Client-server and Human Resource Essay Example for Free

Client-server and Human Resource Essay The proponents have found the following studies and literature as relevant to the system being proposed. The review of related literature and studies will serve as an overview of the presentation in the analysis of the system. INTRODUCTION Human Resource Information System (HRIS) improves information and communication between the company and the employees; it becomes an important strategic tool since it collect, manages and reports information for decision making. Modern HRIS needs to help the organizations by automating most of the Human Resource (HR) functions. The changing world new technology that is available, managers need to be aware of the technology that will increase effectiveness in the company. Early Human Resource, then called personnel, were limited to employee record keeping and were provided as a service to the organization. There was no HRIS as we know it today. Personnel record keeping was done by hand, oftentimes utilizing a system as simple as an index card file. The personnel department was typically small with little power and limited interaction with the organization’s business mission. After WWII organizations became more aware of human capital issues recognizing the importance of employee morale in the success of organizations. Formal selection and development processes were developed but there was no real change from the original responsibility of the â€Å"personnel† department that of record keeping. As record keeping was still done by hand, HR information systems, pre-1960, hardly gave a hint of what they would become with the advent of workplace technology. In the late 1960’s and 1970’s the term â€Å"human resource management† gained common usage in place of the term â€Å"personnel† and by 1974 the new term, human resource management, was appearing in media headlines and was eventually shortened to just â€Å"HR.† From the 60’s to the 80’s organizations firmly integrated HR into their core business missions. At the same time regulatory reporting requirements for employees increased significantly. Large organizations used mainframe computers to maintain organization data bases and technology based Human Resource Information Systems (HRIS) provided an efficient solution for the increased record-keeping and reporting required by government regulation. The human resources department became one of the most important users of the org anization’s computer systems, though the primary task was still record-keeping. In this modern era of Information Technology (I.T), human resource information system (HRIS) has become an important management discipline at enterprise level. HRIS plays a vital role in implementing the strategic business objectives of the organization, and in running the daily operations/functions efficiently and effectively to improve the productivity and proficiency, human capital becomes the only sustainable resource of the competitive advantage for an organization. Firms that is successful at finding, managing, retaining and developing good employees. Since 1990, the economical rapid change with globalization and technological innovations led for the development of human resource information systems (HRIS) and advanced internet capability facilitates to create a real-time shared data information-based, self-service, and interactive work environment. Information Technology with web-enabled capabilities helps human resource (HR) as it becomes a more horizontal and self-learning o rganization, by enabling human resource to contribute to the strategic focus of the organization. The strategically focus in human resource significance from the resource-based view of the firm that treats human capital as a strategic asset and a competitive advantage in improving organizational performance. Human Resource Information System is a systematic procedure for collecting, storing, maintaining, retrieving, and validating data needed by an organization. HRIS comes to the rescue of human resource professionals, because it has common shared database, tools to analyze to aid in decision making and many other features such as scanning and matching resumes compatible with requirement of the organization. HRIS empowers the employees to access their personnel records, view the payroll, tax payments and compensational benefits like health coverage, retirement benefits and other perks and incentives. In the literature, Database, Employee Tracking, Benefits Administration, Payroll Administration, Employee Interfaces and attendance monitoring are deemed to be major components of hu man resource information systems. REVIEW OF RELATED LITERATURE John Gill et al., (2010) described the HRIS is a computerized system typically comprising a database or inter-related databases that track employees and their employment-specific information. Broderick (1992) states that HRIS can influence effectiveness in four ways: Firstly, with emphasis on increased productivity from the workforce, recruitment, short term working, temporary, and less redundancies. Secondly, it deals with the increasing demands made be legislation, which related to HR practices and the increased need to produce statistics for government. The third factor was the rate of the development of computer technology. The final factor was the increased availability of HRIS at lower costs. The professional body argued that effective HRIS use leads to efficiency. Michael et al., 2008] Florkowski et al., (2006) in his research paper: ‘The diffusion of human-resource information technology innovations in US and nonUS firms’, evaluated the diffusion of information technologies that are transforming HR service-delivery and revealed that the modest correlation between the number of acquired Information Technologies (IT) and HR-transactions automation supports the general call for more formalized HR-technology strategies at the firm level to coordinate purchasing and implementation decisions. Hussain ZI (2002) in his article stated that HRIS can help large or small businesses. By organizing the payroll, benefits and employee information among other things, it’s imperative to stay current on any changes to this software. Keeping the HR information system secure and compliant with other software should be the most important aspect. (International Journal of Research in Economics Social Sciences 52 http://www.euroasiapub.org ) The emergence of Information Technology, especially internet-enabled technology has affected and enhanced many management areas that include HR management. The decreasing costs of computer technology versus the increasing costs of employee compensation and benefits made acquisition of computer-based HR systems (HRIS) a necessary business decision. Resource Information Systems in Jordanian Universities ABSTRACT The main purposes of this study are to explore the extent to which public Jordanian universities have adopted Human Resource Information System (HRIS) and to examine the current HRIS uses, benefits and barriers in these universities. A structured questionnaire was constructed based on other previous studies; it also pre-tested, modified and translated to capture data from HRIS users in Jordanian universities. The main findings of this study revealed that the quick response and access to information were the main benefits of HRIS implementation. While the insufficient financial support; difficulty in changing the organization’s culture and lack of commitment from top managers were the main HRIS implementation barriers. The present study provides some insights into the performance and applications of HRIS in Jordanian universities that could help Human Resource Management (HRM) practitioners to get a better understanding of the current HRIS uses, benefits and problems, which in turn, will improve the effectiveness of HRIS in Jordanian universities. (http://www.google.com.ph/url?sa=trct=jq=related+studies+of+hrissource=webcd=8cad=rjaved=0CFgQFjAHurl=http%3A%2F%2Fjournal.ccsenet.org%2Findex.php%2Fijbm%2Farticle%2Fdownload%2F7638%2F5867ei=JjeGUPzYA-qNmQW3uIHQAQusg=AFQjCNHTHGH-AykQNcyM-sDYPla0MI9RHA) Human Resource Information System The system that seeks to combine the task and activities involved with human resource management and information technology (IT) into one universal database through the use of enterprise resource planning (ERP) software. The goal and objectives of HRIS is to combine the different parts of human resources including payroll, labor productivity, and benefit management into a less capital-intensive system than the mainframes used to manage activities in the past. Which is also called Human Resource Management Systems (HRMS). The Human Resource Information System is a database software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Generally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities one need in one company. Figure1.HRIS Human Resources Information System is a system that lets you keep track on all of employees and information about them. This is basically done in a database or, more often, in a series of inter-related databases. These systems include the employee name and contact information and all or some of the following: department, job title, grade, salary, salary history, position history, supervisor, training completed, special qualifications, ethnicity, date of birth, disabilities, veteran’s status, visa status, benefits selected, and more. (http://managementdemand.com/2012/07/hris/) How can HRIS contribute value to the organization? An HRIS serves two major purposes in organizations: HR Administrative and Operational Role: The first purpose of an HRIS is to improve the efficiency with which data on employees and HR activities is compiled. Many HR activities can be performed more efficiently and with less paperwork if automated. When on-line data input is used, fewer forms must be stored, and less manual record keeping is necessary. Much of the reengineering of HR activities has focused on identifying the flow of HR data and how the data can be retrieved more efficiently for authorized users. Workflow, automation of some HR activities, and automation of HR record keeping are key to improve HR operations by making workflow more efficient. HR Strategic Role: The second purpose of an HRIS is more strategic and related to HR planning. Having accessible data enables HR planning and managerial decision making to be based to a greater degree on information rather than relying on managerial perception and intuition. For example, instead of manually doing a turnover analysis by department, length of service, and educational background, a specialist can quickly compile such a report by using an HRIS and various sorting and analysis functions. Human resource management (HRM) has grown in strategic value in many organizations; accordingly, there has been an increased emphasis on obtaining and using HRIS data for strategic planning and human resource forecasting, which focus on broader HR effectiveness over time. What are the Uses of an HRIS? An HRIS has many uses in an organization. The most basic is the automation of payroll and benefit activities. With an HRIS, employees’ time records are entered into the system, and the appropriate deductions and other individual adjustments are reflected in the final paychecks. As a result of HRIS development and implementation in many organizations, several payroll functions are being transferred from accounting departments to HR departments. Beyond these basic activities, many other HR activities can be affected by the use of an HRIS. Figure2. Uses of Human Resource Information System (http://www.nmatec.com/hrwise/what) REVIEW OF RELATED SYSTEMS ASSESSMENT OF SUPPORT AND BENEFITS OF HRIS IN MEDIUM-SCALE TEXTILE INDUSTRIES ABSTRACT In the current fast-paced global competitive business environment, the efficient and effective management of human capital is an immense challenge to the human resource departments Information systems contributes to improve the organizational performance, and enhance the competencies of human resource professionals. This paper aims to assess and establish the support levels and the benefits of the human resource information systems in the medium scale textile industries. As a core part of the study, the primary data was collected from the selected of respondents of textile companies who are using human resource information systems with the help of a survey questionnaire. The data analysis that was performed using cumulative weighted average technique concludes highly moderate support levels of human resource information systems exists in the medium-scale textile industries and they are able to attain only 2/3 of the benefits. Further the research, based on an evolutionary view of computing growth suggests improvements in the human resource information systems in order to gain the competitive advantage and to maximize the benefits. (International Journal of Research in Economics Social Sciences 52 http://www.euroasiapub.org ) THE ROLE OF HUMAN RESOURCE INFORMATION SYSTEMS IN HUMAN RESOURCE PLANNING IN PRIVATE SECTOR ORGANIZATIONS IN SRI LANKA ABSTRACT Human Resource Information System (HRIS) has become one of most vital information systems in the market. This study focuses on the role of HRIS in human resource planning (HR) in private sector organizations in Sri Lanka. The purpose is to explore the functionality and contribution of HRIS in HR planning through HRIS recruiting and training development subsystems as perceived by senior HR executives in Sri Lankan private sector organizations. A pilot survey was carried out to identify the problem using structured interviews with Heads of HR of three selected private companies. A structured questionnaire was used to collect data from senior HR executives of selected private sector companies in Sri Lanka. Answers received from 89 respondents were analyzed. The overall response rate was 48 percent. The deductive mode of reasoning, cross-sectional study and quantitative techniques were selected as research methods. The results of the survey showed that the most frequently accepted HRIS feature is training needs analysis (TNA) and that there is high positive correlation between HRIS job analysis and the effectiveness of HR planning. Most Sri Lankan private sector organizations perceived the contribution to efficiency of HR planning through HRIS skill inventory, HRIS TNA, HRIS training program evaluation, HRIS succession planning, HRIS labor demand and supply analysis and decision-making, as the greatest contribution of HRIS. This study shows that HRIS needs to offer more intelligent capabilities to increase the effectiveness of HR planning. HRIS vendors need to win the trust of HR professionals through enriching features and increasing the awareness and usage of HRIS in HR planning, especially its effectiveness. DEVELOPMENT OF HR INFORMATION SYSTEM FOR AN AEROSPACE INDUSTRY ABSTRACT The usage of a proper HR Information System (HRIS) has always been an important contribution for the HR (HR) operation in any organisation to work effectively. HR is one of the important functions of any industry. Hence it is important to keep this function equally efficient and effective compared to other operations in an organisation. One of the factors which contribute to the proper functioning of HR operation is data. Storing, analysing, processing and retrieving of data for decision making become necessary in this context. In the current study, the existing manual systems and processes in the HR department has been studied and observed. By studying the various processes with the help of tools like flow charts, use cases and data flow diagrams various parameters has been analysed. The HRIS has been designed using object oriented analysis and design methodology along with PHP version 5.0 for the front end and MySQL as backend database. Various forms like employee information, leave approval has been designed. Partial implementation of HRIS with Leave Management System as one of the modules has been carried out. Various reports like new and existing employees, leave pending/approval has been created. The HRIS has been implemented against the existing system on internal server with Windows operating system which reduced 49.24% of time compared to the existing system. The developed HRIS will help the organisation to effectively store employee data more securely and accurately. This study can be further extended in implementation of other modules of HRIS like recruitment, training, and development, compensation, benefits and payroll. (http://www.msrsas.org/docs/sastech_journals/archives/May2011/8.pdf) HUMAN RESOURCES FOR PUBLIC HEALTH IN INDIA – ISSUES AND CHALLENGES Deoki Nandan*, K.S. Nair** and U.Datta*** Availability of adequate number of human resources with suitable skill mix and their appropriate deployment at different levels of health care set-up are essential for providing an effective health care service for the population. Since independence, concerted efforts have been made to address the need for human resources for health in India. However, shortage exists in all categories of human resources at different levels. Ensuring the availability of human resources for health in rural areas and building their capacity in public health are daunting tasks. Future challenges include planning for human resource for public health at State/national level, framing of State specific human resource development and training policy, creation of human resource management information system, reorientation of medical and para-medical education and ensuring proper utilization of the trained manpower and standardization of training. It is also important to link human resource development and trai ning policy to the National Rural Health Mission in achieving its goals. (http://medind.nic.in/hab/t07/i4/habt07i4p230.pdf)

Women and Interfaith Dialogue :: Essays Papers

Women and Interfaith Dialogue The word dialogue implies a personal encounter, a meeting face to face, where the aim is not to change the other partner in the dialogue, but to risk being changed through the process. For women, the main point of dialogue is to build relationships or to conserve them. "Dialogue among women are more life-oriented; they come out of actual experiences, and they are more clearly oriented to bringing about concrete changes in perception and practice at the very basic level of the lives of people." Women's dialogical practice is an alternative to the traditional men's approach. Most men approach their religious tradition primarily with an intellectual, theological, and doctrinaire commitment. Women's religious positions, however, are not as strict as men's. They initiate discussion, reflection, dialogue, and different opinions. It accentuates the diversity of life styles, types of thinking, tolerance and freedom in expressing individuals' ambitions, and it distinguishes the unique charact er of personalities. There are discernible differences between men and women in their approach to and practice of dialogue; however, these generalizations are not made to stereotype all men as exclusively intellectual and dogmatic and all women as experiential and instinctive. This is not an attempt to idealize women and the dialogue among them; it is only to emphasize the distinctive features that characterize dialogue among women, and introduce some of the conflicts and obstacles that arise. The first unique characteristic of dialogue is the ability of a group of women from all different religious traditions to bond. Women develop interfaith understanding through their relationships with other women. Women tend to know the person first and her faith second. It is through such intentional relationship building that women relate to each other best. In experiencing the other, women also come to know themselves better. They are able to confirm their own faith, convert to another tradition, or become educated about another religious community that exists. As a result, interfaith dialogue enables women to understand each other, other faiths, and their own traditions. In a meeting of men, such a diverse group might have become rather controversial. The second factor is women's flexible approach in representing their traditions. In religious dialogue women tend to make contributions based on the content of their religion in scripture and tradition without being defensive or obstinate. In general, women seem to have a more tolerant understanding of religion, while most men approach their religious tradition as a responsibility that has become part of their understanding of life and reality.

Examine How Market Equilibrium Is Determined and Explain

Market Equilibrium- Asifa Kwong Examine how market equilibrium is determined and explain why governments intervene in markets. Use diagrams to illustrate your answer. Equilibrium refers to the idea that there is no tendency to change, and market equilibrium is a situation where the price and the quantity supplied and the quantity demanded of a particular good are equal. The interaction between demand and supply can change the price mechanism which determines the prices and quantity of the goods and services that will be bought and sold in the market.When there’s no tendency to change in price or quantity, it means that there’s no surplus or shortage of goods and services in the market (diagram 1). If there’s any mismatch in supply and demand, it will be balanced by changes in price and quantity demanded or supplied. When there’s a surplus of goods and services, there will be a decrease in demand, where supply will be greater than demand, price will fall wh ere firms cut prices to sell surplus and there will be a contraction of supply and an extension of demand.When there’s a shortage of goods and services, consumers bid up prices competing for the available quantity supplied of goods and series, where there’s an extension of supply and a contraction of demand ad there will be a re-established equilibrium price at a higher rate. Increase in demand will lead to a shift in the demand curve to the right where it will raise both equilibrium price and quantity. When there’s a decrease in demand, the demand will shift to the left where price will drop and there will be an extension in demand and a contraction in supply.An increase in supply will shift supply to the right, it will lower the equilibrium price and raises the equilibrium quantity. There will be an extension in demand and a contraction in supply. A decrease in supply will shift supply to the right where there will be a raise in the equilibrium price and lower s the equilibrium quantity. When the market prices for goods and services in the product markets is considered to be too high or too low, market failure may occur where the price mechanism may take account of private benefits and costs of production but doesn’t take into account social cost and benefits.This is when the government intervenes in the market. When the government feels that the market determined price for some goods and services is too high or too low, the government may intervene in the marketplace in order to make changes to these goods and services. Governments impose price ceiling and floor prices in order to intervene the market prices. Price ceiling is the maximum price that can be charged for a good or service. For example, the petrol prices in the market maybe too high so the government would set a ceiling price that it can’t be higher than a particular amount.Floor price refers to the minimum price that can be charged for a particular good or serv ices, it is established below market equilibrium. For example, the government may think that the market price for wheat is too low, so it may impose a floor price which will lead to an increase in the price of wheat and the market will be in disequilibrium. There are often failure of private sector to provide goods and services. The government may intervene in order to encourage the provision of merit goods like public education that have positive externalities, through subsidies to consumers to lower prices and increases consumption.Provision of public good, e. g. public road and police services, are not provided by individual firms at all, so the government intervenes to supply these public goods and finances them with its tax revenue. Protection of the environmental goods like air, water is intervening by the government where government may set taxes like the carbon tax to control the pollution level. In a government influence market, we would have pure competition in the marketp lace where there’s no government intervention at all.This shows that no one in the market has the power to influence the market outcomes directly. The prices of the market will be determined by its supply and demand in the market system. With a regulated market where there’s government intervention, the price mechanism can be changed depending on the government influence. Therefore, a regulated market can be controlled so that it can be more secured and safe where the price of goods and services is at a rage that people in the economy can effort so that our standard of living can increase.

Taking a Lookat Hepatitis C Virus - 1718 Words

Globally, an estimated 150 million people have been infected with hepatitis C virus (HCV). HCV is the major cause of cirrhosis and liver cancer and one of the most common indications for liver transplantation (Simmonds, 2004).There is serious concern about the growing problem of the HIV and HCV prevalence in Africa, where the major route of transmission of HIV is through the sexual route. Co-infection with HCV and HIV is common due to shared routes of transmission – via blood and blood products and sharing of needles for injecting drugs. About 40 million people are estimated to be infected with HIV worldwide of which approximately 4-5 million are co-infected with HCV (Alter, 2006). Co-infection with HIV and HCV are common due to shared routes of transmission, however, there are differences in the ways that these viruses are transmitted in the developed and developing countries (Ocama and Seremba, 2011). Burden of HIV and HCV co-infections in Africa There have been a number of studies in Africa that have investigated the prevalence of HIV and HCV co-infections in various countries in Africa. Generally, the distribution of HIV and HCV co infections in different regions of Africa differs by countries. The prevalence of HIV and HCV co-infections range from as low as 0% to 99.7% (Table 1). The Northern African region for example is the most affected by HCV with Egypt having prevalence rates as high as 20% in the general population (WHO, 2003) in contrast, there was no