Research Topics: Human Resource Information

Human Resource

Using Skills Learned to Benefit Others and Society Using Skills Learned to Benefit Others and Society There are many ways wherein one can help in the improvement and the betterment of others as well as the society. One way of helping can be financially or maybe even through our skills and talents. By using our skills and talents, we can help other people. However, before being able to help, one must understand what the problems are in the society. One must be able to have a clear understanding of what it is that the society needs, what the people need. One must be sensitive enough to the issues that surround them in order to be able to help others.             Before being able to help, one must learn the basics about the problem. Educate yourself on the nature of the problem as well s the people that will help you on solving your problem. Identify who are the local players in the problem. One must assess the community’s needs and help develop a plan for the solution to the problem and come up with other alternatives as well.             It should be noted that you understand what you are getting into and then develop a plan of action and develop networks as well. Become the voice to the society’s problem and make a difference. Upon implementing your program to help, monitor and assess your progress.                One of the major problems that the Latino community is facing, the Latino youth in particular, is alcohol and drug abuse. Current researches show that there has been an increase min alcohol and drug abuse among the Latino youth. This drug and alcohol abuse among the Latino youth is a concern as this present condition will worsen in the future if not being taken seriously and no active measures or solutions will be undertaken.             One of the ways to help the Latino community is to develop effective substance abuse prevention programs. One can use their skills in organizing the programs. One must develop programs that will help the youth develop the correct behavioral skills as well as develop and improve parenting skills. One can help through providing the needed support service and improve the nature of the environment. In addition, one can also help by making acculturation easier for the youth.             In conclusion, the skills that one has learned can be used upon the implementation of the programs in this specific problem of drug and alcohol abuse among Latino youth. By understanding other people and how they act and behave in certain ways will be a big help in the program. One must assess the causes for the abuse to be able to understand the person’s behavior.   Credit:ivythesis.typepad.com

Human Resource

Using Skills Learned to Benefit Others and Society Using Skills Learned to Benefit Others and Society There are many ways wherein one can...

Human Resources Information

Human Resources Information System (HIS) for a Small Business               HR software is designed primarily in streamlining and coordinating the human resources department of an organization. For you to know and probably get the right software for your company, you should be aware and analyze what your company really needs. The HIS system should enable the tracking of employee’s benefits, attendance, and histories.             First is the tracking and management of all employee and dependent information from the moment an employee is first hired. It allows instant viewing of an employee’s file like personal, dependent, job, compensation, benefit, education, skills, health and safety, and other user defined information. In addition, access to employees’ history such as hire, rehire, termination dates and reasons, seniority and benefit calculation dates, job and position information, date sensitive pay history, pay steps (pay rates within a pay grade), skills inventory, certifications, education, training, discipline and previous employment are also possible.             For the information on benefits, this will include the management and administration of company benefits for both current and former employees, addressing their eligibility, amount of coverage, premiums, as well as start and end dates. All employee, dependent, and company costs associated with it are all tracked down. Plans such as long and short-term disability, provincial and extended medical, dental, and pension plans are easily managed using the said system.             On the other hand, the process of calculating, accruing, and tracking of employee attendance, absences, and entitlements are managed and kept updated through the tracking of attendance. The related plans associated with it are vacation, sick, overtime, banked, and the like.             A well-designed HIS is a powerful, computer-based tool that enables you to enter and update all types of employee-related information quickly and easily. It allows easy access and generation of a wealth of HR management information. Moreover, the production of essential, timely reports (both standard and customized) like internal reports and external compliance reports are automated using the said system. One of its significant contributions should be the efficiency, effectiveness, and devolution of the HR functions and responsibilities. Aside from that, the system should also be user-friendly, functional, flexible, cost efficient, and allows improved quality reporting, integration/compatibility with other existing systems, and privacy protection as regulated by the law.         Credit:ivythesis.typepad.com

Human Resources Information

Human Resources Information System (HIS) for a Small Business HR software is designed primarily in streamlining and coord...

HUMAN RESOURCE INFORMATION SYSTEM

Introduction Salary surveys are mediums used to determine the median or average compensation paid to employees in one or more jobs. Surveys may focus on one or more job titles, geographic regions, employer size, and or industries. Salary surveys may be conducted by employer associations, survey vendors, or by individual employers. In addition, the advantage of a Human Resource Information System (HRIS) in payroll is it automates the entire payroll process by gathering and updating employee payroll data on a regular basis (2004). It also gathers information such as employee attendance, calculating various deductions and taxes on salaries, generating automatic periodic paychecks and handling employee tax reports. With updated information, this system makes the job of the human resource department very easy and simple because everything is available on a twenty-four hours a day 7 times a week basis, and all the information is just a click away. IBM and Hewlett-Packard             Hewlett-Packard (HP) is one of the tech world’s supplier of the most comprehensive portfolios in hardware and software services. They provide infrastructure and business offerings that span from handheld devices to some of the world’s most powerful supercomputer installations. Its products include personal computers, servers, storage devices, printers, and networking equipment. The company’s service unit provides IT and business process outsourcing, application development and management, consulting, systems integration, and other technology services. HP’s software products includes enterprise IT management, information management, business intelligence, and carrier-grade communications applications. The company markets to consumers, businesses, government agencies, and schools in more than 170 countries (2009). On the other hand, International Business Machines Corporation (IBM) builds and manufactures information technologies, including computer systems, software, networking systems, storage devices, and microelectronics worldwide. Its Global Technology Services offers IT infrastructure and business process services, such as strategic outsourcing, business transformation outsourcing, integrated technology, and maintenance. Its Systems and Technology offers computing and storage solutions, including servers, disk and tape storage systems and software, semiconductor technology and products, packaging solutions, engineering and technology services, and retail store solutions. IBM serves banking, insurance, education, government, healthcare, life sciences, aerospace and defense, automotive, chemical and petroleum, electronics, distribution, and communication markets. Compensation Systems of IBM and HP Compensation and benefits differ from country to country but all of them have staple advantages. In HP, the pay and benefits has a philosophy, known as the Total Rewards program. The philosophy states that the company’s success depends on rewarding the talented employees who can achieve exceptional results. HP uses variable pay programs to reward strong and consistent company and individual performance (, 2007). They also provide opportunities for employees to become shareowners through stock purchase programs. The managers are expected to differentiate rewards based on individual efforts. Total rewards program are competitive within relevant markets and can be differentiated by business, function, and job classification. In addition to base and performance-related pay, compensation also provides health plans, income protection and retirement and savings packages. Bonuses are given individually and they vary by business unit results and individual performance rather than overall company performance. On the reverse company, the compensation and business approach of IBM provides cash compensation opportunity that includes competitive base pay, growth driven profit sharing bonus, commissions, rewards and other forms of earnings that will attract, retain and motivate high performing employees. The pay will be strongly influenced by the results vacation and spring bonus, consolidate allowance, IBM recognition program and shift/standby allowance (2009). Benefits cover the protection, security, and opportunity issues of each employee. Government social insurance, government insurance fund, group life insurance and supplemental medical insurance, and saving plan are some of the remunerations employees will enjoy at IBM. Conclusion Both companies more or less have the same compensation and benefits packages. But they are different in many ways. One is they differ in management and styles on how they will further strengthen their marks as the exceptional computer technology and consulting corporation. Both IBM and HP focuses on the systems used every day by companies around the world, the software, and the growing services business. IBM and HP have devoted huge resources to building their services capabilities and it is their not so secret recipe in becoming known as the world’s two giant companies in the information technology world. References             Credit:ivythesis.typepad.com

HUMAN RESOURCE INFORMATION SYSTEM

Introduction Salary surveys are mediums used to determine the median or average compensation paid to employees in one or more jobs. Surve...

PERSONNEL INFORMATION SYSTEMS/RECORD KEEPING IN A TRAINING AND DEVELOPMENT DEPARTMENT

IT Solution in Human Resource Management                           PERSONNEL RECORD KEEPING IN A LAW FIRM                     BY: March 20, 2006       Table of Contents   Page   Title Page                                                                                                                 1   Table of Contents                                                                                                  2                                                                                                                 Importance of Personnel Record Keeping                                                     3   Effectiveness of Personnel Record Keeping in the Law Firm                   4   Recommendations on IT Solutions to Personnel Record Keeping         6                                                                                                                                                           Importance of Personnel Record Keeping                Personnel record keeping is the process of organizing the paper work corresponding to the information on the different personnel of the business organization and the trend in their contribution to the organization according to a system of filing. Personnel record keeping through the utilization of available skills and technology helps in the organization and accessibility of information to the managers of the business organization. A law firm accumulates a lot a paper work and information on the partners and other support staff due to the nature and amount of business activities involved. Keeping records on personnel is important in a law firm for three reasons.               First importance of personnel record keeping is the documentation and organization of the clients and cases handled by the lawyers and the progress of these cases to know which lawyer is handling what cases and facilitates work assignment. The personnel record shows the area of law that a lawyer specializes in, the track- record based on the cases handled, and the amount of past and current workload. The information helps in the assessment of the aggregate ability of the law firm and the individual contribution of the different members.                  Second importance of personnel record keeping is the documentation of the decisions and actions made by the business organization regarding personnel performance. This information covers the personal and work history of individual employees to help the organization determine expectations about the work performance of individuals and the work dynamics among individuals in a group and the decisions and actions made by the individual employees to anticipate their behaviour in a given situation. In law firms, the information are important in matching lawyers with clients, lawyers with other lawyers and lawyers with a particular case.               Third importance of personnel record keeping is assessment and accountability. Personnel records covering the personal and work history of individual workers helps the organization in understanding the trend of work performance and contribution of a personnel during the regular assessment implemented by the company to determine the candidates for promotion and other management decisions. Information on the organization’s personnel also provides a background in evaluating accountability. The personal and work history of a person provides an insight into the propensity of the employee to commit infractions of internal rules and regulation or law violations especially in cases where there are complaints from clients, third persons or fellow employees.   Effectiveness of Personnel Record Keeping in the Law Firm                 Personnel record keeping of the law firm complies with the basic requirements for a business organization. Record keeping system of the law firm involves the manual filing of the application documents of current personnel including the resume and recommendations, the cases assigned to the lawyers and their respective billing statement. Generally, the record keeping process is effective because it is utilized in the assessment of the performance and contribution of the lawyers to the firm, determination the specialization of the lawyers, and identification of the cases to be assigned to each lawyer.   However, there is no computerized database for the information and the law firm does not have a network program that collates information and making it accessible to authorized personnel. In the law firm, the application records are filed manually, the billing statements are compiled and summed on a monthly basis and the cases assigned to every lawyer is determined through the log book of the lawyer’s support staff. The managers of the law firm have to request information from the different lawyers before doing the periodic assessment. It takes days before all the records are received and additional days are needed in compiling the different reports. The process is time-consuming and costly.   The law firm needs a computer-based database that enables the different lawyers to update their current clients, case rosters and billing statements by accessing the firm’s database. The information are then made accessible to the managers or the people in charge of output assessment and task delegation without need of requesting the lawyers to write a report. Assessment can also be made by utilizing applicable computer software. Recommendations on IT Solutions to Personnel Record Keeping               Developing a database of personnel records is expected to improve the performance of the law firm. The database works as a repository of all personnel information in a uniform filing process. The application information is stored in a single file in the computer, the billing statement of the individual lawyers is updated by logging into the mainframe and the caseload of the individual lawyers is accessible through the computer database. Access to the personnel information in the database is through security codes to provide a safe access to the database. Every lawyer is assigned with an access code and the manager in charge of delegation and assessment has access to the entire mainframe so that all information can be pulled out from the mainframe and organized using computer software to sum up the total amount billed by every lawyer and map out the schedule of caseloads.                 Creating a personnel database is cost-effective because it lessens the time needed in requesting the reports from the different lawyers and tallying these reports as well as requesting the personnel files of employees as needed. It also lessens cost by minimizing the working time needed in compiling personnel files that gives employees time to finish other office work. Managers of the law firm have ready access to information about their personnel that enhances their knowledge and managerial hold over the affairs of law firm. In this way, personnel problems are anticipated and duly addressed.    IT Solution Implementation Plan   Law firm Action Development of a database system of personnel application documents, client lists, case rosters and billing statements Who Database system covers all personnel of the law firm including lawyers, paralegals and other support staff By Development of the database system is through hiring a technical support team to install the necessary software to the computers used by the firm and arrange database networking  Initial inclusion of past personnel information on the database is done by an assigned personnel but the subsequent database updates are done by the lawyers and/or their support staff When Development of database system should be done immediately by the law firm subject to the availability of funds to maximize the benefits of database and networking Cost IT solution expenses includes the purchase of additional computers, the hiring of technical experts and database and network maintenance   The table above shows the IT solution implementation plan. Developing a database and networking system for the law firm is viable and effective because it simplifies the personnel record keeping process of the law firm and enhances the organization of information on the business operations of the firm. Updating personnel records through the database not only helps the managers of the firm but also the lawyers in keeping track with their case schedules, clients and the billing statements. It is a practical solution because it allows the managers of the firm to collate information into a single report by having a network access of the different information and analyzing the information through available computer software. It is also cost-effective because it requires less cost relative to the cost of time and personnel manual personnel record keeping.  Credit:ivythesis.typepad.com

PERSONNEL INFORMATION SYSTEMS/RECORD KEEPING IN A TRAINING AND DEVELOPMENT DEPARTMENT

IT Solution in Human Resource Management PERSONNEL RECORD KEEPING IN A LAW FIRM...

HR

Human Resources Information System (HRIS) for a Small Business               HR software is designed primarily in streamlining and coordinating the human resources department of an organization. For you to know and probably get the right software for your company, you should be aware and analyze what your company really needs. The HRIS system should enable the tracking of employee’s benefits, attendance, and histories.             First is the tracking and management of all employee and dependent information from the moment an employee is first hired. It allows instant viewing of an employee’s file like personal, dependent, job, compensation, benefit, education, skills, health and safety, and other user defined information. In addition, access to employees’ history such as hire, rehire, termination dates and reasons, seniority and benefit calculation dates, job and position information, date sensitive pay history, pay steps (pay rates within a pay grade), skills inventory, certifications, education, training, discipline and previous employment are also possible.             For the information on benefits, this will include the management and administration of company benefits for both current and former employees, addressing their eligibility, amount of coverage, premiums, as well as start and end dates. All employee, dependent, and company costs associated with it are all tracked down. Plans such as long and short-term disability, provincial and extended medical, dental, and pension plans are easily managed using the said system.             On the other hand, the process of calculating, accruing, and tracking of employee attendance, absences, and entitlements are managed and kept updated through the tracking of attendance. The related plans associated with it are vacation, sick, overtime, banked, and the like.             A well-designed HRIS is a powerful, computer-based tool that enables you to enter and update all types of employee-related information quickly and easily. It allows easy access and generation of a wealth of HR management information. Moreover, the production of essential, timely reports (both standard and customized) like internal reports and external compliance reports are automated using the said system. One of its significant contributions should be the efficiency, effectiveness, and devolution of the HR functions and responsibilities. Aside from that, the system should also be user-friendly, functional, flexible, cost efficient, and allows improved quality reporting, integration/compatibility with other existing systems, and privacy protection as regulated by the law.         Credit:ivythesis.typepad.com

Human Resources Information System (HRIS) for a Small Business HR software is designed primarily in streamlining and coor...

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