The document discusses the business case and lessons learned for moving an organization's HR systems to a consolidated SaaS/cloud solution. It notes that many companies have a mix of legacy on-premise systems and various standalone modules that need to be consolidated. Adopting a consolidated SaaS model can help achieve unified global HR processes, lower IT costs, and allow the HR department to focus on strategic initiatives rather than system maintenance. The document outlines considerations for the implementation process and governance of cloud solutions to ensure security, data privacy, and regulatory compliance.
The document discusses enterprise resource planning (ERP) systems and supply chain management. It defines ERP as a cross-functional system that integrates various business processes, including manufacturing, distribution, sales, accounting, and human resources. The document also discusses how supply chain management aims to create an efficient network of business relationships to move products from concept to market. Common challenges with implementing ERP systems include underestimating complexity, insufficient training, and difficulty integrating with other systems.
The survey found that HR departments spend too much time on administrative tasks like data entry rather than strategic work. Only 36% of companies surveyed had an integrated human capital management system, leading many HR professionals to spend over 40% of their time on administrative tasks. While most recognize the value of automation, many companies still rely on manual systems or have separate point solutions. Adopting an integrated HCM system could streamline work by reducing data entry and allowing HR to focus on more productive roles.
1) An enterprise resource planning (ERP) system integrates core business functions like finance, operations, and HR to automate processes and share information across departments. ERP is now essential for businesses to operate efficiently and make data-driven decisions.
2) Implementing an ERP system comes with high risks of failure if not done properly. Key steps include designating project leaders, selecting an ERP package that fits the organization, and preparing employees for changes.
3) When successfully implemented, ERP provides benefits like improved data accuracy, reduced costs, and greater flexibility to adapt to changes. Related technologies like business intelligence can enhance ERP's benefits.
This document discusses Enterprise Resource Planning (ERP), Customer Relationship Management (CRM), and Supply Chain Management (SCM). ERP integrates internal business processes, CRM focuses on marketing, sales, and customer service, and SCM coordinates activities from initial raw materials to final delivery of products. The document outlines the business functions and benefits of each system, as well as causes for implementation failures such as underestimating complexity and overreliance on vendor claims. Enterprise Application Integration (EAI) software connects major e-business applications like CRM and ERP.
Customer Purchasing Insights for Human Resource Management SoftwareSoftwareSuggest
SoftwareSuggest helps business find the right software.
As a part of our work, we gather customer requirements, we analyze them and serve the industry with deep insights on software buyer under our initiative – ‘SoftwareSuggest Insights’.
Here’s the HRMS Insight report generated by analysing more than 10,000+ HRM Software Buyers.
The document discusses the business case and lessons learned for moving an organization's HR systems to a consolidated SaaS/cloud solution. It notes that many companies have a mix of legacy on-premise systems and various standalone modules that need to be consolidated. Adopting a consolidated SaaS model can help achieve unified global HR processes, lower IT costs, and allow the HR department to focus on strategic initiatives rather than system maintenance. The document outlines considerations for the implementation process and governance of cloud solutions to ensure security, data privacy, and regulatory compliance.
The document discusses enterprise resource planning (ERP) systems and supply chain management. It defines ERP as a cross-functional system that integrates various business processes, including manufacturing, distribution, sales, accounting, and human resources. The document also discusses how supply chain management aims to create an efficient network of business relationships to move products from concept to market. Common challenges with implementing ERP systems include underestimating complexity, insufficient training, and difficulty integrating with other systems.
The survey found that HR departments spend too much time on administrative tasks like data entry rather than strategic work. Only 36% of companies surveyed had an integrated human capital management system, leading many HR professionals to spend over 40% of their time on administrative tasks. While most recognize the value of automation, many companies still rely on manual systems or have separate point solutions. Adopting an integrated HCM system could streamline work by reducing data entry and allowing HR to focus on more productive roles.
1) An enterprise resource planning (ERP) system integrates core business functions like finance, operations, and HR to automate processes and share information across departments. ERP is now essential for businesses to operate efficiently and make data-driven decisions.
2) Implementing an ERP system comes with high risks of failure if not done properly. Key steps include designating project leaders, selecting an ERP package that fits the organization, and preparing employees for changes.
3) When successfully implemented, ERP provides benefits like improved data accuracy, reduced costs, and greater flexibility to adapt to changes. Related technologies like business intelligence can enhance ERP's benefits.
This document discusses Enterprise Resource Planning (ERP), Customer Relationship Management (CRM), and Supply Chain Management (SCM). ERP integrates internal business processes, CRM focuses on marketing, sales, and customer service, and SCM coordinates activities from initial raw materials to final delivery of products. The document outlines the business functions and benefits of each system, as well as causes for implementation failures such as underestimating complexity and overreliance on vendor claims. Enterprise Application Integration (EAI) software connects major e-business applications like CRM and ERP.
Customer Purchasing Insights for Human Resource Management SoftwareSoftwareSuggest
SoftwareSuggest helps business find the right software.
As a part of our work, we gather customer requirements, we analyze them and serve the industry with deep insights on software buyer under our initiative – ‘SoftwareSuggest Insights’.
Here’s the HRMS Insight report generated by analysing more than 10,000+ HRM Software Buyers.
Critical Success Factors for Implementing an ERP System within University Con...IJMIT JOURNAL
Nowadays, Information Technology (IT) plays an important role in efficiency and effectiveness of the organizational performance. As an IT application, Enterprise Resource Planning (ERP) systems is considered one of the most important IT applications because it enables the organizations to connect and interact with its administrative units in order to manage data and organize internal procedures. Many institutions use ERP systems, most notably Higher Education Institutions (HEIs). However, many projects fail or exceed scheduling and budget constraints; the rate of failure in HEIs sector is higher than in other sectors. With HEIs’ recent movement to implement ERP systems and the lack of research studies examining successful implementation in HEIs, this paper provides a critical literature review with a special focus on Saudi Arabia. Further, it defines Critical Success Factors (CSFs) contributing to the success of ERP implementation in HEIs. This paper is part of a larger research effort aiming to provide guidelines and useful findings that help HEIs to manage the challenges for ERP systems and define CSFs that will help practitioners to implement them in the Saudi context.
Hrm319 entire class (human resource information systems)laynepettus
This document provides an overview of the course materials for HRM319 Entire Class (Human Resource Information Systems). It includes descriptions of individual and group assignments such as writing papers on how HRIS has progressed and designing an HRIS for a case study organization. It also provides discussion questions that require analyzing topics like benefits of implementing HRIS, challenges of HRIS implementation, and future trends in HRIS technology.
Infogencer Solution Audits provide an independent and objective third-party assessment of a vendor’s technology solution or service from a business perspective. They provide not only a detailed assessment of a solution’s capabilities, but also insight into the key business challenges which those capabilities can help organizations to address. By providing this analysis in a common format and which is free from any of the unnecessary hype or jargon which so often pervades the technology industry - Infogencer Solution Audits provide a practical and trusted resource which enable organizations to identify and compare capable technology solutions and services.
Each Infogencer Solution Audit is published by Infogencer following our independent research and interviews with the company’s executives. It presents our sole opinion and has not been sponsored or commissioned by the vendor, their partners or any other affiliated organization.
The information contained within each Infogencer Solution Audit represents our own opinion. We also rely on information provided to us by a variety of sources outside of our control. As a result, we do not make any guarantees as to the validity or accuracy of the information contained within this document.
An ERP system is a fully integrated business management software that aims to facilitate the flow of information between different departments within an organization. The document traces the evolution of ERP systems from earlier inventory control packages and MRP systems of the 1960s-1980s. It describes the key characteristics and modules of an ERP including finance, accounting, sales, marketing, production and human resources. The benefits of ERP implementation are also summarized as operational efficiencies, improved management decision making, and strategic and organizational advantages. Finally, some common disadvantages of ERP projects like time and cost are outlined along with approaches to overcome them.
Human Resource Information System Applications Markos Mulat G
The document discusses how HR systems have evolved from traditional manual systems to more advanced digital systems. It provides examples of key processes like recruitment, compensation, and training that have been transformed. Traditional systems relied on paper-based tasks and in-person interactions, while modern HRIS systems allow electronic processing and self-service online. The integrated HRIS provides improved data access, lower costs, and helps HR contribute more strategic value to organizations.
Wollongong Tours & Travel Agency (WTA) currently uses inefficient manual processes for its supply chain operations. This results in slow communication, high costs, and an inability to meet increasing customer expectations. WTA could improve its operations by 40% by implementing an electronic supply chain management (SCM) system. The tables in the appendix provide additional details on WTA's key players, objectives, visions, opportunities, and current pain points related to its supply chain.
An experience based evaluation process for erpacijjournal
Enterprise Resource Planning (ERP) systems integrate information across an entire organization that
automate core activities such as finance/accounting, human resources, manufacturing, production and
supply chain management… etc. to facilitate an integrated centralized system and rapid decision making–
resulting in cost reduction, greater planning, and increased control. Many organizations are updating their
current management information systems with ERP systems. This is not a trivial task. They have to identify
the organization’s objectives and satisfy a myriad of stakeholders. They have to understand what business
processes they have, how they can be improved, and what particular systems would best suit their needs.
They have to understand how an ERP system is built; it involves the modification of an existing system with
its own set of business rules. Deciding what to ask for and how to select the best option is a very complex
operation and there is limited experience with this type of contracting in organizations. In this paper we
discuss a particular experience with contracting out an ERP system, provide some lessons learned, and
offer suggestions in how the RFP and bid selection processes could have been improved.
Module2 human resource information systemMaria Theresa
By automating Human Resource practices, HRIS saves time and money, effectively reallocates work processes and thus provides competitive advantage and add strategic value to the organization
An HRIS is a system used to collect, store, and analyze an organization's human resources data. It consolidates employee information across departments into a single system to support HR decision making. Key functions of an HRIS include record keeping of employee data, payroll processing, benefits administration, and reporting. When implemented effectively, an HRIS can streamline workflows, increase efficiency, reduce costs, and provide strategic value by better managing an organization's most important asset - its people. However, HRIS initiatives can fail if goals are unclear, the wrong system is selected, or there is lack of buy-in or compatibility with other systems.
An ERP system is an enterprise-wide software solution that integrates and automates key business functions and processes across an organization. It connects different departments like finance, operations, sales and HR on a single computer system. Implementing an ERP system requires careful planning, selecting the right system, effective change management and ensuring user adoption. Failure to follow best practices can lead to implementation challenges and project failure.
MIS 15 Application of MIS (Manufacturing Sector)Tushar B Kute
These presentations are created by Tushar B Kute to teach the subject 'Management Information System' subject of TEIT of University of Pune.
http://www.tusharkute.com
Management information system is said to be any system that provides people with either data or information relating to an organizations operations. Habib Bank Limited uses several information systems including a transaction processing system, decision support system, management reporting system, and office automation system. These systems are all linked through Multi-user Online Banking. The transaction processing system records daily transactions, deposits, withdrawals, balances and generates detailed and summary reports. The decision support system provides tools and customized information to help managers make informed decisions based on past data and trends.
Copyright Notice:
This presentation is prepared by Author for Perbanas Institute as a part of Author Lecture Series. It is to be used for educational and non-commercial purposes only and is not to be changed, altered, or used for any commercial endeavor without the express written permission from Author and/or Perbanas Institute. Appropriate legal action may be taken against any person, organization, or entity attempting to misrepresent, charge, or profit from the educational materials contained here.
Authors are allowed to use their own articles without seeking permission from any person, organization, or entity.
This document provides an overview of human resources management and technology. It discusses the evolution of HR technology from paper-based systems to modern web-based systems. It also describes the components and functions of a human resources information system (HRIS), including employee administration, recruitment, time and attendance, training, benefits administration, and other features. HRIS systems aim to automate HR processes and provide managers with useful employee data and reporting. The document emphasizes that HR technology continues to change how HR professionals support their organizations and interact with other stakeholders.
HRIS is a systematic way to store employee data and information to aid in planning, decision making, and reporting. It provides a basis for human resource functions like personnel administration, salary administration, and performance appraisal. HRIS allows for higher speed and accuracy of data retrieval and processing, better analysis and more effective decision making. However, it also has drawbacks like high costs and potential threats to employees. Proper needs analysis and communication are important for successful implementation.
Post implementation performance evaluation of enterprise resource planning in...Alexander Decker
This document provides an overview of a study on evaluating the post-implementation performance of an Enterprise Resource Planning (ERP) system at a public university in Saudi Arabia. The study aims to identify key performance evaluation factors and assess customer value. The document begins with an introduction to ERP systems and their history and use in organizations. It then reviews relevant literature on ERP implementation, success factors, and issues. Finally, it discusses factors that are critical to the successful implementation of ERP systems.
Strategic Management and Information Technology OutsourcingFarooq Omar
This document discusses strategic project management considerations for outsourcing an IT project. It emphasizes the importance of clearly specifying requirements, conducting a thorough cost-benefit analysis, and selecting an experienced project manager to oversee vendor communication and performance monitoring. The document also stresses the need for strong security policies and choosing a vendor that adheres to the organization's security rules to protect sensitive data when outsourcing IT functions.
The document provides an overview and buyer's guide for selecting an HR management system (HRMS). It discusses recent trends driving increased investment in HR technology, including return on employee investment, paperless workflows, and business intelligence/analytics. It identifies top ten considerations for an HRMS, such as the employee database, ease of use, integration, and total cost of ownership. It provides a checklist of key HRMS capabilities and advises evaluating vendors' support and implementation services. The goal is to help buyers make an informed selection that meets their needs now and for future growth.
A Review of FDRE Civil Society Proclamation No.621/2009Markos Mulat G
This document provides an overview of the Civil Societies Proclamation No. 621/2009 in Ethiopia. It discusses the history of civil society organizations in Ethiopia, the rationale for developing the new law, the law development process, the objectives of the law, key components of the law including different designations for civil society organizations, and implementation strategies. It also notes some of the criticisms of the law from civil society actors who argue it places too many restrictions on their work.
This document discusses various pricing strategies and considerations for setting prices. It defines what a price is and lists objectives a company may want to achieve through pricing, such as profitability, market share, or product positioning. The document also covers types of pricing like cost-based pricing, markup pricing, target-return pricing, and perceived-value pricing. Factors that influence pricing decisions are also examined, including customer demand, marketing mix, economic conditions, and customer perceived value.
Critical Success Factors for Implementing an ERP System within University Con...IJMIT JOURNAL
Nowadays, Information Technology (IT) plays an important role in efficiency and effectiveness of the organizational performance. As an IT application, Enterprise Resource Planning (ERP) systems is considered one of the most important IT applications because it enables the organizations to connect and interact with its administrative units in order to manage data and organize internal procedures. Many institutions use ERP systems, most notably Higher Education Institutions (HEIs). However, many projects fail or exceed scheduling and budget constraints; the rate of failure in HEIs sector is higher than in other sectors. With HEIs’ recent movement to implement ERP systems and the lack of research studies examining successful implementation in HEIs, this paper provides a critical literature review with a special focus on Saudi Arabia. Further, it defines Critical Success Factors (CSFs) contributing to the success of ERP implementation in HEIs. This paper is part of a larger research effort aiming to provide guidelines and useful findings that help HEIs to manage the challenges for ERP systems and define CSFs that will help practitioners to implement them in the Saudi context.
Hrm319 entire class (human resource information systems)laynepettus
This document provides an overview of the course materials for HRM319 Entire Class (Human Resource Information Systems). It includes descriptions of individual and group assignments such as writing papers on how HRIS has progressed and designing an HRIS for a case study organization. It also provides discussion questions that require analyzing topics like benefits of implementing HRIS, challenges of HRIS implementation, and future trends in HRIS technology.
Infogencer Solution Audits provide an independent and objective third-party assessment of a vendor’s technology solution or service from a business perspective. They provide not only a detailed assessment of a solution’s capabilities, but also insight into the key business challenges which those capabilities can help organizations to address. By providing this analysis in a common format and which is free from any of the unnecessary hype or jargon which so often pervades the technology industry - Infogencer Solution Audits provide a practical and trusted resource which enable organizations to identify and compare capable technology solutions and services.
Each Infogencer Solution Audit is published by Infogencer following our independent research and interviews with the company’s executives. It presents our sole opinion and has not been sponsored or commissioned by the vendor, their partners or any other affiliated organization.
The information contained within each Infogencer Solution Audit represents our own opinion. We also rely on information provided to us by a variety of sources outside of our control. As a result, we do not make any guarantees as to the validity or accuracy of the information contained within this document.
An ERP system is a fully integrated business management software that aims to facilitate the flow of information between different departments within an organization. The document traces the evolution of ERP systems from earlier inventory control packages and MRP systems of the 1960s-1980s. It describes the key characteristics and modules of an ERP including finance, accounting, sales, marketing, production and human resources. The benefits of ERP implementation are also summarized as operational efficiencies, improved management decision making, and strategic and organizational advantages. Finally, some common disadvantages of ERP projects like time and cost are outlined along with approaches to overcome them.
Human Resource Information System Applications Markos Mulat G
The document discusses how HR systems have evolved from traditional manual systems to more advanced digital systems. It provides examples of key processes like recruitment, compensation, and training that have been transformed. Traditional systems relied on paper-based tasks and in-person interactions, while modern HRIS systems allow electronic processing and self-service online. The integrated HRIS provides improved data access, lower costs, and helps HR contribute more strategic value to organizations.
Wollongong Tours & Travel Agency (WTA) currently uses inefficient manual processes for its supply chain operations. This results in slow communication, high costs, and an inability to meet increasing customer expectations. WTA could improve its operations by 40% by implementing an electronic supply chain management (SCM) system. The tables in the appendix provide additional details on WTA's key players, objectives, visions, opportunities, and current pain points related to its supply chain.
An experience based evaluation process for erpacijjournal
Enterprise Resource Planning (ERP) systems integrate information across an entire organization that
automate core activities such as finance/accounting, human resources, manufacturing, production and
supply chain management… etc. to facilitate an integrated centralized system and rapid decision making–
resulting in cost reduction, greater planning, and increased control. Many organizations are updating their
current management information systems with ERP systems. This is not a trivial task. They have to identify
the organization’s objectives and satisfy a myriad of stakeholders. They have to understand what business
processes they have, how they can be improved, and what particular systems would best suit their needs.
They have to understand how an ERP system is built; it involves the modification of an existing system with
its own set of business rules. Deciding what to ask for and how to select the best option is a very complex
operation and there is limited experience with this type of contracting in organizations. In this paper we
discuss a particular experience with contracting out an ERP system, provide some lessons learned, and
offer suggestions in how the RFP and bid selection processes could have been improved.
Module2 human resource information systemMaria Theresa
By automating Human Resource practices, HRIS saves time and money, effectively reallocates work processes and thus provides competitive advantage and add strategic value to the organization
An HRIS is a system used to collect, store, and analyze an organization's human resources data. It consolidates employee information across departments into a single system to support HR decision making. Key functions of an HRIS include record keeping of employee data, payroll processing, benefits administration, and reporting. When implemented effectively, an HRIS can streamline workflows, increase efficiency, reduce costs, and provide strategic value by better managing an organization's most important asset - its people. However, HRIS initiatives can fail if goals are unclear, the wrong system is selected, or there is lack of buy-in or compatibility with other systems.
An ERP system is an enterprise-wide software solution that integrates and automates key business functions and processes across an organization. It connects different departments like finance, operations, sales and HR on a single computer system. Implementing an ERP system requires careful planning, selecting the right system, effective change management and ensuring user adoption. Failure to follow best practices can lead to implementation challenges and project failure.
MIS 15 Application of MIS (Manufacturing Sector)Tushar B Kute
These presentations are created by Tushar B Kute to teach the subject 'Management Information System' subject of TEIT of University of Pune.
http://www.tusharkute.com
Management information system is said to be any system that provides people with either data or information relating to an organizations operations. Habib Bank Limited uses several information systems including a transaction processing system, decision support system, management reporting system, and office automation system. These systems are all linked through Multi-user Online Banking. The transaction processing system records daily transactions, deposits, withdrawals, balances and generates detailed and summary reports. The decision support system provides tools and customized information to help managers make informed decisions based on past data and trends.
Copyright Notice:
This presentation is prepared by Author for Perbanas Institute as a part of Author Lecture Series. It is to be used for educational and non-commercial purposes only and is not to be changed, altered, or used for any commercial endeavor without the express written permission from Author and/or Perbanas Institute. Appropriate legal action may be taken against any person, organization, or entity attempting to misrepresent, charge, or profit from the educational materials contained here.
Authors are allowed to use their own articles without seeking permission from any person, organization, or entity.
This document provides an overview of human resources management and technology. It discusses the evolution of HR technology from paper-based systems to modern web-based systems. It also describes the components and functions of a human resources information system (HRIS), including employee administration, recruitment, time and attendance, training, benefits administration, and other features. HRIS systems aim to automate HR processes and provide managers with useful employee data and reporting. The document emphasizes that HR technology continues to change how HR professionals support their organizations and interact with other stakeholders.
HRIS is a systematic way to store employee data and information to aid in planning, decision making, and reporting. It provides a basis for human resource functions like personnel administration, salary administration, and performance appraisal. HRIS allows for higher speed and accuracy of data retrieval and processing, better analysis and more effective decision making. However, it also has drawbacks like high costs and potential threats to employees. Proper needs analysis and communication are important for successful implementation.
Post implementation performance evaluation of enterprise resource planning in...Alexander Decker
This document provides an overview of a study on evaluating the post-implementation performance of an Enterprise Resource Planning (ERP) system at a public university in Saudi Arabia. The study aims to identify key performance evaluation factors and assess customer value. The document begins with an introduction to ERP systems and their history and use in organizations. It then reviews relevant literature on ERP implementation, success factors, and issues. Finally, it discusses factors that are critical to the successful implementation of ERP systems.
Strategic Management and Information Technology OutsourcingFarooq Omar
This document discusses strategic project management considerations for outsourcing an IT project. It emphasizes the importance of clearly specifying requirements, conducting a thorough cost-benefit analysis, and selecting an experienced project manager to oversee vendor communication and performance monitoring. The document also stresses the need for strong security policies and choosing a vendor that adheres to the organization's security rules to protect sensitive data when outsourcing IT functions.
The document provides an overview and buyer's guide for selecting an HR management system (HRMS). It discusses recent trends driving increased investment in HR technology, including return on employee investment, paperless workflows, and business intelligence/analytics. It identifies top ten considerations for an HRMS, such as the employee database, ease of use, integration, and total cost of ownership. It provides a checklist of key HRMS capabilities and advises evaluating vendors' support and implementation services. The goal is to help buyers make an informed selection that meets their needs now and for future growth.
A Review of FDRE Civil Society Proclamation No.621/2009Markos Mulat G
This document provides an overview of the Civil Societies Proclamation No. 621/2009 in Ethiopia. It discusses the history of civil society organizations in Ethiopia, the rationale for developing the new law, the law development process, the objectives of the law, key components of the law including different designations for civil society organizations, and implementation strategies. It also notes some of the criticisms of the law from civil society actors who argue it places too many restrictions on their work.
This document discusses various pricing strategies and considerations for setting prices. It defines what a price is and lists objectives a company may want to achieve through pricing, such as profitability, market share, or product positioning. The document also covers types of pricing like cost-based pricing, markup pricing, target-return pricing, and perceived-value pricing. Factors that influence pricing decisions are also examined, including customer demand, marketing mix, economic conditions, and customer perceived value.
This ppt present literature on the meaning, purpose, and characteristics of continuous assessment, rational for adopting and implementing continuous assessment. It goes further to highlight problems of continuous assessment implementation, and present some guidelines of Planning and Organizing Continuous Assessment for more improved learning system.
This power point present the research finding of Human Resources Audit. It examining the policies, documentation, systems, and practices with respect to an organization’s HR function. It reveals the strength and weaknesses in the human resources system, and all issues, which need resolution.
Risk analysis is a systematic process to estimate the probability and impact of identified project risks. There are qualitative and quantitative approaches to risk analysis. Qualitative approaches use scales to assess probability and impact and assign risk levels like low, medium, high. Quantitative approaches use techniques like expected value analysis to generate probabilistic estimates of project outcomes. Monte Carlo simulation is commonly used to model project risks and determine the likelihood of meeting objectives within given cost and schedule constraints. Effective risk management involves identifying, analyzing, prioritizing and developing response plans for risks throughout the project lifecycle.
A review and discussion on performance appraisal system and employee's performance assignment and responsibilities. Emphasize the basement of appraisal system and the results obtained by the employing the performance management system.
Traffic and Transportation Problems in Ethiopia: Manifestations and the Way outMarkos Mulat G
Transport infrastructure in Ethiopia is insufficient, resulting in many areas lacking access to all-weather road networks. The existing transport systems are characterized by overcrowding, poor service quality, and high accident rates, especially among pedestrians and children. While the government has implemented programs to strengthen road, air, and water transport, further policies are needed to improve efficiency, effectiveness, affordability, and quality of life. Key objectives should focus on establishing an integrated transport network to support Ethiopia's economic growth plans and enhancing road safety through improved infrastructure, vehicle inspections, driver licensing, and public education.
The document provides an overview of human resource auditing. It defines human resource auditing as professionally auditing human resource management activities to evaluate their contribution to an organization's current and future objectives. The goals of an HR audit are to determine if policies are being consistently applied and communicated, identify responsible individuals, and distinguish between policies for union and non-union employees. Benefits include assessing the financial impacts of HR functions, benchmarking, evaluating effectiveness, ensuring compliance, and promoting improvement.
The document discusses good governance and e-governance. It defines good governance as the process by which public institutions make decisions in consultation with stakeholders to manage public resources and affairs. It lists eight key characteristics of good governance: participation, consensus, efficiency and effectiveness, responsiveness, transparency, accountability, rule of law, and equity and inclusiveness. The document advocates for using e-governance to promote these characteristics and ensure good public governance.
This document discusses integrating business intelligence (BI) with enterprise resource planning (ERP) systems. It begins by outlining what ERP users want from a BI solution, such as improved decision making and operational efficiency. It then provides an overview of how ERP and BI systems differ, with ERP focused on transactions and BI focused on analysis. The document advocates closing the gap between these two "different worlds" by consolidating data and integrating processes. It also covers challenges and opportunities of ERP-BI integration.
1. Data is transformed into useful information through a transformation process. Raw facts and data are organized and structured into forms that are meaningful and useful.
2. An information system takes input data, processes it, and produces output information. A Human Resources Information System (HRIS) is a computer-based system for processing and storing human resources data and information.
3. HRIS provides efficient tracking of employee details, easy access to necessary information for relevant people, security and confidentiality of data, and reduces manual work. It assists managers by supplying relevant HR data.
The document discusses good governance from an Islamic perspective. It defines good governance as establishing a just system that upholds rights and obligations according to the Quran. It lists 11 major characteristics of good governance according to Islam: being based on unity, participation, having competent and capable leaders, transparency, public accountability, rule of law, consensus-oriented, welfare-oriented, effective and efficient, quality assurance, and striving for excellence.
Continuous and Comprehensive Assessment in SchoolsSanjaya Mishra
The document discusses comprehensive and continuous assessment in schools. It outlines that assessment should go beyond just evaluating academic skills and include assessing other areas like life skills, attitudes, values, and co-curricular activities. The CBSE recommends using both formative and summative assessments across scholastic and co-scholastic domains with grades assigned on a scale. Effective assessment requires teachers to plan lessons, give regular feedback, monitor student growth, and maintain detailed records while involving parents.
The document discusses different social structures and their role in fulfilling human desires and attaining happiness. It argues that government exists to (1) defend countries from invasion through military force, and (2) maintain justice and rule of law to create freedom for citizens to live moral and meaningful lives. The highest good is happiness, which relies on properly channeling desires through social institutions like family, economy, education and religion.
The document defines and discusses Human Resource Information Systems (HRIS). It provides definitions of HRIS from different authors that describe HRIS as a technology-based system that stores and manages organizational human resources data. An HRIS integrates HR functions and processes with information technology. It includes the hardware, software, data, people and procedures needed to manage the HR function. The document also discusses how HRIS provide efficiency and effectiveness benefits to organizations by automating common HR activities like records management, payroll processing and benefits administration. HRIS support both HR professionals in their work as well as managers and employees through features like self-service access.
Open Source web and cloud ERP / CRM with HTML5 UI by Vienna AdvantageVIENNA Advantage
Modern, Rich and Scalable Open Source ERP / CRM with HTML5 User Interface. Available as a web and cloud based ERP or as a standard on-premisses ERP Solution.
VIENNA Advantage ERP is a popular & sought-after brand across a variety of businesses, industry-verticals and customer segments world-wide.
It has risen within a short span of time and has close to 1000 immaculate product implementations, to emerge as a top contributor to the global ERP and CRM market.
With small enterprises to large corporations & government sectors as its customer base, VIENNA Advantage takes pride in offering comprehensive & leading-edge business solutions to augment your business furtherance.
Unite all parts of your business with an affordable enterprise software application aligned to strategic objectives and complex organizational structures. Operate a lean organization by harnessing the compelling business process automation and productivity features of VIENNA Advantage. Get a 360° view of your business and instant real-time business intelligence that drive crucial decisions. Move over time-consuming spreadsheets, create better business processes and spend lesser time in automating them. Pick from a wide range of functionalities and use it to suit any business. VIENNA Advantage integrates easily with third-party applications through web services. VIENNA Advantage on-premises or on-cloud are both affordable and scalable.
Based in Germany, with the development and support centers all over the globe, VIENNA Advantage has successfully established a strong partner network across the globe. Its partner eco-system assists customers with VIENNA Advantage localization and business-specific support, right at their door-steps. The partners are in turn, supported by an efficient remote support framework. VIENNA Advantage delivers its updates through VIENNA Market. The updates could be deployed on-demand and at the click of a button, eliminating the need for tedious and expensive migration efforts.
The document discusses the key modules of an enterprise resource planning (ERP) system. It describes the main functions of common ERP modules like financial, human resources, production planning, purchasing, inventory, and sales. It also provides usage statistics for different ERP modules in the US and Sweden. Finally, it outlines the specific ERP modules needed for implementing such a system in the power utility sector, including billing, finance, meter data management, maintenance management, and human resources.
A company's strategy consists of several key elements:
- Growing the business through activities like satisfying customers, outcompeting rivals, and adapting to market changes.
- Managing each functional area of the business and developing needed capabilities to achieve strategic and financial goals.
The document discusses the benefits of implementing an ERP system. It outlines direct benefits like improved efficiency and indirect benefits like better corporate image. Potential benefits of ERP implementation include reduced lead times, on-time shipments, reduced cycle times, and improved customer satisfaction. However, research found that 60% of ERP projects realized less than half of the expected benefits, with 27% realizing less than a third of benefits and 11% seeing no benefits at all. ERP implementations are complex and often do not deliver planned results due to difficulties integrating systems across departments.
New surveys tell us how firms "live" an ERP implementation, what are the cost, implications, results, success or failures of implementing an ERP.
Also several key success factors are defined and tell us how to successfully implement an ERPs throughout the organization.
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AR management is key to healthcare billing company’s profitability and sustainability. To set themselves to eliminate
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In the past few years, the information
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This document discusses payroll software and the role of HR in payroll processes. It includes:
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As a business owner, how are you tackling HCM-related compliance? Are you confident your organization has the right systems in place to keep up with an increasingly complex regulatory environment?
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#AskMeHow #ComplianceShouldBeEasy #TaxCredits #Unemployment #Garnishments #PayCards #Payroll
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ERP and CRM Integration for Quality Service Delivery
1. Integration of ERP and CRM
for Quality Service Delivery:
Achievements
Challenges and
Prospects
By: Markos MulatBy: Markos Mulat
2. 1. Background of the
Study
2. Statements of the
Problems
3. Objectives
4. Methodology
Contents
5. Results
6. Conclusion
7. Recommendations
3. Service quality is a global judgment or attitude related to a
particular service. It is the customer’s overall impression of the
relative inferiority or superiority of the organization and its
services.
According to FDRE Service Delivery Policy (SDP),
Quality Service delivery is a systematic arrangement of
activities in service giving institutions with the aim of
fulfilling the needs and expectations of service users and
other stakeholders with the optimum use of resources.
4. To day, advances in information technology, expansion of the
internet and electronic business as well as an ever-growing
global competition have made running a successful business
and delivering quality service more difficult.
As a result, several organizations across the world are using an
IT application such as Enterprise Resource Planning (ERP) and
Customer relationship management (CRM) to automate and
integrate different functions of their departments with aim of
delivering quality services to customers
5. ERP is back-office operations that streamline and integrate internal
business processes, such as planning, accounting, purchasing, human
resources, payroll, distribution, and more
CRM is a front-office system that centralizes all information about
external marketing, manages the sales pipeline, automates customer
service, and tracks information about customers
Background….cont’d
6. With the changing world and constant new technology that is available and
environment of increasing in competition locally and globally,
Organizations must become more adaptable, resilient, and customer-
focused and
Managers need to be aware of the technology that will increase
effectiveness and improve efficiency in their systems of service delivery.
Statement of the Problems
7. Non-availability of a proper customer tracking system leads to
customer needs being unheard or neglected and lack of
dedicated resources with decision making powers to resolve
customer issues quickly resulted with unhappy customer
In addition, many organizations also already have implemented
and integrated ERP and CRM system in order to enhance their
productivity and improve their service delivery process but
they did not use the system to the full extent and fail to satisfy
their employees and customers fairly, equally & transparently.
8. Main objective:-
The main objective of the study was to explore the
achievements, pinpoint the challenges and scrutinize the
prospects of integrating ERP and CRM and analyze their
impact on service delivery process in Ethiopian Airlines.
9. Examine the main success factors Ethiopian Airlines achieved regarding
quality service delivery as the result of ERP and CRM system integration.
Locate problems, gaps and failings in the ERP and CRM system integration
that hindered the achievement of its predetermined objectives and
endeavors.
Exploring what the future prospects of ERP and CRM systems integration
should have to looks like to facilitate service delivery process.
Suggest the possible solutions to maximize the benefits of ERP and CRM
systems
10. In order to generate the primary data, the survey technique was the basic
research design.
Data were collected through both qualitative and quantitative techniques and
method of data analysis was descriptive.
A questionnaire were designed and distributed to 165 respondent. Out of
this, 115 were employee of the company and 50 were customers of the
company who have flown on Ethiopian airlines on any route..
Non probability purposive and convenience sampling was used during the
selection of the sample.
Feedbacks received from 84 employee and 45 customers were analyzed &
the response rate was 73.1 and 90 percent respectively.
The SPSS computer package was used to analyze the collected data.
11. Pilot test
The pilot survey was done to test the reliability and validity
of the questions
Procedures of Data Collection
Questionnaire was designed and developed to address research
questions in order to collect primary data for further analysis.
Designing questionnaire
Finally, the questionnaires were redesigned and self-distributed
to collect the necessary information for analysis to indicate the
strength and weakness of ERP and CRM system integration
Redesigning questionnaire & Data collection
Interview with Managers
First, interview was done with managers using semi-structured
questionnaire to clarify the research arena. Their experiences,
knowledge and personal views on ERP and CRM integration were
documented.
13. Fifty one percent of the participants replied favorable answers with statement
that the system help to recruit and leverages employee's talent in the right
place and at the right time, while 23.8% were felt neutral.
Sixty three percent of respondents believed that their HCM system reduced the
time, error and costs of payroll processing and reporting and improved the
quality of work performed.
Almost more than half of participants responded neutral suggestion with
statement that their system analyze and establish clear objectives and detailed
training plan relevant to the employee need.
Employees’ Responses on ERP-Human Capital Management
14. Majority of employee believed that the implemented ERP-SLM
system increased sales volume (i.e. ticket) of the company,
while 19% disagreed.
In addition, 51.2% of them were agreed that the system resulted
with reduction in inventory and in material, labor and overhead
costs and 35.7% felt neutral.
Moreover, regarding duplication of files and redundant data
entry, majority of the employees were also replied that the
activities of supply chain system of the company no longer
requires duplication of files and redundant data entry.
15. Majority of respondents believed that the implemented financial module reduced
the financial cycle closing time While, 35.7% of participants were replied neutral
responses.
Fifty two percent of participant believed that the system increase service levels
and reduce operational cost, while, 23.8% were disagreed.
Majority of respondents thought that as a result of FICO system implementation,
the financial reports can be easily customized to meets the needs of various
decision makers, while 23.8% of participants were replied neutral responses.
Responses on ERP-Finance and Controlling
module (ERP-FICO)
16. Forty one percent of respondents were answered favorable response
with statement that their APS system enhanced forecasting, planning
and scheduling process, while 10% of them were disagreed.
In addition, majority of the participant believed that the process of
planning & scheduling has in most cases been manual and quite
unstructured before the implementation of APS system.
According to the result, only 35.7% of the respondent thought that the
APS system makes easy to capture creative insight of employees by
soliciting their ideas for better planning and scheduling.
Responses Regarding ERP-Advanced Planning &
Scheduling (ERP-APS) system
17. Majority of the participant said that the implemented CRM
system improve the company-customer relationship and
increased customer loyalty and retention.
For statement that the systems made customer files to be
easily accessed and lower time spent on communicating
information within company, majority of them were agreed,
while 27.3% disagreed.
Moreover, 34.5% of respondents believe that the there are
sufficient on line support features for customers regarding
the company service while 25.5% of them were disagreed.
Just only 45% of customers easily find all relevant
information about the company (e.g., ticket prices, shipping
information) on company website & from customer service.
Responses on Customer
Relationship Management (CRM)
18. Insufficient financial support
Poor ICT infrastructure
Lack of commitment and
involvement from top
managers and all employees
Resistance from employees because
of they prefer traditional methods,
Fear of keeping data protected
all the time from being accessed
by unauthorized persons
Lack of expertise in IT
Inadequate knowledge
Lot of paper work that is
difficult to computerize
Responses Regarding
Challenges of Integrating ERP
and CRM systems
19. Customers’ Responses on the
Service Quality Dimension
The study also assessed the perception of the customers about the quality of
the service delivered by the Ethiopian Airlines by using five dimensions of the
SERVQUAL model.
The result revealed that, in reliability, tangibles and assurance dimensions, the
customers are satisfied, but in responsiveness and empathy, they feel
dissatisfied.
This indicates the existence of inefficiency in delivering prompt service,
helping customers & responding to their inquiries and understanding
individual customer needs.
20. The findings of the study shows that there are strong significant
positive relationship between properly integrated ERP and CRM
systems and quality service delivery process since the efficiency and
effectiveness of each department of the Ethiopian Airlines improved
through implementation and integration ERP & CRM systems.
Conclusions
Thank you Kidist Arsema
21. Majority of the respondent indicated that the integrated systems
acting as a catalyst by supporting the tactical planning processes,
ensuring the right number and kinds of people at the right place and
right time, reduced the financial cycle closing time and improve the
supply chain performance by adding value to the company.
22. Challenges such as
Inadequate knowledge,
Lack of expertise in IT to operate the systems,
Insufficient financial support to update and maintain the
systems,
lack of training,
lack of commitment and involvement by top management and
lot of paper work that is difficult to computerize
undermined the achievements of the full potentials of the systems .
23. Finally, it is concluded that the integrated ERP and CRM system
is an excellent tool for the company to deliver quality service
but there is still some bones to pick up and the actions that both
systems has not absorbed should need to work on it.
24. Service quality and customers satisfaction are very important concepts that
companies must understand in order to remain competitive in business.
As a result, the management of the company should need to revise their
existing IT policies and procedures to provide various functionalities that
meet their unit’s and company goals.
25.
26. The company should have to identify the right
staff and undertake them through training and
development program as a means of imparting
knowledge and skills that are desirable for the
operation of the systems.
27. The company need to put strategies forward to counteract
the challenges observed including
Ensuring the sources of funds to cover the costs of
setting up and maintaining the systems,
Mobilization of financial resources,
Support from the top management,
Training of staffs on the operations of the systems, and
Sourcing for the required expertise.