gr 6, select any is and explore related technologies used by it

• Arslan Akram• (1027)

• Danish Farid• (1028)

• Mufeed Abbas• (1026)

• Iqra Rasheed• (1015)

• Aqsa Naz• (1030)

1

BS(HON’S) INFORMATION TECHNOLOGY(MORNING)SEMESTER-II(GROUP#6)

UNIVERSITY OF EDUCATION, LAHORE

(OKARA-CAMPUS)

HRIS and its ExamplesSubmitted By:

Submitted To:Mr. Inam_ul_Haq

Lecturer of Computer ScienceM.S.C Comupter Science

Select an IS and Explore Related Technologies

2

OUTLINE

• What is human resource information..?• Concept of (HRIS)• Functions of (HRIS)• Scope and usage of HRIS• Types

Operational Tactical Strategic

• Application softwareSap with Details What is Sap?Modules of SapFunctional parts of SapWorking

• Reference


3

WHAT IS HRIS..? It defines as a computer base-application for

assembling and processing data related to HR Management functions.


HRIS CONCEPT

• Most efficient method of tracking employee details.

• To make the desired info available in the right form to the right person.

• Provides necessary securities and confidential of information.

• Supply the information at desirable cost

4Select an IS and Explore Related

Technologies

5

FUNCTIONS • Create and maintain employee record• Ensure legal compliance• Make plan for future HR requirements• Reduce the manual work• Assist manager by providing relevant data


6

SCOPE/AREA OF USAGE• Recruitment• Performance evaluation• Payroll• Training and development• Compensation and benefits• Personal self services


CONT…


Technologies


Technologies

9

EXPLANATION • Operational (HRIS) It provide data to support routine and

repetitive human decisions • Tactical (HRIS)

Supports management decisions emphasizing allocation of human resource

• Strategic (HRIS)Support top level managers to set goal and directions for organization



Technologies

SOFTWARE USED IN HRIS

• ABRA-HR

• ABS(atlas business solution)

• ORACLE-HRMS

• SAP-HR

• PEOPLESOFT

• SPECTRUM HR


11

WHAT IS SAP?

• SAP “System Application &Products” is the world largest

inter-enterprise software company and the world fourth

largest independent software supplier.

• It creates a common centralized data base for all the

applications running in an organization.

• The application has been assembled in such a versatile

way that it handles with entire functional department within

an organization.


12

( CONT….)

• Even major companies in the current picture

including MICROSOFT and IBM are using SAP’s

products to run their own businesses.

• 10 million users, 30,000 installation, 1000

partners, 21 industry solutions.

• Customers world wide, 95% of top 100 German

companies use SAP.


13

MODULES OF SAP

• Sales distribution – DS

• Product planning – PP

• Human resource – HR

• Material management – MM

• Finance and costing – FICO

• Business intelligence – BI

• Quality management – QM

• Plant management – PM

• ABAP Select an IS and Explore Related

Technologies14

Sub-modules in HR

Personnel Management

Personnel Administration

Recruitment

Personnel Development

Benefits Administration

Compensation Management

Personnel Cost Planning

HR Funds & Position Management

Management of Global Employees

Payroll

Training & Events Management

Organizational Management

Time Management

Shift Planning

Administration

Incentive Wages

Time Sheet

Travel Management


15

Personnel Administration

• Hire employees with or without integration to Recruitment and Organizational Management Component

• Central repository for employee master data which can be accessed by all other sub- modules of HR

• Other employee actions like transfer, promotion, confirmation, leaving etc.

• Automatic creation of employee actions using dynamic actions

• Integration with all other sub-modules of HR

• Employee self service to view / modify certain employee master data.


16

Personnel Development

• Development planning for individual position / employee as well as for a department

• Qualifications catalog – repository to store skill sets required and existing in the organization.

• Career planning of an employee considering criteria like qualifications, preferences of employee, potentials, designations and even dislikes

• Design predefined career paths which can also be used in individual’s career plan

• Profile matching with requirement

• Integration with training sub-module


17

Recruitment

• Web application for employment opportunities with application status check

• Employee self-service on employment opportunities with application status check for internal applicants

• Create and process vacancies with / without integration to organizational management

• Central repository for applicant master data

• Hold proposed pay-scale information for applicants

• Sequential follow up of applicant activities / automatic creation of applicant activities

• Bulk processing of applicant master data depending on applicant status

• SAP Business Workflow for recruitment processes

• Transfer applicant master data of selected applicants to employee master data in HR- PA administration as employee master data.

• Applicant correspondence by mail or letters

• Check for previous applicant

• Integration with HR-PA administration for internal applicants


18

Benefits Administration

• Benefits Enrollment & Administration

• Eligibility monitoring of employees for benefits enrollment

• Different benefit plans : enrollment to plans and termination

• Benefits – USA

• Benefits Asia

• Integration with SAP's international payroll module

• Cost Summary (employer and employee) of benefits enrollments

• Data transfer to service provider

• Standard Employee Self Service functionality for employees to enroll for benefit plans.


19

Personnel Cost Planning

• Planning and administration of personnel costs based on either projected pay, actual basic salary of employees or payroll results

• Planning with various scenarios and comparison between scenarios

• Integration with Controlling module of Accounting


20

• Model the functional and reporting structure of an enterprise in organizational management.

• Organizational Plan and Manpower plan with various Plan versions and statuses.

• Creation of vacancies in integration with PA - Recruitment module

• Graphical representation of Organizational structure

• Organizational reassignment of an employee.

• Integration with PA Personnel Administration, Personneldevelopment, Cost planning.

Organizational Management


21

Time Management

• Recording and maintaining of time data for an employee

• Interface with selected external time recording systems as well as flat file transfer, or manual time recording directly in system

• Processing attendance and absence data

• Shift Planning for organizational units considering employee preferences

• Calculation of incentive wages depending on time data entered for e.g. piecework wages and

time wages


22

Travel Management

• Travel Planning

• Trip Data

• Approval of Trips

• Accounting business trips

• Reporting results of trip cost accounting


23

Payroll

• Payroll Process

• Payroll Data

• Country Grouping

• Payroll Area

• Processing Payroll Run

• Payroll log

• Retroactive Accounting

• Remuneration Statement

• Bank Transfer

• Posting to FI


24

Training and Events Management

• External & Internal Training Events

• Resources taken into consideration while planning

• Attendee prebooking, booking, cancellation, rebooking for a particular training event

• Appraisals for Training event and Attendee both

• Follow up of Training Event

• Internal cost allocation and billing

• Other features like - broacher, mail notification to attendees


25

– Enterprise structure.

– Organizational structure.

– Personnel structure.

– Payscale Structure.

– Wagetype Structure.

HR STRUCTURES


26

Personnel Structure

External

IndependantContractant ext.Intérimaire

Retiree

Active

Hourly WorkerMonthly workerExecutiveManagerSenior ManagerStudent

Expatrié

Sorti

Organizational Structure

Hourly WorkerMonthly workerExecutiveManagerSenior ManagerStudent

ExecutiveManagerSenior Manager

Hourly WorkerMonthly workerExecutiveManagerSenior ManagerStudent Enterprise Structure

HR STRUCTURES


27

HR STRUCTURES: SYNTAX

Organizational Personnel Enterprise

Organizational unit (O)

Position (S)

Job (C)

Person (P)

Employee group (activ, externe, …)

Employee subgroup (employé, Exe, …)

Pers. area (New York, Cali, …)

Pers.subarea (Sales, Service)


28

29

REFERENCE

Wikipedia PageAvailable at: http://en.wikipedia.org/wiki/HRIS

Available at: http://www.amzi.com//A modern Approach by Stuart Rassell, Peter NorvigVisiRule Web Demos (A simple example): http://www.lpa.co.uk/vrs_dem.htm

www.google.com/todaypdf.org/sap-hr-self-review.pptx-id6595145

Google.com/http://ebookbrowsee.net/sa/sap-hr-organizational-management#.U1k7fia-qM4


http://en.wikipedia.org/wiki/HRIS

http://www.amzi.com/

http://www.lpa.co.uk/vrs_dem.htm

http://www.lpa.co.uk/vrs_dem.htm

http://www.google.com/todaypdf.org/sap-hr-self-review.pptx-id6595145

http://ebookbrowsee.net/sa/sap-hr-organizational-management#.U1k7fia-qM4

http://ebookbrowsee.net/sa/sap-hr-organizational-management#.U1k7fia-qM4

gr 6, select any is and explore related technologies used by it

Education

related technologies

hr management functions

management decisions

sub modules of hr

preferences of employee

employee record

hris concept

certain employee master