That ragging is totally prohibited in and outside the institute and anyone found guilty of ragging and/or abating ragging whether actively or passively is liable to be punished in accordance with UGC regulations on curbing the menace of ragging in higher educational institution 2009.
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Human Resource Management

 

  Human Resource Management  
       

Human Resources Management System (HRMS) or Human Resources Information System HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and, in particular, its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning ERP) software. On the whole, these ERP systems have their origin from software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually- and proprietarily-developed predecessors, which makes this software application both rigid and flexible.

A Human Capital Management Solution, Human Resources Management System (HRMS), or Human Resources Information System (HRIS), as it is commonly called, is the crossing of HR systems and processes with information technology. The wave of technological advancement has revolutionized each and every space of life today, and HR in its entirety was not left untouched. Early systems were narrow in scope, typically focused on a single task, such as improving the payroll process or tracking employees` work hours. Today`s systems cover the full spectrum of tasks associated with Human Resources departments, including tracking & improving process efficiency, managing organizational hierarchy, and simplifying financial transactions of all types. In short, as the role of Human Resources departments expanded in complexity, HR technology systems evolved to fit these needs.[2]

The function of human resources (HR) departments is administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Management of "human capital" progressed to an imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before client–server architectures evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally developed HRMS were limited to organizations that possessed a large amount of capital. The advent of client–server, application service provider, and software as a service(SaaS) or human resource management systems enabled higher administrative control of such systems. Currently human resource management systems encompass:

      
 
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