Human resource management

Human resource is of paramount importance for the success of any organization. Human resource management is the planning ,organizing directing and controlling the procurement ,development ,compensation ,integration ,maintenance and reproduction of human resource to the end that individual ,organizational and societal objectives and accomplished. Resources are the wealth of an organization which can help it in achieving its goal. Human resource management is concerned with the human being in an organization. Human resource management refers to the practices and policies one needs to carry out to deal with the personnel aspects of the management job. HRM refers to a set of Programs, functions and activities designed and carried out in order to maximize both employees as well as organizational effectiveness. Human resource management is the strategic and coherent approach to the management of an organization s most valued assets ! the people wor"ing there who individually and collectively contribute to the achievement of the objectives of the business. HRM is the acronym for the term #Human Resource Management$. Human Resource Management 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. HRM can also be performed by line managers. %he human resources are multidimensional in nature. &rom the national point of view, human resources may be defined as the "nowledge, s"ills, creative abilities, talents and aptitudes obtained in the population' whereas from the viewpoint of the individual enterprise, they represent the total of the inherent abilities, ac(uired "nowledge and s"ills as exemplified in the talents and aptitudes of its employees. Human Resource Management has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization. )ts objective is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programmes relating to human resources to optimize their contribution towards the realization of organizational objectives. )n other words, HRM is concerned with getting better results with the collaboration of people. )t is an integral but distinctive part of management, concerned with people at wor" and their relationships within the enterprise. HRM helps in attaining maximum individual development, desirable wor"ing relationship between employees and

employers, employees and employees, and effective modelling of human resources as contrasted with physical resources. )t is the recruitment, selection, development, utilization, compensation and motivation of human resources by the organization. *ll the organizations have three basic resources, that is, men ,material and money. +ut of these, the Human Resource occupies a vital position, because it is through the men on the job that the organization is able to utilise the material and machine resources for the maximum benefit of the organization. )n every organization, public or private, big or small, old or new, Human Resource management is of crucial significance. Human Resources management has two aspects. %he management or administration aspect. %he development aspect. Human Resource Management: Nature Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. %he various features of HRM include, - )t is pervasive in nature as it is present in all enterprises. - )ts focus is on results rather than on rules. - )t tries to help employees develop their potential fully. - )t encourages employees to give their best to the organization. - )t is all about people at wor", both as individuals and groups. - )t tries to put people on assigned jobs in order to produce good results. - )t helps an organization meet its goals in the future by providing for competent and well! motivated employees. - )t tries to build and maintain cordial relations between people wor"ing at various levels in the organization. - )t is a multidisciplinary activity, utilizing "nowledge and inputs drawn from psychology, economics, etc. Human Resource Management: Scope %he scope of HRM is very wide, 1. Personnel aspect!%his is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc. 2. .elfare aspect!)t deals with wor"ing conditions and amenities such as canteens, cr/ches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.

3. )ndustrial relations aspect!%his covers union!management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. Human Resource Management: Objectives - %o help the organization reach its goals. - %o ensure effective utilization and maximum development of human resources. - %o ensure respect for human beings. %o identify and satisfy the needs of individuals. - %o ensure reconciliation of individual goals with those of the organization. - %o achieve and maintain high morale among employees. - %o provide the organization with well!trained and well!motivated employees. - %o increase to the fullest the employee s job satisfaction and self!actualization. - %o develop and maintain a (uality of wor" life. - %o be ethically and socially responsive to the needs of society. - %o develop overall personality of each employee in its multidimensional aspect. - %o enhance employee s capabilities to perform the present job.. Human Resource Management: Functions
In order to achieve the above objectives, Human Resource Management undertakes the following activities: 1. Human resource or manpower planning. 2. Recruitment, selection and placement of personnel. 3. Training and development of emplo ees. 4. !ppraisal of performance of emplo ees. 5. Taking corrective steps such as transfer from one job to another. 6. Remuneration of emplo ees. 7. "ocial securit and welfare of emplo ees. 8. "etting general and specific management polic for organi#ational relationship. 9. $ollective bargaining, contract negotiation and grievance handling. 10. "taffing the organi#ation. 11. !iding in the self%development of emplo ees at all levels. 12. &eveloping and maintaining motivation for workers b providing incentives. 13. Reviewing and auditing manpower management in the organi#ation 14. 'otential !ppraisal. (eedback $ounselling. 15. Role !nal sis for job occupants. 16. )ob Rotation. 17. *ualit $ircle, +rgani#ation development and *ualit of ,orking -ife.

Human Resource Management: Major Inf uencing Factors )n the 01st century HRM will be influenced by following factors, which will wor" as various issues affecting its strategy, - 2ize of the wor"force. - Rising employees expectations - 3rastic changes in the technology as well as 4ife!style changes. - 5omposition of wor"force. 6ew s"ills re(uired. - 7nvironmental challenges. - 4ean and mean organizations. - )mpact of new economic policy. Political ideology of the 8overnment. - 3ownsizing and rightsizing of the organizations. - 5ulture prevailing in the organization etc.

Information tec!no og"

)% 2tands for 9)nformation %echnology,9 and is pronounced ).%. )t refers to anything related to computing technology, such as networ"ing, hardware, software, the )nternet, or the people that wor" with these technologies. Many companies now have )% departments for managing the computers, networ"s, and other technical areas of their businesses. )% jobs include computer programming, networ" administration, computer engineering, .eb development, technical support, and many other related occupations. 2ince we live in the information age, information technology has become a part of our everyday lives. %hat means the term )%, already highly overused, is here to stay. )% is the area of managing technology and spans a wide variety of areas that include computer software, information systems, computer hardware, programming languages but are not limited to things such as processes, and data constructs. )n short, anything that renders data, information or perceived "nowledge in any visual format whatsoever, via any multimedia distribution mechanism, is considered part of the )% domain. )% provides businesses with four sets of core services to help execute the business strategy, business process automation, providing information, connecting with customers, and productivity

tools.)% professionals perform a variety of functions that range from installing applications to designing complex computer networ"s and information databases. * few of the duties that )% professionals perform may include data management, networ"ing, engineering computer hardware, server management, database and software design, as well as management and administration of entire systems. )nformation technology is starting to spread further than the conventional personal computer and networ" technologies, and more into integrations of other technologies such as the use of cell phones, televisions, automobiles, and more, which is increasing the demand for such jobs. )nformation %echnology is the branch of engineering that deals with the use of computers to store, retrieve and transmit information. %he ac(uisition, processing, storage and dissemination of vocal, pictorial, textual and numerical information by a microelectronics! based combination of computing and telecommunications are its main fields. %he term in its modern sense first appeared in a 1:;< article published in the Harvard =usiness Review, in which authors 4eavitt and .hisler commented that the new technology does not yet have a single established name. .e shall call it information technology . 2ome of the modern and emerging fields of )nformation technology are next generation web technologies, bioinformatics, cloud computing, global information systems, large scale "nowledge bases, etc. *dvancements are mainly driven in the field of computer science. %he +rganization in an enterprise or business that is held responsible and accountable for the technology used for planning, design, construction, testing, distribution, support and operations of software, computers and computer related systems that exist for the purpose of 3ata, )nformation and >nowledge management and?or processing.

Importance of Information #ec!no og" in $usiness

%here are many businesses which are in need of the software pac"ages for satisfying their operational as well as functional needs. &or fulfilling this re(uirement, these companies sign deals with the software manufacturing companies. )nformation technology is useful in ensuring the smooth functioning of all the departments in a company such as the human resource department, finance department, manufacturing department and in security related purposes. %he companies in the automobile manufacturing sector are able to get rid of any sort of errors or mista"es in the proper functioning of the tools used for designing and manufacturing purposes. 3ue to the development of the information technology sector, the companies are being able to "eep themselves aware of the changes in the global mar"ets.

%he software applications and the hardware devices are "nown to be the main elements of the use of information technology. %he web browsers, the operating systems, 7RP s and special purpose applications are the software which are used in information technology. )% plays an important role in easily solving the mathematical problems and in the project management system. )t has a great use in the automated production of sensitive information, automated up gradation of the important business processes and the automated streamlining of the various business processes. )t has also played an important role in the areas of communication and automated administration of entire systems. )nformation technology has become a vital and integral part of every business plan. &rom multi!national corporations who maintain mainframe systems and databases to small businesses that own a single computer, )% plays a role. %he reasons for the omnipresent use of computer technology in business can best be determined by loo"ing at how it is being used across the business world.
Communication

&or many companies, email is the principal means of communication between employees, suppliers and customers. 7mail was one of the early drivers of the )nternet, providing a simple and inexpensive means to communicate. +ver the years, a number of other communications tools have also evolved, allowing staff to communicate using live chat systems, online meeting tools and video!conferencing systems. @oice over internet protocol A@+)PB telephones and smart!phones offer even more high!tech ways for employees to communicate. Inventor" Management .hen it comes to managing inventory, organizations need to maintain enough stoc" to meet demand without investing in more than they re(uire. )nventory management systems trac" the (uantity of each item a company maintains, triggering an order of additional stoc" when the (uantities fall below a pre!determined amount. %hese systems are best used when the inventory management system is connected to the point!of!sale AP+2B system. %he P+2 system ensures that each time an item is sold, one of that item is removed from the inventory count, creating a closed information loop between all departments. %ata Management %he days of large file rooms, rows of filing cabinets and the mailing of documents is fading fast. %oday, most companies store digital versions of documents on servers and storage devices. %hese documents become instantly available to everyone in the company, regardless of their geographical location. 5ompanies are able to store and maintain a tremendous

amount of historical data economically, and employees benefit from immediate access to the documents they need. Management Information S"stems 2toring data is only a benefit if that data can be used effectively. Progressive companies use that data as part of their strategic planning process as well as the tactical execution of that strategy. Management )nformation 2ystems AM)2B enable companies to trac" sales data, expenses and productivity levels. %he information can be used to trac" profitability over time, maximize return on investment and identify areas of improvement. Managers can trac" sales on a daily basis, allowing them to immediately react to lower!than!expected numbers by boosting employee productivity or reducing the cost of an item. &ustomer Re ations!ip Management 5ompanies are using )% to improve the way they design and manage customer relationships. 5ustomer Relationship Management A5RMB systems capture every interaction a company has with a customer, so that a more enriching experience is possible. )f a customer calls a call center with an issue, the customer support representative will be able to see what the customer has purchased, view shipping information, call up the training manual for that item and effectively respond to the issue. %he entire interaction is stored in the 5RM system, ready to be recalled if the customer calls again. %he customer has a better, more focused experience and the company benefits from improved productivity

#!e features of information tec!no og"

Spee' +ne of the main reasons so many business have turned to the )% world for their professional needs is the sheer speed at which computers and related technologies can process information. 7mail is a perfect example, as it eliminates the need to wait several days for a pac"et of documents to reach a client or business associate. .orldwide communications used to occur primarily through postal delivery. .hile still the optimal method for sending pac"ages, printable materials such as legal documents or contracts may now move much more swiftly via the )nternet. =usinesses can receive news and updates which may provide vital insight into current mar"et trends or changes in a clients needs almost instantaneously. =usinesses are therefore able to provide immediate assistance to clients and thus improve their customer service. (fficienc"

)ncreased speed often leads to increased efficiency. .hile eliminating the need to wait for pac"ages or sensitive materials to arrive, businesses are able to receive and respond to changes instantly. %his improved response time almost guarantees a higher chance at eliminating potential issues by allowing businesses to react (uic"ly. )nformation technology also allows data to be stored in formats, which ma"e information easier to store or send. %he space a business saves by not having to maintain a room filled with filing cabinets and boxes of paper documents allows a company to function in less space and thereby reduce the cost of office rental or construction. Mu ti)#as*ing *nother business advantage of information technologies is the ability of computers to perform multiple tas"s simultaneously. Provided the hardware is able to support it, the operator may have several different programs functioning at the same time. &urthermore, computers are generally capable of performing complex calculations, such as mathematical e(uations or travel distances, very (uic"ly and accurately. +o, &ost 5omputers themselves are much less expensive than they were years ago. *s technology becomes more common, the cost becomes more affordable. &urthermore, as already mentioned, computers may replace other means of document storage and thereby allow companies to trim bac" on real estate expenses. 5omputers may also enable certain jobs to be eliminated. .ith a single operator being capable of performing several tas"s at once, less personnel is often re(uired to accomplish the same amount of wor" as before. Postal expenses and delivery costs may also decline as emails replace mail correspondence. %hough a staff of hardware and software specialists is re(uired to maintain operations, computers are an efficient means of eliminating labor costs for other data processing jobs. (ntrepreneurs %he )nternet has become one of the foremost means of communication. Most people have access to a computer and to the )nternet, thus ma"ing it easier to reach large masses of people all over the world. Many people have opened their own businesses and begun ma"ing money at home. Csing information technology, a person may find a way to sell a product they manufacture themselves, such as jewelry or clothing. +nline advertisements are present on almost every website and ma"e it easy for consumers to find products and services offered by small business owners. *nyone can launch their own website and begin pursuing promising

careers without having to concern themselves with expenses such as office space or commuting.

#!e Ro e #ec!no og" - a"s on #o'a".s Human Resource Management

%echnology is the practical application of science to commerce or industry' the study of or a collection of techni(ues' a particular technological concept' the body of tools and other implements produced by a given society .%echnology is here and will continue to progress. %o understand the role technology plays on todayDs HRM we first have to understand business technology. =usiness technology refers to the integration of computer and communications technologies in support of administrative applications and procedures within an organization. =usiness technology is constantly evolving. =usiness technology is re(uired for a successful business. )t is no longer enough for HRM to maintain a narrow operational focus, view its activities as restricted to the limits of its own organization, or to limit itself to traditional human resource responsibilities HRs should go above and beyond. %he HR field has evolved over time and nowadays HR is under more scrutiny and is more accountable than ever. %here is little room for mista"es, which can be overwhelming costly. HRs these days and in the near future have a greater importance in the strategic business partnership with the organization, and for this challenge to be won there is an increasing need for technology to be inserted on its daily operations and on its decision!ma"ing considerations. )nformation %echnology has been playing an important role in all aspects in business even in Human Resource Management. %his article explores the impact of )% in recruitment and job placement' empowered teams for problem!solving' communication improvement' job flexibility and multitas"ing. )nformation %echnology serves as a platform for wider scope of recruitment possibilities. =igger companies which are confined internationally will have chances of hiring best employees who are based from different countries. %his is possible because of the virtual tas"s which can be assigned to them. 7ven if the company desires to hire manpower whose job cannot be done virtually, still there is greater opportunity to hire wor"ers offshore whose s"ill sets fit to what you really need for the company. %he use of )% also lessens the trainerDs burden to give instructions and training to the newly hired employees and to facilitate job tests. %here are various )nformation %echnology tools which

will gauge employeesD personalities, test the s"ills and even sum up the (ualification a certain applicant has. %rainers or supervisors can be relieved of the repetitive tas"s which include giving everyday instructions and personally performing tas"s demonstrations in step by step manner. %hey can just create a video tutorial and let the trainees follow them easily. %he Human resource management world is beset with challenges and problems with regards to employee management especially when it comes to performance monitoring. )n most companies, they are spending so much for people who will monitor daily performances of the employees. .ith the advent of technology, 55%@ cameras and other monitoring devices ma"e supervisors stay in a certain room while chec"ing every detail of the employeesD performance every now and then. 7valuations and decisions as to promote retain or fire employees can be best supported with unbiased records and performance evaluations which can be objectively chec"ed with the use of )nformation %echnology tools. %he company can create a team to (uantify output of employees, decide on the incentives of productivity and plan ahead for any issues concerning employee performance. %hese are all facilitated through )% empowered gadgets and software. 3oes this mean unbiased decisionsE &or most of the companies, it isF &urther, communication problems whether in top!down, down!up or vertical ways can be facilitated virtually without any time, distance and other limitations. Human resource managers can communicate the employees anytime even if the employee is assigned outside the office. %his is done vice!versa as well. *lso, meetings and conferences are held virtually which will enable all people to participate through mobile devices. *nother good thing about )nformation technology is the opportunity of the employees to multitas" and to choose a schedule on their preferences. 2uch are believed to enhance productivity. #!e tren's in tec!no og" ,!ic! 'irect " or in'irect " !ave an impact in HRM are:

/ro,t! in *no, e'ge nee's. .orld trade is growing over three times faster in "nowledge!intensive goods and services such as biomedicine, robotics, and engineering S!ift in !uman competencies . 2ome predict that in 0G1; almost all net employment growth will be in "nowledge wor"ers / oba mar*et connection. %echnology is dissolving borders and creating an interconnected mar"etplace

$usiness stream ining. 7asy to use communication, electronic mail, electronic conferencing, and databases are creating instantaneous dissemination of data to ma"e better decisions to geographically dispersed wor"ers.

Rapi' response. %echnology permits (uic"er communications, which allows faster decision!ma"ing. 0uic*er innovation. %eams of mar"eting, engineering, and production personnel wor"ing in parallel with computer provided files, data, and information develop products faster.

0ua it" improvement. %he concept of building (uality into the entire process of ma"ing, mar"eting, and servicing is enhanced by computer monitoring systems and through robotics.

HRIS for t!e effectiveness of HRM

* human resource information system AHR)2B is defined as a computer based application for assembling and processing data related to the human resource management AHRMB function. *s in other types of information systems, an HR)2 consists of a database, which contains one or more files in which the data relevant to the system are maintained, and a database management system, which provides the means by which users of the system access and utilize these data. %he HR)2 thus contains tools that allow users to input new data and edit existing data' in addition, such programs provide users with the opportunity to select from an array of predefined reports that may either be printed or displayed on a monitor. Reports may address any of a number of different HRM issues Ae.g., succession planning, compensation planning, e(ual employment opportunity monitoringB. HR)2s also generally include tools by which users or system administrators may generate ad hoc reports and select specific cases or subsets of cases for display. )n order to understand the types of applications available to HR)2 users, it is best to consider the evolving nature of human resource information systems applications. %he HRM field lagged behind a number of other functional areas of management in the utilization of computer applications, but beginning in the late 1:<Gs extensive use of sophisticated applications began to appear. Prior to that time, manual record systems often dominated in personnel or human resource departments. 5omputer applications used in the field were generally limited to basic record "eeping and payroll management systems. @irtually all such systems were based on mainframe computers and re(uired extensive support from information systems professionals. %hus, human resource managers

had little opportunity to design sophisticated reports and computer!based analytical tools to aid in managerial decision ma"ing. )n general, uses of computers in HRM fell into the category of electronic data processing applications, which generally involve the automation of relatively routine tas"s. *ll indications are that HR)2s will continue to play an increasingly important role in the HRM field. *n important driving factor is that HR)2s facilitate process reengineering in the HRM area, thus promoting greater efficiency. &unctions that once were carried out manually and in many steps can often be largely automated. *nd the business firm s continuing demand for information to facilitate planning and strategy formulation will necessitate further reliance on HR)2s. &inally, the lin"ing of HR)2s to organizational intranets is apt to gain in popularity as a relatively inexpensive and appealing means of gathering and distributing human resource information.

Ro e of Management Information S"stem 1MIS2 in Human Resource Management

)n todayDs organizations Human Resource is considered as one of the "ey resources of business organizations. %he transaction processing layer of M)2 in human resource function deals with routine activities li"e attendance recording and payroll calculations. %he operational level activities also include maintaining the employee records which is used as a basis for strategic layers. .ith the growing importance of human resource management and increasing size of the organizations, maintenance of employee related data and generating *ppropriate reports are the crucial aspects of any organization. %herefore more and more organizations are adopting computer based human resource management systems. * management information system provides information that is needed to manage organizations efficiently and effectively. Management information systems involve three primary resources, people, technology, and information or decision ma"ing. Management information systems are distinct from other information systems in that they are used to analyse operational activities in the organization. *cademically, the term is commonly used to refer to the group of information management methods tied to the automation or support of human decision!ma"ing. %he Management )nformation 2ystem is a collection of men, tools, procedures and software to perform various business tas"s at various levels in the organization. Many organizations have separate M)2 departments which are involved in maintaining records, performing transactions, report generations and consolidation of the important information which will be supplied to the various levels of the management. M)2

primarily serves the functions of controlling and decision!ma"ing at the managerial level. M)2 has three basic levels, +perational, middle management and top management where the information is passed from bottom to top. %his paper is an attempt to design and develop the Management )nformation 2ystem for =irla 5orporation 4imited, which involves *ttendance 5apturing H Recording 2ystem which will be used in monitoring the staff, control over the irregularities and reporting to the top management and show how it is useful in decision ma"ing at top level. %he Management )nformation 2ystem has evolved as an important tool and techni(ue in business management area in the current opportunities and business threats. Right information at right time in right format will decide the managementsD Human resource decisions . M)2 is one of the important functions of management. )n the 01st century the organizations need the information which is accurate, timely and reliable. %he M)2 plays an important role in providing the information re(uired for crucial decision ma"ing which affects directly to the performance of the organization.

#!e benefits of an integrate' Human Resource an' -a"ro p atform

%he success of any business today is intrinsically lin"ed with the capital of its "ey asset I its people. )f Human Resources and Payroll functions are treated only as operational overheads, they are unli"ely to provide best!in!class services to an organisation. +utsourcing them offers the opportunity for excellent service levels that deliver added value. )n a company, payroll is the sum of all financial records of salaries for an employee, wages, bonuses and deductions. )n accounting, payroll refers to the amount paid to employees for services they provided during a certain period of time. Payroll plays a major role in a company for several reasons. &rom an accounting perspective, payroll is crucial because payroll and payroll taxes considerably affect the net income of most companies and they are subject to laws and regulations. &rom an ethics in business viewpoint payroll is a critical department as employees are responsive to payroll errors and irregularities, good employee morale re(uires payroll to be paid timely and accurately. %he primary mission of the payroll department is to ensure that all employees are paid accurately and timely with the correct withholdings and deductions, and to ensure the withholdings and deductions are remitted in a

timely manner. %his includes salary payments, tax withholdings, and deductions from a pay chec".

-a"ro Soft,are Features

Sa ar" an' -a"ro -rocessing &ast and accurate payroll processing' handles all aspects of payroll management including pay slips, +%, 4+P ? 4.P and more. Statutor" -a"ro Reports 8et professional statutory payroll reports for P&, 72), profession tax, income tax, etc. &orm ;, &orm 1G, &orm 1J... 6ame it, we have itF +eave Management Manage employee leave balances, leave grants H year!end processing. )ntegrated with payroll for wor" dayDs computation. (mp o"ee Se f Service 7mployees can view their own information. 7nable wor"flows li"e leave application, reimbursement claims and much more. (3ce Import 4 (3port *ll data can be imported using 7xcel spreadsheets. 7xport information to 7xcel, P3& or .ord. -a"ro Reconci iation #oo s @ariety of reports H tools to verify accuracy of payroll. 5ompare payroll numbers from previous to this month. Reimbursements 4 +oans %rac" payroll reimbursements li"e medical H 4%*. *utomatic loan deductions during payroll processing. Strong Securit" 8reytip +nline is highly secure and offers 224, role!based access rights and password policies. Insta on "our server 8reytip +nline Payroll is also available in a licensed!software model, where the software is installed on your servers. %his software is called as &ol"lore HR)2

-a"ro Soft,are $enefits

5ccurac" =e assured of accurate payroll processing, month after month. 1667 Statutor" &omp iance Kou need not worry about wrong payroll deduction of P&, 72), income tax, etc. *void paying hefty fines and bac" billing. 8ero upfront cost %o use 8reytip +nline Payroll, you only pay small monthly fees. %here are no other costs or setup fees. It9s a !oste' 6o software to buy, no installation re(uired. Kou don t need to buy servers or have trained )% manpower. Kou also get automatic updates and bug fixes. %ata Safet" *n automatic daily bac"up is an added advantage. 2mall businesses can have a relaxed approach on their salary data bac"up and disaster recovery procedures. -revent Frau' 7xtensive reconciliation reports, audit trails and comparative analysis helps prevent payroll fraud. -rocess Maturit" Csing salary software helps standardize your systems, improves processes and reduces wor". 5ccess from an",!ere: an"time Multi!location, multi!company organizations can benefit from centralized payroll processing at one location. No oc*)in ) %o,n oa' 'ata an"time Kour data is entirely your property. Kou can download all your data anytime you want ! daily, wee"ly, monthly, etc. Kou will always have the data whether you use our service or not.

&onc usion
Human Resource Management is presented with the challenge of becoming more effective and productive, and they are accepting this challenging by turning to technology as a mean to improve their performance' however technology presents its own challenges as well. %he role technology plays on Human Resource Management is most fundamental when used as part of an organizationDs business strategy. %here are specific technology designed for HRM

decision!ma"ing, however the efficiency of these decisions remain dependent on the human training and s"ills. %echnology is incorporated on the fibber of our lives because of its overwhelming presence in e!business, as )nternet continues to have an exponential growth. 4iving in such a fast paced society, technology is ever changing. .ith developments such as *%M machines, self! chec"out registers, and online shopping, technology has always been evolving to ma"e our lives better and easier. %his statement can be said for all business industries, as well as in our everyday lives. &or the human resources industry in specific, )nformation %echnology is used to attract, hire, retain and maintain talent, support wor"force administration, and optimize wor"force management. %he goal from automating the following functions is to help managers wor" faster and more efficiently. )nformation technology is used by managers, employees, HR professionals in different ways to improve the way they do business.