#Is Oracle a HRIS system?

[triotechsoftwaretrainings]

Oracle Fusion HCM Online Training | HCM Online Course

Oracle Fusion HCM Online Training is a learning program designed to teach individuals about managing human resources using Oracle’s Fusion HCM software. This training is conducted entirely online, allowing participants to learn from anywhere with an internet connection. In this training, participants will learn various aspects of Oracle Fusion HCM, including employee management, payroll processing, talent acquisition, performance management, and more. The course typically covers both theoretical concepts and practical hands-on exercises to ensure a comprehensive understanding of the software.Watch a Free Oracle Fusion HCM DemoWhat is Oracle Fusion HCM?Oracle Fusion HCM is like a digital toolbox for managing people at work. It helps businesses with things like hiring, keeping track of employee information, setting goals, paying salaries, managing time off, and understanding how their workforce is doing overall. It’s all done online, making it easy to access and use from anywhere. Think of it as a helpful assistant for handling everything related to employees in a company.Scope of Oracle Fusion HCMThe scope of Oracle Fusion HCM is quite wide. which offers a comprehensive suite of tools and functionalities for managing various aspects of human capital within organizations. It covers everything from basic employee information management, recruitment, and hiring processes to performance evaluation, payroll, and compensation management. Additionally, Fusion HCM assists in tracking time and attendance, scheduling, and handling employee requests for time off. with a very wide range of opportunities and a very good scope. You can start your career simply by enrolling for a Oracle Fusion HCM Online TrainingRead more about the Scope of Oracle Fusion HCM Here.

Job Roles in Oracle Fusion HCM

In Oracle Fusion HCM, there are different types of job profiles that people can have. Here are some simple explanations of common job profiles you might find

HR Administrator: This person helps manage the day-to-day tasks related to employees, like updating records and handling paperwork.

Recruiter: A recruiter is in charge of finding and hiring new employees. They post job openings, review applications, and conduct interviews.

Payroll Specialist: This person handles all the details of paying employees, like calculating salaries, processing bonuses, and ensuring everyone gets paid on time.

Performance Analyst: They evaluate how well employees are doing their jobs and provide feedback to help them improve.

Training Coordinator: This role involves organizing and coordinating training programs to help employees learn new skills and develop professionally.

HR Manager: An HR manager oversees all HR functions within a company, including hiring, training, performance evaluation, and employee relations.

HRIS Specialist: This person is responsible for managing the HR Information System (HRIS), which is the software used to store and manage employee data.

These are just a few examples, but there are many other job profiles within Oracle Fusion HCM, each playing a unique role in managing and supporting the workforce of a company.

Job Opportunities in Oracle Fusion HCM

Job opportunities in Oracle Fusion HCM are plentiful and diverse. People with skills in Oracle Fusion HCM have a wide range of career paths available to them. For example, they can work as HR administrators, recruiters, payroll specialists, or training coordinators within various companies.

Moreover, there are specialized roles like Oracle HCM Cloud Functional Consultants, who help businesses with their HR needs using Oracle’s cloud-based software. Technical consultants troubleshoot software issues and propose improvements, while solutions architects assess company needs and suggest technological advancements. With Oracle Fusion HCM skills, individuals can find rewarding opportunities in many industries and organizations, helping them manage their workforce effectively and efficiently.

How to Learn Oracle Fusion HCM Online

Find Online Courses: Look for beginner-friendly Oracle Fusion HCM Online Training courses on platforms like Triotech, Udemy, Coursera, or Oracle’s own learning platform. These courses are designed to teach you Oracle Fusion HCM step-by-step.

Watch Video Tutorials: Watch video tutorials available on Triotech Youtube Channel or other educational websites. These videos explain different features of Oracle Fusion HCM in easy-to-understand language.

Practice with Demo Environments: Some online courses provide access to demo environments where you can practice using Oracle Fusion HCM software without worrying about making mistakes.

Read Blogs and Articles: Explore blogs and articles written by experts in Oracle Fusion HCM. These resources often provide tips, tricks, and real-world examples to help you understand the software better.

Join Online Communities: Join forums, discussion groups, or social media communities where you can connect with other learners and ask questions. You can also share your experiences and learn from others.

Use Official Documentation: Refer to Oracle’s official documentation and user guides for detailed explanations of each feature. These documents are written in simple language and can help you understand Oracle Fusion HCM better.

Stay Consistent and Practice Regularly: Learning Oracle Fusion HCM online requires consistency and regular practice. Set aside dedicated time each day or week to study and practice using the software.

Where to Learn Oracle Fusion HCM

Learn Oracle Fusion HCM Online with Triotech Software Trainings! We specialize in providing top-notch Oracle Fusion HCM Online Training to help you master this powerful human capital management software from the comfort of your own home. Our expert instructors offer comprehensive courses designed for beginners, ensuring you grasp the fundamentals and advanced concepts with ease.

Practice with Demo Environments: Some online courses provide access to demo environments where you can practice using Oracle Fusion HCM software without worrying about making mistakes.

Read Blogs and Articles: Explore blogs and articles written by experts in Oracle Fusion HCM. These resources often provide tips, tricks, and real-world examples to help you understand the software better.

Join Online Communities: Join forums, discussion groups, or social media communities where you can connect with other learners and ask questions. You can also share your experiences and learn from others.

Use Official Documentation: Refer to Oracle’s official documentation and user guides for detailed explanations of each feature. These documents are written in simple language and can help you understand Oracle Fusion HCM better.

Stay Consistent and Practice Regularly: Learning Oracle Fusion HCM online requires consistency and regular practice. Set aside dedicated time each day or week to study and practice using the software.

With Triotech Software Trainings, you’ll gain access to:

Interactive online classes led by experienced professionals in Oracle Fusion HCM.

Hands-on practice sessions using real-world scenarios and demo environments.

Personalized guidance and support to address your specific learning needs.

Flexible scheduling options to fit your busy lifestyle.

Affordable training packages tailored to your budget.

Join our growing community of learners and take your career to new heights with Oracle Fusion HCM expertise. Enroll in Triotech Software Trainings today and unlock your potential in human resource management!

Our Oracle Fusion HCM Online Training Features

80+ hours of Instructor led training

Real-time HCM Project

24x7 Life time support

Interview questions and answers support

100% Placements Assistance

Certification Support

320+ batches complete with 4.9 student ratings.

Faculty with 10+ years of experience in Oracle Fusion HCM.

Why Choose Triotech software trainings for Oracle Fusion HCM Online course

Who can take this Oracle Fusion HCM course?

Students — Looking to start a career in Oracle Fusion HCM

Individuals looking to Start Freelancing in Oracle Fusion HCM

Oracle Fusion HCM Consultent looking to expand their skillset into Fusion HCM

Experienced HCM professionals looking to learn new tools and techniques

Our Student Reviews

Our Students works in Top MNC’s

[aelumconsulting]

ServiceNow HRSD Benefits and its Common Integration. 

ServiceNow's HR Service Delivery (HRSD) platform is designed to streamline and automate various HR processes, including benefits management. It integrates with several tools and functionalities to enhance HR operations. When it comes to benefits management, ServiceNow HRSD can integrate with various systems and tools to provide a comprehensive solution: 

Benefits Administration Systems: ServiceNow HRSD can integrate with external benefits administration platforms such as ADP, Workday, or other HRIS (Human Resource Information Systems) to synchronize and manage employee benefits data seamlessly. 

Employee Self-Service Portals: ServiceNow HRSD provides self-service portals where employees can access information about their benefits, enrollments, make changes, and seek assistance. Integrations ensure that these portals are updated with the latest information from benefit management systems. 

Document Management Systems: Integration with document management tools allows HR departments to store and manage benefit-related documents, such as policies, enrollment forms, compliance documents, etc., within ServiceNow's platform. 

Payroll Systems: Integration with payroll systems ensures that benefit-related information is accurately reflected in payroll calculations, deductions, and reporting. 

Communication and Collaboration Tools: ServiceNow HRSD can integrate with communication and collaboration platforms like Slack, Microsoft Teams, or internal messaging systems to facilitate communication between HR teams and employees regarding benefits-related queries, updates, and notifications. 

Analytics and Reporting Tools: Integration with analytics and reporting tools allows HR professionals to gather insights, track key metrics related to benefits enrollment, utilization, costs, and compliance, aiding in decision-making and strategy planning. 

Compliance and Regulatory Tools: Integration with compliance management systems ensures that benefits programs adhere to legal and regulatory requirements, managing compliance-related tasks, reporting, and updates. 

AI and Chatbot Integration: ServiceNow HRSD can integrate with AI-powered chatbots to handle routine queries, guide employees through benefit enrollment processes, and provide instant assistance, improving user experience and reducing HR workload. 

Here are some common integrations for ServiceNow HRSD: 

Human Resource Information Systems (HRIS): Integrating with HRIS platforms like Workday, SAP SuccessFactors, Oracle HCM, or ADP can help synchronize employee data, such as personal information, job details, payroll data, etc., between systems. 

Recruitment and Applicant Tracking Systems: Integration with recruitment systems like LinkedIn Talent Hub, Greenhouse, or Taleo allows for seamless transfer of candidate information and job requisitions from recruitment to HRSD for onboarding and employee record management. 

Single Sign-On (SSO) and Identity Management: Integrating with SSO solutions such as Okta, Azure Active Directory, or OneLogin allows for a unified login experience across various platforms and enhances security by managing user access centrally. 

Learning Management Systems (LMS): Integration with LMS platforms like Cornerstone OnDemand or Moodle enables managing employee training and certifications within ServiceNow HRSD. 

Payroll and Benefits Management: Integrating with payroll systems and benefits platforms facilitates the management of payroll processes, benefits enrollment, and ensures accurate employee compensation details within the ServiceNow HRSD platform. 

IT Service Management (ITSM): Integration with ITSM tools within ServiceNow like incident management, service request fulfillment, and asset management can support HR in handling IT-related employee issues effectively. 

Collaboration Tools: Integrating with collaboration platforms such as Microsoft Teams, Slack, or Zoom can enhance communication between HR teams and employees, facilitating quick responses to HR queries and providing support. 

These integrations help ServiceNow HRSD create a unified platform that centralizes HR operations and benefits management, ensuring efficiency, accuracy, and a better employee experience. 

Please note that the specific integrations available might vary depending on the ServiceNow HRSD version, the organization's needs, and the compatibility of third-party systems. 

For More Details And Blogs : Aelum Consulting Blogs

For ServiceNow Implementations and ServiceNow Consulting Visit our website: https://aelumconsulting.com/servicenow/

[ayejayque]

Database thoughts/concepts/notions and their application vis-à-vis HRIS

The use of computers along with data retrieval and manipulation techniques, within an organization is known as Information Technology. For automating HR and to make it more hands-on, IT and HR have been fused together to form HRIS. An HRIS is an online solution for the entry and tracking of data and information that an HRM group needs for understanding its strategic objectives and positioning its roles with the organizational vision. To understand the HRIS and its applications vis-à-vis management systems, one should be familiar with data, information, and knowledge. Effective data management is the primary concern of any organization. It is also the lifeblood of that organization. Data presents the evidence and statistics in an unstructured and amorphous form. Information is the clarification of data that is always focused on the fulfillment of a goal. Database Management Systems were introduced in the decade between 1960-1970 by IBM. It is useful for producing and managing databases. The programmers and users can generate, recover, update, and manage data methodically. It endorses data sharing from the top to bottom level of management. It also improves data security and does improve data integration and betters the productivity of the organization. Many popular databases which are in present-day use, are based on the relational database model. A relational database management system (RDBMS) is based on E.F. Codd’s relational model. He did this at IBM's San Jose Research Laboratory. Oracle, IBM’s DB2, and SQL Server of Microsoft are some of the foremost RDBMS products. RDBMS is one of the most popular relational databases, which is in use presently. It has many new features while at the same time has overcome the limitations of the previous databases. These days organizations prefer an integrated method for making synergies and achieving a competitive advantage in the business. Information dissemination across various levels of grading and practical areas plays an important part in the functioning of management with respect to decision-making. Data sharing is compulsory in different functional areas and across different levels of management. The Human Resource Department is no different. The stages of management can be mainly split into 3 broad categories, they are Top-level, Middle-level, and Lower-level. There are three categories of data sharing: Sharing amongst functional units RDBMS enables the amalgamation of various business applications. As a result, each functional department can have access to the pool of data besides their own departmental data. ERP elements are the combined applications used normally by large organizations for meeting their business purposes by positioning the departmental functions properly. Sharing data among different levels of users Data sharing is done by different-level users. They are operations, middle management, and the executive. These levels are in line with the three different types of computerized business systems that have come up during the past 30 years. - Electronic Data Processing (EDP): This was first applied to the lower operational levels of the organization. This was done to automate the paperwork. It laid its attention on well-organized transaction processing, and on data, storage, processing, and flows at the operational level, and also brief reports for the management. - Management Information System (MIS): The MIS method raised the focus on information systems happenings with additional stress on incorporating and developing the information system function. - Decision Support System: This is for top managers and key decision makers. The idea is to have a swift response, adaptableness, elasticity, and be decision-oriented. Data mining, data analytics, and business intelligence have all originated from DSS. A DSS relies severely on data warehouses. Data warehouses are amassed data collected from numerous databases existing in the business. Sharing data amid dissimilar locations A company operating various locations requires sharing and managing data across a vast geographical area. Sharing this data is a really complex problem. DBMS vs. RDBMS - Relationships among tables are maintained in an RDBMS. In a DBMS, it is used to manage the database. - RDBMS is for more complex and much-detailed business applications. DBMS is used for simpler business applications - RDBMS is dependent on large sets of data. A DBMS can work just fine with a small data sat too.          The above model was proposed by E.F.Codd in 1970. An attribute explains the characteristics of the entity. In the case of an operative, the fields could be name, age, address, contact, educational level, etc. A table stores the info about units. Each table has rows and each row represents one entity. The column is the attribute. Rows are records, tuples, or entities and each row is unique. Columns are not numbered and the column nomenclature should be descriptive. - Primary key: A primary key identifies each record in a table. This can have a single or a combination of attributes. - Foreign key: A foreign key is for a link between data in 2 tables. It is a cross-reference between the two tables. Forms are to maintain, view and print records in a database. They can present data in a much more effective and useful manner along with customized alterations. Forms have navigation buttons. They facilitate movement from field to field and from record to record. Once data is entered/changed in a form and saved, the values in the table inevitably alter. A report is the organized representation of data from a table. This is also to obtain a print or to be seen on a screen. Reports can only be viewed. Forms can be changed. A new record cannot be added to a report without authorization. Read the full article

[themarketinsights]

Adopting HCM Software Market to See Huge Growth by 2027 | Cornerstone OnDemand, CakeHR, Epicor Software, Ultimate Software Group

The latest study released on the Global Adopting HCM Software Market by AMA Research evaluates market size, trend, and forecast to 2027. The Adopting HCM Software market study covers significant research data and proofs to be a handy resource document for managers, analysts, industry experts and other key people to have ready-to-access and self-analyzed study to help understand market trends, growth drivers, opportunities and upcoming challenges and about the competitors.

Key Players in This Report Include: SAP SE (Germany), Microsoft (United States), Oracle Corporation (United States), Workday, Inc. (United States), Cornerstone OnDemand (United States), Kronos Incorporated (United States), The Sage Group plc. (United States), CakeHR (United Kingdom), Ultimate Software Group, Inc. (United States), International Business Machines Corporation (United States), Epicor Software Corporation (United States)

Download Sample Report PDF (Including Full TOC, Table & Figures) @ https://www.advancemarketanalytics.com/sample-report/117535-global-adopting-hcm-software-market#utm_source=OpenPRVinay

Definition: Adopting human capital management (HCM) is crucial for business success as workforce trends and laws add more complexity to recruitment, legislative compliance, retention, and employee management. In today's workstations, workforce management's success needs that HR managers act proactively rather than reactively. Human capital management helps them to do so by bringing HR functions together in one accessible place, such as an HCM software suite. Adopting HCM software is also referred to as a human resource management system (HRMS) or human resource information system (HRIS).

Market Drivers: • Rising Need for Simplified Management of Geographically Spread Workforce • Increasing Demand for Mobile Adopting HCM Applications

Market Trend: • Growing Use of Cloud-Based Software Solutions

Market Opportunities: • Potential Growth Offered by Emerging Economies

The Global Adopting HCM Software Market segments and Market Data Break Down are illuminated below: by Type (Talent Acquisition, Talent Management, HR Core Administration), Industries (Healthcare, Financial Services, Government/Non-Profit, Retail/Wholesale, Professional/Technical Services, Manufacturing), Deployment Mode (On-Premise, Cloud-Based), Enterprise Size (Small and Medium Enterprises (SMEs), Large Enterprises)

Global Adopting HCM Software market report highlights information regarding the current and future industry trends, growth patterns, as well as it offers business strategies to help the stakeholders in making sound decisions that may help to ensure the profit trajectory over the forecast years.

Have a query? Market an enquiry before purchase @ https://www.advancemarketanalytics.com/enquiry-before-buy/117535-global-adopting-hcm-software-market#utm_source=OpenPRVinay

Geographically, the detailed analysis of consumption, revenue, market share, and growth rate of the following regions: • The Middle East and Africa (South Africa, Saudi Arabia, UAE, Israel, Egypt, etc.) • North America (United States, Mexico & Canada) • South America (Brazil, Venezuela, Argentina, Ecuador, Peru, Colombia, etc.) • Europe (Turkey, Spain, Turkey, Netherlands Denmark, Belgium, Switzerland, Germany, Russia UK, Italy, France, etc.) • Asia-Pacific (Taiwan, Hong Kong, Singapore, Vietnam, China, Malaysia, Japan, Philippines, Korea, Thailand, India, Indonesia, and Australia).

Objectives of the Report • -To carefully analyze and forecast the size of the Adopting HCM Software market by value and volume. • -To estimate the market shares of major segments of the Adopting HCM Software • -To showcase the development of the Adopting HCM Software market in different parts of the world. • -To analyze and study micro-markets in terms of their contributions to the Adopting HCM Software market, their prospects, and individual growth trends. • -To offer precise and useful details about factors affecting the growth of the Adopting HCM Software • -To provide a meticulous assessment of crucial business strategies used by leading companies operating in the Adopting HCM Software market, which include research and development, collaborations, agreements, partnerships, acquisitions, mergers, new developments, and product launches.

Buy Complete Assessment of Adopting HCM Software market Now @ https://www.advancemarketanalytics.com/buy-now?format=1&report=117535#utm_source=OpenPRVinay

Major highlights from Table of Contents: Adopting HCM Software Market Study Coverage: • It includes major manufacturers, emerging player's growth story, and major business segments of Adopting HCM Software market, years considered, and research objectives. Additionally, segmentation on the basis of the type of product, application, and technology. • Adopting HCM Software Market Executive Summary: It gives a summary of overall studies, growth rate, available market, competitive landscape, market drivers, trends, and issues, and macroscopic indicators. • Adopting HCM Software Market Production by Region Adopting HCM Software Market Profile of Manufacturers-players are studied on the basis of SWOT, their products, production, value, financials, and other vital factors. • Key Points Covered in Adopting HCM Software Market Report: • Adopting HCM Software Overview, Definition and Classification Market drivers and barriers • Adopting HCM Software Market Competition by Manufacturers • Impact Analysis of COVID-19 on Adopting HCM Software Market • Adopting HCM Software Capacity, Production, Revenue (Value) by Region (2021-2027) • Adopting HCM Software Supply (Production), Consumption, Export, Import by Region (2021-2027) • Adopting HCM Software Production, Revenue (Value), Price Trend by Type {Payment Gateway, Merchant Account, Subscription Management,} • Adopting HCM Software Manufacturers Profiles/Analysis Adopting HCM Software Manufacturing Cost Analysis, Industrial/Supply Chain Analysis, Sourcing Strategy and Downstream Buyers, Marketing • Strategy by Key Manufacturers/Players, Connected Distributors/Traders Standardization, Regulatory and collaborative initiatives, Industry road map and value chain Market Effect Factors Analysis.

Browse Complete Summary and Table of Content @ https://www.advancemarketanalytics.com/reports/117535-global-adopting-hcm-software-market#utm_source=OpenPRVinay

Key questions answered • How feasible is Adopting HCM Software market for long-term investment? • What are influencing factors driving the demand for Adopting HCM Software near future? • What is the impact analysis of various factors in the Global Adopting HCM Software market growth? • What are the recent trends in the regional market and how successful they are?

Thanks for reading this article; you can also get individual chapter wise section or region wise report version like North America, Middle East, Africa, Europe or LATAM, Southeast Asia.

[complygate-hr]

Key Core HR Competencies for Future

Key Core HR Competencies for Future

Core HR

Human Resource functions are constantly reinventing themselves with time through new visions, strategies, processes, technologies and systems. However, sustenance of transformation of the human resource functions requires the HR professionals to develop and implement a new set of competencies required to fulfil the transforming roles and responsibilities. Depending on the factors which are most likely to influence the future of HR, experts propose a competency model which encompasses both generic and specific HR competencies for general and specialised roles and businesses, respectively.

Core HR is a blanket term that constitutes the basic functions of an HR department. Core HR functions include recruitment, payroll, administration, training, compliance etc. Alternately, core HR also encompasses Human Capital Management. Core HR also includes personnel information for candidate employment and administration as well as organizational data.

The term core HR software, however, has become an alternate defining aspect for core HR characteristics and processes, along with the technological management of organizational processes to maintain core HR information. Prominent examples are Workday, SAP, SuccessFactors, Oracle HCM, etc. Core HR technological systems are also referred to as HRIS (Human Resource Information Systems), HRMS (Human Resource Management Systems) and the more popular term HCM.

Core HR Software platforms are mainly used to store, manage and control basic information about an organization’s employees in the local database. This database, which is centralized, contains personal information such as employee’s name, address, date of birth, national identification number, job description, payroll and tax details, leave entitlement, benefits availed, right to work and related documentation. etc.

Read more.

[richelledesirebusinessintel-blog]

Business Intelligence Capstone Mastery Reflection - Business Intelligence Master’s Program

COURSE CONTENT & PERSONAL EXPECTATIONS

     It is the final Mastery Reflection post and I must say that it is bittersweet. So much knowledge has been absorbed, expectations have been exceeded, and yet so much is yet to be explored. The Business Intelligence Master of Science program has granted me the opportunity to build upon my experiential Business Intelligence (BI) knowledge, while introducing me to new concepts, methodologies, models and plans. 

     Specifically, here was my original outlook on what I expected to learn from the program:

• Mastery: Personal Development and Leadership will reiterate the integral roles that professional development, personal branding, social intelligence, and sound writing skills play in mastering one’s field. o Improve APA research skills and communication styles for academic success o Enhance problem-solving skills using a more strategic, non-emotional perspective

• Foundations of Business Intelligence (BI) will enhance experiential knowledge of business intelligence using a more academic and technical approach. o Improve technical conversations with other analysts and with BI systems vendors o Gain insights on BI project management 

• Enterprise Data Management will teach database design and data models, how to effectively communicate “complex technical information to a range of non-technical audiences” (Full Sail University, 2017). o Gain more insight on Human Resource Information System (HRIS) and Customer Relationship Management (CRM) o Gain knowledge on Decision Support Systems (DSS) and Enterprise Resource Planning (ERP) o Gain training on Knowledge Management Systems (KMS) and Supply Chain Management (SCM)

• Business Intelligence Technologies will improve comprehension of business intelligence systems design and data warehouse creation, as well as data warehouse management. o Gain insights on data cubes and data marts o Learn about statistical tools necessary to effectively analyze enterprise data o This will enhance my experiential learning in my current BI position

• Business Intelligence Analytics will increase knowledge of analytics and strengthens knowledge of statistical techniques. o Learn about predictive analytics o Apply predictive analytics to solve some data issues at work and improve on-demand reporting for customers o Explore whether Bayesian paradigm and Bayesian statistical methods can improve my current analyses for reporting purposes 

• Data Mining will teach effective ways to extract data and identify patterns. o Provide insightful summaries which influence strategic decision-making o Gain a broader perspective on reporting and project management issues associated with data extraction o Apply appropriate data mining concepts to daily tasks and measure effectiveness

• Patterns and Recognition will provide advanced knowledge of identifying patterns using statistics and an understanding of data structure. o Use data structure knowledge to identify limitations with using Oracle Business Intelligence, Business Intelligence and Microsoft SQL Management Studio o Use knowledge as a foundation to manipulate data for workarounds. o Use course to further capstone project preparation.

• Process Modeling and Analysis will reiterate the importance of sound business analysis and process improvement. o Apply proper use of business intelligence systems appropriate for respective companies or industries. o Explore DSS and key performance indicators (KPIs) further. o Improve current reporting and KPIs for recruiting and employee metrics through appropriate process modeling

• Data Visualization and Creative Reporting will sharpen presentation of complex analyses and reports to diverse audiences. o Learn more about dashboards and web-based reports o Use dashboards for on-demand reporting o Automate web-based report for frequently requested reports

• Business Intelligence Leadership and Communication Skills will refine investigative abilities which allows opportunities to create effective data analysis plans. o Apply “skills necessary for successful BI Professionals including listening, negotiation and meeting management” (Full Sail, 2017). o Finalize program capstone o Practice technical communication with BI associates 

• Business Intelligence Case Studies will allow opportunities to apply the BI skills and processes that I have acquired throughout my coursework to diverse array of business issues. o Explore appropriate use-cases for reporting, analyses and testing theories o Select and evaluate cases in detail based on issue at hand and proposed solution o Concisely summarize case results

• Business Intelligence Capstone will grant the opportunity to showcase lessons learned throughout the BI Master’s program. o Present data warehouse, key findings, thesis, recommendations and executive dashboard using sound data visualization skills o Exemplify “technical competence” (Full Sail, 2017) in capstone presentation and at work through technical communication when presenting new ideas o Provide a dashboard at work for on-demand reporting and provide snapshots of valuable data which measure key HR performance.   

     Needless to say, the program met my original expectations, in that, I hoped to apply what I learned in my BI career to improve current processes, enhance my overall position, and to be groomed for roles which required an elevated skillset.

ACCOMPLISHMENTS

     Beyond my expectations, I was able to grow my perspective so that it is well-rounded and multifaceted; as it encompassed leadership views, analyst insights, consultant recommendations, identifying challenges and developing models for process improvement. Presentation and visualization skills also matured from strictly professional to professionally engaging. So much so, that I used my improved skills to present current and future states of a reporting process to my client, helping them cut down their client spend research from 40 hours to 5 minutes. 

     My wording was changed from passive to confident; my data maintenance approach was instead used as a foundation for innovation and providing insights. And, lastly, being able to repeatedly rise to occasions under pressure, while working full-time as a consultant, as well as helping to run a business, and ensuring that I am completing assignments and engaging with my classmates—trained me to manage my time in a way that I may not have otherwise explored. 

     The BI Master’s Program has prepped me for the real world by all BI standards. It has encouraged me to continue being a life-long student and bridge any skills gaps standing in between my current professional self and the future elevated leader I aspire to be in the BI industry. Gaining certificates from Lynda.com do not only show that I take professional development seriously, but are credentials that I can list on resumes and applications to validate my background in BI. 

     Personal branding which may have appeared to be unrelated to BI prior to being in the program, is now a must. Actively seeking advice from my personal Board of Directors does not only shape the professional I am but it also helps me to increase my opportunities for showcasing my expertise and using my voice in the industry.

APPPLICATION

     So, how will I apply all that I have learned? I will not. For I have already begun applying everything I learned in 12 courses—from Foundations of Business Intelligence, all the way to my Capstone. And, to me, that is the epitome of a successful academic career. Knowing that I have a high ROI and I had already begun seeing the benefits of such a program, so early on, means that my work, sleepless nights, sacrifices, and resilience have not been in vain.

     One week ago, I secured an Operations Intelligence job where I will use Business Intelligence for operational efficiency, to increase sales, and to provide insights to leadership, including the CEO, for two chains of 3.000 restaurants. Without my newly acquired Master of Science Business Intelligence Degree, I would not have already analyzed 10 top fast food restaurants from the QSR 50 list. In addition, without my constant practice of data analysis, I may not have quickly analyzed sales data for a small business which enabled proper distribution of their products to their clients, while being understaffed.

     So, upon graduation, I will continue to use everything I have learned to diversify my BI knowledge and career pursuits. And in doing so, I will enjoy the many career directions that I can explore while using and applying the concepts of Business Intelligence. I am thankful to have learned from the best in the industry and hope to maintain relationships with all of my professors and as many classmates as possible. Still onward, still upward!

  REFERENCES

Business Intelligence Master of Science (2017). In Full Sail University. Retrieved June 2, 2019, from https://www.fullsail.edu/degrees/business-intelligence-master

Marr, Bernard (2017). Big Data in Practice How 45 Successful Companies Used Big Data Analytics to Deliver Extraordinary Results (pp. 25-30). West Sussex, UK: John Wiley & Sons. Retrieved June 2, 2019.

Richelle Desire LinkedIn https://www.linkedin.com/in/richelledesire

©2019 Richelle Desire

[crucialhire]

Human Resources Information System (HRIS) software Market Statistical Forecast, Trade Analysis 2022 –Sage, SAP, Oracle(NetSuite), Automatic Data Processing, Paychex, Microsoft, Intuit, Workday, IBM Corporation, Infor, Kronos, Yonyou, Epicor, Unit4, Xero … https://t.co/aHj08LCLIm

Human Resources Information System (HRIS) software Market Statistical Forecast, Trade Analysis 2022 –Sage, SAP, Oracle(NetSuite), Automatic Data Processing, Paychex, Microsoft, Intuit, Workday, IBM Corporation, Infor, Kronos, Yonyou, Epicor, Unit4, Xero … https://t.co/aHj08LCLIm

— Crucial Hire (@HireCrucial) May 22, 2022

from Twitter https://twitter.com/HireCrucial May 22, 2022 at 12:32PM https://twitter.com/HireCrucial/status/1528504097011388422

[livemarketnews]

Best HR Software | Activ8 HR Software – Features and Review | 360Quadrants

360Quadrants has analyzed the companies offering the best HR Software. This analysis will help businesses select the software that best suits their requirements. The analysis has been based on critical parameters taken from the company’s product offerings and business strategies. 360Quadrants also helps businesses by providing critical insights derived from conducting a SWOT analysis. Activpayroll is a professional service company engaged in integrated global and international payroll solutions, tax, expatriate taxation services and online HR people management services. The company was founded in 1999 and it is headquartered in Aberdeen, United Kingdom. It services are spread out in more than 140 countries worldwide. Activpayroll offers activ8 – a set of tools designed to reduce HR people burden. Activ8 is a SaaS based highly flexible, cutting edge online human resource system designed to help enterprises plan, organize, and report on payroll processes. Activ8 Human Resource Software provides effective payroll management, attendance management, expense tracking, and many other tasks. The Features of Activ8 include – SaaS Based Model: Activ8 comes with a SaaS applications that provides a various range of customized modules that supports managers and employees with self-service benefits. The software can smoothly merges with all types of payroll data through multiple data sources, spreadsheets, and customer systems. Organize: Activ8 offers complete planning and control to your payroll processes and resources. It helps the companies to search and analyze critical workforce information under one platform. Activ8 Pricing: Activ8 is a leading competitor in the human resource software market. Activ8 subscription can be availed through monthly or yearly payment option. Increase Productivity: Activ8 provides research-backed statistics and essential insights regarding payroll processes to HR teams. This will help them to take active decisions and build productive collaboration between employees and other teams. Reporting: Activ8 offers data-focused analytics with relevant and in-depth insights. It helps HR to understand and focus on the core issues in order to take timely action. Its enterprise level reporting, with class leading visualization and interactivity can benefit to all aspects of the payroll results. Data Management: Activ8 allows an active collation of various types of crucial data as per payroll processes like HR data, expenses data, time and attendance data, Payment and deductions data, and many more. The HR team can collate all payroll related data from any number of customer systems, data sources or spreadsheets. Human Resource software is also known as a Human Resources Information System (HRIS) or Human Resources Management System (HRMS) that helps organizations to manage employee records and information. The software focuses on managing employee time and attendance, training and e-learning, payroll, benefits administration, analysis of data, performance management, recruiting, talent management, onboarding and off boarding, labor management and many more. HR software system offers a structured outline for HR professionals regarding process oriented administrative tasks. Other vendors of human resource software are Cascade HR, Sigma-RH, Oracle, Lamster, enableHR, Populum, Truework, Freshworks, Mitrefinch AU, Optimity, Tyconz, Conrep, HR Management Software, HR4YOU, Zuman, Netcomm Labs Pvt Ltd, DataSimplified, WizeHire, Appical, PeopleApex, People Interact, Spine Technologies, Vibe HCM, DataOn, Andjaro, NGA Human Resources, e2Time.com, Engage2Excel, Leena AI, Erudit etc. Source: https://blog.360quadrants.com/2020/top-human-resource-software-and-features-of-activ8-in-human-resource-software/

[devingarner1-blog]

HRIS to serve people, not only HR

A couple of years ago, attending a HRIS event may be boring boring. Not because the matter was not interesting but because it was so conservative that we had very little occasions to be impressed. But it was logical. As we’re speaking about the future of HR, of its practices and tools (a never-ending story), touching the core of a function that’s conservative by nature and duty, we should not fall in the exact opposite of what used to prevail. Yes, the society changed. Employees changed. Yes, expectations changed. Yes HR in 2020 will have very little in common with today’s HR and maybe it will even get a new name. However the basics (core-hr, comp & ben, compliance….) are here to stay. A business can innovate and fail today on many emerging subjects that will be the new normal tomorrow but when it comes to such legacy sides of the HR function, failure is not an option. Refusing to see the coming evolutions is dangerous but getting rid of everything that’s been done so far is at least as dangerous. Digital transformation is not a matter of “OR” but a matter of “AND”. This raises many questions for un function that is usually seen as a cost, often under-staffed and that’s asked to do even more : make the existing work perfectly while innovating for the future). Here’s a quick overview of what I learned at HRTechWorld 2016 Paris, in last october. HR vendors address the end user To catch the big trends, I started by having a look at the exhibition hall. As many others I’m convinced that HR will get “consumerized” over time and that HRIS will move from being a back office solution to a front office one. The question was : “is it starting to happen ?”. I started with the startups hall because if the market starts a move, it’s going to start there, legacy vendors needing more time to make a turn. It was early in the morning and I thought I was at the wrong place. Three expressos later I had to admit I was at HRTech and not at any marketing solutions conference. As a matter of fact the discourses, catch lines and triggers were exactly those used in other industries. It’s not about talking HR with HR users anymore but services delivered to the employee. The back-office becomes a front office, the employee a customer and what is sold is a benefit for the end user that will result in a benefit for the HR Team. The message is “we’ll offer a service to your employees, they will love it, you will get the credit”. Or, in other word, “stop being the interface between your internal clients and your systems, keep your time to do what you’re irreplaceable at”. It’s not only about managing human resources but also about bringing services to humans. From managing human resources to delivering services to humans So let’s have a look at the legacy vendors. They don’t have the chance to be able to focus only on new services and leave the legacy side of HR to others. They must excel at legacy HR and not be too far behind innovators at the same time. Surprisingly they have exactly the same discourse as the young disruptors. Either about core-hr or new services, everything is driven by the end user experience, who’s not an HR user anymore. I appreciated how UIs have been improved : most of them have understood that it’s possible to be serious without being boring or repellent. In short : • consumerization : end users are clients that expect to seen in the workplace the same services and tools they use in the consumer world. • from back to front office : many tools that used to be in hand of HR people are now in the end of the end user. • empowerment : self-service / on demand solutions and services. • Experience :it’s a matter of service, satisfaction, even pleasure. The days were people had to use poorly designed solutions under duress are over. Some examples. Hello Talent, from Talentsoft, allow anyone to manage its own recruitment ecosystem and candidate pool. The uberization of recruitment ? The Oracle HR Portal is as nice looking as a nice ecommerce platform : everything is designed for user experience, from interface to services. It also includes “Well Being” and “Health” applications (employees can connect their personal device, compare, organize challenges…just as they do in their personal lives). Oracle also had a lot to say about the future of bots in HR (what will be the theme of a future post). On the IBM booth it was more about putting cognitive computing (and Watson) at work to support HR Processes (and the year before we talked about how they used solutions designed for the customer experience to improve the candidate experience). And among the “big ones”  was Benify : comp&ben made easy with an employee centric approach. The CHRO of a large business I talked with confirmed my impression : “we used to build HR processes to make the job of HR easier by making employee’s life complicated. We need to rebalance : HR processed designed for the employee that will lower the HR Workload“. Hence the need for new solutions to support them. HR have been a very technical job for a long time and this is not going to change, no matter what some say. But their scope will become wider and new profiles that have very little in common with today’s HR professional will be needed. This is a very short overview of the global trends. To sum everything up, let’s have a look at what the HR Trends expert says : Josh Bersin. The HRIS market reinvents itself Bersin shared the conclusions of the study he just published with Deloitte. The starting point is easy to understand : the way we work is changing, people are changing and businesses are learning to deal with it. It’s becoming every day harder to manage this new normal with the HR solutions and practices that have been used so far. What changes, from my opinion, is that, until recently, tools were a barrier to transformation (or an easy excuse for not transforming) while, today, technology is available, making HR face their own responsibility. When the need exists, the solution is available, and nothing happens, technology is not the problem anymore. Bersin identifies 9 big trends. 1°) Performance measurement : based on actual achievements, team work, more qualitative, real time and based on many sources (manager, peers…) 2°) Real time engagement measurement :businesses want to know the pulse of their organization in real time. It may take man forms (surveys, answer “how was your week” weekly) and the goal is to capture employee’s feeling as often as possible, to get their feedback, to help them and help the organization. It complements performance measurement systems. 3°) The boom of “people analytics” : it took time but RH are beginning to hire data analysts. The purpose is not to do reporting but have tools to solve problems instead of just providing reports. Later the goal is to build predictive systems to anticipate, build the right process and policies, set incentives and indicators that will make sense. Expected benefits : better recruitment and career management, less tunover, build teams instead of just adding people, improved innovation and collaboration… 4°) The learning revolution : learning is, with flexible work, the major concern for the new generations that know they’ll have to learn continuously to stay employable. Learning will become more personal, granular, autonomous, what requires new platforms and formats. Learning must become easy to consume and the Learning Management Systems will become Learning Experience Systems.   5°) The new recruiting landscape : better sourcing (with data),development of HR Marketing practices, candidate experience. 6°) Workforce management: It’s not anymore about managing employees that all have a full time job. Workforce management must include new forms of work, employees doing flexible work or the “on demand” workers of the gig economy. 7°) HR and team management tools will merge : employees are being equipped with tools helping them to organize their work in a fluid way. Talents self organize out of talent management systems and if HR don’t find their place in the flow of work their added value will decrease. 8°) Wellness and fitness :healthy employees deliver more and cost less. Well being and fitness now have some weight in HR programs (even if it depends on the country culture) and, what’s new, fitness apps are now a part of HR systems. It’s not about measuring their health and behaviors in an intrusive way but to create in the workplace the same collective and motivating environments we all know in our personal lives. Help employee to self-evaluate, start challenges with their colleagues, between departments… One more approach that will enrich performance and engagement systems. 10°) Towards  Digital HR  : a new generation of HR systems is coming. It will leverage robots and AI, be self service, directly usable by the employee for its needs and its own development. HRIS for a better work life? Everything show that HRIS will be more focused on the “employee-client” in the future, will be designed as much for employees than for HR. It will eventually mean that a large part of the HR to employee relationship will be “frontalized” so HR will be able to reallocate their resources to other tasks. I love the way Bersin explains that : “Apps that make work life better”. But I think there’s a mistake we should cautiously avoid to make. Either regarding to this matter or employee experience, most businesses think the substance of work and the work environment. In other words businesses used to improve the work environment to make employee forget the substance of work was terrible. The work was hard, complicated by nature ou because of the organization and, on the other side, employees were provided with benefits and services to make the whole acceptable. Work environment and substance will merge What I think “work life” should mean is the entirety of life at work. So it includes the day-to-day work, operations, processes that connect the business and the employee, things that directly benefit to them employee and indirectly to the business. This is where the biggest change is.

[syimaeima]

PT Brantas Energi is a subsidiary company of state owned enterprise  PT Brantas Abipraya (Persero), we are an investment company in renewable energy (hydro and solar power). Currently, looking for a professional staff to fill our strategic position below:

HRIS SUPERVISOR

Requirements: • Male, with max.35 years old, • Min. Bachelor Degree (S1) in Information Technology, Information System, Human Resource Management or any other similar major. • More than 3 years of working experience as HRIS Officer in Big National or Multinational Company, • Experienced in develop and maintain Human Resource Information System (HRIS) such SAP/Oracle or any kind of ERP software application. • Having a broad knowledge in Human Resource Management business process (Preferably certified in Human Resource Management-BNSP), • Able to communicate in English both of speaking and writing (business communication). • Able to adapt fast our company culture: Entrepreneurship, Professional, Innovative and Competitive.

Please send your complete resume with recent photograph and certificate to below email: syafriyadi_miftahul@brantas-abipraya.co.id

[hellodelightfulbearbouquetme]

Summary

A new market study, titled “ Global Human Capital Management Software Market Global Demand, Sales, Consumption and Forecasts to 2019 -2025   ” has been featured on WiseGuyReports.

HCM has come to be nearly synonymous with the human resources (HR) function in organizations. In HR technology, the comprehensive software systems for managing HR processes differ little from HCM suites. For example, the functions of most human resource information systems (HRIS) are often the same as HCM systems. However, some observers use HCM in a narrow sense to denote just the labor-scheduling and time-tracking functions of HR.

ALSO READ:https://industrytoday.co.uk/it/human-capital-management-software-market-segmentation-parameters-and-prospects-2020-to-2024-market-research-report

Scope of the Report: This report studies the Human Capital Management Software market status and outlook of Global and major regions, from angles of players, countries, product types and end industries; this report analyzes the top players in global market, and splits the Human Capital Management Software market by product type and applications/end industries. The global human capital management software market is showing immense growth; mainly due to the increase in complexities regarding managing of work force that is widely spread across different countries. Increasing demand for talent mobility and simplified management of geographically spread workforce are major factor driving the growth of human capital management market. Also, growing demand for mobile human capital management applications is another major factor driving the growth of human capital management software market. The global Human Capital Management Software market is valued at 13600 million USD in 2017 and is expected to reach 21400 million USD by the end of 2023, growing at a CAGR of 7.8% between 2017 and 2023. The Asia-Pacific will occupy for more market share in following years, especially in China, also fast growing India and Southeast Asia regions. North America, especially The United States, will still play an important role which cannot be ignored. Any changes from United States might affect the development trend of Human Capital Management Software. Europe also play important roles in global market, with market size of xx million USD in 2017 and will be xx million USD in 2023, with a CAGR of xx%.

Market Segment by Companies, this report covers ADP Oracle SAP Success Factors Workday BambooHR PeopleFluent Ultimate Software Zoho

Market Segment by Regions, regional analysis covers North America (United States, Canada and Mexico) Europe (Germany, France, UK, Russia and Italy) Asia-Pacific (China, Japan, Korea, India and Southeast Asia) South America (Brazil, Argentina, Colombia) Middle East and Africa (Saudi Arabia, UAE, Egypt, Nigeria and South Africa)

Market Segment by Type, covers Comprises of Core HR Workforce Management Sourcing & Recruiting Applicant Tracking System Staffing Vendor Management Others

Market Segment by Applications, can be divided into Small and Medium Sized Hospitals Large Sized Hospitals

FOR MORE DETAILS –https://www.wiseguyreports.com/reports/3442862-global-human-capital-management-software-market-2018-by

About Us:

Wise Guy Reports is part of the Wise Guy Research Consultants Pvt. Ltd. and offers premium progressive statistical surveying, market research reports, analysis & forecast data for industries and governments around the globe.   

Contact Us:

NORAH TRENT                                                      

sales@wiseguyreports.com       

Ph: +162-825-80070 (US)                          

Ph: +44 203 500 2763 (UK)     

[nickyshukla1]

Global Human Resource(HR) Software Market - Global Demand, Sales, Consumption and Forecasts to 2019-2026

Summary - A new market study, titled “Global Human Resource(HR) Software Market - Global Demand, Sales, Consumption and Forecasts to 2019-2026” has been featured on WiseGuyReports

 The Human Resources (HR) Software market has witnessed growth from USD XX million to USD XX million from 2014 to 2019. With the CAGR of X.X%, this market is estimated to reach USD XX million in 2026.

The report mainly studies the size, recent trends and development status of the Human Resources (HR) Software market, as well as investment opportunities, government policy, market dynamics (drivers, restraints, opportunities), supply chain and competitive landscape. Technological innovation and advancement will further optimize the performance of the product, making it more widely used in downstream applications. Moreover, Porter's Five Forces Analysis (potential entrants, suppliers, substitutes, buyers, industry competitors) provides crucial information for knowing the Human Resources (HR) Software market.

Major players in the global Human Resources (HR) Software market include: SumTotal Systems Inc. Halogen Software Inc. Kenexa Corporation (IBM) Taleo Corporation (Oracle) SuccessFactors (SAP) Cognizant Technology Solutions ADP Accenture Plc PeopleAdmin Ceridian HCM Inc.

On the basis of types, the Human Resources (HR) Software market is primarily split into: Human Resources Information Systems (HRIS) Human Resources Management Systems (HRMS) Human Capital Management (HCM) Applicant Tracking Systems (ATS) Payroll Software

On the basis of applications, the market covers: Recruiting Training Performance Management Leadershipt Management

 ALSO READ: http://www.sbwire.com/press-releases/global-human-resourcehr-software-market-2020-industry-analysis-opportunities-segmentation-forecast-to-2026-1270428.htm

Geographically, the report includes the research on production, consumption, revenue, market share and growth rate, and forecast (2014-2026) of the following regions: United States Europe (Germany, UK, France, Italy, Spain, Russia, Poland) China Japan India Southeast Asia (Malaysia, Singapore, Philippines, Indonesia, Thailand, Vietnam) Central and South America (Brazil, Mexico, Colombia) Middle East and Africa (Saudi Arabia, United Arab Emirates, Turkey, Egypt, South Africa, Nigeria) Other Regions

Chapter 1 provides an overview of Human Resources (HR) Software market, containing global revenue, global production, sales, and CAGR. The forecast and analysis of Human Resources (HR) Software market by type, application, and region are also presented in this chapter.

Chapter 2 is about the market landscape and major players. It provides competitive situation and market concentration status along with the basic information of these players.

Chapter 3 provides a full-scale analysis of major players in Human Resources (HR) Software industry. The basic information, as well as the profiles, applications and specifications of products market performance along with Business Overview are offered.

Chapter 4 gives a worldwide view of Human Resources (HR) Software market. It includes production, market share revenue, price, and the growth rate by type.

Chapter 5 focuses on the application of Human Resources (HR) Software, by analyzing the consumption and its growth rate of each application.

Chapter 6 is about production, consumption, export, and import of Human Resources (HR) Software in each region.

Chapter 7 pays attention to the production, revenue, price and gross margin of Human Resources (HR) Software in markets of different regions. The analysis on production, revenue, price and gross margin of the global market is covered in this part.

Chapter 8 concentrates on manufacturing analysis, including key raw material analysis, cost structure analysis and process analysis, making up a comprehensive analysis of manufacturing cost.

Chapter 9 introduces the industrial chain of Human Resources (HR) Software. Industrial chain analysis, raw material sources and downstream buyers are analyzed in this chapter.

Chapter 10 provides clear insights into market dynamics.

Chapter 11 prospects the whole Human Resources (HR) Software market, including the global production and revenue forecast, regional forecast. It also foresees the Human Resources (HR) Software market by type and application.

Chapter 12 concludes the research findings and refines all the highlights of the study.

Chapter 13 introduces the research methodology and sources of research data for your understanding.

Years considered for this report: Historical Years: 2014-2018 Base Year: 2019 Estimated Year: 2019 Forecast Period: 2019-2026

 FOR MORE DETAILS: https://www.wiseguyreports.com/reports/4253127-global-human-resources-hr-software-market-report-2019

 About Us:

Wise Guy Reports is part of the Wise Guy Research Consultants Pvt. Ltd. and offers premium progressive statistical surveying, market research reports, analysis & forecast data for industries and governments around the globe.                

 Contact Us:

NORAH TRENT                                                      

sales@wiseguyreports.com       

Ph: +162-825-80070 (US)                          

Ph: +44 203 500 2763 (UK)      

[vieclam365vn]

Hris là gì? Tính năng của hệ thống quản lý nguồn nhân lực

1. Tìm hiểu khái niệm, bản chất của Hris là gì? Các doanh nghiệp hiện nay đa phần đều quản lý nhân sự về số lượng, thời gian làm việc, lương thưởng của nhân viên thông qua các phần mềm mà bộ phận nhân sự có để quản lý nguồn nhân lực và thuật ngữ gọi chung cho việc quản lý hệ thống nguồn nhân lực chính là hris. Cùng tìm hiểu khái niệm cũng như bản chất của thuật ngữ hris là gì? 1.1. Khái niệm Hris là gì? Khái niệm Hris là gì? Hris là từ viết tắt của human resources information system là là một hệ thống thông tin được thiết kế để quản lý nguồn nhân lực của một tổ chức (HR) quy trình. Nó là sự pha trộn của các thành phần phần cứng và phần mềm lưu trữ và cung cấp chiến lược kinh doanh của bộ phận nhân sự. Để có thể dễ hình dung, bạn có thể hiểu đơn giản hơn là một phần mềm quản lý nguồn nhân lực được triển khai trên một máy chủ ứng dụng cấp quyền truy cập nội bộ hoặc từ xa cho các nhân viên trong doanh nghiệp. Human resources information system là một dạng phần mềm nhân sự kết hợp một số hệ thống và quy trình để đảm bảo quản lý dễ dàng nhân viên và dữ liệu của doanh nghiệp. Phần mềm nhân sự được các doanh nghiệp sử dụng để kết hợp một số chức năng nhân sự cần thiết, chẳng hạn như lưu trữ dữ liệu nhân viên, quản lý bảng lương, quy trình tuyển dụng, quản trị lợi ích và theo dõi hồ sơ tham dự. Nó đảm bảo các quy trình Nhân sự hàng ngày có thể quản lý và dễ dàng truy cập. Nó hợp nhất nguồn nhân lực như một ngành học và đặc biệt là các hoạt động và quy trình nhân sự cơ bản của nó với lĩnh vực công nghệ thông tin, trong khi việc lập trình các hệ thống xử lý dữ liệu phát triển thành các thói quen và gói phần mềm chuẩn hóa kế hoạch doanh nghiệp (ERP). Nhìn chung, các hệ thống ERP này có nguồn gốc từ phần mềm tích hợp thông tin từ các ứng dụng khác nhau vào một cơ sở dữ liệu chung. Sự liên kết của các mô-đun tài chính và nguồn nhân lực của nó thông qua một cơ sở dữ liệu là điểm khác biệt quan trọng nhất đối với các tiền thân được phát triển riêng lẻ và riêng tư, giúp ứng dụng phần mềm này vừa cứng nhắc vừa linh hoạt. 1.2. Bản chất của Hris là gì? Bản chất của Hris là gì? Thuật ngữ hris được xuất hiện nhiều và có nhiều tên thay thế được sử dụng như HRMS (hệ thống quản lý nguồn nhân lực), HCM (quản lý nguồn nhân lực), là khái niệm chỉ phần mềm kết hợp một số hệ thống và quy trình để đảm bảo việc quản lý dễ dàng các nguồn nhân lực, quy trình kinh doanh và dữ liệu. Phần mềm nhân sự được các doanh nghiệp sử dụng để kết hợp một số chức năng nhân sự cần thiết, chẳng hạn như lưu trữ dữ liệu nhân viên, quản lý bảng lương, quy trình tuyển dụng, quản trị lợi ích và theo dõi hồ sơ tham dự. Một hệ thống quản lý nguồn nhân lực đảm bảo các quy trình nhân sự hàng ngày có thể quản lý và dễ dàng truy cập. Nó hợp nhất nguồn nhân lực như một ngành học và đặc biệt là các hoạt động và quy trình nhân sự cơ bản của nó với lĩnh vực công nghệ thông tin, trong khi việc lập trình các hệ thống xử lý dữ liệu phát triển thành các thói quen và gói phần mềm lập kế hoạch nguồn lực doanh nghiệp (ERP). Hệ thống thông tin nguồn nhân lực cung cấp một phương tiện để có được, lưu trữ, phân tích và phân phối thông tin cho các bên liên quan khác nhau. HRIS cho phép cải tiến các quy trình truyền thống và tăng cường quá trình ra quyết định chiến lược. Làn sóng tiến bộ công nghệ đã cách mạng hóa mọi không gian của cuộc sống ngày nay, và điều này bao gồm cả nhân sự. Các hệ thống ban đầu có phạm vi hẹp, thường tập trung vào một nhiệm vụ duy nhất, chẳng hạn như cải thiện quy trình trả lương hoặc theo dõi giờ làm việc của nhân viên. Các hệ thống ngày nay bao gồm đầy đủ các nhiệm vụ liên quan đến các bộ phận nhân sự, bao gồm theo dõi và nâng cao hiệu quả quy trình, quản lý phân cấp tổ chức, theo dõi sự vắng mặt và nghỉ phép hàng năm, đơn giản hóa các giao dịch tài chính và cung cấp báo cáo về dữ liệu của mọi người. Nói tóm lại, khi vai trò của các bộ phận nhân sự mở rộng về độ phức tạp, các hệ thống công nghệ nhân sự đã phát triển để phù hợp với những nhu cầu này. 2. Lịch sử xuất hiện và phát triển của hệ thống quản lý nguồn nhân lực Lịch sử xuất hiện và phát triển của hệ thống quản lý nguồn nhân lực Xu hướng tự động hóa các quy trình quản lý tiền lương và lực lượng lao động bắt đầu trong những năm 1970. Do công nghệ và máy tính lớn bị hạn chế , các công ty vẫn dựa vào việc nhập thủ công để tiến hành đánh giá nhân viên và số hóa báo cáo. Hệ thống hoạch định nguồn lực doanh nghiệp (ERP) đầu tiên tích hợp các chức năng nhân sự là SAP R / 2 (sau này được thay thế bằng R / 3 và S / 4hana), được giới thiệu vào năm 1979. Hệ thống này cung cấp cho người dùng khả năng kết hợp dữ liệu công ty trong thực tế thời gian và điều chỉnh các quá trình từ một môi trường máy tính lớn duy nhất. Nhiều hệ thống nhân sự phổ biến ngày nay vẫn cung cấp chức năng ERP và bảng lương đáng kể. Hệ thống máy chủ-máy khách hoàn toàn tập trung nhân sự đầu tiên cho thị trường doanh nghiệp là PeopleSoft , được phát hành vào năm 1987 và sau đó được Oracle mua vào năm 2005. Được lưu trữ và cập nhật bởi khách hàng, PeopleSoft đã vượt qua khái niệm môi trường máy tính lớn. Oracle cũng đã phát triển nhiều hệ thống BPM tương tự để tự động hóa các hoạt động của công ty. Lịch sử xuất hiện và phát triển của hệ thống quản lý nguồn nhân lực Bắt đầu từ cuối những năm 1990, các nhà cung cấp nhân sự bắt đầu cung cấp các dịch vụ nhân sự được lưu trữ trên đám mây để làm cho công nghệ này dễ tiếp cận hơn với các nhóm nhỏ và từ xa. Thay vì máy chủ-máy khách, các công ty bắt đầu sử dụng tài khoản trực tuyến trên các cổng dựa trên web để truy cập hiệu suất của nhân viên. Các ứng dụng di động cũng trở nên phổ biến hơn. Các công nghệ HRIS và HRMS đã cho phép các chuyên gia nhân sự tránh xa công việc hành chính truyền thống của họ và đã chèn chúng làm tài sản chiến lược cho công ty. Ví dụ, các vai trò này bao gồm phát triển nhân viên, cũng như phân tích lực lượng lao động để nhắm mục tiêu vào các khu vực giàu tài năng. Hiện tại có nhiều loại  Hệ thống quản lý nguồn nhân lực (HRMS)  hoặc Hệ thống thông tin nguồn nhân lực (HRIS),  một số trong đó là các gói phần mềm dựa trên máy cục bộ; loại chính khác là một hệ thống dựa trên đám mây trực tuyến có thể được truy cập thông qua trình duyệt web. 3. Chức năng, tính năng của hệ thống quản lý nguồn nhân lực Chức năng, tính năng của hệ thống quản lý nguồn nhân lực Chức năng của các bộ phận nhân sự (HR) là hành chính và chung cho tất cả các tổ chức. Các tổ chức có thể đã chính thức lựa chọn, đánh giá và quy trình trả lương. Chức năng nhân sự bao gồm theo dõi dữ liệu nhân viên hiện có, theo truyền thống bao gồm lịch sử cá nhân, kỹ năng, khả năng, thành tích và tiền lương. Để giảm khối lượng công việc thủ công của các hoạt động hành chính này, các tổ chức bắt đầu tự động hóa điện tử nhiều quy trình này bằng cách giới thiệu các hệ thống quản lý nguồn nhân lực chuyên biệt. Chức năng của các bộ phận nhân sự là hành chính và chung cho tất cả các tổ chức. Các tổ chức có thể đã chính thức lựa chọn, đánh giá và quy trình trả lương. Quản lý " vốn con người " đã tiến tới một quy trình cấp bách và phức tạp. Chức năng nhân sự bao gồm theo dõi dữ liệu nhân viên hiện có, theo truyền thống bao gồm lịch sử cá nhân, kỹ năng, khả năng, thành tích và tiền lương. Để giảm khối lượng công việc thủ công của các hoạt động hành chính này, các tổ chức bắt đầu tự động hóa điện tử nhiều quy trình này bằng cách giới thiệu các hệ thống quản lý nguồn nhân lực chuyên biệt. Một số chức năng điển hình của hệ thống quản lý nguồn nhân lực đó là: - Báo cáo và phân tích - Phân công lại nhân viên - Xử lý khiếu nại bằng các tiền lệ sau - Quản trị - Quản lý bảng lương - Kế hoạch nhân sự - Tuyển dụng / Quản lý học tập - Quản lý và đánh giá hiệu suất - Nhân viên tự phục vụ - Lập kế hoạch và quản lý hạn ngạch Đây là những chức năng cơ bản thường thấy có trong hệ thống quản lý nguồn nhân lực.  4. Lợi ích của hệ thống quản lý nguồn nhân lực Lợi ích của hệ thống quản lý nguồn nhân lực - Lưu giữ thông tin nhân viên: khi sử dụng hệ thống nguồn quản lý nhân lực hay một hệ thống thông tin được thiết kế để quản lý nguồn nhân lực của một tổ chức thì việc người quản lý sẽ dễ dàng quản lý, kiểm soát, thêm bớt các thông tin của nhân viên của doanh nghiệp trên cùng một hệ thống. Từ đó không quá nhiều bước trong việc tạo mới hồ sơ, thay đổi thông tin hay cập nhập thêm thông tin nhân sự, tránh cho việc thiếu sót và các rủi ro xảy ra lỗi. - Tiếp cận thông tin dễ dàng: khi người quản lý sử dụng phần mềm hệ thống nguồn quản lý nhân lực hay một hệ thống thông tin được thiết kế để quản lý nguồn nhân lực của một tổ chức thì việc người quản lý sẽ dễ dàng tiếp cận thông tin hơn. Việc tiếp cận, chuyển đổi từ các file thông tin sẽ được hệ thống theo đề mục giúp cho việc hoạt động, tìm kiếm. tra cứu và di chuyển giữa các tài liệu dễ dàng hơn. - Khả năng tập hợp thông tin để báo cáo: Cuối cùng, các tính năng phân tích và báo cáo HRMS của bạn có thể rút ra dữ liệu tuyển dụng dễ dàng hơn để cung cấp những hiểu biết chiến lược sâu sắc hơn. Bài viết đã cung cấp các thông tin xung quanh hệ thống quản lý nguồn nhân lực, lịch sử xuất hiện và phát triển cũng như tính năng, lợi ích của hệ thống quản lý nguồn nhân lực. Chắc hẳn qua bài viết bạn đã hiểu hơn hris là gì? Mong rằng những thông tin mà chúng tôi cung cấp về hris sẽ hữu ích với bạn đọc.  

Coi bài nguyên văn tại: Hris là gì? Tính năng của hệ thống quản lý nguồn nhân lực

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