ERP AND

HRM

Submitted by – Aditya Kumar, Gyanendra

meena

Submitted to – prof. Aarti Solanki

 ERP AND HRM

HRM covers several key areas including recruitment, training, payroll, rewards 7 recognition
programs, workforce management, time and attendance and staff welfare and development.

ERP systems include human resource management capabilities. An ERP system connects
databases and provides all information in a single window. For HR, much of the ERP
functionality is used in the database category. The software manages the important part of
daily tasks of HR. Using the centralized information database, the HR can easily access
important information such as Name and IDs of the employees, their pay rates, number of
hours they have worked, different benefits each employee has accrued, etc .The HR module
in ERP also manages internal communication in an organization such as who needs to know
all this information and when is the report due.

The most popular HR system modules include:

 Core HR and payroll (as standard)

 Recruitment
 On boarding
 Performance management
 Benefits administration
 Workforce management
 Time and attendance
 Absence and leave management
 Learning and development
 Talent management
 HR analytics

HRM module 1: Recruitment

A recruitment module should handle all your internal form-filling and authorization
processes; allow managers +/or HR to post advertisements and supporting documentation
online, offer applicant tracking and even initial sifting. There may also be functionality to
build talent pools which can then be ‘trawled’ for suitable candidates when a vacancy
becomes available. Of all HR technology, it’s recruitment modules that have embraced social
media to the greatest extent.

Common recruitment module features include:

 Customized pipelines for different roles

 One-click posting of jobs and job descriptions to a variety of jobs boards
  Automated assessment processes, inc. interview scheduling
 Applicant tracking
 Resume parsing
 Standard metrics and analytics for candidate profiles
 Mobile app
 Gamification (though opinion is divided between the pros and cons)
 Social media interface
 Digitized offer management

HRM module 2: Onboarding

Once you have your new hires, they need to be guided through your organization’s
onboarding and induction procedures. This process can benefit from automation, significantly
reducing the burden on both managers and the HR team: new recruits can be ‘introduced’ to
the necessary people and to the organization itself; there may be automatic notifications to
relevant departments for issues such as building access, user accounts, security passes, etc. In
an ideal system, the onboarding functions also interface with the performance and talent
management modules.

Common onboarding module features include:

 Pre-first day preparation

 Easy (and paperless) set up of accurate employee records
 Provision of essential information about the company and key personnel
 Gamified learning
 Automatic scheduling of essential meetings
 Compliance with legislative mandates
 Goal-setting as a basis for probationary period

HRM module 3: Performance management

Automating the appraisal process, recording and tracking objectives and targets, this module
should incorporate your competence framework, job standards and/or other relevant systems.

Common performance management module features include:

 Setting and managing goals.

 Links to competency framework.
 Scheduling of appraisal meetings.
 360 performance feedback.
 ‘In the moment’ feedback tools.
 Big Data gathering for a broader picture of individual performance.
 Links to talent management and succession planning functions.

HRM module 4: Benefits administration

Benefits management is all about providing timely information and aiding employees to
make the right choice for their circumstances. This module should manage and monitor
employee benefits, healthcare and pension/welfare packages, tracking enrolment options and
any financial implications.

Common benefits administration module features include:

 Online open enrolment

 Automated communication of enrolment options and information
 Plan comparison tool to aid employee choices, inc. costs and contributions
breakdowns
 Automatic event management of the benefits life cycle
 Legislative compliance for your territory.

HRM module 5: Workforce management

Primarily a scheduling function, this module should link closely to (and is often combined
with) time and attendance and leave management. Similarly, real-time functionality may
involve linkages to other business intelligence systems such as ERP and CRM to match
workforce deployment to shifting needs.

Common workforce management module features include:

 Scheduling and shift management

 Workflow monitoring
 Management dashboard with real-time data and metrics

HRM module 6: Time and attendance

Alongside payroll, this is probably one of the longest-standing HR automations: the time
clock. These days, such systems often incorporate biometric identification to avoid ‘buddy
punching’ and will link directly to (or be an integral part of) the workforce management
module, with information links to your payroll and accounting software.

Common time and attendance module features include:

 Employment attendance tracking

 Time clock management
 Biometric systems
 Functionality for remote and mobile workers
 Legislative compliance (e.g. minimum mandated rest breaks)

HRM module 7: Absence and leave management

Again, often linked to the time and attendance and workforce management functions, your
leave management module is an automated way to allocate, book, approve, track and monitor
any absence from the workplace. It may be for vacations, compassionate reasons, illness,
parental leave, even jury duty. Request and approval processes should be streamlined and the
outcomes incorporated into team calendars where appropriate.
Common absence and leave management module features include:

 Self-service leave requests

 Integration with workforce management (scheduling) and time and attendance
functions
 ‘Account management’, tracking accrued vacation time and usage.
 Metrics and analytics, including absence levels and trends.

HRM Module 8: Learning and development

Often using the outcomes of the performance management process as a starting point, this
module may produce individual training plans for staff, deal with bookings (for training
courses and other learning options), and manage the follow-on evaluation and feedback
process, while tracking training expenditure against budget allocations.

Common learning and development module features include:

 Learning portal
 Training recommendations linked to role, skillset, and career aspirations
 Individual user learning plans
 Setting and managing goals
 Links to competency framework
 Streamlined learning administration (reducing the HR overhead)

HRM module 9: Talent management

Focusing on identifying individuals with potential, this module should assist with setting up
talent pipelines with specific roles and succession planning in mind. Links to recruitment,
learning and development and performance management should be seamless.

Common talent management module features include:

 Succession planning
 Alignment with organizational strategic business goals
 Identification of career paths and individual career planning
 Integration with key recruitment campaigns
 Reward benchmarking (internal and external)

HRM module 10: HR analytics

Often incorporated as functions within other modules, HR analytics provide reporting

capabilities (frequently in the form of libraries of HR metrics and benchmarks) assessing and
analysing the data gathered and stored with the HRMS (and other business systems) to
provide strategic and predictive insights that can be used to guide the business strategy of the
organization.

It is important to note that some of these modules might overlap, for example, benefits
management might fall under the payroll banner; and indeed payroll itself (and/or
compensation management, taking in the wider reward and recognition packages) is often
viewed as an HRMS module as well as a stand-alone function or application.
 VENDOR – WP ERP

TOP FEATURES :-

1. EMPLOYEE MANAGEMENT :-
An Employee management system is designed to simplify the process of record
maintenance of employees in an organisation. It helps in managing the information of
employees for HR functions. In general, employee management system is a part of a
comprehensive Human Resource Management System.
2. General info :-

 General free features of WP ERP core

 Free word press hr management directly from your dashboard

 Free client management – keep customers online at your fingertips

 Free accounting module made for non-accountants

 Powerful extensions available in premium plans

3. Job :-
 Add employment status
 Add compensation
 Add information
4. Leave :-
 Balance
 History
5. Notes
6. Performance
 Performance reviews
 Performance comments
 Performance goal
7. Permission management
8. Managing department
9. Managing designation
10. Announcement
11. Reporting
 Age profile
 Head count
 Gender profile
 Year of service
 Salary history
 Use of BI in HRM
1. How business intelligence works for HR

Business intelligence helps to inform your business decisions with data and analysis,
which creates the basis for success. It is an aid in all business areas, from growth to
human resources to marketing, and implies a number of key processes.

 Analysis – the information gathering stage that prepares and defines the metrics to
be used.
 Data preparation – comprising data cleansing, integration and quality
management; ensuring your data is ready to use.
 Data architecture – this stage involves the scalability of data stores, data
warehouse design, and data modeling; making sure your systems are prepared for
the data.
 BI testing – comprises ETL testing, data quality, and warehouse testing, reports
and data testing; in essence, it refers to analyzing the backbone of business with
data.
 Implementation – the active part of the process, this involves data warehouse
deployment and embedding reporting functions in the apps.
 Optimization – improving your current BI processes with data warehouse
redesign, cloud migration, and ETL process optimization.

Business intelligence helps in :-

 Business intelligence for…hiring

 Business intelligence for…performance
 Business intelligence for…staffing needs
 Business intelligence for…culture
 Business analysis for…CSR
Example of BI – Banking sector
 Banks use Big data analytics in order to find out whether to to give Loan to person or not
.Analytics team are there to find out the probability of individuals to payback its loan .They
do predictive modelling using data of transaction individuals have done .So business
Intelligence helps in decision making process.
REFERENCES:-

https://www.hrmsworld.com