hr (functional presentation)

Download HR (Functional Presentation)

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This is a detailed presentation on the HR module of Ramco's ERP. The graphics used here, color combination, layout etc was entirely designed and executed by me.

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Ramco Human Resources

Ramco e.ApplicationsRamco Control, Finance, Maintenance, Sales, Kiosk, Credit Line

Administration & Control Financials

Corporate

Cash Flow Investments Loans Payable Bills & LC

Treasury

Accounts Receivable Accounts Payable Fixed Assets General Ledger Management Accounting Inventory Purchasing Physical Inventory & Cycle Count Sub Contracting

Human ResourcesPersonnel Benefits Training Payroll Kiosk HR Analyst

Sales Forecast & Analysis Sales Order Shipping

Sales

Logistics

Statistical Process Control & Statistical Quality Control

SPC/SQC

Plant

Process ProductionModeling Planning Scheduling Plant Operations

Discrete ProductionProduct Definition Planning & Execution Engg. Change Control

Equipment Maintenance Operations

Maintenance

Report Writer, DCube, Application Configurator, Workflow2

Tools

Ramco e.ApplicationsRamco Control, Finance, Maintenance, Sales, Kiosk, Credit Line

Administration & Control Financials

Corporate

Cash Flow Investments Loans Payable Bills & LC

Treasury

Accounts Receivable Accounts Payable Fixed Assets General Ledger Management Accounting Inventory Purchasing Physical Inventory & Cycle Count Sub Contracting

Human ResourcesStatistical Process Control & Statistical Quality Control

Human ResourcesPersonnel Benefits Training Payroll Kiosk HR Analyst

Sales Forecast & Analysis Sales Order Shipping

Sales

Logistics

SPC/SQC

Plant

Process ProductionModeling Planning Scheduling Plant Operations

Discrete ProductionProduct Definition Planning & Execution Engg. Change Control

Equipment Maintenance Operations

Maintenance

Report Writer, DCube, Application Configurator, Workflow3

Tools

RoadmapBenefits Integration

Key features

Core concepts

Core processes

Advantages

4

Ramco Human ResourcesComprehensive employee management from recruitment to exit Configurable down to the employee level Quick placements to key positions through succession planning User friendly manpower and salary planning tool Generic payroll helps encompass localized requirements5

Advantages

Ramco Human Resources...Enables management of complex benefit programs Quick facilities for hiring, leave processing Employees can access information rapidly through Kiosk Powerful analysis through HR Analyst Comprehensive coverage of training processes6

Advantages

Ramco Human Resources...Avoids information redundancy

Each screen has a clearly defined purpose

Relevant look up buttons at all screens Tracks comprehensive history

Advantages

Effective dates on all relevant screens

Integrated with the other applications of Ramco enterprise solutions

7

Core concepts

Define your organization and core competencies Payroll and tax Training

8

Define your organizationLocation 1 Organization Function 2 Location 2

Function 1

(Department)

Core concepts

Position(Designation)

Level

Job 1

Job 2

Categorye rad G

Requirements

lar Sa

y

a Sc

le

Layering for enrichment

Four concepts, three dimensions9

Define your organization...Define your own organization structure

Make the structure hierarchical or flat

Core concepts

Create new concepts and dimensions De-activate defunct concepts and dimensions and store it for records maintain unlimited history Copy a defined structure from one location to another10

Define core competenciesSkills Team building

Position

Competency model Skill ratio

Manager

Skills possessed Skills required

Function-position Team building Target

Core concepts

monitoring

Manager Sales

Skill weight w isi / w iriw - Wt. for V,E,D s - employee score r - required score

Team building Target

Employee assignment

monitoring Channel management

Manager Sales Project 1

Defining

Evaluating11

Define core competencies...Skills Employees with requisite skills

Filter based onQuantitative

Qualification

competency model Employee assignmentAssign Assign Assign Employee 2 1 3 Tina Dana Keith

Core concepts

Negotiation

Prev. experienceLanguages known French German Spanish

Analytical

Others

12

Payroll and taxPaysetWorkers Manager

PayrollRegular payroll Overtime payroll

ElementsBasic Employee & assignment Incentive Income tax Loan deduction Basic Bonus Income tax

Core concepts

Earnings and deductionsBasic DA HRA Incentive Bonus Reimbursement Income tax Loan deduction

Employee specific values or formulae override payset level definitions13

Course hierarchyProgram 1Module1 Module 2

Training

Program 2

Module 3

Module 4

ModulesCourse 1 Course 2 Course 3

Core concepts

Courses

InfrastructureInternal

Faculty Tech. Gen. Mgmt. Tina Dave Keith

Faculty

External

Skill match

14

Core processesPlanning processes

Personnel requirement Succession planning Compensation planning Career planning Applicant tracking

Hire process

Personal details Employment and compensation Time management15

Core processes...Leave and attendance processing Appraisal Training Payroll process and tax Increments and arrears Reimbursements Other processes16

Personnel requirement planningOrganization200 people

Location 1100 people

Location 2100 people

Core processes

Function 160 people

40 people

Function 2 Position

Salary budget Position 1 - 25 Position 2 - 15

G

d ra

e

Category17

Level

Personnel requirement planning...Supports centralized and decentralized control for planning

Import / export plans through third party spreadsheets

Core processes

Use formulae to standardize planning methods Change your plans as many times as you want Automatic roll-up of changes Update organization structure18

Succession planningCan be performed for

A concept (function-position combination) An employee

System suggests possible incumbents on the basis ofCore processes

Skills Potential appraisalFunctionPosition skill map

Career planning Function Position Succession plan

Potential appraisal Competency profile

or Assignment skills

19

Succession planning...

Decision support provided through

Core processes

Potential appraisal Skill weightages Qualifications, experience and age Level Personal preferences

20

Compensation planningPlan salaries for a concept (location, function, position), or an employee and sum up totals Base your plan on projected personnel requirement Impact analysisAppraisal External equity Compensation planning Other factors21

Core processes

Internal equity

Compensation planning...Use formulae to standardize salary planning Decision support tools

Core processes

Internal equity (salaries paid within the organization) External equity (industry standards) Appraisal information

Change existing salaries by an amount, percentage or formula22

Compensation planning...

Use business rules that compute values based on

Core processes

Existing salary Seniority of the employee...

Automatic roll-up of changes Unbiased planning of salaries

23

Career planning

Core processes

Plan vertical / horizontal movement of employees Use employees competency profile for analysis Define career plan filters such as location, function, position, skill weight...

24

Career planning...

Current skills

Career planning

Position skills

Core processes

Training needs

Career plan Responsibility level Date25

Applicant trackingHire requisition Internal search Short list Filter through an internal search Rate applicants Applicant search Short listing Resume entry

Schedule interviews

Interview panel

Core processes

External search

Employment & compensation

Personal details entry26

Applicant tracking...Configure interview stages to a position Specify preferences Conduct pre-hire tests Comprehensive resume database Perform VDE analysis on skills Schedule interviews for candidates Rate each stage and obtain overall rating On hire, information loaded to employee database automatically27

Core processes

Personal detailsCapture 450 attributes to each employee Capture additional attributes through AI and Notes screens Capture photos or scanned signatures History data limited only by your hardware

Personal details

Core processes

1980

1990Years

2000

Employees personal details consists information of age, weight ...

28

Employment and compensationRecordPrimary Sales Secondary Marketing

Concept and dimensions Base compensation Supervisor(s) Succession planning Changes in structure View job requirements View career movement Post future transactions29

Level

Utilities available

Core processes

Categoryra de G

Level - 5 Category - middle mgmt. Grade - 2 Job - sales Position - genera