عنوان مقاله
یکپارچه سازی تذکرهای اقدامات شخصی برای HRP درسیستم های ERP
فهرست مطالب
مقدمه
برنامه ریزی منابع انسانی
تذکرهای اقدامهای شخصی
یکپارچگی تذکرهای اقدام های شخصی در سیستم هایERP
نتیجه گیری
بخشی از مقاله
تذکرهای اقدام های شخصی
از لحاظ واقعی حوادث اینده فقط می توانند پیش بینی شوند. اگر میزان تجرد به اندازه پایین باشد همه اظهارات درباره حوادث اینده غیرواقعی می باشند. هرچه حوادث اینده بطور دقیق تری پیش بینی شوند رسیدن به اهداف مشکل تر خواهد بود.عدم قطعیت برای حوادث اینده می تواند به دو شکل زیر باشد: عدم قطعیت در اینکه ایا حادثه ای رخ می دهد یا نه و عدم قطعیت در شکل و فرم ان .
کلمات کلیدی:
Integration of Predated Notifications of Personal Actions for HR-Planning in ERP-Systems ABSTRACT This chapter intends to reveal the benefit of predated notifications of personal actions for HR-planning and discusses the interrelated demands on ERP-systems. If e-government is implemented, one has to think of rearranging the government’s HR-structure in order to adapt to the new circumstances, too. This means to take advantage of modern HR-methodology in order to become more efficient in HRadministration. One possible way in improving human resource management (HRM) is using predated notifications of personal actions for HR-planning. Human resource planning (HR-planning) is a component of strategic enterprise planning. It is fully integrated into the enterprise-wide planning process, because HR-planning is not only determined by other planning areas, but it also determines them vice versa. So the more precisely and comprehensively HR-planning is done, the more accurate derived key figures, which are used in other planning areas, can be. Governments usually deal with a huge amount of personnel, so HR is one of the main tasks in administration. Predated notifications of personal actions usually are known in present, but will be started in the future. In contrast to planning a personnel action the predated one will take place with the highest possible probability. An example for making the difference more clear may be an employee’s retirement. It does not stringently depend on the employee’s age, but rather on the person’s individual decision to retire. As a general rule, an employee’s intention to retire is already known about half a year before it takes place. If this information is used in the planning process, the company will have enough time to estimate the loss of knowledge or the cost-savings that will be caused by the employee’s withdrawal. In huge companies, HRM typically is supported by ERP
