Hr erp p erformance m anagement m odule
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HR ERP : P erformance M anagement M ODULE. G roup III N ilesh Jain (26) F azeel Kazi (29) P rashant Kokare (31) S umeet Kudal (32) A jay Patel (62) Milind Walke (65). HR ERP – An Intro. Human Resources is a fundamental part of the scheme of every successful enterprise,

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HR ERP : P erformance M anagement M ODULE

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Hr erp p erformance m anagement m odule

HR ERP : Performance Management MODULE

Group III

Nilesh Jain (26)

Fazeel Kazi (29)

Prashant Kokare (31)

Sumeet Kudal (32)

Ajay Patel (62)

Milind Walke (65)


Hr erp an intro

HR ERP – An Intro

  • Human Resources is a fundamental part of the scheme of every successful enterprise,

  • as the information received by this area needs to have a continuous follow-up and correct evaluation for the professional development and the social welfare of the workers.


Hr erp the need

HR ERP – The need

  • However, due to the large quantity of information that is handled in this area, the job is becoming more difficult everyday.

  • ERP is represented like a useful tool to help and orient the users to focus their work in the direct relationship with the staff, and to link the personal skills and aspirations of the personnel related to the objectives and goals of the company.


Various modules of a typical erp

Various Modules of a Typical ERP

  • Enterprise planning (Defn. job reqs.)

  • Staff selection process

  • Employee record management

  • Payroll management

  • Performance Management

  • Learning & Development

  • Reporting

  • Employee Self Service

  • Manager Self Service


Performance management

Performance Management


Performance management system model

Performance Management System Model

  • Performance Planning

  • Establish and define

  • Key responsibilities

  • Objectives

  • Expected outcomes

  • Priorities

  • Behavioral factors

  • Development & Follow Up

  • Identify interests and needs to enhance performance

  • Establish training plan

  • Review job description

  • Identify new challenges

  • Performance Monitoring

  • Timely, relevant feedback

  • Maintain log

  • Mid-Year review

  • Refine responsibilities/objectives

  • Revisit priorities

  • Performance Appraisal

  • Compile/review data

  • Request self-appraisal

  • Prepare draft appraisal

  • Review with next-level supervisor

  • Finalize appraisal

  • Meet with employee


Case i gammon india limited

CASE – I: GAMMON INDIA LIMITED


Process of performance appraisal system

Process of Performance Appraisal System

Individual Development Plan

Career Advancement Potential

Final Rating by Reviewer

Assessment by Moderation Committee

Final Results of Performance Appraisal


Hr erp p erformance m anagement m odule

Start

Initialization of Performance Appraisal Process—Notice to all departments at HO and Sites

Check for applicability

(Applicable or Not-Applicable)

P

R

O

C

E

S

S

Employees joining before 30th September

No

Probation Period Appraisal

Yes

Step 1- Identification of Category

1. LEVEL A

2. LEVEL B

3. LEVEL C

4. LEVEL D


Hr erp p erformance m anagement m odule

Pre- Appraisal Meetings

Step 2- Self-Appraisal

Step 3- Appraisal by Appraiser

P

R

O

C

E

S

S

Step 4- Appraisal by Reviewer

Calculation of overall ratings of the employee

Review by the Accepting Committee

Assessment by the Moderation Committee

Decisions to be taken on increments, incentives and Promotions.

Conveyance of Results

Implementation of Results


Overall assessment score

OVERALL ASSESSMENT SCORE

  • Overall rating is to be filled by the appraiser and reviewed by the reviewer.

  • Rating scales have been developed in descending order as follows


Conclusion

Conclusion

Traditional – Typical Paper-Pencil approach.

Data cannot be used for further processing.

Not integrated real time to other functions such as

Training/Finance.

Overall the process just looks as a formality.


Case ii l t and pace

CASE – II: L&T and PACE

JOURNEY: PACE s/w was started in 1997. It goes through yearly improvement. It helps in better alignment.


Online performance management system pms

Online Performance Management System (PMS)

  • The system that has been developed currently facilitates the following:

  • Performance Planning (PP)

  • Performance Oriented Development Plan (PODP)

  • Performance Appraisal (PA)

  • Moderation

  • Performance Feedback


Hr erp p erformance m anagement m odule

Online Performance appraisal System


Hr erp p erformance m anagement m odule

Performance Plan


Hr erp p erformance m anagement m odule

Review by IS (Performance Plan)


Hr erp p erformance m anagement m odule

Performance oriented development plan (PODP)


Hr erp p erformance m anagement m odule

Annual Performance Appraisal


Hr erp p erformance m anagement m odule

Reporting

  • Bell curve distribution is as per the Industry average

  • Bell curve reflects Overall company’s growth


Pros cons

Pros & Cons

Working software in place – some seriousness in impl.

Online – ease of track and access.

The process brings in more involvement.

Not linked to other functions of organization

Organization Wide view missing.

Difficulty in querying and reporting

Redundant data


Erp case atlantic manufacturing

ERP case: Atlantic Manufacturing


General features

General Features

  • HR information enables management of diverse workforce

  • Supports managerial decision making through query and reporting tools

  • Operational level controls

    • Maintain and update employee files

    • Job analysis files

    • Design files

    • Regulatory files

    • Skills inventory files

  • Strategic level controls

    • Human capital inventory for tracking employees

    • Position control linked to budgeting

    • Labor/management relationships

    • Business intelligence tools for predicting trends

  • Module integration is significant benefit


Employees performance issues

Employees’ Performance Issues

  • What are the benefits of automated time and attendance records?

  • What advantages might accrue to employees using these systems?


Tracking employees performance

Tracking Employees’ Performance

  • Employees’ attendance, time at work, and skill levels

    • Most companies uncertain

    • If tracked, usually manual

    • Records usually neglected

    • Often piece-meal, no end-to-end solution

  • Benefits of automating

    • Eliminates manual process

      • Time-consuming

      • Error-prone

      • Better analysis

      • More control


Advantages

Advantages

  • Uses Workbrain Inc.’s ERM3, SAP financial applications, and PeopleSoft payroll processing

    • Web-based employee-relationship management software

      • Optimized scheduling and tracking of employees

      • Interfaces with PeopleSoft applications

    • Time- and labor-management

    • Accessible from web, phone, badge terminals

    • Information available in real-time

      • Allows for quick staffing adjustments

    • Financial benefits to employees, company


Summary

Summary

  • ERP systems include HR modules that offer records management, benefits administration, and payroll

    • Offer integrated operational and strategic level controls

    • Scalable and very flexible


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