2
Hi,
MIS report from HR point of view consist of updating the Management about New Person Hired during the month/weekly what so ever, Attrition, Conifrmation status, Branch wise costing of employees, reward recognition during the matter to expand it more can give the HR cost of the Month, such as salary disbursed/Incentive disbursed/PF and other statutory costing to the company and can work out the summay of all this report saying what is the impact on cost effectivenesss.
Regards
Vidya Salian
From India, Mumbai
MIS report from HR point of view consist of updating the Management about New Person Hired during the month/weekly what so ever, Attrition, Conifrmation status, Branch wise costing of employees, reward recognition during the matter to expand it more can give the HR cost of the Month, such as salary disbursed/Incentive disbursed/PF and other statutory costing to the company and can work out the summay of all this report saying what is the impact on cost effectivenesss.
Regards
Vidya Salian
From India, Mumbai
u can check this attachment which will help u...u can maintain in a single sheet or u can maintain different sheet just like me.....
From India, Calcutta
From India, Calcutta
Dear Karthik, MIS (Management Information system) this is a very vast subject, cant describe in one or two lines even in para. U hav to consult one special web site for the same. Rgds
From India, Mumbai
From India, Mumbai
Dear karthikay,
In the MIS ,all the information related to employee salary,desingation,working dept,all benefits provided by company & company all process 7 systerm defined.
there is no limit of MIS report ,you can expant it upto daily task & management/activities etc.....
Best Regards
Sajid
Dear Khan,
Please find below the calculation of gratuity:
keep in mind: basic wages+other allownace(excluding conveyence)
Payment of grauity Eligibility: 5 years completion (incase termination due to health problem,other legal termination not based on deciplinary practices (by employer) the liability to pay from employer side ).
15 days payment of basic wages(current pay rate) in a year.
Eligiblity for year: for working days including leaves with wages,accident ,maternity leaves etc..
: 190 dyas(where weekly working period less than six) in 1 year & 95 days for six months
: 240 days(for types of industry) in one year & 120 days for six months.
In a seasonal factory: 75% attendance.
Excess of six months assume a complete one year
Maximum of gratuity:3.5 lakhs
Calculating :Monthly rate divided by 26 & then one day wages multiply by 15 for one year.
For Daily wages/average piece rate *15 for one year.
Nomination at form F within one year after joining.
Payment: Within 30 days from the payable date or within 30 days from left/last day of employee tenure.
Best regards
Sajid Ansari
__________________
Hi,
How are you,we are providing social compliance services for Social/ethical/HR/legal,please visit at :: Global Overseas - Home :: Compliance Audit, ISO certification, BFSI Audit, Export, Jem, Jewellery, chemical Industry. & write us
Best Regards
Sajid Ansari
9899775578/09958404503
011-22450753
From India, Delhi
In the MIS ,all the information related to employee salary,desingation,working dept,all benefits provided by company & company all process 7 systerm defined.
there is no limit of MIS report ,you can expant it upto daily task & management/activities etc.....
Best Regards
Sajid
Dear Khan,
Please find below the calculation of gratuity:
keep in mind: basic wages+other allownace(excluding conveyence)
Payment of grauity Eligibility: 5 years completion (incase termination due to health problem,other legal termination not based on deciplinary practices (by employer) the liability to pay from employer side ).
15 days payment of basic wages(current pay rate) in a year.
Eligiblity for year: for working days including leaves with wages,accident ,maternity leaves etc..
: 190 dyas(where weekly working period less than six) in 1 year & 95 days for six months
: 240 days(for types of industry) in one year & 120 days for six months.
In a seasonal factory: 75% attendance.
Excess of six months assume a complete one year
Maximum of gratuity:3.5 lakhs
Calculating :Monthly rate divided by 26 & then one day wages multiply by 15 for one year.
For Daily wages/average piece rate *15 for one year.
Nomination at form F within one year after joining.
Payment: Within 30 days from the payable date or within 30 days from left/last day of employee tenure.
Best regards
Sajid Ansari
__________________
Hi,
How are you,we are providing social compliance services for Social/ethical/HR/legal,please visit at :: Global Overseas - Home :: Compliance Audit, ISO certification, BFSI Audit, Export, Jem, Jewellery, chemical Industry. & write us
Best Regards
Sajid Ansari
9899775578/09958404503
011-22450753
From India, Delhi
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
MANAGEMENT INFORMATION SYSTEM
MIS is an integrated information system, which is used to provide
management with needed information on a regular basis .
The term system in MIS implies ORDER, ARRANGEMENT, and
PURPOSE.
The information can be used for various purposes,
-strategic planning
-delivering increased productivity
-reducing service cycles
-reducing product development cycles
-reducing marketing life cycles
-increasing the understanding of customers' needs
-facilitating business and process re-engineering.
MIS can also be used across the organization as an information
utility to
-support policy making
-meet regulatory and legislative requirements
-support research and development
-support consistent and rapid decision making
-enable effective and efficient utilization of resources
-provide evidence of business transactions
-identify and manage risks
-evaluate and document quality, performance and achievements.
MAKING INFORMATION AVAILABLE
The availability of information is fundamental to the decision making
process. Decisions are made within the organization at
-STRATEGIC
-OPERATIONAL
-PROGRAMMES
-ACTIVITY LEVEL.
The information needs and decision making activities of the
various levels of management
SENIOR MANAGEMENT
Strategic business direction
-information for strategically positioning the organization
-competitive analysis and performance evaluation,
-strategic planning and policy,
-external factors that influence the direction
etc
MID LEVEL MANAGEMENT
Organizational and operational functions
-information for coordination of work units
-information for delivery programmes
-evaluation of resources usage
-budget control
-problem solving
-operational planning
etc
MID LEVEL MANAGEMENT
Programme management within units
-information for implementing programmes
-information for managing programmes
-management of resources usage
-project scheduling
-problem solving
-operational planning
etc
LINE MANAGEMENT
Activity management
-information for routine decision making
-information for problem solving
-information for service delivery
etc.
MANAGEMENT SUPPORT SYSTEMS
The management oriented support systems provide support
to various levels of management.
Executive Information Systems allow executives to see where a
problem or opportunity exists.
Decision Support Systems are used by mid-level management
to support the solution of problems that require judgement
by the problem solver.
Line Managers use Management Reporting Systems for
routine operational information.
IN ''MIS''
FUNCTIONAL INFORMATION SYSTEMS
These include
-Accounting Information Systems
-Marketing Information Systems
-Enterprise Information Systems
-Decision Support Information Systems
-Executive Information Systems
-Quality Management Information Systems
-Manufacturing Information Systems
-Financial Information Systems
-Human resource Information Systems
=================================================
FOR MANAGEMENT , MIS
-PROVIDE INFORMATION FOR DECISION MAKERS TO MAKE SOLUTIONS
FOR THE MOST CHALLENGING SITUATIONS.
---------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR MAKING STRATEGIC DECISIONS
IN A COMPETITIVE SITUATION.
-----------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR STRATEGIC PLANNING
--------------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR CORPORATE PLANNING
------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR BUSINESS PLANNING
------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR MARKETING PLANNING
------------------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR INDUSTRY BENCHMARKING.
-------------------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR PROCESS ENGINEERING
------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR PRICING MANAGEMENT
---------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR REVENUE MANAGEMENT
-----------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR DEVELOPING STRATEGIC ALLIANCES.
----------------------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR ALLOCATING OF RESOURCES
-------------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR RESOURCE MANAGEMENT
---------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR MANAGEMENT INFORMATION SYSTEMS
------------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR Identifying strategic shifts and positioning WITH clients in anticipation of several possible outcomes – scenario planning --is a core part of our strategic and tactical planning.
----------------------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION TO SEE Changes in market conditions, technical advances, and economic issues will all affect THE INDUSTRY / BUSINESS in the future.
--------------------------------------------------------------------------------------------
-PROVIDE INFORMATION TO find the most effective marketing strategies in order to succeed in these challenging times.
--------------------------------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR PROPRIETARY DATABASES AND ANALYTICAL SUPPORT.
------------------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION ON ECONOMIC CONDITIONS-PAST/PRESENT/FUTURE.
-------------------------------------------------------------------------------------
-PROVIDE INFORMATION THAT enables to provide valuable understanding of the opportunities, challenges, potential pitfalls and market implications
-------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION WHICH helps organizations realize the most value from their assets.
---------------------------------------------------------------------------------------------------------------------
-PROVIDES INFORMATION TO CONDUCT
portfolio management, remarketing assistance, sale and lease negotiations, asset sourcing and acquisition, appraisal and valuation, auditS and management and expert testimony.
----------------------------------------------------------------
-PROVIDE THE RIGHT INFORMATION for a clear and disciplined approach to
financial planning is vital to ensure success.
---------------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR OBJECTIVE PLANNING.
-----------------------------------------------------------------------------------------
-PROVIDE INFORMATION FOR the execution of effective business planning and sound management usually defines these differences in profitability.
--------------------------------------------------------------------------------------------------------------
-PROVIDE INFORMATION TO analyze and prioritize the BUSINESS drivers to help to achieve a superior competitive position. Vital to this process is an understanding of the economic advantages of scale and scope.
-------------------------------------------------------------------------------------------------------
-PROVIDES INFORMATION FOR Operational excellence results in the attainment of world-class quality and productivity in the delivery of services to customers
--------------------------------------------------------------------------------
-PROVIDES INFORMATION to develop a clear understanding of their operating practices and associated costs, particularly relative to competitors.
------------------------------------------------------------------------------------------------
When running a BUSINESS, the right information systems can have a critical impact operating costs, operating effectiveness, and customer satisfaction.
-----------------------------------------------------------------------------------------------------------------------------------
THE EXPECTATIONS OF THE MANAGEMENT OF MIS
The major EXPECTATIONS of MIS are to:
reach an understanding of the relevant processes on the basis of the available historic information. This element forms the basis for the development of models, required for forecasting and simulation.
provide information on the current situation, especially for early warning purposes, for instance related to issues impacting on business, resources or business status.
forecast changes and impacts, either natural or man-made, as an element in vulnerability assessments.
forecast the consequences of policy decisions and measures before they are implemented in reality. This implies evaluating options for several given scenarios based on the possible results and predicted consequences, and selecting the most acceptable alternative.
================================================== ============
MANAGEMENT INFORMATION SYSTEMS INCLUDE,
BY DEPARTMENT.
These include
Information Systems
-debtors listing / monitoring/controlling.
-creditors listing / monitoring/controlling
-payroll administration /management.
-profit / loss statements
-balance sheet
etc etc
------------------------------------------------------
Information Systems
-product group sales
-customer total sales
-territory sales
-regional sales
-national sales
-channel sales
- Average value and/or volume of sale by CUSTOMER
- Average value and/or volume of sale by type of CHANNELt
- Average value and/or volume of sale by COUNTRY
------------------------------------------------------------------------------
2A].Your promotional activities by individual territories / total promotional spend.
----------------------------------------------------------------------------------
2B].COMPETITIVE ACTIVITIES BY regions
-----------------------------------------------------------------------------------
2C] MONTHLY IMPORTS into the country
------------------------------------------------------------------------------------
2D].MARKET INTELLIGENCE BY region
-------------------------------------------------------------------------------
2 E]MONTHLY TOTAL SALES VS TARGET [ % ACHIEVEMENT ]
YEAR TO DATE SALES VS TARGET [ % ACHIEVEMENT ]
================================================== =======
2F]BUSINESS INFORMATION TRENDS.
2G]COMPETITIVE INFORMATION.
2H]ANY SIGNIFICANT MARKET TRENDS.
2I ]POLITICAL TRENDS/CHANGES
2J] LEGAL IMPLICATIONS
2K] FISCAL POLICIES TRENDS/CHANGES
2L] MONETARY POLICIES TRENDS/CHANGES
2M] TRADE POLICIES TRENDS/ CHANGES.
2N] ECONOMIC POLICIES TRENDS/ CHANGES
2O] TECHNOLOGICAL CHANGES [ that could affect the sales]
================================================== =======
2P] Economic - rate of growth of GNP, level of inflation, incomes
2Q] Social - people, demographics, culture, subculture
2R] Political - risk, instability, attitudes to "foreigners"
2S] Technology - current, rate of change, infrastructure
2T] Resources - money, manpower, materials, acquisitions, joint ventures
2U ] Fiscal - taxes, exchange rates
2V] Institutions - money markets
2X] Managerial - funds
2Y] MARKET ANALYSIS
-customer attitudes/behavior
-spending power
-per capita income
-channels of distribution /effectiveness
-market potential
-media potential/effectiveness
-Economic - rate of growth, structure, conduct, capital, economic blocs, (SADC), GNP, GDP, Nl
-Political/Legal - laws, regulations, investment, "climate", government ideology, stability
-Competition - type, structure, operations, strategy plans, programmes, acquisitions, mergers
-Terms of access - quotas, tariffs, duties etc
-Inflation rate
--------------------------------------------------
Information Systems
-HUMAN RESOURCES SUPPLY/DEMAND
-FINANCIAL RESOURCES
-MATERIAL RESOURCES
-----------------------------------------------------
Support Information Systems
-INVESTMENT SUPPORT
-DIVERSIFICATION SUPPORT
-DEVELOPMENT PROGRAM SUPPORT
ETC ETC
-------------------------------------------------------------
Information Systems
-TOP LEVEL EXECUTIVE STRATEGIC INFORMATIONS.
-MIDDLE LEVEL OPERATION/TACTICAL INFORMATIONS.
-FIRSTLINE MANAGEMENT/SUPERVISORY INFORMATIONS.
ETC ETC
------------------------------------------------------------------------------
Management Information Systems
-Quality planning system.
-Quality control system
-quality action planning
etc etc
--------------------------------------------------------
Information Systems
-procurement planning
-raw material planning/ inventory
-production planning
-warehousing / finished goods inventory planning
-order processing/ order servicing.
etc etc
--------------------------------------------------------------
Information Systems
-financial planning
-investment planning
-Return on investment planning
-cashflow planning
etc etc
-----------------------------------------------------
resource Information Systems
*human resource planning data
*manpower planning data
*job analyses data
*job description
*job specification
*recruitment data
*selection data
*performance appraisal data
*performance management system data
*training programs data
*development programs data
*career planning data
*job rostering data
*promotions data
*career development plan data
*succession planning data
*job rotation data
*job enrichment data
*job multiskilling data
*compensation plans
*compensation package development plans
*staff leave management record
*termination records management record
*international staff records
etc etc
===================================
IF YOU ARE FOCUSED ON ''MIS'' FOR HR,
THE TYPES OF HR PERFORMANCE MEASURES.
is a broad set of guidelines what the budget could contain
-recruitment/ selection [ internal/ outsourcing ] monthly/ annual.
-contractors [external ]monthly/ annual.
-salary/ wages---monthly/ annual.
-training/ development [ includes induction/ orientation]monthly/ annual.
-staff benefits----monthly/ annual.
-staff amenities---monthly/ annual.
-workplace facilities---monthly/ annual.
-workplace safety [ OHS]
-salary contingency---monthly/ annual.
-workers compensation---monthly/ annual.
-staff communication [ includes newsletter/ intranet ]---monthly/ annual.
-labor relations [ legal/ investigations]---monthly/ annual.
-HR administration expenses---monthly/ annual.
-HR travels expenses---monthly/ annual.
etc etc.
================================================== ========
2. Employee behaviour criteria
Employee behaviour criteria include:
*employee retention and turnover rates;
* absenteeism rate;
* ratio of suggestions received to number of employees;
* number of usable proposals from quality circles or improvement groups;
*cost savings arising from suggestions and/or quality circle recommendations; *frequency/ severity rate of accidents;
* ratio of grievances to number of employees;
*time lost through disputes;
*number of references to industrial tribunals on unfair dismissal, equal opporrunity~ equal pay, harassment, racial discrimination issues etc and the outcome of
such references.
=======================================
3. Service-level criteria
Service level criteria include:
*average time to fill vacancies;
*time to respond to applicants;
*ratio of acceptance to offers made;
*cost of advertisements per reply/ engagement;
* training hours/days per employee;
*time to respond to and settle grievances;
* cost of induction training per employee;
*cost of benefits per employee;
===================================
4. HR IMPACT ON BUSINESS
*measurable improvements in productivity as a direct result of training;
*measurable improvements in individual and organizational performance as direct result of the operation of performance-related pay and performan management schemes;
*ratio of HR department costs to profit, sales turnover or added value;
* personnel costs in relation to budget;
*ratio of HR staff to employees.
======================================
5. Achievement of specified goals
This approach involves measuring achievements against agreed objectives - it could be the final outcome or a measure of progress towards a goal as indicated by the extent to which specified 'milestones' have been reached.
The specified objectives could be expressed in terms such as:
*all employees to have received training on the implementation of equal opportunities policies by 1 June;
* an agreement with the various trade unions to setting up single table bargaining to be reached by the end of the year;
* the competence analysis programme to be completed within 12 months;
* salary surveys to be conducted and a report on the implications on salary scales to be submitted by 1 September;
*the new performance management system to be fully operational within the next six months.
=================================================
6. HR SERVICE EFFECTIVENESS
HR function, service level standards could be drawn up for such activities as:
*response to requests for help or guidance in specific areas, eg recruitment, training,
handling discipline cases and grievances and health and safety;
*time taken to prepare job descriptions, fill vacancies or conduct a job evaluation
*the amount of time lost through absenteeism or work-related sickness or accidents;
*the proportion of discipline and grievance issues settled at the time of the first involvement
of HR;
===============================================
REACTION MEASURES
Areas in which the quality of services provided by the HRM function
Can be assessed include:
*understanding of strategic business imperatives;
*anticipation of business and management needs;
*ability to function as a 'business partner' in the team;
*quality of advice given in terms of its relevance to the problem or issue, the clarity
. on with which the advice is given, the practicality of the recommendations.
*the quality of the back-up advice and services offered to implement recommendations,
the extent to which ultimately the proposals worked;
*speed of response to requests for advice or services;
*promptness in dealing with grievances and appeals;
*help to managers in identifying and meeting training needs;
*extent to which training and development programmes meet company/individuals
needs.
*delivery of advice and services that make a significant impact on improving the quality and performance of staff;
*development of programs and processes that address short- and long-term business needs that are ‘owned ‘ by the line managers, and that produce the anticipated impact
on motivation, commitment and performance.
===========================================
satisfaction measures
The degree to which the employee stakeholders are satisfied with HR policies and
Practices thev affect them can be measured by attitude surveys that obtain opinion
perceptions of employees on:
*the extent to which they believe promotion, job evaluation, performance appraisal , performance-related pay and grievance processes and procedures operate fairly.
*the degree to which they are satisfied with pay and benefits;
*the extent to which they feel they are involved in decisions that affect them;
*how they feel they are kept informed on matters of importance to them;
*the consistency with which HR policies concerning pay, equal
opportunity, etc are applied.
==================================================
FROM THE ABOVE, YOU CAN DEVELOP
A RANGE OF HR METRICS , WHICH CAN BE USED.
GENERAL
PER EMPLOYEES [DAYS]
RECRUITMENT TIME [DAYS]
TURNOVER [ % ]
SATISFACTION [ LEVELS ]
EMPLOYEE TENURE [ YEARS]
TRAINING [ % OF NEW EMPLOYEES]
7. TRAINING WORKSHOP [ % ] CONDUCTED/PLANNED
8. TRAINING AT EXTERNAL COURSES [ %] ACTUAL / PLANNED
APPRAISALS [ NOS.] AGAINST TOTAL EMPLOYEES.
ETC ETC
================================================== ===
HERE ARE SOME
PROBABLE HR METRICS IN COMPENSATION ONLY
1.ANNUAL TOTAL COMPENSATION INCREASE RATE [%] [this year vs last year]
TURNOVER RATE.[this year v s last year]
&BENEFITS AS A % OF SALES.
& BENEFITS AS A % OF OPERATING EXPENSES.
5.COMPENSATION & BENEFITS PER EMPLOYEE [ this year vs last year]
6.COMPENSATION & BENEFITS COMPETITIVENESS INDEX.
PAYMENT AS A % OF TOTAL COMPENSATION & BENEFITS.
SPEND AS A % OF TOTAL COMPENSATION & BENEFITS
& BENEFITS BY LEVELS OF STAFF
-senior mgnt/ executives/middle mgnt/ junior mgnt/supervisors/staff etc.
10.NEW COMERS COMPENSATION & BENEFITS AGAINST TOTAL FOR THE YEAR.
11.% OF EMPLOYEES SATISFIED WITH CURRENT SYSTEM [ SURVEY ]
BENEFITS EXPENSES TOTAL [ THIS YEAR VS LAST YEAR]
BENEFITS EXPENSES PER EMPLOYEE.
ETC ETC
================================================== =====
================================================== ===========
From India, Mumbai
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Monthly HR Management Information System (MIS) .docx
MIS Report.xls