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УДК 004.9:658.3.07

The information systems efficiency in the personnel management

Безруков Сергей Юрьевич – студент Тихоокеанского государственного университета.

Уманец Ирина Фаритовна – кандидат социологических наук, доцент Тихоокеанского государственного университета.

Аннотация: В настоящей статье представлен краткий обзор эффективности информационных систем в управлении персоналом. В частности, приведена общая характеристика актуальности применения информационной системы в аспекте управления персоналом, рассмотрев и историческую справку этого концепта. Также в работе описано общее содержание любой информационной системы, что указывает на её функциональную эффективность.

Ключевые слова: Управление персоналом, информационная система, HR, информационные технологии, персонал, организация.

Abstract: The article presents a brief overview of the effectiveness of the information systems in the personnel management. In particular, the author gives a General description of the relevance of the information system application in the aspect of the personnel management, considering the historical background of this concept. The paper also describes the General content of any information system, which indicates its functional efficiency.

Keywords: Personnel management, information system, information technology, personnel, organization.

Currently, there are many modern trends related directly to the information systems. Moreover, this boom is correlated with globalization, as the Internet and information technologies annually increase the percentage of penetration into all spheres of the human economic life. With the increase in the growth of enterprises, the planned development of economies, as well as consumerism, the personnel of the enterprises becomes increasingly important. Taking into account the fact that many aspects of companies ' activities are transferred to the automated service systems, personnel management parameter should also be automated to increase the efficiency of the activities carried out together with this concept. Moreover, now at the market you can find many examples of information systems (is) for the personnel management, which determines the importance of our topic.

A human resources management system or HR information system is a form of a human resources management (HR) software that integrates a number of systems and processes to provide the facilitated management of the human resources, business processes and data of various related market conditions. The human resources management software is used by businesses to combine a number of essential human resources management functions, such as storing employee data, managing payroll, hiring processes, administering benefits, and tracking attendance records. It should be noted that IP in the analyzed key ensures that routine processes of the personnel management will have a high coefficient of manageability and availability due to automation [5].

The information system in the personnel management is designed to integrate the human resources as an aspect and, in particular, its core HR processes and processes with the field of information technology, while the programming of data processing systems has evolved into standardized procedures and software packages for enterprise resource planning (eng. ERP.) In General, ERP systems are based on software that combines information from different applications into one universal database. The correlation of the financial and the human resource modules across a single database is the most important difference from the individually and privately developed predecessors of other information systems, making this software application both robust and flexible [5].

The trend towards automation of the payroll and personnel management processes began in the 1970s. Due to the limited technology and mainframe, the company still relied on manual data entry for the evaluation of employees and their records were digitized. The first enterprise resource planning system to integrate the human resources management was R/2 (later to be replaced by P/3 and C/4hana), was introduced in 1979. This system gave users the ability to combine the corporate data in real time. It is interesting to note that many of today's popular human resources management systems are ERP and the payroll ERP [4].

The first fully client-server-oriented HR system for the corporate market was "PeopleSoft", released in 1987, and then bought by the Oracle in 2005. PeopleSoft, ahead of the popularity of the concept of the mainframe environment. The oracle has also developed several similar BPM systems to automate corporate operations. 1990 1990-HR HR-HR HR services to make this technology more accessible to small and remote businesses. Instead of using the "client-server" technology, companies have started using the online web portal accounts to access the performance metrics of their employees, which is happening now. Moreover, mobile applications are now popular as a control over the resource management environment [4].

The aspect of application of the information systems is studied by both foreign and Russian authors. For example, Kukartsev.V. believes that the prevailing role in the personnel management system is currently played by technical and communication support and information [1], which encourages the constant development of more and more modernized information systems. Oh Chepik.B., in turn, assumes that the effective management of the organization and the development of various solutions, to the personnel management, included require the high-quality information support [2]. S. M. A. e Silva noted in her work that the personnel management paradigm has undergone significant transformations in recent years. The focus in the analyzed area has shifted from the routine activities to the more information-colored ones, which has happened thanks to the strong support for developing the information technologies in this [human resources management] area of knowledge [5].

Turning to the more detailed functional and technical side of IP in the personnel management, it should be emphasized that the personnel management information systems provide a means to collect, store, analyze and disseminate information among various stakeholders. The modern is willa cover full range of tasks associated with the human resources departments, including tracking and improving the efficiency of the processes, managing organizational hierarchy, tracking the vacation process, simplifying financial transactions and reporting on the General situation of employees. The HR HR technologies have evolved according to these needs. Any information system in the personnel management may include different modules, but the main ones are listed below [5]:

  1. The payroll module automates the payment process by collecting employee time and attendance data, calculating various deductions and taxes, and generating periodic payroll checks and employee tax reports. As a rule, the data comes from the personnel and time modules to calculate the possibility of making automatic and manual input. This module can cover all employee-related transactions as well as integrate with existing financial management systems;
  2. The time and attendance module collects standardized time and work data for each employee. The state-of-the-art modules provide wide flexibility in data collection methods, labor allocation capabilities, and data analysis functions. Cost analysis and performance indicators are the main functions of this module;
  3. The benefits management module provides organizations with a system to administer and track employee participation in benefits programs. These typically include insurance, compensation, profit sharing, and retirement;
  4. The training module provides a system for organizations to manage and track employee training and development efforts. The system is commonly called "learning management system" if it is a standalone product, allows HR to track education, qualifications and skills of the employees, and also indicates what training courses, books, online training or materials available for development and what skills can be demanded additionally for any work activities;
  5. The employee self-service module allows employees to request personnel-related data and perform some personnel operations in the system, such as they can request their attendance data from the system without requesting information from staff and HR Department;
  6. The Analytics module enables organizations to add some value to the implementation of the IP itself by extracting personnel-related data for use with other business intelligence platforms. For example, the organizations combine the HR metrics with other business data to identify trends and anomalies in headcount to better predict the impact of the employee turnover on future business results.
  7. The employee reassignment module is a newly added IP functionality. This module has the functions of transfer, promotion, revision of payment, reappointment, cancellation of transfer, confirmation, change of payment mode and certain forms of letter (for example, the form of information letter about transfer/reassignment/promotion/dismissal).

In Russia there is a large number of is for the personnel management, but the popular information product from the company "1C – -" 1C: The salary and personnel management 8". Its function is to maintain links to such segments of an enterprise us the management personnel, the company's management, the user departments, accountants, employees, HR, and planning-economic Department. The effectiveness of the information system is that it allows you to obtain u complete and reliable information in a variety of analytical sections for different categories of users: management, personnel management services, personnel service and other of the above. Moreover, a positive characteristic of IP is that it meets the regulatory requirements of the Federal law of 27.07.2006 No. 152-FZ "on personal data" [3]. 

Thus, in conclusion, many organizations in the twenty-first century have gone beyond the traditional functions and technologies to develop the human resource management information systems that support recruitment, selection, hiring, employment, certification, employee benefit analysis, health, occupational safety, while the others integrate an outsourced candidate tracking system covering a subset of the above. But, in General, it is the information system that can redirect routine work related to the personnel management from the employees of the HR Department and other segments of the company to the highly efficient automated systems.

References

  1. Kukartsev V. V. Use of information technologies in the sphere of personnel management / / Management of social and economic systems. 2017. No. 3. Pp. 62-65.
  2. Chepik O. V., Kalinina G. V., luchkova I. V. Information support of personnel management system as an element of management accounting / / Accounting and statistics. 2018. No. 2 (50). Pp. 32-39.
  3. 1C: Salary and personnel management 8 [Electronic resource]. - Access mode: https://v8.1c.ru/hrm/, free. (date of application: 09.11.2019).
  4. Maier, C., Laumer, S., Eckhardt, A. & Weitzel, T. (2013) Analyzing the impact of HR implementations on HR personnel's job satisfaction and turnover intention. The Journal of Strategic Information Systems, 22 (3), 193-207.
  5. Marlene Sofia Alves e Silva and Carlos Guilherme da Silva Lima. The Role of Information Systems in Human Resource Management [Electronic resource]. - Access mode: https://www.intechopen.com/books/management-of-information-systems/the-role-of-information-systems-in-human-resource-management, free. (date of application: 09.11.2019).

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