the information super highway4

7/28/2019 The Information Super Highway4

1/10

The Human Resource Management System

Information to unleash your workforce

Presented by

HumanResources


2/10

Agenda

Scene setting - Preamble

HRMS Progress to date

Our plan for Year 2005

Our outlook for 2006

Support requested from GM


3/10

To build the MOST

SUCCESSFUL,

MOST

RESPECTED,

MOST

PROFITABLE bestin Class Beverage

Company

in the Middle East

Implement professional Human

Resources (HR) practices that

encourages performance and

learning.

Respect all employees and applicants irrespective

of their hierarchy and nationality base.

Mimimizing Paper in the

working environment

Enhance employee motivation by

developing and implementingbest in class and innovative HR

practices

Attract and retain talent to the

organization.

To provide

information for

decision making

Continuously and proactively improve our processes,

policies, practices and procedures that is perceived to befair, equitable and transparent by the employees and the

organization at large.

Create, develop, implement and administer our

employees and services in a way that will add

value and motivate high-performing

employees.


4/10

The Horizon of HRMS

HRMS

Policies and Procedures

Employee File System

Supportive projects

Project Control

Where were we?

Where we are now?

Where we will be?

File system depend

on nationality,papers ordered on

stack basis

Period check to review file

integrity

Send for regular update

Get update from recruitment

and leave applications

Embed an audit mechanism

Building

evaluation

criteria

Provide timely process and

technology training to HR

Provide business analysis

for new challenging

measures once the original

have been reached.

Double Data Entry for

Legacy and Oracle

system

Oracle Payroll Franchise Standardization

Oracle Recruitment Setup

HRMS Reporting mechanism in place

HR personnel trained and competent to use the

system

HR Manual

Taking HR manual ,HR Helpdesk,HRMS automation process,

international best practices

To PLAN AND FLOWCHART Ideal

automated system

Compensation and Benefits Setup Ten HR reports to be generated

Commission computation

Training Admin

i Recruitment web site

Organization Manpower planning

and intelligence

Presenting HR

Helpdesk

technical

options and

presentation

Files are ordered by Employee

Number/ color coded by

department and structured on

category basis

All files are fed into the system

Flow chart implemented and

new measures are to put in

place to improve

Aligning P&P with newmodules

BSD control setup

HRMS Controlhandling

HRMS + Payroll are

handling thesystem

Each HR Function is

covered by its

department

2003

Past

Present

Dec 2005

Future


5/10

HRMS Solution Architecture

Policies and procedures

Employee Physical File HandlingBusiness

Intelligence

External

Connectors

Data Foundation

Employee Personal & Payroll Information Database Foundation

Qualification

and Training

Contact

details

Salary History Work

incidents

Medical

History

Local CV

bank

Vacations &

business trips

Rewards andDisc. actions


6/10

Policies and procedures


Employee Physical File HandlingBusiness

Intelligence

External

Connectors

Solution Architecture

Replace re-sort Reorder Simplify

Converted the

contents of the files

from hanging files

)stacked) to box files

(categories)

Re-

section

Created sections to

similar category docs

Changed the sorting

system from

nationality to employee

numbers

Established a system

to contain current

employees only in

sequential and

departmental colorcode

Review

Using employee

number, files can be

called using helpers

and easily be

maintained

Three review

operations took place

to validate the integrity

of the system

HR Manual Bestpractices

Policy

enforcementTracking Flowcharted BP

International

methodology

Process

decentralization

Rules

Roles

Notification

Routes/workflows

Performance

(HRHD)

Follow up Audit Trail

Alerts

Some Policies are

fed into the system

Faster response

Better interactive updates

Performance management

Better system improvement


Knowledge Base / Information Repository

Qualificationand Training

Contactdetails

Salary History Workincidents

MedicalHistory

Local CVbank

Vacations &business trips

Rewards andDisc. actions
http://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/Drafted%20Workflow%20v3.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/Drafted%20Workflow%20v3.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/Drafted%20Workflow%20v3.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/Drafted%20Workflow%20v3.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/Drafted%20Workflow%20v3.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/Drafted%20Workflow%20v3.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/Drafted%20Workflow%20v3.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/Drafted%20Workflow%20v3.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/Drafted%20Workflow%20v3.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/Drafted%20Workflow%20v3.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/Drafted%20Workflow%20v3.ppthttp://localhost/var/www/apps/conversion/tmp/scratch_4/HRMS%20Chart%20Modied.ppt


7/10

Human ResourcesPayroll

Self-Service HRTraining Administration

iRecruitmentTime and Labor

Advanced BenefitsOracle iLearningHR Intelligence

Develop

Market

SellOrderPlan

Procure

Make

Fulfill

ServiceMaintain

Finance

HR Projects

All Product,

Customer,

& employee

Information

Use best Enterprise resource planning to unleash your workforce


8/10

What help we need to achieve

HR Manual is not approved

HRMS should be managed by BSD

HR reports are requested from BSD

BS and Finance have the ability tosee Payroll confidential data

HR request BSD to grant access toHRMS for HR employees

Employee documents are notscanned

HR experience huge delay in gettingan email or a PC for a new employeewhich greatly delays work

Quick pay is used frequently to solvework around solution

HR policies and procedures will be fed inthe system and will bein place

HRMS should be managed by HR

HRMS team should be fully enabled todeliver reports and customize forms with

direct access to the system Using segregation of duties, HRMS should

be enabled that no one can see HRconfidential HR information but HRapproved personnel to specific fields

HR know workforce reporting requirementsbest, it should not request BSD to provideaccess to one of its departments

Scanner is requested to archive allpassports, iqamas and driving licenses

A service contract to deliver PCs and emailrequest should be provided

All pay related processes should be part ofa complete policy, no quick pay should beencouraged

Current State Future State


9/10

BSD should provide technical platform support to

HRMS who carry out the HR mission

Taken from http://www.recruitmax.com/


10/10

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