggi-tingginya.
3. Langkah
Perencanaan sumber daya manusia dapat dilaksanakan dalam empat tahap (El Dolan,
2011):
1. Mengumpulkan, menganalisis dan memprediksi data dalam rangka
peramalan pasokan sumber daya manusia, (dan membangun sistem
informasi sumber daya manusia) dan memprediksi permintaan sumber daya
manusia (selain sistem informasi sumber daya manusia);
2. Menentukan tujuan umum dan kebijakan sumber daya manusia dan mendapatkan
dukungan dari manajer puncak terhadap mereka;
3. Merancang dan menyelesaikan proyek dan program praktis di bidang-bidang
seperti perekrutan, pelatihan dan promosi yang akan memungkinkan organisasi
untuk mencapai tujuan sumber daya manusianya;
4. Memantau rencana dan program yang berkaitan dengan urusan karyawan
dan evaluasinya untuk memfasilitasi kemajuan menuju tujuan manusia ...).
Ada beberapa definisi dalam sistem informasi yang beberapa diantaranya adalah
sebagai berikut:
Sistem Informasi Sumber Daya Manusia adalah sejenis basis data fungsional yang telah
dirancang untuk penyimpanan data, terkait dengan staf dan mendukung kegiatan lingkup
sumber daya manusia, termasuk rekrutmen, seleksi, pelatihan, dll. Data yang disimpan
dalam sistem informasi sumber daya manusia penting, karena individu dan staf organisasi
adalah aset terbesarnya, dan kemampuan untuk menerapkan aset ini secara fleksibel penting
bagi organisasi dalam mencapai keunggulan kompetitif. Saat ini, manajemen sumber daya
manusia jangka pendek untuk memenuhi kebutuhan mendesak telah menjadi alternatif
perencanaan jangka panjang, sumber daya manusia.
“Berdasarkan fakta bahwa individu berpindah secara luas antara organisasi yang
berbeda dan perjanjian kerja bersifat jangka pendek, ada beberapa kekhawatiran di bidang
sumber daya manusia. Kekhawatiran ini akan dihilangkan hanya karena menerapkan sistem
informasi sumber daya manusia yang memiliki potensi ketersediaan langsung untuk informasi
terkini tentang individu dan keterampilan mereka” (Asghar, Jabbar Zade; Fahimeh, Kokabi
2009).
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have, arrived, being, should, be, has, resulted, developing, implementing,
has, tried, imvestigate, using, are, providing, express, using, has, been,
tried, introduce, preparing, using
o Introducing : are, receive, communicate, using, is, should, be, produce,
manage, isensuring, providing, called, have, been, plays, achieving, is, can,
provide, promote, making, coordinate, expanding, creating, made,
distributing, storing, organizing, attracting, help, are,using,support
o Human Resources Planning Process : Is, rooted, have, used, apply,
evaluate, was, based, are, became, is, called, meet, creating, determining,
are, follows, are, needed, achieve,determine, according, employed, will, is,
be, do, obtain, indudes.
o Step : Can, be, implemented, forecast, predicting, determining, capturing,
accomplishing, will, promoting, enable, achieve, related, facilitate.
o Abstract : its, it
o Introducing : it
o step : -
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o Human Resources Planning Procces : in, of, that, by, on, than, for, toward,
as, because, through