In today’s high-tech business world, the global workforce and global business connectivity have significantly reshaped the way HR operations get processed, which was reflected in an increasing demand for HR operations automation. At the intersection between Human Resource and Information Technology, HRMS (Human Resources Management Systems) was founded to propose a practical solution that intends to support HR practitioners, top management and employees alike: HR practitioners to ensure faster and more efficient transactions and better focus on the strategic role of HR, top management to rationalize their human capital related decisions based on accurate and sufficient information and analysis, and employees to smoothly communicate with HR and easily connect to information shared.
A closer look at HRMS:
It’s an application that helps companies of all sized store basic employee information (such as personnel details, company hierarchy, salaries etc), as well as employees compensation and benefits information, payroll, workforce competencies inventory and an almost limitless range of other aspects of human resources. I am an HRMS ally for it does allow organizations to get organized – i.e.: keeping track of employment applications as it enables employers to store and review CVs, and search for suitable applicants who are already in their database when a new vacancy arises.
Another key benefit of HRMS is that it offers the organization (or its human resources department) access to visual representations of attendance and leave records, as well as performance history for each member of the staff. Furthermore, it allows organizations to pinpoint employees with particularly high potential, or those who are exceeding their targets, the thing which helps management make informed judgments regarding promotions.
HRMS as a corporate added Value:
I have to say that the Installation and administration of an HRMS system can be quite challenging at first and thus having tried it myself, the most valuable advice for companies planning to acquire HRMS is to spend enough time analyzing their internal needs first and then preparing their employees for change by giving them heads up and engaging them in the process. It is also important to make sure that personalized support in the deployment phases is provided (usually by the vendor) as well as guidance for mgt and staff.
HRMS in the MENA Region:
I think HRMS in the MENA corporations is a must today mostly for employees to feel more in charge of their career decisions and empowered to trusted by their employer. One feature I personally recommend is the ERP integration (employee referral program) which engaged employees and gives them credit for referring competent talents. about Hatem: Hatem is a HR Professional with over 8 years of regional and international experience in HR / Business Consultancy. He is currently employed as a HR Advisor for SNC-LAVALIN in their regional corporate office in KSA.
