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HRM & HRD: Hemanshu Dayaramani Final Year B.Tech Civil PRN: 1032170386

The document discusses how human resource development (HRD) is important for globalization by providing examples of how globalization has increased international economic integration and how HRD can help open avenues for human development globally. It also provides details on the key applications of a human resource information system (HRIS), including database management, time and labor management, payroll functions, benefits management, employee interfaces, and tools for talent acquisition and retention.

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113 views4 pages

HRM & HRD: Hemanshu Dayaramani Final Year B.Tech Civil PRN: 1032170386

The document discusses how human resource development (HRD) is important for globalization by providing examples of how globalization has increased international economic integration and how HRD can help open avenues for human development globally. It also provides details on the key applications of a human resource information system (HRIS), including database management, time and labor management, payroll functions, benefits management, employee interfaces, and tools for talent acquisition and retention.

Uploaded by

HEMANSHU
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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HRM & HRD

CCA ASSIGNMENT 3

Hemanshu Dayaramani
Final Year B.Tech Civil
PRN: 1032170386

Q. 1) How HRD is important in the context of globalization. Support your


answer with real-life examples.
Awnser:
Globalization is a non-stop economic process; individuals, companies or
governments are always on the lookout for new processes or innovations and so
the economic and power structure of the world is never stagnant. It is clear that
in creation of innovations not only technology is important, but also people,
culture and communication, etc. Undergoing globalization process the necessity
to investigate global human resource development and its differences from
domestic human resource development appears. The main aim of this chapter is
to explore the context of globalization on human resource development in
developing countries the case of African countries. As we enter a new
millennium, the effects of internationalization now known as globalization are
everywhere apparent.
This has played a major role in sustaining the economic expansion of the global
economy in the second half of the 20th century. Globalization is seemingly
shrinking the planet as barriers to trade are dismantled, transport and
communications costs fall, and global production systems are formed and
managed by giant multinational corporations. Globalization can be defined as
the ongoing economic, technological, social, and political integration of the
world that began after the Second World War. There are several dimensions to
this dynamic process, including the increased internationalization of economic
markets, for example, in trade and financial capital flows. The rapid integration
of the world economy through increased trade and investment, which has been
fuelled by new technologies, the spread of information and the growing
importance of knowledge - based industries, provides the potential for opening
up new avenues for human development.

P.T.O.
Q. 2) Write in detail the application of the Human resource information
system
Awnser:
Application of the Human resource information system (HRIS)
1. Database management
The core offering of most human resource information system solutions
is a ready-access database where all employee information can be stored
and managed effectively. The HR team (or anyone managing the portal)
can easily input all personnel data into the system. The point is to be able
to access all this data and relevant metric from it on demand from
anywhere across the globe. The kind of data stored on the system ranges
from compensation information, emergency contact details, and
education history to present contact information, learning metrics, and
performance review scores. The database forms the heart of all HR
functions and could prove to be an effective online or cloud-hosted
backup for a largely paperless office.
2. Time and labor management
Monitoring the clocking hours of every single employee is a time-
intensive task. With a majority of offices today allowing employees to
either punch in biometrically or log on to input their own hours, this
daily dose of data needs effective management. Managers can now
approve leave requests, and the data can be directly linked to payroll. A
non-intrusive but efficient human resource information system can thus
keep a close tab on punctuality and attendance. Learn More: What is
People Management? Complete Process with Best Practices
3. Payroll functions
Payroll is one of the most important functions of HR. With a lean human
resource information system allowing easy download or upload of
employee hours and attendance data, the number crunch can be made a
lot simpler, and deposits to employees made more seamless. This also
leads to fewer errors by reducing human intervention. Moreover, most
HRIS payroll software led to an improvement in tax compliance,
especially for organizations that deal with multiple tax levels.

4. Benefits management
Benefits management does not pertain only to medical benefits and
retirement investments, but all queries, feedback, data, and
communication related to benefits. Such applications provide a one-stop
platform experience for all employers and employees alike, add
transparency, and enable smoother operations. Every employee is
affected by the benefits regulations and strategy, and how that is
managed affects the total experience that the employee has at work.
5. Employee interface
Most human resource information system software allows limited user
access to employees, but even that moderate level of employee self-
service is a step forward in creating a culture where employees have
more operational freedom. The interface that allows employees to update
their personal information, review pay scales, change retirement benefit
programs, update direct deposit information or download benefit election
documents needs to provide a user experience that is easy, integrated,
and time-saving.
6. Talent acquisition and retention
Acquiring and retaining the right talent is how an organization can hope
to grow. With that context in mind, recruitment and retention are crucial
components of any HRIS and are ranked by most organizations as must-
have features. Getting the right talent onboard is just the first step to the
talent puzzle. Employees also need to be provided with the right training,
career pathing, and reward plans to enable growth, boost morale, and
create job happiness. HRIS tools can improve the candidate experience
while also making it easier for recruiters to source, track, and engage
with the right talent.

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