Chapter 20 hr new

1. Human Capital Management Areas
Talent /
Performance Mgmt
Compensation
Management
Employee
Safety
Workforce
Scheduling
Learning
Mgmt
Personnel
Mgmt
Recruitment
Time, Leave,
Attendance
Benefits and
Payroll
Employee Self Service

2. Human Capital Management – Order of automation
Transaction Intensive Processes
Transaction
Intensive
Processes
Managing
Employee
Record
Time and
Attendance
Payroll
Absence
Management
Benefits
Administration
Performance,
Compensation,
Talent Mgmt
Employee
Learning
Recruitment Processes
Human
Resource
Planning /
Labor forecast
Tracking
Applications
Recruitment
Employee On
boarding
Job Portals
Integration
Recruitment
Processes
Performance, Compensation and Talent Management
Career
Planning
Compensation
/ Reward
Management
Employee
Performance
Mgmt
Succession
Planning
Managing
Talents
Employee Learning Processes
Training
Administration
Managing /
Developing
Training
Content
Online
Learning
Individual
Employee
Learning Plan
Knowledge
Management /
Building Learning
Organization

3. A Typical Recruitment Cycle
Labor Forecasting
Creating new positions
Candidate Sourcing
Screening / Application Tracking
Interviewing
Selection
Job Offer
On boarding / Orientation
What is Recruitment Analytics???

4. •Human resource systems help in managing time, attendance and leave.
•Capturing employee time is important for employee’s payroll calculation.
•HRMS systems can support functionalities like:
Time and Attendance reporting
Absence
Leave Time
Attendance and Leave management analytics
Time, Attendance and Leave Management

5. •HRMS help in assigning the company’s workforce to different
assignments.
•Helps in deciding which employee should be assigned to which work, on
which date, for how many hours and between what time to what time.
•Considers different labor rules and skills, can factor in different
constrains, can match production and job schedule to employee
availability and come up with a optimal deployment schedule for
workforce.
•These solutions can integrate with time management module to check
availability of employees (attendance) and minimization of overtime
costs.
Workforce Scheduling

6. ERP Workforce Scheduling Capabilities
Dynamic Dynamic
ReschedulingRescheduling
Optimized Optimized
Scheduling / Shift Scheduling / Shift
PlanningPlanning
Labor TrackingLabor Tracking
Employee Employee
Assignment to Assignment to
scheduleschedule
Workforce SchedulingWorkforce Scheduling

7. Ensure a consistent application of compensation policies across the
enterprise.
Integrate compensation more directly to performance and ensures top
performers are rewarded.
Encompass compensation planning/ budgeting, salary administration,
salary structure management, market pricing of jobs, incentive
management etc.
Compensation and Incentive Management Module

8. ERP Human Resource Compensation Management Module
Compensation workflow
and approvals
Compensation Structure
Retail
Shrinkage is a
cross
functional
problem
Compensation Planning and Analysis
Incentive and Reward pay
Enterprise Incentive Mgmt
Commission based pay
Pay for performance
Compliance
Compensation related reporting

9. Benefits
Benefits include things like medical benefits, subsidized car or housing loan etc
that company offers as part of total compensation package.
ERP solutions can administer multiple employee benefit plans and program
structures.
ERP solutions support enrollment processes of employees to these different
benefits plans, determine eligibility for program participants.
Leading HR solutions can support different benefit programs like paid leave
programs, medical benefit programs, housing and car loan benefits etc.
Payroll
Payroll is more related to month end salary. ERP Payroll module helps in
Payroll administration
Payroll processing
Supporting multi country localization and taxes
Benefits and Payroll Module

10. Provides an integrated set of applications for strategy, assessment,
competency management, performance career planning, succession
planning, learning and development.
Incorporates a variety of strategies and best practices, including
competency assessment, performance management, career planning,
succession planning, training, development and fast-tracking of high
performers to identify key contributors and future leaders.
Talent / Performance Management

11. ERP Performance Mgmt / Talent Mgmt Module
Talent
Management /
Performance
Management
Career
Development
Planning
Succession
Planning
Competency
Management
Performance
Appraisal /
Performance Mgmt
Performance Mgmt
Analytics
Goal
Alignment

12. ERP HR Learning Management Areas
Supporting Training
Financials
Reports
Tracking Training
Progress
Training Assessment
Registration
to Training
Online Course Catalog
Content
Management
Training Collaboration

13. ERM seeks to enhance the relationships of the employee to the enterprise,
managers, co-workers and external parties.
Employee portals as means that connects employee to business processes,
relevant information, resources and people.
ERP can achieve higher levels of customer satisfaction by delivering online
services and making employees more productive.
Employee portal: Personalized portal designed for employee communications,
content management, and integration to self-service applications.
Employee self-service: Deliver comprehensive applications including benefits,
maintenance of personal data, leave application, accessing pay slip and payroll
data, registering to a new training etc.
Employee Relationship Management / Employee self-service

14. HR Analytics

Typical KPIs / Reports
Cost per hire
Time to fill vacant positions
On boarding efficiency
Attendance percentage
Unapproved leave percentage with drilldown
(which employees)
Salary comparison with industry benchmarks
Salary increase %
Number of promotions in a year
Average number of training days per employee
Number of “No show” cases i.e. employee
registered but not appeared for training
Training feedback
Training budget
Portal usage rate
Workforce utilization
Number of rescheduling cases

15. Strategic / Core
Performance mgmt process design
Compensation & Reward planning
Planning job roles
Recruitment process design
Workforce planning
Learning management
Employee record management
Leave and Absence management
Time and labor management
Tax and compliance services
Payroll
Health, Welfare, Retirement benefits admin
Retirement Benefits
Strategic Vs Operational HR Processes
Operational / Routine Processes

16. Supports systems and processes that ensure appropriate health and safety
controls are incorporated into all operations.
This includes provisions for the systematic identification, evaluation, and control
of potential workplace hazards, including potential exposure and health risks
Support can span across all processes in which employees are interacting with
product and manufacturing processes, such as R&D, manufacturing,
transportation, storage, and disposal.
Leading EHS solutions helps in areas like:
Industrial hygiene and safety: This applications helps in: Risk assessments of
different tasks or different work areas, Incident management and Safety
management of specific work areas.
Occupational health: This module equips occupational health professionals with
the tools, functions, and flexibility they need to provide for the health and well-
being of employees. The application enables full-scale health management of
workers based on their exposure, injury or illness, and demographic parameters.
EHS Applications