Hi Friends,
My company has decided to implement an ERP system, which includes HR as one of the modules. I have been tasked with providing the complete deliverables for HR, Admin, and Facilities. Could you assist me in suggesting various topics and points that can be incorporated into our ERP package to ensure the effective functioning of HR and Admin?
Regards,
Rajan
From India, Mumbai
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7My company has decided to implement an ERP system, which includes HR as one of the modules. I have been tasked with providing the complete deliverables for HR, Admin, and Facilities. Could you assist me in suggesting various topics and points that can be incorporated into our ERP package to ensure the effective functioning of HR and Admin?
Regards,
Rajan
From India, Mumbai
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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
From India, Mumbai
Acknowledge(0)Amend(0)
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
From India, Mumbai
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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
From India, Mumbai
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From India, Mumbai
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Dear Rajan,
Make sure you first map all your HR processes in flowcharts 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 move forward and is much more time-consuming!
Regards,
An
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Make sure you first map all your HR processes in flowcharts 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 move forward and is much more time-consuming!
Regards,
An
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Dear Friends,
Thank you for your input. We have decided to proceed with Ramco ERP, which includes the HR module as well. If anyone has experience working with the HR module of Ramco, please share your insights on its effectiveness and whether it requires any customization for HR and General Administration.
Regards,
Rajan
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you for your input. We have decided to proceed with Ramco ERP, which includes the HR module as well. If anyone has experience working with the HR module of Ramco, please share your insights on its effectiveness and whether it requires any customization for HR and General Administration.
Regards,
Rajan
From India, Mumbai
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Future of HR Metrics.ppt
Hr metrics.doc