e-HRM

Goals

E-HRM is seen as offering the potential to improve services to HR department clients (both employees and management), improve efficiency and cost effectiveness within the HR department, and allow HR to become a strategic partner in achieving organisational goals.

To deal with recruitment there are number of websites for recruiting of employees in companies, some of the popular job search web sites in INDIA are listed below they are

• www.naukri.com

• jobsahead.com

• monsterindia.com

• careerindia.com

• placementindia.com

• bestjobsindia.in

• jobzing.com

• Careerjet.co.in

• www.gigajob.com

• Best Job search websites in India

• Job search websites in USA

• Job search websites in UK

• Job search Websites in Malaysia

• Job search websites in Australia

• model a business hierarchy,

• the relationships of employees to various business units

• the reporting structure among employees.

• helps employers to track employee master data,

• work schedules,

• salary and benefits information.

• functionality focuses on employees' skills, qualifications and career plans

• process attendance and absences, gross salary and tax calculations, and payments to employees and third-party vendors.

Consistent with the overall integration of SAP R/3, the HR module shares information with other modules, such as Financial Accounting (FI), Controlling (CO), Production Planning and Business Workflow. The Payroll processes use Accounts Payable functions to print checks, manage payment and bank information, and process payments to tax authorities and other third-party vendors. Payroll results are also posted to General Ledger accounts for use in periodic income and expense reporting. For management accounting, information regarding employment costs can be transferred to Cost Centers with in the CO module. Employees can be assigned to Work Centers, which are used in conjunction with Production Planning. Assigned positions and reporting relationships from PD are used in Business Workflow to route purchase requisitions and other documents for approval. HR works with external systems either through certified interfaces with SAP partner products, or custom developed interfaces to customer defined systems.

Modules in SAP and what Sap can do to organization?

Organizational Management Module Overview

• Forms the basis for the entire personnel planning and development application

• Facilitates analysis of the organizational structure

• Allows planning to develop actual and proposed personnel scenarios

Personnel Administration Module Overview

• Establishes organizational hierarchies

• Used to perform essential personnel administration tasks such as:

• hiring employees

• performing organizational reassignments

• termination from the University

• salary adjustments

• Data stored in such a way that you can easily access and maintain at any time

Recruitment Module Overview

• Functions you need for working through the entire recruitment process

• Contains an entire range of powerful, flexible functions that you can use to implement an effective – and largely automated – recruitment strategy such as:

• Issuance of recruitment requests

• Selection process of applicant

• Applicant pool administration

• Notification to applicants

Benefits Module Overview

• Comprehensive method of administering employee benefits such as:

• Health (medical and dental)

• Insurance (Life)

• Savings (Retirement)

• Spending Accounts (Medical and Dependent Care)

• Encompasses the key concepts and processes you need to manage extensive and highly individual benefits packages for your employees

• Open Enrolment

• Employee Life-cycle Events (e.g. Marriage, Child, and Separation)

Compensation Management Module Overview

• Toolset for strategic remuneration planning

• Empowers managers to offer competitive and motivating remuneration

• Fixed pay

• Variable pay

• Merit increases

• Promotion

• Includes Personnel Cost Planning

• Allows experimenting with future projected costs

Training & Events Management Module Overview

• Enables you to plan and manage business events

• Training

• Conferences

• Interfaces with other R/3 components

• Basis for extending and updating employee’s skills and knowledge

• Flexible Reporting

• Appraisal functions

• Provide important decision support feedback to ensure the business events offered are both high quality and effective

Personnel Development Module Overview

• Helps compare current or future work requirements with employees’ qualifications, preferences and aspirations

• Can contain general measures to impart qualifications so that employees retain or further their professional skills and keep track with technological developments

• Converts training proposals directly into bookings for employees with qualification deficits or needs

Time Management Module Overview

• Enables flexible representation of all personnel procedures involved in recording and evaluating employee time data

• Infrastructure for time data recording

• Work schedules

• Record of planned attendance and absences

• Recording of attendance and absence

• Annual and Sick Leave accrual

• Time evaluation

• Ability to transfer absence and attendance data to other SAP applications

Payroll Accounting Module Overview

• Ability to process payroll for employees using data from SAP Personnel Administration, Benefits, and Time Management

• Payroll run (regular and off-cycle)

• Payroll corrections

• Payments

• Remuneration Statements

• Posting to Financial Accounting

• Third Party Remittance

• Offers a number of standard payroll reports

• Tax Reporter component allows you to generate all required state and federal tax forms

E-HRM Goals

E-HRM is seen as offering the potential to improve services to HR department clients (both employees and management), improve efficiency and cost effectiveness within the HR department, and allow HR to become a strategic partner in achieving organisational goals.

How to Improve Your Recruitment Strategies Using Big Data

-Beatrice Potter

Recruitment has always been one of the most complex of all departments within a business. There’s such a huge uncertainty when it comes to defining the best approach and making sure you find the right people for the roles in your business. However, while complicated with no hard and fast rules, the rise in the use of big data is changing the game.

Today, we’re going to look into how businesses around the world, including your business, can use big data to start improving and optimising your recruitment process for the best results. Let’s go.

What is Big Data?

First, we should define what big data is – everyone is talking about it these days, but no-one can really say what it is. Technically speaking, big data refers to large, complex sets of structured and unstructured data, that are difficult to deal with or sort quickly.

In marketing, understanding big data is very useful for preventing fraud, gaining customer insights and optimising pricing, among other uses.

Finding the Right People

Of course, the recruitment drive of any business is all about finding the right people for the job, but this is a risk, no matter how experienced your business is, and can use a lot of resources, especially time and money, to get right.

Fortunately, big data is changing the game. No matter who you’re looking for or what type of person you want, you can use big data no narrow down candidates in plenty of different ways, whether that’s age, level of education, or geographical location.

You can do this by searching for people online and using big data to organise people, or by collecting and organising accepted resumes and application and using big data to organise them all. This can save your business an infinite number of hours when it comes to sorting applications and finding the right people.

Defining the Best Recruitment Channels

Your current recruitment strategy probably, or at least should, include using social media to find or research potential candidates. You may also advertise your job roles using targeted social media marketing and use standard searches to locate new people in new locations.

However, have you ever taken the time to research which platforms or employment channels are actually the best for your business? Using big data, you’ll be able to find the most suitable candidates by narrowing down skills, age, education level, and location, and then finding which platforms they’re using the most, allowing you to spend more resources in this area to ultimately achieve better results.

“This approach also includes being able to reach your candidates in ways that will appeal to them and will ultimately attract the top talent. For example, some candidates and roles may require text-heavy documentation for them to feel interested in the role, whereas others may require a more visual approach. Big data will help you define, which is the best way forward” explains Mariah Parrish, an HR manager at Dissertation Service and Paper Fellows.

Optimising Your External Image and Perceptions

While candidates applying for roles in your business will try their hardest to look the best they can for your business to want to consider them, we live in an age where businesses need to do the same.

Especially common among the younger workforce, if your business doesn’t look attractive to a potential employee, or your business doesn’t hold the same morals or values that they have, they’re going to go elsewhere.

Using big data, you can use the information to see what the top talent you want are looking for in a business they want to work for, and you can adjust your business to match. You can also tell if your current image will work in attracting the right kind of talent, and ultimately, you’ll be able to optimise your business’s image to be whatever you want.

Improved Training Programs and Employee Development

Technology is changing the world at an ever-expanding rate, as are the expectations of businesses and customers alike, which leads us to our final point of the defining the skills, education and talents your desired employees will have.

“Using analytics and big data information, you’ll be able to see what kind of company you are, and what kind of skills will resonate the best within certain roles. For example, it’s said that soft skills are essential for success when it comes to AI-driven companies,” shares Andy Turner, an analytics expert at AustralianHelp and OXEssays.

“Using this information, you’ll be able to sort through applicants based on their soft skill investment, as well as organising training programs to help amplify and better these skills for the best chances of success in the role.”

Summary

As you can see, big data is making a huge impact in the ways that businesses are approaching employment and recruitment, and if your business isn’t currently using this technology to your advantage, you’re going to get left behind. It’s an opportunity like no other.

Facts [+]

NEW DELHI: India has the world's youngest internet population with 75 per cent of all users under the age of 35 years, said research firm comScore Friday. The findings were announced by comScore's co-founder and executive chairman Gian M. Fulgoni at the second edition of digital marketing event 'ad:tech' being organised here.

In comparison to India, the world's average of under 35-year users stood at 52 per cent and 55 per cent in Asia Pacific region. "Further, a third of India's total online population is between 15 to 24 years," said Fulgoni.

Indian users spent a total of 34.47 billion minutes online last year, which translated to over half a billion hours, he added.

60% employers to monitor their employees' Facebook pages by 2015: Gartner

Many employers already monitor their workers' Facebook, Twitter and other social media pages - but the practice is set to increase, a new report has revealed.

A new report by data analysts Gartner has claimed that by the year 2015, 60 per cent of employers will monitor social media pages of their employees. The 'Big Brother' monitoring will be driven by security worries about employees leaking information or talking negatively about their workplace.

https://www.indiatimes.com/internet/60-employers-to-monitor-their-employees-facebook-twitter-pages-by-2015-gartner-26272.html

Electronic technology in employee overtime management

overtime payment is one of the overheads under the compensation management by the human resource Department. According to labour laws of different countries like in United States, Fair labour standards act and in India, factories act 1948, overtime should be paid double the wage than the normal working hours.

Introduction of the electronic technology in the human resource functional task will result in better controlling and cost saving. Biometrics is the latest electronic technology design for accurate attendance maintenance for human beings with zero errors or frauds. Biometrics scans finger of human and stores permanently as his identity and proof that he is present. Many companies are entrusting attendance management to biometrics that gives accurate attendance dates with in and exit time of employee. The time employee remained in office on work can be monitored exactly and hence paid appropriate remuneration to his total working hours. Biometrics are playing very crucial role in the employee work time management that is linked with compensation management and and also in cost-saving by measuring employee work time contributed to organisation.