00 hris comprehensive

7/28/2019 00 HRIS Comprehensive

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INTRODUCTION TO HUMAN

CAPITAL MANAGEMENT WITHHRIS

Session 2



HR Module

The HR application module

supports the businessactivities associated with

Personnel Administration

and Personnel Planning

and Development

HumanResources

2007



HR Applications

Organizational

Management

Personnel

Planning &

Development

Payroll

Accounting

Personnel

Management

Time

Management



Organizational Management

Organizational Management:

Object types

Reports

Personnel

Planning &

Development

PayrollAccounting

Personnel

ManagementTime

Management

Organizational

Management



OM Master Data Elements

Organizational

Unit(s) Assigned

Cost Center

Assigned

Qualification(s)

Assigned

Job

Assigned

Person(s)

Assigned

Position



Attributes of Positions (Example)

AlpharettaES

Cost Center:

5XXX000010

Mech. Eng

German

Business

Munich TradeFair

Milind SomanPerson ID: 12345

Assigned: 100%

8/6/07 – 12/31/07

Marketing

Executive

Position

Begin: 1/1/2006End: 12/31/9999



Organizational Management: Reports

The following are examples of OrganizationalManagement reports:

Organizational plan

Job index

Open Positions

Position Descriptions

Qualifications



Personnel Planning & Development

Personnel Development:

Qualifications and requirements

Career and succession plans

Reports

Organizational

Management

PayrollAccounting

Personnel

ManagementTime

Management

Personnel

Planning &

Development



Personnel Planning & Development:Personnel Development

Personnel Development enables a business to link current and future work requirements withemployees’ skills, qualifications, and preferences

2007



Personnel Planning & Development: Reports

Personnel Development Reports



Personnel Management

Personnel Management: Employee Master Data

Employee benefits

Employee separations

Information systems

Employee benefits

Reports

OrganizationalManagement

PersonnelPlanning &

Development

Payroll

Accounting

TimeManagement

Personnel

Management



Personnel Management: Reports

The following are examples of PersonnelManagement reports:

Master Data List report

Master Data Statistics report

Infotype log



Time Management

Time Management:

Work schedules

Time records

Attendance and absence records

Attendance and absence quotas

Error corrections

ReportsOrganizational

Management

Personnel

Planning &

Development

PayrollAccounting

Personnel

Management

Time

Management



Payroll Accounting

Payroll Accounting:

Gross payroll

Net payroll

Payroll Run Payroll Accounting Reports Organizational

Management

Personnel

Planning &

Development

Personnel

ManagementTime

Management

PayrollAccounting



Payroll Accounting

The Payroll Accounting application’s primary function is to compensate employees for completed

work

Net PaymentGross Deductions



30

Session 3

OrangeHRM

Project Overview



What is OrangeHRM?

Discover the automating power of Selenium

31

• OrangeHRM is an Open Source Project which is a web-basedproduct that resolves the management of Human Resources of acompany.

• OrangeHRM is developed as an Open Source Project andlicensed with GPL (General Public License).

•

You can download the latest source code, installation guide, anduser guide from the following URL:

http://www.orangehrm.com/download.php• OrangeHRM installation requires:

– Apache HTTP Server 1.3 or later

– MySQL 5.0 or later – PHP 5.1 or later

• A demo of OrangeHRM can be accessed via the below URL: – http://www.orangehrm.com/demo.shtml

http://www.orangehrm.com/download.php

http://www.orangehrm.com/demo.shtml







OrangeHRM – Login


32

User ID: demo

Password:demo



OrangeHRM - Features


33

The following modules are available in OrangeHRM:

• Administration Module (Admin)

• Personal Information Manager Module (PIM)

• Employee Self Service Module (ESS)• Reports Module

• Leave Module

•

Time and Attendance Module (Time)• Benefit Module

• Recruitment Module



OrangeHRM – Admin Module


34

The Admin module allows you to:

• Define Company Info (General Information, Company Structure, Locations)

• Define Job information (Job titles, Pay Grades,

Employment Statuses, EEO Job Categories)• Define Qualification Information (Education, Licenses)

• Define Skills (Skills, Languages)

• Define Memberships and Membership types

• Define Nationalities & Races• Define Users

• Configure and subscribe for E-mail Notifications



OrangeHRM – Admin Module


35

Admin Module



OrangeHRM – PIM Module


36

The Personal Information Manager Module allows you to provide:

• Personal information (Date of birth, SSN, nationality, ethnicrace etc.)

• Color picture

• Contact details• Emergency Contacts

• Dependents

• Immigration details (Passport & Visa info)

•

Job information• Payment details (Pay Grade & Salary)

• Employee reporting structure (Assign Supervisor)

• Work Experience





37

The Personal Information Manager Module allows youto provide:

• Education details

• Skills

• Assign Languages• Assign Licenses

• Assign Memberships

• Attachments

• Define employee id (which was previously auto generated)

• Display more employee details in the employee list

• Search with more fields





38

PIM Module



OrangeHRM – ESS Module


39

The Employee Self Service Module allows :

• Employees of the company with the ability to view and update personal information

• The functionality of this module spans throughthe entire system, making information availableanywhere, anytime.

• All information is subject to company definedsecurity policy, where everyone can only view theinformation for what they are authorized to do.



OrangeHRM – ESS Module


40ESS Module



OrangeHRM – Reports Module


41

The Reports Module allows you to:• Define Reports

• View Reports

This feature produces customized reports according touser needs. Any number of reports can be defined by selecting from a range of search criteria and reportfields.

Report definitions can be saved to avoid repeatingthis task. Once the report definition is saved, thereport can be generated by providing the requiredcriteria data



OrangeHRM – Reports Module


42

Reports Module



OrangeHRM – Leave Module


43

The Leave Module allows you to:

• Define Leave Types

• View Leave Summary of all employees in one screen

•

Define Days-off (weekends and specific holidays)• Apply for and assign continuous leave

• Receive auto notification e-mails after performingleave related operations

• Caters for all application and approval processes andis able to display information on leave entitlement, balance, history etc



OrangeHRM – Leave Module


44

Leave Module



OrangeHRM – Time Module


45

The Time Module allows you to:

• Define employee timesheets

•

Print employee timesheets• Define work shifts

• Administration and management of

your own and your subordinates’timesheets

O HRM Ti M d l



46

Discoverthe

automatingpower of Selenium

OrangeHRM – Time ModuleTime Module



OrangeHRM – Benefits Module


47

The Benefits Module allows you to define:• Health Savings Plan

– Define HSP

– Employee HSP Summary

– HSP Payments Due

– HSP Expenditure

– HSP Request

• Payroll Schedule – Add Pay Period

– View Payroll Schedule

O HRM B fi M d l



48

Discoverthe


OrangeHRM – Benefits ModuleBenefits Module



OrangeHRM – Recruitment Module


49

The Benefits Module allows you to :

• Post the job vacancies

• View Applicants

• Schedule Interviews• View the history of events and their details

O HRM R it t M d l



50

Discoverthe


OrangeHRM – Recruitment ModuleRecruitment Module



OrangeHRM – Questions #1


55

1. You have been selected as a project lead to choosea HRMS system. But no requirements given. How do you plan to go about evaluation?

2. What are test scenarios? How do you convertthem into meaningful test cases?

3. Why do you need a test plan?

4. With whom do you need to review the test cases?



T H I S I S A P R A C T I C A L S E S S I O N

Session 4



You will require these credentials

URL: http://www.crmps.com/blt/index.php

User ID: admin

Password: b@$$erina13

http://www.crmps.com/blt/index.php

http://www.crmps.com/blt/index.php



What you have to do?

Go through this portal

Identify all the areas of HRIS we spoke about in thelast session. Map them with this.

Questions will be shown on the next slide, find outanswers



Questions

What is the Tax ID of this company? What are the three different locations of this company? Explain the Organization Structure. How many job titles are present? What is the JD of “Executive HR”? Mention any 4 What is the salary range for “Manager” grade? What are the three different employment status used in this company?

What do you mean by “Job categories”? How many skills are mentioned in “Skills Inventory”? What is meant by “Custom Fields”? Generate a sample PIM report? Can you modify? What are the different leave types? How is it ensured that male members will not be able to avail maternity leave? How many vacancies are available? What are the KPI for “Manager HR”? Mention any 4 Add-on modules of OrangeHRMS



O R A N G E H R M S

Session 5



Company Structure



Step 1

Enter the company details

Create User (admin user) use your name

Create Job specifications

These are the levels that you will create Leadership

Senior Management

Managerial

Executive and Clerical

Contract Employees



Step 2

Create Job Titles While creating this you may also create first “Pay Grades”

Pay grades would be L (55l to 65l), SM (40l to 50l), M (20l to 30l) E (5l to8l)

Job Titles would be CEO, Different GMs, Manager, Asst.Manager, Executives, Clerks and Contract Employees

Choose appropriate Job Specification abd Salary band

Provide Job Description

Create a new employment status and/or modify To do: Create company structure, Location and Company

Property



Step 3

Add qualifications as appropriate

Add licenses such as CA, ICWA etc

Identify some of the skills required and fill up the

data (such as negotiation, relations etc) Add languages such as English/ Hindi etc

In this tutorial we will not use nationality/race andmemberships



Step 4

Add a couple of fictitious customers

Add a project associated with customers

If any of your projects have any well defined steps of

activities then they may also be added



Step 5

Populating Data or Importing You may use following method to import data in HRMS,

alternatively, populate the data as mentioned in theorganization chart

To import employee data in the system, you need to define theimport method first

Select “Define Custom Import” and choose following fields: Lastname, firstname, Homephone, Mobilephone, workemail, street1,

street2, city, state, zip, gender in this precise order

Save this by giving an appropriate name

Create a CSV file with all these details Import the data

Assign or change appropriate parameters



Step 6

Creating Custom Fields Create a Custom field with a drop down menu for “Harassment

Training”. The drop down menu should have Yes and Nooption



End of Tutorial One



W I T H T H E A V A I L A B L E D A T A C R E A T E A D E M OH R I S F O R C O O L C O L O R S P V T . L T D

Session 6, 7 and 8



Session 9



Performance Management System

Study the case given for PMS

Follow the instructions given in the document togenerate PMS for this company.



R E C R U I T M E N T A N D S E L E C T I O N

Session 11



Creating a Portal

You will create a recruitment and selection portal inthis exercise.

Follow these steps: Identify any 5 vacancies

Identify person specifications

Generate these vacancies on the portal

Ask your colleagues to visit the portal and respond for thesepositions

Once they respond, follow through the selection process of short listing, interview 1, interview 2 and job offer etc



C A S E S T U D Y O F U S I N G A H P F O R S U C C E S S I O NP L A N N I N G

Session 12 and 13



H R I S P L A N N I N G

Session 14, 15



Outline of this lesson76

Introduce HRIS Planning

Identify Key Steps in the Planning Process

D l i HRIS Pl i d



77

Developing an HRIS: Planning andHRIS Development Project

Planning

Design

Analysis

Implementation

Maintenance



Planning78

Information Planning Systems Investigation



HR Information Planning79

Development of long-range strategy

Better utilization of HR/IS resources

Better performance of HR functions



HR Information Planning Steps80

Develop overall objectives

Identify HRIS project(s)

Set priorities and select projects

Analyze resource requirements

Set schedule and deadlines

Develop the HRIS plan



HRIS Plan: Deliverable81

Executive Summary

General Conclusions Overall Objectives

Analysis of Existing/Future HRIS

Projects

Project Selection

Schedules & Deadlines



HR Systems Investigation82

What problems might a new or enhanced HRIS solve? What opportunities might a new or enhanced HRIS

provide?

What new hardware, software, personnel, databases, or

procedures will improve an existing system, or are neededin a new system?

What are the potential costs?

What are the associated risks?

i i



Investigation Steps83

Form an Investigation Team Strategic Planning/Environmental Assessment

Feasibility Analysis

Goals for System Development/Critical SuccessFactors

Systems Investigation Report

Top Management Sign-off

l i i i



Selecting an Investigation Team84

HR personnel IS personnel

Users

Consultants Top management

Systems Model of Organizational Functioning:



Systems Model of Organizational Functioning: Aligning Strategies

85

External EnvironmentGovernment, Technology, Labor Market, Societal Concerns,Competition, HR State of Art

Org’l Goals

Productivity

Services

Profit

ROI

Morale

HR Mgt System

HR Functions

HRIS

Strategic MgtSystem

Feedback

Environments of Organizations



Environments of Organizations

86

External:Socio-Economic

External:Task

Internal:Company

Socio-Economic Environment: Social



Socio-Economic Environment: Social

87

Demographic changes Increasing cultural diversity

Changing work ethic, values

Crisis in training Life style issues

Socio Economic Environment: Economic



88

Socio-Economic Environment: Economic

Downsizing

Business cycles

Job gains and losses High-tech economy

Shift to service from manufacturing

Health care cost explosion

Tax rate, inflation, falling real wages

Socio Economic Environment: Political



89

Socio-Economic Environment: Political

Governmental regulations

Infra-structure

Democratic reforms

European Community, NAFTA, explosion of free-market in southern China.

Socio-Economic Environment: Legal



90

Socio-Economic Environment: Legal

Customer protection

Employee protection

Company protection Litigious society

Anti-trust regulation

Task Environment



91

Task Environment

Global Competition

Local, Regional,National

Competition Industry changes

Suppliers

Customers

Company Environment



92

Company Environment

Employees

Management

Unions

Organizing

Productivity

Total Quality Management (TQM)

Quality of Work Life (QWL)

Creating a Competitive Advantage: SomeE l



Examples93

Enhance existing products and services Develop new products and services

Change the existing industry and its characteristics

Create new industries or markets

Keys to Sustaining Competitive



94

Keys to Sustaining Competitive Advantage

Valuable?

Rare?

Imperfectly imitable? Non-substitutable

Is the resource...

Justif ing an HRIS: Feasibilit



Justifying an HRIS: Feasibility 95

What problems will automation eliminate or reduce? How much will automation/HRIS cost?

What benefits can we expect?

What level of computer expertise exists in the HR dept.

Justifying an HRIS: Feasibility



Justifying an HRIS: Feasibility 96

Technical Feasibility Economic Feasibility

Operational Feasibility

Schedule Feasibility

HRIS Enhances Productivity



97

HRIS Enhances Productivity

Increases work force quality More appropriate hiring, better T&D, improved retention of

desired employees

Controls expenses

More thorough salary/benefits administration tracking &analysis, training & development, ad hoc reports for queries,more user independence

Eases regulatory

compliance



S E S S I O N 1 7 A N D 1 8

Project Planning

00 hris comprehensive

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