Kut core hr
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The document provides an overview of key human resource modules and processes in an HR system, including recruitment, payroll, training and development, performance management, and self-service. It summarizes how date tracking works to view employee data as of different dates. It also outlines important HR business processes like organization setup, manpower budgeting, compensation and benefits administration, and reporting.
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This document discusses performance management and performance-related pay. It defines performance management as the practice of managing people effectively through setting expectations, measuring performance, and providing feedback. The document outlines different performance appraisal methods like 360-degree appraisals and management by objectives. It also discusses how performance management can be used to provide raises, bonuses, and identify training needs. Common criticisms of performance-related pay include potential bias and negatively impacting motivation. The document advocates for establishing a performance-oriented culture through clear expectations and valuing all employee contributions.
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- It is used for purposes like career development, identifying strengths and weaknesses, and understanding how an employee's self-perception differs from others.
- Feedback is collected via questionnaires completed by those who interact with the employee, as well as a self-evaluation. This provides a comprehensive perspective on their
Job Evaluation
Its has taken me 2 months to make this presentation on Job Evaluation which is based on mine actual learning & practice in my previous organization
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Rahul Kunwar
rajcite@gmail.com
+918051139888
Job Descriptions - The Driving Force Behind Successful Compensation and Perfo...
Join us as Don Berman, an industry thought-leader in the area of Job Descriptions, shares how you can create and maintain job descriptions you'll love by sharing the next and best practices for managing effective job descriptions.
CL June 2012
The document discusses governance and policies around contingent labor at a company. It provides an operational leadership structure to manage contingent workers on a weekly, monthly, and annual basis. It also outlines policies on maximum tenure lengths, termination processes, and requirements for approving extensions beyond one year. Open issues are identified regarding tracking tenure by hours worked rather than just time period, and ensuring proper reporting visibility of total tenure for workers who rotate between positions.
Verismo HR
Talent Management system, Core HR module information and Performance Mangement module information. Cloud, SaaS solution.
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This document discusses how to conduct effective employee performance appraisals. It recommends setting individual goals collaboratively, making the process ongoing with regular feedback, using multiple inputs for evaluation, and automating the process for efficiency. Six common appraisal methods are described: ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. The goal of performance appraisals should be ongoing communication, setting achievable goals, and planning for improvement.
Compensation Management 1
The document discusses compensation management and various compensation systems. It defines compensation and its key elements, including job evaluation methods, pay structures, and incentive schemes. It outlines the objectives and components of an effective compensation system, and how such systems are used, developed, and administered.
What ISO Management Systems can learn from Balanced Scorecard?
Balanced Scorecard is a Strategy Management System developed by Professors Kaplan and Norton. It is probably the most comprehensive system/tool in the modern world. It allows an organization balance its Strategy across 4 perspectives (Financial, Customer, Internal Process and Learning and Growth Perspectives). It further lets an organization break down each of these 4 perspectives based on 4 criteria which are Objectives, Measures, Target and Initiatives. There is a lot that ISO Implementers and Auditors need to learn from a Balanced Scorecard that will help in better delivering ISO engagements. This webinar will take a critical look at what is Balanced Scorecard and what ISO Consultants need to know to about it.
Main points covered:
• What is a Balance Scorecard?
• How Balance Scorecard allows organization to balance its Strategy across 4 perspectives (Financial, Customer, Internal Process and Learning and Growth Perspectives)
• How an organization breaks down each 4 perspective based on 4 criteria (Objectives, Measures, Target and Initiatives)
Presenter:
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The document outlines several HR initiatives to establish a strong foundation for the company's workforce and talent management. This includes creating job profiles and a company structure document, hiring key positions initially while planning for future growth, developing an information tracking system, establishing a salary structure, implementing a performance management system, setting up training and development processes, empowering employees, and ensuring continuous quality improvement. The goals are to analyze roles, plan resources effectively, retain talent, improve decision making, stay competitive on compensation, develop skills, encourage participation, and meet organizational objectives.
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Thanks to the Pakistan Telecommunication Authority’s (PTA) online verification facilities, obtaining SIM owner information has become much easier. Here’s how to find the CNIC and SIM owner details by number:
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To check Jazz SIM owner name and details online, follow these steps:
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Write the Message: Type “MNP” in the message body.
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Codes can change at any time. Check the Jazz website if the code above has an error.
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Kut core hr
- 1. Core Human Resource Training Key User Training
- 2. Integration of HR Modules RecruitmentRecruitment PayrollPayroll TrainingTraining && DevelopmentDevelopment Self ServiceSelf Service Core HR PerformancePerformance ManagementManagement
- 3. How Date Track Works? • Date Track adds the dimension of time to the system. The value of a Date Tracked record depends on the date from which you are viewing the data. For example, querying an employee’s annual salary with an effective date of 12–JUL–1992 might give a different value than a query with an effective date of 01–DEC–1992.
- 4. • UPDATE • New values are written to the system records as new rows of information from the effective date to 31-DEC-4712. The old values remain effective upto and including yesterday. • CORRECTION • The updated values override the old record values and inherit the same effective dates.
- 5. HR Key Business Processes Business Goals Organization Setup Manpower Budget Recruitment Compensation & Benefits File/ Record Maintenance Performance Management Time & Attendance Payroll Retirement Training Information & Reporting
- 7. • Responsibilities are the primary means of defining security. • Users can sign on in the system only through responsibilities. • Responsibilities cannot be deleted. • A responsibility is linked to Business Group. Responsibilities
- 9. Location Location as name itself say we create the location where are our organization is operation from. At location screen we are storing additional information like : 1) Probation period end date 2) Labor law change date.
- 12. Business Group - This is the Top Level Organization Organizations - These are line of business/ Departments/ Sections within the Business Group. Organizational Hierarchy - The Organizational Hierarchy comprises of all other Organizations under the Business Group- Organization. At Organization level we store employee number which is used for approval purpose for eg : CHRM,GGM,DGM. Work Structures – Organizations
- 15. Organization Hierarchy • Represent the reporting order of Organization .
- 16. Organization Diagramer • Shows the diagramer representation of Organization hierarchy
- 17. Work Structures–Jobs/Positions/Grades Jobs - A job is a generic role within a Business Group, which is independent of any single organization. Competency Requirements can be defined for specific jobs Additional details like job category and job codes are captured in DFF Position - A position is a specific occurrence of one job, fixed within one organization. Additional details like position code is stored against position. Grade - Grade define the relative level of the Person within an Organization Additional details like annual leave, sick leave etc which a grade is entitle is stored against each grade.
- 18. Job
- 20. Position
- 22. Grade
- 24. Organization Manager • Use the Organization Manager Relationship window to assign managers to organizations. The primary reason for doing this is for reporting purposes and approval.. • Hence all the sub-department manager, department manager and branch manager, line of business should be mapped in this screen for approvals to work properly.
- 28. NameName EmployeeEmployee NumberNumber AddressAddress detailsdetails Dependants, beneficiaries andDependants, beneficiaries and other contactsother contacts TelephoneTelephone numbersnumbers NationalityNationality ContractsContracts GenderGender Person TypePerson Type Date of BirthDate of Birth Entering and Changing Personal Info
- 29. Employee Creation • Date Track • Enter Mandatory fields • Enter personal details
- 30. People -> Enter & Maintain
- 32. Core HR –SIT • Bank & credit card loan detail • Other Benefits • School Payment Details • Air Ticket Payment Detail • Disciplinary Action • Clearance Form
- 34. EIT- People Form • Government Medical Card • Health Insurance Card for Employee • Employee Ticket Entitlement Detail • Transfer Details • Other Details
- 35. EIT – Contact Form • Air Ticket Entitlement • Health Insurance details • Schooling Details
- 36. Other – Personal Details
- 37. Employee Assignment People Work structures Pay and benefits The assignment is the central concept that relates to the structures in which an employee works. Employee Relationship Assignment
- 43. Rehire
- 44. Leave Management
- 45. Leave Management
- 46. THANK YOU