HRMS, LMS integration

 

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An HRMS or Human Resources Management System is the software that is used to manage and automate, employee training, HR processes, payroll and accounting. Whereas LMS (Learning Management System) is an online training platform that creates, tracks, assigns and also analyzes courses as per your business requirements. HRMS LMS integration can simplify every step of succession planning and promoting business. Their union allows training to be assigned, completed, and tracked through the single smart system. LMS can be integrated to HRMS to manage and automate, employee training, HR processes, payroll and accounting.

The modern objectives of employee training programs should include,

•        Mobile training sessions should not disrupt the business dynamic and be perceived as “days off” when employees feel comfortable switching off.

•        Instead, they should be available through modern technology and accessible from anywhere.

•        Collaborative the staff should not be asked to take charge of their own training individually without giving them the benefit of teamwork.

•        An element of collaboration fosters better workplace relationships and inspires a spirit of working towards a common goal.

•        Engaging reading through dry training materials or listening to long informational lectures can only be counterproductive.

•        Interacting with the training content in a variety of ways keeps employees present and involved.

•        Useful if an employee doesn’t see the value of a particular training course, he or she is less likely to invest time and attention into the material. Content should be tailored, relevant and directly applicable to the employee’s daily activities to derive optimal value.

•        Accessible course materials should be available and easily accessible through a convenient reference system.

•        Integrated a training program should be independent of location and available to the entire network of employees and contractors alike.

•        Cost effective the training course’s cost should be adequate in relation to the course’s value or expected outcome and should embody an expense minimizing approach.

Integrating these disparate HR, training programs brings many benefits,

1. Clearer links and better continuity between the individual talent elements.

2. Increased automation of talent processes as a whole, and improved efficiency of operations.

3. Improved user experience, lower learning curve and higher adoption throughout the talent lifecycle.

4. Reduced duplication, more accurate talent data and ease of sharing talent data (currently seen as poor in most organizations).

5. Better management information and analytics.

6. Improved operational performance and ROI from the HR function.

 References

eLearning Industry. (2014). How Training With An LMS Can Put A Stop To HR Headaches. [online] Available at: https://elearningindustry.com/training-with-an-lms-can-put-stop-hr-headaches [Accessed 18 Nov. 2021]

Read, D.W. • 3 min (2019). 6 Benefits of Integrating HR, Talent, & Learning Management Systems. [online] Docebo. Available at: https://www.docebo.com/learning-network/blog/6-benefits-of-integrating-hr-talent-learning-management-systems/ [Accessed 18 Nov. 2021].

Verdaguer, J. (2021). Why you need to integrate your LMS with your HR system. [online] Moodle. Available at: https://moodle.com/news/integrate-lms-hrs/ [Accessed 18 Nov. 2021].

Performance Management in HRM

Managing the Performance of the employee is the most important function of HR (Human Resource). Performance Management is “The continuous process of improving performance by setting individual teams and goals which are aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing progress and developing the knowledge, skills and ability of the people” (Armstrong, 2014 p.331)

 Performance management cycle 

Figure 1: Performance management cycle

  

 Source: https://www.toolbox.com/hr/performance-management/articles/what-is-performance-management/

Planning – This stage entails setting employees’ goals and communicating these goals with them.

Monitoring – In this phase, managers are required to monitor the employees’ performance on the goal.

Developing – This phase includes using the data obtained during the monitoring phase to improve the performance of employees.

Rating –Each employees performance must be rated periodically and then at the time of the performance appraisal.

Rewarding - full-scale employee rewards program that regularly recognizes and rewards excellent performance in the organization.

 

Performance Management Objectives in HRM

·       Employees achieve the company goals

·       It helps to identify the skills and knowledge required to perform a job efficiently.

·       Important factor to motivate employees and increase employee empowerment

·       It provides the goal setting process more transparent.

·       It identifies the issues which leads the low performance and also resolve the issues by providing suggestion about development interventions.

·       It provides data for several important decisions such as promotions, strategic planning, succession planning and performance based compensation.

 

Advantages of Performance Management System

·       Helps to create a formal structure of communication between supervisor and employee. It also supports bringing out solutions for the improvement of employee performance.

·       Using the performance management system, respective managers can clarify the performance and behavior expectations which all employees should understand for achieving organizational goals.

·       The performance management system helps to make concrete decisions regarding annual planning of hiring, training and development practices, and also goal settings.

·       It helps employees to know the feedback about their performance in the organization for further improvement.

·       Performance management system data can be used to develop a comprehensive compensation strategy for motivating the employees to get improved performance.

 

Disadvantages of performance management System

·       The system can create a negative experience for the employees, if the performance appraisal is not done in a fair way and feedback is conveyed in a wrong way.

·       Time consuming activity for the managers to evaluate and manage the performance of hundreds of employees working the organization.

 

References

Armstrong, M and Taylor, S. (2017)Armstrong’s Handbookk o Human Resource Management Practice. London: Kogan Page

HrHelpboard. (2012). What is Performance Management Definition, Types, Objectives, Purpose in HRM. [online] Available at: https://www.hrhelpboard.com/performance-management.htm.

Toolbox.com. (2021). [online] Available at: https://www.toolbox.com/hr/performance-management/articles/what-is-performance-management/#lg=1&slide=0 [Accessed 11 Nov. 2021].

Artificial intelligence (AI) in HRM

Artificial intelligence (AI) is a wide-ranging branch of computer science concerned with building smart machines capable of performing tasks that typically require human intelligence. 

The integration of artificial intelligence (AI) into human resources (HR) procedures will improve firms since these applications can evaluate, anticipate, and diagnose to assist HR professionals in making better decisions.

 

Applications in AI in HR

                                                         Figure 1 - Applications in AI in HR

Pros and Cons of AI for HR Departments

1.     Employee Hiring

Pros - Artificial Intelligence can seamlessly sort out, screen, and delegate qualified candidates to appropriate roles within the organization.

Cons - may not be able to weigh and implement important variables such as company culture and similar company values during decision making.

 

2.     Employee-Engagement

Pros: the process of employee engagement can be automated through Artificial Intelligence. The system can perform intelligent surveys and gather feedback in real-time. AI can also perform Personalized Internal Communication directly with employees as a replacement for of the traditional issuing of survey sheets.

Cons: there may still be a need for human interaction as the system may not completely exhaust all the challenges faced by each individual.

 

3.     Learning and Staff Development

Pros – through eLearning, Artificial Intelligence can be used to educate staff rapidly and effectively. The system can also monitor and evaluate each employee's performance to ensure that no employee is declining in the learning process so that the team completes each phase together and on time.

Cons – this process may further dwindle human connection, which is vital for staff, especially if they're working as a team.

 

4.     Automated FAQs

Pros: Artificial Intelligence can be automated to attend to frequently asked questions, thereby saving a lot of time. Chatbots and virtual assistants are the most popular solutions for cases of this nature. They help leverage time and can be depended upon to answer all the time accurately.

Cons: it has become well known that chatbots can easily get hacked. This ultimately compromises the security of any sensitive information given by an employee, and can also become an avenue for unforeseen cyber-attacks.

 

5.     Human Capital Management

Pros – Artificial Intelligence through Automated Employee Surveys can assist Human Resource departments in ascertaining how well each staff is doing based on their performance in an individual set of tasks that define their roles in the company. This can be achieved through automated performance analysis. This will help to direct employee's career paths and optimize the working force in the company.

Cons – the system can get hacked and risk losing sensitive data.

 

Conclusion

There are several practical applications of Artificial Intelligence with respect to Human Resource Management.The automation, operational analysis, and predictive analysis provided by AI techniques can definitely help to increase productivity and performance of HR function, and contribute to enhancing its role as a strategic partner in an organization in this digital world.

 

 

References

TJinsite. (n.d.). AI @ workplace: Reshaping the future of HR industry. [online] Available at: https://content.timesjobs.com/ai-workplace-reshaping-the-future-of-hr-industry/articleshow/64379964.cms.

O’Connor, S. (2020). Artificial Intelligence in Human Resources Management: What HR Professionals Should Know. [online] Northeastern University Graduate Programs. Available at: https://www.northeastern.edu/graduate/blog/artificial-intelligence-in-human-resource-management/.