HR System Overivew (4)

This posting is intended to be my last posting on HR System Overview.

Career Management. Hereinafter there is sub system Career Management. For company that wish to maintain its employees in 'rather' longterm, then must provide a clear career system for its employees. Clear career path needs to be exist, mechanism of cadidate selection should be also clear and clear decision making and consistence and requirement for promotion, mutation, demosi that transparent. Without clear career system, don't hope your employees will forbear staying go along way in company or moreover, they go along way in company at the same time ngomel-ngomel and influence its friend, that there is no career in this company.

Time & Travel. This sub sistems ia about travel arrangement, office hour, flexi-time policy, overtime, annual leave, pilgrimateleave, nuptials leave (the first one), suspension, sick leave, self-supporting education leave, important reason leave, long and no pay leave etc. All must be arranged in details and comprehensive. Sometime inconsequential things like this otherwise arranged in detail and implemented consistently and uniform, will generate employees dissatisfactions. Strive to arrange it in clear and consistence.

Exit System. Exit door from company not merely to be only pension, right? It can be from discipline penalization, voluntarily resign, Golden shakehand, silver shakehand, die, [be] passed away, enfeebled, termination due to under perform, Termination due to company condition etc. A lot of exit door exist right ?.. And You, as HR Management, are the one to resposible to formulate it one by one, how condition (go into effect-its requirement), rights that will be accepted employees and also obligation that must finished employees before exit. Don't forget to enhance some arrangement clauses if employees not finish its obligation before resign.

All sub systems that discussed this will be able to walk easily and well implemented if helped by HRIS (Human Resources Information System) and your company have regulation clear Discipline, and Norms, Values and also strong and positive Corporate Culture .

I stoped discussion this overview till here. My next postings will focused on important features that must paid attention in every existing sub system.

Greeting.

HR System Overivew (2)

Continuing my first posting about HR System Overview, we'll try to discuss model that I depict beside this.

Organization Management.
This model intentionally I start with component OM (Organization Management) as medial circle. This condition implieses very crucial position for company that want to develop HR System, that must be started by developing of OM properly. What is that OM ? simply OM can be interpreted as organization structure completed with its formation and each position has been provided with its position attribute like Job title, rank, job description, job mission, authority, competency required, KPI etc. To get good OM, You need to have more study on Organization Development discipline.


Human Resources Information System
Near component OM there is small article HRIS that is elongation from Human Resources Information System. That means all components HRIS and all HR components System will be far easier managed constructively HRIS and can be told HRIS are enabler from HR System. So are we started to plasticity the difference HR System with HRIS ?

Hereinafter we discuss HR cycle this System.

Recruit.
First Cycle is started with Recruit System. In order to be effective, Recruit this musti tie with the OM ?You will never be able recruit people effectively without knowing the its position requirement, authority, responsibility, personal interests. With data of formation amount and position amount that provided HRIS, will be seen position amount that must filled. So, the systemic thinking sounds to be started, right ?

Hopefully this posting quite informative make Anda. Follow next posting, I will strive consistence writes every week.

HR System Overivew (3)

Continuing our discussion on hr system overview previously.

Remuneration System
Component hereinafter from HR system cycle is remuneration. Remuneration decision must considers several things for as: Job Value that got from process Job Analysis / Job Evaluation, continued by compare to market price at similar Job Value at industry of a kind. Discussion Fundamental remunerasi is discipline that length, wide and quite complicated, we will try discuss separately, as this topic would impossible to be discussed at one posting.

Performance Management.
Hereinafter in order to ensure that employees always focuses in running its responsibilities, then Performance Management take a part, where here we arrange how to plan, execute, monitor of employees performance, and also giving reward and consequences to high and under performers. Performance Management that either will harmonize all employees efforts in supporting unit target and company target in performance indicators that align.


Competency Development.
Performance review process will produce value at performance and employees interest. Here, companies that want to expanded, accountable for developing employees competencies through training, education, special assignment in order to employees fill the insuffiency gap on performance. On this side of this you must decide what/wheter of focus to develop "strength" someone or of focus to close "weakness" a employees. This two citadels different competency development. We will discuss also later.

In order to company can sustain, company must reserve expense for Competency Development. CD Program is conducted at 3 areas:

1. Filling the gap (need development competencies)
2. Strengthen competencies (at corporate values or at strength competencies)
3. Preparing future competencies, in accordance with future corporate business/ strategy


You can formulate portion from the three of area above according to appetite and company business strategy. For example, if its corporate strategy is Divest or Harvest, of course Anda must give portion more on Area number 3. Nevertheless if business Anda is Grow, then focus in number area 1 worth considering.


I think we need to take a break now. We will continue this overview at one next posting next week. Hopefully will be able to give picture enough .
Greetings.

Kiki Sudiana

Overview Integrated HR Systems

HR System still is still seldom become fundamental discussion. When you searching in google with keyword HR System, then majority that emerge most is HRIS (Human Resources Information System).

I try deepen this discipline. Interesting, because here we try to clarify the business process of HR and try to explain the black box and compile its component one by one until become a fair system, that motivate employees and support company in its goal achievement. And I try enhance word "Integrated" at this discipline. It's likely snugly with desired philosophy. Or at least sounds cool, right ? :-)

What that HR System ? Hmm I have not yet found a definition sure yet. Several 'species' that close to HR System for example is HR Cycle, this my feel less in only cycle talking. It's likely has not yet expressed existence of specific target gone to.. only show stream 'ace it flows'.

There is also that call it HR Procedures. Yeah this fair to middling near. Nevertheless if we only write down procedure without certain philosophy, without specific target and dependability by other HR processes, seem you will be sheering off the role of HR as Strategic Partner.

According to my understanding, HR System is a set of HR processes that made systematical and integrated between one and other. As the same manner as a system, then expected HR System can depict a clear process business, each other related and have positive resultant in supporting company target.

As [the] picture early, I depict Integrated HR System model as follows:


From model that I depict above, has started seen components from this HR System ? We will try to discuss one by one, complete with supporting system and detail-its discussion one by one. Kindly, follow my next postings.

Success & Benediction for You, Salam. @Kiki Sudiana