1 / 13

Enterprise Resource Planning, 1 st Edition by Mary Sumner

Enterprise Resource Planning, 1 st Edition by Mary Sumner. Chapter 7: ERP Systems: Human Resources. Objectives. Examine the HR processes supported by ERP Understand the interrelationships among business processes supporting human resource management. Case: Atlantic Manufacturing.

elsie
Télécharger la présentation

Enterprise Resource Planning, 1 st Edition by Mary Sumner

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Enterprise Resource Planning, 1st Edition by Mary Sumner Chapter 7: ERP Systems: Human Resources © Prentice Hall, 2005: Enterprise Resource Planning, 1st Edition by Mary Sumner

  2. Objectives • Examine the HR processes supported by ERP • Understand the interrelationships among business processes supporting human resource management © Prentice Hall, 2005: Enterprise Resource Planning, 1st Edition by Mary Sumner

  3. Case: Atlantic Manufacturing • Recruitment, training, and retention of sales force is difficult • HR records inadequate • HR paperwork and compliance requirements increase steadily • Management of compensation packages difficult • Needs to create a strategy for controlling the cost of various employee benefits © Prentice Hall, 2005: Enterprise Resource Planning, 1st Edition by Mary Sumner

  4. Human Resources Problems • Maintaining accurate employee information • Job analysis and design • Applicant selection • Compensation • Benefit administration • Training • Governmental reporting © Prentice Hall, 2005: Enterprise Resource Planning, 1st Edition by Mary Sumner

  5. Evolution of HR Systems • Traditionally relied upon stand-alone systems • Specialized applications for applicant tracking, compensation, benefits, attendance • Redundant data • No link to financial systems • ERP • Linked to financial systems • “Best practices” © Prentice Hall, 2005: Enterprise Resource Planning, 1st Edition by Mary Sumner

  6. ERP HR Modules • Components • HR Management • Personnel records • Resumes • Benefits administration • Links employee data to actual benefits • Allows selection from group of benefits • Payroll • Paychecks, tax reports, accounting data • Time and labor management • Employee/Manager self service • Travel reimbursement • Personnel data and benefits changes • Training class © Prentice Hall, 2005: Enterprise Resource Planning, 1st Edition by Mary Sumner

  7. HR Modules • Attributes • Integration • Common database • Provide audit trails • Scalable and flexible • Drill-down capability • Workflow management for electronic routing of documents and other document management • Process standardization • Security • User friendly and web-accessible © Prentice Hall, 2005: Enterprise Resource Planning, 1st Edition by Mary Sumner

  8. © Prentice Hall, 2005: Enterprise Resource Planning, 1st Edition by Mary Sumner

  9. Management Control Modules • HR information enables management of diverse workforce • Supports managerial decision making through query and reporting tools • Operational level controls • Maintain and update employee files • Job analysis files • Design files • Regulatory files • Skills inventory files • Strategic level controls • Human capital inventory for tracking employees • Position control linked to budgeting • Labor/management relationships • Business intelligence tools for predicting trends • Module integration is significant benefit © Prentice Hall, 2005: Enterprise Resource Planning, 1st Edition by Mary Sumner

  10. Featured Article: Keep Track of Your Employees • What are the benefits of automated time and attendance records? • What advantages might accrue to employees using these systems? © Prentice Hall, 2005: Enterprise Resource Planning, 1st Edition by Mary Sumner

  11. Featured Article: Keep Track of Your Employees, continued • Employees’ attendance, time at work, and skill levels • Most companies uncertain • If tracked, usually manual • Records usually neglected • Often piece-meal, no end-to-end solution • Benefits of automating • Eliminates manual process • Time-consuming • Error-prone • Better analysis • More control © Prentice Hall, 2005: Enterprise Resource Planning, 1st Edition by Mary Sumner

  12. Featured Article: Keep Track of Your Employees, continued • Banner Health • Selected Kronos Inc. software • Time- and labor-management • Accessible from web, phone, badge terminals • Information available in real-time • Allows for quick staffing adjustments • Financial benefits to employees, company • Smurfit-Stone Container Corp • Uses Workbrain Inc.’s ERM3, SAP financial applications, and PeopleSoft payroll processing • Web-based employee-relationship management software • Optimized scheduling and tracking of employees • Interfaces with PeopleSoft applications © Prentice Hall, 2005: Enterprise Resource Planning, 1st Edition by Mary Sumner

  13. Summary • ERP systems include HR modules that offer records management, benefits administration, and payroll • Offer integrated operational and strategic level controls • Scalable and very flexible © Prentice Hall, 2005: Enterprise Resource Planning, 1st Edition by Mary Sumner

More Related