Human Capital Management

e-HRM: Should We Adopt or Ignore?

noreply@blogger.com (Ahmed Shaki) — Sun, 28 Jul 2013 15:11:00 +0000

Strohmeier (2007) defined e-HRM as a composite application of Information Systems using both networking and supporting actors for planning, implementing and performing HR activities. e-HRM is the system where the users are not only the HR personnel within the organization, rather the line managers also use it for various activities of operational, relational HRM. Furthermore job seekers, prospective clients or even accidental web surfer may find it useful in a lot of sense. E-HRM, can be used as a tool for HR branding for organization too. For instance, a job applicant may attract to the organization if s/he find the career page nicely designed, user friendly and full of insides with organizations HR policy, career support etc.

In present era it may sound impetuous, if anyone said that e-HRM or HRIS (Human Resources Information System) enables HR personnel to complete basic HR tasks faster with its automated processes. Nothing new by talking it saves time and cost or it generates compiled and needed reports. Rather, e-HRM has been used for higher end analysis, making the HR personnel more competent and enable the HR function as a strategic partner for the organization.

My two cents with the reader is: if your management or CEO/MD doesn’t feel interested about e-HRM or poised that its just wastage of money, please download one of the free version of close to e-HRM from any of the bellow company, install it and run. Then you may find it useful and go for your own customized e-HRM. People Soft, SAP or something similar is not advised in my write-up due to high expense related issue.

Use e-HRM and become a STAR. Cheers!!!

P.S: Any of my articles/write-ups can be shared, modified, used anytime for better Human Capital Management, with or without giving credentials. I do believe: Sharing is Caring :)

Just Sharing One Old Published Paper :)

noreply@blogger.com (Ahmed Shaki) — Wed, 24 Jul 2013 22:28:00 +0000

Nothing really new in this post. Just post it as a sign that I will be regular again blogspot to share my wee knowledge. Thanks a lot to all 3100+ viewers from around the world especially from USA, Malaysia, India, Bangladesh, Philipine, Great Britain, Australia, Indonesia, Singapore and South Africa. Love you all.

Employee Performance Appraisal and Corrective Measures

noreply@blogger.com (Ahmed Shaki) — Fri, 14 Dec 2012 12:37:00 +0000

The end of each year HR and line managers become so active with the assessment of performance of employees. However this appraisal is not a year end process rather needed to be carried out throughout the year as a continuous HRM proses. The job not finished when a talent or pool of talent recruited in any organization. It is uncommon to see that few of those talent becomes unprovoked, the poor performer after a certain period. Research shows that employees become de-motivated for various causes and among them few are:

1. Lack of Recognition of Competence: Employees expected that organization will give proper value of their knowledgeable, skill and experience. If not, only perk and benefits can not keep their competence high for a longer tenure.

2. No autonomy at all: After a certain period of engagement with the work and organization, employees seeks the exercise self-regulation, within the guidelines, to achieve business goals. If they just monitored and instructed all the time, they lose their motivation to achieve innovative and wonderful new business ideas.

Pic Source: http://www.e3050.com

3. No clear career path: Only increment or raise of salary can not able to keep employees' morale high in the organization. They want to see that after 5 years where they can reach if they perform really well aligned with organization business goal and vision. A better succession plan is mandatory as well as the crystal clear career path for each level.

4. Proper training and development plan: Employees deserve to get training to attain further development of their career. If an organization failed to provide proper training to them and a good training plan is missing there, certainly it is tough for HR to keep the employee on track.

Based on the above points in any business organization may find that, their employees tend to turn in work late, lack of commitment, missing of seriousness, lack of focus on assignments, missing deadlines as well as no longer act as a team player as they were earlier. So, corrective measures with proper actions need to be adopted to overcome this situation. And this the time to do so. Year end is here and performance appraisal system has to be very scientific. Those companies already implemented e-HRM, its high time for them to use the database. All the best in each single employee throughout the world. HAPPY NEW YEAR 2013!

P.S: Any of my articles/write-ups can be shared, modified, used anytime for better Human Capital Management, with or without giving credentials. I do believe: Sharing is Caring :)

e-HRM for Academic Institution for Better Performance Management!

noreply@blogger.com (Ahmed Shaki) — Mon, 20 Aug 2012 12:08:00 +0000

Managing performance is one of the crucial responsibilities not only for the HR personnel as well as all head of departments or line manager. The way performance managed and supervised in the corporate world in present challenging global market is really impressive. However, in my observation Academic Institution (Universities) is far behind of this trend and somehow academicians are not properly judged or even less utilized. My point is not against to the academicians nor even raising my finger to them, but the main reason is still we may see that registrar department doing the recruitment work for the university, no proper HR department or practices there. Even worst there always very badly visible two stream. One academician and another one is administrative staffs, even the rules, policies, etc. also significantly different which caused huge grievances.

Pic Source: brihaspathionline.com

To resolve this issue, again I am requesting to the management of academic institution to implement e-HRM. Various researchers have shown that online performance appraisal systems reduce costs and increase the speed through the process. Additional advantages of those systems include the shortage of previous year’s data that helps top management to compare the employees’ results and evaluations for the last years in an easier way. Across the world, we have seen that requirements for talented scholars as academicians rapidly growing. So, there is always the presence of local as well expat academicians in academic institutions. Some create different performance management system for local and international academic staff. Honestly speaking it just creates more trouble in a long run. No parties will feel ownership for the institution then. Creating a challenging performance management system for the academic staff will push them to think out of the box, and for sure they won’t stick up only the textbook then. University’s need to employ a lecturer only those who at least have one or two-year corporate experiences. Thus, it will ensure the fine mix of knowledge both from academic text books and real-life experience.

As we knew that business leaders are counting on academic institutions: schools, colleges, universities and other training establishments for infusing well-qualified fresh talent into industry. In turn, academic institutions are continually determined for improving their output both in terms of numbers, and the quality of talent offered for varying jobs in different types of organizations. The excellence of output from an academic institution depends on the quality of their faculty, support services and infrastructure. Attaining these higher levels of excellence, institutions need to set high-performance goals for their academic and non-academic staff. These goals should be effectively measured at frequent intervals to bridge performance gaps, if any. Institutions which can efficiently manage the performance of their faculty, and other employees can leave their mark on industry.

Thus, having the best from class performance management system which only can be ensured through implementing e-HRM is not only a need of the hour but an enabler of excellence in an academic institution. Think about it and put your comments.

P.S: Any of my articles/write-ups can be shared, modified, used anytime for better Human Capital Management, with or without giving credentials. I do believe: Sharing is Caring :)

From The Court Of HR: Why Employees Leave Organizations?

noreply@blogger.com (Ahmed Shaki) — Sun, 15 Jul 2012 16:45:00 +0000

Numerous reasons are behind for leaving current workplace. Each new day HR starts fighting with posting job advertisement in Website(s), LinkedIn, Twitter, Newspaper, Head-hunters and so on. Question is why? Why employees leaving even though the work environment is superb, perk and benefits market standard etcetera. Much has been claimed that, employees leave because of poor HR policies. If anyone sticks too long to a company s/he is taken for granted that s/he won't leave and also perceive that perhaps not getting a job outside. In addition to that organization culture and environment plays crucial role to retain the employees.

Let me give my own example. I quit from one reputed organization earlier in my life because of my bad manager. I tried a lot to cop-up with that manager style of work, attitudes but still unable to keep myself motivated in the long run. Even though that person completed his Masters from USA but still lack of positive attitudes like giving right recognition, provide adequate facilities and never appreciate for good work. However, he is the Head of HR for that organization. I do believe many of you had the same experience.

Some of you already raised you eye-brew that I am pointing my fingers to that poor fellow without saying about my lack of skills or others. Trust me Manager(s) is one of the main reasons for employees’ drives away from the company. Allow me to share one of the largest studies undertaken by the Gallup Organization. That study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules." The survey result not surprising me as it said if you're losing good people, look to their manager. Manager is the reason people stay and thrive in an organization as well as manager is the reason why people leave. When people leave they take knowledge, experience and contacts with them, straight to the competition. According to that book authors, Marcus Buckingham and Curt Coffman: "People leave managers not companies," Different managers can stress out employees in different ways - by being too controlling, too suspicious, too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit - often over a trivial issue. Talented men leave. Dead wood doesn't.

Allow me to share another case happened in the corporate world. ‘S’, got an offer as a senior HR executive from a reputed business giant located at Malaysia. Previously, he was working as HR officer in a Singaporean company based in Jurong, Singapore. He was thrilled by the offer as the salary is good with re-location benefits, company had all the right systems in place with employee-friendly HR and e-HRM system, a state of art new office premises, healthy and renowned caterer for employee canteen and the CEO is very popular for his awesome charisma. ‘S’ seems happy to get the offer but within six months he quit from that Malaysian company. He walked out because of his immediate supervisor’s racial attitudes with him. ‘S’ leaves the company not for better pay or profile but for the manager.

What HR Can Do To Tackle Such Situations:

1. Ensure good ‘Exit Interview’ practice for every level of employees.

2. Strict and well circulated ‘Sexual Harassment’ policy.

3. Proper and regular ‘Employee Rewards and Recognition’ practices.

4. Follow-up meeting with every department with HR at least twice in a year, better in each quarter.

5. Well articulated policy for ‘Grievance Handling’ and have online option for HR service desk.

6. Ensured career path for everyone with succession planning and training.

P.S: Any of my articles/write-ups can be shared, modified, used anytime for better Human Capital Management, with or without giving credentials. I do believe: Sharing is Caring :)

Job Seekers @ Social Media

noreply@blogger.com (Ahmed Shaki) — Mon, 28 May 2012 16:12:00 +0000

Recent days we saw that social network like linkedIn, Facebook, Twitter has been using by head hunters or recruitment agencies to peek the right personnel for the employers. Nevertheless some of us become frustrated while don't get the proper response in personal case.

Pic Source: https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjzsZwTNIWy6jfwy5wRhp6ASVMYsXjqSupsIcCFwO1mcRIPisF8Nhj7DiMnRqRBUl0bk4oBP1DTjqHRv_9Z7f2fz1ZUplK7TkMLOfkCJFtW2yLFt0_F-QC4A4x1sHDXLtIB7wJjGO3D9TLo/s1600/how+to+use+linkedin.png

HR professional who recruit through those social media don’t over look the basic requirements required for the respective position. So, whatever the source or media for recruitment, job seekers have to keep in mind that they need some key skills, education as well as updated resume to be hired.

P.S: Any of my articles/write-ups can be shared, modified, used anytime for better Human Capital Management, with or without giving credentials. I do believe: Sharing is Caring :)

Work Life Balance: (It's Not A Joke With A Joke)

noreply@blogger.com (Ahmed Shaki) — Sun, 22 Apr 2012 13:48:00 +0000

Every Human Capital Managers' one of major responsibility is make sure, employees work-life balance are there. HR professionals have to promote work-life balance to retain and motivate employees. As Jonathan Huie mentioned that, "The concept of Work-Life Balance can become a two-way street - give as well as take. Think of it as an extension of Flex-Time. Flex-Time doesn't create less work, it simply allows employees to rearrange their work hours to fit their life priorities. Work-Life Balance should be the same - an opportunity for your employees to do what is most important in each moment - both taking a day to nurture a sick child, and also taking a Sunday evening to prepare that important presentation. By taking a leadership position in offering a Work-Life Balance program before it is demanded, you have the opportunity to set the ground rules as well as to position your company as an innovator in human resources". (Article Source: http://EzineArticles.com/2332342)

Pic Source: http://www.tcd.ie/wiser/balance/

Before ending about this issue let me share one of hilarious conversations between two colleagues which I got by email from Amit Bhagria http://www.younghrmanager.com/ Young HR Manager Inc, 15 Nehru Place, New Delhi, India. Enjoy!!! :)

This is good...

During lunch break one afternoon at work, Rajgopalan and
Shakaracharya were chatting....

Rajgopalan: Shankar, I've been working late every day since I have
joined here & hence I got a promotion and very good bonus this
appraisal.

Shankaracharya: How could it be Raj? Is that the only secret?

Rajgopalan: No, in the process of staying after office hours, I
have also gathered a lot of General Knowledge; & my boss also asked
me such questions at appraisal time.

Shankaracharya: Like what?

Rajgopalan: For example, do you know who is Graham Bell?

Shankaracharya: No

Rajgopalan: He's the inventor of the phone in 1876; if you spent more time in office after office hours you would know this!

The next day, the same discussion took place:
Rajgopalan: Do you know who Alexander Dumas is?

Shankaracharya: No

Rajgopalan: He's the author of "The 3 Musketeers", if you spent
more time in office after office hours you would know this!

The next day, once again:

Rajgopalan: And do you know who Jean Jacques Rousseau is?

Shankaracharya: No

Rajgopalan: He's the author of "Confessions", if you spent more
time in office after office hours you would know this!

This time, Shankaracharya got irritated and said:

Shankaracharya: And you, do you know who is Balachandra Appaswamy?

Rajgopalan: No

Shankaracharya: He's the guy roaming with your wife every evening
!! If you stop spending more time in office after office hours, you
would know this!

Moral: There is 'something' important in life than Work and General Knowledge. Enjoy life.

P.S: Any of my articles/write-ups can be shared, modified, used anytime for better Human Capital Management, with or without giving credentials. I do believe: Sharing is Caring :)

e-HRM for Green HR Towards Green World!!!

noreply@blogger.com (Ahmed Shaki) — Sun, 08 Apr 2012 10:40:00 +0000

e-HRM for Green HR Towards Green World!!!

Green awareness is not a new topic from last few years. Most interesting thing is HR professionals in the organization are not only aware about this rather they start working for it. As mentioned one of the article before how e-HRM can assist or organization’s to be greener through paperless office and others, this time few new points added in this article.

HR professionals in organization can develop a powerful social conscience and green sense of responsibility internal and external customers, stakeholders, partners etc. Recent times, consumers demand ethics and environmental credentials as a top priority. Society and business see their agenda align. HR department have to drive corporate behavior towards more environment friendly path. HR professional cannot wait for others like production or supply chain department or the engineering team will initiate the program. Its part of CSR and HR has to launch it now. The environmental lobby is so pervasive that organization, especially the HR department must be quick to react to consumer concerns about any aspect of their business which could be deemed unethical. Clear communication and clarity about products and services is essential.

Pic Source: http://thegreenitguy.files.wordpress.com/2011/08/human_resources.jpg

Apart from above HR need to assist their SCM team to have strong control over their supplier networks to ensure that corporate ethical values are upheld across the supply chain, and be able to troubleshoot when things go wrong. This has led to many organizations taking greater ownership of key components of the supply chain through vertical integration. Rigid contractual obligations are in place covering every eventuality.

Green Audit by HRM:

HR professional need to implement the green audit process within their organization. The audit process and quarterly organization reports are characterized by a focus on measuring greenness detailing carbon emissions ratings, and carbon exchange activity, as well as the more traditional company valuations. This is an indication of the importance shareholders and investors place on these issues which are reflected in the share price. They need to alarm others about big corporate fines. Brands can rise and fall on the basis of perceived green credentials, with government imposed corporate fines for bad behavior in this highly regulated world. Corporate responsibility is not an altruistic nice to have, but a business imperative.

How HR will Manage Human Capital in the Green World:

- HR Folks, your current human capital (employees) are expected to uphold corporate values and targets around the green agenda. Most are given carbon credit tokens which are used like ration books to be cashed in for printing documents in hard copy, company travel and other anti-societal activities. So, be cautious and start campaign about no print, less utility and stationary as well as toiletries e.g. toilet paper, napkin consume.

- To attract fresh blood in your talent pool note the followings: new graduates look for employers with strong environmental and social credentials; in response HR departments play a key role in developing the corporate social responsibility programme. Failed to do so, for sure you’ll lose some talents.

- Be proactive. Manage your top management to allocate fund for virtual social and work network. Make the office fully equipped with latest technology like internet, informative and interactive website, skype, linkedIn, FB, Twitter and others. So that the sales, marketing team can communicate and give demonstration about the products. Less travel will not only save carbon emission as well as big amount of travel budget and time.

- If your organization have the budget please don’t hesitate to provide company transport between work and home to minimise the need for car use. This has led to many organizations choosing to relocate parts of their operation to where people are based and out of big cities.

Last but not least, if the world becomes unhealthy to live, there is no value of our Talent, Competency, Skill, Know ledges and Experiences. So, start your war now and say e-HRM for Green HR Towards Green World.

P.S: Any of my articles/write-ups can be shared, modified, used anytime for better Human Capital Management, with or without giving credentials. I do believe: Sharing is Caring :)

HR Professional and Donating Blood

noreply@blogger.com (Ahmed Shaki) — Sun, 11 Mar 2012 13:49:00 +0000

Human Resources Management is not only managing the employees within the organization but also guide them to work for each other as a team as well as extend the helping hands for others. Today, I am posting this article about “Donating Blood” to aware HR personnel and increase their love and care for others.

Why the Blood Donation?

It’s a voluntary act of allowing one's blood to be drawn out-of-body has many advantages besides giving that wonderful feeling of saving someone's life. The blood donated is stored in blood banks, to be subsequently used for transfusion. No doubt the first and foremost advantage of donating blood is the exalted feeling of saving someone's life. If we donate the little excess blood in our body, it could save someone's life without creating any problem for us. Instead it would help to alleviate some major health problems like heart diseases. Blood donation is an excellent way to get rid of excess iron accumulated in our body due to its overconsumption. Excess iron in the body can stimulate the formation of free radicals, which are responsible for causing damage to body cells and tissues. Free radicals are also associated with many diseases like heart diseases and cancer.

By donating blood individual specially the men have higher chance to reduced their iron overloading. This iron overloading is also thought to increase the risk of heart diseases. Besides, iron oxidizes cholesterol, which is harmful for the arteries. Hemochromatosis is a genetic disease characterized by excess accumulation of iron in the tissues due to improper metabolism. The disease can cause damage to many organs like pancreas, adrenal glands, etc. It may also cause diabetes, liver diseases and heart diseases. So, donating blood on a regular basis would help you to regulate the level of iron in your body. Studies have shown that donating blood regularly can be beneficial for the heart and circulatory system and can reduce the risk of heart diseases, especially among young people.

Besides, blood donation also burns the extra calories and reduces your cholesterol level. After donating blood, the count of blood cells decreases in our body, which stimulates the bone marrow to produce new red blood cells in order to replenish the loss. So, it stimulates the production of new blood cells and refreshes the system.

Role of HR Personnel about Donating Blood:

I am sure none of the prominent HR professional will claim that they don’t work for the people, by the people. HR practitioners not only work for the betterment of the employee’s of the organization as well as for the betterment of the society. Some may conceptualize it at Corporate Social Responsibility (CSR) or whatever. HRM is always near to those who need the helps from others.

HR professional have the adequate opportunity to arrange the blood donation camp as well as make them as a hero or idol by start donating blood first. They need to put the examples of work for others by arranging such activities. They are the spokesman for the organization as well as the leader for the team. So, they need to take this initiative first.

They have to aware employees that there are no major disadvantages of donating blood, except that sometimes one may experience a drop in blood pressure due to hypovolemia (a state of reduced blood volume), which may necessitate cancellation of donation. Sometimes, one may also experience mild nausea or dizziness for a short while. But if you compare the health benefits and mental satisfaction that comes from saving a life, you will feel that benefits of this act of charity are not only restricted to the recipient, but also helps the donor immensely.

Besides making aware the employee about benefits of donating blood, HR department can arrange the blood donation camp in the University and other job camp as part of their CSR. I do believe that Blood Donation campaign can brings more benefits to them comparing to the thousand dollars advertisement.

Pic Source: http://www.gbsmalaysia.org/images/bloodbank.jpg

Iron overloading is also thought to increase the risk of heart diseases. Besides, iron oxidizes cholesterol, which is harmful for the arteries. Hemochromatosis is a genetic disease characterized by excess accumulation of iron in the tissues due to improper metabolism. The disease can cause damage to many organs like pancreas, adrenal glands, etc. It may also cause diabetes, liver diseases and heart diseases. So, donating blood on a regular basis would help you to regulate the level of iron in your body. Studies have shown that donating blood regularly can be beneficial for the heart and circulatory system and can reduce the risk of heart diseases, especially among young people.

Besides, blood donation also burns the extra calories and reduces your cholesterol level. After donating blood, the count of blood cells decreases in our body, which stimulates the bone marrow to produce new red blood cells in order to replenish the loss. So, it stimulates the production of new blood cells and refreshes the system.

Before donating blood, your hemoglobin level will be tested. If it is low, then you will not be allowed to donate blood. Besides hemoglobin, your blood pressure level and body weight will also be checked. In addition, your blood will also be examined for detecting the presence of five diseases, namely, hepatitis B, hepatitis C, Syphilis, HIV/AIDS and malaria. If you are not suffering from these diseases, only then you will be allowed to donate your blood.

Few Facts about Blood Donation:

· Whole blood donors can donate as frequently as every 56 days. A benefit from donating this often is that you receive a mini-physical once every two months.

· Each whole blood donation can help as many as three people. One unit is divided into three parts: red blood cells, platelets, and plasma.

· Whole blood donation only takes approximately 45 to 60 minutes.

· Blood cannot be manufactured. It can only come as a gift from people.

· The need for blood increases during holidays and summer months. People are more apt to be traveling and active during these times and thus are at an increased risk for accidents.

· Statistics show that 25 percent or more of us will require blood at least once in our lifetime.

Reasons that inspires you for Donating Blood:

· 60% of the population will need blood at some time in their lives, yet less than 5% of the population donates.

· Disasters like car accidents, fires, and other trauma cases happen every day and these patients need blood, and rarely do they need only one pint. A bleeding trauma victim can run through 100 units of blood in no time.

· Donating blood is safe and a healthy thing to do. Not only do you get a free mini physical, including blood pressure check, heart rate, temperature and iron levels, but it's the fastest way to lose a pound!

· For men, there is a life-saving benefit to donating blood. Men are at higher risk for "hemochromatosis or iron overload" a potentially deadly problem where too much iron builds up in the blood. It can lead to heart disease and other major health problems. Research shows if men give blood 3 times a year, they can reduce their iron overload and therefore their risk of a heart attack by as much as 50%!

· Blood donors are true heroes. In fact, your one blood donation will be broken down into several components, enabling you, with just one donation, to save up to three lives!

KPI for HR: How, When and Where?

noreply@blogger.com (Ahmed Shaki) — Tue, 28 Feb 2012 17:52:00 +0000

Key Performance Indicators (KPI) also known as KSIs which stand for Key Success Indicators are not specifically linked only to HRD, but has to do with the entire organization. Since HR is the heart of any organization usually HR is assists other department also to set and identified their KPIs, which are measurable and quantifiable in nature so as to measure the success of the organization in terms of the organization's mission and goals. Hence KPIs can be defined as measurements for an organization's success.

For example, HR Department could have Employee Turnover as one of its KPIs. The goal for setting this KPI would be to reduce employee turnover. It could be defined numerically for better definition such as to reduce employee turnover by 5% every year. This KPI could be defined as the total of the number of employees separated from the organization for reasons of resignation or termination divided by the number of employees at the beginning of the year. It could be measured on a fixed time schedule like every month or every quarter. For HR Department other KPIs can be following: Recruitment KPI, Training KPI, Health and Safety KPI, Performance KPI, HR Efficiency KPI, Working Time KPI, Compensation KPI, Labor Relation KPI, Employee Satisfaction KPI, Employee Loyalty KPI, HR Budget and Accounting KPI etc.

Sample Explanation:

Frequently used HR KPIs include:

FTE = Full Time Employees

Revenue per Employee (FTE)

Assets per FTE

Training Hours per FTE

Training Costs per FTE

HR Department Cost per FTE

FTEs per HR Department FTE

Acceptance Rate

Average Cost per Hire

Absence Rate

Turnover Rate

Resignation Rate

Human Investment Ratio

Compensation & Benefits/Revenue

Average Remuneration

Time taken per recruitment

Cost per recruitment

The choice of HR KPI will vary from year to year, subject to organization’s strategic planning, corporate strategies and objectives which in turn affect HR’s strategic planning, HRM strategies and objectives. Bellow, I am providing only one KPI’s in details here. If anyone needs the details of other metrics, please do email me.

Training KPIs include key performance indicators as follows:

1. Training courses

• Number of courses offered

• Number of courses implemented.

2. Training costing

• Organization training expenditure (% of salaries and wages)

3. Training certificates

• Number of employees completing sponsored education programs

4. Training hours

• Average number of training hours per employee

5. Training budget

• % of HR budget spent on training

• Average training costs per employee

6. Training satisfaction

• Employee satisfaction with training.

7. Training results

• % of employees gone through training

• Average time to competence. That is average time it takes until expected competence level is reached.

• % & employee reach competence after training.

8. Training penetration rate

It measures the percentage of employees completing a course compared to total number of employees employed.

9. E-learning training

• e-learning courses utilized

• % of e-learning pass rate

And indeed e-HRM is the key tool to measure all the metrics successfully with 0% error.

SAP HR in Bangladesh: Now or Never.....

noreply@blogger.com (Ahmed Shaki) — Thu, 23 Feb 2012 14:43:00 +0000

What are the main modules of SAP HR? Is it really needed for better Human Capital Management? If you still don’t know what SAP HR is and whether it is needed for better HCM in your organization, I am sorry to say, you are far behind of modern HRM. Basically the solution for SAP HR included the entire process of workforce process management with sub module employee administration, individual time management and evaluation, organizational management, benefits management and payroll calculation.

SAP HR is effective tool for talent management. In talent management the sub modules are recruiting, career management, succession management, enterprise learning, compensation and benefits management and ofcourse the performance management.

SAP HR Sub Modules

Organizational Management

Personnel Administration

Recruitment

Payroll

Benefits

Compensation Management

Personnel Cost Planning

Time Management

Cost to Company (CTC) and Budget Management

Personnel Development

Training Management

Travel Management

Occupational Health and Safety

The beauty of integrating ICT in HRM is simple enormous and can bring the satisfaction and optimum output from the employees. HR Manager in Bangladesh, now its up to you. Love it or keep sitting in the backbench.

Back to Basic!!!

noreply@blogger.com (Ahmed Shaki) — Fri, 17 Feb 2012 10:03:00 +0000

In any organization, Human Resource Management (HRM) is one of the mostly needed departments now a day. Forget about Personnel Management. That is a Stone Age concept. The function of any organization which is responsible for recruitment, provide job descriptions, assess performance in tenure, doing need assessment for required training for further individual and organizational development, working strategically aligned with the management and offer direction to the human capital time to time is HRM. In the present age HRM is not only the task for HR department rather HRM can also be performed by line managers.

As Susan stated in about.com that HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. I would like to add one more point and that is innovation. And that innovation must be tagged with Information System like e-HRM, HRIS.

Pic Source:www.adroitglobalnetwork.com.my/photo_53.gif

HRM manage people within and beyond the organization. HR personnel have to have the mentality that they are the spokesman of any organization so that they have to be more trained in customer services both internal and external. Managing people from a different race, culture, religion, beliefs and gender as well as disabled is one of the core issues of HRM. For sure, friendly and considered HRM can bring more success and keep the work place environment breathy. Effective HRM certainly accelerate the employees motivation level and that contribute significant input to any organization to achieve optimum productively and the accomplishment of the organization's goals and objectives.

If you or you’re the management of your organization still believe in traditional personnel, administration, and transactional roles, my write-ups are not for you. We are in the year of 2012 now e-HRM with bio-metrics, RFID, chips are widely using. HR start adding value strategically to the organization from the last decade and it’s a profit centre and measurable.

Last but very important basic in my view about HRM is: please do not choose your career in HR, if you do not love to mingle with people. HR is truly by the people, of the people and for the people. Chiao!

Follow me in TWITTER :)

noreply@blogger.com (Ahmed Shaki) — Tue, 07 Feb 2012 20:28:00 +0000

https://twitter.com/#!/ahmedshaki

e-HRM: Let the Journey Began to Bangladesh Now!

noreply@blogger.com (Ahmed Shaki) — Fri, 03 Feb 2012 19:43:00 +0000

To run and manage the Human Capital within and beyond the organization successfully not only the HR manager but the line manager also required adequate information and Electronic human resource management (e-HRM) is the most advanced and sophisticated tools to provide so. e-HRM is far better option comparing to HRIS and its not only provides the core employee database or payroll system but the system facilities extended up to other systems like such as e-recruitment, e-learning, performance management and reward system. e-HRM is a technological invention which enables the transformation of HRM. It’s a replacement of solely, centralized HR function such as approving employees leave, pay raise, sorting out training etcetera.

e-HRM is a way of implementing HR strategies, policies and practices in organizations through a conscious and directed support of and with the full use of web-technology based channels. The benefits of using e-HRM are enormous. Not only the large organization even the SME’s can also adopt the e-HRM and the end result definitely will be more positive.

With e-HRM system employees themselves can able to do so with the approval of their line manager if required. Thus it helps the HR personnel to make themselves more involved with the strategic issues for their organization. Implementation of e-HR generally seeks to minimize or eliminate intervention from HR personnel and give access the line managers and individuals to perform HR tasks directly with the self-service tools. As almost every organization in Bangladesh has the web access in present time, the desire from the management is the first things to start the e-HRM now.

e-HRM system can change the work performed by the HR Personnel by dramatically improving their level of service, allowing more time for work of higher value and reducing their costs. Though some says that by implementing e-HRM systems the management wants to cutting HR staff, outsourcing and imposing new technology but consequently it motivates HR and other staffs to make them more skilled, attain new and advanced knowledge to make them fit and up to date for the challenging working environment. Since the system is web-based, it enables the employees to get access to the system from remote or online and at any time. Organization in Bangladesh those have different branches, outlets, establishment etc in different location can get the huge benefits and it will bring more satisfaction to the employees who have to travel frequently to different locations. Though people prefer the branded vendors but in-house IT team can easily create the software and infrastructure for it, which is more cheap and easy to customize. It’s high time to adopt and implement e-HRM in our organization now and be the benchmark for others.

P.S: This Article also published in HR Focus, Newsletter of Bangladesh Society for Human Resources Management.

Asking Question: Need to Sharpen Your Skill

noreply@blogger.com (Ahmed Shaki) — Sat, 17 Dec 2011 03:34:00 +0000

Asking question or making inquiry need to be wrapped up with art. I knew you’re raising your eyebrows now but trust me my experience refers to that word ‘skill’. How well do we ask questions or making query while needed? Do we really think about it or just raise the matter? No matter what if you’re student of Business School or executive in a commercial firm, try to attain and sharpen this skill of art of asking question.

Yes, I agreed that no question is stupid but if we want to get good response, we have to ask in right way. We have to make sure that what exactly we really want to know. Questions have to be precise, clear and focused. And last but not least, be humble while asking question. It will not cost anything rather return will be more.

e-HRM and Value!!!

noreply@blogger.com (Ahmed Shaki) — Wed, 14 Sep 2011 16:56:00 +0000

A considerable gap between HR and line managers can be observe in organization. For instance, we can find a gap between HR involvement in e-HRM and its ability to use to 'operationalize' aspiration through actual delivery. Unless the stakeholders in the organization is able to understand the benefits of e-HRM in a way that is palpable and tailored to the needs company, it will be difficult to define a compelling reason for change and warrant a financial investments. This may explain why the majority of investments continue basic administrative / operational level only obvious cost is seen as a possible result of using technology to reduce the basic processing functions. Based on the above discussion it is obviously the HR personnel responsibility to make aware the top management as well as the line manager about the benefits and value of e-HRM.

e-HRM certainly create value not only for the HR department but for all. Apart from the administrative support e-HRM can easily put significant contribution for organization strategic management. Though there is a dilemma that benefits of e-HRM is seen as the only tangible and related to the reduction, the business benefits of e-HRM cost can only be based on this narrow aspect, and greater investment in e-HRM functions (Productivity and strategic functions) will not happen. But if these intangible assets represent the most powerful forms of investment in technology, but the organization is unable to justify the investment in them, they miss opportunities and The greatest benefits will be unattainable.

That is not so far when the value of e-HRM can be understand by all and more organization will adopt e-HRM for gaining optimum benefits.

Shaki, Candidate of PhD, HRM, University Utara Malaysia; 2011

e-HRM and Employee Satisfaction.....

noreply@blogger.com (Ahmed Shaki) — Thu, 11 Aug 2011 17:10:00 +0000

Human Capital function of an organization is accountable for complying with the Human Resources needs of the organization. Along with other business functions in human capital also align their strategies, policies and practices with organization mission, vision and goal. Human Capital Management or Human Resources Management whatever we named it, improving the system each and every day. There is no point of satisfaction unless HR practitioners every day try to improve the service both for external and internal customers. Electronic Human Resources Management (e-HRM) is one of such development for HR.

In any organization employees have different perceptions about the term "e- HRM". e-HRM is basically a web-based solution that takes advantage of the latest web application technology to deliver an online real-time Human Resource Management Solution. It is comprehensive but easy to use, feature-rich yet flexible enough to be tailored to organizations specific needs. It also refers to the processing and transmission of digitized information used in HRM, including text, sound and visual images, from one computer or electronic device to another. It will be able to meet the demands of today's Human Resource Management.

Using e-HRM technology is a way of aligning and coping up with organization HR strategies, policies and practices. The e-HRM technology supports the HR function through web-technology based channels. The e-HRM provides a portal which enables managers, employees and HR professionals to view extract or alter information which is necessary for managing the HR of the organization. HR personnel have to keep it in mind that employees’ satisfaction is must for smooth working of an organization. Without this, peaceful running of an organization is not possible. If some changes are done in the organization and employees are not satisfied with it then the results of those changes are not in favor of the organization. So, before implementing e-HRM within the organization as well as after implementation HR personnel have to recheck repeatedly that employees are happy with the service or not. The satisfaction factors of employees' satisfaction towards e-HRM are can be Faster Communication, Improvements, Benefits, Employee Management, Time Efficiency and Client Oriented.

Please feel free to contact with me if you have any further query about e-HRM. Thanks

e-HRM..... Need More Attention!

noreply@blogger.com (Ahmed Shaki) — Fri, 15 Apr 2011 13:14:00 +0000

For me the alphabet "E" is really interesting in lot of sense. Wonder why? Here, "E" refers to "Electronic" and we find this "E" every where. Don't believe me? OK, allow me to give some example. e-Commerce, e-Business, e-Ticket, e-Logistic Management, ERP etcetera. So, if HR professional also want to use "e" in their field, I think nobody will be really feel offended or said anything against of it. e-HRM or electronic human resources management is no more a buzz word rather everyone aware about it. True, some got confuse with HRIS (Human Resources Information System) or other computer based application of HR like attendance or payroll system but e-HRM is not actually not that. Its a complete system where HR work as a strategic business partner for the organization. A full integrated automated software and hardware definitely needed but awareness about e-HRM is needed first to get the optimum benefits. Keep in touch with my blog. I will write more detail about e-HRM soon. Cheers!!!

HRIS, DTS, ICT are the Enabler for Green Human Resources Management.

noreply@blogger.com (Ahmed Shaki) — Wed, 24 Nov 2010 17:29:00 +0000

HRIS, DTS, ICT are the Enabler for Green Human Resources Management.

Getting inspired from one of the article by Edwin Ebreo, I realizes that as a HRM practitioner I have to write something about HR initiatives which can help us to focus environment friendly work place. We are more concerned about carbon emotions, ICT junks, less paper and accessories wastages in present era. To boost up this realization and take more initiatives we the Human Resource Management practitioners can do a lot considering the amount of influence we have in the organizations we work in. HR practitioners can launch a green campaign that will not only save the environment but will also help the company save on cost. What we have to do is talk with our management, take their permission, we can form a green committee that will look at how we can change the way we work so we can save energy, cost and contribute to environmental conservation. And to do so, we have to understand the need of Human Resources Information System (HRIS), Digital Technology System (DTS), implementing more Information and Communication Technology (ICT) in the workplace to enable the e-HRM and thus we can run more towards the Green HRM. And how that is? Allow me explain a bit:

HRIS: As we know what HRIS is and its applications within any organization. HRIS is the real tool for make paperless HR Department in any type of organization. Starting from Recruitment e.g. Job Application, Resume screening, Call for Interview, Taking online test, Circulating Result; to Leave Application, Employee Handbook to Grievance/Sexual Harassment Handling, Employee Personal records to Training Needs Assessments, these all can be available in a good HRIS software and that really reduce the use of paper, printer and other stationeries for organization.

Intranet and Internet Tools (ICT): Before you raised your eyebrows to me, let me ask you, whether we use email for communication now a day or not? If yes, why can’t we use it for sending memo, offer letter, requisition letter etc. Yes, we can, right? HR personnel have to make others aware to work with as little paper as possible. Even though we have to suffer with few inconvenience but that is so minor compared to the number of trees we can save by collectively decreasing the demand for paper.

DTS: RFID, Smart Chip, Bio metrics, GPRS all these tools can help us to save our mother world. Think no attendance card or registrar needed if we use smart card or thumb print. Less energy consumption by using GPRS to locate our employees who work out sides. One smart card can be use as an employee ID card to till bank card and what not? So, HR can take the initiatives though preliminary investment a bit high.

Apart from those as HR personnel we have to make aware other department employees about saving environment activities. We have to run the “Go Green” campaign. We have to create a responsible committee whom will take care about electricity consumptions starting from air-conditions to light, using of printers to photocopiers and fax. A benchmark data of before and after definitely boost up the motivation level of all department’s employees. HR has to launch a recycling campaign and turn some of the recyclable waste into extra income that can use to fund some small employee events. Cash or other incentives can be declared for best department who can save more about these issues. Last but not least HR is the prime department who has to take project of “Tree Plantation” as a major event of organizations annual activity.

It’s high time for us to do something for the world. Go Green and save our mother world.

What is Training Need Analysis (TNA)

noreply@blogger.com (Ahmed Shaki) — Sat, 20 Nov 2010 21:50:00 +0000

Present competitive global business era every successful organizations provide focused, timely training to their staff. They continuously analyze training needs to identify (TNI) and address skills gaps as they occur. And they do it to survive in the industry war, sustain in the field with supremacy. According to Susan and Randal, there are three types of training need analysis. They are organizational need analysis, job need analysis, and person need analysis. Several basic Needs Assessment techniques include:

Direct observation

Questionnaires

Consultation with persons in key positions, and/or with specific knowledge

Review of relevant literature

Interviews

Focus groups

Tests

Records & report studies

Work samples

Now please allow me to say a bit brief about these:

Organizational Needs Analysis:

Many training experts, attaining the objectives of the business should be the ultimate concern of any training and development effort. Therefore, conducting an organizational needs analysis should be the first step in effective needs assessment. It begins with an examination of the short and long-term objectives of the organization and the trends that are likely to affect these objectives. It can include a human resource analysis, analysis of efficiency indexes, and an assessment of the organizational climate.

The organizational needs analysis should translate the organization's objectives into an accurate estimate of the demand for human resources. Efficiency indexes including cost of labor, quantity of output (productivity), quality of output, waste, and equipment use and repairs can provide useful information. The organization can determine standards for these indexes and then analyze them to evaluate the general effectiveness of training programs.

Organizational analysis also can address the organization's performance in the "softer" domains that constitute the corporate culture. For example, it may reveal a misalignment between the current value system in the organization and the values espoused by top management. Many companies today espouse values such as focusing on customers, following ethical business practices, and supporting diversity, yet behavior within these companies may fail to reflect those values. In such cases, training for everyone in the company, regardless of their specific job, may be needed.

Job Needs Analysis:

The specific content of present or anticipated jobs is examined through job analysis. For existing jobs, information on the tasks to be performed (contained in job descriptions), the skills necessary to perform those tasks (drawn from job qualifications), and the minimum acceptable standards (obtained from performance appraisals) are gathered. This information can then be used to ensure that training programs are job specific and useful.

The process of collecting information for use in developing training programs is often referred to as job needs analysis. In this situation, the analysis method used should include questions specifically designed to assess the competencies needed to perform the job.

Person Needs Analysis:

After information about the job has been collected, the analysis shifts to the person. A person needs analysis identifies gaps between a person's current capabilities and those identified as necessary or desirable. Person needs analysis can be either broad or narrow in scope. The broader approach compares actual performance with the minimum acceptable standards of performance. The narrower approach compares an evaluation of employee proficiency on each required skill dimension with the proficiency level required for each skill. The first method is based on the actual, current job performance of an employee; therefore, it can be used to determine training needs for the current job. The second method, on the other hand, can be used to identify development needs for future jobs.

Whether the focus is on performance of the job as a whole or on particular aspects of the job, several approaches can be used to identify the training needs of individuals :

Output Measures. Performance data (e.g., productivity, accidents, customer complaints), as well as performance appraisal ratings, can provide evidence of performance deficiencies. Person needs analysis can also consist of work sample and job knowledge tests that measure performance capability and knowledge.

Self-Assessed Training Needs. The self-assessment of training needs is growing in popularity. Here top managers require the employee and his or her supervisor to identify what the business needs are for the department and the business, as well as the skill needs and deficiencies of the individual. Self-assessment is premised on the assumption that employees, more than anyone else, are aware of their weaknesses and performance deficiencies. Therefore, they're in the best position to identify their own training needs.

Attitude Surveys. Attitude surveys completed by a supervisor's subordinates or by customers or by both also can provide information on training needs. For example, when one supervisor receives low scores regarding her or his fairness in treating subordinates, compared with other supervisors in the organization, the supervisor may need training in that area. Similarly, if the customers of a particular unit seem to be particularly dissatisfied com¬pared with other customers, training may be needed in that unit. Thus, customer surveys can serve a dual role: providing information to management about service and pinpointing employee deficiencies.

Reference: Susan Jackson and Randal Schuler, Managing Human Resources

Tips for Interview with Good Etiquette.

noreply@blogger.com (Ahmed Shaki) — Tue, 30 Mar 2010 15:09:00 +0000

We all know about etiquette, manners, basic do’s and don’ts about job interview. Job interview gives the potential employee and potential employer a chance to learn more about each other. So, here a job-seeker gets his or her best chance to show-off their poise, knowledge, uniqueness and so on. Allow me to share with you about few fashion tips about prohibited actions in my views to help you succeed in the job interview:

Arriving late. Please keep in mind that there can be traffic, rain, snowing, queue in the lift, no change with the taxi driver. So, always keep some extra minutes in your hand.
Arriving too early. If you arrived too early, please do not enter to the office. Try spend this extra time outside, nearby to the office, where you up to. You may use the rest room for freshen up yourself too.
Lighting up a cigarette, or smelling like a cigarette. If you’re smoker, use mentholyptus for fresh breath.
Bad-mouthing your last boss. Please never ever do that. Trust me, from my experience, I knew how boomerang it can be in future.
Lying about your skills/experience/ knowledge. Be honest, be precise. Tell them, you can able to learn if you really don’t know about any specific skills/experience/ knowledge.
Wearing the wrong (for this workplace!) clothes. Try to be formal in fine mix with causality.
Forgetting the name of the person you're interviewing with.
Wearing a ton of perfume or aftershave. Use a mild one if really needed.
Wearing sunglasses, a Bluetooth earpiece.
Failing to research the employer in advance.
Failing to demonstrate enthusiasm.

Interrupting your interviewer.
Neglecting to match the communication style of your interviewer.
Yawning, slouching, laughing, giggling, whistling, humming, lip-smacking.
Chewing gum, tobacco, your pen, your hair.
Saying "you know," "like," "I guess," and "um." Keep these for future.

Being unable to explain how your strengths and abilities apply to the job in question.
Failing to make a strong case for why you are the best person for this job.
Forgetting to bring a copy of your resume and/or portfolio.
Failing to remember what you wrote on your own resume.
Asking too many questions or asking no questions at all.
Being unprepared to answer the standard questions.
Failing to listen carefully to what the interviewer is saying.
Being falsely or exaggeratedly modest.
Failing to make eye contact (or making continuous eye contact).
Taking a seat before your interviewer does.
Becoming angry or defensive.
Complaining that you were kept waiting or anything.
Speaking rudely to the receptionist.
Letting your nervousness show.
Over explaining why you lost your last job.
Leaving your cell phone on.
Failing to ask for the job.
Being too familiar and jokey.
Sounding desperate.
Checking the time.
Over sharing.
Sounding rehearsed.

That’s it for today. Will come up with new tips soon again :) Contents taken from Karen Burns post http://reminis.wordpress.com and modified accordingly....

Love Nature and That Will Enrich Your Love For People.

noreply@blogger.com (Ahmed Shaki) — Fri, 26 Mar 2010 17:20:00 +0000

Keep your sense of proportion by regularly, preferably daily, visiting the natural world. And trust me, it will enrich your desire to love people around you the Human Capital, what we love to say :)

HRIS are used by Human Capital Professionals in Support of Strategic Tasks.

noreply@blogger.com (Ahmed Shaki) — Thu, 14 May 2009 17:21:00 +0000

HRIS are used by Human Capital Professionals in Support of Strategic Tasks.

HRIS, or Human resource information system, is a software solution for organizations to help automate and manage their HR, payroll, management and accounting activities. A HRIS generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness. HRIS is typically a database system that lets you keep track of all types of information related to any company and their human capital. However, be wary of companies that call their system an HRIS - not all employee management systems are comprehensive enough to warrant the title HRIS. For example, if a system only handles one or two functions, such as benefits administration or payroll, this is not a comprehensive HRIS.

Many companies provide a complete online application that is accessible to the currents employees, prospective job seeker and others from any location with internet access - the office, at home or from an airport terminal. Alternatively, some systems are software applications that definitely have to install at the users location and they utilize it by running a program from their desktop computer or laptop.

Apparently, HRIS should include all or most of the following can be announce standard at present day’s situation:

- Applicant tracking with current and future position application system,
- Employee Personnel File Management,
- Company Related Documents such as employee manuals and safety programs,
- Benefits Administration including enrollment,
- Manager and Employee Self Service modules,
- Complete reporting for each feature,
- Payroll integration, and
- Financial Software integration

A complete and integrated HRIS can assist Human Capital Manager to take more strategic position within the organization. Strategic tasks included strategic decision making and providing crucial information in support of this, in the areas of: HR Planning, Salary Advice, Employee Benefits and Industrial Relations. Operational level activities were considered to be background tasks, typically performed by junior personnel. HRIS can support different level of people starting from HR consultancy to strategic decision making.

We can see that a new development is the use of HRIS for strategically related Industrial Relations issues. It is currently being used to support strategic Union Relations (Industrial Relations) in large US organizations. Furthermore, HRIS is supporting Industrial Relations per se in UK companies, albeit marginally. This is true for both non-strategic and strategic purposes, regardless of company size. There is no evidence of this being so prior to 1999.

The non-strategic use of HRIS, regardless of company size, increased substantially over that by smaller companies since the survey of Ball in 1998. Moreover, this trend is expected to continue. Interestingly, there is no evidence that the level of use has increased significantly since 1999. However, from internet, management journal, HR magazine and industry news, we observe a significant increase of using HRIS by the business organizations. There is strong evidence found from various research and studies that HRIS were used in support of strategic tasks. The findings are consistent with organizations being increasingly more reliant on the use of HRIS in support of advanced strategic business tasks, irrespective of company size.

© Shaki, Human Capital Management, 2009

What is Human Resources Management

noreply@blogger.com (Ahmed Shaki) — Sat, 18 Apr 2009 00:30:00 +0000

May be some of you surprised to see my such post. But to tell you the truth, I feel so sad when I tried to search the above mentioned subject with two renowned search engine by Internet, surprisingly I found very poor and inappropriate reply. So, from onwards I will try to put some basic information about Human Resources Management in my blog. Certainly this kind of post not for the professionals but for the beginners who by any means shows their interest about HRM recently.
Thanks for all of cooperation. :-)

What is Human Resources Management?

Human Resources Management is an approach to the management of people, based on four fundamental principles. First, human resources are the most important assets an organization has and their effective management is the key to its success. Second, this success is most likely to be achieved if the personnel policies and procedures of the enterprise are closely linked with, and make a major contribution to, the achievement of corporate objectives and strategic plans. Third, the corporate culture and the values, organizational climate and managerial behavior that emanate from that culture will exert a major influence on the achievement of excellence. And finally, HRM is concerned with integration - getting all the members of the organization involved and working together with a sense of common purpose.

According to Mondy & Noe (2008) five functional areas are associated with effective HRM: staffing, human resource development, compensation, safety and health, and employee & labor relations.

Human Resource Planning:
HRP is a process of anticipating and making provision for the movement (flow) of people into, within, and out of an organization. In this function, the number and type of employees needed to accomplish organizational goals are determined. Research is an important part of this function because planning requires the collection and analysis of information in order to forecast HR supplies and to predict future human resources needs. The basic human resource planning strategy is staffing and employee development.

Performance Appraisal:
Performance appraisal function of HRM monitors employee performance to ensure that it is at acceptable levels. HR professionals are usually responsible for developing and administering performance appraisal systems, although the actual appraisal of employee performance is the responsibility of supervisors and managers. Besides providing a basis for pay, promotion, and disciplinary action, performance appraisal information is essential for employee development since knowledge of results is necessary to motivate and guide performance improvements. In short, performance appraisal judges effectiveness of recruitment efforts, validates selection function, determines training needs, a factor in determining pay and it justifies personnel actions. Few popular performance appraisal methods now a day are Balance Score Card, KPI etc.

Compensation:
Managing Compensation is another vital function of HRM. HR personnel provide a rational method for determining how much employees should be paid for performing certain jobs. Pay is obviously related to the maintenance of human resources. Compensation affects staffing in that people are generally attracted to organizations offering a higher level of pay in exchange for the work performed. It is aid or impairs recruitment, pay rates affect selectivity and pay can motivate training.

Training and Development:
In present competitive business world training and development function is a major challenging function of HR which gives employees the skills and knowledge to perform their jobs effectively. In addition to providing training for new or inexperienced employees, organizations often provide training programmes for experienced employees whose jobs are undergoing change.

End Note:

Despite these points and areas management professionals and practitioners would probably agree that Human Resources Management focuses on analyzing an organization’s HR and other needs as the organization’s conditions change, and then supplying strategies to help respond proactively to those changes over time. HRM helps ensure that the right numbers of the right kinds of people are available at the right times and in the right places to translate organizational plans into reality.

Effect of Digital Technology in Human Capital Management

noreply@blogger.com (Ahmed Shaki) — Sun, 08 Feb 2009 20:56:00 +0000

Effect of Digital Technology in Human Capital Management

Present global challenging corporate environment, human capital professionals more knowingly human resources professionals excitedly depends on technology related with their field. RFID, Biometrics, Smart-Card, Web-clients server, Internet-Intranet etcetera all are using for better human capital management. Present days, core HR responsibilities as diverse as recruitment, oversight of legal and regulatory compliance, benefits administration, and the safeguarding of confidential employee information cannot be carried out effectively without high-tech tools. Technology both hardware and software are using to carry out the successful day to day HR management in corporate business houses.

In a world where what matters gets measured, many HR professionals are turning to sophisticated analytics to gauge their department's strategic contributions. From planning to recruitment, retention to performance, training to development everywhere technology has been adopted in HR for better operation with efficiency. Workplace diversity initiatives are getting a boost from technology. Remarkable developments in assistive technology, for example, have increased job opportunities for people with physical disabilities. Some employers say that investing in such technologies is simply the right thing to do; others argue that such initiatives are good for the bottom line since they allow companies to recruit from a broader pool.

Employers are also turning to technology to assist in evaluating their workers and vice versa. Electronic systems can automate performance management processes, ensure an accurate "grading curve" and guarantee feedback to employees. Meanwhile, many companies are relying on technology to streamline traditionally cumbersome employee surveys. Technology has significant impact on organization and employee development in such areas as e-learning, computer-based testing and workplace collaboration. Organizations are increasingly using technology in training.

Human resources professionals are upping their reliance on technology to manage safety and security information and functions. Workplace safety and security can benefit from technology by facilitating acquisition and analysis of injury and illness data, injury costs per employee, training documentation and management, performance management, electronic communications, digital access key log-in information, security camera data management and identity theft protection. Biometrics devices that use fingerprints or other physical traits for identification can help solve some employee discipline problems and protect sensitive data. Time clocks are one of a growing number of workplace applications of biometrics.

During the last decade, the Internet has played a growing role in external recruiting. Large, all-purpose online job boards quickly found a place in recruitment. Meanwhile, niche sites catering to specific industries and demographic niches such as women and Asians won favor. Online corporate job sites and intranets have become key recruiting tools, allowing employers to get the word out about job openings quickly and inexpensively.

Employers also are using technology to market job openings more strategically. Many capitalize on emerging technology like RSS-real simple syndication-allowing online postings to reach job seekers via e-mail or text message as soon as a new job is posted. Others are enhancing traditional online listings with videos and podcasts. Meanwhile, employers have had to adapt to tech-savvy candidates and multimedia resumes that include text, photos, video and sound.

Now a day many HR professionals are relying on electronic on boarding systems to handle tasks including assigning parking passes, computers, uniforms, e-mail addresses and security badges. Some employers-particularly those with a scattered workforce-are capitalizing on computerized learning systems for orientation and to deliver coaching on topics from sexual harassment avoidance to conflict resolution.

Indeed HR professionals, working in tandem with information technologists, now rely on policy and software to monitor data flow, block inappropriate data such as pornography, and prevent the leaking of trade secrets. HR professionals also rely on automated systems to direct employee benefit contributions. Such systems automatically direct a portion of workers' pay toward their retirement savings plans unless employees opt out, for instance.

And while total rewards statements that alert employees to the total value of their compensation benefits packages have been around for years, many companies now are making that information available to workers electronically through HR information systems or self-service sites.