von SAP SuccessFactors
Durchschnittliche Bewertung148 Bewertungen
- Gesamt 4 / 5
- Benutzerfreundlichkeit 3.5 / 5
- Kundenservice 3.5 / 5
- Funktionen 4 / 5
- Preis-Leistungs-Verhältnis 3.5 / 5
- Kostenlose Testversion Nein
Angaben zum Hersteller
- SAP SuccessFactors
- Gegründet 2001
Über Workforce Planning
Workforce Analytics-Lösung, die hilft, Lücken in der HR-Strategie des Unternehmens zu erkennen.
Workforce Planning Funktionen
- Prädiktives Modellieren
- Urlaubs- und Abwesenheitsberichte
Die hilfreichsten Reviews für Workforce Planning
Bewertet am 14.12.2016
SAP Human Capital Management
The main focus of SAP HCM is employee administration: which gives basic, personnel-related data, and leverages a centralized database that enables employees and management to access up-to-date, consistent information that supports HR- and business-related decisions.
Global employee management allows to supports processes involved in international employee relocation, including planning and preparation of global assignments to personnel administration and payroll for global employees managements.
Perfect Payroll and legal reporting which allows for large multi-regional countries payroll handling and support for legal regulations compliance with regulatory and reporting requirements.
Manager Self-Service (MSS) which provides managers with the information and application access for employee development, compensation planning (and approval), and budgeting.
Employee Self-Service (ESS) which provides employees (even if deployed globally) with the information, access, and tools to autonomously manage their own important life and work events.
Shared-Service Framework which is a multifunctional framework that allows for the same architecture to be deployed in support of HR, finance, IT, service center operations, and other business functions.
Vorteile: Talent management analytics: which allows for employee skill/qualification analysis; recruiting process evaluation; learning program effectiveness measures; succession program assessment; cost-benefit analyses of employee compensation programs.
Nachteile: Training and SOX deployment is bit difficult
Bewertet am 28.6.2016
Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counseling, pay and conditions, contracts, training and development, moral and motivation, culture and attitude development, performance appraisal and quality management issues)
? Ensuring compliance of SOPs and company policies.
? Responsible to introduce new HR initiatives viz. linking pay to performance, reward and recognition policy etc.
? Maintain awareness and knowledge of latest HR development theory and methods and provide suitable interpretation to Management.
? Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team.
? Ensure activities meet with and integrate with organizational requirement for quality management, health and safety, legal requirement, environmental policies and general duty of care.
? Develop and Maintain healthy relation with Govt. and Non Govt. Organizations for better and fast functioning of organization.
? Plan for employee's performance appraisal; develop tools for appraisal, job evaluation and development.
? Be a point of contact for all Line Manager/Candidate Queries.
? Maintaining the entire MIS of the employees engaged at resort