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HRMS related issues
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HRMS related issues
Discuss how to choose system that will yield the best results, as well as how to maintain it, and how to calculate its return on investment.
After implemented HRMS, there are some issues bother me quite a long time.I am looking forward your suggestion.
1. The benefits of adopting HRMS
except 1)integrated, unique database;
2)Shift pers
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Forums » Topic Forums » Technology Forum » HRMS related issues
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HRMS related issues
posted at 6/17/2003 3:14 PM EDT
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Posts: 2
First: 6/17/2003 Last: 6/23/2003 |
After implemented HRMS, there are some issues bother me quite a long time.I am looking forward your suggestion.
1. The benefits of adopting HRMS except 1)integrated, unique database; 2)Shift personnel dependent into system dependent; 3)Transparent to authorized person; 4)Implementation process is a formalizing and rebuilt process. Are there any onther benefits? 2. What kind of workforce analysys reports we could provided which is quite difficult if we did not using HRMS? I could make many report from HRMS directly, but I don't know what kind of reports the top management may interested? Are there any report samples which could facilitate top management to make decision? 3. Compare with ERP system which has been put into daily operation, top management pay much more attention on ERP than HRMS. Are there any suggestion on attraching top management's sight? How to increase the importance of HRMS in your company? 4. Are there any sample documents on HRMS daily operation rules? e.g. Backup, employees' commitment, and so on. Thanks a lot. |
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HRMS related issues
posted at 6/18/2003 6:50 AM EDT
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Posts: 2
First: 6/18/2003 Last: 6/18/2003 |
Wow. There are a LOT of questions and issues there! And without knowing more specific information about your particular HRMS, all we can give you is general answers.
But I can give you a few suggestions about the workforce analytics questions. One of the things you can track more easily with an HRMS is usually turnover. If you can start to measure turnover by cost center (or department, or however you segment your company) ... measure it by minorities compared to non-minorities ... measure it by geographic area (if that applies) ... measure it by "employee length of service" ... then you can start to see some trends that may be very useful in identifying where the turnover is highest, which will lead you to investigate WHY, which will lead you to find a solution. If you can reduce turnover, you can reduce the cost of replacing those people, and senior management is ALWAYS interested in reducing costs. You can also look at things like age within a particular job group. Ask yourself: what types of jobs are most critical to the company? How old are the people in those jobs -- are they likely to be retiring in the next two or three years? If so, do you have plans for how to replace them, or do you need to find ways to keep them on board a little longer? If you can help senior management avoid a crisis related to having the right skills in the company, they will definitely be interested in that. Hope that gives you some ideas. |
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HRMS related issues
posted at 6/23/2003 9:27 PM EDT
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Posts: 2
First: 6/17/2003 Last: 6/23/2003 |
Thanks a lot. mbarkleyconsulting
To be honest, the turnover is not a big problem in our company. And the succession planning is the next step we will focus on. As a HRMS Manager, I have implemented many HRMS system for our very big sub-companies. What I am looking for are the sample templates that will help us to make some "what if", so that we could facilitate the decision maker. I believe it is the most important issue that top management concerns. Thanks again |
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