1. Taking a look at the human resources that we now have
One of the first steps is to have a look at the present pool of human resources available. The identification of the
different categories of individuals currently employed by the organisation is a vital initial stage in the process.
As a result of this internal inquiry, a firm will be able to determine how many people it will need in order to
achieve its objectives, as well as how effectively its present employees are able to do so. Most businesses that
use HRIS software are able to generate a comprehensive and accurate personnelreport. Detailed information on
an employee's education and training, previous job experience, present position,performance reviews, and
salary level is included inside this report. Hiring managers get this kind of information by reviewing resumes
and otherpapers submitted with job applications. Any Korean managers who have worked for the firm for at
least four years may be reviewed using the company's human resource information systemto determine whether
or not they are suitable candidates for the Regional Specialist Program.
Strategic planning requires an exact count of the company's current employees, which can only be accomplished
by conducting a survey.It also aids in the recruitment, training, development, and advancement of personnel,as
well as their migration. In addition, the HRIS database The HRIS database may also reveal that the organisation
does not have the personnel it needs to meet its objectives, which is still anotherscenario.
The objectives of the Talent Management concept,as outlined in Chapter 2, are to attract and retain top-tier
employees while also assisting themin developing and realising their maximum potential. It is critical that this
group of highly-trained employees remains in place, and human resource management must assist managers in
recognising their relevance in lowering turnover rates. 75 percent of employees' reasons for leaving their
positions are believed to be impacted by their managers' capacity to be open and honest with them, to demand
effort, and to acknowledge and reward it. Six human resource information systems have emerged in recent years
as essential tools for human resource professionals.The HRIS systems offered by many rivals are customizable
for any size organisation and may be operated on any device, including tablets such as the iPad. Businesses may
get the services they need quickly and simply via the use of SaaS, or software as a service, which is delivered
through the Internet. 7
