HUMAN RESOURCE INFORMATION SYSTEM

1. (a) Concept of Data Base Management System, E HRM, Difference between data &
information.
A database management system (DBMS) is a software package designed to define, manipulate, retrieve
and manage data in a database. A DBMS generally manipulates the data itself, the data format, field
names, record structure and file structure. It also defines rules to validate and manipulate this data.
A DBMS relieves users of framing programs for data maintenance. Fourth-generation query languages,
such as SQL, are used along with the DBMS package to interact with a database.
Some other DBMS examples include:

 MySQL
 SQL Server
 Oracle
 dBASE
 FoxPro

E-HRM is the use of web-based technologies to provide HRM services within employing organizations.
It embraces e-recruitment and e-learning, the first fields of human resource management to make
extensive use of web-based technology. From this base e-HRM has expanded to embrace the delivery of
virtually all HR policies. Within a system of e-HRM, it is possible for line managers to use desktop
computers to arrange and conduct appraisals, plan training and development, evaluate labour costs, and
examine indicators for turnover and absenteeism. Employees can also use a system of e-HRM to plan
their personal development, apply for promotion and new jobs, and access a range of information on HR
policy. Systems of e-HRM are increasingly supported by dedicated software produced by private
suppliers.

E-HRM is the (planning, implementation and) application of information technology for both networking
and supporting at least two individual or collective actors in their shared performing of HR activities.
Data Vs Information
Data Information
 Data is raw, unorganized facts that  When data is processed, organized,
need to be processed. Data can be structured or presented in a given
something simple and seemingly context so as to make it useful, it is
random and useless until it is called information.
organized.
 The average score of a class or of the
 Each student's test score is one piece entire school is information that can be
of data. derived from the given data.

Data are simply facts or figures — bits of information, but not information itself. When data are
processed, interpreted, organized, structured or presented so as to make them meaningful or useful, they
are called information. Information provides context for data.
 1. (b )The problem of early file oriented DBMS.

.1. Data Redundancy: It is possible that the same information may be duplicated in different files.this
leads to data redundancy results in memory wastage.
2. Data Inconsistency: Because of data redundancy,it is possible that data may not be in consistent state.
3. Difficulty in Accessing Data: Accessing data is not convenient and efficient in file processing
system.
4. Limited Data Sharing: Data are scattered in various files.also different files may have different
formats and these files may be stored in different folders may be of different departments.
So, due to this data isolation, it is difficult to share data among different applications.
5. Integrity Problems: Data integrity means that the data contained in the database in both correct and
consistent.for this purpose the data stored in database must satisfy correct and constraints.
6. Atomicity Problems: Any operation on database must be atomic.
 this means, it must happen in its entirely or not at all.

7. Concurrent Access Anomalies: Multiple users are allowed to access data simultaneously.this is
for the sake of better performance and faster response.
8. Security Problems: Database should be accessible to users in limited way.
 Each user should be allowed to access data concerning his requirements only.

1. (C) Concept of relational database model of hris and draw an imaginary data base
structure.

It is an assortment of various data sets which are organized using columns, records, and tables. It
establishes a well-defined relation between the tables of database. With the help of Relational Database
Management System, the systems of HRIS were upgraded into HR decision flow systems and work
flow system.
 2. (A,B, C)

From sheet chapter 4

3. (A,B, C)

From sheet chapter 9

4. (a) The general catagories of costs of human behavior in an organization [ chapter 8]

4. ( b) The costs & benefits implementation of HRIS in an organization

HRIS Benefits

According to the opinion of Kovach (2002), HRIS implementation has the following advantages:

 Improving the organizational competitiveness by way of improved human resource functioning.

 Provides the opportunity for shifting the focus from day to day operational issues of HR to much
more strategic objectives.
 Employees play an active part in the HRIS implementation and its usage in day to day
functioning.
 Results in reengineering or restructuring of the entire HRD.

Broadly HRIS Benefits can be classified into the following:

 Advantages for the management in terms of improving the decision making capability of
management, effective cost control, clarity of vision and transparency in its operations and more
concentration on the strategic objectives of HR.
  Advantages for the Human Resource Department in terms of improving the efficiency of the HR
department, reduced dependence on paper work and manual management of employee
data/information, brings standardization in the key processes and reduces redundancy and
transforms the HR department into a proactive department.
 Provides added advantages for the employees as it saves time, facilitates convenience in usage
and administration, improves decision making, etc

HRIS is usually adopted as well as implemented for attaining the following goals:

 Improving Efficiencies: Automation in HR, reduces dependence on hard copy form of data and
information related with the employee details, facilitates saving of time and resources by way of
using online applications/forms created in a user friendly interface. This improves the overall
efficiency of the HR department and the HR professionals may focus more on strategic decision
making and developmental functions of HR.
 Mutually Beneficial for both the Management and the Employees: Automation of HR or
HRIS, facilitate transparency in the system, thereby result in improved employee satisfaction
from his job and convenience for the management in proactively responding to people related
affairs.
 HR as a Strategic Partner: With the implementation of HRIS in the organization, the role of HR
expands from merely being a support system or an administrator to a strategic partner. HR
functions in alignment with the corporate strategy and today plays a strategic role in driving
business objectives through effective management of human resources and implementation of HR
best practices/interventions for improved employee performance.

An evaluation of HR costs involves calculation of ROI (Return on Investment) on Human Capital, which
generally encompasses an assessment of the benefits or the positive outcomes and also the costs or the
negative outcomes of HR led initiatives/practices. The evaluation of costs and benefits of HRIS can be
performed with the help of various techniques:

 Identification of sources of value for costs and benefits of HR led initiatives: This would be
involving an assessment of the business environment, changing trends and an evaluation of the
strategic course of alternatives.
 Estimating the Timing of Benefits and costs: This essentially involves comparing the HR costs
and benefits in various periods or measuring the costs-benefits of various programs led in
different timings. This plays a crucial role during the policy making process.
 Calculating the value of Indirect Benefits: Indirect benefits are the secondary benefits. This
step helps in understanding the influence of various factors on the probability of success of HRIS
projects. By estimating the magnitude, one can perform better evaluation of the planning process.
For estimation, at first the proper metric is chosen and then direct estimation, benchmarking and
internal assessment are done. Benchmarking is widely available, as it has several advantages to
offer. It results in better risk management for large scale projects which are in progress. Internal
assessment involves an assessment of the firm’s own internal metrics. Here data transfers are
much easier and relatively cost effective as well.

Methods for estimating the value of indirect benefits: These are typically estimated in dollars.
It involves a calculation of the Average Employee Contributions (AEC). AEC is derived by
calculating the difference between the net revenue of an organization and the cost of goods sold
 divided by the total number of employees. In short, AEC = (Net Revenues – Cost of Goods
Sold)/number of employees.

AEC is the average employee contribution to the organization. This is a profitable technique for
the organization. It helps the HR professionals to estimate their contribution towards the
organization. It also contributes towards the assessment of employees’ individual differences and
production rate.

4. (C) The Guidelines of a successful cost-benefits analysis for a single HRIS module
 5. (a) Concept of Job description, recruitment & Selection.

Job Description
Job description is a functional description of the contents and contexts of the job. Job description
narrates the various features and contents of a job. It is a written statement that identifies, describes
and defines job's duties, responsibilities, working conditions etc. It is a document showing a brief
summary of task requirements which explains the constitute elements of job in a organized way.

Contents Of Job Description Statement

Job Title, Job Location, Job Summary, Duties, Machines, Tools And Equipments, Materials And Form
Used, Working Environment, Job Hazards.

Recruitment
Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for filling
up the vacant positions in an organization. It is a core function of Human Resource Management.
Recruitment is the process of choosing the right person for the right position and at the right time.
Recruitment also refers to the process of attracting, selecting, and appointing potential candidates to
meet the organization’s resource requirements.

Selection
Selection is the process of picking individuals who have relevant qualifications to fill jobs in an
organisation. The basic purpose is to choose the individual who can most successfully perform the
job, from the pool of qualified candidates.

5. (b) The Aesthetic features during designing a recruitment website.

Nowadays recruitment software has to meet many requirements.

1. User-friendly
A recruitment system is a complex application that has to be intuitive for the users. The handling has to be
clear with a logical allocation of the functionalities in order to increase the user acceptance and
productivity. The use of modern web technologies in the software architecture is a precondition, too.
2. Web-based
In any case, an up-to-date system should be web-based. Whereas it doesn’t really matter whether the data
is hosted on a server of the client (On premise) or of the supplier (SaaS/Software as a service). The access
of all employees to a centralized database enables the usage from different locations. The software can
then also be maintained and updated more regularly.
3. Multi-Channel-Posting
One of the recruiters’ main activities is the publishing of job offers on various online job portals to obtain
the maximum reach. The central handling of the job board logins directly from the system makes the
function of multi-channel-posting easy-to-handle and helps to save precious time.
4. CV Parsing
CV parsing is the automatic scanning of candidate data. Applications can be directly extracted, modified
and evaluated. Like this the HR employees gain lots of time when inserting data. Furthermore the number
of errors resulting from the manual insertion decreases.
5. Matching

Matching process in Unatrix

The matching between the candidates and the customers’ needs is one of the essential processes for
engineering services. It is crucial that the relevant competencies are recognized and considered within the
search. A dynamic catalogue of competences that contains different specific keywords as well as
synonyms and other spellings and other translations can bring a major advantage.
6. Talent pool
Any position can be staffed with only one candidate. Though this does not necessarily imply that the
other applicants do not represent precious human capital. In times where you have to talk about the “war
of talents” with a decreasing number of candidates for the number of jobs to be staffed this potential
should not be given away with a negative answer. Instead you can transfer them into a talent pool – with
their consent, of course. Like this they can be reconsidered for later vacancies. Here it makes sense to use
the recruitment software rather like a CRM to establish a regular contact with the pool members.
7. CRM
Recruitment usually starts with a staffing need whether it is internal or external, i.e. for a client. If the
engineering services are able to cover their own recruitment processes with the tool, the same should go
for their customer relationships. In fact the contact and exchange with the client is equally important since
the recruitment is being done for him. The recruiter can receive required profiles and offer candidates
with the desired competencies directly through the CRM to make their work easier.
8. Monitoring

Monitoring in Unatrix
In order to manage a company precisely you need to know about certain KPIs, especially within the core
business areas of an engineering service, i.e. recruitment and sales. The e-recruitment system can support
this with clearly structured reportings. Like this, you can easily understand how many applications were
received, how many client interviews resulted from this and how many projects were won in the end.
9. Communication history
To avoid that candidates and clients are getting contacted twice or never, it is important to track the
interactions with the related actors and to make them accessible for all employees involved. Like this the
processes become comprehensible and transparent for all colleagues. In matured systems it is even
possible to set automatic actions, e.g. to send predefined emails after a certain period of time.

5. (C) The guidelines for online recruitments.

 6. (A) Concept of Job Analysis & impact on each stage.

Job analysis
Job analysis in human resource management (HRM) refers to the process of identifying and determining
the duties, responsibilities, and specifications of a given job. It encompasses the collection of data
required to put together a job description that will attract the right person to fill in the role. Job analysis in
HRM helps establish the level of experience, qualifications, skills and knowledge needed to perform a job
successfully.

Impact of Job analysis

Provides First Hand Job-Related Information: The job analysis process provides with valuable job-
related data that helps managers and job analyst the duties and responsibilities of a particular job, risks
and hazards involved in it, skills and abilities required to perform the job and other related info.

Helps in Creating Right Job-Employee Fit: This is one of the most crucial management activities.
Filling the right person in a right job vacancy is a test of skills, understanding, and competencies of HR
managers. Job Analysis helps them understand what type of employee will be suitable to deliver a
specific job successfully.

Helps in Establishing Effective Hiring Practices: Who is to be filled where and when? Who to target
and how for a specific job opening? Job analysis process gives answers to all these questions and helps
managers in creating, establishing and maintaining effective hiring practices.

Guides through Performance Evaluation and Appraisal Processes: Job Analysis helps managers
evaluating the performance of employees by comparing the standard or desired output with delivered or
actual output. On these bases, they appraise their performances. The process helps in deciding whom to
promote and when. It also guides managers in understanding the skill gaps so that right person can be fit
at that particular place in order to get desired output.

Helps in Analyzing Training & Development Needs: The process of job analysis gives the answer to
following questions:

 Who to impart training?

 When to impart training?
 What should be the content of training?
 What should be the type of training: behavioral or technical?
 Who will conduct training?

Helps in Deciding Compensation Package for a Specific Job: A genuine and unbiased process of job
analysis helps managers in determining the appropriate compensation package and benefits and
allowances for a particular job. This is done on the basis of responsibilities and hazards involved in a job.
 Time Consuming: The biggest disadvantage of Job Analysis process is that it is very time-consuming. It
is a major limitation especially when jobs change frequently.

Source of Data is Extremely Small: Because of small sample size, the source of collecting data is
extremely small. Therefore, information collected from few individuals needs to be standardized.

Involves Lots of Human Efforts: The process involves lots of human efforts. As every job carries
different information and there is no set pattern, customized information is to be collected for different
jobs. The process needs to be conducted separately for collecting and recording job-related data.

6. (B) Concept of training & various methods of training.

Training constitutes a basic concept in human resource development. It is concerned with developing a
particular skill to a desired standard by instruction and practice. Training is a highly useful tool that can
bring an employee into a position where they can do their job correctly, effectively, and conscientiously.
Training is the act of increasing the knowledge and skill of an employee for doing a particular job.

Many methods of training are available- each has certain advantages and disadvantages. Here we list
the different methods of training...you can comment on the pros and cons and make the examples
concrete by imagining how they could be applied in training truck drivers.

1. Technology-Based Learning
Common methods of learning via technology include:
 Basic PC-based programs
 Interactive multimedia - using a PC-based CD-ROM
 Interactive video - using a computer in conjunction with a VCR
 Web-based training programs
The forms of training with technology are almost unlimited. A trainer also gets more of the learner''s
involvement than in any other environment and trainees have the benefit of learning at their own pace.

Example: In the trucking industry one can imagine interactive multimedia training on tractor-trailers
followed by a proficiency test to see how well the employee knows the truck.
2. Simulators
Simulators are used to imitate real work experiences.

Most simulators are very expensive but for certain jobs, like learning to fly a 747, they are indispensable.
Astronauts also train extensively using simulators to imitate the challenges and micro-gravity experienced
on a space mission. The military also uses video games (similar to the "shoot-em-up" ones your 14-year
old plays) to train soldiers.

Example: Truck drivers could use simulators to practice responding to dangerous driving situations.
 3. On-The-Job Training
Jumping right into work from day one can sometimes be the most effective type of training.

Here are a few examples of on-the-job training:

 Read the manual - a rather boring, but thorough way of gaining knowledge of about a task.
 A combination of observation, explanation and practice.
 Trainers go through the job description to explain duties and answer questions.
 Use the intranet so trainees can post questions concerning their jobs and experts within the company can
answer them.
On-the-job training gives employees motivation to start the job. Some reports indicate that people learn
more efficiently if they learn hands-on, rather than listening to an instructor. However, this method might
not be for everyone, as it could be very stressful.

Example: New trucking employees could ride with experienced drivers. They could ask questions about
truck weigh stations, proper highway speeds, picking up hitchhikers, or any other issues that may arise.
4. Coaching/Mentoring
Coaching/mentoring gives employees a chance to receive training one-on-one from an experienced
professional. This usually takes place after another more formal process has taken place to expand on
what trainees have already learned.

Here are three examples of coaching/mentoring:

 Hire professional coaches for managers (see our HR.com article on Understanding Executive Coaching)
 Set up a formal mentoring program between senior and junior managers
 Implement less formal coaching/mentoring to encourage the more experienced employees to coach the
less experienced.
Coaching/mentoring gives trainees the chance to ask questions and receive thorough and honest answers -
something they might not receive in a classroom with a group of people.

Example: Again, truck drivers could gain valuable knowledge from more experienced drivers using this
method.
5. Lectures
Lectures usually take place in a classroom-format.

It seems the only advantage to a lecture is the ability to get a huge amount of information to a lot of
people in a short amount of time. It has been said to be the least effective of all training methods. In many
cases, lectures contain no form of interaction from the trainer to the trainee and can be quite boring.
Studies show that people only retain 20 percent of what they are taught in a lecture.

Example: Truck drivers could receive lectures on issues such as company policies and safety.
6. Group Discussions & Tutorials
These most likely take place in a classroom where a group of people discuss issues.

For example, if an unfamiliar program is to be implemented, a group discussion on the new program
would allow employees to ask questions and provide ideas on how the program would work best.
 A better form of training than lectures, it allows all trainees to discuss issues concerning the new program.
It also enables every attendee to voice different ideas and bounce them off one another.

Example: Truck drivers could have group discussions and tutorials on safety issues they face on the road.
This is a good way to gain feedback and suggestions from other drivers.
7. Role Playing
Role playing allows employees to act out issues that could occur in the workplace. Key skills often
touched upon are negotiating and teamwork.

A role play could take place between two people simulating an issue that could arise in the workplace.
This could occur with a group of people split into pairs, or whereby two people role play in front of the
classroom.

Role playing can be effective in connecting theory and practice, but may not be popular with people who
don´t feel comfortable performing in front of a group of people.

Example: Truck drivers could role play an issue such as a large line-up of trucks is found at the weighing
station and one driver tells another that he might as well go ahead and skip the whole thing. Or role play a
driver who gets pulled over by a police officer and doesn´t agree with the speeding charge.
8. Management Games
Management games simulate real-life issues faced in the workplace. They attract all types of trainees
including active, practical and reflective employees.

Some examples of management games could include:

 Computer simulations of business situations that managers ´play´.
 Board games that simulate a business situation.
 Games surrounding thought and creativity - to help managers find creative ways to solve problems in the
workplace, or to implement innovative ideas.
Example: In a trucking business, managers could create games that teach truckers the impact of late
deliveries, poor customer service or unsafe driving.
9. Outdoor Training
A nice break from regular classroom or computer-based training, the usual purpose of outdoor training is
to develop teamwork skills.

Some examples include:

 Wilderness or adventure training - participants live outdoors and engage in activities like whitewater
rafting, sailing, and mountain climbing.
 Low-impact programming - equipment can include simple props or a permanently installed "low ropes"
course.
 High-impact programming - Could include navigating a 40-foot "high ropes" course, rock climbing, or
rappelling.
Outgoing and active participants may get the most out of this form of training. One risk trainers might
encounter is distraction, or people who don´t like outdoor activities.
Example: As truck drivers are often on the road alone, they could participate in a nature-training course
along with depot personnel to build esprit de corps.
10. Films & Videos
Films and videos can be used on their own or in conjunction with other training methods.

To be truly effective, training films and videos should be geared towards a specific objective. Only if they
are produced effectively, will they keep the trainees attention. They are also effective in stimulating
discussion on specific issues after the film or video is finished.

Films and videos are good training tools, but have some of the same disadvantages as a lecture - i.e., no
interaction from the trainees.

A few risks to think about - showing a film or video from an outside source may not touch on issues
directly affecting a specific company. Trainees may find the information very interesting but irrelevant to
their position in the company.

Some trainers like to show videos as a break from another training method, i.e. as a break from a lecture
instead of a coffee break.

This is not a good idea for two reasons. One: after a long lecture, trainees will usually want a break from
any training material, so a training film wouldn´t be too popular. Two: using films and videos solely for
the purpose of a break could get expensive.

Example: Videos for truckers could show the proper way to interact with customers or illustrate
preventive maintenance techniques.
11. Case Studies
Case studies provide trainees with a chance to analyze and discuss real workplace issues. They develop
analytical and problem-solving skills, and provide practical illustrations of principle or theory. They can
also build a strong sense of teamwork as teams struggle together to make sense of a case.

All types of issues could be covered - i.e. how to handle a new product launch.

Example: Truck drivers could use case studies to learn what issues have been faced in the trucking
industry in the past and what they could do if a similar situation were to occur.
12. Planned Reading
Basically planned reading is pre-stage preparation to more formal methods of training. Some trainees
need to grasp specific issues before heading into the classroom or the team-building session.

Planned reading will provide employees with a better idea of what the issues are, giving them a chance to
think of any questions beforehand.

Example: Here we may be stretching if we think that truckers are going to read through a lot of material
the training department sends them.
 6. (C) ‘On the job’ & ‘Off the job’ training method
On-The-Job Training methods

(a) Job Rotation:

This type of training involves the movement of the trainee from one job to another.
The trainee receives job knowledge and gains experience from his supervisor or trainer in each of the
different job assignments. Though this method of training is common in training managers for general
management positions, trainees can also be rotated from job to job in workshop jobs. This method gives
an opportunity to the trainee to understand the problems of employees on other jobs and respect them.

(b) Coaching:

The trainee is placed under a particular supervisor who functions as a coach in training the individual. The
supervisor provides feedback to the trainee on his performance and offers him some suggestions for
improvement. Often the trainee shares some of the duties and responsibilities of the coach and relieves
him of his burden. A limitation of this method of training is that the trainee may not have the freedom or
opportunity to express his own ideas.

(c) Job Instruction:

This method is also known as training through step by step. Under this method, trainer explains the
trainee the way of doing the jobs, job knowledge and skills and allows him to do the job. The trainer
appraises the performance of the trainee, provides feedback information and corrects the trainee.

(d) Committee Assignments:

Under the committee assignment, group of trainees are given and asked to solve an actual organisational
problem. The trainees solve the problem jointly. It develops team work.

(e) Apprenticeship:

Apprenticeship is a formalized method of training curriculum program that combines classroom education
with on-the-job work under close supervision. The training curriculum is planned in advance and
conducted in careful steps from day to day.

Off-The-Job Training Methods

1. Classroom Lectures:
under the off the job methods of training, classroom method or lecture method is well-known to train
white collar or managerial level employees in the organisation. under this method employees are called to
the room like that of classroom to give training by trainer in the form of lectures. This method is
effectively used for the purpose of teaching administrative aspects or on management subject to make
aware of procedures and to give instructions on particular topic.
2. Audio-Visual:

Providing training by way of using Films, Televisions, Video, and Presentations etc. This method of
training has been using successfully in education institutions to train their students in subjects to
understand and assimilate easily and help them to remember forever. New companies have come up for
providing audio visual material for students in their concern subjects. In the corporate sector, mainly in
customer care centres employers are giving training to their employees by using audio visuals material to
teach how to receive, talk and behaviour with the customer.

3. Simulation:

The simulation Method of training is most famous and core among all of the job training methods. in the
simulation training method, trainee will be trained on the especially designed equipment or machine
seems to be really used in the field or job. But, those equipment or machines are specifically designed for
training a trainees were making them ready to handle them in the real field or job. This method of
planning is mostly used where very expensive machinery or equipment used for performing Job or to
handle that job.

4. Vestibule Training: -

Mostly this method of training will be used to train technical staff, office staff and employees who deal
with tools and machines. Employees learn their jobs on the equipment they will be using, but the training
is conducted away from the actual work floor by bringing equipments or tools to certain place where
training is provided, but not work place. Vestibule training allows employees to get a full feel for doing
task without real world pressures. Additionally, it minimizes the problem of transferring learning to the
job.
Vestibule training is provided to employees when new or advanced equipment or tools introduced in to
the organisation to do a particular job by using them. For this purpose such equipment is brought to a
separate place to give demonstration and train how to use and that handle it by employees safely.

5. Case Studies:

It is a written description of an actual situation in the past in same organisation or somewhere else and
trainees are supposed to analyze and give their conclusions in writing. This is another excellent method to
ensure full and whole hearted participation of employees and generates good interest among them. Case is
later discussed by instructor with all the pros and cons of each option. It is an ideal method to promote
decision-making abilities within the constraints of limited data.

6. Role Playing:
During a role play, the trainees assume roles and act out situations connected to the learning concepts. It
is good for customer service and training. This method is also called ‘role-reversal’, ‘socio-drama’ or
‘psycho-drama’. Here trainees act out a given role as they would in a stage play. Two or more trainees are
assigned roles in a given situation, which is explained to the group. There are no written lines to be said
and, naturally, no rehearsals. The role players have to quickly respond to the situation that is ever
changing and to react to it as they would in the real one. It is a method of human interaction which
involves realistic behaviour in an imaginary or hypothetical situation. Role playing primarily involves
employee-employer relationships, hiring, firing, discussing a grievance problem, conducting a post
appraisal interview, disciplining a subordinate, or a salesman making presentation to a customer.

7. Programmed Instructions:
This involves two essential elements: (a) a step-by-step series of bits of knowledge, each building upon
what has gone before, and (b) a mechanism for presenting the series and checking on the trainee’s
knowledge. Questions are asked in proper sequence and indication given promptly whether the answers
are correct.

This programme may be carried out with a book, a manual or a teaching machine. It is primarily used for
teaching factual knowledge such as Mathematics, Physics, etc.

8. Management Games With computerized management games:

Trainees divide into five- or six-person groups, each of which competes with the others in a simulated
marketplace. Each group typically must decide, for example.

1. how much to spend on advertising.

2. how much to produce,
3. how much inventory to maintain, and
4. how many of which product to produce.

6. (D) Concept of training needs assessment.

Organizations depend on their employees. It’s therefore a good idea to invest in them and ensure that their
qualities don’t go unutilized. Skills can be increased by offering training and education. This will also
lead to more motivated employees. However, companies tend to go overboard when it comes to offering a
wide variety of training to their employees and even forcing it on them. That increases the likelihood that
it will backfire and will actually harm employee motivation. By first determining what they want and
need in terms of training, it’s possible to offer a relevant selection of training and education. Using a
Training Needs Analysis (TNA), the gap between the employees’ education and the related training need
can be determined.
 7. (a) E learning & various methods of e learning.

Training and development delivered via electronic methods – e-learning offers the chance to
deliver training at far reduced cost than traditional methods which require physical space and
provisions, such as equipment and refreshments. One of the biggest challenges of e-learning is
ensuring the way the training is delivered is effective and that employees retain key information.

There are number of ways that e-learning can be delivered, such as email, smartphone apps, video
streams, VoIP technologies like Skype and social media channels.

7. (B) Synchronous & asynchronous Communication of e learning.

E-learning is typically split between asynchronous learning and synchronous learning. Asynchronous
learning is paced by the needs and abilities of the individual and is therefore more suited to their needs –
they are free to go back, take a few weeks off due to unexpected events, etc. A related term is just-in-time
training, which delivers relevant training to an individual just before they need to perform a specific task.

Synchronous training is that which is delivered in real-time to multiple participants and therefore reflects
the traditional learning environment. It is often referred to as a 'virtual classroom.' Participants cannot
delay their own training without delaying the other participants.

7. (C) Advantages & disadvantages of e learning.

Advantages
1. You are able to link the various resources in several varying formats.
2. It is a very efficient way of delivering courses online.
3. Due to its convenience and flexibility, the resources are available from anywhere and at any
time.
4. Everyone, who are part time students or are working full time, can take advantage of web-
based learning.
5. Web-based learning promotes active and independent learning.
6. As you have access to the net 24x7, you can train yourself anytime and from anywhere also.
7. It is a very convenient and flexible option; above all, you don't have to depend on anyone for
anything.
8. Not only can you train yourself on a day to day basis, but also on weekends or whenever you
have the free time to. There is no hard and fast rule.
 9. Through discussion boards and chats, you are able to interact with everyone online and also
clear your doubts if any.
10. The video instructions that are provided for audio and video learning can be rewound and
seen and heard again and again if you do not happen to understand the topic first time around.

Disadvantages Of eLearning

1. Most of the online assessments are limited to questions that are only objective in nature.
2. There is also the problem of the extent of security of online learning programs.
3. The authenticity of a particular student's work is also a problem as online just about anyone
can do a project rather than the actual student itself.
4. The assessments that are computer marked generally have a tendency of being only
knowledge-based and not necessarily practicality-based.

8. (B) The obstacle to the successful implementation of HRIS in Bangladesh.

Employee and Manager Training

The value of training employees and managers to use a new system should not be underestimated. Even
the most intuitive systems can seem imposing when employees and managers are unfamiliar with the
appearance and functions of the system. Employees and managers should be involved in the
implementation and adaptation of the system as much as possible and a fair amount of time should be set
aside for employees and managers to learn to use the new system

Employee Change Management

Managing change is different from training, but can be addressed during HRIS training meetings.
Additional support should also be available after training to help employees adapt to using the new
system on a daily basis. Managers should clearly express how and when employees can reach out to
discuss issues with the new changes, as with emails or specific office hours.

Configuring HRIS for Optimal Function

HRIS often have so many possible features available to use that companies become overwhelmed and
stick to the basics. This may be helpful for getting used to the system at first, but will not help companies
to maximize their ROI. After the initial stages of implementation, it may be helpful to bring in an expert
to configure the system to send alerts and automatically print reports that can help with labor
management, compliance, recruitment and staffing, and productivity.

Assessing Quality and Accuracy of Information

Information is only accurate and valuable when the right formulas are used to derive the information and
the right constraints and cross-references are used to analyze the data. For companies that have never used
HRIS, it can be difficult to determine how to assess accuracy and quality of information. HRIS analysts or
vendor representatives may be invaluable for overcoming this challenge.

Complying with Legal Requirements

Even small organizations may have dozens of federal, state, and local regulations to adhere to. Failing to
understand the legal requirements for the data, process, and structure can cause companies to incur
penalties and make them susceptible to audits. HRIS vendors may be able to help companies understand
what reports and information will be required to show compliance with regulations.

Ensuring Data Security

With SaaS and cloud-based HRIS software becoming ever more common, companies must make sure that
data is secure right from the start. To assess the security of a new system, companies should ask vendors
about the security of data in transit and data at rest and understand what data security management
systems are in place. Just as importantly, companies should take precautions to ensure password
management and to make sure that only parties with clearance can access certain sensitive information.

8. (B) The importance of implementing HRIS in global organization.

1. Simplify Compliance Management

When you move into a new market, you also move into a new regulatory environment. It is important to
understand how to enroll your employees in tax reporting systems, social security programs, and benefits
administration programs, just to name a few. There are different reporting requirements in many areas
with just as much complexity as your home market.
A good HRIS will already have the forms you need. Even better, they will be located in a central hub,
whether on a website or your computer, so you can always access them without digging through file
folders or worrying about where you placed different documents.
Once an employee has entered his or her information into the system, the HRIS will automate filling
many of these forms and reports for you. In addition to promoting your HR staff with the correct forms,
automated systems like this decrease the likelihood of human error, which can cause problems down the
road.

2. Streamline Scheduling and Reminders

Efficiency is one of the best benefits of an HRIS. With an automated system, you have a more efficient,
time-friendly way to manage your HR duties in a nearly-paperless manner.
HRIS systems allow you to give your HR department reminders at set points. This can be especially
helpful when you are working with multiple deadlines across countries. Since individual countries place
their payroll, taxation, and other tasks on different schedules, an automated system can remind you about
a task before it’s due.
These systems can also remind you when your new country has a public holiday for which your
employees are entitled paid time off. Every country has its own set of public holidays, many of which are
mandated as days of rest for most workers. For example, American managers may easily remember
Independence Day, but they might not remember that Australia celebrates Australia Day in January.
3. Unify Your Reporting

When you are working with a global staff in multiple countries, your reported data will come in several
formats. You have to manage different currencies, different payroll and tax information, and other
variations for each particular country.
A good HRIS system will unify the different formats of data into one centralized report or set of reports.
If your data comes in multiple formats, multiple currencies, and with different recorded information, you
won’t be able to use it effectively to analyze your business and plan for the future.

4. Accommodate Global Staff and Teams

One of the benefits of a cloud-based HRIS service is that employees can add and edit their own
information through the system. While this saves time even for companies that are not international, it can
be even better for companies with global staff.
In China, for example, every written employment contract needs to include identification numbers and a
valid proof of identity. It could be a huge headache for a French HR manager to figure out what
identification counts as proof of identity in China, and then ask the employee to send it. With a cloud-
based system, the employee can be responsible to find the information that the HRIS system prompts him
or her to enter.
HRIS systems help international businesses smooth the process of expansion by simplifying compliance
through automation and providing forms and documents to your team. They unify global reporting to
make business analysis easier and more productive, and streamline the information collection process by
putting responsibility on the employee rather than the HR team to collect and input it.