HUMAN RESOURCE HUMAN RESOURCE

MANAGMENT MANAGMENT SYSTEMSYSTEM

“

What is HRM???

--HUMAN

--RESOURCES

--MANAGEMENT

“ multidisciplinary”

--Factors effecting HR

---Merging of HR and Information technology

Principal areas of HR functionalitiesPrincipal areas of HR functionalities

1) payroll module

2) time and labour management module

3) benefit administration module

4) HR management module

Human Resource management system (HRMS)

OBJECTIVES…

EFFECTIVE UTILISATION OF HUMAN RESOURCES

ORGANISATIONAL STRUCTURE OF RELATIONSHIP

DEVELOPMENT OF HUMAN RESOURCES

REWARDS

COMPATIBILITY OF INDIVIDUAL GOALS WITH THOSE OF AN ORGANISTION

MAINTAIN HIGH MORAL..

ACTIVITIES

SUB-SYSTEMS

HUMAN RESOURCE HUMAN RESOURCE

MANAGMENT MANAGMENT SYSTEMSYSTEM

RECRUITMENT

PLACEMENT

TRAINING AND EDUCATION

COMPENSATION

MAINTENANCE

PotentialEmployees

RetiredEmployees

Recruiting HiringEducation

Andtraining

TerminationBenefit

administration

ACTIVITIES OF HRM

DATA MANAGEMENT

EMPLOYEES

THE FIRM

A MODEL OF A HUMAN RESOURCE MANAGMENT SYSTEM

HRM performs wide variety of applications.

It has six output subsystems

And three input subsystems

Work force planning

Recruitingsubsystem

Work forcemanagement

Compensationsubsystem

Benefitsubsystem

EnvironmentalReporting

HRMdatabase

AccountingInformation

system

HumanResourcesResearchsubsystem

HumanResourcesIntelligence

system

Users

Input subsystems

Output subsystems

SUBSYSTEMS OF HRM

ENVIRONMENTAL

SOURCES

INTERNAL SOURCES

Feasibility Feasibility Study phaseStudy phase

Introduction As we all are aware of the fact that manpower

plays a vital role in every kind of organization. so to make the proper use manpower resource feasibility study is needed.

The Topic that we are covering in are presentation is feasibility of manpower resource, which is known as HR management in today’s corporate world.

Feasibility Study focusing manpower

• A feasibility study phase provides the analyst with a more thorough understanding of the problems, opportunities related to personnel’s.

• A feasibility study should be conducted to determine the viability of an idea before proceeding with the development of HUMAN RESOURCE.

Various aspects of Feasibility study of Manpower

Feasibility study on human resources provides us information regarding the personnel’s :

Recruitment Placement Evaluation Performance appraisals Compensation and Development of the personnel’s of an organization etc .

Objective of feasibility study in HR

To increase the efficiency of personnel’s

To recruit the most suitable personnel for most suitable job.

To increase the benefit and lessen the cost.

Types of feasibility Technical feasibility

Here one ask the question like :can the personnel’s work with existing technology???Are the personnel updated with latest technology???Are they aware of the technical knowledge???If not what would be the solution…..

.

The solution is either to hire personnel’s fromoutside or to provide training to the existing staff

Economic feasibility

As the world denotes that the economic feasibility means more benefit at less expenditure .

So every organization must keep in mind while recruitments of the personnel’s that more people should not be employed than required as it can raise the cost.

Motivational feasibility Motivation plays a vital role in overall improvement in terms of

efficiency of personnel’s. As through motivation more and more work with grater

efficiency can be taken away from employees Different ways of motivations are:

→Performance appraisals

→Training and development

→Improving working condition as par their health and security.

→Incentives and perks etc.

• Operational feasibility

Before switching to new technology, it mainly examines whether the employees at work are comfortable with organizational frame work..

Are the Requirements, specifications and design clearly explained to the employees, so that they conduct their operations successfully.

• Political feasibility

It is perhaps the most power full type of feasibility. As every political system is biased. Because government issues, new polices which can effect the moral of the personnel’s at a larger extent.

Hence these are the different types of feasibility having different effects on the conduct of personnel’s.

What Next?• After the feasibility study has been completed, a

Feasibility Report is prepared covering following aspects.

• Basic information about the personnel’s• The expectations as regards development schedule and

manpower resources• Highlighting the requirements of personnel’s.• A gist of Technical, economical, Operational, motivational

and political feasibility assessment.

.

SYSTEM SYSTEM ANALYSISANALYSIS

SYSTEM ANALYSIS

The analysis of the system is the basic necessity for an efficient system design.The need for analysis stems from the following

points:

To redefine or reset the objectives as a reference point in context of the current business requirement.

To establish the system boundaries that define the scope and coverage of the system.

SYSTEM ANALYSIS STAGES

The different stages as followed in the system analysis of the HR management information system are :

1. ORGANISATIONAL ANALYSIS

A Human Resources Information System, is a system that lets you keep track of all your employees and information about them.

An analysis of the existing information system is necessary to propose new HRIS.

2. CURRENT SITUATION ANALYSIS

Here we analyze a company’s competitive situation, develops its strategic goals and mission, it’s external opportunities and threats, and its internal strength and weaknesses to generate alternatives.

Also a plan of actions and deployment of resources is determined to achieve the pre-specified goals.

CONTINUED…

3. FUNCTIONAL REQUIREMENT ANALYSIS A HR MIS performs different functions such as HR planning,

recruitment, selection ; HR development and training; safety and health; HR research and so on.

The goal of the analysis phase is to identify user’s requirements in the proposed system like HR planning i.e. the process of determining the human resource needs of an organization and ensuring that the organization has right no. of qualified people in the right jobs at the right time.

Methods of forecasting and planning Hr needs are judgmental methods such as managerial

estimates,scenario analysis.

STRATEGIES FOR HR REQUIREMENT DETERMINATION

The methods for forecasting and planning HR needs are :

INTERVIEW … A face to face method for collecting data. It may be formal or informal, questions asked may be structured or unstructured. Success of an interview depends on the skill of the interviewer and on his

or her preparation for the interview.

QUESTIONAIRE … A structured questionnaire can be used to collect data. The questionnaire is pre-tested, modified, and used to capture data on a cross-section of

HRIS users. There are four parts to the questionnaire:

profiles of organizations; application of HRIS; perceptions of the barriers to the implementation of HRIS and perceptions of the benefits achievable through HRIS; and profiles of the respondents.

CONTINUED…..

RECORD REVIEW … Analysts examine recorded information about HR system and its users. Skill inventory and management inventory can be used to specify all available data

about current employees. Disadvantage is that documentation on the existing system may not be complete

and up to date.

OBSERVATION …

Refers to the process of recognizing and noticing people, objects and occurrences to obtain information.

It is time consuming and costly.

SYSTEM SYSTEM REQUIREMENTSREQUIREMENTS IN IN HRM HRM

DEFINITION:

Define the system's functional architecture in terms of the operations/events that must be performed in order to meet the mission goals of the system. This proceeds in a top-down hierarchical nature and is independent of allocation to hardware, software, or humans. The goal of the function analysis is to assist in defining and allocating functions to the human that are best suited to their capabilities and limitations.

Identify Functional Requirements: Identify and articulate the activities, tasks, or actions required to achieve the stated system mission.

Identify Performance Requirements: Identify and articulate the performance capabilities required to successfully meet the stated system mission.

REQUIREMENTS ANALYSIS REQUIREMENTS ANALYSIS

Define Measures of Performance: Define the metrics by which the performance of the system will be assessed.

Define Human Role Strategy: Determine what decisions and activities within the operation of the system are required to be performed by humans or are not allowed to be performed by humans. This defines the intended balance between automation technology and human control. Potential human roles in the system include operator, maintainer, sensor, manager, supervisor, analyzer, decision maker, information manager, backup to equipment, or any mix of such roles. Alternative Human Role Strategies may be developed for later comparison. The Human Role Strategy will be used to guide the allocation of functions.

Identify Required Infrastructure: Based on the definition of the system boundaries, identify the infrastructure that must be created or maintained to support the system. Infrastructure includes items that may not typically be considered to be part of the system, such as supply networks, transportation, and logistics issues.

Identify Interfaces with Other Systems: Based on the definition of the system boundaries, identify other systems (current and anticipated) with which the system under design will interact and characterize these interfaces. Differences between legacy systems, future systems, and the system under design must be identified.

Define Personnel Requirements: Define the qualitative attributes of the manpower requirements. Personnel factors include the abilities, skill levels, experience, physical constraints and force management policies (e.g. recruitment and retention) needed to execute the required tasks.

Define Training Requirements: Define the required instruction and applied exercises, to include measurable and specific performance level, for acquiring and retaining knowledge, skills and abilities (KSAs) necessary to prepare personnel to operate, maintain and support all system components in the required operational environment throughout the system life cycle.

Define Safety Requirements: Define the safety factors including equipment/system design features, performance specifications and training that reduces the potential for human or machine errors or failures that cause injury or death within the constraints of operational effectiveness, time and cost throughout the equipment/system life cycle.

Define Personnel Requirements: Define the qualitative attributes of the manpower requirements. Personnel factors include the abilities, skill levels, experience, physical constraints and force management policies (e.g. recruitment and retention) needed to execute the required tasks.

Define Training Requirements: Define the required instruction and applied exercises, to include measurable and specific performance level, for acquiring and retaining knowledge, skills and abilities (KSAs) necessary to prepare personnel to operate, maintain and support all system components in the required operational environment throughout the system life cycle.

Develop Manpower Guidelines: Estimate the limitations on manning of the system under design, either in total number of operators, users, and maintainers or by KSAs (knowledge, skills, and abilities).

Develop Personnel Guidelines: Estimate the limitations on personnel for the users and maintainers of the system under design in terms of career pipeline, recruiting ability, personnel management, etc.

Develop Training Guidelines: Estimate the limitations on training for the users and maintainers of the system under design. Training will be limited by factors of cost, time, and personnel availability.

Develop Safety Guidelines: Provide guidance for system development to ensure that safety factors are taken into consideration early in the design process.

Develop Human Engineering Guidelines: Provide guidance for system development to ensure that humans are adequately engineered in the system. This includes descriptions of human performance principles, models, measurements and techniques.

Analyze Feasibility & Internal Compatibility of System Requirements: Examine the system requirements (including mission requirements, human requirements, and job/task requirements) for discrepancies or conflicts within the requirements themselves and for variances with respect to established system characteristics such as infrastructure, interfaces with other systems, and user characteristics. Examine the system requirements for estimates of feasibility.

Define Human Requirements Baseline: Establish the baseline system requirements that ensure human capabilities and limitations that directly contribute to, or constrain, total system performance are accounted for.

SYSTEM DEVELOPMENTSYSTEM DEVELOPMENT

PROJECT

ANALYSTS/DESIGNER

STEERINGCOMMITTEE

PROJECT TEAM

PROJECTMANAGEMENT

CORPORATESTATEGIC

PLANNING GROUP

USER PROJECTMANAGEMENT

USER PROJECT TEAM

USER ANALYSTS/DESIGNERS

SENIOR MANAGEMENT

MIDDLE MANAGEMENT

SUPERVISORYMANAGEMENT

AND OPERATION

HRM CONTROL OF SYSTEM DEVELOPMENT

•MANPOWER PLANNING•LABOUR FORCE TRACKING

•TRANNING EFFECTIVENESS•CAREER MATCHING

•LABOUR COST ANALYSIS AND BUDGETING•TURNOVER ANALYSIS

•CONTRACT COSTING•SALARY FORECASTING

•SUCCESSION PLANNING•PERFORMANCE APPRAISAL PLANNING

•SKILL ASSESSSMENT•PERFORMANCE EVALUATIONS

•RECRUTING•WORKFORCE PLANNING/ SCHEDULING

•COMPENSATION EFFECTIVENESS AND EQUITY ANALYSIS•BENEFIT PERFERENCE ANALYSIS

•PAYROLL CONTROL •BENEFITS ADMINISTRATION

STRATEGIC

SYSTEM

TACTICAL

SYSTEM

OPERATIONAL

SYSTEM

STAFFING TRAINING AND

DEVELOPMENT

COMPENSATION

ADMINISTRATION

HUMAN RESOURCE MANAGEMENT- DEVELOPMENT PHASES

RECRUITING HIRINGssssJOB EVALUATIONssssPERSONNELSsss REQUIREMENTPLACEMENTssssCARREER PLANSssssSPECIFIC JOBTRAININGssssSKILLSSsss INTENTORYssssSKILLSSsss REQUIREMENTSCOMPENSATIONssssPAYROLLssssBENEFITSMAINTENANCEssssABSENTEEISMSsss TRACKINGssssORGANIZATIONSsss CHARTS

EEO COMPLIANCE

AFFIRMATIVE ACTION

OSHO-HEALTH/SAFETY

ERISA PENSION

CLASSICAL PERSONNEL

FUNCTION

ENVIROMANTALLYREQUIREDFUNTIONS EMPLOYEE PROFILE

EDUCATION RECORDS PAYROLL DATA

OPERATING MANAGEMENTPERSONNEL SPECIALISTS

PERSONNEL RECORDS

GENERALRETRIEVAL AND

PROCESSING

MARKETINGPRODUCTION

FINANCE, AND OTHER MAJOR

SYSTEM

DATA - FLOW - DATA - FLOW - DIAGRAMDIAGRAM

(DFD)(DFD)

Prepare Pay Cheque

PAYROLL MASTER TABLE

PayrollSystem

ACCOUNT DEPARTMENT

EMPLOYEE BANK

PAYCHEQUE & EARNING

GOVT. AGENCIES

PREPARATIONOF

REPORTS

Deduction Reports Payroll Summary

Time Sheet d Approval

Personal Information

Tax Reports

1.0

2.0

ZERO Level DFDZERO Level DFD

EMPLOYEE MASTER TABLE

Bank Statement

EMPLOYEE

Deduction, Authorization & Time Sheet

Time Sheet

EMPLOYEE

Prepare Attendance & Leave Record

Prepare Payroll

Register

ATTENDANCE TABLE

LEAVE RECORD TABLE

CURRENT PAYROLL TABLE

1.1

1.2EMPLOYEE MASTER TABLE

New PayRoll Record

Old PayRoll Record

Pay Slip

Verified Muster

New Leave Record

Deduction Details

Signed Muster

Level - 1 DFDLevel - 1 DFD

Prepare Bank Statement & Deduction report

1.3

BANK

Payroll Sheet Detail

Bank StatementACCOUNT DEPARTMENT

Bank Statement

Employee Payroll Record

Deduction & Report

EMPLOYEE MASTER TABLE

CALCULATEPAY

PRINT PAYREGISTER &

PAY SLIP

Prepare Salary Summary

PAYROLL TABLE

PRINTED PAY REGISTER EMPLOYEE

DEDUCTION SUMARRY

SALARY SUMMARY TABLE

Level - 2 DFD Level - 2 DFD

Old Payroll

Updated Payroll

Current Payroll

Payslip

Payment Details

2.1

2.2

2.3

for for Prepare Payroll RegisterPrepare Payroll Register

DATA - DICTIONARYDATA - DICTIONARY

Data Dictionary For DATA-ELEMENT -> Emp_Code

DATA ELEMENT :

DATA DESC. :

TYPE :

LENGTH :

ALIASES :

RANGE :

DATA STORE :

Emp_Code

A Unique Permanent Code Assigned To Each Employee

Char

5

EC,E_Code

00001 to 99999

EMPLOYEE MASTER TABLE,

PAYROLL MASTER TABLE

DATA DICTIONARY For DATA-ELEMENTDATA DICTIONARY For DATA-ELEMENT

Data Dictionary For DATA-STRUCTURE -> PAY SLIP

DATA STRUCTURE :

DESCRIPTION :

CONTENTS :

VOLUME :

USED IN PROCESS :

DATA FLOW :

DATA STORE :

Pay Slip

Give the Pay Details Of The Employee For The Month

Emp_Code, Ename,Grade, Basic_Pay, Deductions

200 per month

2.2

Print Pay_Register & Pay_Slip

Current Payroll Table

DATA DICTIONARY For DATA-STRUCTUREDATA DICTIONARY For DATA-STRUCTURE

Data Dictionary For DATA-FLOW -> Payment Details

DATA FLOW NAME:

DESCRIPTION :

SOURCE PROCESS :

DEST. PROCESS :

VOLUME :

Payment Details

Net Pay for the after Deductions

21.

2.2

200 per Month

DATA DICTIONARY For DATA-FLOWDATA DICTIONARY For DATA-FLOW

Data Dictionary For PROCESS -> Calculate Pay

PROCESS NAME :

INCOMING DATA : FLOW

OUTGOING DATA: FLOW

Calculate Pay

Attendance and Leave Register

Payroll Record

This Process Calculate the Total Pay

if Deduction >0

Pay is salary minus deduction

DATA DICTIONARY For PROCESSDATA DICTIONARY For PROCESS

LOGIC SUMMARY:

Data Dictionary For DATA STORE ->Employee Mast.Table

DATA STORE NAME :

INCOMING DATA : FLOW

OUTGOING DATA: FLOW

Employee Master Table

Employee Details

Updated Payroll Record From Process 2.0

Old Payroll Record To Process 2.0

DESCRIPTION :

DATA DICTIONARY For DATA DICTIONARY For DATA STOREDATA STORE

Physical DesignPhysical Design

Physical Design

Logical Design Physical Design

In Physical Design phase We implement the proposed logically designed system.

Physical Design phase

• Physical construction produces program software files and a working system. In this phase we construct data storage file structures, process files, and design user interfaces

Things to be done

• Select equipment• Specify new Programs

or Change to existing Programs

• Specify new Database or Change existing database

• Produced detail Procedures

Human Resource Management System Tasks

1. Data storage file design

2. Process design

3. User interface design

User Interface

Process Design

Data Storage File

Data Storage File Design

In Human Resource management system while designing data storage files, first of all we will identify the entities and their attributes for each data file about which the information will be stored Some of the data storage files in Human Resource management system will be:

o Payroll Record Fileo Employee Information Fileo Performance Record Fileo Training Record Fileo Customer Service Fileo Health & Safety Record File

Example of structure of Employee File

Name Emp Id Bdate Address Sex Salary Project

Eliza 23 12 Nov. Sec. 22, chd.

F Rs. 2400 Negi Soft

Preeti 24 11 Dec. P.G.I F Rs. 7000 Sharma Soft

Shweta 25 10 Feb. Hostler M Rs. 300 Sukhija Soft

Menka 26 6 May Hostler F Rs. 5000 Sony Soft.

Manu 27 26 May Hostler F Rs. 9000 BJ Soft

Different process files will be designed to hold the coding for different processes

Process Design

In our system some of the process file example are:

• Employee Information File

• Employee Performance File

• Human & Safety File

• Training File

• Customer Fileand many more….

User Interface Design

• User interfaces can be categorized into main categories:

• Input Interface Design

• Output Interface Design

• Input screens are basically input form which are used for Data Entry from user.

• In Human Resource Management System

different input screens will be:

• Payroll• Recruitment & Selection• Performance Measurement• Exit & attrition Studies• Executive development• Health & Safety Program• Team Building• Customer Service• Time Management• Training

Input Interface Design

Output Interface Output Interface DesignDesign

Output Interface Design• Output screens are basically used for displaying result of user

queries or reports.

• In H.R Management System different output interfaces will be:

• Training Report Screen

• Human & Safety Report Screen

• Employee Report Screen

• Employee Performance etc…

System testing

Why we do testing:

• Once the source code of HRIS generated, the HRIS s/w tested to uncover as many as errors are possible before deliver it to HR manager.

• Exercise the internal logic of every component of HRIS.

• Exercise the i/p & o/p domain of the program to uncover errors in program function, behaviour & performance.

What are the steps that we follow

• The internal program logic of HRIS is exercised using white box test case design.

• The software requirements of HRIS are exercised using the black box test case design.

Control structure testing

• Condition testing: The conditional testing method focuses on testing each condition in the process of HRIS to ensure that it does not contain error.

eg: In emp table the age of employee should be

greater than 20. We do testing on this by entering the age less than 20.

• Loop testing: loop testing is white box testing technique that focuses exclusively on the validity of loop construct.

eg:

A HR manager hires some worker, then how many days they work they get salary according to that. The loop testing helps in checking that whether the correct amount is calculated or not.

Equivalence partitioning testing

• It divide input domain of a process in HRIS into classes of data from which test cases can be derived.

eg: The salary range of employee is 5000-15000,we divide the

salary range in to different group let 0-2500, 5000-16000, 25000-35000. When we apply testing, first & last group give error. Only 2nd one is fulfilling the condition.

• The groups that we made are equivalence classes & equivalence class represents a set of valid or invalid states for input condition.

Here are some guidelines for defining the equivalence classes:-

• If i/p condition specifies a range, one valid and two invalid equivalence classes are defined.

eg: salary attribute of employee in payroll process defines a range.

• If an i/p condition specifies a member of a set, one valid and one invalid equivalence class are defined.

eg: the qualification of an employee is selected from a set.(BA, B.COMetc)

• If an i/p condition is Boolean ,one valid and one invalid class are defined.

eg: In the attendance table there only yes or no entry. Either employee is in office or not.

Boundary value analysis

• Most possibility of occurrence of an error in HRIS is at the boundary of the i/p domain rather than at center.

eg: On entering data in emp table the salary range of a worker is in b/w

3000-8000,the enteries b/w 3000-8000 is accepted by table. We must test below 3000 & above 9000.

• The i/p condition satisfy most of the values on emp table. We also test on the boundary values.

eg: The internal data structure of emp table has set the emp_name of length

15 bits, so we design test case to exercise the data structure at its boundary.

Alpha testing

• Done by the HR manager at the developer site.• The HRIS s/w used in natural setting by HR.• The developer record all errors and usage

problem that HR faced. eg: HR manager test the payroll slip and enters the

data relevant to it, then check the pay slip. The errors which comes in it is recorded by the developer.

Beta testing

• Conducted at the HR manager site.• It uses all live data.• The HR manager records all the problems

that he encountered.• HR reports all problems to the developer at

regular time interval.• The s/w engineers made modification and

prepare final HRIS s/w.

Human Resource Human Resource Management SystemManagement System

S u m m a r y

Human Resource Management are intended to support Human Resource Management are intended to support management decision making.management decision making.

Management has five distinct functions and each requires Management has five distinct functions and each requires support from an HRMS.support from an HRMS.

Which are :Which are :

PlanningPlanningOrganizingOrganizing

CoordinatingCoordinatingDecisionsDecisions

ControllingControlling

Human Resource Management have to be designed to meet the way in which managers tend to work.

Research suggests that a manager continually addresses a large variety of tasks and is able to spend relatively brief

periods on each of these.

Given the nature of the work, managers tend to rely upon information that is timely and verbal (because this can be assimilated quickly), even

if this is likely to be less accurate then more formal and complex Human Resource

Management.

Human Resource Roles

Human Resources play at least three separate roles:Human Resources play at least three separate roles:

1:1: InterpersonalInterpersonal2:2: InformationalInformational3:3: DecisionalDecisional

HRM, in electronic form or otherwise, can support HRM, in electronic form or otherwise, can support these roles in varying degrees.these roles in varying degrees.

Decision Making Levels

Three levels of Human Resource can be distinguished Three levels of Human Resource can be distinguished from one anotherfrom one another::

1.1. Control (or tactical)Control (or tactical)2.2. OperationalOperational3.3. StrategicStrategic

Again, HRM has to support each level. Strategic Again, HRM has to support each level. Strategic decisions are characteristically one-off situations.decisions are characteristically one-off situations.

Strategic decisions have implications for changing the structure Strategic decisions have implications for changing the structure of an organization and therefore the HRM must provide of an organization and therefore the HRM must provide

information which is precise and accurate.information which is precise and accurate.

Control decisions deal with broad policy issues and operational Control decisions deal with broad policy issues and operational decisions concern the management of the organization.decisions concern the management of the organization.

Human Resource Management’s Components

A Human Resource Management has four components:A Human Resource Management has four components:

1.1. The Internal Reporting SystemThe Internal Reporting System2.2. The Human Resource SystemThe Human Resource System3.3. The Human Resource Intelligence systemThe Human Resource Intelligence system4.4. Human Resource ModelsHuman Resource Models

Internal reports include orders received, inventory records and Internal reports include orders received, inventory records and sales invoices. Human Resource research takes the form of sales invoices. Human Resource research takes the form of

purposeful studies either purposeful studies either ad hocad hoc or continuous. or continuous.By contrast, HR intelligence is less specific in its purposes, is By contrast, HR intelligence is less specific in its purposes, is chiefly carried out in an informal manner and by managers chiefly carried out in an informal manner and by managers

themselves rather than by professional HR researchers.themselves rather than by professional HR researchers.

Benefits of HRMS

1.1. If a new enhancement is being approached in the If a new enhancement is being approached in the employee’s environment, we can determine, in employee’s environment, we can determine, in advance, the enhancement in organizational advance, the enhancement in organizational infrastructure.infrastructure.

2.2. It influences the employee to do work effectively and It influences the employee to do work effectively and efficiently.efficiently.

3.3. It improves the working condition and performance of It improves the working condition and performance of the employee.the employee.

4.4. It can increases both the productivity and the quality It can increases both the productivity and the quality of the personnel in order to increase the revenue of of the personnel in order to increase the revenue of the organization.the organization.

Hence, Human Resource Management System is very Hence, Human Resource Management System is very useful for any organization in more than one spheres.useful for any organization in more than one spheres.

T h a n k sT h a n k s