Human Resource Information Systems (HRIS) have become one of the most important tools for many businesses. Even the small, twenty-person office needs to realize the benefits of using HRIS to be more efficient. Many firms do not realize how much time and money they are wasting on manual human resource management (HRM) tasks until they sit down and inventory their time. HRIS is advancing to become its own information technology (IT) field. It allows companies to cut costs and offer more information to employees in a faster and more efficient way. Especially in difficult economic times, it is critical for companies to become more efficient in every sector of their business; human resources (HR) is no exception.
One of the ways the HR department can support ethics management for their company is through the maintenance of a code of ethics. Briefly, an ethical code for a business should help employees build trust with each other and their company, while clarifying any uncertain or gray areas that may exist in the company’s ethical considerations. Instead of only supporting existing ethical standards, a proper code of ethics should seek to raise the standard and improve employee behavior. The code should show members of the company how to make judgment decisions and encourage such proper decision making, while at the same time providing enforcement protocols to prevent misconduct. When writing the code of ethics, an HR department should be sure to do the following
Another major concern of the HR department, are employee personnel records. These records are filed, maintained, and updated through HRM processes. A good HRM system will allow access to files both by the employee they belong to and the managers who require them. Among the informational data kept in employee files, HR should make sure the files include names, addresses, telephone numbers, marital status, dependents, and beneficiaries.
HR planning attempts to connect employees to the vision, needs, and strategic plans of the company, including management of all aspects of human resources. Essentially, good HR planning will ensure that the best possible employees (with the right talents, ambitions, and personalities) will find the best possible positions within the organization. HR planning can be done in both the short and long term, although long-term strategies are the most common for HR planning purposes.
When HR planning, the company should tie in all of its HR processes to the company’s goal and objectives. If HR planning does not exist to further specific objectives of the country, it is not fulfilling its purpose. This can lead to very wide parameters in HR planning, which can include most activities involving connections between employees and the structure of the business itself.
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