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DEAR FRIENDS,
I THOUGHT TO SHARE FEW OF MY WORK TIME EXPERIENCES AND EVEN WANT OTHERS TO SHARE THEIR EXPERIENCES IN THEIR COMPANY, WITH ANY TYPE OF HUMAN RESOURCE OR ADMINISTRATION PROCESS.
FOR EXAMPLE, IT CAN BE RELATED TO
1. RECRUITMENTS & SELECTIONS
2. TRAININGS
3. PAYROLL
4. LEAVE MANAGEMENT
5. TIME MANAGEMENT
6. APPRAISALS
7. EMPLOYEE RELATIONS
8. EMPLOYEE WELFARE
9. EXIT INTERVIEWS & ISSUES
10. ABOUT ANY NEW CHANGES & RESISTANCE TOWARDS IT.
THESE ARE FEW DOMAINS WHICH I THOUGHT WOULD MAKE THE DISCUSSION MORE INTERESTING.
CAUTION: "ONLY SELF EXPERIENCED ISSUES AND SOLUTIONS PLEASE. NO COPY PASTE PLEASE. WE WANT HEALTHY INTERACTION AND NEW THOUGHT PROCESS TOWARDS HR STREAM.
I START WITH ONE - MY COMPANY WHICH HAD 1000 EMPLOYEES IMPLEMENTED ERP - ORACLE E-BUSINESS SUITE AT THE TIME OF RECESSION WHERE WE SPENT CRORES OF RUPEES, WAS IT MANDATORY OR WAS IT IMPROPER FOR THE COMPANY.
COMMENT WITH EXPLANATION.
SO LETS BEGIN THE HEALTHY DISCUSSION WITH GOOD "KT".
REGARDS,
SANDEEP.............
+91-9849369211
I welcome your initiative. As rightly pointed out by Neil, in the virtual world, it is considered that you are shouting when you use CAPS.
Please give us more details about the Oracle E-Business Implementation:
What was the scope of the implementation ?
What aspect of the business were covered by it ?
What were the finer nuances of the cost-business profitability that the system brought into the system ?
There can be hundreds of questions like these, but lets get started with these and am sure the others can be covered as we encounter them.
Regards, Harish
Sorry for the "Caps typing content" and lets get to the zest of the discussion.
As asked by harish to get started with the discussion,
Q. What was the scope of the implementation ?
J. It was to integrate many departments of the company as a single unit(Customer care - technical, Marketing & Sales, DataProducts, HR, Finance & Accounts, R&D, PDD, DD - Mechanical, BD, Production, Quality with other department) which was quite difficult(in manual process) when it comes down to work process, decision making & productivity.
Q. What aspect of the business were covered by it ?
J. Majorly all the departments were integrated so entire setup and all units were constomized with ERP. Yes to be more productive - Marketing & Sales, HR, Finance & Accounts and Production department got good level of boosting.
Q. What were the finer nuances of the cost-business profitability that the system brought into the system ?
J. To be frank when ever there is any change in the setup, resistance is also high. But due to this implementation many departments could breath fresh air with quality of work and the time taken for any work had come down("T - Factor") which had indirectly benefited the company with profits. It started with few departments and the other departments(H.O.Ds) beelined for customization.
I even would like others to share your views with your personal experiences.
Sandeep
I am also sharing more on my blog : www.hrhelpline.blogspot.com
REgards,
Reddy GR
Husys
Sorry for the "Caps typing content" and lets get to... See Sandeep's complete reply
Hi Sandeep
This is interesting, but leaves a lot unsaid.
What were the objectives of the implementation?
What methods were used to monitor progress towards target outcomes?
Where those outcomes achieved ( I realise it may be to soon to be definitive)?
What else was achieved, if anything?
And the most important till last.
What was learnt? What will you do the same way again and what would you do differently next time?
good move!!!!
U have expained on yourself about the implementation of ERP soft. it had given profits this means it is a good move / decision by the mgmt. also in the time of recesion u need these kinds of tools to improve /fast the process which directly/ indirectly reduces cost.
however i want to know more about HR part of this e app and how it benefited ur deptt.
Regards
Manish Gupta
Excellent initiative for professional learning.I have over 27 years of experience in the field of HR.I was fortunate to be involved in entire canvass of HR but unfortunately I am not very tech savvy and hence my knowledge of SAP/Oracle/Navision HR is limited to answering few quiz trivia.Nevertheless, I have great faith in techno-plating of our function.The more system based it becomes the more value it will create. Optimal use of technology in HR functions will reduce human subjectivity and whims. Hence the decision taken by your organisation will never go waste.I presume if you have trained your manpower during the recession period it is althemore intelligent on your part.
Regards
Praveen Sinha
Good initiate but I think we can take more people oriented case studies. In a case started by you, it was an initiative my management covering lot of good points:
1. They implemented this when teams were least occupied.
2. They implemented this to keep teams across the organization busy and hence cut down any negative energy which could spread in free time.
3. They took it as investment for them and hence send a message to people that we are not scared of slow down in industry.
To sum it up, I would say I am seeing it as the best initiative of management.
Thanks
RKS
I was learnt SAP HR/HCM Course from MALLAREDDY who is teaching in IGROWSOFT Behind Huda, Gayatri Nagar, Ameerpet, Hyderabad, PH: 040-65153154, 64516693. He teaches Negative and Positive Time Management, US and India Payroll from basics to indepth of Customization of Schemas and PCR’s. He taught ASAP Methodology/Support Project Issues/Tickets/Incidents with real-time project.I have placed in one of the top MNC in Mumbai with in 4 months time period with help of my Guru (Mallareddy sir).
Regards,
Kalpana