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

2. Human Resources Management Systems: A Practical Approach
By Glenn M. Rampton, Ian J. Turnbull, J. Allen Doran
ISBN X
Carswell
Copywrite c 1999 PMi

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

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

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

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