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HR (Functional Presentation)

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.
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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Published by: api-3826900 on Oct 18, 2008
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Ramco Human Resources

Ramco e.Applications
Ramco 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 Resources
Personnel Benefits Training Payroll Kiosk HR Analyst

Sales Forecast & Analysis Sales Order Shipping

Sales

Logistics

Statistical Process Control & Statistical Quality Control

SPC/SQC

Plant

Process Production
Modeling Planning Scheduling Plant Operations

Discrete Production
Product Definition Planning & Execution Engg. Change Control

Equipment Maintenance Operations

Maintenance

Report Writer, DCube, Application Configurator, Workflow
2

Tools

Ramco e.Applications
Ramco 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 Resources
Statistical Process Control & Statistical Quality Control

Human Resources
Personnel Benefits Training Payroll Kiosk HR Analyst

Sales Forecast & Analysis Sales Order Shipping

Sales

Logistics

SPC/SQC

Plant

Process Production
Modeling Planning Scheduling Plant Operations

Discrete Production
Product Definition Planning & Execution Engg. Change Control

Equipment Maintenance Operations

Maintenance

Report Writer, DCube, Application Configurator, Workflow
3

Tools

Roadmap
Benefits Integration

Key features

Core concepts

Core processes

Advantages

4

Ramco Human Resources
Comprehensive 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 requirements
5

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 processes
6

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 organization
Location 1 Organization Function 2 Location 2

Function 1

(Department)

Core concepts

Position
(Designation)

Level

Job 1

Job 2

Category
e rad G

Requirements

lar Sa

y

a Sc

le

Layering for enrichment

Four concepts, three dimensions
9

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 another
10

Define core competencies
Skills
 Team building

Position

Competency model Skill ratio

Manager

Skills possessed Skills required

Function-position
 Team building  Target

Core concepts

monitoring

Manager Sales

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

 Team building  Target

Employee assignment

monitoring  Channel management

Manager Sales Project 1

Defining

Evaluating
11

Define core competencies...
Skills Employees with requisite skills

Filter based on
Quantitative

Qualification

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

Core concepts

Negotiation

Prev. experience
Languages known  French  German  Spanish

Analytical

Others

12

Payroll and tax
Payset
Workers Manager

Payroll
Regular payroll Overtime payroll

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

Core concepts

Earnings and deductions
Basic DA HRA Incentive Bonus Reimbursement Income tax Loan deduction

Employee specific values or formulae override payset level definitions
13

Course hierarchy
Program 1
Module1 Module 2

Training

Program 2

Module 3

Module 4

Modules
Course 1 Course 2 Course 3

Core concepts

Courses

Infrastructure
Internal

Faculty Tech. Gen. Mgmt. Tina Dave Keith

Faculty

External

Skill match

14

Core processes
Planning processes
   

Personnel requirement Succession planning Compensation planning Career planning Applicant tracking

Hire process

Personal details Employment and compensation Time management
15

Core processes...
Leave and attendance processing Appraisal Training Payroll process and tax Increments and arrears Reimbursements Other processes
16

Personnel requirement planning
Organization
200 people

Location 1
100 people

Location 2
100 people

Core processes

Function 1
60 people

40 people

Function 2 Position

Salary budget Position 1 - 25 Position 2 - 15

G

d ra

e

Category
17

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 structure
18

Succession planning
Can be performed for
 

A concept (function-position combination) An employee

System suggests possible incumbents on the basis of
Core processes
 

Skills Potential appraisal
FunctionPosition 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 planning
Plan salaries for a concept (location, function, position), or an employee and sum up totals Base your plan on projected personnel requirement Impact analysis
Appraisal External equity Compensation planning Other factors
21

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 formula
22

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 employee’s 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 • Date
25

Applicant tracking
Hire 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 entry
26

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 automatically
27

Core processes

Personal details
Capture 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

1990
Years

2000

Employee’s personal details consists information of age, weight ...

28

Employment and compensation
Record
Primary Sales Secondary Marketing
  

Concept and dimensions Base compensation Supervisor(s) Succession planning Changes in structure View job requirements View career movement Post future transactions
29

Level

Utilities available

Core processes

Category
ra de G

 

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

Analysis
  

Time management
Company calendar definition Company
Day type Company calendar conditions

Holiday master
Resource conditions

Shift

Resource calendar

Core processes

Employee pattern matching
Employee Pattern Time deviations Employee time-table Leave & attendance Employee replacement Shift deviations
30

Time management...
Attach resource calendars to the company calendar Define length of day, week and month Use ARS interface Leave data is automatically mapped on to the employee calendar View employee availability status by clicking on any day on an employee calendar
31

Core processes

Time management...

Core processes

Replace absent employees Over-time processing Rule-based calculations for payment

32

Leave management
Leave calendar Leave type Business rules  Eligibility  Carry over

Leave application Leave authorization/ cancellation Leave confirmation

Kiosk Employee calendar Leave encashment Payroll
33

Core processes

Entitlement

Leave balance Year end processing

Leave adjustment

Leave management...
Define unlimited leave types and build rules (for a category / grade combination) Flag leave type properties Entitlement in bulk or by employee Post leave details in three stages: application, authorization, confirmation (workflow enabled) Leave / attendance information feeds into the employee calendar
34

Core processes

Attendance
ARS Timetable Employee in& out Direct entry Leave

Rule-based shift timing

Rule-based
Employee attendance

Core processes

Download ARS

Financial posting

Employee CC attendance

Payroll process

Attendance type

35

Attendance...
Define attendance types and attach a period unit (basis for payroll computation) Elements are mapped to attendance type Attendance entry can be
Core processes
  

ARS based Formula based Direct entry

Attendance feeds to time management
36

Appraisal
Panel / employee

Leads to Overall rating and counseling Appreciation letter Career plan

Functional / team appraisal

Appraisal

KPAs
Orders

Core processes

booked New business Quality

Promotion

Potential appraisal 360º appraisal

Transfer

Employee appraisal

Awards
37

Appraisal...
Conduct regular or ad hoc appraisals Include self appraisal in overall rating Rating can be manual or automatic Override system in performance rating Identify training needs in the process Confirm, promote, transfer or reward employees 360º appraisal
Appraisal engine is thus a decision support tool for salary and succession planning
38

Core processes

360o appraisal
Include self appraisal in overall rating Each appraiser can have their own KRA and weights Each appraiser’s opinion can be weighted to arrive at final appraisal rating

Head of division

Boss

Core processes

Peer

Employee

Subordinate

39

Training
Training calendar Kiosk
Employe Assig Assig Assign n2 n1 3 e Ted Dana Keith

Skill gaps

Appraisal

Core processes

Training needs

Training course

Employee

Team

Function Training enrollment

Profile update

Training performance

Attendance
40

Training...
Initiated by an appraisal Define training environment
 

Core processes

 

Program, courses and modules Training calendar Book venue and infrastructure Map faculty to training programs Pre-requisites Business rules
41

Determine employee eligibility through
 

Training...
Capture attendance and feedback information Rate performance by attaching weights to

Core processes

 

Attendance Test result Participation

Update employee skills Training cost can be itemized and absorbed by the appropriate cost center
42

Training calendar

Scheduling tool

Core processes

Schedule program, modules and courses with respect to dates and sessions Manage faculty, sessions, venues and dates

Generates training number Checks to eliminate clashing schedules

43

Payroll
Taxes Attendance verification Salary payment Reimbursements History

Payroll payset map

Core processes

Payset employee map Salary payment method Userdefined

Payroll readiness

Payroll processing

GL posting

Assets, loans & funds

•Payroll master •Period unit •Payset •Process period

Element exceptions
44

Payroll definition
Configure payroll to your region Define paysets, e.g managers, workers Define elements: earnings & deductions Attach elements to paysets Attach employees to paysets Provide processing priorities to elements Attach different attendance types to different elements Reimbursements / increments / arrears are handled as additional pay elements
45

Core processes

Payroll processing
Perform payroll readiness check
  

Authorize attendance records Specify salary payment method User-defined checks

Core processes

Pay processed in two steps Pay can be processed for a range of employees in a payset Handles element exceptions Additional security provided
46

Tax
Payroll processing Payroll history Perks & other earnings

Tax rules
 Taxable income  Check perks  Include investments  Refer tax slabs

Employee tax planner
Period Tax to be Tax deducted deducted

Core processes

01 02

2000 3500

2000 3500

Investment groups Investment item Employee investment

 ….

Additional information

Tax processing
47

Tax
Treat deduction due to investments separately and specify
 

Percentage for tax rebate Maximum amount permissible in that level

Core processes

Define tax components, e.g perks Tax rules executed in a sequence Tax planning caters to apportionment of tax to be deducted
A tax system that can accommodate any regional variation
48

Increments
Payroll payset

Increments

Employee exceptions Element exceptions

Increment

Core processes

Scale ‘x’ times Percentage 15% of ‘x’

Non-scale 40% Basic + 15% HRA 4000/-

49

Increments...
Define scale and non-scale increments Processed for a payroll / payset and category / grade combination Scale increments are applied ‘x’ number of times to reach the new pay level Non-scale increments can be a flat number, formula, or a percentage of the original Process for specific employees also
50

Core processes

Arrears
Payset element map

Formula & payset payroll element period

Arrears element filter & details Arrears payroll details

Employee arrears

Recurring element

Formula

Arrears payroll

Core processes

Processing
Non-recurring element

Formula Employee validation

Employee details

Arrears exclude

Employee payset mapping

Employee validation

Employee assignment

51

Arrears...
Process arrears as one pay element or otherwise Arrears are processed for payroll payset combination in a category and grade Employee exceptions can be specified Include new elements in retrospect Attach any elements to past attendance records Unlimited process periods for arrears processing
52

Core processes

Reimbursements
Payroll Employee Reimbursements
Reimbursement group General

Eligibilit y rules

Cash

Bank

Core processes

Reimbursement item

Reimbursement type

 Limit

per claim  Sanction (%)  Carry forward (Y/N)  Without proof (Y/N)  Eligibility limit

Claim

Reimbursement item Fuel
53

Reimbursements...
Two level classification provided Item rules

Define eligibility limits, carry forward limit, limit per claim, sanction percentage, carry forward permission, with or without bill rules

Core processes

Supports currency and other UOM Eligibility rules

Define separately for employees and their dependents

Additional security Prorata eligibility
54

Other processes
Loans and funds

Core processes

Business rule-based eligibility and parameter calculation Deduct payments automatically through Payroll Post components of payment separately to Payroll and General Ledger

Asset management Grievances and disciplinary action Employee exit
55

Key features
Rule-based processing enables

Organization policies modeling, by controlling the process output Customization down to the employee level

Comprehensive personnel management from recruitment till exit Meets all statutory requirements Internet enabled transactions
56

Key features...
Personnel Payroll Training Kiosk - Interactive communication network HR Analyst - Executive information system

57

Internet enabled transactions

Key features

Leave application and sanction Training request, course inquiry and sponsorship Resume entry and status Reimbursement claims

58

Personnel
Breadth of functionality Organization structure definition Reporting hierarchy User friendly planning tools

Key features

Salary planning Manpower planning

Extensive search facility for career planning, succession planning... Detailed information capture
59

Personnel...

Key features

Online lookups and querying Comprehensive rule building feature at relevant places, e.g leave / loan eligibility... Bulk entitlement feature, e.g leave Comprehensive database of resumes and skills within the organization
60

Personnel...

Key features

Online integration with Payroll for awards, leave encashment, loan deduction… Integration with benefits for COBRA initiation Supports OSHA 360o appraisal

61

Payroll
Configurable payroll Category specific payroll definition Multiple payrolls with corresponding frequencies Employee can be attached to multiple payrolls Interfaces with ARS Ease of arrears processing Complete final settlement report Rule-based tax module
62

Key features

Training
Track training requirements Plan and budget training programs Maintain wait-lists and automatically enroll employees Reschedule courses, faculty and enrollees Monitor course evaluation Feedback mechanism for skill updation Distribution of training costs Interface with Kiosk and appraisal
63

Key features

Kiosk
Communication interface
 

Between employees Outside world and the organization

Optimizes interaction between HR and employee through
 

   

Bulletin board Bazaar Job postings Leave application Training course requests Facility to record changes in personal details by the employee directly

Key features

64

Kiosk...
Bulletin board

Ramco Kiosk

User security profile

Kiosk station setup & admin.

Place of work

User details Permission s

Bazaar

Key features

Job posting

Personal Leave information application

Event enrollment

Grievance Visitor management information

Survey
65

HR Analyst
EIS reporter that allows you to

Consolidate HR information across all locations for decision support Analyze information on
  

Key features

 

Information at Track important parameters your finger tips in the organization by defining key indicators Pin point problem areas through drill down Obtain lateral information during drill down
66

Demography Turnover Leave...

Ramco Human Resources

Integration

Resource loading details to Maintenance and Production Control employee access to Logistics and Production Payroll interface with Cash Flow Increments posted from Sales Forecast and Analysis into Payroll

67

Ramco Human Resources...

Sales Order

Ramco Human Resources

Inventory

Shipping

Purchasing

Integration

Sales Forecast & Analysis

Production

Accounts Receivable General Ledger Cash Flow Management Accounting

Maintenance

68

Ramco Human Resources
Automation of HR processes

HR executives can focus on human resource management and policy making

Benefits

Decision support tools ensures rapid response Consistency of information based on pre-defined rules Organization efficiency increases due to utilities like Kiosk
69

Ramco Human Resources...

A comprehensive payroll system that obviates the need for external agency services Rate external recruitment agencies

Compare referred vs. selected

Benefits

HR Analyst can serve as an alert to focus attention on concern areas

70

Roadmap
Benefits Integration

Key features

Core concepts

Core processes

Advantages

71

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