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Functions of HRMS: 1. Performance Management System

This document outlines the key functions of an HRMS system, including performance management, recruitment, onboarding/offboarding, human resource information systems, and leave and attendance. The performance management system tracks employee productivity and key metrics. The recruitment module streamlines the application and hiring process. The onboarding and offboarding modules ensure new employees are onboarded properly and departing employees exit appropriately. The HRIS organizes all employee data. And the leave and attendance module handles time off requests and tracks employee attendance.

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Vishnu Ch
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34 views

Functions of HRMS: 1. Performance Management System

This document outlines the key functions of an HRMS system, including performance management, recruitment, onboarding/offboarding, human resource information systems, and leave and attendance. The performance management system tracks employee productivity and key metrics. The recruitment module streamlines the application and hiring process. The onboarding and offboarding modules ensure new employees are onboarded properly and departing employees exit appropriately. The HRIS organizes all employee data. And the leave and attendance module handles time off requests and tracks employee attendance.

Uploaded by

Vishnu Ch
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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FUNCTIONS OF HRMS

1. Performance Management System


This module is responsible for holding up the work standards of employees and
thereby the firm itself. It does so by constantly keeping tabs on the productivity of
each employee with features like continuous feedback from other employees, 360°
reviews that provide a comprehensive view of an employee’s all-round performance,
etc. It keeps track of an individual’s KRA (Key Result Area) and KPI (Key
Performance Indicator). Improvements are done using Goal Management, defining
the competencies one must be skilled in for the job, etc. and awarding appropriate
feedback in each of them so that an employee can know and concentrate on the areas
to be worked on. Badges and appreciations can also be defined for better outlook.

2. Recruitment
This module is responsible for making sure that the recruitment process is as
streamlined as possible. This is done by keeping track of all the applications coming
in during the process using Application Tracking System (ATS). This includes
maintaining a “Careers” portal with adequate visibility, resume analysis, location-
based segregation, integrating with job boards, providing overall analytics, etc. This
must be rounded off with adequate security options so that the data that’s mined
remains confidential as long as it ought to be.

3. Onboarding – Offboarding
This module is made to ensure the new recruits get on with the firm’s policies. This
includes making sure that all the documents needed are filed, the employee’s details
are included into the payroll in lieu with the company policies, the reporting
managers and teams have been allotted timely, etc. On the other hand, Offboarding
is the process of seeing out an employee from the company. Notice periods are taken
care of by this module. It also includes seeing if all the allotted assets are returned,
all outstanding finances are dealt with, and finally, to oversee that a complete F&F
statement is made.
4. Human Resource Information System (HRIS)
This is the most basic function of an HRMS - Organizing all employee related
information in an easy and accessible manner. This refers to collecting and storing
an employee’s details like personal details, team information, providing detailed
analytics of all the human capital in place, maintaining an ESS portal, Grievance
visibility, etc.

5. Leave and Attendance


This module oversees employee presence in the firm – a follow up to the recruitment
module. It takes care of leave requests and approvals, defining leave types and
requesting limits, approval process management, timely handling of requests, leave
carry overs and encashments, versatile leave policies, etc. On the attendance front,
it takes care of attendance tracking that works with all teams, attendance
regularization requests, attendance analytics, etc.

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