Human resource information system, competency mapping & knowledge management

1. MT 321 – MANPOWER PLANNING
TOPIC :-
EXPLAIN KNOWLEDGE
MANAGEMENT , COMPETENCY
MAPPING and HRIS
PRESENTED BY :-
SUSMITA MAITY (BBA/40075/18)

2. KNOWLEDGE MANAGEMENT
• Process of defining ,structuring ,
retaining and sharing the knowledge
in an organization
• Main goal is to improve an
organization`s effectiveness
• This enables in better decision
making
• 3 main areas of knowledge
management-
• Accumulating knowledge
• Storing knowledge
• Sharing knowledge
• Consists of a cycle - creating , sharing
, structuring and auditing knowledge
to maximize the effectiveness

3. BENEFITS OF KNOWLEDGE
MANAGEMENT
• More efficient workplace
• Makes easy to find relevant
information and resources
• Building organizational
knowledge
• Fast , better decision
making
• Increased employee
happiness and retention
• Taking advantages of
existing expertise and
experience
• Avoid any kind of mistake in
workplace

4. COMPETENCY MAPPING
• Competency mapping
identifies an individual `s
strength and weakness
• Identifying key competencies
for a job and incorporate
those competencies
throughout the various
process (job evaluation,
training , recruiting )
• Aims to enable the person to
better understand himself
/herself and point out where
development efforts needs to
directed.

5. METHODS OF COMPETENCY MAPPING
• ASSESSMENT CENTRE – It is a mechanism to
identify the potential growth, procedure that
uses a variety of techniques to evaluate
employees for manpower purpose and decision.
This includes – group discussion, interview
simulation, case study
• CRITICAL INCIDENTS TECHNIQUE – a set of
procedure for systematically identifying behaviors
that contribute to success or failure of individual/
organization specific situation . The objective is to
improve the supervisor`s ability as an observer.
• INTERVIEW – It may be structured, semi
structured or unstructured as per requirement.

6. • PSYCHOMETRIC TESTS – Many
organization use this as a part of
selection process. It is a
standardized objective measure
a sample behavior as the
procedure of administering the
test ,the environment in which
the test taken,& the methods of
calculating individual scores are
uniformly applied. Most of these
are time bound .
• QUESTIONNAIRES – It consist of
a list questions for the purpose
of competency mapping which
the employees are expected to
fill. One form is common metric
questionnaire (cmq) and
another is functional job
analysis (fja)

7. HRIS
• Human resources information
system is designed as an
effective management of an
organization
• Basically intersection of human
resources and information
technology through HR software
• Built around electronic computer
in big organization
• The decision made increase
quality as a result, the
productivity of both employees
and managers should to increase
and become more effective.

8. OBECTIVES OF HRIS
• To make the desired
information available in the
right form to the right
person at the right time.
• To supply the required
information at a reasonable
cost.
• To use the most efficient
method of processing data.
• To provide necessary
security and secrecy for
important and confidential
information.
• To keep the information up-
to-date.

9. BENEFITS OF HRIS
• Expedition of recurring tasks through
automation
• Improved ability to reach large candidate
pools regarding new position openings
• Ability to quickly apply higher selection
standards to a number of applications
• Speedy on boarding made possible
by mobile accessibility
• Reduction of paper and related materials
and storage – often yields cost savings
• Ease in distributing up-to-date materials
concerning company policies and
procedures
• Potential for greater employee
engagement through self- service option

10. THANK YOU