Introduction to Hrms at Tata Consultancy Services Assignment

Introduction to Hrms at Tata Consultancy Services Assignment Words: 2096

The Human Resource Management Systems (HRMS) enables you to achieve a well managed human resource system, turning HR management into a strategic advantage. What is Human Resource Management? Today, the most successful enterprises continuously review and improve their business functions, searching for new ways to streamline processes to make them more effective and to use them to gain competitive advantage. Human Resource Management is responsible for addressing the workforce aspect of this continuous improvement. How has the role of Human Resource Management changed?

Human resource management was originally an administrative and welfare role within an enterprise. This often included recruitment and record–keeping functions. This role was primarily reactive in nature. Human Resources responded to the needs of both managers and employees, but did not anticipate them. In the last few decades, human resource management has evolved and assumed a more proactive role, from automated processing, to the provision of a new level of strategic value. Why is Human Resource Management important? The people within your enterprise produce the goods and provide the services that fuel your enterprise.

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At the same time, the human cost is often the biggest cost a company incurs. Well managed human resources directly improve your enterprise and contribute to a competitive advantage. If your enterprise has strategic, value added human resource management you will hire, motivate and retain the most capable workforce. You will have the ability to engage employees and line managers directly in managing their skills and careers to your enterprise’s advantage. Furthermore, you will have accurate, up–to–date workforce information for managers and executives. What applications comprise the HRMS family suite?

HRMS consists of the following applications. These are all separate products powerfully integrated into one application family. ?? Human Resources ?? Payroll ?? Advanced Benefits ?? Self–Service Human Resources (SSHR) When the term HRMS is used, it refers to this integrated set of applications. Applications Related to the HRMS family suite There are other applications related to the HRMS family suite: ?? Training Administration ?? Application Data Exchange ?? Statutory Sick Pay and Statutory Maternity Pay ?? Time Management ?? Business Intelligence System

Individual user guides provide information on these other products. What is TCS Human Resources? TCS Human Resources (HR) is a proactive management solution that helps control costs while developing and supporting an effective workforce. Among the many features of HR is the ability to ?? Manage the entire recruitment cycle ?? Design organizational models that match current and future business strategies and objectives ?? Perform position management by defining and recording required skills, competencies, experience and qualifications for positions, jobs and organizations ??

Perform career management functions relating to the definition of competencies, assessments, suitability matching, graphical ranking and succession planning ?? Administer and maintain benefits plans, coverage levels and contribution allocations ?? Manage salary proposals and approve these by component ?? Use spreadsheets to export compensation and benefit details for comparison with external survey figures Human Resources provides the shortest route to fast, smart human resource management. What is TCS HRMS Payroll?

THE HRMS Payroll is a high–performance, rule based payroll management system designed to keep pace with changing enterprises and workforce needs. HRMS Payroll managers require a solution to address unique requirements and offer complex calculations without losing the benefits of a standard supported package. Payroll offers that capability via a unique, data driven approach that enables the definition and management of diverse payroll requirements. Among its many capabilities, HRMS Payroll delivers the power to: ?? Process many payrolls quickly and easily in a single day ??

Define comprehensive personal payment methods ?? Quickly create complex calculation rules such as union overtime without programming ?? Efficiently check, double check and reconcile payrolls ?? Make retroactive adjustments to past earnings or deductions ?? Examine employee payment histories at any time ?? Track and monitor employee costs via online access to payroll data ?? Disburse in multiple currencies ?? Transfer payroll information to the general ledger and to other accounting systems, including project costing systems ?? Report on payroll results to the tax office and company executives ??

Maintain full security and integrity of payroll information, including historical information ?? Enable access to information when required for inquiries and responses to pay queries HRMS Payroll enables fast, flexible and accurate payroll processing from time capture to ledger costing. What is meant by separate vs. integrated TCS HRMS systems? Traditionally, human resources and payroll departments have often held and managed human resource information in separate, duplicate systems. Over time there has been a greater demand for more unified information management erived from both human resource and payroll sources. One solution to this has been to develop interface products, that enable technical specialists to transfer data between the two systems. HRMS, however, provides an integrated system that both functions can genuinely share with full security and control of access by responsibility. This system is flexible enough to be implemented for use in a human resources only or a payroll only environment. In each case you have access to the full range of functionality associated with human resources or payroll. What is TCS HRMS Advanced Benefits?

In addition to the powerful compensation and benefit functionality included in Human Resources, also offers Advanced Benefits. Advanced Benefits enables the setup and administration of a complete benefits offering for enterprises managing their own benefits administration. Advanced Benefits delivers the following key functions: ?? Pre and post–enrollment communications ?? Web and interactive voice response (IVR) enrollment for cafeteria and exceptions ?? Default and mass enrollments ?? Enrollment process monitoring ?? Life event management (for example, new hires, transfers, relocations or age changes) ??

Web–based what–if eligibility analysis ?? Flexibility spending account claims processing and reporting Advanced Benefits provides a total compensation framework, setting the stage for exciting and new compensation solutions. What is Self–Service Human Resources (SSHR) SSHR provides self–service human resource management for managers and employees. Using an intranet and a web browser employees and their managers now have easy to use and intuitive access to personal data and career management functionality. Workflow is used extensively in SSHR. SSHR uses Workflow to manage the flow of information between employees and management.

The workflow engine is used for business process transactions and can route decision making through approval chains. For example, an employee may apply for a job using the Apply for a Job function and through a management approvals process be informed and accepted into a job. The workflow engine is also used to modify and configure much of SSHR. Using SSHR you can: ?? Manage careers . This includes appraising employee’s competencies, matching a person to a job or position by competence and planning succession. ?? Perform web based recruitment using ‘Candidate Offers’ Candidate offers enables you to perform web based recruitment.

Managers can seek approval for an appointment then advise job applicants, by letter, that they have been successful. This function is offered with its own responsibilities. Is HRMS a Multilingual, Global Application? Yes. HRMS offers the best of both worlds in the same installation . It provides non–legislative information common across all countries, plus localized information specific to each country. Also enables you to run HRMS in more than one language on a single database. This enables you to enter and report on information using more than one language.

For example, your base, or source language, could be French, but you could also install German and English. You would then be able to enter and produce reports in French. Overview All your HRMS applications have a single source of information because they share the same tables within the database. This eliminates data redundancy, reduces the possibility of conflicting data in different databases and creates a consistent, complete and reliable picture of every employee. To help you understand how HRMS uses the database, you need to be familiar with the following key concepts: ??

Human Resource Model: The human resource model reflects the enterprise’s structures and policies, that is at TCS . This information model lets you record the personal, work, and pay information for all the people you want to hold and process. ?? Shared Information in HRMS: Human Resources and Payroll are available for purchase together as the components of a closely integrated human resources management system. This system combines Human Resources and Payroll windows under a single menu structure, sharing windows and underlying tables wherever possible to eliminate redundant data entry, maintenance and storage. ? How To Use Your Documentation and Online Help: There are many different activities which make up a successful strategic, value–added human resource management system. All these activities can be grouped into an interrelated cycle of events. To help you set up and manage your system, each event in the cycle is explained in the volumes of your HRMS User’s Guide and the online help. ?? Multilingual HRMS: HRMS enables you to manage information in a wide variety of languages. To enable you to do this HRMS provides you with: – Multiple address styles National identifiers (such as social security numbers) validated against the format required in each country – Legislation specific date formatting – Translatable information –Multilingual reports ?? Managing Change Over Time: A key requirement for any enterprise is the ability to manage change confidently and effectively. Typical enterprise changes include corporate restructuring, departmental reorganization, mergers and de–mergers of companies, centralization or decentralization of control and decision making, employee development and turnover.

In TCS HRMS, you can change each of the major parts of your enterprise model without having to redefine the other parts. Modelling the Human Resources Information at TCS Human Resource Model The human resource model is both flexible and adaptable. It is flexible, so that you can control different groups within the same company. It is adaptable, so that you can easily change the basic model as your enterprise changes. People In HRMS, you can hold information about current and former employees, applicants, external contacts such as contractors, and employee contacts such as relatives and dependents.

In addition to standard information such as addresses, nationality, interview records, qualifications, and absence information, you can define any other special information you need to hold for people. For example, you can define what information to hold on medical history, previous employment, or outside interests. You can also record employment information, such as hours of work and work choices. HRMS holds one integrated set of employee–related information. Payroll users access the parts of this information they require, while enterprise business rules determine who is responsible for entering and maintaining it.

Work Structures Work structures represent the different ways in which employees can work within your enterprise. They provide the framework for defining the work assignments of your employees. They enable you to manage the information about your enterprise that is independent of your employees. You can also think of work structures as representing the organizational units of your enterprise. The Business Group is the largest unit and represents your enterprise as a whole.

The work structures include your internal organizations (such as departments or divisions), payrolls, jobs or positions, grading structures, and any special employee groupings that you use in your enterprise. There is one integrated set of work structures for human resource and payroll users. Compensation and Benefits In HRMS you can define your own types of compensation and benefits, and the business rules you want to apply to them. As you change policies, move people within your enterprise, and adjust their individual remuneration packages, the system maintains their compensation and benefit history.

For example, suppose you want to define a special type of payment and make this available only to employees who work at a particular location. In HRMS you use a compensation element to represent the payment. You define the business rule as a link between the element and the specific location. Then when you assign employees to the location, they automatically become eligible for the payment. Assignments In HRMS, the assignment describes employees’ places within the enterprise: the organization for which they work, their role, grade, location, and so on.

As you change the assignment information for an employee, you automatically build up their work history. Your compensation eligibility rules link compensation and benefits to work structures, such as jobs or grades. The assignment places employees within the work structures of the enterprise. In this way, an employee’s assignment determines their eligibility for compensation and benefits. You can use assignments to identify major employee groups within the enterprise for management, for reporting and costing, and for compensation and benefit planning and administration.

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