mis hr ppt

8/13/2019 mis hr ppt

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IT Sector

Human Resource department


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Work handled by the human resource

department in IT sector

Staff Planning and Recruitment

Ensure a recruitment and selection of a high quality

diverse work force for the organisation; Forecast staffing requirements; plan for and coordinate all

staffing needs, organizational design and structures.

Provide emerging talent with the opportunity to acquire

professional and practical experience through theinternship Program.


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Compensation, Benefits and Compliance

Develop, implement and maintain competitive and equitable

compensation and benefits policies and programs that enable

the organisation to attract, recruit, motivate and retain highly

qualified people;

responsible for job classification and management of merit-

based pay system in line with organisationspolicy of

reinforcing pay for better performance;

lead in identification and recommendation of competitive pay

and rewards systems in line with the current trends in similar

organizations


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Staff Development and Training

Design and implement staff development and training plans toensure that the staff have the necessary knowledge, skills and

competencies and are continuously being developed for

performance excellence in their current and future

responsibilities;

lead the organisationsperformance management system and

manage the talent and succession planning for the

organization;

ensure career development programs that are relevant to the

organisationsstrategic objectives


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Employee Health and Welfare

Provide innovative and quality health services, comprehensive

medical coverage, wellness and social programs;

promote the personal development, physical and mental

wellbeing of staff and improving quality of life;

create flexible, conducive and healthy work environment and

assist staff to better manage their health and balance life needs

with their professional careers


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Need for MIS in HR department

To offer an adequate, comprehensive and on -going

information system about the people and job.

To supply up to date information at reasonable cost

Providing a comprehensive information picture as a single,comprehensive database

Shifting the focus of HR from the traditional approach to

strategic HRM.

Reengineering HR processes and functions and improvingemployee satisfaction by delivering HR services more quickly

and accurately to them.


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MIS in HR

Planning to meet the personnel needs of the

business

Development of employees to their full

potential

Control of all personnel policies and programs


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HR IS Database

Internal Database:

Data of the employees like basic salary,

personnel data, etc

External Database:

Data of non-employees like qualification,

skills,etc


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Users of HR IS Database

Executives

HR Managers

Non-HR Managers

Other employees


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HRIS Record Keeping

Requirements

Employee information

Wage and salary data

Review dates Benefits

Education and training

Attendance Performance data/appraisal results


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Inputs to the Human Resource MIS

Strategic plan or corporate policies

The TPS:

Payroll data

Order processing data

Personnel data

External sources


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Human resource planning

Personnel selection and recruiting

Training and skills inventory

Scheduling and job placement

Wage and salary administration

Human Resource MIS Subsystems and

Outputs


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Estimation of additionalmanpower requirement

Assimilation of manpower

Finalization of additionalmanpower requirement by

competent authority

Revision of sanctioned manpower

Man power estimates

Finalized requirements

Order to revise sanctioned man power


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Updating of sanctionedmanpower

Estimatoin of vacancies atdifferent units

Decision re-allocation/promotion or fresh

recruitment

Completion of procedure fordirect recruitment of

candidates

Number of vacancies

List of shortlisted candidates


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Appointment/postingletters to candidates

Verification of certificatesand personal details atplace of posting

Creation of personal filefor fresh recruits

Personal details and certificates

verified


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Information Security and HR

The case of Royal Bank Of Scotland Matrix system level 1 to 5

Confusion

Costly mistake

Importance Of HR in information security Clarity and avoiding confusing

Implementation

ISO 27001/2 Three Phases


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Pre-employment Phase

Screening / vetting

Contract terms and conditions

Example:

information on how to establish what criteria

Limitation and checks on handling sensitive data

Identify eligibility of carrying out such checks


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Employment Phase

Staff duty towards information assets

Training in how to conduct themselves for threat mitigation

Scope is much broader than what IT department can cover

Main reason is human breach rather than technical failure(eg.USB)

Assessing the appropriateness /necessity of moving data

frequently .

HR can lay down strict no-excuse policy for a major ITmisconduct

Risk determination is a major function to answer information

asset security


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Post-employment phase

Very risky in case of disgruntled /malicious

employees

Proper access rights management required .

Handling workspaces correctly

Policies to mitigate possible data theft/corruption


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Major Concerns

Data security (back up , replication )

Database security (tampering , identity theft,unauthorised access, password security management )

Database Authentication and resource management

Auditing and security compliance Physical security

Application security

Network security Sniffing

Malicious software

Firewall breach

mis hr ppt

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