HOW TO UTILIZE THE HUMAN
RESOURCES SOLUTION
IFS CUSTOMER SUMMIT 2010, STOCKHOLM Trends &
Outlook
Application highlights
Vision &
Direction
Every day of their working life the people you employ
contribute to the performance, growth and success of
your business.
So it makes sound business sense to make sure you have
a human resource solution that has capabilities and
functionality that provides them with the opportunities
to flourish themselves.
TRENDS AND OUTLOCKS—HUMAN RESOURCES
MARKET TRENDS
International installations More focus on the employee
Work force management
Integrated solutions—less paper and Excel Self Service
Usability
THE DESIGN CONCEPT
6
INTEGRATED BUSINESS PROCESSES
IFS HR IS DESIGNED AS AN INTEGRAL PART OF IFS APPLICATIONS
Enhanced utilization of resources when HR provides information about skills, qualifications and availability
Faster flows from start to finish with real-time information about employee time and costs
More accurate data for follow-up and analysis Secure access control for employee information
Work Force Management
THE DESIGN CONCEPT
IFS MAINTENANCE AND IFS HUMAN RESOURCES
Defining WO
Time Reporting WO Resource
Planning
Expense Reporting WO
Invoicing WO
WO Follow-Up WO
Defined &
Staffing OK
WO
Time&Costs Reported
Follow up Work Order Prepare Work Order
Report Work Order
Work Order Work Order
Human Resources
Competence/
Availability
Transfer to payroll Employee
Time&Costs Reported
THE DESIGN CONCEPT
8
IFS PROJECT MANAGEMENT AND IFS HUMAN RESOURCES
Project Man.
Project Management
Human Resources
Inventory Withdrawal
Supplier Invoice Expense Reporting
Cost Reporting Time Reporting
Project Planning
Competence/
Availability
Project Invoicing Transfer to Payroll
Project Time&Costs Reported Employee Time& Costs Reported
Project Follow-up
THE DESIGN CONCEPT
IFS MANUFACTURING AND IFS HUMAN RESOURCES
Indirect Operation Shop Order Operation
Planned Operation
Report Man Hours Work Center
set up
Verify &
Authorize
Transfer to payroll
Man hours to shop order Calculated
result
Manuf Follow-up
Manufacturing
Human Resources
APPLICATION HIGHLIGHTS —HUMAN RESOURCES
HR core
Self Service
Reporting Time and Personal costs
Human Resource Management
Output and Reports
IFS HUMAN RESOURCES
IFS Human Resources offers a breadth of functions ensuring that the different interest groups, Managers, Employees and HR Professionals, within an
organization are equally met.
IFS HUMAN RESOURCES
12
IFS APPLICATIONS
IFS HUMAN RESOURCES
12
Resource Planning/
Allocation
IFS Applications
Employee Survey Recruitment
Training Management Resource
Planning (Qualifications)
Employee Development
HRM
Expense Management
Time &
Attendance
Time Management (incl project)
Time Clock
Integration Payroll Systems
Integration
HR/Employee Administration
(HR Core)
Self Service Managers/
Employees
Self Service
HRM
IFS HUMAN RESOURCES
ONE DATABASE FOR EMPLOYEE INFORMATION
HR-core
Person and employee Schedules and Rules Positions structure
Access
Authority levels Organisation structure
Org.code Information
Valid from, valid to
Register once
Available, HR and IFS Applications
―Master‖
Wizards, for example New employee Report, output, KPI
Information is available
Create document—use templates Document Management
THE DESIGN CONCEPT
14
ROLE-BASED USER INTERFACE AND WORKING ENVIRONMENT
Managers
Employees
HR Professionals
MAIN ROLES
THE DESIGN CONCEPT
SELF-SERVICE FOR MANAGERS AND EMPLOYEES
Self-Service for managers
Manage employee personal information Requisition new staff members
Register employees for training
Manage employee schedule and time-reporting Analyze staff competencies
Create employee career plans
Plan employee development review Manage employee expense reporting
Manage employee job-related information
16 IFS HUMAN RESOURCES
MANAGER SELF SERVICES: EXAMPLE
THE DESIGN CONCEPT
EMPLOYEE SELF-SERVICE
Self-Service for managers
Report time, costs and expenses Request leave of absence
Register for training
Perform self-assessment
Compare my competencies with jobs in the company Apply for jobs
18 IFS HUMAN RESOURCES
EMPLOYEE SELF SERVICES: EXAMPLE
TIME & ATTENDANCE
Rules and Regulations Follow Up (all transactions)
Project Work order Shop order Deviations
Clockings/Results Presence
Overtime, Absence Deviations
Different for different groups of employees
Shop order Presence
Overtime, Absence Clockings
Time Clock
Time
Management
Time Reporting
Register Transfer
to Payroll Authorize
Times on Project, WO Shop order
TIME REGISTRATION
20
EXAMPLE
Work order
Shop order Project activity
Wage code to Payroll)
TRAVEL EXPENSES/ENTERTAINMENT
Rules and Regulations Follow Up (all transactions)
Register/
Confirm Approve Authorize Transfer
to Payroll Costs on
project, WO
Request Authorize Transfer
payments
Regulate next
Travel Exp Payment in advance:
Travel Expenses/Entertainment:
Payment
COMPETENCY DEVELOPMENT
22
Identify and define business-critical competencies needed for the future.
Assess and determine current
organizational strengths and gaps.
Develop competency roadmaps to secure business requirements.
Manage information on appraisal talks and development planning actions.
Optimize retention of staff with clear and well-understood career paths and growth opportunities.
Define
Competencies
Competence Mapping
Competence Analysis
Employee Development
Career- Succession planning
TRAINING ADMINISTRATION
Identify and define training courses.
Training needs based on manual registration or competency
requirement for job.
Preparation of training events
including agenda, resource allocation and cost.
Register, attend and evaluate training.
Competency profiles and training history updated after completed training.
Prepare
training events Define
courses
Identify emp training needs
Training event
Competency update
RECRUITMENT
24
Prepare and approve personnel
requisitions, define recruitment method and selection process.
External and internal opportunity online advertising.
External and internal online
recruitment. Manage each step of the hiring process.
Job candidate evaluation and nomination.
Prepare and follow-up employee induction program
Advertisement Recruitment
Planning
Handle Applicants
Select Candidates
Induction program
EMPLOYEE SURVEY
Define Survey
Notify all participants through e-mails
Web-enabled participation
Online answer analysis
Plan
Publish
Participation
Analysis
REPORT AND OUTPUT
26
OUTPUT—ANALYSIS—ACTION
Standard reports Reports
Overview windows, saved queries Quick Report
MS Office (output channels) External tools
Roled Based Personal Portals Events (händelser)
VISION AND DIRECTIONS—HUMAN RESOURCES
HUMAN RESOURCES
28
IFS HR is a fully integrated part of IFS Applications.
Many user processes are common for several different components in the application. It is an important objective to support the main processes in IFS Applications in the best way possible and to deliver true end user value. This has been a main focus in the past and will continue to be so in the future.
HINTS IFS APPLICATIONS 8
STATEMENTS OF POSSIBLE FUTURE FUNCTIONALITY FOR IFS’ SOFTWARE PRODUCTS AND TECHNOLOGY ARE FOR INFORMATION PURPOSES ONLY AND SHOULD NOT BE INTERPRETED AS ANY COMMITMENT OR REPRESENTATION.
IFS HUMAN RESOURSES
30
SOME HINTS
International installations
More overview windows company independent Some basic data translation
View and print out organization chart Improve Absence Management
Statistics – Business Analytics Head count
Wage codes
Time & Attendance flexibility
…
HIN TS I FS APP LI C ATI ON 8
KRISTINA INGVARSDOTTER
SENIOR BUSINESS CONSULTANT BUSINESS SOLUTION DEVELOPMENT
Mobile +46 733 45 35 13
www.IFSWORLD.com
THIS DOCUMENT MAY CONTAIN STATEMENTS OF POSSIBLE FUTURE FUNCTIONALITY FOR IFS’S SOFTWARE PRODUCTS AND TECHNOLOGY. SUCH STATEMENTS OF FUTURE FUNCTIONALITY ARE FOR INFORMATION PURPOSES ONLY AND SHOULD NOT BE INTERPRETED AS ANY COMMITMENT OR REPRESENTATION. IFS AND ALL IFS PRODUCT NAMES ARE TRADEMARKS OF IFS. THE NAMES OF ACTUAL COMPANIES AND PRODUCTS MENTIONED HEREIN MAY BE THE TRADEMARKS OF THEIR RESPECTIVE OWNERS.
