The human resource management system (HRMS) is also known as the human resources information system (HRIS) or human capital management (HCM).
HRMS is related to managing the administration of the human resource department in an organization.
HRMS is a kind of human resources software.
It combines several systems.
It processes to ensure the easy management of human resources and business processes.
Like other systems, HRMS is composed of three basic elements; they are input, process and output.
It also has a feedback mechanism.
HRMS operates and interacts with both internal and external environments.
This software is used for storing employee data, managing payroll, recruitment, benefits administration, time and attendance, employee performance management, tracking ability and training records.
In a larger organization, there are a large number of employees.
At that time HRMS is useful and helpful.
HRMS is not only becoming a desire of the company but it becomes the need of the company.
The administrator gets into the system using the admin name and a password.
The main advantages of HRMS are:
Easy access to the data
The new system is more user-friendly, reliable and flexible
Data alteration is easy
Maintenance of the project is easy
Reduced manual work
Timely report generation
The main objective of this paper is to reduce the effort of an administrator to keep the daily events such as payroll, employee performance and employees’ details.
It contains six modules; they are:
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The input of HRMS includes those components which are necessary to achieve the organization’s goal.
The major inputs are explained below:
The inputs for the human resource system are plans, policies and procedures of the organization.
HR department sets its HR plans, policies and procedures.
An organizational plan contains goals or targets of the overall organization.
Every organization has certain goals.
Strategies are developed to achieve these goals.
They provide a means for achieving some goals or producing some desired results.
It also includes HR objectives and strategies.
The human resources plan is also an important input component.
It is based on the demand and supply of human resources.
It is the process of making a plan for future human resources.
Here, human resources inventory means the number of employees.
It represents an inventory of current human resources available in the organization.
Human resources inventory is an important input of the human resources plan.
The labour market is the main supplier of human resources.
It may be schools, colleges, universities, training institutions, technical institutions, manpower agencies etc.
They provide suitable human resources for the organization.
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The inputs HRM system are processed together to bring the desired outputs.
There are mainly four processing components of HRM systems; they are explained below:
The acquisition includes activities of manpower planning, recruitment, selection, placement and socialization of workforce.
Manpower planning involves the determination of current and future workforce requirements in the organization.
Recruitment generates potential candidates, selection of the best candidates and stimulating them to apply for vacant posts.
Selection is the process of making choice of the right workforce at the right place at right time.
Placement is the assignment of a job on the basis of skill.
In socialization, employees know about organizational rules, regulations, culture, tradition and working environment.
Here, development means to increase the ability of human resources.
On the basis of the requirement of an organization, it is essential to develop the working efficiency of employees.
For this, HRM department organizes many efficient development programs like training, workshop, seminar, education etc.
After proper training and education, the workforce performs assigned tasks efficiently.
It also provides necessary training and education to increase capabilities and conceptual ability among the managers.
Motivation is a psychological aspect.
It ensures the optimum utilization of human resources.
Motivation encourages human resources to do the given job in accordance with their best ability.
Employees work in the organization for the satisfaction of their needs.
For this, the management needs to consider both intrinsic (basic and essential) and extrinsic factors that satisfy and motivate them.
Intrinsic motivation factors include achievement, recognition, responsibility, advancement, growth etc.
Extrinsic motivation factors include job design, working environment, supervision, financial incentives, promotion etc.
Here, maintenance means maintaining the working capacity of the human resources and providing better facilities.
Maintenance ensures retaining productive employees in the organization for a long time.
It is possible only by maintaining good relations with employees and providing a better working environment in the organization.
It is essential to consider the health, safety and comfort of human resources.
It helps to satisfy human resources and makes them committed to their job.
The output component of the HRM system is quality of work-life, productivity, readiness to change and job satisfaction.
Every human resource works to increase the quality of his/her work life.
Each and every human resource is able to satisfy the needs of the organization through a transformation process.
Good facilities, good relationship and good working environment are the quality of working life.
They make employees participate in the organization process actively and efficiently.
Quality of working life involves autonomy, recognition, process development and external rewards.
Productivity is the ratio of input and output.
In another word, an efficient relationship between input and output is produced.
The higher productivity means less cost of production and vice-versa.
Productivity can be increased by capital investment, innovation and introduce new technologies.
Training, learning and motivation also increases productivity
Everyone is prepared for any sort of change according to the work-life.
Human resources should be competitive for the readiness to change.
They should have the ability to adjust the dynamic environment.
The implementation of an HRM system is affected by environmental changes.
HRM system ensures that the human resources can tackle the change that occurs in the organizational environment.
Human resources will show additional performance if they are satisfied.
For their satisfaction, suitable salary, provident fund and other benefits should be provided.
Job satisfaction of employees increases the production of the organization.
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