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Advantages & Disadvantages of Human Resource Information System | Chron.com - 1 views

smallbusiness.chron.com/e-information-system-2107.html
shared by Minghui Zheng on 22 Nov 12 - No Cached
  • When the decision to build a human resources information systems department is made, examine the options carefully and be aware of technology and human resources trends for a small business. Small businesses have unique needs based on company goals for growth, or a plan to remain small with access to technology without the hefty costs. The term "human resources information systems" (HRIS) often is used interchangeably with human resources management system (HRMS) and human resources information technology (HRIT). Any of these terms is used to describe the computer and information technology a company utilizes to automate human resources functions and employment actions.
  • A very popular use of HRIS is employee self-service. Many employers are utilizing their HRIS to supplement the human resources department staff by enabling employees for find answers to common questions they would have asked a human resources representative.
  • YUE LI (3325307) on 22 Nov 12
     
    This article summarized the advantages and disadvantages of using human resource information system. An HRIS is used for employment actions such as applicant tracking, performance management, attendance, compensation and benefits management, work force analyses, and scheduling. A very popular use of HRIS is employee self-service. There are a lot of advantages of HRIS, such as it is monitored by qualified specialists who know technology and HR functional and tactical processes can manage compliance with federal and state laws, streamline processes for recruitment and selection, and produce analyses, data and reports for internal and external use. What's more, it is easy to use for qualification computer technology specialists, accuracy of information and the ability to perform HR audits using any combination of parameters. It saves a lot of time. The disadvantages included that HRIS may involve human error during information input, costly technology to update the system and malfunctions or insufficient applications to support the human resources needs. There should be a qualified specialist with human resources functional area knowledge to manage this system. The cost to hire an HRIS specialist may be far above the average salary for a computer technology specialist.
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  • Mariana Sales de Jesus on 24 Nov 12
     
    The article highlighted describes some advantages and disadvantages of a Human Reources Information System for small business, that would include restaurants. The decision maker would have to take in consideration what type of information the system will need to handle in order to select the system to be used. This systems can do applicant tracking, perfomance management, attendance, compensatio, benefitios, paid time off and etc. A type of disadvantage for small businesses would be to be able to get support from somebody to manage the system. This could have high costs involved.
  • Gaby Belardo on 24 Nov 12
     
    This article discusses Human Resource Information Systems and the benefits and disadvantages to investing in such a program. Some of the advantages that the article addresses are: "manage compliance with federal and state laws, streamline processes for recruitment and selection, and produce analyses, data and reports for internal and external use." The technology allows employees and managers to "locate answers and information quickly without the need to consult an HR representative every time." I feel that this advantage outweighs any of the disadvantages that there may be. The benefits of a business/hotel running more smoothly are infinitely rewarding to profits and many other aspects of convenience. Some of the disadvantages that the article addresses are insufficient applications to support the human resource department, as well as it being costly.
  • Gaby Belardo on 24 Nov 12
     
    This article describes Human Resource Information systems and the benefits and disadvantages to investing in this type of technology. The article states that the advantages to investing are: "being able to manage compliance with federal and state laws, streamline processes for recruitment and selection, and produce analyses, data and reports for internal and external use." Most importantly though, the article states, "The employee and manager self-service features are excellent ways to free up the time of your human resources staff members for project work and other duties. Employees and managers can locate answers and information quickly without the need to consult an HR representative every time." This, to me, outweighs any disadvantage that may come from investing in HRIS technology because the convenience that this technology provides could really benefit profits for a business. HRIS is about coordinating communication among different departments. Businesses should really invest in this technology, even though it is costly, because ultimately it will increase profits by getting things done faster and more efficiently, as well as preventing problems from happening before they happen.
  • LU DENG on 25 Nov 12
     
    With the development of high-tech management system, HRIS is no long strange for us. The HRIS is a software or online solution to data tracking, data management, or all of the data needs of the company within the human resources department. The reason why HRIS is becoming  more popular is that it has some useful functions such as the employee self-service through which employees can find answers to common questions by themselves while not ask a human resources representative. This system can help to save time and money for the company in certain aspects. But in this article, the author compares the advantages and disadvantages that HRIS brings to the company.The disadvantages can be that it may involve human errors during information input, costly technology update and so on. So if a company wants to apply this system, it should also look at these disadvantages, compare them with the advantages and then make a final decision in order to avoid suffering from the bad sides of the system. 
  • Minghui Zheng on 27 Nov 12
     
    The HRIS is used for applicant tracking, performance management, attendance, compensation and benefits management, work force analyses, and scheduling. HRIS can be also used for employee self-service. The human resources department staff can find answers to common questions they would have asked a human resources representative from the HRIS. HRIS has many advantages. It can help organization manage compliance with laws, streamline processes for recruitment and selection, and produce analyses, data and reports. The ease of use for qualified specialists, accuracy of information and the ability to perform HR audits using any combination of parameters. However, there are still some disadvantages, such as human error during information input, costly technology to update your system and malfunctions or insufficient applications to support human resources needs. In addition, the cost of hiring an HRIS specialist is also a problem for the small business.
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HRIS - 1 views

smallbusiness.chron.com/e-information-system-1160.html
shared by Mikaela Vourtsis on 20 Nov 12 - No Cached
  • An HRIS system is computer software that manages HR activities.
  • Perhaps the biggest benefit that the use of an HRIS system adds to a business is its ability to create reports and presentations.
  • In support of a firm’s staffing efforts, many HRIS systems provide a sophisticated interface allowing its use by both internal employees, as well as external job applicants.
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  • An HRIS system allows a business to streamline the administration of employee benefits.
  • An HRIS system allows a business to streamline the administration of employee benefits
  • In support of a firm’s staffing efforts, many HRIS systems provide a sophisticated interface allowing its use by both internal employees, as well as external job applicants
  • In support of a firm’s staffing efforts, many HRIS systems provide a sophisticated interface allowing its use by both internal employees, as well as external job applicants.
  • A human resource information system (HRIS) is computer software employers use to manage the human resources functions of their organization.
  • Perhaps the biggest benefit that the use of an HRIS system adds to a business is its ability to create reports and presentations
  • A human resource information system (HRIS) is computer software employers use to manage the human resources functions of their organization. It has the capability to maintain employment records of all staff members, and employers can use it to collect metrics surrounding the firm’s staffing, performance management, compensation and benefits activities. Although not all companies utilize an HRIS system, there are many benefits to doing so.
  • An HRIS system typically holds all information surrounding the firm’s human resources initiatives, including details regarding the group's hiring practices, such as a comprehensive listing of all job applicants, an up-to-date index of job openings and electronic copies of each employee’s onboarding paperwork, such as I-9 and W2 forms
  • An HRIS system allows candidates for open positions to submit their resumes and contact information to a potential employer from a remote computer. The system then collects the information and archives it so it is easily accessible by the hiring manager.
  • Qike Chu on 20 Nov 12
     
    HRIS is a computer software employers use to manage the human resources functions of hotels. There are lots of benefits of using this system. According to this article, the most advantage by using HRIS is that it helps create reports and presentation. For instance, the system holds all the informations about human resources in hotels. You can find your employees' personal information very easily and don't have to ask them to bring their documents any more such as I-20 or I-9 forms. The second benefit is related to recruitment, which means it can provide information not only internal staffs but also external job applicants. The third advantage is that by using HRIS, employees themselves can focus on their own profiles. They can log in themselves and change and update their status and required details, which becomes a better way to manage themselves.  
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  • Michael Anthony on 20 Nov 12
     
    I was interested in the hiring process of this system, how does it narrow down possible candidates and what is the interview process? It seems like the system is geared more towards current employees than potential employees. Also, how are these tax forms filled out? Are they submitted electronically or do you have to go in person to fill them out? Some companies can e-mail them to you and you record your results and send e-mail them back it's that simple. I wasn't getting it from this system.
  • wei xie on 02 Dec 12
     
    This article talks about the befefits of having a Human Resource Information System in your business. For those never heard of HRIS before, Human Resource Information System is a computer system helps manage your human resource. It collects data of your employees, and manage them in a form of database. The article author talks about davantages HRIS gave in three aspects. Firstly, and the most important function of HRIS is generating reports and presentations. Basically, you can gain any human resource information you need from those reports. Secondly, HRIS makes the process of recruitment more effective. It open port for applicants so they can submit their resumes on-line. Last but not the least, HRIS is also equipted with function of benefits administration It allowes employees update their information by themself, which is big saving of time and money for your business
  • Irina Stepanenko on 11 Apr 13
     
    HRIS is 'computer software employers use to manage the human resources functions of their organization'. There are benefits in reporting, recruitment, and administration aspects. The reporting piece allows to track all job applicants, job openings, and e-copies of all employees' related paperwork, as well as compensations and incentives. Recruitment piece allows for resume submission, then different parameters of search of HR managers can be incorporated. HRIS 'system allows for a streamline administration'.
  • Yawen Zheng on 13 Apr 13
     
    The human resource system can help hotel or anyother companies' HR department to management employees effectively. The system will in charge of salary, w2 tax report and a lot of tedious work. In a sense, the system can not only reduce mistake but alos save some laber cost, because most of data processing will be finished automatic.
  • Mikaela Vourtsis on 15 Apr 13
     
    This article summarizes the major key points with Human Resources Information Systems and more importantly, their advantages. It starts by discussing how a HRIS is software that aids in the management functions of human resources. The main benefit is the fact that it can generate reports and presentations, making it particularly convenient for more than a few factors, while holding data and files needed for the human resources mangers to do their jobs proficiently. HRIS can aid a company internally as well as externally with job applicants. This is great for employers who are looking for new candidates. In addition, it benefits the company with assisting with the benefits plan, knowing exactly what their coverage is for the year.
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Raising your Profits with - Boost Your Bottom Line - 1 views

www.unicornhro.com/...ystems--boost-your-bottom-line
shared by Xue Yan on 24 Nov 12 - No Cached
  • The best human resource information systems include HR metrics to help you get a great look at your company. By asking the human resource information systems for various types of data you can get a detailed look at numerous different types of information including turnover rate, turnover costs, new hire costs, the average cost of benefits, and even the return on investment of specific employees. The data human resource information systems provide to you allow you to see which areas of your company are costing you too much money and which ones are worth your time. Using HR metrics from human resource information systems, you can create short and long term strategies for improving each aspect of your company's inner workings.
  • Human resource information systems
  • Human resource information systems can do a lot for a company. From streamlining their HR department to simplifying numerous aspects of employee benefit management, human resource information systems are utilized by thousands of businesses of all sizes.
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  • And although many businesses moving into the mid-sized to large marketplace look at human resource information systems as an expense, the truth is that they are actually an investment.
  • cbespinel on 24 Nov 12
     
    This sounds like a great tool to have, monitoring, analyzing and improving is much easier with the help of HRIS. Determining which departments within a specific organization are not performing well and which ones need a different strategy is very beneficial, as future managers and owners it is important to see the importance of these systems. 
  • Nicole Spencer on 01 Dec 12
     
    The following article mainly focuses on Human Resources Information Systems, HRIS for businesses in particular the article focuses on companies utilizing such IT systems. For instance, since different companies utilize different requirements for their employees customizing such HRIS's will benefit financially and timely; Companies will spend less time working on such types of data if in their requirements they customize their HRISs to produce such data required.    
  • Xue Yan on 02 Dec 12
     
    The article believes that Human Resource Management System can boost business bottom line in several ways. It is an investment to most of the companies, instead of an expense. The system includes HR metrics, which helps the manager get a deeper look at his/her own company by tracking different data from the system. Another is that the system improves the working effectiveness of the HR department. The Human Resource system not only benefits the corporate HR department, but also benefits the non-HR employees by allowing them log in to the system and get some information about the company. Last but not least, the article emphasizes that the system can help boost corporate profits.
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Emerald | Have human resource information systems evolved into internal e-commerce? - 0 views

www.emeraldinsight.com/journals.htm
shared by Xu Wang on 01 Dec 12 - No Cached
  • Human resources (HR) have been a well-established function in organizations for decades,
  • the department was typically perceived by many organizations as a “necessary evil,” that is to say, as an essential but in no way profitable or advantageous element,
  • even at the current time HRIS is not limited to technological elements alone, such as computer hardware and software applications, but also includes the people, policies, procedures, and data required to manage the HR function.
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  • Nevertheless, these well-accepted attributes of HR have been challenged in the past few years, as several indicators reflect fundamental changes within the HR function,
  • although little has changed in this function over the past decades, there are growing expectations that HR will improve corporate competitive advantages by adding real measurable value to the organization.
  • The apparent difficulties in upgrading HR to a strategic position in organizations result in missed opportunities especially in hospitality and tourism, where the human capital has substantive potential to improve the competitive advantage of enterprises, particularly due to the growing competitiveness of the industry, as well as the centrality of the human element in the delivery of hospitality products and services
  • The second change in contemporary HR which, interestingly, is closely related to the previous one, is the growing trend of incorporating advanced information technology (IT) in HR practices.
  • There is extensive evidence to the growing transfer of HR functions to digital formats, as can be seen in the growing popularity of human resource information systems (HRIS) among organizations. HRIS is currently perceived as one of the important factors influencing the role of the HR function, as well as the workplace as a whole. Although in many aspects, technology remains under-utilized in HR functions (Jones and Hoell, 2005), recently its effects have begun to be evident in many organizational aspects,
  • Furthermore, it is widely argued that the adoption of HRIS is likely to promote HR to the awaited position of strategic partner in the organization. The main reason for this is that by using HRIS, HR professionals can improve their performance by gaining better knowledge of the organization and its employees, thus facilitate participation in strategic planning and implementation. In addition, by improving the efficiency and effectiveness of the HR day-to-day administrative tasks, HRIS allows the HR staff to dedicate more time to strategic decision making and planning, which consequently provides more value to the organization to enhance its position within it
  • modern HRIS make optimal use of internet and web capabilities for performing their tasks
  • successful HRIS support the planning and implementation of managerial key processes in the organization, such as executive decision making, technology selection, interdepartmental integration, and organizational reporting structures.
  • Intranet-based employee self-service (ESS) provides employees direct access, mainly through a web browser but also through a centralized kiosk, to personal HR-related information. Thus, the employees can individually handle transactions that used to be carried out by HR personnel,
  • Both MSS and ESS create a trend of delegation of responsibilities and activities that were once considered to be the domain of HR professionals and administrative personnel, directly to employees and managers
  • HRIS was seen mostly as a special form of office automation systems, the emphasis being on reducing costs and staff while making the standard HR tasks more efficient
  • In addition, in today's workplace the HR tasks have become more complex, along with organizational trends such as globalization, consolidations, strategic partnerships, and greater than ever governmental and regulatory reporting requirements for employees.
  • Therefore, from the administrative perspective, by providing powerful computing capabilities, HRIS are changing and improving procedures and processes that were carried out less efficiently before,
  • the automation of routine transactions provides HR professionals with time to perform strategic functions related to the human capital
  • HRIS allow the firm to be proactive in HR planning, by giving managers a constant flow of employee information
  • since HRIS can significantly improve the way employees and managers communicate with each other through various communication channels, this improves the flow of information and expertise throughout the organization, thereby enhancing the firms' strategic capabilities
  • Another prominent perceived characteristic of the HR function has been its reliance on relatively low-tech methods in implementing its tasks
  • Although HRIS can provide both administrative and strategic advantages, it should be noted from the onset that they are usually expensive systems to purchase and implement. Designing and implementing customized HRIS, adapted to the specific needs of the organization, will significantly enhance its functionality, but will result in increased software and hardware costs, as well as time-to-deployment
  • the initial costs of developing such HRIS are high,
  • In order to reduce the costs of HRIS, an organization can purchase off-the-shelf applications composed of HR database programs, aimed at meeting the general needs of HR functions
  • These findings point to the vital need of the HR function to provide evidence of the effectiveness of HRIS, for the purpose of attaining the executive management support for the change.
  • for a successful implementation of HRIS, it is no less important to obtain the support of managers and employees in the organization. Although modern HRIS offer clear advantages to managers, through the use of MSS, for better management of their staff, the implementation of such systems is likely to be followed by a certain level of resentment on the part of the managers. Since MSS transfer the responsibility of performing employee HR-related transactions from the HR staff to the direct managers, many of them are frustrated since they feel that additional administrative tasks are being imposed on them
  • Another relatively common problem, concerning both the implementation and the flowing management of HRIS, is the question of who is in charge of the system. Since the successful development of HRIS requires the input of both the IT and the HR departments, it is not uncommon for disputes over areas of responsibility to break out between these departments.
  • Other territorial conflicts around HRIS may arise when departments feel that the system expropriates some of its authorities; for example, the payroll department might resist HRIS that combines payroll functions. A possible solution to such a problem can be the establishment of cross-functional teams that run HRIS projects
  • the implementation of HRIS raises both ethical and legal issues that need to be addressed by the organization. First, the use of relational database technology provides access to more detailed employee information than ever before.
  • Second, HRIS usually contain private information on the employees, while the access to this information is often allowed to employees outside HR, as well. As a result, some employees feel that their private lives are not protected adequately.
  • The hospitality industry is characterized by a higher turnover rate than other sectors of the economy
  • Traditionally, HR in organizations has utilized low-tech methods in recruitment.
  • Internet recruiting benefits both the organization and the job seeker's perspectives (Pearce and Tuten, 2001; Singh and Finn, 2003). The benefits to the recruiters include: Cost savings, as it is significantly cheaper to advertise on the internet than in a newspaper. Compared to the use of professional search firms (also known as headhunters) the amounts saved are even higher. Recruiters generally receive more applications, which results in a greater pool of candidates from which to choose. Recruiters may receive applications faster, often even on the same day a position is announced. Improved ability to target a specific audience, thereby decreasing future turnover. Time saving, as more unqualified or unfit applicants can be eliminated, through online contact, in the initial phases of the recruitment process.
  • On the other hand, internet recruitment is not without limitations.
  • Once the recruitment process has ensured a large pool of applicants to choose from, the next phase is to select the most suitable candidates.
  • Traditionally, these selection methods involve the visit of the candidate to the organization or, to a lesser degree, to an assessment center, for interviewing, pen-and-paper testing, or situational testing, including group dynamics.
  • The use of advanced technology allows the selection process to complete the widespread online recruitment methods.
  • Nevertheless, the main impact of technology in selection procedures is in relation to employee interviewing and testing.
  • Anderson (2003) broadly described the prominent technology-based selection procedures, along with an assessment of their acceptance and effectiveness.
  • Adequate training is essential in providing quality services, yet traditionally hospitality organizations have not invested adequate resources in training their employees (Conrade et al., 1994). Most of the knowledge and skills of hospitality employees is transferred through on-the-job training,
  • However, as noted by Collins (2004), delivery of organized and structured training programs in the hospitality industry is a constant challenge, mainly because of the size and geographical dispersion of the workforce, as well as the extensive resources – financial, work, and time – needed to establish in-house training programs.
  • Although technology-based training methods have been available for a long time, the hospitality industry has usually lagged behind other sectors in adopting them.
  • Web-based training (WBT) can deliver courses nationwide or worldwide at all time zones to any connected computer, and is easy to update and monitor.
  • Effective performance evaluation plays a critical role in the successful implementation of organizational strategy and in gaining a competitive advantage. Therefore, in addition to important HR decisions that greatly rely on performance evaluation, such as promotions, outplacements, dismissals, many organizations link performance to compensations and rewards. As noted by Bowley and Link (2005), a performance-based compensation plan, often known as “pay-per-performance,” should reflect the organization's goals.
  • the traditional methods, based on a disconnected blend of discrete applications, spreadsheet programs and paper-based systems, to communicate goals, track employee performance and manage compensation, are insufficient in the contemporary challenges of linking performance evaluation to organizational strategy (Bowley and Link, 2005). Yet, although sophisticated HRIS were developed to meet these contemporary challenges, Ensher et al. (2002) found little effect of HRIS on the process of performance management among HR executives, who still rely on paper-and-pencil administration and hard copy documentation of employee evaluation.
  • Nevertheless, CPM has drawbacks that are highly relevant to a service industry such as the hospitality industry (Miller, 2003). The main concern that CPM raises is that reliance only on quantitative criteria is likely to lead to the neglect of more qualitative aspects of performance.
  • Consequently, an effective CPM must be followed by the establishment of an employee development plan, designed in collaboration with his/her supervisor. The second application of technology in appraisal management is online evaluation and appraisal software (Miller, 2003). In contrast to the aforementioned CPM, in these cases technology facilitates delivering performance feedback, rather than generating the actual evaluation outcome.
  • 360° feedback,
  • In addition, evaluation software packages can be used as stand-alone applications or as an integral part of the organization's HRIS, which offers computerized standard evaluation forms. The use of user-friendly software in evaluating employees allows managers to focus more on the contents of the evaluation, rather than on the forms.
  • Therefore, the use of computer software programs allows better coping with these challenges, while saving time and money.
  • While the organization enjoys the reduced need for complex bureaucracy, the employees enjoy better control and enhanced anonymity, as there is no need for dealing directly with HR staff on personal financial matters.
  • The use of HRIS has significant impact on the current affairs between the management and the employees, as well as the characteristics and the environment of the contemporary workplace. From the administrative perspective, through the HRIS the managers and the employees have access to relevant information on employee work rules, policies, and regulations on issues like privacy, illegal discrimination, and work diversity. In addition, the HRIS can assist discharged or displaced employees in finding alternative employment, by providing links to career counselors, training programs, and information, all of which are required for a successful and effective job search
  • technology has changed the nature of the workplace and employer-employee relations more fundamentally than just providing more accessible information.
  • Traditional e-commerce technology provides product/service, promotion, placement, and pricing strategic initiatives to external constituents through the use of extranet platforms merged with intranets (for instance, customer relationship management). HRIS technology provides the same initiatives through the use of intranets merged with extranet platforms (for example, recruitment). Thus, HRIS technology may be considered to represent internal e-commerce systems, which are crucial to the alignment of HR functions within strategic initiatives aimed at sustainable competitive advantages.
  • The evolution of HRIS platforms provides a range of tools for use by enhancing employee-employer relationships. The full service range of HRIS functions brings human capital closer to the strategic direction of the organization.
  • However, the technology is merely a tool that may enhance strategic alignment.
  • There is also evidence from the literature that a disengagement of the HR function from strategic initiatives exist in many hospitality enterprises.
  • It is common knowledge that the hospitality industry is labor intensive with many points of intimate service interactions of long duration. HR will produce sustainable competitive advantages for those firms that include the HR function in a united strategic direction.
  • The literature identifies the advantages of aligned human capital as a means to accomplishing sustainable competitive advantage for enterprises.
  • Xu Wang on 01 Dec 12
     
    This article is a research paper did by Amir and Beer-Sheva. The purpose of this paper is to discuss the impact of technology on the human resources function in organizations, in general, and in hospitality firms, in particular. At the beginning, it introduced the role of human resources department in organizations for decades. And the trend or changes in contemporary human resources. Then it came out that we cannot skipped the effect of technology on the HR function, especially in tourism and hospitality industry. So, next it gave the definitions of HRIS by introducing technology. And list some advantages and challenges of using HRIS. In the end, it listed how technology put infusion across HR function, including recruitment, selection, training, performance evaluation and compensation, payroll, benefits and pension administration, labor relations and outplacement.
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Human Resources Information System (HRIS) - 1 views

humanresources.about.com/...hris.htm
shared by anonymous on 05 Apr 12 - No Cached
  • The Human Resource Information System (HRIS) is a 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.
  • An effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. Your company will need to select a Human Resources Information System and customize it to meet your needs.
  • With an appropriate HRIS, Human Resources staff enables employees to do their own benefits updates and address changes, thus freeing HR staff for more strategic functions.
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    • TIANJIAN ZHANG
      TIANJIAN ZHANG on 24 Nov 12
       
      The advantages of having a sophisticated HRIS or HRMS are many. An HRIS or HRMS monitored by qualified specialists who know technology and HR functional and tactical processes can manage compliance with federal and state laws, streamline processes for recruitment and selection, and produce analyses, data and reports for internal and external use. Other advantages of an HRIS include the ease of use for qualification computer technology specialists, accuracy of information and the ability to perform HR audits using any combination of parameters. The employee and manager self-service features are excellent ways to free up the time of your human resources staff members for project work and other duties. Employees and managers can locate answers and information quickly without the need to consult an HR representative every time.
  • Mirta Echazabal on 05 Apr 12
     
    The HRIS system which refers to the human resource information system is software or an online source which tracks data, and entry information in regards to employees in the organization. Most organizations have more then 400 employees in the property it is difficult to keep track, however, the HRIS system makes the life of an HR coordinator or manager much simpler. The system gathers information where it even tracks the enrollment of new and future employees with application and resumes management. Additionally, after they have become a part of the organization it tracks down in several areas making it accessible and efficient for the human resource coordinator or manager to find information for example: attendance and PTO use, pay raises and history, disciplinary actions received as well as personal information and succession plan. This system has integration with payroll and other company financial software and company related documents such as employee handbook. This seems like a very efficient system to have for the Human resource department which makes their life at work much simpler. All the information they need is under one system instead of having a folder in the computer saved for each individual who works for the company. The HRIS system seems very efficient and effective.
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  • Yue Li (3011472) on 23 Nov 12
     
    The Human resource Information System is a software or online solution for data tracking, data collection, and data analysis that are related to the Human Resources. Normally, it is a package of all human-related things, such as payroll, employee personal information, and etc. Different hotels choose different HRIS by using different packages. The better the HRIS, the more effective the HR management is. A HRIS is effective when it provides information on anything the company need.
  • Melisah Miller on 13 Apr 13
     
    This article gives a brief explanation of what exactly HRIS is.  It goes into detail of explaining what the HRIS covers or does. it explains what an effective HRIS provides to its users, explaining that it provides information on just about anything the company needs to track and analyze about employees, former employees and applicants.  I think this is good for a manager or company that doesn't use an HRIS yet to review for furthering their business as i it very helpful. 
  • anonymous on 17 Apr 13
     
    This article talks about the importance of Human resources Information System.This system helps you with the tracking of employees in the business. It helps to better know the employees information. For example- your admission date, how many hours you worked per week, how much you got paid, if you were trained,etc... All these information help the hotel evaluate their employee to know if they are the right candidate for a promotion or a change of position in the hotel industry.
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The HRIS solution - Express Hospitality - 0 views

hospitality.financialexpress.com/...management08.shtml solution hospitality travel technology software HRIS
shared by YIZHE YANG on 09 Apr 13 - No Cached
  • The Human Resource Information System (HRIS) is a software, an online solution for the data entry, data tracking, and data information needs of the Human Resources (HR) and management functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities.
  • New business intelligence technologies offer HR departments the ability to invest in Human Capital Management analytics solutions designed to yield the insights essential for making informed decisions on HR. Business intelligence allows HR departments to become a strategic asset within the organisation.
  • Future of human resources analysis has to be linked to other key performance indicators such as revenue and profitability. HR professionals must understand the organisation’s business plans and the operational, financial and customer-facing goals they are expected to achieve. Then they should associate these goals with the existing workforce metrics. In many cases, HR information is scattered, which leads to non-systematic hiring, training, measurement data which is essential these days, as globalisation, tight labour markets and an aging workforce are causing many businesses to more closely inspect the performance of their largest investment, i.e. the workforce whose compensation represents 60 per cent to 70 per cent of the entire expenses of the organisation. New business intelligence technologies offer HR departments the ability to invest in Human Capital Management analytics solutions designed to yield the insights essential for making informed decisions on HR. Business intelligence allows HR departments to become a strategic asset within the organisation. It helps the HR department make key decisions around recruitment, planning, and budgeting to support the strategic goals. More than ever before, HR professionals are being asked to show how their company’s workforce policies affect the overall business plan. Investing time and money in software solutions is the need of the hour.
  • Dandan Mao on 09 Apr 13
     
    "The Human Resource Information System (HRIS) is a software, an online solution for the data entry, data tracking, and data information needs of the Human Resources (HR) and management functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities."
  • ...1 more comment...
  • anonymous on 15 Apr 13
     
    Using information technology to assist in Human Resources allows easier management of information and benefit plans. Human Resources will be able to measure their contributions easier and become more accountable for their specific work. Many high-end hotels use web based HRIS, which enables a corporate executive team to have access to the data. This also allows team members to access their own data, apply for leaves, or change their residential address. HRIS has great benefits that can be used in the hospitality and tourism industry. Human Resources can be easily scattered and confusing to new hires, so having a better systematic system that is computerized makes information clearer. When much of the hospitality industry is under globalized companies this can benefit companies when they have properties all over the world. Corporate offices can easily access human resources information from another part of the globe at anytime of the day, instead of having to call up a human resource manager who may be in a different time zone. HRIS makes life easier and allows human resources to show policies and business plans in an easier way.
  • TIAN LIU on 15 Apr 13
     
    The Hospitality industry is known to have very high attrition rates. This makes it all the more critical to have a robust HR information system (HRIS) in place. HRIS has emerged as among the most crucial aspects of hospitality IT. No hospitality management system can be considered complete without an effective HRIS system. An efficient HRIS system manages the recruitment, staff-shifts, time & attendance, and many other aspects of your hospitality HR requirements. It should be able to drill down to history files and provide e-leave application & training management. Immerauf has partnered with Greytip software to bring you one of the industry's best Folklore HR software to suit all your HR needs including a resume bank to store a active database of prospective employees.
  • YIZHE YANG on 21 Apr 13
     
    HRIS solution in hospitality industry is crucial. it makes managers save time and money to pursue the high profitability. this software can collect the employee information or interviewers information and choose the best employee who are suitable for hotel. this solution can compare the employee working experiences like how long this employee works in hospitality industry, what his job was before, what his position was before. using this software, managers can have a clear understanding of the performance of the employee.
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The Reason Leading Organizations Invest in Cutting Edge Human Resources Management Systems - 0 views

www.hrtechnologist.com/...n-resources-management-systems
shared by Qianqian Kang on 17 Apr 18 - No Cached
  • A human resources management system is a software that runs a company’s human resources functions, including recruitment, training, payroll, benefits and performance analysis for the purpose of increasing overall efficiency.
  • Flexibility and responsiveness of human resources management systems make it possible for various departments within the company to interact with each other cohesively, leading to strong intra-company relationships as well as a stronger relationship between the business, its customers and other stakeholders.
  • Functions carried out by human resources management systems include job analysis, staffing, performance appraisal, managing reward programs, and employee training & development. All these tasks must be well-executed in order for the business to profitably manage its most powerful asset.
  • ...1 more annotation...
  • A human resources management system ensures that your company has all the important information so that you hire people with all the requisite skills and compensate them according to current industry standards. Additional results of a job analysis include the creation of staff recruitment plans, advertisement of positions, and performance development planning.
  • Qianqian Kang on 17 Apr 18
     
    The reason for organizations invest in human resources management systems are abundant. As HRMS has numerous and also essential functions include job analysis, staffing, performance appraisal, managing reward programs and employee training & development. Among them, it could say that each job function need huge human effect. Now, with management system provide the company with sufficient background support, improve the human resources productivity, minimization of errors, maintain compliance and performance analysis.
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Human Resource Management System Buyer's Guide (With 7 Top HRMS) - 0 views

kissflow.com/...source-management-system-guide human resource management system
shared by kaseyfl9568 on 19 Nov 18 - No Cached
  • An HRMS includes separate HR modules to take care of specific HR and admin tasks leaving HR staff free to focus on creating a better workplace. These are the core functionalities of an ideal Human Resource Management System:
  • odule to track and monitor applicants
  • inbuilt accounting module, automated tax computations, frequent audit & reporting tool, tabular data storage, and configurable rule-based engine.
  • ...14 more annotations...
  • Organizations have started understanding how an HRMS can enable efficiency across all tiers of their organization. And they’re looking for modern, agile, contemporary, yet cost-effective cloud hr software solutions
  • In addition to the comprehensive list of functionalities a robust HRMS tool should comprise the following features: Centralized Admin System Cloud-based Documentation Sophisticated Mobile Functionalities Employee Self-Service Option Real-Time Analytics Data Security and Audit Log Role-Based Access and Collaboration Agile Integrations
  • figure out what you need. Draft your requirements clearly, list the features you’re looking for, then try to match these with the functionalities available in a prospective HRMS Software. With due diligence, you’ll be able to find an HR management system that will take your organization to the next level.
  • Opting for a low-code platform will enable business users to customize the solution without support from the IT team. Finding a solution that automates all your HR tasks can be nigh impossible.
  • not all HR management systems are expensive or rigid. There are an array of options available in the market today.
  • identify the differences in the features of HR software and get an in-depth understanding of the blanket term Human Resource Management S (HRMS).
  • Human Resource Management System (HRMS) refers to an array of software including Human Capital Management (HCM) and Human Resource Information System (HRIS)that help HR staff take care of an organization’s most valuable assets, people
  • save time, cut costs, and manage your staff better.
  • choose a solution that addresses the strategic areas of human resource management like Training & Development, Performance Management, and Recruitment.
  • An organization needs an HRMS to:
  • Minimize manual paperwork
  • Easily implement process/policy change
  • Improve internal communication
  • Selecting an ideal HR management system is neither easy nor straightforward, but it is important that it is done correctly
  • dstic005 on 19 Nov 18
     
    This article explains what the software can do and more importantly advises the client to really examine what they nee before purchasing a solution.
  • kaseyfl9568 on 10 Feb 20
     
    Human resources is a very important part of how businesses operate. In today's world, having HR systems in place is a must. But choosing the HR system to fit your need must be well thought out. It is not easy to choose what will be best for your business, but once you find the best option, it will assist in helping your business's success or better integrate your old system to new for maximized profits. A good HR management system allows for a lot of integration of information from your employees, time clock, taxes, monitor applicants,training and development and so much more. This article identifies how a good HR management system can assist your business's success as well as offers insight into ones that may be best suited for your business.
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The Importance of Human Resources Management For Hotels - 0 views

ezinearticles.com/?The-Importance-of-Human-Resources-Management-For-Hotels&id=2019928 hotel management human resources
shared by ning sun on 02 Apr 12 - No Cached
  • One of the most important departments of any hotel staff is human resources management. Proper human resources management can be the difference between a really well run hotel and a poorly one hotel. The human resources manager can control almost the whole feeling and presence of the entire hotel. This makes the importance of human resources management for hotels very evident.
  • ning sun on 02 Apr 12
     
    In this article, it talks about the importance of human resources management for hotel industry. First, one of the human resources manager 's job is to find those kind of people who are willing to work in hotel environment. Second, a lot of people  is not plan to work in one place as their career goal so that they are not stay in a company for a long time. But this will have a negative impact on hotel management and customers service. So HR manager should curb the desire and likelihood that employees will move to other jobs quickly by providing incentive programs. Those programs could contains of the English lessons for employees who are come from foreign countries and do not speak English well or offer ways for employees to advance in position. If employees can see a good prospects of their career in this hotel, they will work harder and try their best to make a promotion. Good employees benefit satisfactory customers and reflect on hotels revenue. Satisfactory customer is the best marketing tool for lodging industry. 
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Why good human resource management is vital for small hotels - Insights - 1 views

insights.ehotelier.com/...ment-is-vital-for-small-hotels
shared by gabybilk on 27 Nov 19 - No Cached
  • nternationally, there are thousands of small-medium sized hotels that are facing challenges relating to service quality aspects.
  • There is generally a worldwide view that the hotel and catering industry has a number of personnel related problems and poor employment practices and conditions, especially smaller hotels. Larger hotels have more advantage in human resource (HR) recruitment and development, because the higher level of remuneration and benefit that they can offer usually makes them the number one choice for highly competent and skilled staff.
  • Although small-sized hotels are faced with unfavorable conditions, they nevertheless have opportunities to grow, as their small size typically grants them a higher level of flexibility. Smaller organizations need to change HR practices compared to larger organizations because of the different workforce requirements and legalities.
  • ...1 more annotation...
  • Human Resource Management (HRM) is the function within an organization that focuses on the recruiting, managing, and providing direction for the people who work in the organization. Sadly, small hotels face many HR-related problems related to: the quality of staff, staff training and development, discipline, unattractive salaries and benefits, and the high levels of turnover of younger staff members. A small hotel’s survival may depend on its ability to recruit efficient, qualified people, while providing them with incentives so that they work at full capacity to maximize the property’s profits.
  • gabybilk on 27 Nov 19
     
    The human resource department is a vital section of the hotel industry. Human resources is everything involve the companies employees. From how employees get treated, to payroll, to healthcare benefits, to providing information, system help and more. It is crucial for a hotel to have a strong human resource department to maintain a stable staff. Sometimes, however, small hotels may neglect the HRM department believing its not important compared to other departments. HRM is an investment That can lead to business sustainability and success, since staff members are the most precious resource that a service sector firm has.
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Benefits of HRIS - 1 views

benefitof.net/benefits-of-hris technology
shared by Chenchen zheng on 21 Nov 12 - No Cached
  • When the administrative tasks and processes of any human resources department become overwhelmed, the most appropriate solution would be to implement the human resources information system.
  • The HRIS systems assist in enhancing both the productivity and workflow of the human resource department
  • Creates self-service options
  • ...10 more annotations...
  • Improves communication with the employees
  • data is usually collected and placed in a central database
  • When the administrative tasks and processes of any human resources department become overwhelmed, the most appropriate solution would be to implement the human resources information system.
  • The HRIS systems assist in enhancing both the productivity and workflow of the human resource department .
  • using the software to increase the efficiency of the whole company.
  •  Improves communication with the employees
  • Improves productivity
  • Saves time
  • Through reducing the total amount of time spent on the administrative functions, human resource employees are able to focus on other essential duties.
  • Creates self-service options
  • jie shen on 21 Nov 12
     
    This article talks about the benefits of using a human resources information system. It will help to improves the productivity because of using a central database. It also helps to save the time on the administrative functions. More communications are available and employees are easier to communicate as well.  
  • Yongjoon Ji on 21 Nov 12
     
    The biggest benefit that we can get from HRIS is the productivity. All the tasks that HR department is doing can be done by pen and paper and it has been using for past years. However, companies including hotels now want to run HR department more efficiently. This program help to reduce labor cost but improve communication with employees. On top of this benefits, it has much more advantages. However, there are still small hotels not using this program because of their financial budget. Once again, it is not a mandatory program as PMS but it is necessity.
  • Chenchen zheng on 22 Nov 12
     
    This article talked about the major benefits of HRIS. All data is usually collected and placed in a central database. Through the HRIS can improve the productivity of the human resource department since data going to be very easily retrieved from the database. What's more, HIRS can save time on the administrative functions and improve the communication with the employees. In addition, HRIS can create self- service options, which employees can be able to access useful information without having to spend a lot of time going from one office to the next.
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What Are the Advantages of a Human Resource Information System? | eHow - 0 views

www.ehow.com/ource-information-system_.html HRIS advanages of HRIS
shared by Jia Kim on 27 Nov 13 - No Cached
  • HRIS is a database or a combination of databases that share information.
  • HRIS has three basic components
  • employee information, payroll and benefits.
  • ...6 more annotations...
  • core business functions of an organization's human resources department
  • HRIS simplifies reporting and management decision-support activities
  • These systems generate reports and documentation required by state and federal agencies, such as the W-2 Wage and Tax Statement, the Equal Employment Opportunity Commission EEO-1 Employer Detail and Summary Report, and the Department of Labor's Illness and Injury Report
  • monitor employee grievance and performance issues
  • HRIS program will allow for data sharing and integration with other essential business systems, such as finance and supply-chain management.
  • HRIS also links a company's human resources department with its managers and employees
  • Jia Kim on 27 Nov 13
     
    This article is about the advanages of HRIS in the organization. Human Resources Information System(HRIS) is a database or a combination of databases that share information related with human resources in the company. HRIS has three basic components such as employee information, payroll and benefits. These represent the core business functions of an organization's human resources department. The HRIS has several advantages as following. First, it facilitate automating and Streamlining Processes which frees up HR staff to do project work and address problems. Secondly, the system supports reporting and decision process. HRIS simplifies reporting and management decision-support activities. Most systems include a variety of standard HR reports that can be used to manage the business and plan for the future, such as, compensation by pay period and year-to-date, benefits enrollment, and employee time and attendance Thirdly, it supports legal compliance. These systems generate reports and documentation required by state and federal agencies, such as the W-2 Wage and Tax Statement, the Equal Employment Opportunity Commission EEO-1 Employer Detail and Summary Report, and the Department of Labor's Illness and Injury Report. It also help to monitor employee grievance and performance issues.
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What is a HRIS? - Human Resource Information System (HRIS) - 0 views

www.hrpayrollsystems.net/hris technology hospitality software business Tech solution
shared by kmert005 on 25 Nov 19 - No Cached
  • Reduction of paper
  • an intersection of human resources and information technology through HR software
    • anonymous
      anonymous on 25 Nov 19
       
      A storage for master data of human resources or database of the employee information.
  • a HRIS may be viewed as a way, through software, for businesses big and small to take care of a number of activities, including those related to human resources, accounting, management, and payroll
  • ...25 more annotations...
  • reach large candidate pools
  • automation
  • Its many functions serve as a supportive background for the company by providing everything from skilled and talented labor to management training services, employee enrichment opportunities and more.
    • anonymous
      anonymous on 25 Nov 19
       
      There are many benefits to HRIS. One of the biggest benefits is that it ensures accuracy and manages information more efficiently.
  • Reduction of paper
  • Speedy onboarding
  • greater employee engagement
  • Streamlining of open enrollment
  • Improved collaboration throughout organization
  • integration with LMS and development tracking
  • Scheduling optimization
  • Reduction of errors within payroll systems
  • Improved time and attendance tracking
  • Decrease in compliance woes
  • one of the most important of all HRIS benefits relates to the ability of the software program to improve the productivity of human resources employees
  • HR systems are highly detailed
    • anonymous
      anonymous on 25 Nov 19
       
      Also highly efficient.
  • HRIS systems can also be used to improve productivity related to financial management through payroll processing tasks and benefits administration.
  • Many HR tasks are highly regulated, and because of this, even a minor error on the part of a human resources employee could result in considerable legal issues and even financial loss for the company.
  • HRIS analytical tools give HR employees the ability to perform many pertinent calculations with speed.
    • anonymous
      anonymous on 25 Nov 19
       
      Reporting and also basic analytics are some of the functions.
  • Some software programs are designed to create professional reports on metrics and analysis that can help HR professionals to spot issues at a glance.
  • solutions in training, payroll, HR, compliance, and recruiting
  • flexible designs
  • they will also include the ability to create reports and analyze information quickly and accurately
  • HRIS allows employees to exchange information with greater ease and without the need for paper through the provision of a single location for announcements, external web links, and company policies
  • companies also invest in HRIS modules that help them put the full productivity of their workforce to use
  • A company that takes the time to invest in a HRIS that fits their goals, objectives, mission, and values, is a company that is investing in its future and in its success.
  • anonymous on 25 Nov 19
     
    The article goes in depth into what HRIS is and the functions and benefits of it to a company.
  • kmert005 on 14 Apr 20
     
    This article talks about HRIS, which are human resource information systems, which is an intersection of human resources and information technology through HR software. This allows HR activities and processes to occur electronically.put it another way; an HRIS may be viewed as a way, through software, for businesses big and small to take care of several activities, including those related to human resources, accounting, management, and payroll. An HRIS allows a company to plan its HR costs more effectively, as well as to manage them and control them without needing to allocate too many resources toward them. In most situations, an HRIS will also lead to increases in efficiency when it comes to making decisions in HR. The decisions made should also increase in quality-and as a result, the productivity of both employees and managers should increase and become more productive.
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How to Successfully Select and Implement an HRIS | Human Resources Information System - 0 views

www.analyticsinhr.com/...n-resources-information-system Human Resources IT Information System HRMS Hospitality
shared by clatt001 on 12 Jan 18 - No Cached
  • clatt001 on 12 Jan 18
     
    I found this article quite interesting as it outlined and detailed various systems used for human resources management. It takes us through traditional systems and cognitive systems and it also shows us what a typical implementation lifestyle looks like. This basically shows us the evolution of HRMS throughout the last few decades. These systems have helped to streamline the functionality of a Human Resources Manager who needs access to employee records, recruitment details, performance management, payroll and timekeeping, amongst various other responsibilities.
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HRIS systems: What you need to know | HRD America - 0 views

www.hcamag.com/...211248 hospitality technology
shared by salmanalabiooani on 13 Apr 20 - No Cached
  • HCM The systems that fall under the human capital management (HCM) category are aimed at recruiting and retaining employees throughout their life cycle. They can include anything from recruitment and onboarding tools to salary planning, budgeting, goal-setting, and performance assessment. These tools assist the HR team in guiding employees toward success.
  • HRMS Human resource management systems (HRMS) may contain some elements of HCM solutions, but they also have several tools to help employees as well. These include an efficient and flexible way for workers to clock in and out, manage their schedules, and easily communicate with colleagues even if they are working remotely.
  • Company database An essential HRIS system component is a database where all pieces of information about employees and company HR procedures will be stored for use in other HRIS tools.
  • ...9 more annotations...
  • Financial components HRIS also includes components for handling payroll, benefits, and employee recognition programs. The payroll and benefits components will maintain information such as salary rates, commission and incentive plans, payment accounts, and paycheck deductions (e.g., taxes, retirement plans, and insurance options).
  • Time and attendance
  • Recruitment and onboarding HRIS systems come with components that ease the work done throughout the hiring process, including posting job applications, handling employee referrals, sending interview requests, and tracking applicants. Often, you can access applicant profiles, record notes from job interviews, conduct employment tests, perform background checks, and send job-offer letters.
  • Centralized employee communication
  • Employee self-service
  • Training and development Most HRIS systems provide an option to design a training path for employees and even integrate training courses, tests, and professional certification preparation in a portal that employees can easily access.
  • Increased HR automation
  • Powerful people insights
  • Software – HR software for small business costs between $1 and $15 per month per employee. Some firms add monthly fees, while others provide only the basics. Setup fees – These are used to pay for the time of configuring the software to a company. Price ranges from zero to thousands per year, depending on the vendor. Consulting fees – These vary from zero (if included in your software subscription) to about $150 per hour if you seek the help of an outside HR consultant. Support fees – Some HRMS software companies charge additional support fees that may run a few hundred dollars per year. Free
  • nicolasdepinto on 13 Apr 20
     
    A human resource information system (HRIS) is a software used for managing employee information while aiming to increase their engagement and productivity. Overall, an HRIS system is made up of the following components: a database, financials, time & attendance, recruitment, and training/development. The tools available in these allow for automated processes, data storage, handling of payroll, benefits, employee recognition programs, track work absences and tardiness, manage job applications, referrals, and interview requests, assist scheduling, employee communication, performance tracking, and goal setting. The costs involved when adopting a HRIS include software, setup, consulting, and support fees.
  • salmanalabiooani on 20 Apr 20
     
    This article talks about the different types, components, benefits, and costs of a human resource information system. The two categories of HRIS are human capital management (HCM) and while the components include financial, time and attendance, recruitment and onboarding, employee management, company database, and training and development. The benefits include increased automation of human resource, employee self-service, centralized employee communication, and more important insights.
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Why good human resource management is vital for small hotels - eHotelier - 0 views

ehotelier.com/...ment-is-vital-for-small-hotels
shared by bdolman on 18 Apr 18 - No Cached
  • bdolman on 18 Apr 18
     
    The article "Why good human resource management is vital for small hotels" focuses on the relationships of high quality service with human resource management. Within the service industry, Human Resources is what creates the company's competitive advantage. Businesses that focus on offering superior customer service need to rely on their workforce to carry out their philosophy. Due to this, the economy of the country in which the business is located is important to take into consideration, since a well educated and motivated workforce stems from the country's economy. Thanks to improvements in technology and globalization, it has become more effective to hire and train staff. While it is true that small businesses have less resources, time and money to invest in human resources, it is still one of their most important assets. According to the article, "The very nature of the industry is to provide hospitality, and that requires the use of HR in delivering proper services. Hence, small- and medium-sized hotels should formalize their HRM practices. Small hotel owners or managers should be more willing to involve further formality in their firm's HR practices, since an 'adequate' level of formality does positively relate to performance". The advantages in Human Resource Management are endless, and as a result, all types of businesses, regardless of their size should value this scope.
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Disruptive Innovation in Hospitality Human Resource | Journal of Tourism and Hospitalit... - 0 views

www.nepjol.info/...20010 disruptive innovation human resource
shared by melnetra112 on 11 Jan 22 - No Cached
  • Technological disruption in HR may cause a robotic service experience for the customers
  • The term Human Resource is used to the people those who work for the organization and also the department who is responsible for managing the required resources for the employees to facilitate their job.
  • melnetra112 on 11 Jan 22
     
    Disruptive Innovation in Hospitality Human Resource has been introduced in the new market more than the existing. The Researcher acknowledges the disruption that may have an effect on customers. However, the author references justify that disruption allows a better way of hospitality human resource
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How will the system(The Human Resource Information System) benefit you, the Public? - 0 views

psru.gov.ms/?p=771 technology hospitality
shared by Dongyun Oh on 21 Apr 13 - No Cached
  • Dongyun Oh on 21 Apr 13
     
    What is the Human Resource Information System? The Human Resource Information System (HRIS) is a central automated HR information tool that manages the data of employees and applicants such as Recruitment & Selection, Training & Development, Performance Management, Disciplinary Procedures, Grievance Procedures and Leave Administration. What is the purpose of the HRIS and what will be its function? The HRIS supports the Government of Montserrat in improving data accuracy and information as it relates to its workforce and future HR planning. It creates an improved means of aligning the Government's human resources to its policy priorities and assists with our thrust towards modernization. It will provide data for informing and strengthening line management capabilities in people management. Overall, Government would have better knowledge of its HR costs, numbers and skill-set for future manpower planning, succession planning, and decision making in managing the size of its public service and be able to better ensure that the human resources are fit for purpose. The automated HRIS will enable Government of Montserrat to maintain vital organizational data in an organized manner. How will the system benefit you, the Public? There are several benefits to be derived from the HRIS System. For example, whenever you apply for a job in Government, you will be better able to know where we are in the recruitment process in a timely manner. Individuals who have worked for the Government, will take pleasure in knowing that key information during the years of employment, such as training received, promotions and performance, have been captured from their first day of work to retirement. Government of Montserrat would be better able to report to you with accurate and timely information on issues such as the skillset and health of the organization. Reporting and accountability is made easier. So where are we now with the implementation of the Human Resource Inform
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Have human resource information systems evolved into internal e‐commerce? | W... - 0 views

www.emeraldinsight.com/...17554211011012586
shared by denisedantas on 03 Dec 17 - No Cached
  • The purpose of this paper is to discuss the impact of technology on the human resources (HR) function in organizations, in general, and in hospitality firms, in particular.
  • The literature clearly points to a substantial incorporation of technology in HR operations, to the extent that human resource information systems (HRIS) are perceived today as internal e‐commerce.
  • – The review particularly raises the importance of managerial commitment to the successful performance of HRIS in organizations.
  • ...1 more annotation...
  • By providing a state‐of‐the‐art review on the potential contribution of HRIS to the industry, and elaborating on critical issues related to the topic, the paper can be of value for both HR educators and practitioners.
  • denisedantas on 03 Dec 17
     
    This article is about a research that has been done to support the hypothesis of the importance of Human Resource Information System in organizations, especially in the hospitality industry. It shows why the human resource information system (HRIS) are perceived today as an internal e-commerce. It clear points saying why the HRIS are not being used in their full potential, thus should be addressed at the managerial level. It provided a potential contribution of HRIS to the hospitality & tourism industry.
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What will ChatGPT mean for the travel industry? | PhocusWire - 1 views

www.phocuswire.com/t-mean-for-the-travel-industry travel industry AI chat technology hospitality hotel
shared by amcqu004 on 15 Jan 23 - No Cached
  • ChatGPT (which stands for Generative Pre-trained Transformer) is a free artificial intelligence chatbot that has incredibly human-like communication skills (and a fee-based premium version in development)
  • Microsoft is reportedly considering a $10 billion investment in ChatGPT owner Open AI according to multiple media outlets.
  • Because of this, tech companies are seeing value in data-driven personalization solutions and ChatGPT fills that need. It can help save companies time and money to allocate resources to solve more complex and specific problems.  
  • ...22 more annotations...
  • With a large dataset already in place, integrating this technology into our platform could hyper-personalize search results for travelers and supports our vision of offering open-ended, flexible search options. 
  • saved more than eight million hours in agent time, allowing travelers to resolve issues faster with self-service. 
  • but the technology is still in a relative state of infancy
  • ChatGPT really captured everyone's attention when it launched,
  • - it's already dividing opinion with responses that can range from entertaining and creative to glaringly inaccurate
  • It's too early to say whether the likes of ChatGPT can truly emulate those very human instincts.
  • First, people need to recognize that it's not generating anything new as much as scraping and regurgitating the internet
  • Every single tour operator, even single hotel, every transport company now has the same opportunity to be as productive as a company much bigger than themselves. I see that as a commodity – everyone has access to it therefore, in some ways, where’s the value. But it’s the most productivity-enhancing thing I’ve ever seen. 
  • However I don’t think that’s the real impact. I think that’s just the start of the game. Once AI starts to get into the actual experiences – not just tour experiences but hotels, airports… the ability to speed up and enhance the actual experience, especially in something that is not a good experience at the moment like an airport, is going to be quite dramatic.And the real game changer... is once the general public has it, it changes everything. You are a tour operator, and you create itineraries. The consumer can now do exactly the same thing as you and do it in real time. And 1,000 people can create 1,000 different experiences tailored to what they like. So the creation of a travel experience on the ground, which tour operators have dominated, is going to be disrupted by travelers being able to do it themselves. 
  • it’s not the live data, it’s not up to date, the facts may not be 100% and it doesn’t have geolocation.
  • The weakness at the moment is it’s only scraping data through 2021. So
  • This could make entirely new businesses or it can destroy businesses.
  • will save hundreds of thousands of dollars on freelance costs, so there's big disruption to come.
  • For basic service copy – simple product descriptions, basic articles, email campaigns, that sort of thing, it's going to be very useful for brands and very painful for content creators.
  • There’s some interesting use cases that we hope to explore such as improving automation and responses for common customer service requests through chat (and eventually even speech and video), as well as concierge-like services to recommend travel destinations, create personalized itineraries and the like.
  • . So there are issues with accuracy and truthfulness, and it needs human expertise to fact-check the output.
  • ChatGPT might herald a revolution in automated content creation, but I also think it could create a new premium for genuine human expertise too.
  • ChatGPT has been trained with information existing until end of 2021. Travel is a super dynamic category where this morning’s information is no longer relevant a few hours even minutes later. Inventory availability, prices, category of rooms/seats/cars change by the minute. You need good old-fashioned technology like CRS, WBE, RMS, etc. to handle these dynamics, not ChatGPT.
  • Google can provide a much better AI-powered chatbot than ChatGPT that spews much better answers in milliseconds, but how are they going to make money?
  • Specific to ChatGPT, I believe that this technology will eventually be used in conjunction with a brand’s own content, in addition to the internet as a whole, so that it can be trained and customized by the brand to answer questions.
  • What’s also really interesting is how this once again demonstrates that the most disruptive innovations often come from outside the travel industry.
  • ChatGPT is gaining that trust in its ubiquity and daily usage, so I think travelers could be much more likely to accept its itinerary recommendations without nearly as much research and shopping around. This has implications for human agents too.
  • amcqu004 on 15 Jan 23
     
    ChatGPT is a new technology that is hoping to take over the travel industry. It is an AI product, similar to google, which will generate answers to questions that travelers may have via a chat service. It is meant to replace tour guides, travel agents, and concierge experts and can either save business time and money, or create chaos and the need to speak to an expert human instead. Like all technology products, there is always room to improve and grow in the initial stages, and not all roles are better off being completed by a computer, rather than a human. Although AI may have access to more information at a quicker pace, and may even be able to write better than most people, some companies believe that the possible errors and inaccuracy provided by ChatGPT will make content creators and human expertise way more valuable. ChatGPT accesses data from 2021 and prior, which means it is not current and up to date. This is a major flaw that will need to be improved.
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