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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
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