Professional Documents
Culture Documents
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Complete
records
tracking
including
position
and
Attendance Management
Performance Management
Training Management
Reference:
human-resources-information-system
Service Management System Human Resource Management System
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recruitment,
employee
training,
and
benefits
HR
support
that
help
outsourcing
firms
reduce
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Compensation programs
Payroll Services:
Reference:
outsourcing
2.1.3 Human Resource Information System 2013 Quezon City,
Philippines
The Human Resources Information System published
project study last October 2013 by the following proponents:
Alexis R. Alibayan, Edgar Allan C. Dela Cruz, Don Jerome D.
Morla, Jerny A. Ocampo and Raffy O. Palamos whose are
alumnae of Bestlink College of the Philippines, Quezon City.
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Evaluation
rates
the
employees
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HRIS Implications
Human Resource Information System were developed to
make HR department can work with ease and efficiently. HR
firmly administers employees attendance and schedule. The
HRIS proponents preferred this system to organize the
important details of HR department. It would be easy for the
department heads to view the time and attendance of the
subordinate employees.
Conclusion
According to the HRIS proponents, every business stumble
upon different problems and every problem has an elucidation.
HR department encountered problems such as slow process of
storing, searching and updating employees information at the
right storage. The HRIS developed an efficient and effective
management of human resource and its data. The system is
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leave
monitoring,
and
updating
employees
HRIS
proponents
had
created
module
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Weekly,
Monthly
and
per
cut-off
(15/30)
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does
not
leave
negative
impact
on
the
organization.
physical
and
emotional
capital
of
the
employees.
Conclusion:
PALMS proponents discussed that everybody can learn
more about the benefit of globalizing HR activity were it focused
in Profiling, Attendance and Leave Monitoring of every
employee. Furthermore, PALMS globalization gave the ability to
analyze employees data, give the employee a high security for
the significant information.
The foremost point of the locale was to know and
understand the types of PALMS models. The PALMS
proponents therefore conclude that information technology gives
a new breath on human resource management field.
Reference:
Leyza,
M.A.B,
Mejia,
M.L.M.,
Monticalvo,
M.J.B,
business
transformation
through
advanced
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System
(HRMS),
Integrated
Cooperative
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system
designed
exclusively
for
Windows
GUI
Recruitment
search,
background
checks,
interview
and
Employee Benefits
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Appraisal
Leave Module
of
employees
taking
advantage
of
their
entitlement.
Claim Module
Medical Module
Exit Procedures
Casual Labor
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Keeps
track
on
employee
hostel/locker/transportation
arrangements.
Organization Chart
Correspondence
Industrial Relations
Privacy
Employee
records
are
kept
strictly
confidential
with
Be on top of your work or business. Pre-configure and preset how you want information delivered via e-mail, instant
messaging, SMS or workflow and where to place the
information for quick access.
Loan
Manpower Planning
Reference: http://www.orisoft.com.my/index.php?
Service Management System Human Resource Management System
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have
to process that
necessary
as
one
with
growing
emphasis
on
the
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Request Training
Arrange Training
Evaluation Training
Self-performance Training
Request Retirement
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Submit Resignation
Human Resource
Define Vacancies
Schedule Interview
Top Management
Rate Employee
Applicant
Submit an Application
Schedule an Interview
Payroll
Reference: http://aiars.org/ijirs/journals/ijirsvol1no1jan2012/4.pdf
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to
manage
their
personal
tasks
such
as
filing
for
your
powerful
HR
system
for
an
amazing
HR
management experience.
Featured Functions & Practicality Your Benefits with ESS and
MSS
E-Employee Profile
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E-EA Form
E-Claim
E-Leave
E-Appraisal
E-Attendance
E-Recruitment Requisition
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Online
scheduling
of
shifts,
which
employees
are
E-Loan
E-Bulletin
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Daily/Monthly Attendance
Irregularities Clocking
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Analysis by location/department
Reference: http://www.orisoft.com.my/
2.2.4 HRMS IOSR Journal of Computer Engineering
The paper titled HUMAN RESOURCE MANAGEMENT
SYSTEM is basically concerned with managing the Administrator
of HUMAN RESOURCE Department in a company. A Human
Resource Management System (HRMS) refers to the systems and
processes
at
the
intersection
between
human
resource
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Personal Information
Contact Information
Employee Status
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Reference: http://arxiv.org/ftp/arxiv/papers/1309/1309.5351.pdf
2.2.5 Washington State Human Resource System
This document provides an overview of Washington States
central human resource (HR, or personnel) and payroll computer
systems that are owned and supported by the Department of
Personnel (DOP).
Scope
HRMS is the primary focus of this document. As the
enterprise
HR
and
payroll
system
for
Washington
State
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Provides
access
to
system
data
and
functionality.
Portals
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Personnel
Administration:
the
people
and
their
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HRMS
users
(although
agency
users
are
Personnel Numbers: All employees have a systemgenerated Personnel Number in HRMS which protects
employee information yet maintains a unique record for the
employee (the Social Security Number is captured in HRMS
for federal reporting purposes). Prior to generating new
Personnel Numbers, agencies are instructed to search
HRMS and the Data Warehouse (repository from the PAY1
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Reference:
http://www.dop.wa.gov/payroll/HRMS/HRMSSupport/Pages/HRMSInterfaces.as
px#MVL
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System Features of
Related Studies (Local)
AHRIS
KMC
HRIS PALMS
HURIS
HRMSProfiling and
Training
Features
1. Employee Records
Monitoring
2. HR Reports Generation
3. Attendance
Management
6. Performance
Management
7. Leave Information
8. Memos and
Notifications
9. Compensation /
Benefits information
10. User-Friendly
Interface
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16. Termination
Management
23. Requirement
Management
Figure 2.3.1 The Table shows the matrix comparative analysis between the researched
Local studies and the HRMS of the proponents.
Service Management System Human Resource Management System
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HCM
HHRIS
ESS
HRMS
WHRS
HRMSProfiling
and
Training
Features
1. Employee Records
Monitoring
2. HR Reports Generation
3. Attendance Management
5. Training Management
6. Performance Management
7. Leave Information
9. Compensation / Benefits
information
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19. Web-Based
21. Medical Information
24. Requirement
Management
Figure 2.3.2 The Table shows the matrix comparative analysis between the researched
Local studies and the HRMS of the proponents.
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