Tag Archives: Management by objectives

Applying The Human Resource Information System To The Company

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As a company manager, you must have heard a lot about HRMS software, which is also known as Human Resource Information Systems. Overall, this program is a kind of Resource Planning software which is especially focused on the human resource problem. With a big company which has a lot of employees, the Human Resource Information System program will help the manager to manage the company’s employees easier and more efficient than the normal traditional method. It will create a big database to help the managers control the human resource problems such as payment, information, salary, outcome, extra work, etc.

A good HRMS has many features that will give the company a good supervisor’s vision so that the managing will be easier than ever. Some complex problems such as tax calculation or government checks will also be dealt with Human Resource Information System software. It will also provide a good look on the financial report as well as other good information so that the manager can make the right decision to develop the company. It will also predict the upcoming situation of the company as well as other great predictions so that the company’s manager can have a glimpse on the company’s planning schedule.

It will provide a lot of information about the personnel matter as well as other reports so that the company will also have a better and efficient way to deal with the problem. With the benefit of this system, the company can cut off some employees to save the running cost.

Usually, to build up a Human Resource Information System may require some time. In fact, many companies have applied this system in order to have a more fluently flow of the workmanship.

To build up a system like that, you will need a lot of information as well as experiences. Don’t worry as there are a lot of companies offering this service at a very low fee. They will give you a full training course which will help you a lot in acquiring the information as well as other things you need to know to apply fluently to the system.

After building up, it may require some months in order to get the system to work perfectly. During this period of time, you will need to constantly check the system whether if it runs smoothly or not. In the beginning state, HRMS will be easier to fix since it has less information in the database.

Top 3 Performance Appraisal Methods And Tools

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There are three principal performance appraisal methods which are used by modern organizations. These are management by objectives, the use of ratings scales and 360° feedback. This post goes through the pros and cons of each.

Management by objectives has been used since the 1950s to evaluate employees in a variety of organizations. Managers and employees establish what objectives the person has severe and then praises whether the goal was achieved successfully or failed. Each of these goals have to be achievable for the individual employee and be given a set deadline by which it is to be achieved. Any failures may result in a set series of productivity improvement plans being applied.

Ratings scales are more commonly used in larger companies as a way of evaluating large numbers of employees. They incorporate the use of a grading system (much like the way school-kids are evaluated) to assess each employee base in a number of different factors. These factors can include performance, leadership, communications, professionalism, etc. This technique can be quite rapidly instigated and implemented on a yearly basis. It also allows companies to compare various employees performing the same tasks more easily. The sole downside however is that technical abilities of individuals will have to be customized as part of the grading system if employees are not being the same roles.

The use of 360° feedback is one of the more popular performance appraisal methods used within consultancy firms. Managers seek out interviews with an individual working with the person being appraised to gain feedback and a broader view of their performance. The individual is usually assessed on a couple of key characteristics or traits (such as performance, professionalism, etc.). The drawback of the technique is the huge volume of interviews that may be required. On the upside, you do get a clear picture of the person’s performance over the space of a year.