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Productivity Through HRIS
JaspreetSingh
Nandre
JaspreetSingh
Nandre
ManasNial
ManasNial
PreetamDebasish Sahoo
PreetamDebasish Sahoo
ShaktiPrasadChhotar
ay
ShaktiPrasadChhotar
ay
SnigdhaSubhabrat
a
Pradhan
SnigdhaSubhabrat
a
Pradhan
SonaliMajumd
ar
SonaliMajumd
ar
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Agenda• Introduction to HRIS
• Different packages of HRIS• Importance of HRIS
•
HRIS
• Advanced HRIS
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Introduction• Concept of HRIS?
• Functions of HRIS.
• Need of HRIS.
• Effectiveness.
– Adequacy of information
– Specificity
– Relevance
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Introduction• Advantages
– Faster access– Integration
–
• Pre requisites for implementation of HRIS
– Corporate climate
– Employee status
– The technology platform
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ERP Packages• Packages range from Large scale enterprises to
medium and small scale companies
• Integrate all the individual processes of the
individual departments into a single system
Market Share SAP
46%
25%
13%
6%Peoplesoft
Microsoft
Sibel
JD Edward
HR Office
AscentisJaspreet- 20
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SAP• Started in 1972 by 5 former IBM employees
• It is the world's largest inter-enterprise software
company and 4th largest independent software
supplier
• Its basic idea was to provide customers with the
ability to interact with a common corporate
database• Built around their latest R/3 system, which is a
competition to the IBM’s AS/400 platform, it
provides the capability to manage -
– financial, asset, and cost accounting,
– production operations and materials,
– Personnel
– archived documents
• Latest R/3 version is an internet enabled packageJaspreet- 20
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Oracle(11i) E-Business Suite
• Oracle E-Business suite is a collection of ERPs
which is built up on their core RDBM databasetechnology
• Contains several business lines such as Oracle
nanc a , rac e og s cs, rac e , rac eSales etc.
• Seamless Integration and Complete Flexibility is
the basic feature of the Oracle E-Business Suite
• It also includes Oracle Marketing and Oracle
Supply Chain Management
• Main competitor of Oracle is SAP
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HR specific ERP• ABRA SUITE: for human resources and payroll
management
• ABS (Atlas Business Solutions): General
Information Wa es information emer enc
information, Reminders, etc.
• HRSOFT: Generate a wide range of
reports, resumes, employee profiles, replacement tables and
succession analysis reports, Identify individuals for
promotion, skills shortages, unexpected vacancy, Discover
talent deep, Competency Management, career development.
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Contd..• CORT (HRMS): Applicant tracking, Attendance tracking
and calendars, Wage information, Skills tracking, Reports-to
information, Status tracking, Job history tracking.
• HUMAN RESOURCE MICROSYSTEMS:
Sophisticated data collection and reporting, flexible spending
accounts, compensation, employment
history, timeoff, EEO, qualifications, Applicant/Requisition
Tracking, Position Control/Succession Planning.
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Contd..• ORACLE- HRMS: Oracle irecruitment, Oracle Self-
Service Human Resources, Payroll, HR Intelligence, Oracle
Learning Management, Oracle Time and Labor
• PEOPLESOFT: Enterprise eRecruit, Enterprise Resume
Processing, Enterprise Services Procurement, WorkforcePlanning, Warehouse
• SPECTRUM HR: iVantage® and HRVantage®. iVantage
is a Web-based HRIS product designed for organizations with
up to 10,000 employees.
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Contd..• SAP HR: Human Capital Management (HCM) for
Business, All-in-One: Rapid HR.
• VANTAGE: HRA: 'Point-and-Click' report
writing, internal Messaging System for leaving reminders to
yourse , to someone e se or to everyone us ng - very
useful for Benefit Applications, Disciplinary Actions, Special
Events, Employee Summary Screen for Basic, Leave
(Absenteeism) and Salary/Position History, skills & training
module, Leave Tracking Module
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Importance of HRIS Strategy
Competitiveness
People
HRM
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CONT…….
STRATEGY
AN
ORGANISATI
ONAL
PROCESS
ORGANISATIONCOMPETITIVENE
SS
PEOPLE
HRIS
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CONT……• DECISION DECISION DECISION DECISION - -- -MAKING PROCESS MAKING PROCESS MAKING PROCESS MAKING PROCESS
-Strategic-create a comprehensive learning
organization
- F unctional -
employees, individual training plans + HRISHRIS
-O perational-maintaining data in the system +
using HRISHRIS
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CONT…
- personal information
- census information
- qualifications
HRIS
Working of
HRIS
- eave app ca on
- leave balance
- leave cancellation
- leave approval/rejection
- salary information
- company calendar - appraisal results
- online appraisal process
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CONT….BENEFITS:
Saving time (Saving time (Saving time (Saving time (efficiencyefficiencyefficiencyefficiency))))----Adequate information base that leads to timely and just
decision making.-Responding faster to employees inquiries .
Saving costs (Saving costs (Saving costs (Saving costs (efficiencyefficiencyefficiencyefficiency)))) ---- ess me spen on as s= ess me
- Minimum paperwork
Work reWork reWork reWork re----allocation allocation allocation allocation((((effectivenesseffectivenesseffectivenesseffectiveness))))
----Helping the employees performing better .
-Integrating the human resource function .
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HRIS : The strategic value
Efficiency – cost & time
Effectiveness- PEOPLE
=> Adding strategic Adding strategic
value to thevalue to theorganizationorganization
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HRIS: the way to gain
Competitive Advantage
PEOPLE- the most valuable
asset, competitive advantage
HRIS -manages PEOPLE efficiently
an effectively
=> HRISHRIS-- gaining competitivegaining competitiveadvantageadvantage
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Increasing productivity• Manage HR globally on a single system of record
while complying with local laws and regulations
with the global core HCM system
• Forecast, deploy, track and manage your labor
with workforce management
•
with workforce service delivery• Attract, retain, and motivate a superior workforce
with integrated talent management
• Integrate and Streamline Your HR Processes• Optimized Workforce Management—optimized
staffing schedules can impact customer
satisfaction, drive sales and reduce operating costs
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Contd.• Reduced production time—produce a weekly
labor schedule in minutes rather than severaldays
• Schedule Management—Staffing schedules
customer satisfaction.
• Leverage Mathematical Modeling—Forecast
and demand planning features incorporate a
statistical analysis engine to forecast daily andweekly business demand
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• Work from a Single Source of TruthIncrease accuracy and timeliness by providing bothmanagers and employees a single point of entry to allyour HR information and processes.
• Drive Employee Self-ServiceEnable employees to manage everything from profiles-including skills, resumes, contact details, and bank data-to learning, benefits, payroll, and more, through self-service portals. Increase worker productivity.
mpower anagersEnable managers to perform transfers, re-grading, employee trainingenrollment, terminations, skills searches, and more.Manage the recruiting process.
• Support Career DevelopmentProvide employee access to targeted training and jobopportunities. Enable managers to graphically search forsuitably skilled individuals or groups and then matchthem to work or learning opportunities.
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Appraisals
• Support for multiple types of appraisals.
• Collaborative appraisal system
• Include competencies and objectives in the appraisal
• Create and maintain appraisal and assessment templates
HR professionals can easily create and maintain appraisal
templates, competency-assessment, and objective-assessment
tem lates.
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Contd…..• Increase Productivity
Keep sales reps motivated with on time and reliable
payments and direct access to compensationplans, calculations, and transactions.
• Align Your WorkforceIncrease sales line of sight to corporate strategy toincrease sales success rates.
• Gain FlexibilityComplete coverage for any compensation plan design.Plans can be quickly created, modeled, and rolled out tomeet changing business needs.
• Financial ControlManage administrative costs and gain visibility into yourvariable payouts. Support corporate governanceinitiatives.
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Learning management
• Increase Efficiency by Managing Learning Content
• Assemble and deliver learning content rapidly Enable the reuse and assembly
of learning content that makes use of mixed media and multiple learning
modalities. Deliver the optimal blend of classroom and online training.• Extend Solution Value by Providing Learning to Customers and
Partners
• Provide self-service access to learning for customers and partners. Retain one-
stop administration. Automate catalog distribution and enrollment.
• Simplify Administration by Efficiently Scheduling and ManagingResources
• Place the right resources and equipment in the right locations. Define
learning event needs only once. Ensure instructors possess the necessary
competencies and experience. Consolidate training initiatives on a
scalable, cost effective LMS.
• Simplify Administration by Efficiently Scheduling and Managing
Resources
• Place the right resources and equipment in the right locations. Define
learning event needs only once. Ensure instructors possess the necessary
competencies and experience. Consolidate training initiatives on a
scalable, cost effective LMSManas- 25
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• Workforce Insight— Monitor workforce demographics in linewith your recruitment and retention objectives. Analyzeefficiency of the entire recruitment process lifecycle, understandand prevent the drivers of employee turnover.
• Targeted Workforce Development — Gain insight into themovement of top and bottom performers in the organization to
engage and develop internal talent. Gain insight into learningdemand by analyzing course enrollments by job, deliverymethods, and organizations.
• Improved Compensation— Understand how compensationimpacts performance, ensure compensation is equitable and
,
your organization's objectives and goals.• Leave and Absence— Get a comprehensive view intoemployees' current, planned, and historical absence events;monitor absence trends as a predictor for employeeengagement.
• Better Understanding of HR Performance— Assess HR's
overall performance and employee productivity using industrybenchmarks such as revenue per employee, contribution perheadcount, and return on human capital.
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• Gain Daily Business Intelligence
• Leverage predefined KPIs to set management goals. Consolidate all keyinformation on a single homepage, with one-click access to automated
out-of-tolerance notifications, KPIs, reports, and more.
• Manage Workforce Development and Learning
• Analyze competence gaps by person and job. Analyze skills gaps for
groups and individuals. Manage training attendance, resourceuse, costs, and success rates.
• Optimize Compensation
• Analyze salary trends. Compare average salaries by group. Look at
, , .
Evaluate benefits plans for maximum value.• Manage Recruitment
• Analyze time and costs by recruitment method. Review recruitment
success rates. Analyze applicant statistics and dropout reasons.
• Analyze Workforce Composition
• Understand workforce trends by job, geography, user-definedcategories, minority groups, and business areas.
• Manage Utilization and Productivity
• Analyze planned and unplanned hours by cost band over time. Analyze
absenteeism by reason over time.
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HRIS Strengthening Implementation
Toolkit: Welcome
This Toolkit provides a package of HRIS procedures and tools to HRH
stakeholders, HR information system managers and software
developers to facilitate applying the HRIS strengthening processes and
iHRIS software developed by the Capacity Project. The Toolkit collects
briefs, forms, case studies, resources and other materials to assist withall five steps of the HRIS strengthening process.Goal: Understand the HRIS strengthening process.
Section I: Building HRIS Leadership
Goal: Establish and manage a Stakeholder Leadership Group to guide HRIS strengthening
activities.Section II: Assessing and Improving Existing Systems
Goal: Identify, assess and improve existing systems and processes that support the HRIS.
Section III: Developing Software Solutions
Goal: Identify requirements for, select and deploy HRIS software solutions.
Section IV: Using Data to Make Decisions
Goal: Understand and improve the use of HRH data for planning, decision making and
sharing.
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IntroductionGoal: Understand the HRIS strengthening process.
Before getting started, read the materials in this section to learn what can be
accomplished by strengthening human resources information systems for health
workers and understand the five steps of the HRIS strengthening process developed
by the Capacity Project.
About tool kit:
Acronyms list, contributors and contact information.
Why strengthen human resources information systems? What is an HRIS? What hasthe Capacity Project accomplished, and what have we learned? PDF
HRIS Strengthening Implementation Guidebook
What is the problem that HRIS strengthening addresses and why is a mature HRIS
necessary? What are the five stages of the five-step HRIS strengthening process?How do you use the Toolkit?
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Section I: Building HRIS Leadership
Goal: Establish and manage a Stakeholder Leadership Group to guide
HRIS strengthening activities.
We advocate a country-level participatory approach to strengthening
HRIS, the foundation of which is a leadership body composed of
stakeholders in the system. The materials in this section provide thetools needed to organize the group and guide its work.
Establishing the Stakeholder Leadership Group
Who are the stakeholders? What is the role of the Stakeholder
Leadership Group? Establish the leadership group and plan the
group's initial activities.
Stakeholder Leadership Group Principles of Operation and
Terms of Reference
Determine how the Stakeholder Leadership Group will operate and
what the group's purpose, vision and goals will be. Developing Human Resources Policy and Management
Questions
Develop the key questions that the human resources information
system will address.
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• Section II: Assessing and Improving Existing Systems• Goal: Identify, assess and improve existing systems and processes that
support the HRIS.• An initial step in information system strengthening is to determine what
systems and infrastructure are in place to support the HRIS, as well as thedata that will feed into the system. The tools in this section guide the processof assessing and improving existing systems that will support the HRIS.
• Conducting the HRIS Assessment
• Learn who is involved in the HRIS assessment and develop interviewquestions. Identify the gaps that emerge from the assessment results.
• Health Information System and Strengthening Activity Survey
• Conduct a high-level inventory of all health information systems that maysupport or link to the HRIS.
• HRIS Assessment Questionnaire
• Collect baseline information about any human resources information systemscurrently operating.
• Technical Brief: Data Quality Considerations in HRIS Strengthening
• Understand basic data quality concepts and best practices for ensuring dataquality in HRIS strengthening activities. PDF
• Designing Data Collection Tools and Procedures
• Ensure that data collected are current and complete, and reduce errors in thedata. Determine data flow and compliance for sharing data whilemaintaining data security.
• Sample Health Worker Data Collection Form
• Use this sample form to gather data on health workers. The form can bemodified, filled out on the computer, or printed and completed by hand.
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• Section III: Developing Software Solutions
• Goal: Identify requirements for, select and deploy HRIS software solutions.
• The next step is to develop HRIS software solutions that are customized for the country context andanswer the key HR policy and management questions for that country. This section provides case
studies and tools for developing an initial HRIS solution or deploying the Capacity Project's suite of
mature HRIS solutions.
• Use Case Development Tool
• Understand what a use case is and how use cases help with developing software requirements.
Develop use cases to specify important goals of the HRIS.• Case Study: Developing an HRIS Step Solution
• Illustrates how an HRIS step solution was implemented in Swaziland.
• A Brief Guide to the iHRIS Software Suite
• Describes the three solutions in the iHRIS Suite, the requirements for installing and running the
so ware an e pen ource cense un er w c e so ware as een re ease .
• A Brief Guide to iHRIS Qualify• Describes the benefits and features of the licensure, qualification and training tracking system in
the iHRIS Suite.
• A Brief Guide to iHRIS Manage
• Describes the benefits and features of the human resources management system in the iHRIS Suite.
• A Brief Guide to iHRIS Plan
• Describes the benefits and features of the workforce planning and modeling software in the iHRISSuite.
• iHRIS Software Suite
• Install the Windows version of the iHRIS Suite on your desktop computer or download versions of
all three components to install on a Linux server.
• iHRIS Software Documentation
• Access the user's manuals, use cases and technical documentation for the iHRIS Suite.Shakti-4
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• Section IV: Using Data to Make Decisions• Goal: Understand and improve the use of HRH data for
planning, decision making and sharing.
• The primary aim of any HRIS should be to promote better use of datato drive effective decision-making for addressing daily challenges and
positively impacting HR policies and practice. The briefs included inthis section will improve the use of data to make decisions.
• Technical Brief: Building the Bridge from Human ResourcesData to Effective Decisions: Ten Pillars of Successful Data-Driven Decision-Making
•bridge from HR data and reports to effective HR policy andmanagement decisions. PDF
• Technical Brief: An Overview of Human Resources for Health(HRH) Projection Models
• Why are workforce projections valuable? What are the most commonHRH projection approaches? How do you choose an effective projectionmodel? How do you optimize projection results? PDF
• Creating a Data-Sharing Agreement
• Why consider sharing HRIS data? What is a data-sharing agreementand why is it necessary? What should be addressed in a data-sharingagreement? What happens if the agreement is violated?
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Thankyou
Any Questions……