UNIT V

CULTURAL LITERACY AND HRIS IN GLOBAL BUSINESS

-Objectives, Concept, significance, limitations, steps in HRIS, Process and application in HRIS-, Study of HRIS models.

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INTRODUCTION

Gone are the days when decisions about the future could be based on guesswork. Now concrete information is needed in order to make future events more manageable than before.

A comprehensive data system is necessary to fulfill HR informational needs of an organisation.

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What is HRIS?

The Human Resource Information System (HRIS) is a method by which an organisation collects,analyses and reports information about people and jobs.

It is specially a data base system that offers important information about employees in a central and accessible location. When such information is needed, the data can be retrieved and used to facilitate human resource planning decisions.

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OBJECTIVES

To offer an adequate, comprehensive and on-going information system about people and jobs.

To supply up-to-date information at a reasonable cost.

To offer data security and personal privacy. To use the most efficient methods of data

processing.

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NEEDS

Costly exercise Inaccurate Fragmentation Difficult to analyze

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Benefits of HRIS

HRIS can process,store and retrieve enormous quantities of data in an economical way.

The records can be updated quickly. There is improved accuracy. HRIS can greatly reduce fragmentation and duplication of data. Information can be readily manipulated, merged and disaggregated in

response to special and complex demands and presented promptly. pay raises and history, pay grades and positions held, performance development plans, training received, disciplinary action received, personal employee information, and occasionally, management and key employee succession plans, high potential employee identification, and

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Steps in implementing HRIS

Inception of idea Feasibility study Selecting a project team Defining the requirements Vendor analysis Package on tract negotiation Training

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Steps in implementing HRIS(contd)

Tailoring the system Collecting the data Testing the system Starting up Running in parallel Maintenance Evaluation

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Computerized HRIS

A Computerized HRIS is designed to monitor, control and influence movement of people from the time they join a firm till the time they decide to leave the organisation. It consist of the following subsystems-

Recruitment information Personal administration information Manpower planning information Training information

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Contd.. Health information Appraisal information Payroll information Personnel research information.

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Personnel Inventory Personnel inventory provides the list of

personnel and their background(name,age,qualifications,

experience etc.) HRIS contributes to the development of the

personnel inventory for manpower planning. The information needed for personnel inventory

is obtained through job applications and questionnaires filled by employees from time to time.

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HRIS

HR Systems•HRD

•Recruitment&Selection

•Training &development

•Compensation

•Employee services

Environment•Economic

•Legal

•Political

•social

General•Information

within the organisation

General info.•Outside the organisation

Strategic info.•Growth

•Technological change

HRIS Model

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Cultural Awareness

The goal of cultural awareness programs is to enhance the expatriate’s understanding of the host country so that he or she can adjust and behave accordingly, and avoid getting into difficult situations

Cultural awareness programs do not have a standard, universally applicable format, rather, they depend on factors such as the country of assignment, nature of the expatriate’s job, available time to undertake training

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Cultural awareness training is not just for the employee going overseas. It has numerous applications domestically that will increase organizational effectiveness.

Typical training elements include things like area studies, cultural considerations, language skills, sensitivity training and field experiences

Cultural Awareness

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Components of Predeparture Training Programs: Cultural Awareness

If the expected interaction between the expatriate and members of the host culture is low, and if the degree of cultural dissimilarity between the expatriate’s culture and the host culture is also low, then the level of training rigor can be low and training could last for less than a week (cultural briefings, lectures, movies, books)

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Components of Predeparture Training Programs: Cultural Awareness

If the expatriate is going abroad for a longer period (2 – 12 months) and is expected to have some interaction with members of the host culture, then the level of training rigor can be higher and training could last longer (1 – 4 weeks) (cultural briefings, lectures, movies, books, role plays)

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Components of Predeparture Training Programs: Cultural Awareness

If the expected interaction between the expatriate and members of the host culture is high, and if the degree of cultural dissimilarity between the expatriate’s culture and the host culture is also high, then the level of training rigor can be high and lasting up to 2 months ( sensitivity training, field experiences, inter-cultural experimental workshops)

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Components of Predeparture Training Programs: Preliminary Visits

Expatriates are sent to visit their host country before being sent there on an assignment

The purpose of a preliminary visit is help expatriates to assess their suitability for, and their interest in the assignment, introduce them to the business context, and to make better predeparture preparations

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Thank you!!!!!!!!