Human Resource Management System
Human Resource Management Sstem is:
- Personal Management
Career and Evaluation Management
- Personal Administration
- Time and Absence Management
- Organizational Management
- Travel Management
- Competency Management
- Career and Succession Planning
Benefits and Welfare Management
- Salary Administration and Planning
- Health and Safety
Personnel Administration can hire employees, view job history, administer job
changes, compensate worker, track worker competencies, track company property assigned to
employees, and manage disciplinary actions.
- Time and Absence Management
Time and absence management functions as a single repository for information that can
be attributed to an individual employee and expressed in hours.
Integrated with Personal Administration, Benefits and Payroll, Time and Absence
Management enables you to define to precise information to report with your employees’
time. You determine how the information will be summarized for update to payroll; how the
labor distribution process will work: the procedures you will use to administer overtime,
benefits entitlements, and holidays; and the actual look of your time-collection lists.
With Time and Absence Management you’ll be able to handle aggregate, sum,
range-of-date, pattern, and crew time reporting. You’ll also find a group security
function that will enable you to limit access to Time and Labor functions to specific
individuals in specified groups.
Absence Management gives you the ability to track information such as types of absences
(vacation, illness, jury duty, for example), work schedules, and vacation requests and
approvals. Inquiry capabilities include maries that show all absences for a given
employee, and all absences, for all employees, in a specified department.
Time and Absence Management takes factors such as factory calendars and public holidays
You can plan shifts more effectively, include company-specific requirements in the
planning process. An automatic planning table gives you an overview of the human resources
available at a given moment.
You can check working time regulations, and define bonus and over-time wage types
- Organizational Management
You can construct and maintain your entire organizational structure, including
organizational department, positions, jobs, tasks, and the reporting structure with ease
and efficiency with its graphical planning tool. (Tree)
Create positions for all - or a part - of your organization with Organizational
Management. You can tie detailed information to each position, assign employees to
positions, cross-update incumbent data automatically when you update position data, and
create departmental budgets at various levels, such as job code and position.
You can compare the requirements of positions with the qualifications and skills of
your employees, and pinpoint qualification deficits that, in turn, generate training
measures in Training Management.
Administration of vacant positions in your organizational model is a significant factor
for effective personnel planning and recruitment processes.
You can assign budgets to organizational units along to organizational structure. With
ease and facility you can create one overall budget or a detailed budget hierarchy that
reflects you departmental organizational structure.
Organization Management lets you plan personnel costs along the entire organizational
Organization Management provides you with exact details of all cost factors in your
company, detailed analyses of actual costs, simulations of the effects of all personnel
events and organizational changes on costs, and presents you with alternatives and
consequences. Cost projection allows you to preview the possible results of planning, thus
optimizing your cost planning.
Maintaining accurate, comprehensive information for employees moving from project to
project and country to country is essential for the multi-national organization.
International Assignments tracks the details of international assignments with easy and
helps ensure those employees and dependents settle rapidly into their new location. You
can maintain records for multiple assignments abroad, enter company-reimbursed travel, and
track supplemental compensation earnings and deductions.
At the trip planning and preparation stage, the employee can create and edit travel
plans, create variants of these for comparison purposes, and finally opt for one based on
preferred route or costs as appropriate. Simulation functions let the user determine
travel costs in advance. An employee can access information on prices and availability,
view flight and train schedules, and make hotel and rental car reservations from the
comfort of the workstation.
Expenses can be automatically reimbursed with a regular payroll run, through account
payable, or with an on-demand payment.
Costs can be posted to multiple accounts, such as cost centers, orders, and projects,
or distributed on the basis of trips, routes, or documents.
You can identify and association competencies with individuals, jobs, positions,
project teams, and relate them to each other. You can perform gap analysis between
individuals and jobs, positions, or project teams. You can identify an individual’s
proficiency level within a specified skill-set. Through the integration of our Competency
Management, Career and Succession Planning, and Training Administration solutions, your
can enhance the ability of your employees to assess their strengths and weaknesses, and
help them improve proficiency in their existing skills - or acquire new ones.
You can request training for the employee in competencies related training.
The easy-to-use qualification catalog lets you specify the specialist, analytical, and
social skills and qualifications you require in your company.
You can assign these qualifications to the jobs and people in your company.
You can evaluate and compare qualifications with requirements by assigning
qualifications a proficiency scale.
The validity duration and depreciation value features used in connection with
qualifications let you accurately and realistically monitor the status of employees’
qualifications and skills at any time.
- Career and Succession Planning
Comprehensive career plans that help employees prepare for new jobs and
responsibilities are part of employee development and organizational growth. With Career
and Succession Planning, your can use default career paths, create alternate paths, and
create career plans. You can help employees establish career goals. You can evaluate
employee strengths. And you can build a graphical succession hierarchy for key positions
that includes internal and external candidates in succession plans.
Career and succession Planning is a flexible planning and control instrument that
enables you to forecast the effects of all personnel and organizational events on cost,
giving you a sound basis on which to make decisions affecting company policy.
Career and succession Planning puts you in a position to react swiftly and efficiently
to organizational change and to fill specialist and managerial vacancies from within your
You can plan and provide for quality and qualified personnel well in advance.
In addition, the component helps you to actively motivate employees by showing them
career perspectives and by developing their work-related and interpersonal skills.
Recruitment helps you process the applications you receive so you can focus on
bringing in qualified candidates. With Recruitment, you can generate and maintain job
requisitions, search for qualified candidates, and track applicant data on external and
internal applicants. You can also set up and maintain interview schedules, view interview
results, review and track candidate and requisition status, and monitor recruitment
Recruitment can help you to set up an effective recruitment strategy for finding and
hiring the right people with the right skills that will contribute to the continued
success of your enterprise and keep you competitive. It can optimize your recruitment
procedure and reduce administrative overheads.
They can give applicants authorization to check the status of their applications at all
Recruitment offers you an extensive information base for making well-informed personnel
decisions. Profile match ups between the qualifications of the applicant and the
requirements of the job let you establish how suitably qualified a candidate is.
Powerful reporting tools are available at every stage of the process to provide you
with important decision support information and help you keep tabs on the status of
When the new employee is hired, data stored in Recruitment Management is transferred
automatically to Personal Management.
Training Administration helps you establish in-depth training programs and association
them with job codes. You can also specify course requirements and training facility
information, maintain course and training program data for instructors and courses,
monitor course session availability, review course evaluations and track tuition
Our solution includes functionality that enables you to budget and track training
expenses for you company - down to the employee level. You can compare estimated versus
actual costs generated from the sessions completed. You can plan and manage your entire
training budget and its individual components.
Training Administration supports the planning and realization of the training measures
Training Administration provides optimum support for internal and external training and
event organizers to pinpoint and offset training needs efficiently and effectively.
You can design detailed long-and short-term training programs for your employees, which
are tailored to suit their individual needs.
You can create training programs for trainees and apprentices, and coordinate and
monitor all aspects of the training measures.
Training Management lets you plan, manage, and evaluate data on internal and external
event organizers. It stores data on event prerequisites, objectives, contents and time
schedules. It has information on prices, capacity, and locations. Automated planning tools
propose resources such as instructors, rooms, equipment, and training materials for the
events you plan. The component has accessible, easy-to-use functions that support billing
and budget planning.
The component has a fast data entry function that simplifies and accelerates such
activities as prebooking, booking, canceling, and replacing attendance at events. These
functions are available for both internal and attendees. The system automatically checks
for event prerequisites and possible time conflicts.
Follow-up processing includes functions for billing, cost allocation, and certification
You can request appraisals of instructors, attendees, or training events. You define
the appropriate criteria for each type of appraisal.
Costs and prices are significant aspects where training and event management is
concerned. Training Management simplifies these processes for you with functions that
store and evaluate cost data for instructors’ fees, training materials, advertising,
room rental, and equipment.
You can allocation costs for internal attendees and to settle costs for external
You can examine and maintain deduction data online. Check and accumulated balance data
from your payroll system can be imported for viewing. And you can perform deduction
calculations as often as needed.
They will handle the dual currency phase smoothly and will be well equipped to deal
with the day-to-day tasks after the changeover.
The system can store and process amounts in multiple currencies.
The payment process, you can remunerate your employee in cash, by check, or by bank
transfer (data carrier or form).
When it comes to correct payment, the system can generate the payment voucher to AP
For data protection reason, the system only posts summarized data to accounting.
However, authorized employees in the personnel department can see the detailed line items
- Salary Administration and Planning
Maintain up-to-date salary plans, a critical element in reducing employee turnover and
managing costs, with Salary Administration and Planning. You specify plans for
administering salaries by geographic location, currency or company. You establish
guidelines for administering salaries - pay employees of a single group in different
currencies, or set different pay rates for different job components. With Salary
Administration and Planning, you can process annual salary reviews, merit increases, and
pay reviews based on an employee’s anniversary date.
Adhering to health and safety regulations, while reducing related costs, are
challengers faced by organizations worldwide. Health and safety provides your organization
with a cohesive global solution that includes incident tracking capabilities flexible
enough to benefit your operations in any country. With Health and Safety you can report
incidents of injury and illness for employees and contractors, manage occupational injury
and illness claims, report incidents involving vehicles and equipment, and detect and
monitor hazardous conditions and materials. The breadth of information that can be
captured on incidents and injuries, medical treatments, and accident investigations is
extensive. And Health and Safety offers a streamlined, common front-end for every country
supported, as well as efficient access to country-specific information.
An essential component of any employment package, benefits can also be extremely
complex to administer. With the base benefits component in Solution, you can easily design
and implement a comprehensive, modern benefits program, while keeping costs and labor at a
minimum. Base benefits enables you to manage a wide range of benefit options, including
medical, dental, life, profit sharing, and pensions. With base benefits you can define
specific deductions and calculation rules for each benefit plan, calculate benefit
deductions quickly and accurately, and calculate multiple types of employee leave
accruals. You can specify primary care physicians.
Employees can use self-service functions to view their current benefits data directly
at their workstations, enroll a new family member in a health plan, increase the salary
percentage allocated to a saving plan, or switch from buying company shares to fund
Last update : Monday, 7 January 2002 07:00 ( Thailand )
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