Post on 21-Jan-2016
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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
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
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
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 System Performance Management System ModelModel
Performance PlanningEstablish and define Key responsibilities Objectives Expected outcomes Priorities Behavioral factors
Performance MonitoringTimely, 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
Development & Follow Up Identify interests and needs to
enhance performance Establish training plan Review job description Identify new challenges
CASE – I: GAMMON INDIA LIMITED CASE – I: GAMMON INDIA LIMITED
Process of Performance Appraisal Process of Performance Appraisal SystemSystem
Individual Development Plan
Career Advancement Potential
Final Rating by Reviewer
Assessment by Moderation Committee
Final Results of Performance Appraisal
Start
Step 1- Identification of Category
1. LEVEL A 2. LEVEL B 3. LEVEL C 4. LEVEL D
Probation Period Appraisal
Initialization of Performance Appraisal Process—Notice to all departments at
HO and Sites
Check for applicability(Applicable or Not-Applicable)
Employees joining before 30th
September
Yes
No
P
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Pre- Appraisal Meetings
Step 2- Self-Appraisal
Step 3- Appraisal by Appraiser
Step 4- Appraisal by Reviewer
Calculation of overall ratings of the employee
Assessment by the Moderation Committee
Review by the Accepting Committee
Decisions to be taken on increments, incentives and
Promotions.
Conveyance of Results
Implementation of Results
P
R
O
C
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OVERALL ASSESSMENT OVERALL ASSESSMENT SCORESCORE
Overall rating is to be filled by the appraiser and reviewed by the reviewer.
Rating scales have been developed in descending order as follows
Overall Assessment Score Corresponding response description
5 Exceptional Achiever
4 High Achiever
3 Consistent Contributor
2 Average Performer
1 Under Achiever
ConclusionConclusion
o Traditional – Typical Paper-Pencil approach.
o Data cannot be used for further processing.
o Not integrated real time to other functions such as
Training/Finance.
o Overall the process just looks as a formality.
CASE – II: L&T and PACECASE – II: L&T and PACE
JOURNEY: PACE s/w was started in 1997. It goes through yearly improvement. It helps in better alignment.
The system that has been developed currently facilitates the following:
Performance Planning (PP)
Performance Oriented Development Plan (PODP)
Performance Appraisal (PA)
Moderation
Performance Feedback
Online Performance Management System Online Performance Management System (PMS)(PMS)
Online Performance appraisal Online Performance appraisal SystemSystem
Performance PlanPerformance Plan
Review by IS (Performance Plan)Review by IS (Performance Plan)
Performance oriented development Performance oriented development plan (PODP)plan (PODP)
Annual Performance AppraisalAnnual Performance Appraisal
ReportinReportingg
• Bell curve distribution is as per the Industry average
• Bell curve reflects Overall company’s growthPMSrating
1 2 3 4 5 6 7 8
Expected % age
5% 10% 15% 20% 20% 15% 10% 5%
Pros & ConsPros & 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 organizationOrganization Wide view missing.Difficulty in querying and reportingRedundant data
ERP case: Atlantic Manufacturing
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
What are the benefits of automated time and attendance records?
What advantages might accrue to employees using these systems?
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
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
ERP systems include HR modules that offer records management, benefits administration, and payroll Offer integrated operational and strategic level
controls Scalable and very flexible