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IT Sector

Human Resource department

Work handled by the human resource department in IT sector


Staff Planning and Recruitment
Ensure a recruitment and selection of a high quality diverse work force for the organisation; Forecast staffing requirements; plan for and coordinate all staffing needs, organizational design and structures. Provide emerging talent with the opportunity to acquire professional and practical experience through the internship Program.

Compensation, Benefits and Compliance


Develop, implement and maintain competitive and equitable compensation and benefits policies and programs that enable the organisation to attract, recruit, motivate and retain highly qualified people; responsible for job classification and management of meritbased pay system in line with organisations policy of reinforcing pay for better performance; lead in identification and recommendation of competitive pay and rewards systems in line with the current trends in similar organizations

Staff Development and Training


Design and implement staff development and training plans to ensure that the staff have the necessary knowledge, skills and competencies and are continuously being developed for performance excellence in their current and future responsibilities; lead the organisations performance management system and manage the talent and succession planning for the organization; ensure career development programs that are relevant to the organisations strategic objectives

Employee Health and Welfare


Provide innovative and quality health services, comprehensive medical coverage, wellness and social programs; promote the personal development, physical and mental wellbeing of staff and improving quality of life; create flexible, conducive and healthy work environment and assist staff to better manage their health and balance life needs with their professional careers

Need for MIS in HR department


To offer an adequate, comprehensive and on -going information system about the people and job. To supply up to date information at reasonable cost Providing a comprehensive information picture as a single, comprehensive database Shifting the focus of HR from the traditional approach to strategic HRM. Reengineering HR processes and functions and improving employee satisfaction by delivering HR services more quickly and accurately to them.

MIS in HR
Planning to meet the personnel needs of the business Development of employees to their full potential Control of all personnel policies and programs

HR IS Database
Internal Database: Data of the employees like basic salary, personnel data, etc External Database: Data of non-employees like qualification, skills,etc

Users of HR IS Database
Executives HR Managers Non-HR Managers Other employees

HRIS Record Keeping Requirements


Employee information Wage and salary data Review dates Benefits Education and training Attendance Performance data/appraisal results

Inputs to the Human Resource MIS


Strategic plan or corporate policies The TPS:
Payroll data Order processing data Personnel data

External sources

Human Resource MIS Subsystems and Outputs


Human resource planning Personnel selection and recruiting Training and skills inventory Scheduling and job placement Wage and salary administration

Estimation of additional manpower requirement


Man power estimates

Assimilation of manpower

Finalization of additional manpower requirement by competent authority


Finalized requirements

Revision of sanctioned man power


Order to revise sanctioned man power

Updating of sanctioned manpower

Estimatoin of vacancies at different units


Number of vacancies

Decision reallocation/promotion or fresh recruitment


Completion of procedure for direct recruitment of candidates
List of shortlisted candidates

Appointment/posting letters to candidates

Verification of certificates and personal details at place of posting


Personal details and certificates verified

Creation of personal file for fresh recruits

Information Security and HR


The case of Royal Bank Of Scotland
Matrix system level 1 to 5 Confusion Costly mistake

Importance Of HR in information security


Clarity and avoiding confusing Implementation

ISO 27001/2 Three Phases

Pre-employment Phase
Screening / vetting Contract terms and conditions Example:
information on how to establish what criteria Limitation and checks on handling sensitive data Identify eligibility of carrying out such checks

Employment Phase
Staff duty towards information assets Training in how to conduct themselves for threat mitigation Scope is much broader than what IT department can cover Main reason is human breach rather than technical failure (eg.USB) Assessing the appropriateness /necessity of moving data frequently . HR can lay down strict no-excuse policy for a major IT misconduct Risk determination is a major function to answer information asset security

Post-employment phase
Very risky in case of disgruntled /malicious employees Proper access rights management required . Handling workspaces correctly Policies to mitigate possible data theft/corruption

Major Concerns
Data security (back up , replication ) Database security (tampering , identity theft, unauthorised access, password security management ) Database Authentication and resource management Auditing and security compliance Physical security Application security Network security
Sniffing Malicious software Firewall breach

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