Line and staff relationship in hrmis2

line and staff relationship in hrmis2

In relation to this, a study is conducted to investigate the influence of (HRMIS) Application towards Employees Efficiency and Satisfaction In line with the development of technology in the Public Service, a system has been. supports are positively relationship with user's satisfaction. evolved in line with the Electronic Government (E-government) agenda, Terengganu) employees on managing HRMIS system to compute information regarding routine tasks. For running organization properly both line and staff member's contribution is required and their relationship must be well defined in organizational structure.

Yet the line-and-staff relationships of the members of an organization must necessarily affect the operation of the enterprise. One widely held view of line and staff is that line functions are those that have a direct impact on the accomplishment of the objectives of the enterprise. On the other hand, Staff functions are those that help the line persons work most effectively in accomplishing the objectives.

The people who adhere to this view almost invariably classify production and sales and sometimes finance as line functions and accounting, personnel, plant maintenance, and quality control as staff functions. An organization structure which is composed of only line executives is termed as a line organization. Imaginary structure of such an organization may be as under: An organization structure which is composed of both line executives and staff executives is termed as line and staff organization.

An imaginary structure of such a type is shown below; The Nature of Line and Staff Relationships A more precise and logically valid concept of line and staff is that they are simply a matter of relationships. Line authority gives a superior a line of authority over a subordinate.

Line and Staff Relationship in Organization (with Example Diagram)

It exists in all organizations as an uninterrupted scale or series of steps. Hence, The scalar principle in the organization The clearer the line of authority from the ultimate management position in an enterprise to every subordinate position is, the clearer will be the responsibility for decision-making and the more effective will be organization communication. In many large enterprises, the steps are long and complex; but even in the smallest; the very fact of organization introduces the scalar principle.

It, therefore, becomes apparent from the scalar principle that line authority is that relationship in which a superior exercise direct supervision over a subordinate authority relationship being in direct line or steps. The nature of the staff relationship is advisory. The function of people in a pure staff capacity is to investigate, research, and give advice to line managers. Benefits of Staff There are many advantages and benefits out of the use of staff.

A few of them are: Through organic combination of information technology and management technology, Human Resource Management Information System HRMIS applies modern information technology to set up a standardized and networked working platform for human resource management.

This not only strengthens systematization and structuralization of human resource management and improves working efficiency, but also facilitates improvement of the entire management level of the enterprise Li, Thus, modern enterprises are supposed to strengthen the efforts to apply information technology in human resource management and carry out HRMIS.

HRMIS is not simply a matching combination of some software and hardware, but, instead, an enormous, complicated and step-by-step systematic project.

line and staff relationship in hrmis2

During the traditional human resource management period, the human resource department has to rely on manual operation whether in job designing, organization training, employee recruitment or in the trivial and specific work of payment interval and archives administration, so the efficiency is low and they are also likely to make mistakes.

HRMIS can reduce the operation cost in human resource management, lower the employee turnover rate and cut down on communication expenses, so as to reduce the management cost of the enterprise. Standardizing the business process: The former human resource managers have to face up with cumbersome and complex administrative affairs, so they have neither time nor energy to standardize the business process of human resource operation system.

HRMIS makes it possible to closely concentrate and analyze all disperse information of human resourcewhich greatly optimizes the business process of human resource management and improves the working efficiency.

The traditional human resource management is slow in transferring information and, moreover, the information is likely to be changed, as a result of which the original intention of the managers might be misinterpreted. In contrast, HRMIS is able to directly convey the information to each grass-root employee, which is good for management and implementation of a policy.

Line and Staff Relationship in Organization (with Example Diagram)

Changing the management philosophy: The traditional human resource management is progressive management from top to bottom, which not only wastes time and energy, but has great difficulty in implementation.

By contrast, the HRMIS makes it possible to let all staff in the enterprise to participate, which changes the previous situation of passively accepting an order and enables all staff to actively participate, a new situation of interactive management formed. Under the background when computer technology entered a practical stage, in order to resolve the above contradiction, the first generation of HRMIS was born at the right moment.

Nevertheless, it was nothing more than an automatic instrument for calculating salary and it had neither the function of report generation nor the function of salary data analysis Li, Furthermore, its functions of report generation and salary data analysis were greatly improved.

However, since this generation of HRMIS was mainly researched and developed by computer professionals, it failed to systematically take into consideration of the demand and philosophy of human resource. The revolutionary transformation of HRMIS occurred at the end of the 90 sec in the twentieth century.

The third generation of HRMIS is characterized by the fact that it, from the perspective of human resource management, uses a concentrated database to manage in a unified way almost all data related with human resource such as, compensation and welfare, recruitment, personal career design, performance management, job description, personal information and historical data and forms an integrated information source.

The friendly user interface and powerful report generation instrument, analysis instrument and information sharing make it possible for the human resource management personnel to free themselves from burdensome daily work and concentrate all their energy to devote to human resource planning and policy making from a strategic height. System management and maintenance system: This system contains the functions of privilege management, interface management and database management, etc.

Interface management is extension and expansion of the system, an interface that provides DR-MIs system, enterprise production system and enterprise financial system. The function modules of HRMIS In the application program, it provides connections of the Office software, such as, Word and Excel, helps users to analyze, check and calculate human resource management data and assists in generation of all kinds of reports in human resource management.

Finally, it secures daily operation of the entire system Zhu, Personnel management system is the most fundamental daily work in human resource management, which manages the basic information and alteration information of all levels of staff including in-service staff, the emeritus and retired and other staff and provides standard, flexible and thorough staff information.

line and staff relationship in hrmis2

The detailed functions are as follows: The major functions of this system contains: Its major function is to provide online training for staff. The network-based virtual learning center makes learning become a real-time and interactive process, in which the enterprise training cost is greatly reduced since the learning expense is burdened by staff themselves.

A more important job of human resource management department is to emphasize staff self-learning, self-management and self-stimulation and design a scientific and reasonable evaluation system to guarantee the effect of the training. Online training enables staff to independently choose the content they have interest in and provide pertinent training, which helps to improve the personal business skills of staff and adapt to the requirements for fierce internal job position competition.

Performance evaluation is one of the core functions of human resource management and provides evidence for staff appointment, deployment, promotion, training and remuneration. Its major functions are as below: The purpose of salary management is to resort to scientific salary design to absorb and retain excellent employees required by the organization, stimulate and gather employees, reduce employee turnover rate, control the operation cost and improve enterprise economic benefit.

The major functions that this system contains mainly have the following three aspects: Human resource decision-making system: This function is mainly aimed at leaders of enterprises and leaders of human resource department. The function mainly contains institutional resource analysis, employee performance evaluation analysis, horizontal and longitudinal salary and welfare analysis, bonus assessment analysis and employee demand analysis.

The entire analysis system forms an overall and direct information analysis system to provide the most effective decision-making support for leaders about human resource allocation. Under this mode, the user interface is totally realized with www browser, but the main transaction logic is realized on the server end, which forms the so-called 3 tier frame work. And as the product is upgraded very fast, such high cost and low efficiency can no longer adapt to the fast upgrading.

HTML is an organizational mode of Web information and all sorts of Web servers and browsers follow this international standard. The browser software can be obtained free of charge from the Internet. The physical structure of this system mainly has three layers. The first layer is a network user terminal that is distributed in the enterprise group and all over the country and even in the whole world.