Page 41 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes 3. Implement: This step involves setting up of HRIS, taking the organisational needs into
account. Adequate training is arranged for employees so that they can learn to handle the
system comfortably. Facilities are upgraded; procedures are also streamlined with a view
to integrate HRIS with various organisational components.
4. Evaluate: It involves measuring the contributions of the system and identifying the gaps
and undertaking remedial steps to ensure its smooth operation. The system is continually
evaluated in the light of changes within and outside the organisation.

Benefits of HRIS

Following are the benefits of having HRIS:

1. HRIS can process, store and retrieve enormous quantities of data in an economical way.
2. The records can be updated quickly.
3. There is improved accuracy.
4. HRIS can greatly reduce fragmentation and duplication of data.

5. Information can be readily manipulated, merged and disaggregated in response to special
and complex demands and presented promptly.

Self Assessment

Multiple Choice Questions:
1. The basis for human resource planning is:

(i) the economic trends
(ii) demand for employees
(iii) strategic plans of the firm

(iv) budgets
(v) supply of employees.
2. Workforce factors that influence demand include:
(i) expansion moves
(ii) terminations

(iii) strategic plans
(iv) sales projections
(v) organisational design.

3. The first factor in deciding the supply of labour is:
(i) developing staffing tables
(ii) issuing advertisements
(iii) preparing replacement charts
(iv) analysing labour markets

(v) auditing present employees.

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