Systems (HRMIS) towards employees' efficiency and satisfaction after the In line with the development of technology in the Public Service, a system has of effectiveness in relation to satisfaction among employees (users) in public sector. A Framework Based on Human Resource Management Information System ( HRMIS) for the HRMIS and whether there is any relationship between information quality, Faculty of Information Management, Universiti Teknologi MARA (UiTM) lines this study progresses the hypothetical advancement in the region of. Line and staff relationship are most two common terms used in business. Here the brief about them.
In usage of the system, it is only necessary to input once data about employees and then other modules of the system are able to share the information, which is likely to reduce a great deal of repeated input work. In addition, this system can not only be employed as a complete system, but also can be individually used as a split module. In designing the system, it is necessary to take into account whether the interface of the system is concise, whether it intuitively embodies the major work content of management and whether the system adopts a navigator interface so as to direct users to conduct each operation according to optimization management flow.
There is almost no pop-up dialog box and all relevant information can be displayed on a single interface and all functions can be operated on the interface. In such way, on one hand, integration of information is improved and, on the other hand, quite a lot of complex operations are reduced on the dialog box.
In designing the system, it is necessary to take into account whether the system is able to provide multiple-level and stratified data management functions for different areas in their selection of a system. Daily management with self-service function is able to be operated on any network computer after authentication of identity. Employees can check online the rules and regulations of the enterprises, the organizational structure, information about important persons and the following information related with employees themselves: A line manager is able to, within the limits of his authority, check the personnel information of his subordinate employees, alter the attendance information of employees and survey application of employees for training and vocation, etc.
A general manager can examine online all important information related with human resourcesuch as the allocation situation of human resource s and cost fluctuation of human resourceetc. The system should have automatic E-mail function and is able to send information in batches to relevant persons via E-mail, which can greatly diminish the intensity of administrative affairs work of management personnel.
The system also should set the reminder function, which can enable users to operate at regular time and make human resource management turn out to be active, effectively enhancing satisfaction of employees with human resource management. The system is able to encrypt the database, realize strict rights management and set different levels of limits of authority for operation by users on different modules, sub-modules and even data items.
Whether the system is secure is also reflected in that the system is able to establish a log file, keep track of and record detailed situation of each operation by users on the system and also set up regular back-up system of data to offer the data disaster recovery function.
The system should provide strong data interface and realize in a relaxed way the input and output of all sorts of data and seamless link of the system with external system.
This is convenient to introduce all sorts of office documents and store the documents in the database, which not only standardizes management of human resource documents, but also increases security of the documents.
In the meanwhile, the system should also support all mainstream relational database management system and all kinds of document processing systems.
The system is able to change conveniently customization functions according to demands of users and alter conveniently display of data items of the interface according to demands of users. The strong query function is able to flexibly set up arbitrary query composition on multiple conditions and support real-time and dynamic switch between Chinese and English or other languages.
The system is able to furnish strong reports making and management tool for users to directly design all kinds of reports required. With the flexible reports generator, users are able to rapidly finish design of all kinds of reports and change in design at any time when necessary. Reports can be output to a printer, Excel document or TXT text file.
The system can provide perfect diagram statistic and analytical function such as histogram, pie graph and line graph, etc.
The statistical diagram that is output can be directly input into MSOffice document and rapidly generate human resource working reports.Organisation Structure - Line & staff, Functional, Committee
Then, it is very important to enhance the human resource management level at the era of knowledge economy. HRMIS has brought new opportunities for introduction, optimization, development, application, cultivation, assessment and performance management of human resource s at the era of knowledge economy. Application of HRMIS has not only improved the human resource management mode and attained the purposes of improving the working efficiency, reducing the operation cost of HR work and reducing the employee turnover rate, but has also enabled the role of human resource department to have a fundamental transformation, which makes the human resource department become the decision-making supporters of the management level and provide information and solutions for a decision-making.
In the new social and economic environment, informatization of human resource management has been proved to be the only route for enterprise development and an inevitable condition for enterprise survival.
Research on application of information system in human resource management. Jiangsu Commercial Forum, 6: Analysis of development and application of human resource management information system in enterprises. Relieving an over-burdened top executive Staff specialists devote their time to think, to gather data, and to analyze them on behalf of their busy superiors.
It is a rare top level executive, who has the time, or will take the time, to do those things that a staff specialist can do so well. An escape clause for staff specialists Staff specialists only propose a plan; others must make the decision to adopt the plan and put it into operation. This creates an ideal situation for shifting blame for mistakes. The staff will claim that it was a good plan and that it failed because the operating manager was inefficient and ineffective.
Line authority being undermined Operating line managers represent the main line of the organization and they also gain a degree of indispensability.
Line and Staff Relationship in Organization (with Example Diagram)
The staff specialists may, however, forget that their value lives in the extent to which they strengthen line managers and also that they are to counsel and not to order. They need to remember that if they undermine line authority, they risk becoming expendable. As a matter of fact, if there is an expendable person in an organization, it is most likely to be the staff specialist. Impracticality of staff recommendations Since staff people do not implement what they recommend, it is possible that they may think in a vacuum, thereby making their recommendations impractical and which in their turn, often results in friction, loss of morale and sabotage.
Disunity in command Unity of command is unavoidable for the management of any organization to reach its goal. Staff authority is the right to advise or counsel those with line authority. For example, human resource department employees help other departments by selecting and developing a qualified workforce.
A quality control manager aids a production manager by determining the acceptable quality level of products or services at a manufacturing company, initiating quality programs, and carrying out statistical analysis to ensure compliance with quality standards.
Therefore, staff authority gives staff personnel the right to offer advice in an effort to improve line operations. Functional authority is referred to as limited line authority. It gives a staff person power over a particular function, such as safety or accounting. Usually, functional authority is given to specific staff personnel with expertise in a certain area.
For example, members of an accounting department might have authority to request documents they need to prepare financial reports, or a human resource manager might have authority to ensure that all departments are complying with equal employment opportunity laws. Functional authority is a special type of authority for staff personnel, which must be designated by top management.
Line and Staff Relationship in Organization (with Example Diagram)
Although minimal conflict due to differences in viewpoints is natural, conflict on the part of line and staff personnel can disrupt an entire organization. There are many reasons for conflict. Poor human relations, overlapping authority and responsibility, and misuse of staff personnel by top management are all primary reasons for feelings of resentment between line and staff personnel.
This resentment can result in various departments viewing the organization from a narrow stance instead of looking at the organization as a whole. Fortunately, there are several ways to minimize conflict.
One way is to integrate line and staff personnel into a work team. The success of the work team depends on how well each group can work together in efforts to increase productivity and performance. Another solution is to ensure that the areas of responsibility and authority of both line and staff personnel are clearly defined. With clearly defined lines of authority and responsibility, each group may better understand their role in the organization.
A third way to minimize conflict is to hold both line and staff personnel accountable for the results of their own activities.