The document discusses various areas of human capital management that can be automated through HRMS/ERP systems. It describes key modules related to employee learning, performance and talent management, recruitment processes, transaction intensive processes like payroll and benefits, as well as strategic areas like workforce planning and scheduling, compensation, talent management, learning management, and employee self-service.

1. Human Capital Management Areas
Compensation
Recruitment
Time, Leave,
Attendance
Management
Employee
Talent /
Safety
Performance Mgmt
Workforce
Learning
Scheduling
Mgmt
Benefits and
Employee Self Service
Personnel
Mgmt
Payroll

2. Human Capital Management – Order of automation
Employee Learning Processes
Employee
Learning
Training
Administration
Managing /
Developing
Training
Content
Online
Learning
Individual
Employee
Learning Plan
Knowledge
Management /
Building Learning
Organization
Performance, Compensation and Talent Management
Performance,
Compensation,
Talent Mgmt
Career
Planning
Compensation
/ Reward
Management
Employee
Performance
Mgmt
Succession
Planning
Managing
Talents
Recruitment Processes
Recruitment
Processes
Human
Resource
Planning /
Labor forecast
Tracking
Applications
Recruitment
Employee On
boarding
Job Portals
Integration
Transaction Intensive Processes
Transaction
Intensive
Processes
Managing
Employee
Record
Payroll
Benefits
Administration
Time and
Attendance
Absence
Management

3. A Typical Recruitment Cycle
Labor Forecasting
Creating new positions
Candidate Sourcing
Screening / Application Tracking
Interviewing
Selection
What is Recruitment Analytics???
Job Offer
On boarding / Orientation

4. Time, Attendance and Leave Management
•
Human resource systems help in managing time, attendance and leave.
•
Capturing employee time is important for employee’s payroll calculation.
•
HRMS systems can support functionalities like:


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Time and Attendance reporting
Absence
Leave Time
Attendance and Leave management analytics

5. Workforce Scheduling
•
HRMS help in assigning the company’s workforce to different
assignments.
•
Helps in deciding which employee should be assigned to which work, on
which date, for how many hours and between what time to what time.
•
Considers different labor rules and skills, can factor in different
constrains, can match production and job schedule to employee
availability and come up with a optimal deployment schedule for
workforce.
•
These solutions can integrate with time management module to check
availability of employees (attendance) and minimization of overtime
costs.

6. ERP Workforce Scheduling Capabilities
Dynamic
Rescheduling
Optimized
Scheduling / Shift
Planning
Workforce Scheduling
Labor Tracking
Employee
Assignment to
schedule

7. Compensation and Incentive Management Module
 Ensure a consistent application of compensation policies across the
enterprise.
 Integrate compensation more directly to performance and ensures top
performers are rewarded.
 Encompass compensation planning/ budgeting, salary administration,
salary structure management, market pricing of jobs, incentive
management etc.

8. ERP Human Resource Compensation Management Module
Compensation Planning and Analysis
Compensation related reporting
Compliance
Compensation Structure
Retail
Shrinkage is a
cross
functional
problem
Compensation workflow
and approvals
Pay for performance
Incentive and Reward pay
Enterprise Incentive Mgmt
Commission based pay

9. Benefits and Payroll Module
Benefits
 Benefits include things like medical benefits, subsidized car or housing loan etc
that company offers as part of total compensation package.
 ERP solutions can administer multiple employee benefit plans and program
structures.
 ERP solutions support enrollment processes of employees to these different
benefits plans, determine eligibility for program participants.
 Leading HR solutions can support different benefit programs like paid leave
programs, medical benefit programs, housing and car loan benefits etc.
Payroll
Payroll is more related to month end salary. ERP Payroll module helps in
 Payroll administration
 Payroll processing
 Supporting multi country localization and taxes

10. Talent / Performance Management
 Provides an integrated set of applications for strategy, assessment,
competency management, performance career planning, succession
planning, learning and development.
 Incorporates a variety of strategies and best practices, including
competency assessment, performance management, career planning,
succession planning, training, development and fast-tracking of high
performers to identify key contributors and future leaders.

11. ERP Performance Mgmt / Talent Mgmt Module
Performance
Appraisal /
Performance Mgmt
Performance Mgmt
Analytics
Goal
Alignment
Succession
Planning
Talent
Management /
Performance
Management
Competency
Management
Career
Development
Planning

12. ERP HR Learning Management Areas
Registration
to Training
Supporting Training
Online Course Catalog
Financials
Tracking Training
Reports
Progress
Content
Training Collaboration
Management
Training Assessment

13. Employee Relationship Management / Employee self-service
 ERM seeks to enhance the relationships of the employee to the enterprise,
managers, co-workers and external parties.
 Employee portals as means that connects employee to business processes,
relevant information, resources and people.
 ERP can achieve higher levels of customer satisfaction by delivering online
services and making employees more productive.
 Employee portal: Personalized portal designed for employee communications,
content management, and integration to self-service applications.
 Employee self-service: Deliver comprehensive applications including benefits,
maintenance of personal data, leave application, accessing pay slip and payroll
data, registering to a new training etc.

14. HR Analytics
Typical KPIs / Reports
Cost per hire
Time to fill vacant positions
On boarding efficiency
Attendance percentage
Unapproved leave percentage with drilldown
(which employees)
Salary comparison with industry benchmarks
Salary increase %
Number of promotions in a year
Average number of training days per employee
Number of “No show” cases i.e. employee
registered but not appeared for training
Training feedback
Training budget
Portal usage rate
Workforce utilization
Number of rescheduling cases

15. Strategic Vs Operational HR Processes
Operational / Routine Processes
Employee record management
Leave and Absence management
Time and labor management
Tax and compliance services
Payroll
Health, Welfare, Retirement benefits admin
Retirement Benefits
Strategic / Core
Performance mgmt process design
Compensation & Reward planning
Planning job roles
Recruitment process design
Workforce planning
Learning management

16. EHS Applications
 Supports systems and processes that ensure appropriate health and safety
controls are incorporated into all operations.
 This includes provisions for the systematic identification, evaluation, and control
of potential workplace hazards, including potential exposure and health risks
 Support can span across all processes in which employees are interacting with
product and manufacturing processes, such as R&D, manufacturing,
transportation, storage, and disposal.
Leading EHS solutions helps in areas like:
 Industrial hygiene and safety: This applications helps in: Risk assessments of
different tasks or different work areas, Incident management and Safety
management of specific work areas.
 Occupational health: This module equips occupational health professionals with
the tools, functions, and flexibility they need to provide for the health and wellbeing of employees. The application enables full-scale health management of
workers based on their exposure, injury or illness, and demographic parameters.