HUMAN RESOURCE MANAGEMENT SYSTEM

A Human Resource Management System (HRMS, EHRMS), Human Resource

Information System (HRIS), HR Technology or also called HR modules, or simply "Payroll",
refers to the systems and processes at the intersection between human resource management
(HRM) and information technology. It merges HRM as a discipline and in particular its basic HR
activities and processes with the information technology field, whereas the programming of data
processing systems evolved into standardized routines and packages of enterprise resource
planning (ERP) software. On the whole, these ERP systems have their origin on software that
integrates information from different applications into one universal database. The linkage of its
financial and human resource modules through one database is the most important distinction to
the individually and proprietary developed predecessors, which makes this software application
both rigid and flexible.

Purpose:
The function of Human Resources departments is generally administrative and not common to
all organizations. Organizations may have formalized selection, evaluation, and payroll
processes. Efficient and effective management of "Human Capital" has progressed to an
increasingly imperative and 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 these administrative activities,
organizations began to electronically automate many of these processes by introducing
specialized Human Resource Management Systems. HR executives rely on internal or external
IT professionals to develop and maintain an integrated HRMS. Before the client–server
architecture evolved in the late 1980s, many HR automation processes were relegated to
mainframe computers that could handle large amounts of data transactions. In consequence of
the low capital investment necessary to buy or program proprietary software, these internally-
developed HRMS were unlimited to organizations that possessed a large amount of capital. The
advent of client–server, Application Service Provider, and Software as a Service or SaaS Human
Resource Management Systems enabled increasingly higher administrative control of such
systems. Currently Human Resource Management Systems encompass:

1. Payroll
2. Work Time
3. Benefits Administration
4. HR management Information system
5. Recruiting
6. Training/Learning Management System
7. Performance Record
8. Employee Self-Service
The payroll module automates the pay process by gathering data on employee time and
attendance, calculating various deductions and taxes, and generating periodic pay cheques and
employee tax reports. Data is generally fed from the human resources and time keeping modules
to calculate automatic deposit and manual cheque writing capabilities. This module can
encompass all employee-related transactions as well as integrate with existing financial
management systems.

The work time gathers standardized time and work related efforts. The most advanced modules
provide broad flexibility in data collection methods, labor distribution capabilities and data
analysis features was outdated. Cost analysis and efficiency metrics are the primary functions.

The benefits administration module provides a system for organizations to administer and
track employee participation in benefits programs. These typically encompass insurance,
compensation, profit sharing and retirement.

The HR management module is a component covering many other HR aspects from application
to retirement. The system records basic demographic and address data, selection, training and
development, capabilities and skills management, compensation planning records and other
related activities. Leading edge systems provide the ability to "read" applications and enter
relevant data to applicable database fields, notify employers and provide position management
and position control not in use. Human resource management function involves the recruitment,
placement, evaluation, compensation and development of the employees of an organization.
Initially, businesses used computer based information systems to:

 Produce pay checks and payroll reports;

 Maintain personnel records;
 Pursue Talent Management.

Online recruiting has become one of the primary methods employed by HR departments to
garner potential candidates for available positions within an organization. Talent Management
systems typically encompass:

 Analyzing personnel usage within an organization;

 Identifying potential applicants;
 Recruiting through company-facing listings;
 Recruiting through online recruiting sites or publications that market to both recruiters and
applicants.

The significant cost incurred in maintaining an organized recruitment effort, cross-posting within
and across general or industry-specific job boards and maintaining a competitive exposure of
availabilities has given rise to the development of a dedicated Applicant Tracking System, or
'ATS', module.
The training module provides a system for organizations to administer and track employee
training and development efforts. The system, normally called a Learning Management System if
a stand alone product, allows HR to track education, qualifications and skills of the employees,
as well as outlining what training courses, books, CDs, web based learning or materials are
available to develop which skills. Courses can then be offered in date specific sessions, with
delegates and training resources being mapped and managed within the same system.
Sophisticated LMS allow managers to approve training, budgets and calendars alongside
performance management and appraisal metrics.

The Employee Self-Service module allows employees to query HR related data and perform
some HR transactions over the system. Employees may query their attendance record from the
system without asking the information from HR personnel. The module also lets supervisors
approve O.T. requests from their subordinates through the system without overloading the task
on HR department.

Many organizations have gone beyond the traditional functions and developed human resource
management information systems, which support recruitment, selection, hiring, job placement,
performance appraisals, employee benefit analysis, health, safety and security, while others
integrate an outsourced Applicant Tracking System that encompasses a subset of the above.
 EMPLOYEE SELF SERVICE

Employee Self Service (ESS) is a web based application that provides employees with access to
their personal records and their payroll details. The most common features of ESS allows
employees to change their own address, contact details and next of kin. Often included with ESS
is the ability for employees to apply for leave and have that application directed to the employees
manager for consideration. Some applications enable employees to change their bank account
details and provide details of payslips, both current and historical. ESS can operate as a feature
on an employers intranet or via a web ASP service.

Recently, a second wave of ESS shifted the focus from these purely efficiency based applications
towards empowering employees and managers to take more responsibility for their jobs and
development. Career planning, skills profiles, learning, objective settings, appraisals and more
and more analytics are increasingly popular ESS applications. This development is driven by
improved technology, a better understanding of Human Resources Management with a more
hands off role of the HR department and by an increasingly web savy workforce (most notably
new employees belonging to the Millennial Generation).

ESS is increasingly popular in the tertiary sector where there is a high proportion of the
workforce with computer and internet access. The principal advantage for employers providing
ESS is that it is a more efficient means of collecting changes to employees details and
distributing payroll related details to employees. This is particularly true for organizations
dispersed over a number of physical locations. Human Resource Management professionals
increasingly value ESS as a means of empowering employees.
 WORKFLOW TECHNOLOGY
Workflow technology made its presence first in the 1980's. It was first incorporated in the
insurance industry, where it drastically brought down the documentation involved. It was also
used for imaging in case of various business processes. Since then, there have been several
industries that have incorporated its services. Healthcare has also recently joined the other
industries in incorporating the benefits of workflow technology in creating a more effective work
environment.

Workflow typically deals with the responsibilities, assets, and triggers related with a definite
procedure. Workflow technology deals with the computerization of these processes. They are
able to synchronize and supervise the various actions related with distinct procedures. It is able
to implement the various related business rules by the presence of a workflow engine.

Certain procedures do not adapt very well to automation. Processes that involve sequential or
parallel steps, in their implementation are able to suit rapidly to such computerization. These
processes are also found to require automation at specific points, communicating the tasks as
well as alerting mechanisms. Task communication, if not carried out properly, leads to serious
mistakes and expensive delays.

The common features of automating any process involve user adoption. For this, specific
systems need to be integrated into the existing workflow. It is imperative that the systems have
the ability to coordinate a multidisciplinary association of processes. It is also necessary for the
system to have decision maintaining abilities. Thus, installation of such a workflow system is not
simply the incorporation of software but should be a means of automating and if necessary bring
alterations to the process.
There are several benefits of workflow automation such as cost cutback, enhanced operational
efficacies, reduction of mistakes, superior communication, and audit of the procedures.
Automation should aim for and bring about improvement. Hence, it is also important to make the
related manual processes effective to enhance its effect when automated. It should also be aimed
at streamlining and enhancing the current procedure.

Workflow provides detailed information on Workflow, Workflow Software, Workflow

Management, Workflow Automation and more. Workflow is affiliated with Workforce
Management Solutions [http://www.e-WorkforceManagement.com].

Article Source: http://EzineArticles.com/?expert=Max_Bellamy

 VENDOR MANAGEMENT SYSTEM (VMS)
A Vendor Management System (VMS) is an Internet-enabled, often Web-based application
that acts as a mechanism for business to manage and procure staffing services – temporary, and,
in some cases, permanent placement services – as well as outside contract or contingent labor.
Typical features of a VMS application include order distribution, consolidated billing and
significant enhancements in reporting capability that outperforms manual systems and processes.

Alphabet Soup

The contingent workforce is a provisional group of workers who work for an organization on a
non-permanent basis, also known as freelancers, independent professionals, temporary contract
workers, independent contractors or consultants. VMS is a type of contingent workforce
management. There are several other terms associated with VMS which are all relevant to the
contingent workforce, or staffing industry.

A vendor is literally a person or organization that vends or sells contingent labor. Specifically a
vendor can be an independent consultant, a consulting company, or staffing company (who can
also be called a supplier – because they supply the labor or expertise rather than selling it
directly)

A VOP, or Vendor On Premise, is a vendor that sets up shop on the client's premises. They are
concerned with filling the labor needs and requirements of the client. The VOP does this either
by sourcing labor directly from themselves, or from other suppliers, whom may be their
competitors. Also, the VOP manages and coordinates this labor for the client.

A MSP, or Managed Service Provider, manages vendors and measure their effectiveness in
recruiting according to the client's standards and requirements. MSPs generally do not recruit
directly, but try to find the best suppliers of vendors according to the client's requirements. This,
in essence, makes the MSP more neutral than a VOP in finding talent because they themselves
do not provide the labor.

VMS is a tool, specifically a software program, that distributes job requirements to staffing
companies, recruiters, consulting companies, and other vendors (i.e. Independent consultants).[5]
It facilitates the interview and hire process, as well as labor time collection approval and
payment.
Benefits to U.S. Businesses

By 2002, there were over 50 VMS solution providers. The software was now web-based, so
stakeholders – customer hiring managers, VMS program office staff, and suppliers – could
access the system from the internet. Typical benefits included:

 Streamlined requisition approval workflow

 Reduced time-to-fill cycle times
 Bill rate standardization / management
 Optimization of supplier base
 Consolidated invoicing
 Improved security and asset management
 Availability of vendor performance metrics
 Visibility and cost control over maverick spend
 10-20% reduction in contingent labor spend

VMS Trends

Aberdeen research reveals that 72% of US companies indicate they have a singular program for
the management of contract labor and professional services sourcing and procurement. This is
amazing proliferation since VMS software has only been around for about ten years. This proves,
like everything else in a broadband world, the Industry (Maturity) Life Cycle for the VMS
market is on an accelerated curve.

Although the industry is still in the latter phase of the Growth stage, vendors should be aware of
the symptoms that indicate the arrival of the Industry Decline, such as when: A) competitive
pressures force MSP/VMS margins to weaken, B) there is a rash of competitor consolidation via
merger, acquisition or abandonment, C) sales expansion within the existing customer base is
dramatically reduced, and D) sales volume to new customers in the US decline.

Once customers have realized the initial benefits of gaining control and managing their
contingent labor workforce, there will be efforts at continuous improvement, to include cost
reductions as well as analysis of what other indirect spend categories can be expanded.[1]
Opportunities for VMS providers include project-based spend, independent contractors,
professional services among others.
 APPLICANT TRACKING SYSTEM
An Applicant Tracking System (ATS) is a software application that enables the electronic
handling of recruitment needs. An ATS system can be implemented on an Enterprise or small
business level, depending on the needs of the company. ATS systems are very similar to
Customer Relationship Management Systems, but are designed for recruitment tracking
purposes.

Nearly all major corporations use some form of Applicant Tracking Systems to handle job
applications and to manage resume data. A dedicated ATS is not uncommon for recruitment
specific needs. On the enterprise level it may be offered as a module or functional addition to a
Human Resources Suite or Human Resource Information System (HRIS). The ATS is expanding
into Small and medium enterprises through Open Source or Software as a service offerings
(SaaS).

The principal function of an ATS is to provide a central location and database for a company's
recruitment efforts. ATS are built to better assist management of resumes and applicant
information. Data is either collected from internal applications via the ATS front-end, located on
the company website or is extracted from applicants on job boards. The majority of job and
resume boards (Monster, Hotjobs, Career Builder) have partnerships with ATS software
providers to provide parsing support and ease of data migration from one system to another.

Functionality of an ATS is not limited to data mining and collection, ATS applications in the
recruitment industry include the ability automate the Recruitment Process via a defined
workflow.

Another benefit of an applicant tracking system is analyzing and coordinating recruitment efforts
- managing the conceptual structure known as Human Capital. A corporate career site or
company specific job board module may be offered, allowing companies to provide
opportunities to internal candidates prior to external recruitment efforts. Candidates may be
identified via preexisting data or through information garnered through other means. This data is
typically stored for search and retrieval processes. ATS systems have expanded ATS offerings
that include off-site, encrypted resume and data storage, legally required by Equal Opportunity
Employment Laws.

Applicant Tracking Systems may also be referred to as a Talent Management Systems (TMS)
and/or Talent Platform and are often provided via an application service provider or software as
a service (SaaS) model. The level of service and cost can vary greatly across providers. In the
UK and Ireland, Applicant Tracking Systems are often referred to as Recruitment Software and
this is a term used mainly in the recruitment agency industry (representative bodies include the
REC in the UK and the NRF in Ireland)

As the data held within Recruitment Software is predominantly personal data, it is often tightly
controlled by Data Protection legislation, preventing the data from being held offshore.
 HIRING MANAGEMENT SYSTEM
The JobApp Hiring Management System (HMS) combines the accessibility of the web and the
phone to allow your applicants to apply in multiple languages, 24/7 by web or by phone. The
relevant location, department or hiring manager is then notified by e-mail whenever he or she has
new applicants to review in the JobApp management console.

The JobApp management console allows you and your managers to view pre-screened and
scored applicants, track applicant status throughout the hiring process and manage the related
workflow for background checks, electronic I-9 compliance, E-Verify and other aspects of the
onboarding process. The JobApp Hiring Management System is a fully integrated, one-vendor
solution for applicant tracking, background checks, employee tax credit screening and
processing, electronic I-9 management and E-Verify, electronic W-4 management and more.

The JobApp Hiring Management System is delivered via the web (Software-as-a-Service) and
requires no hardware or software installation for clients.

The JobApp Hiring Management System:

 Eliminates the need to continue using paper job applications--without eliminating

applicants who don’t have convenient web access
 Cuts employee turnover with more effective screening and scoring of applicants
 Improves employee tax credit capture rates by up to 50%
 Eliminates rekeying of new hire data into disparate systems (background checks, HRIS,
etc.)
 Provides a turn-key, one-vendor solution for background checks and employee tax credit
screening and processing with absolutely zero integration headaches or costs
 Provides a highly effective OFCCP compliance solution for federal contractors

http://www.jobappnetwork.com/hiring-management-system.aspx //bblgrphy
 E-RECRUITMENT
E-Recruitment: also referred to as Internet recruiting, online recruitment, and e-recruitment, is
the use of the internet for attracting, hiring and retaining job seekers. This involves matching
candidates and validating their skills and qualifications. As the number of people searching
online for jobs increases, companies are taking advantage of e-Recruiting software to manage the
entire recruitment process and reduce recruiting-related costs.

E-Recruitment utilizes the power of online resume search technology to parse resume databases
and help recruiters and human resource personnel actively search for candidates on a global
scale. Though E-Recruitment initially began as a simple method for finding talent online, it has
evolved to incorporate all aspects of candidate management. Now companies and organizations
are using it to manage job postings, candidate applications and even conduct online interviews.

INTERNAL MOBILITY
With 54% of Fortune 500 employees stating they are “actively searching for” or “open to” new
opportunities, your internal Talents are top target for hiring both for you and for your
competitors.

MrTedTalentLink™ for Internal Mobility is a simple answer to these challenges. Our groupwide
collaborative solution allows to optimise internal Talent deployment and reduce turnover
through an effective matching of internal talent supply and demand, backed by qualitative
corporate staffing processes.

With MrTedTalentLink™ for Internal Mobility you will:

Remove Organization barriers with consolidated groupwide Internal Job Market promoting
transparency and internal applications.

Control Internal recruitment processes and reduce the influence of counter-productive

informal networks by ensuring transparency of all actions. Provide clear information thanks to
efficient and live corporate HR intranet platforms.

Prioritize internal sourcing and make sure your employees get the first shot at new vacancies
prior to sourcing for external recruitments or contractors.
Increase employee retention and save large turnover costs by matching mobile employees and
open vacancies effectively.

Manage proactive Mobility Programs for specific competencies and target groups, including
for example International Mobility, High-flyer program, Succession Management or Project
Staffing.

Manage Internal Talent Pools and track available skills & competencies for recruitment and
career development purposes.

MrTedTalentLink™ recruitment software can be deployed within weeks across multiple

countries and divisions. To find out how we can help lower your turnover rate and get a better
return on your Human Capital, Contact now.
 Employee Performance Management
Employee Performance Management - Recent rapid adoption of technology in this area,
which has traditionally been managed by burdensome paper-based processes, has
expanded the area beyond periodic employee reviews

Employee Performance Management (EPM) encompasses a variety of HR processes (e.g.,

goal management, performance appraisals, multi-rater/360 feedback, compensation management,
workforce & succession planning, development planning and training.) When harnessed
correctly in an enterprise they are used to help employees understand their roles, strategic
business objectives, expectations in their day-to-day activities based on the business objectives
and performance success as viewed by the management, peers, customers, etc. Assessment
proves more valuable when it serves as a guide for benchmarking alignment and performance
against strategic business objectives and employee developmental and training.

These days many enterprise-wide Employee Performance Management technologies typically

offer flexible employee performance management solutions delivered in a business process
outsourcing (BPO) or software as service (SaaS) model that make assessment and development
easy, more accurate, and economical for HR. These service models can often alleviate the need
for HR to wrangle internal IT resources. When searching for an Employee Performance
Management solution the technology and service should offer an integrated platform that
supports multiple types of performance appraisals (likert, comparative drag and drop, short
answer), multi-rater/360 feedback, compensation management, workforce & succession
planning, development planning and training.

The notable benefits of automating the employee performance management system are

 Performance appraisals and employee reviews will take less time.

 Better data and reports help in taking a better decision.
 Managers can use the tool in efficient manner.
 Performance appraisals will have consistency across the whole organization.
 Better quality feedback leads to better performance by the emoloyees
 SUCCESSION PLANNING SOFTWARE
The primary purpose of Succession Wizard is to simplify the whole succession planning process.
It identifies potential succession gaps and assists in planning future staffing needs within your
organization. It does this by using a powerful, yet user-friendly, interface making it a simple
program to use and enabling you to easily and effectively undertake workforce planning.

Create your succession plan today 

A key benefit of using Successor Wizard over competitor products is that you can expect to be
fully operational and producing effective succession plans within hours of implementing the
solution. There is no need for expensive consultants to configure the software, or to purchase
additional hardware, as the application is designed for standard Windows desktop PC's and can
be setup within minutes of downloading.

Don't be reliant on retaining key staff

Succession planning, along with workforce management in general, is increasingly regarded as a

growing influence in determining the success of an enterprise. If it is undertaken effectively then
it can ensure that your organization has capable and trained managers to guide its growth.

Minimize disruption 

With the move to flatter management structures, succession planning is insurance for when key
people leave an organization. With fewer layers of middle management available to fill these key
roles it is important that potential successors are identified early and given appropriate training
so that when the time comes for their move to more senior roles disruption is minimized. 

Safeguard the future of your business

The important thing is to build a succession plan which is ongoing and durable rather than
something which you just look at during the annual planning process. People are your most
important asset and good workforce planning will give your business a clear performance and
competitive advantage.

Easily identify suitable candidates 

Organizations generally have a wealth of talent already working in different positions and levels
throughout their business. This hidden resource needs to be identified and tapped as it is a key
factor in effective succession planning. Workforce planning allows you to know what skills and
resources you already have at your disposal. Utilizing gap analysis, Succession Wizard can
identify those people who, with support and training, can climb your management structure and
become its future leaders.
 PERSONAL DEVELOPMENT SOFTWARE

 Affirmation Screensavers - Motivational and Christian screensavers, order

online.

 Affirmations Software - Affirmation goal setting motivational software, for

improved mental / physical health, personal growth, healing and self-improvement.
Utilizes affirmations, subliminal messages subconscious imagery.

 CompuMind - CompuMind Software, the computerized version of The Cameron

Method, allows you to delve confidently below your mind's surface so you can
produce the inner mind changes for the ultimate winning edge you seek.

 CyberSayer II Software for Your Soul - Software that "offers awareness and
insight about the choices, situations and circumstances influencing your life";
Includes a good links section with a variety of categories.

 English Grammer Software - WhiteSmoke's innovative software is the first-ever

instant, full-text analysis solution, providing context-related language enrichment.

 GoalMaker - Identify, set, organize, manage and achieve your goals and achieve
success with GoalMaker, the complete Goal Management Software-based System
for the motivated professional.

 GoalPro - Now you may define, track, maintain, and achieve your success with
the most effective success-management application on the web

 Hypnosoft - Create a custom, talking hypnosis on the Internet, and send it to any
email address. Your own topic, or choose from 32 self-help topics, including:
healing, stress, weight, anxiety, test performance, sports performance, fitness, pain,
and self-esteem, pregnancy...more.

 InnerPeace - Free self-help software to help you let go of issues that interfere with
 your inner peace
 Keirsey Temperament & Character Sorters- Take online questionnaires and
learn what the Keirsey theory says about you, similar to tests like Myers-Briggs.

 Mind Map Software - Capture What You Think, Do What You Plan©.

 Mind Media - Offers "mindware" software and CD-ROM's designed to make you
smarter, happier and more intelligent.

 Monkey Mind - Stop your monkey mind chatter. Create your dreams.

 Progress Planner - Progress Planner is a goal setting and performance

management software program that helps you develop, monitor and implement
action plans to achieve your personal and professional goals.

 Reflective Journaling Software - Extends traditional journaling software by

allowing the journalist to associate feelings and relations to journal entries. Easy to
use reporting tool allows the user to find trends in their behavior and relationships.

 SHARM [Self Hypnosis and Relaxation Machine] - A software tool that helps
you explore and experience self hypnosis, relaxation and alter states of
consciousness. Relaxation, self-hypnosis and meditation can help you connect with
your own inner resources, allowing helpful and constructive changes to arise.

 Speed Reading Software - Unleash your reading genius with RocketReader.

FREE trial downloads. Try speed reading and advance in your career and studies
today with RocketReader.

 StressMaster - "StressMaster is a program specifically designed to help you

reduce your level of Stress and understand why you behave the way you do".
MANAGEMENT AND EXECUTIVE SOFTWARE

Training

Management & Executive Software offer a wide range of training

platforms. These range from WebEx (Internet) Demonstrations to On-Site
certification courses. All training sessions conducted can be tailored to suit
the needs and requirement of specific Clients as we understand all
organisations operate differently.

Consulting

Management & Executive Software traines to have thorough knowledge

of both Accounting and Performance Management Concepts. These skills
ensure that our Consultants are able to understand your needs and provide
the best solutions available.

Support

Management & Executive Software offers clients a dedicated Support

Desk encompassing both application and technical support consultants. MES
offers both Telephone and Online Internet Support, to ensure a quick and
effective turn around time for all Support Requests.