Human Resources Technology
The Human Resource Management within organizations has gained escalation strategic prominence accompanied by the significant of its existing configuration of HRM and respective business strategies is well acknowledged (Colomo-Palacio et al., 2012). In fact, the efficient Human Resource Management is essential in order to be capable to meet the prevailing market demands with well-qualified workers at all times. Technology and Human Resource Management possess a wide range of persuades upon each other, and the prevailing Human Resource professionals ought to be able to adopt technologies that permit the reengineering of the Human Resource purpose, be arranged to sustain a proper organizational (Fan, 2009). This is accompanied by the work design revolutionizes caused through technology, and thus aiding in supporting a suitable administrative climate for innovative and information-based organizations. These technological developments are being propelled primarily through strong demands from human resource professionals (Bayat, 2011). This will subsequently fuel the augmentation within speed, efficiency and cost suppression. The positive effect of the information technology facilitates the creation of the IT-based workplace, which leads, ought to be the mangers top priorities as pertaining to the strategic competence management. Human Resources Technology combat numerous challenges within the HRM, which entails attraction, retailing, and motivation of the workers thereby meeting the demands for a more strategic Human Resource purpose accompanied by management of the existing human element of technological modify in the future (Colomo-Palacio et al., 2012).
The chief benefit of utilizing information technology within the Human Resource to organizations is the liberation of the prevailing Human Resource staff from intermediary functions thereby enabling them to contemplate on the strategic planning within human resource organization and progress (Fan, 2009).
Human resources technologies entail the progress, execution and sustaining of the prevailing employees management business resolutions. It mainly acts as the chief providers within any business enterprise as it facilitates the collaborating with other esteem clients in furnishing strategic tool and guidance (Bayat, 2011). Human Resources Technology normally offers solutions that meet the unique and diverse necessities of the entire levels of the companies. Human Resources information expertise is significant within companies in managing benefits plans accompanied by the respective employee information. Benefits management is a necessity in aiding the Human Resource to manage both the existing sea of information accompanied by the funds used up on the benefits plans. This is because the Human Resource normally faces limited resources and continuously alteration data (Fan, 2009). Nevertheless, how the Human Resource accompanied by other supplementary executives on selection of the best Human Resource information technology in managing the prevailing details of the company depends on the test of time of the business enterprise. The escalation of the demands placed on the human resources by the prevailing co-workers accompanied by both interior and exterior forces thereby representing the labor-intensive Human Resource organization wholly adequate. Granted such prevailing trends, information systems possessed substantial potential as a tool that administrators can utilize both the generally and within the human resourcing purposes in meticulous to augments the competencies of the organization (Colomo-Palacio et al., 2012).
Analysis
Critical analysis of the data presents sufficient information to facilitate the evaluation of the client company. The data from the report (HRMIS Report #1) present the performance of the employee as per the regards of reporting to work and availing their services to the company as per the employee- employer contracts. The client company experiences extensive lateness to reporting to work in several departments. Lateness contributes to poor performance of the company as regarding the output process of the company. Sheriff and the behavioral department record low in lateness data to the company. This is amount to 19% lateness reported.
The DA, facilities services, and the county counsel department take the lead in reporting the highest lateness record to the company. This is 53%, 51%, and the 48% respectively. This data records exploit duration of ten years. That is from the year 1997 to the 2007. Lateness to any company portrays a sense of lack of accountability. It communicates a means age of deterioration of the ethical standards of the company (Werner et al., 2012). In emphasis, it shows and demonstrates a state of the lack of the dependability of an employee to the company. This exposes the company to vast trends that may prompt a collapse of the company in most cases. At large analysis, it would mean low levels of the employee personal qualities. Consider that, companies operate in challenging business atmospheres. It is considerable of a company to create punitive actions against the inconsiderate employees.
The client company records poor punctuality statistics...
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