Class Notes (836,365)
Canada (509,756)
WDW101Y1 (300)
Ted Mock (17)
Lecture 3

WDW3346H1F Lecture Week 3 Sept 26th.doc

3 Pages
60 Views
Unlock Document

Department
Woodsworth College Courses
Course
WDW101Y1
Professor
Ted Mock
Semester
Fall

Description
th WDW3346H1F Lecture Week 3 Sept 26 , 2012 Chapter 9 HRIS= Human Resource Information System HRMS= Human Resource Management System ERP- Enterprise Resource Planning System Oracle (people soft) or SAP= an enterprise planning system is a huge electronic data system All system in the organization talks with each other • Enormous undertaking and very expensive • Implementing cost and training cost-expensive • HR is one of the departments in the organization. The HR system end up build in the ERP system • Managers from all over the world can deal with the HR system in the ERP system What do the HRMS and HRIS do? • The HRM people need to decide what did the system do for them • Performance appraisal, absenteeism, pension, job applicant, job evaluation, job analysis, compensation, labour relations, succession • Matrix: measurement • Most companies are small companies • May have majual?? • There the idea of “must have” and “nice to have” • Prices when you buying the system • Licensing fees, training cost and diff issues to look at when you are buying something • Tracking absenteeism and training for many company is important Metrics • Measurement of something • HR performance metrics- examine the concept and uses of metrics for performance • HR performance metric can include measurement up of efficiency, effectiveness and strategic impact of wide range of activities of programs • The use of HR metric is use recently • At certain level • The application of metric suggest the cost per hire, time to hire, HR cycle (response) time • We compare against self period/period or against other time • HRM system efficiency metrics focus on person rather than organization • We need to move beyond the efficiency metrics • HR performance metrics can include the efficiency of the HR function but also the effectiveness and the strategic impact of a wide range of programs and activities • Metrics that typically measure the effectiveness of organizational practices may include employee satisfaction, employee turnover/retention, attendance, health and safety, impacts of diversity initiatives, impacts of training and development initiatives and employee productivity measures. • This impact the human capital and organizational results • Return on investment (ROI) is increasingly a measure of HR value . • ROI= profit/total profit +benefits • Metrics impact on human capital- can detect the movement of human capital to the future or states • The concept of Human Capital has taking into knowledge of economy • The book value of a company’s tangible assets accounted for most of its market value • 1982= hard assets (62%); soft assets (38%) • 1992= hard assets (38%); soft assets (62%) • Metrics are way to track human capital • Human capital can be develop, cultivated or it can be disillusioned and even can be not to the advantage of the employer • The management of human capital is becoming a core competence that companies, and more specifically HR functions, need to develop • In order for line management to buy into the value of HR, the HR function must
More Less

Related notes for WDW101Y1

Log In


OR

Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


OR

By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.


Submit