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NEED FOR AN HRMS

NEED FOR AN HRMS. Chapter 2. Human Resources Management Systems: A Practical Approach. By Glenn M. Rampton, Ian J. Turnbull, J. Allen Doran ISBN 0-459-56370-X Carswell. Overview.

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NEED FOR AN HRMS

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  1. NEED FOR AN HRMS Chapter 2 Copywrite c 1999 PMi www.pmihrm.com

  2. Human Resources Management Systems: A Practical Approach • By Glenn M. Rampton, Ian J. Turnbull, J. Allen Doran ISBN 0-459-56370-X Carswell Copywrite c 1999 PMi www.pmihrm.com

  3. Overview Technological changes, with increased demands for human resources information make it cost-effective for organizations with as few as fiftyemployees to develop and implement a new HRMS. Copywrite c 1999 PMi www.pmihrm.com

  4. l Parallel trends have contributed to HRMS in larger organizations becoming obsolete so that many of these organizations are in the process of replacing or upgrading their current systems. Copywrite c 1999 PMi www.pmihrm.com

  5. MAJOR INFLUENCES Human resources information requirements becoming more complex, and demanding, for most organizations due to need for: information to satisfy government legislation in such areas as employment equity, pay equity, pensions, payroll, and taxation; and effective automated workforce information for organizations to be competitive in today's rapidly changing business environment Copywrite c 1999 PMi www.pmihrm.com

  6. Common Uses • Employee Lists • Attrition Reporting/Monitoring Employee Lists • Employment Equity Tracking/Monitoring • Salary/Benefits Budget Reporting • Salary/Benefits Modelling • Seniority Lists • Applicant Tracking • Grievance Tracking and Analysis • Workers Compensation (WCB) and Long Term Disability (LTD) Tracking • HRMS Reports • Human Resources/Strategic Planning Copywrite c 1999 PMi www.pmihrm.com

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