FEDERAL COLLEGE OF FISHERIES AND MARINE TECHNOLOGY, VICTORIA ISLAND, LAGOS. DEPARTMENT: MARITIME TRANSPORT AND BUSINESS MANAGEMENT COURSE: MANAGEMENT INFORMATION SYSTEM (MIS) CLASS: HND ONE (1) ASSIGNMENT ON: HUMAN RESOURCES MANAGEMENT SYSTEM (HRMS) LECTURER NAME: MR EHIME OMOZOKPIA PREPARED BY GROUP 6: GIWA ILYAS ABIODUN: 2017/MTBS/HND/123 GIWA SHEU TIJANI:2017/MTBS/HND/092 FADUOLA VICTORIA:2017/MTBS/HND/091 IBEH QUEEN ULOMA:2017/MTBS/HND/093 HUMAN RESOURCES MANAGEMENT SYSTEM (HRMS) INTRODUCTION A Human Resource Management System or HRIS (Human Resource Information System) is a form of HR software that combines a number of systems and processes to ensure the easy management of human resources, business processes and data. Human Resources Software is used by businesses to combine a number of necessary HR functions, such as storing employee data, managing payrolls, recruitment processes, benefits administration and keeping track of attendance records. It ensures everyday Human Resources processes are manageable and easy to access. It merges human resources as a discipline and, in particular, its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of Enterprise Resource Planning (ERP) software. On the whole, these ERP systems have their origin from software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietarily developed predecessors, which makes this software application both rigid and flexible. The function of human resources (HR) departments The function is administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Management of "human capital" progressed to an imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments, and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before client–server architectures evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally developed HRMS were limited to organizations that possessed a large amount of capital. The advent of client-server, application service provider, and software as a service (SaaS) or human resource management systems enabled higher administrative control of such systems. MANUAL PROCESSES Recruitment of employee is done through advertisement in front of office to source for candidates. E.g (Placard and Billboards etc.) Payroll is done by writing it down in an exercise book for monthly payment Employee data is writing down in Office File Employee offer letter is writing by Hand Calculation is done through uses of manual calculator Attendance is also writing down in a Full scalp shit paper Receiving applications from candidates by hand or by post. Sorting through the applications by hand, to pick out the best candidate(Waste of time) Filing of sorted out and selected candidate by hand. Reaching out to selected candidates through post 2018 SOFTWARE USE BY HRM Eloomi by Eloomi- combines learning management and continuous Performance Zoho Recruit by Zoho- tracking system for recruiter and staffing agency Bamboo HR by Bamboo HR- for tracking, reporting and a mobile app Myhrtoolkit by Myhrtoolkit- it help to manage annual leaves,absence and report CompAceelerator by Dartican- assists manager in making allocation decision for salary,bonus, and longterm incentives Day force by Ceridian-payroll processing, time and attendance However, innovation in Human Resource Management system can manifest itself in a number of ways with another similar applications such as ShiftPlanning, Wave payroll, TrackSmart, The Resumator, TribeHR, and Schedule; with their link as follows: www.orangehrm.com, www.scheduleapp.com, www.jazzhr.co, www.tracksmart.com, www.waveapps.com, www.zoomshift.com, www.shiftplanning.com, www.bambooHR.com and www.zoho.com etc. Through some of these applications HR has been able: 1. To identify solutions quickly and flexibly during a negotiation 2. To identify new ideas for products and services 3. To identify new markets 4. To create regionally specific offers and employment agreements automatically 5. To manage employee probation period, collective agreements, notice periods, and contract data. HOW DO THEY IMPROVE PRODUCTIVITY COMPARED TO THE MANUAL SYSTEMS “Human resources are like natural resources; they are often buried deep. You have to go looking for them; they are not just lying around on the surface” – Ken Robinson Reduced Errors: Human error can result in serious complications both financial and legal. A misplaced decimal point could cause serious issues, but HR software reduces the amount of error to a bare minimum. HR software helps to automate the most common processes such as payroll information, and the automation that HR software provides helps keep everything working properly. Reduced Cost: Aside from the less tangible costs such as efficiency or productivity, a good HR system will save you real money. A standard benchmark for the number of full-time HR working for a company is one HR professional per 100 employees. Since less paper is used, more time is saved; HR system will save your money automatically. Access to Information While, using an online system, for multiple users, the security is an important aspect one must keep in mind. If the processes are done offline, the security cannot be managed apparently. However, HRMS takes care of it automatically. Employees can see their own information only. Only an accountant can access accounting information and likewise. Efficiency of Administration: If the company is using a paper-based system, it will be very difficult to keep track of the employee’s information for the Admin. For example, How many leaves did an employee take?, How many projects/tasks one is working on?. Using HRMS, this becomes easier for the Admin, as they can use simple search and filters to find relevant details. Data Analysis and Quick Decisions: Since most, if the data managed in HRMS are up-to-date and robust, HR manager can make decisions faster. For example, how many people would need training? Who will be available as an Event Manager etc? Also using the reports generated by the HRMS software can easily do the analysis of these data. Improved Communication: HR systems will include an employee directory. Using HRMS makes the internal communication possible without being dependent on any other tool. Also as an Admin, one can send messages to the bulk of people using HRMS. Security and Disaster Recovery: HRMS serves the security of the data. As the backup of all the data is taken in a timely manner and the same is stored in the cloud server. In the case of some natural disaster or man-made disaster, we can recover the same data from the cloud. Here are Major five vendors who are revolutionizing the social HRMS and Their Cost 1. Globoforce: Seasoned HR managers know that employee recognition goes a long way in motivating and retaining employees. globoforce brings smart technology to the area of recognition, especially for companies who work remotely. It enables social HRMS by allowing employees and managers to recognize employees and congratulate peers on good work, all from a mobile device. It enables the entire recognition cycle via mobile so that monetary awards can be entered and approved by HR and management. An employee receiving an award can receive and redeem it via a smartphone, making slow recognition cycles a thing of the past. Cost: Pricing Globoforce doesn’t publicly release pricing information but except we contact them directly for a price quote. 2. TalentBin: TalentBin claims to have the world’s largest passive candidate database that aggregates data from 100 websites to create a candidate profile. You can find out the professional and personal interests of a candidate and develop a potential candidate overview, all from the candidate’s social activities. When you’re ready to reach out to a candidate, TalentBin will guide you to choose the most appropriate social method, based on a candidate’s online footprint. Use this comprehensive vendor directory to find social HRMS software to suit your company.Price: Plans and pricincing: 12 MONTHS 414 € /user/month* (billed annually) Netherlands pricing** 4,970 €. 3. Entelo Recruiters may be interested in entelo. It operates similarly to TalentBin and has over 275 million candidate profiles sourced from social networks. Entelo uses algorithms to identify candidates who will help companies to meet targets in gender, ethnicity or veteran status. It is also able to identify candidates who are likely to change jobs in the next 90 days Cost: $1000/month for a month-to-month subscription or $500/month if you sign up for a whole year. 4. Limeade: Limeade drives employee engagement and supports corporate wellness activities. It uses social HRMS to create communities and teams of employees who participate in health and wellness challenges. Employees are motivated to increase their physical activity such as walking a set number of steps per day as part of a team environment. It incorporates ramification aspects like points and badges for participating in preventative checks. 5. Adrenalin: If you’re looking to bring social HRMS into multiple areas of your organization, adrenalin is an all-around vendor who specializes in this area. Its ‘Social Connect’ portal consolidates collaboration areas like discussion forums, group calendars and cross-functional tasks. Visibility and transparency are key features in this product. An employee is given multiple options for sharing knowledge such as articles and blogs along with platforms for videos and photos.. REFERENCES https//: www.goggle.nl Http://www.capterra.com/human-resource-software/ Https//:www.payrollexpert.com Https://www.bcsprosoft.com Https//:www.capterra.com https://www.hrmsworld.com/cutting-edge-social-hrms-vendors.html https://www.talentbin.com/pricing. https://www.google.com.ng/search?q=how+much+does+entelo+cost&oq=how+much+does+entelo+cost&aqs=chrome..69i57.14146j0j4&client=ms-android-motorola&sourceid=chrome-mobile&ie=UTF-8