Informtion Systems For HRM in the Organization’s Activities

Question: Discuss about the Informtion Systems For HRM in the Organizations Activities. Answer: Introduction Human resource management is an integral part of any organization for the major role it plays in ensuring successful progress of the employees. Human Resource Management is therefore known to be a devised system that majors on recruiting and providing directions to the employees. As proposed by William (2014), it is arguably responsible for the maximum performance of the workers. However, there are other numerous activities conducted by Human Resource Management in an attempt to maintain high-quality production. These operations include: selecting and hiring employees, strategic planning, and analysis, managing legal issue e.g. company policies employee's rights, performance appraisal, compensation and benefits which include wages and salaries among other activities. To run the above-mentioned operations, it is crucial to make use of modern technological systems that guarantees faster and reliable communication, within the company (Jamali, Dirani, and Harwood, 2015, p.125). The foll owing work takes a close examination of three activities conducted by HRM, and how information systems are incorporated to enhance productivity in the company. Appraising and Rewarding Performance Performance appraisal is one of the major roles carried out by HRM. It relates to evaluating the accomplishments of every individual in the company to determine whether they have underachieved or over performed their set targets. This operation helps the employees work hard to achieve the objectives, failure to which, consequences come in handy. The process is also relevant as it helps decide whether training needs to be effected in a particular employee/s or not and if promotion for a particular employee is needed, which translates to a pay hike (Armstrong and Taylor, 2014, p.128). There are much more significances of performance appraisal. Some of the various methods of carrying out the performance appraisal process include: using assessment centers. Here, the appraisee is taken to a center equipped with all the requirements for the task. After that, he/she is required to carry out the same task they would be expected to perform if promoted. The evaluators are obliged to observe ho w the assignment is being carried out by the appraisee. Key things that maybe evaluated here are; motivation, career orientation, interpersonal and intellectual skills among other capabilities. Behaviorally anchored rating is yet another method of appraising. Here, critical incidences are user to rate the reliability, job knowledge among other qualities portrayed by the worker, regarding; extremely good, good, above average, average or poor. With this information, the Human Resource manager can determine the staff in question. Management by objective (MBO) is yet another method, proposed by Armstrong (2014), where he outlined the advantages of managers having clear objectives which contribute in supporting the process of an individual in higher positions (Noe, Wilk, Mullen, and Wanek, 2014, p.153). The Role of Information Systems within Appraising and Rewarding Employees Performance With modern technology, information systems have played a big role in enhancing performance appraisal. For example, Automated performance management software is a system that makes it simple to set goals, evaluate employees progress and after that give appropriate feedback. Such a system enhances simplicity in making customers reviews. Other importance of information systems includes; linking performance with pay, gear towards goal attainment among others. Recruiting and Hiring Employee Secondly, selecting and hiring of employees is another crucial role carried out under HRM. The process of hiring involves job analysis, recruiting and selection. It is upon this department to ensure that the company has the high working personnel, who push the company to the desired level. The Human resource manager identifies the vacant position, which is the very initial stage, then advertises for applications so as to fill the void. It is worth noting, to avoid over employment in the company, this department must measure the need for hiring, as a way of regulating expenditures through wages and salaries (Marler and Fisher, 2013, p.18). Upon reviewing the position, recruitment takes place immediately. Chances are given to candidates with potential qualities. The requirement for the position must be clearly stipulated, to regulate the number of the applicants, hence making the selection process easy. During selection, proper screening must be done, so as to get highly qualified pers onnel, which impact the organization positively (Wilson, 2014, p.34). Information Systems in Recruiting and Hiring Employees It is worth noting; there are several functions that information systems play in the process of hiring. They help the interviewers settle on the best candidate, by making the selection process simple and accurate. It has been made possible by systems that, e.g., search criminal records of the applicants globally, the genuineness of the academic information provided, among others. Also, Information Systems manages the application process. For example, a much-developed organization only accept application through their official website or any other technological channel as stipulated in the advertisement. This method of receiving applications is convenient as every application is received and reviewed and evaluated with ease, soon after the candidate has applied. The process of evaluation using such systems is easy, as it locks out candidates who havent achieved the minimum qualifications (Gully, Phillips and Kim, 2014, p.162). Offering Training, Development and Orienting Employee to the Specific Posts Finally, Training and development are a core activity carried by HRM. It is the desire of every management to have employees who keep developing their skills, consequently benefiting the company (Tahir, Yousafzai, Jan, and Hashim, 2014, p.86). It is the duty of this division to provide basic training sessions to its employees. These training may be conducted in a seminar, or workshops, either internally r externally or internally. Such training helps in building the present day skills and abilities of the employee, for better outcomes in their production. The development of the worker, on the other hand, focuses on the future responsibilities of the organization (Jamali, Dirani, and Harwood, 2015, p.125). The Role of Information System in Training and Development Information systems have roles in every HRM, in the training of the employees. For instance, specific modules of information system help in managing and generating training calendar, regarding the employees requirement, reflected by his or her performance growth. Progress sheets for the employees are developed by such systems. Notably, these setups also generate the progress and effectiveness of the development programs that have been conducted before. It is achieved when changes are experienced after a particular training session, regarding quality output from the worker. The systems also play a significant role in helping the employees evaluate themselves, note their strengths and weaknesses and thereby making things straight. Compared to personal trainers, Information system software is readily available, convenient and less erroneous (Malln, Chiva, Alegre, and Guinot, 2016, p.463). Conclusion All in a nutshell, HRM ensures that the organization is moving towards the right direction, as far as the workforce is concerned. Without this department, many upheavals are experienced, hence poor production rate. Also, information systems highly benefit any organization, in running the discussed department. Every organization is at this moment advised to embrace beneficial technological systems, which help improve the performance of employees, a step that undoubtedly doubles the production rate. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. DeNisi, A. and Smith, C.E., 2014. Performance appraisal, performance management, and firm-level performance: a review, a proposed model, and new directions for future research. 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