HR information system - sHaRe Bureau Veritas group Samo MIGLIČ March 2012.
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Transcript of HR information system - sHaRe Bureau Veritas group Samo MIGLIČ March 2012.
HR information system - sHaRe
Bureau Veritas group
Samo MIGLIČ
March 2012
► GENERAL OVERVIEW & STRATEGIC ORIENTATION
► sHaRe – HR PROCESESS
3Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
WHY sHaRE - our expectations
► A). To structure HR processes in the field of:
HR administration
Training,
Recruitment,
Performance Assessment (PMP) and career evolution
► B). Get an analytical understanding of our employees (BV main assets) pyramid of age by BU in order to anticipate recruitment and succession planning
skills mapping in order to find easily the capabilities within our teams (e.g. for large contracts requiring the involvement of several countries)
allocation of the training budget by BU, by job family, business line etc.
retention and turnover
► C). Atomization of HR reporting / KPI’s and improvement of the follow-up quality
4Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
HOW - 4 main objectives
1- KNOW our resources in order to enable our business to grow in a SUSTAINABLE manner.
Early signals on age/cost and Early signals on skills limitations versus business development
Early signals on issues with qualifications necessary for keeping our licence to operate
Leverage on BV network in an efficient and structured manner
2- MANAGE TRAINING as an investment i.e.
Align training with the needs of the BU (future business development, management, technical, accreditation…)
Make the training part of the ‘BV package’ and an argument to attract & retain employees.
Measure investment in Money and Time versus expected outcome
3- STREAMLINE HR processes
Recruitment, Employee files, PMP, Pay rise, Monthly HR reports,
4- INTEGRATE into BV systems and managed/updated by HR
Feed TQRM systems: BV Qualifs, WebAccs, etc..
Link with codes in ZIG Prod / Siebel
Integrate PMP for all employees
5Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
Geographical scope & organisation
NEZ Continental (S.M.)
• 18 countries
• 1500 FTE
6Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
sHaRe (HRIS) – set up
PMP
PERFORMANCE REVIEW
RECRUITMENT
TRAINING &
DEVELOPMENT
WORKFORCE
ADMINISTRATION
SKILLS &
COMPETENCIES
REPORTING
System Entrance
LOCAL PAY-ROLL
SYSTEM
BV QUALIF
7Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
sHaRe – 3 levels of interaction
► 3 different possibilities
1. As an Employee
Read access on your own file + edit access on your own CV and address information + edit access on your own file in the PMP module during the PMP cycle.
2. As a Manager/Supervisor
► Read access on your own file + all your employees files + edit access on your own CV and address information + edit access on your own and you employees files in the PMP module during the PMP cycle.
3. As HR
Full read and edit access on your own and all employees within your working area (BU/Devision/Country/District/Region).
8Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
sHaRe – EMPLOYEE’S + MANAGERS PORTAL
ACTION BUTTONS
9Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
sHaRe – HR PORTAL
MODULES
► ORGANISATION & STRATEGIC ORIENTATION
► sHaRe – HR PROCESESS
11Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
sHaRe – PMP PROCESS (MAIN STEPS)
1.
SELF ASSESMENT
2.
SR INPUT
(FUNCT. MANAGER)
3.
N+1 INPUT &
INTERVIEW
4.
HR CONSISTENCY
CHECK
PMP CLOSED&
ARCHIVED IN
sHaRe
5.
EMPLOYEE
ACKNOWLEDGMENT
12Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
sHaRe – PMP Module
STEPS OF PMP
13Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
sHaRe – PMP Form
PAGES
14Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
Holiday request and recording process flow
1. Request for holiday
Employee
TRG catalogue
Minimum info
requested
2. Receives request and approves or
rejects it
N+1 (or N+2)
3. Receives confirmation /approval for
holiday
Employee+HR
NEW
HOLIDAY
BALANCE
IN WA
HOLIDAY
BALANCE
IN WAIF OK
4. Takes the holiday
Employee
IF NO
•First day of absence
•Last day ob absence
•Total days to be taken (min unit 0,5 day)
•Holiday type (regular, previous years, compensatory, extra paid day...)
•New balance
2a. Receives automatic info & explanation
Employee
End
If different than original
request
4. Enters the changes (max
in 2 weeks)
Employee
4. Approves or rejects
N+1 IF OK
IF NO
See nex page for details
2 weeks max.
15Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
sHaRe – Holiday Module
16Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
TRG application and recording process flow
1. Application on training
course from catalogue
Employee
Timetable + deadlinesDefinition Management rules
• Manage the execution and post TRG activities• Manage the execution and post TRG activities
TRG catalogue
IF TRG COURSE NOT IN
CATALOGUE
1a. Opens new TRG in
catalogue
HR
2. Receives request and approves or
rejects it
N+1
3. Participates the training
Employee
Executed TRG
recorded&saved in
employee’s
personal file
TRG
CATALOGUE
IF OK
End
4. Final records on executed
TRG and closing in the
system
Employee+HR
IF NO
3a. Receives automatic info
HR
17Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
sHaRe – Training
► Training planing
► Training catalog
► Registration management
► Post training activities
► Budgeting&costs tracking
18Northern & Eastern Europe Zone - 2010 Roadmap, Organization and Priorities for 2010
sHaRe – Search functionality
► By geography
► By skils
► By qualificaton
► By codes
► By RL
► By key words
► .....