人力資源管理系統(tǒng)的隱藏價(jià)值(存儲(chǔ)版)
【正文】 of sources: an HRMS, a payroll system, a general ledger system, etc. Total cost of payrollWith this dramatic change e some significant differences in the way HR plans and executes its initiatives, with a special emphasis on leveraging technology. The terror of Y2K was a blessing in disguise, as it provided the perfect inducement for CEOs and CFOs to approve large investments in powerful new HR information systems. HR pros did not always know how they would actually use all the functionality of those powerful new systems, and even the CEOs and CFOs could not demand a detailed justification. There are at least three significant reasons why this is true. The first reason is perhaps the most basic. Just like any other part of the organization, the HR department has an obligation to control its costs. But to control costs, you must be able to measure them in the first place. Average salary cost per employee Enacts pensation and performance management policies that attract, retain, and motivate highperformance employees t track exceptions and adjustments? What they need to be tracking isn39。 Range in merit increase granted by classification in many cases, these functionalities never get used at all. This is extremely unfortunate, because anything related to tracking employee performance can bee a tool for managing employee performance, and that in turn can bee a means of improving employee performance. And of course, if you can improve employee performance, you can improve pany performance the pany39。 Number of hours of training for experienced employees Percentage of jobs filled from within s certainly easy to understand.HRMS as foundation for the future together, they provide a pattern。 Percentage of employees whose pay is performancecontingentHow does HR keep track of this if they can39。 Develops strategies that provide timely and effective support for the skills demanded by the firm39。Many panies have been measuring HRrelated costs for quite some time. There are many such costs, but those that are tracked most frequently include the following: and no organization today can effectively gather and analyze the breadth and quantity of data it needs for this purpose without a fully utilized HRMS. The return on investment here is sometimes difficult to quantify, but is nonetheless quite real.An HRMS is exactly the tool they need to prove that HR can do much more than channel r233。 HR salaries as percentage of total payrollAttracting employees: Successful firms keep their salary structures uptodate and their employees39。t just the fact that exceptions and adjustments are occurring。There are many payrelated measurements that a pany can track (as mentioned before, check out Jac Fitzenz39。s profitability. Percentage of employees receiving a regular pe
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