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1. Examining our current human resource situation
One of the first responsibilities is to assessthe present human resource pool. The initial stage in the procedure is
to determine the company's current employee kinds. This internal inquiry will allow a firm to determine how
many workers it will need to achieve its objectives and how effectively its present employees can do so.Most
firms using HRIS software can generate a full personnelreport. This report details an employee's education, past
work experience, present job, performance ratings, and pay. This data is gathered through reviewing resumes
and otherapplication papers.Korean managers who have worked for the organisation for four years or more
may be examined for the Regional Specialist Program.
A survey can accurately count the current workforce, which is required for strategic planning. It also aids in
worker recruitment, training, development, and migration. Also, the HRIS database The HRIS database may
also suggest that the organisation lacks key personnelto achieve its objectives.
As mentioned in Chapter 2, the purpose of Talent Management is to acquire and retain elite talent while
assisting in their growth and development. This group of highly talented workers must be kept, and HR must
help managers recognise their value in lowering turnover. Managers'capacity to be open and honest with
employees, demand effort, and recognise and reward it is believed to affect 75% of employee reasons for
departing. Six HR information systems have emerged as essentialtools for HR practitioners in recent years.
Many rivals' HRIS systems may be utilised on any device, including tablets like the iPad. Businesses may
receive the services they need quickly and simply by employing SaaS, or software as a service. 7