scholarly journals Digitised Online Human Resource Management System of Indian Railways

2021 ◽  
pp. 8-13
Author(s):  
Mr. P Bala Muralidhar
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management System ◽  
Successful Implementation ◽  
Major Step ◽  
Human Resource Management System ◽  
Resource Management System ◽  
Master Module

Indian Railway has launched on 26th November, 2020 entirely digitized online Human Resource Management System (HRMS). The 100 per cent digitised online Human Resource Management System (HRMS) has been launched by Indian Railways in an attempt to increase its productivity and ensure employee satisfaction. This attempt is said to be a major step towards making the country digitally empowered. As a step towards employee interface, Indian Railways has introduced the HRMS. This initiative targets to bring all the railway employees on the employee portal so that all the processes of personnel management starting right from hiring to retiring will be on the digital platform. Indian Railways has already launched other modules of the Human Resource Management System including the Employee Master module, Electronic Service Record module, Annual Performance Appraisal Report (APAR) module, Electronic Pass module and Office Order Module. Railway Board has launched following modules of HRMS and User depot useful for railway employees and pensioners on 26th November, 2020 via video conferencing-such as Employee Self Service (ESS) module, Provident Fund (PF) Advance module, Settlement module. The Human Resource Management System (HRMS) can impact over twenty seven lakh families of serving Railway workers further those that have retired. It can facilitate improvement within the potency and productivity of the Railways. The system will herald transparency and increase answerability within the operating of Railways. This paper tries to present the digital aspect of HRMS of Indian Railways and suggestions for successful implementation of the digital HRMS.

Mechanism Construction of Human Resource Management based on Blockchain Technology

2021 ◽  
Vol 9 (3) ◽  
pp. 310-320
Author(s):  
Long Li ◽  
Huimin Zhang ◽  
Yinhong Dong
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management System ◽  
Management Mechanism ◽  
Actual Performance ◽  
Human Resource Management System ◽  
Resource Management System ◽  
Blockchain Technology

Abstract The traditional human resource management system is faced with such problems as the quality of staff recruitment can not be guaranteed, the training performance is not consistent with the actual performance, the enterprise performance appraisal is unfair, and the salary distribution is unfair, which seriously affects the enthusiasm and loyalty of employees and threatens the survival and development of enterprises. In view of the current situation and problems of human resource management system, combined with the technical characteristics of blockchain, this paper proposes a human resource management mechanism based on blockchain technology, in order to achieve the company’s human resource management system accurate, efficient, open and transparent. It is found that there is a good coupling between blockchain technology and human resource management system. This paper constructs a human resource management mechanism based on blockchain, innovates the application scenarios of blockchain technology, and provides certain guiding significance for the establishment of human resource management system and process improvement in the future.

Towards the improvement of the sustainability in sustainable HRM: The role of system strength

2021 ◽  
Vol 5 (1) ◽  
pp. 65-74
Author(s):  
Arash Mashhady
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Role Conflict ◽  
Management System ◽  
Role Ambiguity ◽  
Successful Implementation ◽  
Bottom Line ◽  
Human Resource Management System ◽  
Resource Management System

With the growing interest in sustainability, its incorporation in business management, and its inevitable intersection with the management of human resources, some scholars and practitioners have highlighted the potential benefits of successful implementation of sustainable human resource management as a source of competitive advantage. While this may denote a corporation’s capacity to respond to a wider range of needs and requirements beyond economic targets, researchers draw on different theories to point out the possible adverse consequences of adopting such multiple bottom-line approaches for employees. This study builds on ideas from previous research, particularly the works of Bush (2018), Bowen and Ostroff (2004) to 1) examine if the perceived degree of emphasis on a triple-bottom-line (TBL) approach is related to role ambiguity and role conflict; 2) investigate if the elements of human resource management system strength are related to role conflict and role ambiguity and, if these elements can moderate the relationship between the perceived degree of emphasis on TBL approach, role ambiguity, and role conflict. While the findings support the link between taking a TBL approach and role ambiguity and role conflict, it offers evidence that a strong human resource management system may reduce the role ambiguity and role conflict resulting from taking such approaches. Managerial implications and future research directions conclude this research

scholarly journals Pengaruh Sistem Manajemen Sdm Berbasis Kompetensi Dan Penilaian Prestasi Kera Terhadap Kinerja Karyawan Pada PT. Inducomp Dewata Denpasar

2020 ◽  
Vol 2 (2) ◽  
pp. 46-58
Author(s):  
Amirah Amirah ◽  
Ni Made Yudhaningsih
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management System ◽  
Work Performance ◽  
Human Resource Management System ◽  
Resource Management System ◽  
Competency Based ◽  
The Impact

This research aims to find out the impact of competency-based human resource management and work performance appraisal towards the employees’ performance of PT. Inducomp Dewata. As much as 270 employees became the population of this analysis and it took only 73 respondents as the sample. Simple random sampling technique used as the tool to collect the samples. The method used to analyze the data were validity check, reliability check, multiple regression analysis and t check and f check. Partial research result shows that there is no effect of competency-based human resource management system variable (X1) towards employees’ performance variable (Y) of PT. Inducomp Dewata Denpasar. On the other hand, there is a positive yet significance effect of the variable from work performance appraisal (X2) towards employees’ performance (Y) PT. Inducomp Dewata. According to simulants research results, it shows the is a significance effect from the variable of competency-based human resource management system and the variable of work performance appraisal towards employees’ performance of PT. Inducomp Dewata Denapasar with f-value f-table (26.991 3.13) and sig (0.000). PT. Inducomp Dewata should improve the work performance appraisal system and evaluate the work performance assessment regularly in order to know the needs of employees’ training and development as well as motivated the employees’, which will produce the better work performance of the employees’ in the future.

scholarly journals Perancangan Website Human Resource Administration

2019 ◽  
Vol 1 (01) ◽  
pp. 9-14
Author(s):  
Kristian Adi S. ◽  
Suhatati Tjandra ◽  
S.T.B. Tambunan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Human Resource Management System ◽  
Resource Management System

Pengelolaan sumber daya manusia merupakan salah satu faktor utama dalam pengembangan suatu perusahaan. Pengaturan Sumber daya manusia pada sebuah perusahaan sangatlah rumit dan membutuhkan ketelitian. Untuk itu diperlukan suatu sistem yang dapat membantu tugas HRD pada perusahaan yang disebut Human resource Management System (HRM System).  Kesalahan yang kecil pada pengaturan sumber daya manusia pada perusahaan akan berakibat fatal terutama pengaturan yang berhubungan dengan anggaran atau biaya. Penggaturan angaran untuk sumber daya manusia membutuhkan bantuan dalam hal pencatatan maupun sistem yang akurat sehingga tidak ada kesalahan dan celah yang merugikan pihak perusahaan dan pegawai. Perancangan Website ini, bertujuan untuk  mengembangkan sistem Human Resource Administration dengan menggunakan jaringan intranet. Pembuatan akan dibantu dengan kerangka kerja untuk pembuatan website yang bernama Laravel guna memudahkan pembuatan serta pengembangan website kedepanya. Website ini juga dilengkapi dengan database MySql dan Semantic UI sebagai tampilan utama website

scholarly journals Pathology of Human Resource Management System in Iran’s Ministry of Sports and Youth

2020 ◽  
Vol 8 (3) ◽  
pp. 0-0
Author(s):  
Mohammad Javadipour ◽  
Mohammad Hashemi Siyavoshani ◽  
Mohammad Hossein Ghorbani ◽  
◽  
◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Human Resource Management System ◽  
Resource Management System
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