What are the important elements required for effective human resource?

HRMS allow enterprises to automate many aspects of human resource management ,with the dual benefits of reducing the workload of the HR department as well as increasing the efficiency of the department by standardizing HR processes. Currently Human Resource Management Systems have the following key modules:

=>>> Organization =>>> Payroll =>>> Time & Attendance

=>>> Benefits Administration

=>>> Employee Self-Service

Organization
The Organization module is organization structure such as company, location, department, designations, employee group and organization change such as resignation, termination, transfer, promotion.

Payroll
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.

Time & Attendance
The Time & Attendance Module automates time tracking related processes and enhances the organization’s performance by eliminating paperwork and manual processes associated with time and attendance needs. The sophisticated module helps to efficiently organize labor data, improve the workforce management and minimize errors in enforcement of company’s attendance policies.

Benefits Administration
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.

HR Management Information System
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.

Recruiting
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.

Training
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.

Employee Self-Service
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. (Overtime) requests from their subordinates through the system without overloading the task on HR department.

Reports
The Reports Module provides customized reporting according to employees individual needs. Any number of reports can be defined by selecting from a range of search criteria and report fields. Report definitions can be saved to avoid repeating this task. Once the report definition is saved the report can be generated by providing the required criteria data.

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.

Human resource professionals work with a company’s most valued assets – its employees. While fulfilling the goals and mission of the business, it’s the responsibility of the HR department to ensure appropriately qualified people are in place to effectively carry out the work. At the same time, HR professionals must monitor and maintain the workforce to ensure its satisfaction with the jobs to retain experienced staffers. All the while, HR coordinates with other departments, the executive officers and outside vendors.

When most people think of an HR department, they think only of the people who create job postings, take in resumes and do the hiring for an organization. While this is one of the most important of the human resource responsibilities, it is by far not the only duty. In addition to crafting a want ad to attract the ideal candidates, human resources coordinate with the hiring manager, wade through the influx of resumes and set up interview appointments. Once hired, the human resource department works closely with employees in a continuing effort to retain those staff members.

The second most important element of the human resource department is its selection, oversight and administration of the company benefits. HR professionals are involved in choosing the appropriate insurance carriers, providing employees with the information about available benefits and administering the plan when necessary. HR keeps up with vacations, company retirement programs such as 401(k) plans and pensions and workman’s compensation claims.

While individual managers may provide direct training when an employee is on the job, it’s the HR department that is responsible for educating new hires about company policies and procedures. The human resources department provides tours of the company and makes appropriate introductions, provides new hires with necessary tools and uniforms and educates new hires about benefits. Additionally, an important element of human resource activities is to develop employee training manuals and coordinate training for areas such as sales techniques and product knowledge.

The elements of the human resource department play an integral role in every aspect of a business. The HR professionals serve as partners to the owner, the managers, front-line supervisors and employees. HR carries out specific requests for various departments while maintaining the overall objectives of the company as a whole. HR often is involved in strategic planning, especially when it comes to the company’s most important asset – its employees.

Whether you're creating a job description for an existing human resources person, or considering hiring your first HR manager, it's a good idea to start with the basics. The duties performed by an HR manager or HR department may vary according to the size of the organization, but the key elements of human resources are often found in HR departments large and small.

Payroll

1. Payroll is usually an essential element of any HR department, regardless of the organization's size. HR duties related to payroll may include gathering of employee information for payment and tax purposes, adjusting employee pay for taxes and other withholding, and creating and issuing paychecks or direct deposits. Even when issuing checks or creating direct deposits for employment payment is outsourced or contracted, HR personnel are often responsible for gathering this information and delivering it to the business contracted to deliver employee payment.

Benefits

1. Administration of benefits is another key element of HR in most organizations. Duties related to administration of benefits may include tracking vacation and sick time, processing paperwork related to leave requests, and gathering and processing employee information in relation to health insurance and retirement benefits.

Legal Compliance

1. For many employers, an invaluable element of human resources is the responsibility of HR departments to keep the organization in compliance with legislation that affects the workplace. HR departments are often responsible for informing employees of the federal and state rights as related to employment, such as the Family Medical Leave Act (FMLA), Occupational Safety and Health Act (OSHA) regulations, Equal Opportunity Employment legislation and other legislation that affects employees. HR departments are also tasked with documentation related to employment legislation, including processing employee claims.

Personnel

1. Many duties related to personnel, including hiring, firing and performance evaluation actions, are among the key elements of HR departments. HR managers and/or employees are often involved in every step of an employee's tenure with an organization, from processing and tracking documents related to new hires, to employee performance evaluations, to employee disciplinary procedures, and to the firing of employees. In many cases, HR is responsible for keeping personnel files that document these employment actions.