ISSN:
2181-3906
2024
International scientific journal
«MODERN
SCIENCE
АND RESEARCH»
VOLUME 3 / ISSUE 2 / UIF:8.2 / MODERNSCIENCE.UZ
385
THE ROLE OF INFORMATION TECHNOLOGY IN THE PERSONNEL
MANAGEMENT SYSTEM
Alimova Shamsiya Abidovna
Asia International University.
https://doi.org/10.5281/zenodo.10647479
Abstract. The relevance of this work lies in the fact that in recent years information
technologies have especially rapidly begun to enter various spheres of society. The work of the
HR department was no exception. Information technologies are used at all stages: from personnel
selection to payroll, accounting for pension contributions and recording the chronology of
advanced training courses completed by each employee. Of course, in companies with a large
staff, processing such a large volume of information would take a lot of time; in addition, it would
be necessary to increase the staff of the HR department itself, which would lead to an increase in
the company's operating costs. At the same time, the acquisition and use of the latest information
technologies in the work of the HR department also entails a number of costs. The work contains
the general structure of existing modern products for digitalization of personnel management.
Also, the main factors contributing to the widespread introduction of information technologies in
the field of personnel management have been identified. The main obstacles to the development of
information technologies in the area under study are considered. Unfortunately, not all companies
today are ready to incur the costs of the latest technologies and digitalization of a number of
person management activities. At the same time, this will directly affect the company's survival in
the market.
Key words: personnel management, personnel department, information technology,
personnel, digitalization, specialist.
РОЛЬ ИНФОРМАЦИОННЫХ ТЕХНОЛОГИЙ В СИСТЕМЕ УПРАВЛЕНИЯ
ПЕРСОНАЛОМ
Аннотация. Актуальность данной работы заключается в том, что в последние
годы информационные технологии особенно быстро стали проникать в различные сферы
жизни общества. Работа HR-отдела не стала исключением. Информационные технологии
используются на всех этапах: от подбора персонала до расчета заработной платы, учета
пенсионных отчислений и учета хронологии прохождения курсов повышения квалификации
каждым сотрудником. Конечно, в компаниях с большим штатом обработка такого
большого объема информации заняла бы много времени; кроме того, потребуется
увеличить штат самого HR-отдела, что приведет к увеличению операционных расходов
компании. В то же время приобретение и использование новейших информационных
технологий в работе отдела кадров также влечет за собой ряд затрат. В работе
представлена общая структура существующих современных продуктов по цифровизации
управления персоналом. Также выявлены основные факторы, способствующие широкому
внедрению информационных технологий в сфере управления персоналом. Рассмотрены
основные препятствия на пути развития информационных технологий в исследуемой
сфере. К сожалению, не все компании сегодня готовы взять на себя затраты на новейшие
технологии и цифровизацию ряда видов деятельности по управлению персоналом. В то же
время это напрямую повлияет на выживание компании на рынке.
ISSN:
2181-3906
2024
International scientific journal
«MODERN
SCIENCE
АND RESEARCH»
VOLUME 3 / ISSUE 2 / UIF:8.2 / MODERNSCIENCE.UZ
386
Ключевые слова: управление персоналом, отдел кадров, информационные
технологии, персонал, цифровизация, специалист.
Currently, information technologies affect almost all spheres of society. This trend is
associated, first of all, with the continuously growing volumes of information and tasks, the
processing and solution of which manually is no longer possible. In many ways, the active
development of information technology in recent years is also associated with the desire to comply
with global trends in economic development.
As a result, information technology has affected such areas as personnel management.
The performance of any company is assessed through profit growth, which, in turn, is
directly dependent on the quality of employee work. Personnel are the main resource for achieving
the goals of any company. Every organization competes for highly qualified employees who meet
the requirements for a specific vacancy, etc. In modern conditions, one employee of the HR
department, thanks to the use of software, can keep records of a large number of company
employees, promptly prepare a variety of reports, respond to requests, etc.
The need to introduce advanced information technologies into various spheres of society
is to ensure the entry of complete information in chronological order, as well as its storage,
exchange and processing. The strategic task of informatization is to maintain the competitiveness
of the organization by increasing the efficiency of its activities, which, in turn, depends, among
other things, on the qualifications of personnel, their further development, completion of advanced
training courses, etc., ensuring effective organizational communications and increasing the
productivity of individual and team work. Human resource management information systems have
long been actively used in Russian companies and, in fact, have become a mandatory attribute of
a modern enterprise.
Currently, in the modern economy, the use of information technology in personnel
management is a prerequisite for organizing the effective activities of any company. As practice
shows, with special programs in place, one HR employee can manage the affairs of hundreds of
company employees. The use of computer technology makes it possible to prepare various reports
on the company's personnel within a short period of time.
Thus, the urgent task is to introduce information systems and digitalization that allow
improving business processes in such areas as document flow, timekeeping, personnel
management, salary payment and settlement. At the same time, we note that no program today can
completely replace an HR employee. It only allows you to optimize the work of the personnel
officer, but does not replace him in any way [1].
Let's consider a general view of the structure of all modern personnel management products
existing today: Help systems. These include legal reference systems that allow the HR manager to
receive timely information about adopted changes in labor legislation, standards, including
minimum requirements for employees performing certain types of work; Programs that automate
certain areas of the HR service. Such programs help the HR department employee keep records of
data, for example, on advanced training of employees, additional education programs, draw up
reports, issue various certificates, etc.; Automated integrated personnel management systems.
ISSN:
2181-3906
2024
International scientific journal
«MODERN
SCIENCE
АND RESEARCH»
VOLUME 3 / ISSUE 2 / UIF:8.2 / MODERNSCIENCE.UZ
387
Such systems allow you to automate all areas of personnel management. These include, for
example, the 1C: Salary and Personnel program, which allows you to automatically keep track of
the time worked by each employee, as well as calculate and pay wages, and issue various
certificates. This program significantly simplifies the work of a personnel officer when calculating,
for example, piecework wages, when an employee’s income directly depends on a number of
factors, or, for example, includes various allowances in addition to salary [2].
Information technologies, which also include a variety of databases, make it possible to
simplify the recruitment of employees. Modern programs and services help, on the one hand, to
help with employment, and on the other, to help the HR department employee find a suitable
applicant for a vacancy. Thanks to modern digital technologies, gone are the days when applicants
traveled throughout the city, and sometimes the region, in search of work. Such resources simplify
the meeting between the applicant and the employer. In addition, they have the opportunity to
select personnel who differ in specific characteristics, such as, for example: gender, age, level of
education, place of residence, and availability of a driver’s license of a certain category, readiness
to move or travel. Such opportunities allow you to fill a vacant position in a short time, with a
minimum of effort and time. In this case, the applicant will be required to place information about
him in the program in the format of a standard resume [3].
The presence of factors hindering the development and implementation of information
technologies can be combined as follows: Production. Include: lack of qualified personnel in this
area or lack of special training in the program, which subsequently leads to loss of working time
for independent development of programs; Economic: lack of funds from the company to purchase
a new program and update it; technological: inadequacy of equipment (PC) for working with
programs and services [1].
All of the above problems are internal and can be resolved at the company management
level. Thus, it is possible to identify a number of prerequisites for the development of information
technologies in the field of petroleum management personnel: increased competition in the labor
market; constant growth in the volume of information to be processed; companies' struggle for
highly qualified specialists; the desire to maximize profits and reduce company costs (thanks to
new technologies in personnel management, there is no need to maintain an entire HR department
in the company); the need to accumulate and systematize information about the company’s
personnel [2].
Problems that can be solved by introducing information technology into human resource
management:
- presence of an organizational structure of territorial distribution;
- the need for systematic personnel renewal;
- the problem of selecting personnel for a vacancy with all the necessary characteristics;
- gradation of employees according to qualifications, education, work experience, which
leads to difficulties in calculating wages;
- the need to organize periodic training courses, testing, etc. personnel;
- difficulties with payroll, the desire to keep accurate financial records of personnel-related
expenses;
ISSN:
2181-3906
2024
International scientific journal
«MODERN
SCIENCE
АND RESEARCH»
VOLUME 3 / ISSUE 2 / UIF:8.2 / MODERNSCIENCE.UZ
388
- the need to combine, centralize all knowledge and experience previously acquired by
employees in a single information base and the possibility of their use by newly hired employees;
- the desire to modernize the company’s work and meet current trends;
- presence of competition, including competition for highly qualified specialists;
- the need to introduce new technologies in the field of personnel selection and support.
The listed problems have a direct impact on human resource management. For his effective
and maximum implementation in companies, it is necessary to introduce automated personnel
management systems that optimize all processes related to personnel activities. These are the latest
information technologies in the field of HRM (Human Resources Management) - human resource
management systems. A modern IT system for automating personnel management ensures the
consolidation of all information in a single information base, significantly simplifies the work of
the HR department and makes it more efficient.
The use of modern information technologies in company personnel management gives the
following positive effects: reduction of decision-making time at all levels of company
management; Improving the quality of personnel decisions; Prompt preparation of reports for
government agencies in accordance with legal and regulatory requirements; Reducing costs for
personnel management; Increasing staff productivity; optimal use of the professional qualities of
a specific company employee; personal accounting of pensions of company employees;
Maintaining a complete individual work history of the company’s personnel; Preparation of a
management reserve and promotion of the most promising employees of the company [3].
In general terms, we can say that in modern conditions the introduction of advanced
information technologies in personnel management is due to three main reasons.
Firstly, a large number of personnel, information about each of which must be accumulated,
stored, supplemented and certificates prepared (if necessary). All this burden falls on the shoulders
of the HR department.
Secondly, difficulties in calculating wages. In a number of companies, wages may depend
on a number of factors, such as: fulfillment/non-fulfillment of the plan, availability of bonuses,
actual amount of time worked, work on weekends, etc. In this case, information technologies make
it possible to transfer such painstaking work as payroll calculation to automatic mode. The HR
employee will only need to enter the initial data. This makes it possible to reduce the company’s
operating costs for maintaining a large staff of personnel accountants.
Thirdly, in knowledge-intensive sectors of the economy it is difficult to find a specialist
who fully satisfies the company’s requirements. In this regard, the company trains its employees
itself, organizing various advanced training courses, possibly retraining, periodically conducting
certification of employees and testing their current knowledge. All this work also falls on the HR
department and it cannot be done without special software.
Thus, the digitalization of information technology in personnel management in a modern
company takes on a leading role, since it is designed, on the one hand, to optimize the work of the
HR department, reduce the company’s costs, and on the other hand, to provide the company with
highly qualified permanent staff, systematically increasing the level of their knowledge,
supporting the company's goals and contributing to the growth of its profits.
ISSN:
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2024
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«MODERN
SCIENCE
АND RESEARCH»
VOLUME 3 / ISSUE 2 / UIF:8.2 / MODERNSCIENCE.UZ
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In conclusion, we note that the introduction of information technology into the field of
personnel management of a company is no longer an innovation, but, at the same time, acts as a
kind of catalyst for the application and dissemination of management experience, modern
management technologies that provide enterprises with and additional opportunities and
competitive advantages.
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АND RESEARCH»
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