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ERP On HR Module - Human Resource Planning

raghavanrajan Started The Discussion:

Hi Friends,

My company has decided to go for ERP in which HR is also a module for implementation. I have been asked to provide the complete deliverables for HR, Admin & Facilities. Can you help me out in suggesting various topics and points that can be included in our ERP package for effective functioning of HR & Admin.

Regards,

Rajan

leolingham2000 - Senior Member
THIS MATERIAL COULD BE USEFUL FOR PRESENTATION.


HR SYSTEMS


*HR strategic planning system
*human resource planning system
*manpower planning system

*job description/ job specification system
*job profiling system
*Competency mapping

*recruitment &selection system

*performance appraisal system
*performance management system

*people development systems
*career planning and development system
*Training and Development system.

*succession planning system
*Talent management system


*job enrichment system

*compensation planning and packaging system

etc etc
==================================================
HR METRICS


S.No Indicator Units Formula THRESHHOLD

1 HR UTILIZATION % TOTAL PAYROLL $ / TOTAL SALES $

2. HR PRODUCTIVITY % TOTAL EMPLOYMENT COST $/TOTAL
PRODUCTION VOLUME IN $ X 100

3. HR BUDGET % ACTUAL $ / BUDGET $ X 100

4'. ACCIDENT COSTS % CURRENT ACTUAL $ / LAST YEAR $ X 100

5'. ACCIDENT SAFETY % CURRENT ACTUAL $ / LAST YEAR $ X 100
RATINGS

6'. EMPLOYEE % EMPLOYEE BENEFITS $ / TOTAL PAYROLL $ X100
BENEFITS

EMPLOYEE BENEFITS $ /TOTAL SALES $ X 100


7'. HR BUDGET % ACTUAL HR EXPENSES $ / TOTAL SALES $ X 100
sales effectiveness

8'. HR EXPENSES $ TOTAL HR EXPENSES $ / TOTAL NO. OF EMPLOYEES
per head

9'. HR EXPENSES % HR EXPENSES $ / TOTAL EXPENSES $ X 100
cost effectivenss

10'. NO.OF COURSES % ACTUAL CONDUCTED / PLANNED X 100
CONDUCTED

11. NO. OF SAFETY % ACTUAL CONDUCTED / PLANNED X 100
training programs

12. TRAINING DAYS % ACTUAL TRAINING DAYS / PLANNED X 100
EFFECTIVENESS

13. EMPLOYEES % ACTUAL TAKING PART / PLANNED X 100
involvement in train

14. SICK DAYS nos. TOTAL SICKDAYS TAKEN/ TOTAL EMPLOYEES
managemeent effectiveness

15. STAFF orientation % NO. OF NEW STAFF LEAVING IN THREE MONTHS/
EFFECTIVENESS TOTAL NO. OF NEW STAFF ORIENTED
X 100


16. TIME TO FILL AN NO.DAYS TOTAL NO OF DAYS / TOTAL NO positions filled
OPEN POSITION


17. TURNOVER BY % TURNOVER / TOTAL RECRUITMENTS X100
RECRUITING source
BY EACH SOURCE


18. TURNOVER BY % TURNOVER / TOTAL EMPLOYEES BY EACH
EACH JOB CATEGORY
CATEGORY X 100


19. WORKERS % ACTUAL $ / PLANNED BUDGET $ X 100
çompensation costs


20. HR STAFFING NO. TOTAL HR STAFF / TOTAL EMPLOYEES
EFFICIENCY


21.Absenteeism - Percentage of Employees
The formula for percentage of employees absent is the number of employees absent during the time period divided by the total number of employees on payroll during the period.

22.Absenteeism Combined Calculation
No. of lost workdays due to absence divided by the average number of workdays during period multiplied by 100.

23.Absenteeism Rate Per Employee
The formula for average absence rate per employee is the number of absences divided by the total number of employees

24.Cost Per Hire
INTERNAL COST [ HR DEPT SALARY/ TRAVEL ETC] + EXTERNAL COST [ ADVERTISEMENTS ETC]
DIVIDED BY NO. OF RECRUITS.

25.Human Capital ROI
TOTAL REVENUE minus TOTAL OPERATING EXP minus COMPENS/BENEFITS EXPENSES
divided by COMPENS/BENEFITS EXPENSES.

26.Human Resource Ratio
FULL TIME HR STAFF is divided by FULL TIME ALL STAFF.

27.Labor Costs as Percentage of Revenue
COMPENSATION/ BENEFITS is divided by TOTAL REVENUE X 100

28.Profit Per Employee
TOTAL REVENUE minus OPERATING EXPENSES is divided by TOTAL NO. OF FULL TIME STAFF.

29.Revenue Per Employee
TOTAL REVENUE is divided by TOTAL NO. OF FULL TIME STAFF

30.Training Costs Per Employee
TOTAL TRAINING COST [ training + travel] is divided by TOTAL TRAINEES

31. Turnover Calculation
TOTAL NO. OF EMPLOYEE SEPARATION is divided by AVERAGE TOTAL EMPLOYEES X 100

=========================================
============================================
===============================================

REGARDS

LEO LINGHAM

jkhajurkar - 
Actually SAP -HR Module will be the best and if your company is a midsize one ,it wouldnt cost you that much . Developing a module will cost you as much as buying SAP module Warm Regards Jyoti

A Renu - Contributing Member
Dear Sir,

i have read your posting related to HR. iam very much interested in knowing HR metrics can you give me the details like meaning , Usage, Advantage, method of calculation etc... to my mail id



i will be very greatful if you send and also send me some useful & updated informations related to all areas of HR


Thanks & Regards,
A Renu

An - 
Dear Rajan,

Make sure you first map all your HR processes in flow charts with all documents you use at each step. Without this you will end up adapting your processes to a tool that doesn't help you moving forward and is much more time consuming!

Regards,
An

raghavanrajan - Contributing Member
Dear Friends,

Thanks to you for the inputs. We have decided to go with Ramco ERP which includes HR module also. If anyone who has worked with HR module of Ramco please give your views on how effective it is and does it require any customisation for HR and General Administration.

Regards,

Rajan

plabita - 
Dear Rajan, we are also in a process of adopting ERP, kindly give your feedback on Ramco and their contact details

asha83 - 
Hi All, I am working on a HR Module for internal IJP movement’s (To HR Team) could someone share any kind of material that is required. Thanks Asha

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