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    MIS in HRD

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    Shreyansh Tiwari
    The document discusses the components and applications of a human resource management information system (HRMIS). Key components of an HRMIS include training records, transaction processing systems, operational and internal databases, and human resource applications. An HRMIS automates human resource activities like staff tracking, leave management, succession planning, and performance assessments. It allows organizations to more efficiently plan strategic HR initiatives and make data-driven decisions without extensive resource allocation.

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    MIS in HRD

    Uploaded by

    Shreyansh Tiwari
    39 views6 pages
    The document discusses the components and applications of a human resource management information system (HRMIS). Key components of an HRMIS include training records, transaction processing systems, operational and internal databases, and human resource applications. An HRMIS automates human resource activities like staff tracking, leave management, succession planning, and performance assessments. It allows organizations to more efficiently plan strategic HR initiatives and make data-driven decisions without extensive resource allocation.

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    The document discusses the components and applications of a human resource management information system (HRMIS). Key components of an HRMIS include training records, transaction processing systems, operational and internal databases, and human resource applications. An HRMIS automates human resource activities like staff tracking, leave management, succession planning, and performance assessments. It allows organizations to more efficiently plan strategic HR initiatives and make data-driven decisions without extensive resource allocation.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    39 views6 pages

    MIS in HRD

    Uploaded by

    Shreyansh Tiwari
    The document discusses the components and applications of a human resource management information system (HRMIS). Key components of an HRMIS include training records, transaction processing systems, operational and internal databases, and human resource applications. An HRMIS automates human resource activities like staff tracking, leave management, succession planning, and performance assessments. It allows organizations to more efficiently plan strategic HR initiatives and make data-driven decisions without extensive resource allocation.

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    IN

    Management Information System In Human Resource


    Development
    • An information system that is specially designed to automate human
    resource activities in an organization is known as Human Resource
    Development.
    • This system is mainly concerned with all activities related to the
    organization's staff and future employees.
    • The information system for Human Resource Development can be viewed
    as a way for large and small organizations to take care of a variety of
    operations, including human resources, accounting, management, and
    payroll, using MIS application software.
    • A human resource development information system makes it possible for
    an organization to more efficiently plan its strategic HR planning, track and
    monitor them without allocating too many resources
    Components of a Human Resource Development, in Information System

    The structure of a Human Resource Management Information System has


    described below. The key components of the human resource information
    system are as follows –
    • Training records
    • Transaction Processing System
    • Operational database
    • Internal database
    • External Database
    • Database of validation Transactions
    • Human resource MIS
    • Human resource Application Database
    • Human resource Decision Support System
    • Human resource Executive System
    • Training records - the training data records of employees are captured
    through MIS as a historic record so that it can be used for analysis
    whenever required.
    • Transaction Processing System - An HR Information System (HRIS) is a type
    of information system called "Human Resource Management Information
    System (HRMIS)" that is capable of storing, recording, updating, and
    retrieving the employee's information system.
    • Operational database - a database is an operational database that is
    designed to operate or run the day-to-day operations of your business. It
    also has a strong ability to act as an analytic engine, either through
    dashboards and web-based solutions or supporting the ability to
    incorporate analytics into organizational processes.
    • External database - a database in which internal documents of
    organizations store. An internal database is a collection of one of your
    company's records, gathered from employees using an internet-connected
    device.
    • Internal Database - a database in which internal records of
    organizations store. Internal database - a database in which internal
    records of organizations store.
    • Database of validation transactions - the validations of transaction
    refers to the accuracy and completeness of the information.
    • Human Resource MIS - the Human Resource information system
    includes the systematic selection, analysis, interpretation,
    preservation, and distribution of all of the consumer information that
    is available to the company.
    • Human Resource ES - Human Resource executive systems are
    intended to be used by the senior managers in decisions making.
    • Human resource Outputs -Human resource MIS output can be
    collected in the form of hardcopies as well as in computerized form
    Area of Application of MIS in HRD
    • Tracking leaves.
    • Tracking the staff records in terms of permanent jobs and temporary
    job.
    • Tracking workers whose jobs are deemed obsolete and who are
    subsequently rehired.
    • Maintaining demographic details for areas such as succession
    planning and opportunities for early retirement.
    • Collective bargaining, such as the cost of employee benefits and the
    cost of adjustment projections.
    • Profile of the employee, including experience, training, professional
    membership and abilities.
    • Performance assessments. and the administration of overtime.

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