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
From Mauritius
Priyanka, Have you tried searching the web and also CiteHr? Please see my today’s post. Simhan
From United Kingdom
1624From United Kingdom
Dear Priyanka,
Please try to implement the attached policies & procedures for better implementation & measures of HRM system.
One you implement all policies & procedure ,you will get the results from system automatically.
Please evelaute the company HRM system and compare with standard system then make a bridge between those two system and try it to balance as per actual requirements.
Incase you find any difficulty in practical,i will personnaly come to the company where you are doing your project and help in assessment of the system.
Best Regards
Sajid Ansari-Delhi
From India, Delhi
Please try to implement the attached policies & procedures for better implementation & measures of HRM system.
One you implement all policies & procedure ,you will get the results from system automatically.
Please evelaute the company HRM system and compare with standard system then make a bridge between those two system and try it to balance as per actual requirements.
Incase you find any difficulty in practical,i will personnaly come to the company where you are doing your project and help in assessment of the system.
Best Regards
Sajid Ansari-Delhi
From India, Delhi
hi my project topic is HR dep.FUNCTIONS AND HRIS,
WHAT EVER ATTACHMENTS ARE POST HERE ARE VERY HELPFUL.
BUT I HAVE A QUESTION,
FOR DOING THIS PROJECT I NEED TO KNOW THE WHOLE HR's funtion , its ok.
but what are the technical aspects that i need to know for doing this project?
kindly help me..
From India, Calcutta
WHAT EVER ATTACHMENTS ARE POST HERE ARE VERY HELPFUL.
BUT I HAVE A QUESTION,
FOR DOING THIS PROJECT I NEED TO KNOW THE WHOLE HR's funtion , its ok.
but what are the technical aspects that i need to know for doing this project?
kindly help me..
From India, Calcutta
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 organisation, the policies, the hierarchy etc; because you may find a technically sound and robust HRIS but it may not cater to your organisations needs.
Still some technical issues you may search and ponder upon are the Front end and back-end. If some HRIS says the back-end is something like MS Access or Excel, you may not want to take it. Also the data and infrastructure model like will it be a licenced software installation or a SaaS(Software as a Service) model. This would typically depend on the size, budget and most importantly tech savvyness of the concerned decision maker. An innovator(of the technology adoption curve) would typically try out a SaaS model as its new, the in-thing and economical(especially in current times) where as a lagard of the curve may not want to consider any HRIS at all.
Hope I could help you a bit. Let me know if you need more information.
Regards
Gaurav
From India, Pune
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 organisation, the policies, the hierarchy etc; because you may find a technically sound and robust HRIS but it may not cater to your organisations needs.
Still some technical issues you may search and ponder upon are the Front end and back-end. If some HRIS says the back-end is something like MS Access or Excel, you may not want to take it. Also the data and infrastructure model like will it be a licenced software installation or a SaaS(Software as a Service) model. This would typically depend on the size, budget and most importantly tech savvyness of the concerned decision maker. An innovator(of the technology adoption curve) would typically try out a SaaS model as its new, the in-thing and economical(especially in current times) where as a lagard of the curve may not want to consider any HRIS at all.
Hope I could help you a bit. Let me know if you need more information.
Regards
Gaurav
From India, Pune
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
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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