Professional Documents
Culture Documents
EXECUTIVES 2016-17
INDIAN INSTITUTE OF MANAGEMENT, LUCKNOW
Group Project
Information technology in Human Resource Management
PRESENTED TO
Prof. Bharat Bhasker
Prepared by Group XX
Anurag Sharma
IPMX09001
Anusar Gupta
IPMX09002
Brijesh Gupta
IPMX09005
Harshmeet Singh
IPMX09016
Jaskaran Singh Gulati IPMX09017
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Table of Contents
Executive Summary.................................................................................................... 2
IT based HRM: A brief introduction............................................................................. 3
Employee Relations and Communications..................................................................4
Executive Summary
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The project is aimed to study the impact of information systems on the human
resource management (HRM) in an organization. The HRIS (Human Resource
Information System) or HRMS (Human Resource Management System) is a
combination of processes, systems that integrate human resources, information
technology through software. The report touches upon key functions performed by
the HRM and how HRIS translate the traditional approach into an incrementally
more responsive, cost efficient HRM, converting it to a strategic business function.
The report also gives an overview of HR analytics, which is adding a whole new
dimension to the HR practices by way of assisting the HR practitioners in data based
decision making thus contributing to achievement of competitive advantage.
Employee Communication
Resourcing
Measuring and Managing Employee Performance
HR Analytics
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As can be seen from the above figure, an employee can login to the portal, go to the leave
application page, fill in the details and reason for applying leave, enters his approver's email
id and submit the application for approval.
Once the request is submitted, the request then goes in the SAP Universal Worklist inbox of
the approver and he is notified over the email by the system. If the request is kept pending
in the approvers inbox without any action taken, reminder mails are automatically sent to
the approver at specified times by the system.
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In the workflow diagram below, once the approver opens the leave approval task from his
Inbox, he can then review the application and take the necessary action. He can either
approve it by adding the necessary comments and submitting the form or reject/send the
form back to the requester for modifications. In the former case, once the approver hits the
approve button, a notification mail is generated and sent to the requesters inbox and also
the details gets stored in the SAP backend system and the workflow gets terminated.
However, in case approver sends the form back to the requester for review, the request
appears in his inbox with the necessary comments regarding the modification that need to
be made and then requester can re-submit or cancel the application as per the need. If the
request is rejected, a notification mail is sent to the requester updating him and also citing
the reason for rejection and finally the workflow is terminated.
The above workflow is designed in SAP ECC using the transaction swdd. The backend ECC is
connected to the frontend i.e SAP Portal by maintaining backend system details and
providing the relevant SAP connectors information in the SAP Portal.
SAP comes up with the standard ESS packages which can be integrated in SAP Portal and
customized as per the company's requirements.
With the invent of technologies(e.g: SAP Fiori), the ESS can now be incorporated in
Mobile/Handheld devices which gives the user on-the-go working ability.
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Thus integration of ESS packages in SAP Portal provides the employee and organization with
ease of working, reduced communication and dependency of employee and HR on one
another which in turn improves the efficiency of the employees and hence the organization.
There are various IT firms which understood the need of employees, managers, and
HRs to design the online Appraisal Systems with distinct functionalities of
Performance management. Few of these firms and their tools names are below.
Most of these tools are based on cloud computing, SAAS and web platforms and
provide the firms an ability to pay on use-case basis. Because of easy
implementation and full scale integration by customizing the tool according to
corporate structure, these softwares have been proved successful. We are taking
an example of one such tool SAP Successfactors Performance & Goals to illustrate
the features and functionalities of Performance appraisal softwares.
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Writing assistant and coaching advisor are integral part of SAP Successfactors that
provide help in choosing the right words and render fairness & legal compliance. Top
and bottom performers can be seen on the dashboard and an easy comparison
among team members can be made in a quick and integral manner.
There are certain features which give this tool unique advantage over others. Few of
these advantages are listed below.
Intuitive Solutions put talent management in the hands of employees
Ability to scale system quickly to accommodate upcoming mergers and
acquitions
Cloud Based solution offers the chance to go live quickly and easily
Ability to leverage data and business practises from the core SAP Systems
SuccessFactors uses a unique, hybrid multi-tenant architecture that has the
capability of serving millions of users. This architecture completely separates your
data from other customers data, while allowing us to roll out rapidly the latest
functionality to everyone, all at once. This approach also offers the most
configurability and allows you to extract deep insight from your data.
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HR Analytics
HR analytics is fast catching up in the industry. There has been a lot of emphasis in
quantifying employee behaviours with performance, attrition etc. In the last few
years a lot of companies have started tracking employee behaviours.
A big part of the analytics revolution is to measure the efficiency, effectiveness, and
outcomes of People processes. What analytics really intends to do is to analyze the
activities of employees and their utilization of resources for achieving the business
objectives.
Companies intend to know what a process costs, how long it takes to familiarize
people with a process change or adjustment, how much output is obtained from a
given input, what is the quality of the output, and how do people feel about all
these. At the end of the day it all about the perception of the employees.
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Reference: https://www.successfactors.com/en_us/solutions/talent/performancegoals.html
https://www.successfactors.com/en_gb/whysuccessfactors/technology/cloud/architecture.html
The Promising State of Human Capital Analytics - i4cp_report- 2016-final
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