Planning promotes HRIS success

Article Abstract:

The full- and long-term use of microcomputer-based human resources information systems (HRIS) depend on effective planning in the systems acquisition and development stages. In those stages the three key areas are: use involvement, data collection, and reporting flexibility. Prepackaged HRIS software usually requires customization to suit users' needs. Typically the steps following the acquisition of packaged systems include needs analysis, vendor evaluation, and customization. Planning and continual data collection are critical in the installation of systems. The alternatives to on-line data entry that should be considered for elements handled by the HRIS include using existing sources, streamlining turnaround documents, and using tables whenever possible. The long-term use of any HRIS is influenced by the users' ability to meet their requirements without turning to management information systems support staff.

Planning, Management information systems, Information storage and retrieval systems

---

Corporate-wide management staffing

Article Abstract:

Management staffing computer programs should be designed and integrated to include consistent definitions for skills, level of experience, management development activity, and appraisal criteria and ratings. Company-specific staffing procedures typically include requirements such as open employee communication of opportunities, strict career paths for specialized managerial positions, and promotion from within the firm. Programs cover different populations and have different purposes such as succession planning, career development, and universal management staffing, but can still be integrated. Identifying who may use the system and how applications are submitted ensures the proper matching of individual and company goals. The planning process for automating and integrating a company's staffing and development system should consider both job applications and requisitions.

Employee performance appraisals, Management training, Performance appraisals

---

Personnel applications of micro-based video

Article Abstract:

The development of advanced video technology expands the use of microcomputers in personnel management, with declining software and hardware costs and increased software sophistication leading to a greater number of uses for this new technology. Joining video processes with microcomputers makes it possible to register live pictures, store them as digital images, and retrieve them later just like other computer-stored data. Process components include: an 'RGB' monitor, a microcomputer, image capture board, video camera, and film printer. Video is helpful in security applications such as employee identification programs. Video-based systems can also help in succession planning, assuring executive continuity in major firms.

Usage, Safety and security measures, Microcomputers, Video cameras, Industry, Industries, Interactive video systems

Similar abstracts:

• Abstracts: In defense of middle management. Common sense staff reduction. Jerks at work
• Abstracts: Polishing up the supply chain. The development of the international manager. How to manage from a distance
• Abstracts: Fresh ideas energize reward programs. Rewards: the pizzazz is the package, not the prize. Why job descriptions don't work

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.