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Ramco Human

Resources
Ramco e.Applications
Administration & Control
Ramco Control, Finance, Maintenance, Sales, Kiosk, Credit Line

Financials Human Resources


Treasury
Corporate

Accounts Receivable Personnel


Cash Flow Accounts Payable Benefits
Investments Fixed Assets
Training
Loans Payable Payroll
General Ledger Kiosk
Bills & LC Management Accounting HR Analyst

Logistics
Sales Inventory SPC/SQC
Sales Forecast & Analysis Purchasing Statistical Process
Sales Order Physical Inventory & Control & Statistical
Shipping Cycle Count Quality Control
Sub Contracting
Plant

Process Production Discrete Production


Modeling
Product Definition
Maintenance
Planning Equipment
Planning & Execution
Scheduling Maintenance Operations
Engg. Change Control
Plant Operations

Tools
Report Writer, DCube, Application Configurator, Workflow
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Ramco e.Applications
Administration & Control
Ramco Control, Finance, Maintenance, Sales, Kiosk, Credit Line

Financials Human Resources


Treasury
Corporate

Accounts Receivable Personnel


Cash Flow
Investments
Accounts Payable Human Benefits
Training
Fixed Assets
Loans Payable
Bills & LC
General Ledger Resources
Payroll
Kiosk
Management Accounting HR Analyst

Logistics
Sales Inventory SPC/SQC
Sales Forecast & Analysis Purchasing Statistical Process
Sales Order Physical Inventory & Control & Statistical
Shipping Cycle Count Quality Control
Sub Contracting
Plant

Process Production Discrete Production


Modeling
Product Definition
Maintenance
Planning Equipment
Planning & Execution
Scheduling Maintenance Operations
Engg. Change Control
Plant Operations

Tools
Report Writer, DCube, Application Configurator, Workflow
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Roadmap
Benefits

Integration

Key features

Core concepts Core processes

Advantages

4
Ramco Human Resources

Comprehensive employee management


from recruitment to exit
Configurable down to the employee level
Quick placements to key positions
through succession planning
User friendly manpower and salary
Advantages

planning tool
Generic payroll helps encompass
localized requirements
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Ramco Human Resources...

Enables management of complex benefit


programs
“Quick” facilities for hiring, leave
processing…
Employees can access information
rapidly through Kiosk
Advantages

Powerful analysis through HR Analyst


Comprehensive coverage of training
processes
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Ramco Human Resources...

Avoids information redundancy


 Each screen has a clearly defined purpose
Relevant look up buttons at all screens
Tracks comprehensive history
 Effective dates on all relevant screens
Advantages

Integrated with the other applications of


Ramco enterprise solutions

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Core concepts

Define your organization and


core competencies
Payroll and tax
Training

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Define your organization

Location 1 Location 2

Organization

Function 1 Function 2 (Department)


Core concepts

Job 1 Job 2
Level

Position
(Designation)
Requirements
Category
e Layering for enrichment
rad
G
ale
y Sc
l a r Four concepts, three dimensions
Sa 9
Define your organization...

Define your own organization structure


 Make the structure hierarchical or flat
Create new concepts and dimensions
De-activate defunct concepts and
dimensions and store it for records -
Core concepts

maintain unlimited history


Copy a defined structure from one
location to another

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Define core competencies
Skills Position Competency model

 Team building Skill ratio


Manager
Skills possessed

Function-position Skills required

 Team building

 Target
monitoring
Skill weight
Core concepts

Manager Sales
Σw isi / Σw iri
 Team building
Employee assignment
w - Wt. for V,E,D
 Target
s - employee score
monitoring
r - required score
 Channel
Manager Sales
management Project 1
Defining Evaluating
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Define core competencies...

Employees with requisite skills


Skills

Filter based on
Quantitative Qualification
competency
model
Core concepts

Employee assignment
Negotiation Prev.
Assign Assign Assign experience
Employee 1 2 3
Languages known
Tina  French
 German
Dana  Spanish
Analytical
Keith Others

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Payroll and tax
Payroll
Payset Regular payroll Overtime payroll
Workers

Manager
Elements
Basic Income tax Basic
Income
Loan tax
Incentive Bonus
Employee & deduction
assignment
Core concepts

Earnings and deductions


Income
Basic HRA Bonus tax
Reimbur- Loan
DA Incentive
sement deduction
Employee specific values or formulae override
payset level definitions
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Training
Course hierarchy

Program 1 Program 2

Module1 Module 2 Module 3 Module 4

Modules

Course 1 Course 2 Course 3

Courses
Core concepts

Infrastructure

Faculty Tech. Gen. Mgmt.


Tina Internal
Dave
External
Keith Faculty
Skill match

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Core processes
Planning processes
 Personnel requirement
 Succession planning
 Compensation planning
 Career planning
Hire process
 Applicant tracking
Personal details
Employment and compensation
Time management
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Core processes...

Leave and attendance processing


Appraisal
Training
Payroll process and tax
Increments and arrears
Reimbursements
Other processes

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Personnel requirement planning

Organization
200 people

Location 1 Location 2
100 people 100 people
Core processes

Function 2
40 Salary
Function 1 people budget
60 people Level Position
Position 1 - 25
Position 2 - 15
de
Gra
Category

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Personnel requirement planning...

Supports centralized and decentralized


control for planning
 Import / export plans through third party
spreadsheets
Use formulae to standardize planning
methods
Core processes

Change your plans as many times as you


want
Automatic roll-up of changes
Update organization structure
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Succession planning
Can be performed for
 A concept (function-position combination)
 An employee
System suggests possible incumbents on
the basis of
 Skills
Core processes

 Potential appraisal
Function- Career Potential
Position
skill map planning appraisal

Function - Competency
or
Position profile
Assignment Succession
skills plan 19
Succession planning...

Decision support provided through


 Potential appraisal
 Skill weightages
Core processes

 Qualifications, experience and age


 Level
 Personal preferences

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Compensation planning
Plan salaries for a concept (location,
function, position), or an employee and
sum up totals
Base your plan on projected personnel
requirement
Impact analysis
Core processes

Appraisal

External Compensation Internal


equity planning equity

Other
factors
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Compensation planning...

Use formulae to standardize salary


planning
Decision support tools
 Internal equity (salaries paid within the
organization)
Core processes

 External equity (industry standards)


 Appraisal information
Change existing salaries by an amount,
percentage or formula

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Compensation planning...

Use business rules that compute values


based on
 Existing salary
Seniority of the employee...
Core processes

Automatic roll-up of changes


Unbiased planning of salaries

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Career planning

Plan vertical / horizontal movement of


employees
Use employee’s competency profile for
analysis
Core processes

Define career plan filters such as


location, function, position, skill weight...

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Career planning...

Current
skills

Career Position skills


planning
Core processes

Training needs

Career plan
• Responsibility level
• Date 25
Applicant tracking

Hire Short Resume


requisition listing entry

Internal
search Schedule Interview
interviews panel

Short list
Core processes

Rate Applicant
Filter through applicants search
an internal
search External search

Employment & Personal


compensation details entry
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Applicant tracking...

Configure interview stages to a position


Specify preferences
Conduct pre-hire tests
Comprehensive resume database
Perform VDE analysis on skills
Core processes

Schedule interviews for candidates


Rate each stage and obtain overall rating
On hire, information loaded to employee
database automatically
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Personal details
Capture 450
attributes to each
employee
Capture additional
Personal attributes through
details
AI and Notes
Core processes

screens
Capture photos or
1980 1990
Years
2000
scanned signatures
Employee’s personal
History data limited
details consists
information of
only by your
age, weight ... hardware 28
Employment and compensation

Record
Primary Secondary  Concept and
Sales Marketing dimensions
 Base compensation
Level

 Supervisor(s)
Utilities available
Succession planning
Core processes

Category 

Changes in structure
de


ra
G

Analysis
Level - 5
Category - middle mgmt.
 View job requirements
Grade - 2
 View career movement
Job - sales  Post future transactions
Position - general manager
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Time management
Company calendar definition Company
conditions
Company
Day type calendar Holiday
master

Shift Resource Resource


calendar conditions

Employee pattern matching


Core processes

Employee Pattern Time


deviations

Employee Employee
time-table replacement

Shift
Leave & deviations
attendance
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Time management...

Attach resource calendars to the


company calendar
Define length of day, week and month
Use ARS interface
Leave data is automatically mapped on to
Core processes

the employee calendar


View employee availability status by
clicking on any day on an employee
calendar
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Time management...

Replace absent employees


Over-time processing
Core processes

Rule-based calculations for payment

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Leave management
Leave Business rules
type  Eligibility
Leave
 Carry over
calendar

Leave application

Leave authorization/ Kiosk


cancellation
Entitlement
Core processes

Leave confirmation Employee


calendar

Leave
balance Leave
encashment
Year end
processing Leave Payroll
adjustment
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Leave management...

Define unlimited leave types and build


rules (for a category / grade combination)
Flag leave type properties
Entitlement in bulk or by employee
Post leave details in three stages:
Core processes

application, authorization, confirmation


(workflow enabled)
Leave / attendance information feeds into
the employee calendar
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Attendance

Timetable
Direct
ARS Employee Leave
entry
in& out

Rule-based
shift timing Rule-based
Core processes

Download Employee
ARS attendance

Financial Employee Payroll Attendance


posting CC attendance process type

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Attendance...

Define attendance types and attach a


period unit (basis for payroll computation)
Elements are mapped to attendance type
Attendance entry can be
Core processes

 ARS based
 Formula based
 Direct entry
Attendance feeds to time management

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Appraisal
Leads
to
Panel /
employee
Functional / Appreciation

Overall rating and counseling


letter
team
appraisal Appraisal
KPAs
Career plan
Orders
booked
Core processes

New
business Promotion
Quality

Potential
appraisal Transfer

360º
Awards
Employee appraisal
appraisal
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Appraisal...
Conduct regular or ad hoc appraisals
Include self appraisal in overall rating
Rating can be manual or automatic
Override system in performance rating
Identify training needs in the process
Core processes

Confirm, promote, transfer or reward


employees
360º appraisal
Appraisal engine is thus a decision support tool
for salary and succession planning
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360o appraisal

Include self
appraisal in overall Head of division

rating
Boss
Each appraiser can
have their own KRA
Core processes

and weights
Each appraiser’s Peer
opinion can be Employee

weighted to arrive at
final appraisal rating
Subordinate
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Training

Training calendar
Kiosk

Employe Assig Assig Assign


e n1 n2 3
Ted
Dana
Keith

Skill gaps Training


Appraisal Training course
needs
Core processes

Employee Team Function


Training
enrollment

Training Attendance
Profile update performance 40
Training...

Initiated by an appraisal
Define training environment
 Program, courses and modules
 Training calendar
 Book venue and infrastructure
Core processes

 Map faculty to training programs


Determine employee eligibility through
 Pre-requisites
 Business rules

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Training...

Capture attendance and feedback


information
Rate performance by attaching
weights to
 Attendance
Test result
Core processes

 Participation
Update employee skills
Training cost can be itemized and
absorbed by the appropriate cost center
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Training calendar

Scheduling tool
 Schedule program, modules and courses
with respect to dates and sessions
 Manage faculty, sessions, venues and dates
Core processes

Generates training number


Checks to eliminate clashing schedules

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Payroll
Salary
Taxes
payment
Attendance
verification Reimburse-
ments

Payroll
History
payset map

Payset
Core processes

Payroll Payroll GL
employee readiness processing posting
map

Salary
Assets, loans
payment
& funds
method
•Payroll master
User- •Period unit Element
defined •Payset exceptions
•Process period 44
Payroll definition
Configure payroll to your region
Define paysets, e.g managers, workers
Define elements: earnings & deductions
Attach elements to paysets
Attach employees to paysets
Core processes

Provide processing priorities to elements


Attach different attendance types to
different elements
Reimbursements / increments / arrears
are handled as additional pay elements
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Payroll processing

Perform payroll readiness check


 Authorize attendance records
 Specify salary payment method
 User-defined checks
Pay processed in two steps
Core processes

Pay can be processed for a range of


employees in a payset
Handles element exceptions
Additional security provided
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Tax
Payroll
processing

Payroll
history Tax rules
 Taxable income Employee tax planner
 Check perks Period Tax to be Tax
Perks & deducted deducted
other earnings  Include investments
01 2000 2000
Core processes

 Refer tax slabs


02 3500 3500
Investment  ….
groups

Investment
item
Employee Additional Tax
investment information processing
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Tax
Treat deduction due to investments
separately and specify
 Percentage for tax rebate
 Maximum amount permissible in that level
Define tax components, e.g perks
Tax rules executed in a sequence
Core processes

Tax planning caters to apportionment of


tax to be deducted

A tax system that can accommodate


any regional variation
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Increments

Payroll Increments Employee


payset exceptions

Element
exceptions
Increment
Core processes

Scale Non-scale
Percentage 40% Basic +
‘x’ times 4000/-
15% of ‘x’ 15% HRA

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Increments...

Define scale and non-scale increments


Processed for a payroll / payset and
category / grade combination
Scale increments are applied ‘x’ number
of times to reach the new pay level
Core processes

Non-scale increments can be a flat


number, formula, or a percentage of the
original
Process for specific employees also
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Arrears
Formula &
payset payroll Arrears element
element period filter & details
Payset Employee
element map arrears
Arrears
payroll
Recurring Formula details Arrears
element payroll

Processing Employee
Core processes

Non-recurring Formula details Arrears


element exclude

Employee Employee
Employee validation validation Employee
payset mapping assignment

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Arrears...
Process arrears as one pay element or
otherwise
Arrears are processed for payroll payset
combination in a category and grade
Employee exceptions can be specified
Core processes

Include new elements in retrospect


Attach any elements to past attendance
records
Unlimited process periods for arrears
processing
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Reimbursements
Payroll
Eligibilit
Employee y
rules Cash
Reimbursements
Reimbursement
group
Bank
General
Core processes

Reimbursement
item  Limit per claim
Reimbursement  Sanction (%)
type  Carry forward (Y/N)
 Without proof (Y/N)
 Eligibility limit

Reimbursement
Claim item
Fuel
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Reimbursements...
Two level classification provided
Item rules
 Define eligibility limits, carry forward limit,
limit per claim, sanction percentage, carry
forward permission, with or without bill rules
Supports currency and other UOM
Core processes

Eligibility rules
 Define separately for employees and
their dependents
Additional security
Prorata eligibility
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Other processes

Loans and funds


 Business rule-based eligibility and
parameter calculation
 Deduct payments automatically
through Payroll
 Post components of payment separately to
Core processes

Payroll and General Ledger


Asset management
Grievances and disciplinary action
Employee exit
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Key features

Rule-based processing enables


 Organization policies modeling, by
controlling the process output
 Customization down to the employee level
Comprehensive personnel management
from recruitment till exit
Meets all statutory requirements
Internet enabled transactions

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Key features...

Personnel
Payroll
Training
Kiosk - Interactive communication
network
HR Analyst - Executive information
system

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Internet enabled transactions

Leave application and sanction


Training request, course inquiry and
sponsorship
Resume entry and status
Key features

Reimbursement claims

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Personnel

Breadth of functionality
Organization structure definition
Reporting hierarchy
User friendly planning tools
 Salary planning
 Manpower planning
Key features

Extensive search facility for career


planning, succession planning...
Detailed information capture
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Personnel...

Online lookups and querying


Comprehensive rule building feature at
relevant places, e.g leave / loan
eligibility...
Bulk entitlement feature, e.g leave
Key features

Comprehensive database of resumes


and skills within the organization

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Personnel...

Online integration with Payroll for awards,


leave encashment, loan deduction…
Integration with benefits for COBRA
initiation
Supports OSHA
Key features

360o appraisal

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Payroll
Configurable payroll
Category specific payroll definition
Multiple payrolls with corresponding
frequencies
Employee can be attached to multiple
payrolls
Interfaces with ARS
Key features

Ease of arrears processing


Complete final settlement report
Rule-based tax module
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Training
Track training requirements
Plan and budget training programs
Maintain wait-lists and automatically
enroll employees
Reschedule courses, faculty and
enrollees
Monitor course evaluation
Key features

Feedback mechanism for skill updation


Distribution of training costs
Interface with Kiosk and appraisal
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Kiosk
Communication interface
 Between employees
 Outside world and the organization
Optimizes interaction between HR and
employee through
 Bulletin board
 Bazaar
Key features

 Job postings
 Leave application
 Training course requests
 Facility to record changes in personal details
by the employee directly 64
Kiosk...

Bulletin board

Ramco User Kiosk station


Kiosk security profile setup & admin.
Place of work

User details
Permission

s Bazaar
Key features

Job posting

Personal Leave Event Grievance Visitor


information application enrollment management information
Survey
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HR Analyst

EIS reporter that allows you to


 Consolidate HR information across all
locations for decision support
 Analyze information on
 Demography
 Turnover
 Leave... Information at
Key features

 Track important parameters your finger tips


in the organization by defining key indicators
 Pin point problem areas through drill down
 Obtain lateral information during drill down
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Ramco Human Resources

Resource loading details to Maintenance


and Production
Control employee access to Logistics and
Production
Payroll interface with Cash Flow
Increments posted from Sales Forecast
Integration

and Analysis into Payroll

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Ramco Human Resources...

Sales Order Ramco Inventory


Human Resources

Shipping
Purchasing

Sales Forecast
& Analysis Production
Integration

Accounts Maintenance
Receivable

General Cash Management


Ledger Flow Accounting
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Ramco Human Resources

Automation of HR processes
 HR executives can focus on human
resource management and policy making
Decision support tools ensures rapid
response
Consistency of information based on
pre-defined rules
Organization efficiency increases due to
Benefits

utilities like Kiosk

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Ramco Human Resources...

A comprehensive payroll system that


obviates the need for external agency
services
Rate external recruitment agencies
 Compare referred vs. selected
HR Analyst can serve as an alert to focus
attention on concern areas
Benefits

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Roadmap
Benefits

Integration

Key features

Core concepts Core processes

Advantages

71
Thank you

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