HRMIS Case Study

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HRMIS is among seven pilot application Malaysian government under the Electronic Government initiative package Multimedia Super Corridor. This application is capable of improving human resource management in an electronic environment. In addressing the challenges K-economy, HRMIS is an integrated, technology-enabled Human Resource (HR) Management Information System, incorporating Global Best Practices in HR. It covers the entire 15 modules divided into 48 sub modules separately. The pilot can make the application of human resource management of civil servants more efficient and effective. HRMIS is a new approach to human resource management, comprehensive and integrated approach to address the multiple barriers in public sector management.…show more content…
It is enforced through Circular No. 12 of 2005 dated June 8, 2005. Implementation of HRMIS is in stages, starting with the provision of basic employment data, charging and view all agencies across the country, not including the Royal Malaysian Police and Malaysian Armed Forces. The next is updating data Personal Records and Profile Services, modules and sub-modules followed by other stages. Before the Government made the decision to develop the HRMIS, many studies have been conducted to identify best practices and the use of ICT as an enabler to improve public sector human resource management. HRMIS implementation has taken into account such as optimize the use of technology, continuous monitoring of the Human Resource Management Association, Information Sharing in the Inter-Agency as well as performance of Public Servants. HRMIS implementation must be in accordance with standards of procedure that have been set by the…show more content…
The benefits of this can be seen from four human resource trends. The first is self-interest. Features self-empower the members of the Public Service that is responsible for the planning and development of their careers. Several examples show how the self-service features implemented in modules HRMIS application. It is the use of the Performance Management module allows employees to monitor their job performance and career management module allows employees to plan appropriate development program for self-development. The second benefit is the reduction of human resources. HRMIS potential allows the operating units are located in separate locations make access to human resource information from a centralized database. This facility reduces the maintenance activities of existing mechanisms for collecting and disseminating information on human resources within an agency. The use of web technology is also promoting shared services for human resources activities such as recruitment, payroll management and training. This also reduces the overlap of work for the activities of the human resources. The third benefit is the changing role of human resource management from operations too strategic. Automation of routine processes can take time for HR managers to focus more on the work of a more strategic. For example, in hiring activity becomes easier when touts those interested can obtain job vacancy over the internet and

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