A Comparative Analysis of Manual System Vs Information System in Human Resource Department of Selected Industrial Units from Marathwada Region

A Comparative Analysis of Manual System Vs Information System in Human Resource Department of Selected Industrial Units from Marathwada Region

Miss Sarika P Patil and Dr. Narendra V Deshmukh

In today's corporate world, human resource management has to play a very critical role in an Industry. Human Resource (HR) refers to employees that can be motivated, retained, recruit, trained, and pressed into action for assigned tasks of managing and developing forest Human Resource. HR Management (HRM) refers to managing employee(s), and all the HR function related to them, which resultantly can contribute to their success. The Human Resource department of any organization now enjoys a very central role in not only formulating company policies, but also in streamlining the business process. To make a human resource department more effective and efficient new technologies are now being introduced on a regular basis so make things much simpler and more modernized. One of the latest human resource technologies is the introduction of a Human Resource Information System (HRIS). Human Resource Information System (HRIS) refers to databases and software that can be used for better management of different HR functions.

This study is targeted towards evaluate the effectiveness of the Human Resource Information system in HR department of selected organization. The project is undertaken to evaluate comparative analysis of manual system vs. information system in human resource department. The present study is carried the out in the Human Resource Department from the industrial area of Marathwada region of Maharashtra of some selecting industries which are using Information technology and comparing it with the manual system work presently in the HR Department.

What tempted me to motivated to choose this topic, is the various problems faced by the different organizations in carrying out the different functions of HR department, as to do the functions manually is a very tedious and time consuming process. Also the chances of error with manual system are very high, which reduces the effectiveness of the work as well as the efficiency of the personnel.

 Function(S) of HRM

The basic reason of Human Resource Department is to work hand in hand with the employer as well as the employee. It has to manage within the minimum cost of the benefits and requirements of the employees. As there are certain needs of humans, which are unpredictable, so an HR department must be active enough to participate in the changes. The functions of HR department are as follows.

The HRM Department determines employee's needs and also try to keeps employees happy, hardworking and motivated. It also leads to a stable workforce. This saves the organization's money.

The HRM Department must plan how to perform best by using the following functions to support the organization's goals.

1. Payroll Management

2. Manpower Planning

3. Recruitment and selection of new employees

4. Training of new employees to meet current needs

5. Develop employee(s) for future needs

6. Assess and Manage the employees performance

7. To collect an acquire information of employee, file it properly and use it for helping the decision making

 Problems in Manual HR Practices

At present, the human resource department is dependent upon paper documentation and administrative record keeping related to all these functions. Due to this limitations are arise, they are as follow

 Costly Exercise

When personnel records kept manually it does not offer up to date information at short notice. It is difficult to make entries on forms, retain continuously, and keep pace with ongoing changes on a daily basis. The clerical work involved is quite labour intensive and costly.

 Inaccurate

The manual transfer of data from one record to another may increase the chances of errors. Entries may make twice and data may transfer to wrong document leading to confusion.

 Fragmentation

In manual system, Information is not available centrally and is not easily accessible, as the records are kept at separate location and is handled by different persons in different departments.

 Difficult To Analyze

The manual analysis of data is time consuming and quite often not up to the mark when the organization grows in size the manual system fail to offer reliable and accurate data at short notice.

 Introduction of HRIS

To make a human resource department more effective and efficient new technologies are now being introduced on a regular basis to make things much simpler and more modernized. One of the latest human resource technologies is the introduction of a Human Resources Information System (HRIS) is an integration of HRM and Information Systems (IS). HRIS or Human Resource Information System helps HR managers to perform HR functions in a more effective and systematic way by using technology. This integrated system is designed to help the decision making process by the HR personal.

The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Typically, the better The Human Resource Information Systems (HRIS) are the functioning of HR department.

An effective HRIS provides information on just about anything the company needs to track and analyze about present employees, former employees, and applicants. Organization(s) need to select a Human Resources Information System and customize it to meet their needs.

HR Information System (HRIS) is a helpful tool not only for large companies, but also for small to mid-size organizations as well.

Human Resource Information System (HRIS) merges human resource management with information technology to not only simplify the decision making process, but also aid in complex negotiations that fall under the human resource umbrella.