HUMAN RESOURCE MANAGEMENT participants seeks to attain both

Human: refer to the skilled workforce in individual and group goals.

the organization. ✓ According to Flippo ―HRM is the
Resource: refer to limited availability or planning, organizing, directing and
scarce controlling of the procurement,
Management: refer to refer to development, compensation,
maximize or proper utilization and integration, maintenance and
make the best use of limited and a reproduction of human resources to the
scarce resource. end that individual organizational and
Human Resource Management societal objectives are accomplished.
✓ all the people who work in an Nature of Human Resource
organization called personnel Management
✓ concerned with hiring, motivating, ✓ HRM involves the application of
and maintaining people in an management functions and principles.
organization. ✓ Decision relating to employees must
✓ concerned with procurement, be integrated.
development, compensation, ✓ HRM functions are not confined to
integration and maintenance of the business establishments only.
personnel of an organization for the ✓ The main aim of HRM is optimum
purpose of contributing towards the utilization of employees.
accomplishments of the organization’s Scope of Human Resource Mngt.
objectives. HR Planning
✓ ensures satisfaction of employees so ✓ Ensures right types of persons at the
as to get maximum contribution of right time at the right place.
employees for the achievement of ✓ prepares inventory to assess present
organizational objectives. and future needs, availability and
✓ According to the Invancevich and possible shortages in human resource
Glueck, “HRM is concerned with the ✓ develops strategies both long-term
most effective use of people to achieve and short term, to meet the man-power
organizational and individual goals. It is requirement.
the way of managing people at work, so Design of Organization and Job
that they give their best to the Analysis
organization”.
✓ Laying down organization structure,
✓ According to Dessler (2008) the
authority, relationship and
policies and practices involved in responsibilities.
carrying out the “people” or human
✓Job description and job specifications
resource aspects of a management
position, including recruiting, ✓ Job analysis is the systematic
screening, training, rewarding, and process for gathering, documenting,
appraising comprises of HRM. and analyzing data about the work
✓ According to Armstrong (1997), required for a job. Job analysis is the
procedure for identifying those duties or
defined as ―a strategic approach to
behaviour that defines a job.
acquiring, developing, managing,
Examples of Job Description
motivating and gaining the commitment
Job Title: Human Resources Assistant
of the organization‘s key resource – the
Job Description:
people who work in and for it.
This position reports to the Human
✓ According to Dale Yoder ―the Resources (HR) director and interfaces
management of human resource is with company managers and HR staff.
viewed as a system in which Company XYZ is committed to an
employeeorientated, high performance employees put their maximum efforts in
culture that emphasizes work.
empowerment, quality, continuous HR Roles and Responsibilities
improvement, and the recruitment and ✓ The role of HRM is to plan, develop
ongoing development of a superior and administer policies and programs
workforce. designed to make optimum use of an
Recruitment and Selection/Staffing organizations human resources.
✓ Recruitment is the process of ✓ According to R.L Mathis and J. H.
preparing advertisements on the basis Jackson (2010), the nature and extent
of information collected from job of HR roles depend on both what upper
analysis and publishing it in management wants HR management
newspaper. to do and what competencies the HR
✓ Selection is the process of choosing staff have demonstrated.
the best candidate among the ✓ Pat Mc Lagan has suggested nine
candidates applied for the job. roles that are played by HR
✓ This involves matching people and practitioners:
their expectations with which the job 1. Recommend long term strategies to
specifications and career path available support organizational excellence and
within the organization. endurance.
Training and Development 2. To design and prepare HR systems
✓ Attempt to find out training needs of and actions for implementation
the individuals to meet the knowledge 3. To facilitate the development and
and skill which is needed not only to implementation of strategies
perform current job but also to fulfil the 4. To create a positive relationship with
future needs of the organization. the customer’s by providing them with
✓ Training is provided to both new and the best services.
existing employees to improve their 5. To identify the learning needs hence
performance. to design and develop structured
Performance Appraisal/Evaluation learning programmes and materials.
✓ Performance check is done of every 6. To enable the individuals and groups
to work in new situations
employee by Human Resource
7. To help employees to assess their
Management or Head of Office.
competencies, values and goals so that
Promotions, transfers, incentives, and
they can identify, plan and implement
salary increments are decided on the
development plans.
basis of employee performance
8. Assists the individual employee to
evaluation.
add values in the workplace and to
Orientation and Induction
focus on the interventions and
✓ Selected candidate informed about interpersonal skills for helping people
the organization‘s background, culture, change and sustain change.
values, and work ethics. 9. Assesses the HRD practices and
Compensation and Benefits programmes and their impact
✓ This is the area of wages and HR Managers also perform the
salaries administration. following roles:
✓ Human Resource Management to The Conscience Role. Reminds the
plan compensation and remunerate. management of its morals and
Motivation obligations which they have towards
✓ Human Resource Management tries their employees.
to keep employees motivated so that The Counsellor: HR manager act as a
counsellor for the employees who are
not satisfied with the present job; facing The Changing Roles of HRM
various other problems - offers ✓ Traditionally the HRM function dealt
suggestions to solve/overcome the with or provided leadership and advice
problems. to deal with all employee centric issues
The Mediator: Act as peace-maker in an organisation. It dealt with
and settles the disputes between employee onboarding, recruitment,
employees and the management. The remuneration, organisational
Spokesman: Act as a spokesman for development, performance
or representative of the company as management, safety, succession
well as for the employees. The planning, and wellness of employees,
Problem-solver: Solves the issues communication, administration,
related to the HRM and overall long training, and maintaining the
range organizational planning. motivational level of employees.
The Change Agent: He acts as a ✓ With the changing times, the focus of
change agent and brings changes in HRM is also changing. HRM is slowly
various existing programmes so as to moving away from the traditional
keep the organisation and employees administration, personnel, and
update as according to the current transactional roles as these are either
scenario. outsourced or fully automated with
Functions of HRM exception based business rules.
✓ The function is now expected to
perform value added tasks by
strategically utilising employees and
ensuring that the various employee
programs are recommended and
implemented in a positive manner
which impacts the business in
measurable ways.
STRATEGIC PARTNER mindset, capability, and competitive
HR staff should think like business advantage
people. Know accounting and financial, 4. Process Skills.
and be accountable and responsible to ✓ HR professionals should be
all HR processes. competent in key corporate processes
and understand management process
Competencies to become Strategic critical to different units.
Partner ✓ Understand key process skills such
1.Leadership competencies. as consulting, problem solving,
✓ Understand the nature and styles of evaluation/diagnosis, workshop
leadership and display appropriate design, and facilitation.
leadership characteristics in ✓ Understand key process skills such
performance of professional as consulting, problem solving,
responsibilities. evaluation/diagnosis, workshop
-Individual design, and facilitation.
-Team ✓ Facilitate and manage organizational
-Unit or Organization
change.
2. Knowledge of Business.
✓ Balance, integrate, and manage
✓ Understand corporate business –
under conditions of uncertainty and
structure, vision and values, goals,
paradox.
strategies, financial, and performance
4. Technology.
characteristics.
Understand internal and external ✓ Maintain HR documentation using
customers. knowledge management and
3. Strategic Thinking. technology.
✓ Understand and apply strategic ✓ Build firm’s capability using
planning process. Able to select, information systems.
design and integrate HR systems or ✓ Provide training in use of technology.
practices to build organizational
ADMINISTRATIVE EXPERT 2. Premium Pay – Is an overtime pay
Work to improve organizational for rest days and official holidays.
processes and deliver basic HR Employees shall be paid additional
services. compensation from the rate of the first
EMPLOYEE ADVOCATE 8 hours on a holiday or rest day plus at
Establish the organizational culture and least 30%.
climate in which people have Regular Holidays
competency, concern and commitment - New Year
to serve the customers well. - Maundy Thursday
Create a work environment in which - Good Friday
people will choose to be, motivated, - Araw ng Kagitingan
contributing, and happy. - Labor Day
- Independence Day
Causes in the HR Changing Role: - National Heroes Day
1. Globalization. - Bonifacio Day
The tendency of the organization to - Christmas Day
extend new market abroad. - Rizal Day
2. Technological Advancement. Special Holidays
Technology has been forcing and - Ninoy Aquino Day
enabling firms to become more - All Saint’s Day
competitive (skilled employee, - All Souls Day
empowerment) - Feast of the Immaculate Conception
3. Nature of Work. of Mary
Human capital (knowledge, education, - Last Day of the Year
training, skills and expertise) provides - Christmas Eve
competitive advantage. - Chinese New Year
4. Workforce Diversity. - Black Saturday
Increased diversity provide challenges 3. Night Shift Differentials – Applies
to HR management. to employees who work between 10:00
PM to 6:00 AM. Additional 10%
Legal Issues in HRM premium applied for every hour at work.
Data Privacy Act (RA 10173) – 4. 13th Month Pay – Entitled to
protects and maintain the right of received provided that they work at
customers to confidentiality by setting least 1 month during calendar year. It
legal list of rules for companies to should be given not later than
regulate the collection, handling, and December 24 of every year.
disposal of all personal information. 5. Separation Pay – Given to
Improper/unauthorized processing, employees who are terminated from
handling, or disposal of information can the company. The only exception are
be penalized by imprisonment up to 6 those terminated because of
years and fine not less than misconduct or crime involvement.
P500,000.00 6. Retirement Pay – Given to
employees who reached at the age 60
Wage and Compensation Benefits years for optional retirement and age of
1. Overtime Pay – The employee 65 years for compulsory and those who
renders service beyond the schedule served at least 5 years (15 yrs gov’t)
indicated in the contract will be given
additional compensation equivalent to Leave Benefits
regular wage at least 25% premium. 1. Service Incentive Leave – Article
95 of the Labor Code says that an
employee who worked for a year is Mandatory Government
entitled to 5 days SILs with full pay. This Contributions
can be used for vacation or sick leave. 1. SSS – Social Security System
2. Parental Leave serve as an insurance program set by
a. Maternity – Pregnant women may the government to all wage earners
be granted a maternity leave two weeks from the private institutions.
prior her due date and four weeks after Government Service Insurance
normal delivery or miscarriage with full System (GSIS) – for government
pay based on regular salary. employees
105 days with pay for government Benefits from SSS are sickness,
employees maternity, disability, retirement
b. Paternal – Grants of 7 fully paid (pension), death cash grant, funeral
leave to married fathers. This is grant, and salary loan.
effective up to 4 deliveries of the 2. PhilHealth – serves as health
legitimate wife/spouse. (Paternal insurance program for private and
Leave Act or RA No. 8187) government employees providing
3. Solo Parent – Solo or single financial aids and services privileges
mothers and fathers have 7 days leave for health care.
with pay on top of other leave like 3. Pag-IBIG – allows you to avail
maternity or paternity leave. housing loan, multi-purpose loan,
4. Special Leave Benefits for Women calamity loan, secured savings.
a. Magna Carta for Women – this Anti-discrimination Laws in the
entitles to women who underwent Workplace
surgery with two months leave with full 1. Magna Carta for Women (RA 9710)
pay. (Magna Carta of Women or RA 2. The Anti-Age Discrimination in
9710). Employment Act (RA 10911)
b. Leave for Women and their 3. The Magna Carta for PWD (RA
Children who are Victims of Violence 7277)
– entitled for 10 days leave with full pay. 4. The Solo Parents’ Welfare Act (RA
(Anti-Violence Against Women and 8972)
their Children Act or RA 9262). 5. The Indigenous People’s Right Act
5. Bereavement Leave – additional 3 (RA 8371)
days time off for the death family 6. The Anti-Sexual Harassment Act
members (mother, father, siblings, and (RA 7877)
children). It is must be noted that this is 7. The Mental Health Act (RA 11036)
not a paid leave. 8. The Phil. HIV and AIDS Policy Act
(RA 11166)
10-Day VAWC Leave
(RA No. 9262 / CSC MC No. 15, s.
2005)
Rehabilitation Privilege
(Sec. 55, Rule XVI, Omnibus Rules
Implementing E.O. No. 292)
Spec. Leave Benefits for Women
(RA No. 9710 / CSC MC No. 25, s.
2010)
Spec. Emergency (Calamity) Leave
(CSC MC No. 2, s. 2012, as amended)
Adoption Leave
(R.A. No. 8552)
 JOB ANALYSIS 6. Job evaluation
Job 7. Job design
•A job may be defined as a"collection or 8.Performance appraisal
aggregation of tasks, duties and 9.Career planning
responsibilities which as a whole, are 10. Safety and health
regarded as a regular assignment to Steps/stages/process/ procedure in
individual employees". Job Analysis:
•In other words, when the total work to 1. Collection of background information
be done is divided and grouped into 2.Selection of representative job to be
packages, we call it a "Job" analyzed
•Each job has a definite title based 3.Collection of job analysis data
upon standardized trade specifications 4.Job Description
within a job; two or more grades may be 5.Developing job specification
identified, where the work assignments Techniques of Job Analysis Data
may be graded according to skill, the 1. Personal observation
difficulty in doing them, or the quality of 2. Sending out questionnaires
workmanship. Further, a job may 3. Maintenance of log records
include many positions, for a position is 4. Conducting personal interviews
a job performed by, related to, a
particular employee. Components of Job Analysis
Job analysis 1. Job Description
•It is a systematic analysis of each job •The preparation of job description is
for the purpose of collecting information necessary before a vacancy is
as to what the job holder does, under advertised. It tells in brief the nature of
what circumstances it is performed and a job. In other words, it emphasizes the
what qualifications are required for job requirements.
doing the job. Definition of Job Description
Definition of job analysis • Edwin Flippo: "Job Description is an
•Edwin Flippo: "Job analysis is the organized factual statement of the
process of studying and collecting duties and responsibilities of a specific
information relating to the operations job. It should tell what is to be done,
and responsibility of a specific job". how it is done and why."
•Harry Wylie: "Job analysis deals with Details given in Job Description
the anatomy of the job. This is the •Job title
complete study of the job embodying •Organizational location of the job
every known and determinable factor, •Supervision given and received
including the duties and responsibilities •Materials, tools, machinery and
involved in its performance; the equipment worked with
conditions under which performance is •Designation of the immediate
carried on; the nature of the task; the superiors and subordinates
qualifications required in the worker; •Salary levels: Pay, DA, other
and the conditions of employment, allowances, bonus, incentive wage,
such as pay hours, opportunities and method of payment, hours of work,
privileges" shift, break etc.
USES OF JOB ANALYSIS •Definition of unusual terms
1.Human resource planning •Conditions of work: Location, time,
2.Recruitment speed of work, accuracy, health
3.Selection of personnel hazards, accident hazards
4.Training and development •Training and development facilities
5.Organization audit
•Complete list of duties to be performed Important Goals of Job Design
separated according to daily, weekly, •To meet the organizational
monthly and casual, estimated time to requirements such as higher
be spent on each duty productivity, operational efficiency,
•Promotional chances and channels quality of product/service etc. and
•To satisfy the needs of the individual
2. Job Specification employees like interests, challenges,
•Job specification is based on job achievement or accomplishment, etc.
description. It is a written statement of Poorly Designed job Design often lead
qualifications, traits, physical and to:
mental characteristics that an individual •Boredom
must possess to perform the job duties • Increased turnover
and discharge responsibilities •Reduced motivation
effectively. •Low levels of job satisfaction
Definition og Job Specification •Less than optimal productivity
•Edwin Flippo: "Job Specification is a •Increase in organizational costs
statement of minimum acceptable •A job may be defined as a"collection or
human qualities necessary to perform aggregation of tasks, duties and
a job properly". responsibilities which as a whole, are
Job Specification Covers regarded as a regular assignment to
•Educational and professional individual employees".
qualifications •In other words, when the total work to
•Skills be done is divided and grouped into
•Practical experience packages, we call it a "Job"
•Physical fitness •Each job has a definite title based
•Special qualities required for upon standardized trade specifications
performing the job within a job; two or more grades may be
•Intelligence, judgement and initiative identified, where the work assignments
required for performing the job may be graded according to skill, the
difficulty in doing them, or the quality of
JOB DESIGN workmanship. Further, a job may
•Job design is defined by Michael include many positions, for a position is
Armstrong, "as the process of deciding a job performed by, related to, a
on the content of a job in terms of its particular employee.
duties and responsibilities; on the JOB ANALYSIS
methods to be used in carrying out the •It is a systematic analysis of each job
job, in terms of techniques, systems for the purpose of collecting information
and procedures and on the as to what the job holder does, under
relationships that should exist between what circumstances it is performed and
the job holder and his superiors, what qualifications are required for
subordinates and colleagues". doing the job.
•Ibid, "Job Design is the process of DEFINITION OF JOB ANALYSIS
deciding on the contents of a job in •Edwin Flippo: "Job analysis is the
terms of its duties and responsibilities, process of studying and collecting
on the methods to be used in carrying information relating to the operations
out the job, in term of techniques, and responsibility of a specific job".
systems and procedures and on the •Harry Wylie: "Job analysis deals with
relationships that should exist between the anatomy of the job .. This is the
the jobholder and his superiors, complete study of the job embodying
subordinates and colleagues". every known and determinable factor,
including the duties and responsibilities •Materials, tools, machinery and
involved in its performance; the equipment worked with
conditions under which performance is •Designation of the immediate
carried on; the nature of the task; the superiors and subordinates
qualifications required in the worker; •Salary levels: Pay, DA, other
and the conditions of employment, allowances, bonus, incentive wage,
such as pay hours, opportunities and method of payment, hours of work,
privileges" shift, break etc.
USES OF JOB ANALYSIS •Definition of unusual terms
1.Human resource planning •Conditions of work: Location, time,
2.Recruitment speed of work, accuracy, health
3.Selection of personnel hazards, accident hazards
4.Training and development •Training and development facilities
5.Organization audit •Complete list of duties to be performed
6. Job evaluation separated according to daily, weekly,
7. Job design monthly and casual, estimated time to
8.Performance appraisal be spent on each duty
9.Career planning •Promotional chances and channels
10. Safety and health
Steps/stages/process/ procedure in 2. Job Specification
Job Analysis: •Job specification is based on job
1. Collection of background information description. It is a written statement of
2.Selection of representative job to be qualifications, traits, physical and
analyzed mental characteristics that an individual
3.Collection of job analysis data must possess to perform the job duties
4.Job Description and discharge responsibilities
5.Developing job specification effectively.
Techniques of Job Analysis Data Definition og Job Specification
1. Personal observation •Edwin Flippo: "Job Specification is a
2. Sending out questionnaires statement of minimum acceptable
3. Maintenance of log records human qualities necessary to perform a
4. Conducting personal interviews job properly".
Components of Job Analysis Job Specification Covers
1. Job Description •Educational and professional
•The preparation of job description is qualifications
necessary before a vacancy is •Skills
advertised. It tells in brief the nature of •Practical experience
a job. In other words, it emphasizes the •Physical fitness
job requirements. •Special qualities required for
Definition of Job Description performing the job
• Edwin Flippo: "Job Description is an •Intelligence, judgement and initiative
organized factual statement of the required for performing the job
duties and responsibilities of a specific
job. It should tell what is to be done, JOB DESIGN
how it is done and why." •Job design is defined by Michael
Details given in Job Description Armstrong, "as the process of deciding
•Job title on the content of a job in terms of its
•Organizational location of the job duties and responsibilities; on the
•Supervision given and received methods to be used in carrying out the
job, in terms of techniques, systems
and procedures and on the - Requires less training
relationships that should exist between - Less costly unskilled labour
the job holder and his superiors, - Increase in speed
subordinates and colleagues". Job Enlargement
•Ibid, "Job Design is the process of • It involves the addition to or expansion
deciding on the contents of a job in of tasks in the job and job becomes a
terms of its duties and responsibilities, meaningful operation.
on the methods to be used in carrying • It is the strategy adopted by many
out the job, in term of techniques, organizations to combat the ill-effects
systems and procedures and on the of division of labour.
relationships that should exist between •Its focus is on enlarging the contents
the jobholder and his superiors, of jobs by adding tasks and
subordinates and colleagues". responsibilities.
Important Goals of Job Design It involves expansion of the scope and
•To meet the organizational width of the job by means of assigning
requirements such as higher certain closely related operations.
productivity, operational efficiency, •E.g. a clerk in an office doing typing
quality of product/service etc. and work may be also assigned tasks of
•To satisfy the needs of the individual drafting simple letters, sorting mail and
employees like interests, challenges, filling of papers. This will reduce his
achievement or accomplishment, etc. boredom and make him satisfied with
Poorly Designed Job Design often the job. His efficiency will also improve.
lead to: It is a direct outgrowth of Herzberg's
•Boredom Two Factor Theory of Motivation.
• Increased turnover •It is therefore based on the assumption
•Reduced motivation that in order to motivate personnel, the
•Low levels of job satisfaction job itself must provide opportunities for
•Less than optimal productivity achievement, recognition,
•Increase in organizational costs responsibility, advancement and
growth.
Techniques of Job design •It involves the vertical expansion of
•Job Rotation jobs by increasing the amount of
•Job Enrichment worker responsibilities associated with
•Job Simplification the positions. e E.g. a worker who
•Job Enlargement previously only loaded boxes for
delivery into a trailer may be given the
Job Simplification responsibility of verifying that the
This requires that jobs be broken down customer order is correct.
into their smallest units and then •Through job enrichment, autonomy,
analyzed. Each resulting subunit responsibility and control becomes part
typically consists of relatively few of a worker's job.
operations. These subunits are then • This in turn leads to greater feelings of
assigned to workers as their total job. satisfaction, higher motivation and
This is done so that employees can do increased productivity.
these jobs without much specialized
training. Many small jobs can also be Job Rotation
performed simultaneously, so that the • This refers to the movement of an
complete operation can be done more employee from one job to the another
quickly. Time and motion studies are over a designated period of time.
often used for work simplification
•Jobs themselves are not actually need satisfaction through what is called
changed, only the employees are job enrichment.
rotated among various jobs. •There are many different approaches
•An employee who works on another to job enrichment, yet all of them
job for some days or months and attempt to help the job incumbent
returns back to the first job. satisfy personal needs while
•This would relieve the employee from performing the job.
boredom and monotony, improves the •One widely publicized approach to job
employee's skills regarding various enrichment uses the "Job
jobs and prepares the employee to Characteristics Model". This model is
meet the contingencies. based on the view that three key
•This is also intended to improve psychological states of a job incumbent
worker's self-image and provides affect motivation and satisfaction of the
personal growth. job.
•However, job rotation can have a very 3 States are:
limited potential. Experienced meaningfulness - worth
•It does not change the basic nature of of the work
jobs. Rather an employee is asked to Experienced responsibility
perform several monotonous jobs in Knowledge of results —
place of a single job. Understanding how effectively he/she
•Therefore, the employees who want a is performing the job
challenging and satisfying job still feel The more these three states are
frustrated. experienced, the more job incumbent
•Moreover, frequent rotation of will feel internal work motivation.
employees may cause interruptions in
the work routine of the organization. Socio-Technical System Approach
•This approach calls for the decision of
Approaches to Job Design work systems that would foster a
Scientific Management Approach meshing of the technical and social
•The earliest approach to job design is aspects of jobs.
the rational approach or industrial • In order to create jobs, which have this
engineering approach propounded by supportive relationship, work teams,
F. W. Taylor, the father of Scientific not individual jobs, must be studied.
Management. •Job design through socio-technical
•The standardization of jobs into the approach requires the combined efforts
single best way by which they can be of employees, supervisors and union
performed. The training of workers in representatives in analyzing significant
the single best way to perform the job. job operations.
•The specialization of labour leading to •The major thrust of the socio-technical
expertise in small narrow jobs. approach to job design is that both the
•The systematic and specific technical system and the
determination of job description for accompanying social system should be
each job. considered when designing jobs.
• Monetary compensation should be
used to reward successful performance Manpower Information System
of the job. •According to this concept, jobs should
be designed by taking a "holistic" or
Behavioural approach "systems" view of the entire job
•During 1950s, Herzberg's research situation, including its physical and
popularized the notion of enhancing social environment
•Human resource manager needs •Benefits Preference Surveys
considerable information and data •Benefits Counselling
relating to all areas of HRM. •Cost Control/Productivity
•HR information system provides •Salary Planning
information necessary for planning, •HR planning
controlling, decision making and •Cost of selection per employee
preparing reports. •Absenteeism Analysis Turnover
•The task of analyzing vast amounts of Analysis • Performance Analysis e Cost
HR data has been simplified by the use of salary & Benefit per employee
of computers. This task is from pay-roll •Employee Management
processing to record retention. •Biographical Record
•The human resource information •Maintenance
systems manager must clearly •Work History Maintenance
understand the recordkeeping and •Skill Inventory
reporting requirements before •Internal Job Matching
designing the system. Though the •Job Description
requirements of each employer vary, •Job Analysis
some common reports can be •Work Scheduling
prepared. •Organizational Charting
community, age, marital status,
address, phone numbers, e-mail id,
service dates.
•Personal Porfile: name, gender
•Career Profile: Performance appraisal,
job title changes, job classification
changes, salary changes, promotions,
transfers, career paths.
Skill Profile: Education, training,
certificates, licences, degrees, skills,
hobbies, requested training, interest.
•Benefit Profiles: Insurance coverage,
disability, provisions, pension, profit
sharing, vacation, holidays, sick-leave.

Uses of Human Resource

Information System
•Employment Recruitment
•Tests, Interviews
•Selection
•Labour Relations
•Industrial Relations
•Job attitude surveys
•Safety & health Monitoring
•Training & Development
•Background record maintenance
•Needs assessment for Training &
Development e Training Evaluation e
Course Scheduling
•Benefits
•Benefits Administration