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- 1. HRIS-01 Rev.01 іѣээѝѥіѝьѯъћ дэкѥьэіўѥі ѧ д Ѥэкѥьэіѧўѥі HR ѯнкдјѕъыҙ ѯнкдјѕѫъы ѱчѕ. Ѥ ѻ ћдччѥ ўњѥьѰдњ. яѬ ѤчдѥіѐѥѕэіѧўѥіѰјѣъі Ѥёѕѥдієьќѕҙ ћдчѧчѥ ўњѥьѰдҖњ яҖлчдѥіѐѥѕэіўѥіѰјѣъіёѕѥдієьѫќѕ ҕ эіѧќ Ѥъ ъѨ ѳѠ ёѨ ѯѠѝ лѼѥд Ѥч(ъҕѥѯіѪѠэѨ4) ѠѨѯєјҙ sakda@tips.co.th 1 CHAPTER ѕѫзеѠкѯзіѪѠкл Ѥді ѷ ѕѫзеѠкеҖѠєѬј ѕѫзеѠкюѤррѥ HRIS E Empowering – O i Organization Strategy i ti St t Ѡѫшѝѥўдііє ѝѥіѝьѯъћ зњѥєіѬ Җ 2 © HRIS by Sakda Hwankaew Applied by: Sakda Hwankaew, 2003 Model of HRM Strategic Management Process Source: Human Resource Management Gaining a Competitive Advantage – Irwin Mcgraw-Hill 3 4 © HRIS by Sakda Hwankaew © HRIS by Sakda Hwankaew
- 2. Generation X Generation M HRIS шҖѠкѯіѧєлѥдшьѯѠкдҕѠь ѷ OUTCOMES PROCESS діѣэњьдѥі METHODS ETHICS њѧыдѥі Ѩ зѫцыііє STYLE ліѧѕыііє Yourself ѝѳшјҙъѼѥкѥь INTEGRATE PRACTICES дѥіэѬіцѥдѥі TECHNOLOGY Multi Skills, Multi Media зњѥєіѬ зњѥєі Җ ѯъзѱьѱјѕ ѯъзѱьѱјѕѨ LEADERSHIP ѓѥњѣяѬ ҖьѼ ѥ CLICK ѓѥёлѥд http://www.scottevest.com/v3_store/30_sport_jacket.shtml# 5 6 © HRIS by Sakda Hwankaew © HRIS by Sakda Hwankaew ѝіҖѥкєѬјзҕѥѯёѧє ѷ шҖьъѫьеѠкдѥіѯіѨѕьіѬѰјѣдѥіѯюјѨѕьѰюјк єѨіѥзѥѰёк Җ Ѩ Җ ю Ѩѷ ю Ѩ шҖьъѫьеѠкдѥіѯёѧдѯмѕѳєҕѯіѨѕьіѬ Җ ѳєҕё Ѥхьѥ єѨіѥзѥѰёкѕѧкдњҕѥ ѷ 7 8 © HRIS by Sakda Hwankaew © HRIS by Sakda Hwankaew
- 3. http://www.mail.yahoo.com ѲўҖҖ Ѫҟ Ѩѷ Җ Ѳ ѯьѪѠъѨѲнкѥьђіѨѨ 7 GB ђ юіѣѱѕньҙлѥд Calendar & іѤэѯєјҙлѥдўјѥѕ Account Address юіѣўѕ Ѥч шҖьъѫь Җ 9 10 © HRIS by Sakda Hwankaew © HRIS by Sakda Hwankaew Search Engines д Ѥэ дѥіўѥзњѥєіѬѬ Җ g Blogs ѯюѶ ьіѣээъѨѷ ѳєҕѯюьъѥкдѥі ѯюѧ чѱѠдѥѝѲь Ѷ Ѳ ҙ ѩѷ юѶ дѥіл ѤѤэзњѥєіѬѓѥѕѲьѠкзҙді окѯюѶ ь ъѨъзњѥєіѬ Җ Җ Ѩѷ Ѩѷ Ѥҟ ҟ ььщѬдѝіҖѥкеѩьѰјѣзњѥєіѬщдѰјдѯюјѨѕь ѳюъѤѷњ Җ Ѭ ѷ ъѤкѠкзҙді Ѹ © HRIS by Sakda Hwankaew 11 © HRIS by Sakda Hwankaew чі. чі.л Ѥьъњііц ьҖѠѕњ Ѥь : єѠ. єѠ. 12
- 4. ѝѓѥёѰњчјѠєѓѥѕьѠд зѠ ѠюѝіізѰјѣѱѠдѥѝеѠкъдѠкзҙді ѝѓѥёѰњчј ҖѠєѓѥѕьѠд зѪѠ ѠѫюѝіізѰјѣѱѠдѥѝеѠкъѫдѠкзді °o µŠ°·Š Mitchell, Dan. July 2004 “Thoughts about Blogs in Education.” Dan Mitchell’s Teachnology Blog. 13 14 © HRIS by Sakda Hwankaew <http://www.teachnology.org/stories/storyReader$150>. © HRIS by Sakda Hwankaew юѤлл ѤѕъѨєяјшҕѠдѥіэіѧўѥіыѫідѧлѲьѱјдюѤллѫэ Ѥь ѷ Ѩ е ҖѠєѬјъѨщдш ҖѠк ѲьѯњјѥъѨѷ ѷ Ѭ ѱѠдѥѝѲьдѥіјкъѫьъѤѷњъѫдєѫєѱјд щѬдшѠк јѣію ээъѨ щдш ҖѠк ѰјѣіѬюѰээъ ѷ щѬдш ҖѠк ьњѤшдіієѲўєҕѵ дјѕѫъыҙҙ дјњѧы Ѩ Ѱјѣдѥі ѧ эіѧўѥілѤчдѥі ѝкзіѥєе ҖѠєѬјѝѥіѝьѯъћ ѠкзҙдіъѨѰеҕке ѤьѳчҖ ѷ ёьѤ дкѥьъѨєъѤдќѣѝѬк ѷ Ѩ 15 16 © HRIS by Sakda Hwankaew © HRIS by Sakda Hwankaew
- 5. Radio Frequency Identification RFID • Supply Chain Management • Warehouse Management • Cargo Management • Logistics • Retail Store Electronic Product Code (EPC) ѷ Ѷ ш ѤњѠѕҕѥкѯнҕь њѠјєѥіҙъ оѩкѯюьѯзіѪѠеҕѥѕоѫюѯюѠіҙєѥіѯдѶ шъѨѷ ѲўрҕъѝчѲьѱјдеѠкѝўі Ѥу дѼѥј ѤкѯшіѨѕєъѨлѣѲнҖ RFID Ѱъь Ѩѷ ѫ ѷ эѥіҙѱзъэьѝѧьзҖѥъкўєч (іѣээ EPC ѲнҖѰъь UPC) Ѥҟ кѥьдѝѧдііє 17 18 © HRIS by Sakda Hwankaew © HRIS by Sakda Hwankaew ѧ діѣэњьдѥі HR ѯнкдјѕѫъыҙ ѰьњзѧчѲьдѥіѯёѧєяјяјѧшѰјѣяјѧшяјеѠкѠкзҙді ѷ дјѕѫъыҙыѫідѧл њ Ѥхьыііє Ѡкзді Ѡкзҙді + дѥіѰеҕке Ѥь ѝѓѥёѰњчјѠє ѝѓѥёѰњчјҖѠє ѝщѥьдѥіцҙѠкзҙді юллѫэ Ѥь юѤллэь дѥіюі ѤэѱзікѝіҖѥк дѥіюі Ѥэюіѫк діѣэњьдѥіъѼѥкѥь • ѯёѧєяјяјѧш ѷ дјѕѫъыҙъѯдѨѕњд Ѥэ Ѩѷ ѷ кѥь HR + кэюіѣєѥц ъі Ѥёѕѥді • • јчшҖьъѫь ѯёѧєѕѠчеѥѕ ѷ • ѯёѧєдѼѥѳі ѷ • Ѱеҕке ѤьѳчҖ длдіієеѠккѥь дѧлдіієеѠккѥь HR лҖѥкѓѥѕьѠд Җ • дѥіњѥкѰяьдѼѥј Ѥкёј зѬзчѯнѧкдјѕѫъыҙ ҕ ѧ юі ѤэюіѫкѳѠъѨ • дѥіѝііўѥѰјѣз ѤчѯјѪѠд • дѥіюіѣѯєѧьяјкѥь • дѥіё ѤхьѥѰјѣѐѩ дѠэіє • дѥіэіѧўѥізҕѥлҖѥкѰјѣѝњ ѤѤѝчѧдѥі ѢјѢ ѧ ҕ Җ ѧ 19 20 © HRIS by Sakda Hwankaew © HRIS by Sakda Hwankaew
- 6. ѰьњзѧчѲьдѥіѯёѧєяјяјѧшѰјѣяјѧшяјеѠкѠкзҙді ѷ ѝіѫюѓѥёіњєюіѣѱѕньҙлѥддѥіьѼѥѳѠъѨ єѥѯёѧєяјкѥьеѠкѠкзҙді ѧѷ ҙ іњчѯіѶњ ѧ Ѳ ш ѤѤчѝѧьѲл дѼѥѳі шҖьъѫьшѼѥ ѷ юѤлл ѤѕьѼѥѯеҖѥ HRIT ѲьєѧшѲўєҕ ѧ • зњѥєшҖѠкдѥіеѠк зњѥєшѠкдѥіеѠк • ѯьҖьдјѕъыҙ ѯььдјѕѫъы ѯёѧєяјкѥь ѧѷ зњѥєёѩкёѠѲл яѬщѠўѫь Җ Ѫ Җ - эіѧдѥі ѷ ѯнѪѠєѱѕк Ѱшдшҕѥк • ѯюѥўєѥѕъѥк Җ - зѫцѓѥё щѥлѣѯюјѕь щҖѥлѣѯюјѨѕь ѷ лѥдѯчѧє (+) ыѫідѧл ѧ Service Excellence • ѯьҖьэіѧдѥі чҖњѕѳѠъѨ • еҖѠєѬјѯюіѨѕэ - діѣэњьдѥі ѯъѨѕэд ѤэѠкзҙді - ѯъзѱьѱјѕѨ ѯъзѱьѱјѕ зѫцѓѥё(+) ѓѥѕьѠд оѠђшҙѰњіҙ - ѯзіѪѠкєѪѠ ѷ ьњ Ѥшдііє ѡѥіҙчѰњіҙҙ ҙ зь ѝіҖѥкё Ѥьыєѧші дѥіѯшѧэѱш уѥьеҖѠєѬј 21 22 © HRIS by Sakda Hwankaew © HRIS by Sakda Hwankaew ѧѷ ѷ Җ ѝкъѨшѠкзѼѥьѩкѯєѪѠлѣьѼѥѳѠъѨєѥѯёѧєяјкѥьеѠкѠкзҙді ѷ ѷ ҟѨ ѧ Top 10 ш Ѥњнњ ѤчюіѣѝъыѧѓѥёеѠккѥь HR Value/Cost 1. шҖѠкѝь ѤэѝьѫьяѬэіѧўѥіѝѬкѝѫч Җ 2. дѥіѯёѧєзѫцзҕѥеѠкъѫьєьѫќѕҙ ѷ зь ъіёѕѥді ъі Ѥёѕѥді діѣэњьдѥі Best Practice 3. яјшѠэѰъьлѥддѥіјкъѫь(ROI on Human Capital) 4. іѣѕѣѯњјѥѲьѝііўѥэѫзјѥдіѳчҖшѥєзњѥєшҖѠкдѥі юѤл ѤѕѲьдѥ лѥіц лл еҖѠєѬј 5. шҖьъѫьлѥддѥіѠѠдлѥдкѥь(Turnover Costs) ѯњјѥ дѥіэіѧўѥі 6. Ѡ ѤшіѥдѥіѯеҖѥ-ѠѠдлѥдкѥь(Turnover Rate) ѥіёѧ ѱзікдѥі 7. яјшѠэѰъьлѥддѥіѐѩ дѠэіє(Return on Training) ѯъзѱьѱјѕѨ 8. шҖьъѫьшҕѠўьҕњѕеѠкдѥілҖѥккѥь(Cost per Hire) цѥ 9. ю ѱ ҙ ю ю ҙ Ѷ ҙ ҕ ҕ Ѳн Җ ҕ Ѳ яјюіѣѱѕньҙшѠэѰъьѯюьѯюѠіҙѯоѶьшҙшѠзҕѥѲ лѥѕѲьдѥі шҖьъѫь чѼѥѯьѧьдѥі чѼѥѯьѧькѥь дѥіѠѠдѰээ 10. шьъѫьдѥіідќѥёѕѥэѥјшѠўьњѕеѠкёьдкѥь 10 шҖьъьдѥіі ѤдќѥёѕѥэѥјшҕѠўьҕњѕеѠкёь Ѥдкѥь Time 23 A new vision for Human Resources – Fitz-Enz & Phillips 1998 24 © HRIS by Sakda Hwankaew © HRIS by Sakda Hwankaew
- 7. Ѥҟ ҟ шѥіѥкњѧѯзіѥѣўҙіѣээеҖѠєѬјеьёѪьуѥьѲькѥь HR шѥіѥкњѧѯзіѥѣўҙдѥіл ѤчъѼѥ HR Database ъѣѯэѨѕь Ѩҟ ш Ѥњнњ Ѥчіѣээ Payroll э Ѥьъѩдѯњјѥ ѐѩ дѠэіє Ѳэѝє Ѥзі JF-ID юіѣњ Ѥшѧ ш ѤњѰюі єѨ/ѳєҕє Ѩ Human Resource 03-HRM Manual ѰђҖ є ѰђҖ є ѰђҖ є ѰђҖ є ѰђҖ є Org.Chart HRBN Benefits Manpower HRCO Compensation Software Piswin Excel TAFF Excel Excel Model HRER Employee Relation ё ѤхьѥѯѠк -- HR -- HR -- Job Family Yes HRST Staffing a g Job Level Ѫҟ HRIS Information System оѠ/лҖѥк CPS TAFF Position.ID HROD Org.Development Org Development ѧ юіѣѝъыѧѓѥё 70% 60% 70% 60% 50% Emp.ID Yes Job 160216001 Future C N D N N Competency Requirement DdMmYyXxx Training C=Change, N=New, D=Development C Ch N N D D l Roadmap 25 26 © HRIS by Sakda Hwankaew © HRIS by Sakda Hwankaew ҕ Ѩ дѥіѰэҕкдјѫє/іѣч ѤэѝѥѕѠѥнё(Career Level) Technician Career Path Management Professional Technician Administrative Hourly/ Daily M2 P3 TP P5 T3 A3 D3 2nd Level Manager Career ѝѥєѥіщьѼ ѥѳюѲн ҖѲькѥь Top Corp Executive Expert Lead Lead Lead ѷ M1 P2 дѥіѯнѪѠєуѥье ҖѠєѬј M3 P4 T2 A2 D2 1st Level Manager Intermediate • іѣээеѩьзҕѥл Җѥк Ѹ 3rd Level Manager Advanced Skills Skills Skills • іѣээюіѣѯєѧьяјкѥь MS 3 (29) P1 3 (34) • іѣээѐѩ дѠэіє ѐѩ M2 P3 T1 A1 D1 Supervisor Entry 2nd Level Manager Career Entry Entry Entry M1 P2 1st Level Manager Intermediate Fast Normal Slow MS P1 T3 5 (24) 7 ( ) (27) 9 ( ) (29) Supervisor Entry Lead PL-ID T2 3 (21) 5 (22) 7 (22) Description Skills 03-HRM Positions T1 3 (18) 4 (18) 4 (18) єѨіѣѯэѨѕэютѧэ Ѥшѧ HRMGR Human Resource Manager Entry ўіѪѠ Procedure ERSP Employee Relation Supervisor 27 28 © HRIS by Sakda Hwankaew © HRIS by Sakda Hwankaew
- 8. дѥіюіѣѯєѧьъі ѤёѕѥдіъѥкчҖѥьѡѥіҙчѰњіҙ Җ дѥіюіѣѯєѧьњ ѤхьыіієѠкзҙдічҖѥьдѥіѲнѳѠъѨ Ѫѷ Ѫѷ дѥіѝѠѝѥіеҖѠєѬјѲьѠкзҙдіяҕѥьѝѠшҕѥкѵ Ѩ (эѠіч/Ѡѯєј/Ѡьъіѥѯьш/ѯѝѕкшѥєѝѥѕ) (эѠіҙч/ѠѨѯєјҙ/ѠѧьъіѥѯьѶ ш/ѯѝѕкшѥєѝѥѕ) ѝ Ѥ ѝҕ ѝчѝњьзѠєёњѯшѠіҙшѠёь ѤѤдкѥь ѧ ҙ ҕ 1:X Ѫѷ Җ Ѩѷ ҕ ўј ѤдѝѬші/ѝѠдѥіѯіѨѕьіѬъѝкѯѝіѧєѲўҖэзјѥді ѫ ѯіѨѕьіѬъѥкчҖѥьѳѠъѨ Җ ҕ іѣээзѠєёѧњѯшѠіҙѝњьдјѥк ѯёѪѠѝь Ѥэѝьѫь HR ѷ Intranet / Internet дѥіѲнѯюѥўєѥѕ / Kpis еѠкѠкзҙдіѯёѪѠѲн Җ Җ Җ ѷ юіѣѯєѧьяјъѥкыѫідѧл ѯзіѪѠкэ ѤьъѩдѯњјѥъѼѥкѥь ѷ Ѩѷ єѨдѥіюіѣѯєѧьзњѥєѯѝѕкѠкзҙдіъѨѯдѨѕњеҖѠкд ѤэѳѠ ѷ ѷ ъ ѰјѣєѰяьдѥіёхьѥѲьѰшјѣіѣѕѣ ъѨ ѰјѣєѨѰяьдѥіё ѤхьѥѲьѰшҕјѣіѣѕѣ э Ѥшіёь Ѥдкѥь/э ѤшіяѬшчшҕѠкѥь Җ ѧ ёїшѧдіієдѥішѠэѝьѠкдѥіѕѠєі ѤэдѥіѯюјѨѕьѰюјк ѷ чҖѥьѳѠъѨеѠкёь ѤдкѥьѲьѠкзҙді 29 30 © HRIS by Sakda Hwankaew © HRIS by Sakda Hwankaew • ѝьѤ эѝьѫьдјѕѫъыҙўјѤдеѠк Җ ш ѤњѠѕҕѥкѯѝьъѥкеѠкіѣээкѥьѝѥіѝьѯъћъі Ѥёѕѥдієьѫќѕҙ эіќъ эіѧќѤъ • ѝьѤ эѝьѫьдѥішѤчѝѧьѲлеѠк ѯўшѫяјѲьдѥіјкъѫьчѥьѳѠъ ѯўшяјѲьдѥіјкъьчҖѥьѳѠъѨ Center of Expertise яѬ Җэіѧўѥі Payroll • зњѥєѝѥєѥіщѲьдѥіѰеҕкеѤь Employee Service Center Payroll Analyst Ѹ (іѣѕѣѝѤь-іѣѕѣѕѥњ) • јчш Җьъѫь/єѨяјюіѣѱѕньҙіѣѕѣ Employees Respond to employee • ч Җѥьдѥіѯкѧь(јчш Җьъѫь) inquiries about Strategic direction and program EVS ѕѥњшҕѠэіѧќѤъ development; leveraging best • зњѥєзѫ Җєзҕѥлѥддѥіјкъь зњѥєзєзѥлѥддѥіјкъѫь Maintain Personal payroll and benefits y Data, Enroll in Benefits, practices • дѥіѯёѧєѕѠчеѥѕ/іѥѕѳч Җ ѷ Apply for Jobs • зњѥєѳч ҖѯюіѨѕэѲьдѥіѰеҕкеѤь • ѠѤшіѥзњѥєѝѬрѯѝѨѕъѨјчјк ѷ (Applicants, also) Process (Benchmarking) • зњѥєіњчѯіѶњ(ѯњјѥіѠзѠѕ) Siemens Lawson Payroll • дѥіеѕѥѕеѠэѯешкѥь Data • дѥіѝҕкєѠэъѤьѯњјѥ and • дѥіѯёѧєзѫцѓѥёеѠккѥь ѷ • зњѥєщѬдш ҖѠкеѠке ҖѠєѬј Lawson HR/Payroll Benefits • ѝі ҖѥкзњѥєёѩкёѠѲл Administration • јчзњѥєѯѝѨѕк јчзњѥєѯѝѕк ѷ Reports Common • ѝі ҖѥкъѨєкѥь Performance EVS Benefits Analyst • ѓѥёјѤдќцҙѠкзҙді Local HR Measures Maintain • Ѹ нҕњѕѝі ҖѥкшѤњнѨњѤчяјкѥь Across System benefit plans, • ењѤрѰјѣдѼѥјѤкѲл • дѥіэѬіцѥдѥіе ҖѠєѬјлѥд Departments • њыдѥіњѯзіѥѣўеѠєѬј њѧыдѥіњѧѯзіѥѣўҙе ҖѠєј Ѩ cost rates rates, ўјѥѕѝҕњьѯе Җѥч ҖњѕдѤь enrollment • іѣээзњѥєюјѠчѓѤѕе ҖѠєѬј • іѣээ Network / Server Local • ҕ ёьѤ дкѥьєѨѝњьіҕњє Maintain HRMS Data, Support Managers Central Location • іѣээкѥьъѨѯюѶ ьѠѤшѱьєѤш ѧ ѷ Recruiting and Retention, On- Boarding, Benefits Enrollment, Enter Job Requisitions, Process E J bR i ii P Local Systems Hint: щ ҖѥѠѫшѝѥўдіієьѤь ѵ ѯюѶ ьдѥіяјѧшѝѧьз Җѥъѥкдѥѕѓѥё (Ѳн Җ IT ь ҖѠѕ) дѥі return лѣшѼѥ Ѹ ѷ Talent Management Performance Reviews, Develop Employees and Leaders 31 32 © HRIS by Sakda Hwankaew © HRIS by Sakda Hwankaew
- 9. HRIS-01 Rev.01 ......... лэѓѥзўьѩк лэѓѥзўькѷ Ѥ ѻ іѥѕјѣѯѠѨѕчѯёѧєѯшѧєдіѫцѥшѧчшҕѠ Ѡѥлѥіѕҙћдчѧчѥ ўњѥьѰд Җњ ѷ єѪѠщѪѠ: 081-721-0467, 081-576-5046 Ѫ Ѫ ѠѨѯєјҙ: sakda@tips.co.th, sakdah@gmail.com
- 10. People - Process ¤ Technology ҕ ѫ Ѥ ѯіѥдѼѥјѤкѯе ҖѥѝѬѕзеѠкѝкзєѰўҕкдѥіѯіѨѕьіѬ Җ Virtual Community ѱјѓѥѓѧњхьҙ Ver. 4.1 Ѥ лѥд ѝѬҕ Ѥ ѻ Ѡѥлѥіѕҙћдчѧчѥ ўњѥьѰд Җњ ѱъі 081 721 0467 081-721-0467 Email: sakdah@gmail.com 30/09/2012 HRIS 2 Source: Ch ff (2004) S Chaffey(2004) WHERE ARE ? Source: br@in-based teaching :) in the digital age 30/09/2012 HRIS 3 30/09/2012 HRIS 4
- 11. Internet Extranet Intranet Extranet Intranet The Company The h World Only World Suppliers Suppliers, Customers, Source: Applied from Chaffey(2004) Collaborators World 30/09/2012 HRIS 5 30/09/2012 HRIS 6 E-HR E HR CLICK Work System Form Inter Relation IBM ѯяѕяјѝѼѥіњлоѨѠѱѠѠѥѯоѨѕьюіѤэшѤњіѤэ AEC2015 Ѩ Manual Flow Service єѥдеь ъєѥ: ѳъѕіуѠѠьѳјь єѥдеѩь ъѨєѥ: ѳъѕіѤуѠѠьѳјьҙ 27 д ѕ 2555 Ѹ ѷ д.ѕ System 30/09/2012 HRIS 7 30/09/2012 HRIS 8
- 12. 30/09/2012 30/09/2012 HRIS 10 HRIS 9 B2B 30/09/2012 HRIS 11 30/09/2012 HRIS 12
- 13. INPUT ѧѷ ѷ ѝкъѨзьѓѥѕьѠд єѠкѯўѶь Software solutions Works on PC, Simple to use Smart Phone Paperless User friendly Any device without any paper work Smart report Customize username/passwords 1 page is the best for all employees OUTPUT Available 24/7 365 days all year long Access all the online At home, at the office Use any common browser on any operating system 30/09/2012 HRIS 13 30/09/2012 HRIS 14 ѯюјѨѕьњѧызч Ѱјѣш ҖѠк ѷ Ѩ ѧ ѯюјѨѕьзњѥєзѧчеѠк ѷ яѬ ҖэіѧўѥііѣчѤэѝк яэіўѥііѣчэѝѬк Ѳў Җ HR - Service Broker ѯўѶьзњѥєѝѼѥзѤреѠк ѝѬҕ ўьҕњѕкѥьэѫззј HR ш ҖѠкўѤчзѧчѰээ Marketing Ѳў ҖѯюѶ ь ѯѝѨѕдҕѠь Knowledge Webmaster зѧчлѥдюјѥѕъѥкѯе Җѥўѥш Җьъѥк єѠкњҕѥ яѬ ҖіѤэ ш ҖѠкдѥіѠѣѳі ёьѤ дкѥьѲьѰшҕјѣўьҕњѕкѥь зѥчўњѤкѠѣѳі Ѱјѣ HR Ѳьуѥьѣ яѬѬ ҖѲў Җ ш ҖѠклѤэ у ѷ ѷ ѝѧкъѨзьзѥчўњѤк ѰјѣшѠэѝьѠкѲў ҖщѬдъѥк Source: http://www.budmgt.com/topics/top01/e-hr.html 30/09/2012 HRIS 15
- 14. Personnel Transformation Universe Army HR Transformation Business Rules Right Mix of CIVILIAN To turn the transformation Policies STRATEGIC wheel, all the gears must be , g Military/Civilian ARMY eHR, ARMY WORKFORCE sync’d /Contractors /C t t OPM RESERVE COMPONENTS flexible Recruit Welfare ROBUST Army ANALYTIC manning S Structure Training Benefits IDP The 8 Personnel Technology Personnel Distribution Conf Bd Models FORSCOM TRADOC Talent Gartner Gp Enablers Life Cycle CIO Council Architecture A hit t Functions F ti ASA/FM 162 Systems ASA(ALT) Payroll MILITARY HR WORKFORCE $200M / year ea Financial Loan REDESIGN Resources Employee Salary Other Survey y Structure Services as Army G1 Partners Transformation Army OSD G-3 Training Doctrine OFTF PR, RA, , , Base Comptroller BUDGET FCS Operation Concepts Army Personnel Transformation COMPUTER …Supporting the Joint warfight… FUNCTION SOFTWARE SYSTEM “…Shift the basis of defense planning Allocate from a ‘threat-based’ model that has Business People dominated thinking in the past to d i d hi ki i h TOE/TDA Rules ‘capabilities-based’ model for the Army Policies Structure future.” EMPLOYEE HARDWARE SECDEF R Rumsfeld, Q d f ld Quadrennial D f i l Defense R i Review, 30 S Sep DATABASE 01 Technology The Enablers 8 Personnel Architectur 162 Systems e Life Cycle $200M / year Functions Army Training Resource Base s HR USER Doctrine Operatio JOB POLICY n Concepts MANAGEMENT “…Further conceptual work must be done to flatten and eliminate echelons since the power of information technology allows us to push functions down to the lowest level.” level ъѨєѥ: чѤчѰюјклѥд Ceriello V.R. Freeman C.(1991) Human Resource Management System Strategies Tactics Techniques ѷ SECArmy White, Secretary of the Army Objective Force Update, 25 Nov 02. 30/09/2012 HRIS 20
- 15. іѣѕѣ 1 ѯіѥшҖѠкдѥіѠѣѳі ш ѤчѝѧьѲл шчѝьѲл кѥьњѥкѰяьіѣээ дѥіэіѧўѥі дѥіл Ѥчўѥ ъєкѥь ъѨєкѥь іѣѕѣ 2 дѥіѠѠдѰээіѣээ ҟ еҖѠдѼѥўьчѯэѪѠкшҖь л ѤчўѥоѠђъҙѰњіҙ іѣѕѣ 3 іѣѕѣ 3 ъѥѯѠк/оѠ ҟ ъѼѥѯѠк/оѪѠ дѥізчѯјѠдяѬ дѥіз ѤчѯјѪѠдяҖеѥѕ дѥіё ѤѤхьѥіѣээ њѥкѰяь ѠѠдѰээ шѧчшк Ѥҟ Җ Ѳнкѥь і Ѥдќѥєѥшіуѥь іѣѕѣ 4 ьѧѕѥє Ѥ ѝррѥеҖѠшдјк дѥіѲнҖкѥь еѠэѯешкѥь дѥіѰдҖѳе дѥіюі Ѥэюіѫк дѥіэіѧўѥі дѥіњѥкѰяь дѥіэіѧўѥі дѥіютѧэ Ѥшѧкѥь іѣѕѣ 5 ѱзікдѥі дѥіѠѠдѰээ дѥіэѼѥіѫкі Ѥдќѥ юіѣѯєѧьяјіѣээ ъѨєѥ: ѯѠдѝѥіюіѣдѠэдѥіэііѕѥѕўјѤдѝѬші HRIS ѱчѕ ћѤдчѧчѥ ўњѥьѰд Җњ, єўѥњѧъѕѥјѤѕэѫіёѥ, 2547 ѷ Ѭ ѻ , ѫ , ъѨєѥчѤчѰюјклѥд: Ceriello V.R. Freeman C.(1991) Human Resource Management System ѷ 30/09/2012 HRIS 21 30/09/2012 HRIS 22 діѣэњьдѥіё Ѥхьѥіѣээ іѣѕѣѯњјѥ ѯдцфҙюіѣѯєѧь яѬ Җеѥѕ1 яѬ Җеѥѕ2 яѬ Җеѥѕ3 юіѣѯєѧьѓѥёіњєеѠкѠкзҙді ю ѧ ҙ 47.85 47 85 52.62 52 62 62.17 62 17 дѼѥўьчзњѥє ѠѠдѰээ ьѼ ѥіѣээ ш ҖѠкдѥі іѣээ ѳюѲн Җкѥь іѣээ HRM System 79.67 90.16 107.32 іѣээѝњѝчдѥі іѣээѝњѤѝчѧдѥі 74.42 74 42 103.18 103 18 111.71 111 71 10% 40% 50% іѣээзњѥєюјѠчѓѤѕѰјѣіѥѕкѥь 21.94 24.26 27.5 Ѩ іѣэээрнѯкьѯчѠь іѣэээѤрнѯкѧьѯчѪѠь 54.89 69.72 76.27 іѣээѯъзѱьѱјѕѨѝьѤэѝьѫь 155.56 126.96 151.07 зѣѰььіњє 434.33 466.90 536.04 дѥіѝѥыѧшяјѧшѓѤцфҙ % 68% 74% 84% яјдѥіюіѣѯєѧь RFI % 64% 79% 72% Ѱдѳе Ѱд Җѳе зњѥєш ҖѠкдѥі ѯшіѕєдѥі ѯшіѨѕєдѥі ѯэѪѠкш Җь Ѹ Ѱдѳе Ѱд Җѳе ѱюіѰдіє Ѱдѳе Җѳ ъчѝѠэ ѝ юіѣѯєьўјк ю ѧ Ѥ Ѩѷ зѣѰььѯмјѕ % 66% 77% 78% Functions дѥіъѼѥкѥь дѥіѲн Җкѥь RFI = Request For Information дѥізьўѥеѠэдёіѠкѰјѣѰдѳе дѥізҖьўѥеҖѠэдёіҕѠкѰјѣѰдҖѳе ъѨєѥ: Marcie Simoneaux-Flournoy, President, Simoneaux, Flournoy Associates, Inc. ѷ www.sfai.com, Orlando, Florida May 2-5, 1999 ъѨєѥ: ѷ чѤчѰюјклѥд Process Models Help Us Construct Indicators — Fault Stream Analysis Goal-Driven S ft G lDi Software M Measurement — A G id b k R b t E P k W lfh t t Guidebook, Robert E. Park Wolfhart Boethert, 1996. 30/09/2012 HRIS 23 30/09/2012 HRIS 24
- 16. COMPUTER Best Practice Career Management Contents Solution Performance Business HR Strategy Partner Operation Budget E-Service Org. Structure MANAGEMENT 25 30/09/2012 HRIS 26 зњѥєѯюьєѥеѠкѱзікдѥі E HR зњѥєѯюьєѥеѠкѱзікдѥі E-HR Ѷ еьшѠьдѥічѼѥѯьѧьдѥіѱзікдѥі E-HR Ѥҟ ѩ • юјѥѕюѨ 2544 єѨдѥіћдќѥѯдѨѕњдѤэѱзікдѥі e HR юјѥѕю єдѥіћдќѥѯдѕњдэѱзікдѥі e-HR ѷ • Integrated Planning and Forecasting Integrate • Integrated Plant Management • ѱчѕєѨѰьњзѧчъѨлѣѯёѧєеѨчзњѥєѝѥєѥіщѰјѣ ѷ ѷ ѧ юіѣѝъыѧѓѥёіѣэээіѧўѥікѥьэѫззјеѠкѯзіѪѠоѯєьшҙ Ѩ • Electronic Order to Cash Software • Electronic Procurement Ѥ ѳъѕ ѱчѕѠѥћѕѯъзѱьѱјѕъъьѝєѕ ѱчѕѠѥћѕѯъзѱьѱјѕѨъъьѝєѤѕ Ѩѷ Ѥ • Supplier Bidding Selection Ѥѷ ѪѸ • юѨ 2545 ѳч ҖчѼѥѯьѧьдѥіѝкоѠѱюіѰдієзѠєёѧњѯшѠіҙлѥд • Customer and Technical Support Design эіќъ эіѧќѤъ PeopleSoft • D t b e Relationship Management Database Rel tio hi M e e t ѩѷ • њҕѥл ҖѥкэіѧќѤъ IT ONE ъѼѥдѥі Implement окєѨ p іѣѕѣѯњјѥѲьдѥічѼѥѯьѧьѱзікдѥіъѤкўєч 14 ѯчѪѠь Ѹ Process • ћѩдќѥдіѣэњьдѥіъѼѥкѥьъкўєчеѠк HR Ѥҟ • ѝѼѥіњлзњѥєшҖѠкдѥіеѠкёь Ѥдкѥь/яѬэіѧўѥі Җ Knowledge Learning e-Learning e Learning Organization Management 30/09/2012 HRIS 28
- 17. HR Web Applications Model e Profile e-Profile Employee E l Employee Self Service e-Benefit HR INTRANET Executive Self Service e Payroll e-Payroll WEB SERVICE Manager e-Competency e-Development Tele-working T l ki Remote HRIS 29 30/09/2012 HRIS 30 30/09/2012 HRIS 31 30/09/2012 HRIS 32
- 18. дѥіѲн Җ IT Ѳьдѥіл ѤчдѥізњѥєіѬ Җ HR Web Applications Model Web-Based Personalized Portal Employee HR Service g and Manager Center Self -Service HR Data Mart HR Applications Knowledge Distance Management Learning I t Internal and E t l d External Data Sources lD t S ѫ юіѣѕѫдшҙлѥд Web-Based Human Resources: The Technologies and Trends That Are Transforming g g HR, Alfred J. Walker, Editor, McGraw-Hill, 2001, p.XVI 30/09/2012 HRIS 33 HRIS 34 HRIS ROADMAP FOR COMPANY KM E-HR Year 3 Y Year 2 Employee Self Service E- IT Skills Document Training HR Intranet Leave L Online ш ѤњѠѕҕѥкдѥіњѥкѰяь Finger ё ѤѤхьѥіѣээ HRIS Scan Year 1 30/09/2012 HRIS ѲьѠкзҙді 35 30/09/2012 HRIS 36