ORACLE人力资源方案.ppt

人力资源管理的转变 对人力资源管理系统的要求 电子商务实现人力资源优化 能力驱动的人事管理 用户自定义组织结构 人员编制与岗位管理 灵活的岗位设置和调整 无限级岗位层次 不同时间段的不同结构 不同角度和用途的岗位结构 多角度的人员编制 岗位可以空缺、多人，或一人占据多个岗位 可定义工作和岗位的能力需求 人事信息管理 自定义不同的人员类型（员工、离退休、应聘者、等） 可设置的员工信息栏目 支持员工不同类型的并行岗位 支持多种文件格式的员工信息附件 格式化记录和附件来管理合同 人事信息管理 自定义的预警系统和及时提醒用户（合同续签等） 通过有效日期范围来管理信息有效期（过去、现在、将来） 通过日期追踪来维护人事信息的变化情况 招聘和雇佣 考评管理 继任计划 适宜性匹配 培训管理 电子商务实现人力资源优化 自助式业务处理 提供员工自助式服务的功能 提供业务经理自助式服务的功能 基于业务规则的工作流 电子商务实现人力资源优化 商业智能系统 人力资源智能分析 电子商务实现人力资源优化 因人而异的员工门户 全面集成的人事管理解决方案 ORACLE 人力资源管理解决方案 深圳金融电子结算中心 Oracle人力资源管理产品方案 Human Resource Self Service HR Training Administration Time and Labor HR Intelligence Let’s move on. The second area where I believe you can obtain efficiencies within your organization is by getting more accurate intelligence about your workforce, understanding our workforce within our enterprise as well as how it’s impacting outside of our enterprise. We look at business intelligence, or workforce intelligence, in three ways, in defining it in three ways. Firstly, management by objective. That means you set up and you define your key performance indicators; you set targets. These targets could be strategic or operational, depending on what’s actually happening in your environment. And the key performance indicators can be set to the roles and responsibilities you have within the organization. The second area is management by exception. So where you find that these targets or these key performance indicators have been met or in fact overachieved, you can be highlighted or alerted to that fact. From that you may want to draw down and find more information, more factual information about why this has actually occurred. The third area is management by fact. Let me put this in an example for you. If you have, or it’s very important for you at the time, to maintain current information about manpower analysis – what’s your turnover rate; do we have a lot of attrition occurring in one particular area -- you can setup key performance indicators th