Chapter 20 hr new


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Chapter 20 hr new

  1. 1. Human Capital Management Areas Compensation Recruitment Time, Leave, Attendance Management Employee Talent / Safety Performance Mgmt Workforce Learning Scheduling Mgmt Benefits and Employee Self Service Personnel Mgmt Payroll
  2. 2. Human Capital Management – Order of automation Employee Learning Processes Employee Learning Training Administration Managing / Developing Training Content Online Learning Individual Employee Learning Plan Knowledge Management / Building Learning Organization Performance, Compensation and Talent Management Performance, Compensation, Talent Mgmt Career Planning Compensation / Reward Management Employee Performance Mgmt Succession Planning Managing Talents Recruitment Processes Recruitment Processes Human Resource Planning / Labor forecast Tracking Applications Recruitment Employee On boarding Job Portals Integration Transaction Intensive Processes Transaction Intensive Processes Managing Employee Record Payroll Benefits Administration Time and Attendance Absence Management
  3. 3. A Typical Recruitment Cycle Labor Forecasting Creating new positions Candidate Sourcing Screening / Application Tracking Interviewing Selection What is Recruitment Analytics??? Job Offer On boarding / Orientation
  4. 4. Time, Attendance and Leave Management • Human resource systems help in managing time, attendance and leave. • Capturing employee time is important for employee’s payroll calculation. • HRMS systems can support functionalities like:     Time and Attendance reporting Absence Leave Time Attendance and Leave management analytics
  5. 5. Workforce Scheduling • HRMS help in assigning the company’s workforce to different assignments. • Helps in deciding which employee should be assigned to which work, on which date, for how many hours and between what time to what time. • Considers different labor rules and skills, can factor in different constrains, can match production and job schedule to employee availability and come up with a optimal deployment schedule for workforce. • These solutions can integrate with time management module to check availability of employees (attendance) and minimization of overtime costs.
  6. 6. ERP Workforce Scheduling Capabilities Dynamic Rescheduling Optimized Scheduling / Shift Planning Workforce Scheduling Labor Tracking Employee Assignment to schedule
  7. 7. Compensation and Incentive Management Module  Ensure a consistent application of compensation policies across the enterprise.  Integrate compensation more directly to performance and ensures top performers are rewarded.  Encompass compensation planning/ budgeting, salary administration, salary structure management, market pricing of jobs, incentive management etc.
  8. 8. ERP Human Resource Compensation Management Module Compensation Planning and Analysis Compensation related reporting Compliance Compensation Structure Retail Shrinkage is a cross functional problem Compensation workflow and approvals Pay for performance Incentive and Reward pay Enterprise Incentive Mgmt Commission based pay
  9. 9. Benefits and Payroll Module Benefits  Benefits include things like medical benefits, subsidized car or housing loan etc that company offers as part of total compensation package.  ERP solutions can administer multiple employee benefit plans and program structures.  ERP solutions support enrollment processes of employees to these different benefits plans, determine eligibility for program participants.  Leading HR solutions can support different benefit programs like paid leave programs, medical benefit programs, housing and car loan benefits etc. Payroll Payroll is more related to month end salary. ERP Payroll module helps in  Payroll administration  Payroll processing  Supporting multi country localization and taxes
  10. 10. Talent / Performance Management  Provides an integrated set of applications for strategy, assessment, competency management, performance career planning, succession planning, learning and development.  Incorporates a variety of strategies and best practices, including competency assessment, performance management, career planning, succession planning, training, development and fast-tracking of high performers to identify key contributors and future leaders.
  11. 11. ERP Performance Mgmt / Talent Mgmt Module Performance Appraisal / Performance Mgmt Performance Mgmt Analytics Goal Alignment Succession Planning Talent Management / Performance Management Competency Management Career Development Planning
  12. 12. ERP HR Learning Management Areas Registration to Training Supporting Training Online Course Catalog Financials Tracking Training Reports Progress Content Training Collaboration Management Training Assessment
  13. 13. Employee Relationship Management / Employee self-service  ERM seeks to enhance the relationships of the employee to the enterprise, managers, co-workers and external parties.  Employee portals as means that connects employee to business processes, relevant information, resources and people.  ERP can achieve higher levels of customer satisfaction by delivering online services and making employees more productive.  Employee portal: Personalized portal designed for employee communications, content management, and integration to self-service applications.  Employee self-service: Deliver comprehensive applications including benefits, maintenance of personal data, leave application, accessing pay slip and payroll data, registering to a new training etc.
  14. 14. HR Analytics Typical KPIs / Reports Cost per hire Time to fill vacant positions On boarding efficiency Attendance percentage Unapproved leave percentage with drilldown (which employees) Salary comparison with industry benchmarks Salary increase % Number of promotions in a year Average number of training days per employee Number of “No show” cases i.e. employee registered but not appeared for training Training feedback Training budget Portal usage rate Workforce utilization Number of rescheduling cases
  15. 15. Strategic Vs Operational HR Processes Operational / Routine Processes Employee record management Leave and Absence management Time and labor management Tax and compliance services Payroll Health, Welfare, Retirement benefits admin Retirement Benefits Strategic / Core Performance mgmt process design Compensation & Reward planning Planning job roles Recruitment process design Workforce planning Learning management
  16. 16. EHS Applications  Supports systems and processes that ensure appropriate health and safety controls are incorporated into all operations.  This includes provisions for the systematic identification, evaluation, and control of potential workplace hazards, including potential exposure and health risks  Support can span across all processes in which employees are interacting with product and manufacturing processes, such as R&D, manufacturing, transportation, storage, and disposal. Leading EHS solutions helps in areas like:  Industrial hygiene and safety: This applications helps in: Risk assessments of different tasks or different work areas, Incident management and Safety management of specific work areas.  Occupational health: This module equips occupational health professionals with the tools, functions, and flexibility they need to provide for the health and wellbeing of employees. The application enables full-scale health management of workers based on their exposure, injury or illness, and demographic parameters.
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