Rio Tinto Essay

One of the main challenges that the Right company will have to face when downsizing effort is no longer a popular human resource strategy is quite simply finding a new strategy that will work. In finding a new strategy one must take the strategic approach to HRM. In the strategic approach to HRM there are six key elements that are essential for HR managers to consider:

Human Resource managers, and other key personnel, now have full access to the HRIS system. They will spend a quick week in their own training, acclimating themselves with the quirks of the system and becoming comfortable with common tasks. After this week has passed then a full, company wide training will take place, with the goal of accomplishing two tasks. First, to inform employees of the new HRIS system and some of it’s key features. Second, to set expectations among employees of what their responsibility and interaction with the new system will consist of. A brief mention of some of the high level

The main purpose of the GenRays’ HRIS project is to replace the primitive legacy system by centralizing and streamlining Human Resource’s (HR) functions, and improving the current HR processes while facilitating growth and saving money across the organization.

Every organized company worldwide should have among its structure, one planning and coordination division in which social and business goals are integrated. Corporate social responsibility (CSR) programs are necessary for commercial business as an element of risk management and represent an outstanding mechanism for the stakeholders to identify weaknesses when their own actions or others conduct in its operating environment generate social risk. (Kytle and Ruggie 2005).

Rio Tinto first step to achieve the smarter mining system is MOF. The company must address all the key issues with technology, supply chain, intersection of strategy and operational best practice. These are corporate social responsibilities, process improvement, business model innovation, asset management, improvement of information integration and collaboration, governance and workforce.

They have already made many manufacturing workers obsolete. Also obsolete, over the phone customer support jobs. Google, Benz and other car manufacturers are working on self-driving cars. Rio Tinto has a third of their mining trucks driving themselves already, and wants 100% to do that. Self-driving trucks will soon be on the road and the end of professional drivers is near.

What are the major technical, organizational and managerial challenges in the implementation of HRIS (Human Resources Information System)?

During 2006, the first part of Alan’s plan was to convince bankers into giving Ford Motor Company billions of dollars to complete this company overhaul. Once they were provided with the right amount of money, the plan was able to be executed. With this plan came a timeline; by the year 2009, the company planned to have the ‘One Ford’ mission in action and to see production increase. Because of such a short timeline, HRD was ultimately involved throughout the entire process. As part of the company’s “One Team” approach, certain areas of the plan are discussed and analyzed to examine if anything can be improved; this is accomplished by using everyone in the company. Employees are able to share how they feel about certain areas of their work and give their opinions on how certain things should change or stay the same; after everything is examined, the leaders of the company are the ones held responsible and accountable for making the changes, if any, to whatever was examined (Ford Motor Company, 2010). During this process, new strategies can also be provided by using the employee’s opinions and assessments of their strengths and weaknesses. This ultimately shows the use of human resource development as part of the company’s competitive strategy. Without the employees understanding how to complete their job correctly, the company would plunder. Thus, the company makes

HRIM databases can be beneficial for top management development of business strategies. He gives an overview of database entries of an HRIM system. Items range from “address specifications” over “educational degree” and “pay change reason” to “performance increase in %” and specific skill functions. As an advantage entries can be used to forecast average labor costs and supply of internal human resources. But an integrated and intranet based HRIM system has advantages for almost every section of employee in an organization. HRIM systems can give rights to specific user groups with a certain job position. As a health and safety manager for instance you can access and analyses with the help of statistics an increase or decrease in injuries. Tasks can be more accurately assigned to people with the right skills which in turn improves the efficiency of workflow and the job satisfaction since employees do not have to work in a field they are not specialists in (Stone, 2008).

An effective HRIS system fosters engagement, empowerment and enough flexibility to deal with wide-ranging and continuously evolving situations and third-party recruiting associates. The traditional functions of HR software - recruiting, managing payroll and records, onboarding, skills gap analysis, performance evaluations, remuneration and succession - should be fully integrated into the company 's digital platform. Establishing a robust API layer in your company 's operating software makes it easier to upgrade the software, add new modules as needed, connect and third-party associates for BI, recruitment and other company objectives. Some of today 's best practices for HRM include the following software capabilities:

The Human Resources Information System, “is a framework that gives you a chance to stay informed concerning every one of your workers and data about them. It is generally done in a database or, in a progression of between related databases” (Human Resource Information Systems, n.d.). It’s very important for an HR director to be knowledgeable of this information, because maintaining a business will produce a ton of data, both identified with the business and identified with your representatives. You should have the capacity to outfit and secure this data in a framework for several distinct reasons. First and foremost, you don 't need classified data about your association or workers getting into the wrong hands. Also, a human asset data programming (HRIS) framework is a savvy decision on the grounds that it will diminish the measure of paper produced, arrange your information, streamline procedures, and help your organization 's primary concern. (Human Resource Information Systems, n.d.)

This includes managing recruiting and hiring employees, managing their records, coordinating employee benefits and suggesting employee training and development strategies. So, in order to help HR department to run company successfully, we made this System where HR can manage all information easily and effectively at one place.

The function of the Human Resources departments is generally administrative and common to all organizations. Organizations have formalized processes the selection, evaluation and billing. An efficient and effective management of "Human Capital" progressed to a more urgent and complex process. The HR function consists of tracking existing employee data capabilities personal history, skills traditionally includes, services and content. To reduce the manual workload of these administrative

The managerial decision makings are also the important factor in selecting the different types of HRIS. For example, the company staffs are decided to perform some certain types of tasks according their trainings taken. Without the HRIS the manager should either remember the trainings that each staff has taken or manually design a report that lists each staff 's training situations. If someone else requests the data, they may need to consult with the line supervisors so that they get the information, and it can take weeks to get this information. A HRIS can be loaded with the staff training information for all the departments and will be able to create an up to date training report with a limited amount of timeline.

If we just focus on the hiring side of HR, we can look at the turnover rate, cost per hire, and training investment. There is a lot of leg work to be done, with a turnover rate, according to Kavanagh (p.126), the HR professional will take the number of separations during the month divide by the total number of employees during the month then multiply this total by one hundred. The purpose for this is to "calculate and compare metric with national average using business and legal reports...This measures the rate at which employees leave the company" (Kavanagh, p.126). This will help the employer see if there is a trend, is there something the company could do to retain the employees to help lower costs for the company. With a HRIS, this report will be accessible with a few clicks of a button and the evaluations are available. It is the same concept with the cost per hire and training investment. Ultimately, with the HRIS, the company could find out how much money is being spent on new hires without tedious work and make changes to reverse or prevent these unnecessary costs.