To develop an integrated Human Resource Development Plan Model and assist smaller members/companies.

INTEGRATED HUMAN RESOURCES MANAGEMENT SYSTEM

Introduction

1. An integrated human resources management system (IHRMS) can be defined as a  distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques, (Storey, 1992:5). IHRMS is part of the strategic managerial function in the development of the organisation.
2. A traditional IHRMS functional model can be illustrated as follows:
   • HR Functions
   • HR Management & Employment Relations
   • HR Training & Development
   • HR Information Systems & Administration.
     
3. An IHRMS can be divided into the above mentioned three main functional areas each with a number of sub-functional areas:           
   1. HR Management and Employment Relations    
      1. Recruitment & Selection    
      2. Performance Management systems
      3. HR Planning
      4. Organisation Job Design
      5. Policies & Procedures.
      6. Employee Relations
      7. Talent retention
   2. HR Training & Development
      1. Training & Development (Skills Development and Employment equity?)
      2. Organisation Development
      3. Career Development
      4. Employment Equity
   3. HR Information Systems & Administration
      1. Compensation, Employee Benefits & employee wellbeing
      2. Employee Assistance
      3. HR Research & Information system.
4. The results to be achieved by an IHRMS are;
   • Increased Productivity
   • Quality
   • Innovation
   • HR fulfillment
   • Readiness for Change
   • Improved
   • easy accessible data and record keeping
   • Quick response time to queries
   • Informed decision making
   • Standard policies and procedures to ensure a stable work environment
   • Improved communication