In developing countries like Pakistan, the increase in population shapes up the future of it’s economy. Where it effects the growth of industry, it creates new challenges for human resource capacity building. Likewise, educational system and social fabrication plays an important role in the development. We being considered as collectivists shows reluctance for being evaluated among peers..
HRMS – necessity of an hour
All aspects of performance evaluation is linked with comprehensive accumulation of data on daily basis. Therefore, the companies who believe that employees (Humans) are their major assets would like to monitor and collect the data of their employees to use it in favor of their core objective – Sustainability. The word sustainability is a metaphor of high profits, low expanses, less re-work, maximum attendance at floor, time management, Seamless Production Plans, eco-friendly environment – raw material to end product, reduce wastage and most importantly, employer branding to attract good resources. Therefore, it is necessary to understand the lifelong research of human resource professionals and for simplicity they divided their findings into modular formats to set a standard approach towards the discipline of Human Resource Management i.e. Core Human Resource information, Recruitment and Selection, Training and Development, Performance Management, Functional incorporated Policies, Procedure and related forms etc…
Moreover, it is important to evaluate as well as appreciate the efforts of individual’s to boost their morale. Therefore, it is necessary that evaluation system needs to be transparent and linked with their working papers to avoid biasness. Mostly, workers are being evaluated on their production tasks, rework and wastage etc. on daily basis (Do they really). Likewise, managerial staff is evaluated on the associated data of workers performance on daily basis. However, the blind zone of these evaluations are linked with perceived data, data consistency, linkage of data throughout the system, controls associated in the system and projection of data in tabular as well as graphical format on the dashboards to keep your eyeball rolling with established level of alerts. It is necessary to have review meetings at least on monthly basis as these evaluations are linked in larger perspective to individuals’ key performance indicators. it helps to be focused and leverage the time management at all managerial levels.
Additionally, the process of performance evaluation prevails the sense of responsibility. It inculcates a behavioral change through developing a routine, setting priorities in routines, developing fruitful habits and ultimately influence the behaviors to cultivate a corporate culture. To support sustainable culture, the systems are required which are aligned with company core human resource practices. in layman’s language, company shall have a Human Resource Management System which shall notify, alert and marginalize the information as and when required to all levels of management.
HRMS – availability in the Pakistan Industry
However, Human Resource Management software applications in Pakistan are built on self-sustained formula of calculations and set perceived models. It is because of their inherited rigid formats, mostly companies are using payroll and attendance system to fulfill the benchmarking of being user of Human Resource Management System (HRMS). It is necessary to have a functional consultancy associated with HRMS in order to develop a system which shall reflect and shall facilitate the key stakeholders to retrieve information as well as manage their Human Resource to the best of their capacities. it is necessary to have all modules as per professional outlook of the Human Resource leads and shall be workable as per the culture of the company.
Therefore, we at JYA Consulting (SMC-Pvt.) Limited approaches the Human Resources Management System in Pakistan proactively and provides a Human Resource Management System (jyahrms.com) which is accessible from anywhere in the world with Cloud facility managed at Microsoft Azure servers. It has an android mobile application (Self Service Module with attendance system) as well as Web software. We sell this software free of software cost associated with paid Human Resource functional consultancy (Monthly basis – 6 -9 – 12 months) to our partners in success along with monthly minimal subscription after successful implementation. we believe in adding value to our partners by giving them all modules as per their functional policies and procedures with inherit forms for management inclusive of Labour Law related up to date formats to fulfill their industrial relations requirements.
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