Scribd
Upload
12 views1 page

Chapter 7 - Notes 2

Chapter 7 focuses on managing HRM information to align with organizational strategy through effective communication, service delivery, and monitoring processes. It emphasizes the importance of HR communication in building trust and morale, while also detailing the role of HRIS in streamlining HR functions. The chapter outlines the need for a customer-centric service model and the significance of data analysis in evaluating HR's impact.

Uploaded by

ntsikelelombenga
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
12 views1 page

Chapter 7 - Notes 2

Chapter 7 focuses on managing HRM information to align with organizational strategy through effective communication, service delivery, and monitoring processes. It emphasizes the importance of HR communication in building trust and morale, while also detailing the role of HRIS in streamlining HR functions. The chapter outlines the need for a customer-centric service model and the significance of data analysis in evaluating HR's impact.

Uploaded by

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

TUT NOTES CH 7 2024

Chapter 7: Managing HRM information to achieve organisational strategy.

1. HR Communication.

- Importance: Effective communication aligns with business strategy, builds


trust, improves morale, and reduces misunderstandings. It helps employees
understand their roles and increases satisfaction.
- Ineffective Communication: Leads to misunderstandings, damaged
relationships, and increased grievances.
- Strategy: Should be linked to the organization's mission, vision, and goals. It
involves setting a consistent message and evaluating its impact.
- Methods: Emails, town hall meetings, handbooks, and social media.

2. HR Service Delivery.

- Definition: It refers to how HR delivers services, focusing on meeting both


organizational and employee needs. The goal is to support effective human
management.
- Model: Should be customer-centric, focusing on continuous improvement and
customer satisfaction.
- Service Level Agreements: Key part of the model, ensuring that HR services
meet agreed standards.

3. Monitoring and Evaluating HR Processes.

- Purpose: Regular monitoring helps HR improve processes and align them with
strategic goals.
- HR Measurement: Involves collecting and analyzing data (both qualitative
and quantitative) to evaluate HR's impact on the organization.

4. HRIS (Human Resource Information Systems).

- Definition: A computerized system that stores and manages HR-related data


to improve decision-making and streamline processes.
- Components: Includes modules for payroll, recruitment, training, and
employee data.
- Benefits: Improves information accuracy, speeds up processes, and supports
HR planning and development.

5. Applications of HRIS.

- Recruitment: Tracks job applications and vacancies.


- Training: Manages employee development.
- Compensation: Handles salary, wages, and benefits.
- Performance Management: Supports evaluations and succession planning.

TAHIR

You might also like