PROCESS MANAGEMENT Introduction Process management is important aspect to any organization. Process management is necessary to control the quality of a product and to ensure the right results are developed through innovation. There are many different factors that are involved in process management, and businesses may take on their own variation of process management. It is important to understand what is involved with process management and the characteristics of an effective process management system. Process management is necessary for many organizations and can help guide the business through many different stages and levels within the organization.
Decision Support Systems a term coined by P. G. Keen et al. at MIT in the mid‐1970s, are used to describe systems which support managers in their decision‐making activities. Sprague and Carlson define decision support system as computer‐based systems which help decision makers confront ill‐structured problems through direct interaction with data and analysis models. Sprague and Carlson make the point that a good decision support system should have a balance among the DDM paradigms which are dialogue, data and modelling. It should have access to a wide variety of data and it should provide analysis and modelling in a variety of ways.
The key functions of the Human Resources Management (HRM) team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more. Good human resource practices help in attracting and retaining the best people in the organisation. In order to make use of latest technology the appointment of right type of persons is essential. The right people can be fitted into new jobs properly only if the management performs its HR function satisfactorily. Globalisation has increased the size of the organisations, who employ thousands of employees in different countries.
Considering these facts, it is important to understand that the HR management needs to invest a lot more in IT training and communicate the benefits of employee participation and involvement in HRIS. COMPONENTS OF HRIS HRIS has basically three components. They are:- • Input • Data maintenance • Output HRIS application areas:- Planning- helps in planning for future human resource needs in advance. Job Analysis- helps in developing and refining job titles, salary structure and promotion Recruitment- scans both internal as well as external database which helps in identifying prospective candidates for each job. Selection- conducting computer aided tests and gives scores accordingly.
It employs a storehouse of clinical information (knowledge-base) and an inference mechanism (logic) to produce patient particular outcome. These applications differ highly in refinement, outcome and the dimension to which they could merge with other clinical information systems. (Josip Car et al, 2008) Computerized decision support systems are created to help clinicians in taking decisions and by this improve the quality and safety of healthcare care. (Kathrin Cresswell, 2012) Kathrin also indicated that computerized decision support systems are in core computer software systems or applications that combine patient data, a database of clinical knowledge and conditional logic (if-then or do while) to produce patient particular advices related to healthcare (Figure below). Knowledge-base: Knowledge-base is an arranged storage of knowledge inside a computer system or a firm which could be representing ideas, raw data, goals, requirements, principles, and descriptions.
This is mainly because business process managers continuously try to optimise innovation and flexibility within a company’s business processes. The modelling of processes, process orientation, workflow management and management of change help contributing to gain a lot of business-oriented advantages. Firstly, process modelling increases the visibility and knowledge of a company’s activities, increases the ability to identify bottlenecks and increases identification of potential areas of optimization. Secondly, process orientation helps organizations by promoting customer integration, improving collaboration and best practices among employees and increasing customer satisfaction. Thirdly, workflow management assists companies with typical organizational issues such as developing new services and products, lowering costs and dealing with competition from abroad.
The outputs of the job analysis information system are job description and job specifications. 3.2.2 Recruitment information system provides information that is to be needed for constructing the recruitment plan. It specifies the positions to be filled and the physical and mental qualification that is to be needed of the employees for these positions. It also specifies the sources by which these positions are to be filled. 3.2.3 Compensation and benefit information system provides the information that is to be needed to take crucial decisions as the compensation plan supports the organization’s productivity.
Human resource information systems (H.R.I.S.) provide significant tools to assist human resource professionals in provide valuable service to employees and their employers. However, human resource managers need to be mindful that H.R.I.S. is only one tool that is available to assist in the human resource function and that implementing an H.R.I.S. does not eliminate the need to maintain strong H.R.
Computer technology enables hospitals and other health care organization to combine human resources into a single database that can be used to support multiple personnel and managerial functions. A human resources information system (HRIS) is the integration of software, hardware, support functions and system policies and procedures into an automated process designed to support the strategic and operational activities of the human resources department and managers throughout the organization. An HRIS database maintains an inventory of people, job skills, and positions and its system draws on these inventories for transaction processing, reporting, and tracking. The HRIS provides a foundation for a set of analytical tools that assist managers in establishing objectives and in evaluation the performance of the organization 's human resources programs. The level of system complexity progresses from low to high as it affects and supports increasingly complicated decisions and
Introduction A decision support system (DSS) is a computerized information system used to support decision-making in an organization or a business. A DSS lets users sift through and analyze massive reams of data and compile information that can be used to solve problems and make better decisions. A decision support system may present information graphically and may include an expert system or artificial intelligence (AI). It may be aimed at business executives or some other group of knowledge workers. Typical information that a decision support application might gather and present would be accessing all information assets, including legacy and relational data sources, comparative data figures, projected figures based on new data or assumptions