Voir

Faculte des
Sciences Psychologiques
et de l,Education
L'Informatisation
de la Gestion des Ressources Humaines
Historique
Illustration
Perspectives
Pascal Demat
Solution Architect SAP Belgium,
Maıtre de Conferences a la Business School de Solvay (ULB)
Sc. Eco. Appl. (FUCaM) Informatique de Gestion (UMH)
Droit des Affaires (FUCaM)
Pascal.demat@ulb.ac.be
02 mars 2005
Objectif
l Retracer l ,historique de l,informatisation de la GRH et ses
tendances
l De finir l,ERP, son environnement, ses atouts et faiblesses, et ses
enjeux
l Illustrer un exemple d,ERP, au travers d,un module du produit
leader du marche mondial (SAP)
l Essayer de comprendre l,e volution de la GRH au travers de ses
applications nouvelles
Profil déactivite des » DRH èdepuis 1960
L homme
du Marketing
Le manager
Human
Capital
Management
Le juriste
GRH
GRH
PC
PC
Informatique
L analyste
financier
Legislation
sociale
Legislation
sociale
Legislation
sociale
L employe
administratif
Cou ts salariaux
Cou ts salariaux
Cou ts salariaux
Cou ts salariaux
Administration
Administration
Administration
Administration
Administration
1960
1970
1980
1990
Y2K
Historique de léinformatisation
l
l
l
l
Les premiers ordinateurs (è1950)
n
Objectif: re soudre des probl`mes scientifiques
n
De veloppement gra ce aux innovations technologiques
1950-1970: Outil de Rentabilite
n
Facturation, salaires, gestion des stocksà
n
Facteur de diminution de prix de revient
1970-1980: Outil de Productivite
n
De veloppement de la concurrence informatique
n
L,utilisateur veut exploiter les donne es disponibles
n
Premi`res applications Infocentre et Bureautique
1980- à : Outil Strate gique
n
L,informatique devient strate gique:
w
w
n
Compe titivite
Diffe renciation via service de qualite et original
Concept d,entreprise e tendue
Historique de léinformatisation
l Aujourd,hui?
n
Email
n
EDI: gestion des commandes
n
Data Warehousing: aide « la de cision
n
Data Mining
n
Multime dia
n
à
Historique de léinformatisation
l Techniquement?
n
Anne es 70: Syst`mes proprie taires
n
Anne es 80: Downsizing
w
w
n
PC: Autonomie
Manque de communication
Depuis les anne es 90: Inte gration
w
w
w
w
Diffe rentes architectures inte gre es (TCP/IP)
Syst`mes ouverts
Mod`le Client/Serveur
Rightsizing
Le marche des progiciels GRH
l Types de progiciels
n
Gestion des Re mune rations
n
Gestion des Temps
n
Gestion des » Ressources Humaines –
n
Gestion inte gre e d ,entreprise (ERP)
l Cate gories de » consommateurs –
n
Outsourcers
n
Insourcers
Le marche des progiciels GRH
l Gestion des Re mune rations
n
Secre tariats sociaux
w
w
w
w
n
Acerta
SD Worx
Partena
SecoM
Software houses
w
w
EasyPay
(IBM Payroll)
Le marche des progiciels GRH
l Gestion des Temps
n
CoreTime (BSP)
n
ProTime
l Gestion des » Ressources Humaines – non-inte gre e
n
Ressource Vision - VisionX
n
HR Access
n
HR Accent
n
Ictinos
n
ASP,s
Le marche des progiciels GRH
l Gestion inte gre e d,entreprise (ERP)
n
SAP R/3, leader (35%)
n
PeopleSoft
n
Oracle
n
...
Human Capital Management for Your Business
lHCM for the Business means integrating employee processes and
information with business processes and strategies to achieve
optimal business results
Business Goals and Objectives
Employeerelated
processes
Recruitment,
Deployment,
Development,
Retention
Engagement,
Interaction,
Collaboration
Transaction,
Administration,
Compliance
Support
Business Results
Ultimately, HCM is about giving the business insight about the workforce to
make better decisions and provide competitive business advantage
HR: Holding the key to Human Capital Management
lHRés Role in HCM is trusted advisor, guiding and supporting the
employee processes and information that contribute to achieving
these business results
Business Goals and Objectives
Employeerelated
processes
HR⥖s Role
Recruitment,
Deployment,
Development,
Retention
HR is a consultant
to the business
Engagement,
Interaction,
Collaboration
HR is a business
partner to managers
and employees
Business Results
Transaction,
Administration,
Compliance
Support
HR is a service
provider to the
organization
Human Capital Management Solutions
lHCM Solutions focus on three areas throughout the business that
support employees
Employee Relationship Management
Employee Lifecycle Management
Employee Transaction Management
HCM solutions utilize technology to understand, identify, leverage, and
ultimately increase the human capital of the organization, generating business
value and contributing to the bottom line
Employee Lifecycle Management
lThere are several phases of the life cycle of each member of the
workforce
Business Goals and Objectives
What do we want to accomplish?
Attract/Hire
Deploy
What human capital do we need?
Influence
Develop
Retain
Business Results and Measurement
What are the results?
How do we find
the best people?
How do we best
leverage our people?
Were we successful?
How do we align
goals and
behavior?
How do we train and
our people?
How do we keep
our people?
Integrating each phase with business planning and results measurement drives
business success throughout the organization
Employee Relationship Management
Employee
Employee Interaction Platform
lMembers of the workforce develop and maintain relationships throughout
and beyond the company
Mobile
Employee
Help
Desk
Portal
Manager
Voice
Recog.
Company
Leveraging technology to enabling these relationships increases alignment and
productivity, generating business value throughout the organization
Employee Transaction Management
Payroll
Benefits
Integration
Time Management
Personnel Management
Globalization
Standardization
and Consolidation
Reporting
Analysis and Compliance
lHCM solutions also include the HR-related transactions and processes
necessary to run the business
Integrating these
core processes and
data delivers seamless
end-to-end business
processes and a lower
overall cost of
ownership
SAP R/3 : Progiciel Inte gre
my SAP HR - Business Figures
lmySAP HR Customers:
n
Over 8,000 customers worldwide
n
Over 6,500 customers life
n
Over 4,500 payroll customers
lmySAP HR Licences:
n
Over 38 Mio. of master records
n
Over 10 Mio. ESS users
mySAP HR ç Business Figures
mySAP HR Customers in over 60 countries
è Asia Pacific 728
n
Australia,
New Zealand 129
n
Japan
n
Malaysia
n
Rest of Asia
170
82
347
è Europe
n
n
n
n
n
n
n
n
n
5633
France
186
Germany
2900
Italy
100
Netherlands
200
Belgium
127
Spain
250
Switzerland
478
United Kingdom 381
Rest of Europe 1238
è Africa & Mid. East 201
è Americas
1281
n
Canada
136
n
USA
721
n
Latin America
488
78% of mySAP HR Customers are live
71% of live mySAP HR Customers use SAP Payroll
Around 30% of mySAP HR Customers have international operations
mySAP HR Customer Population
HR Customers by Employee Population
n 38% of customers have less then 1000 employees
n Only 10 % of customers worldwide have more 10,000 employees
<1000
Employees
38 %
1000-5000
Employees
37%
5000-10000
Employees
15%
>10000
Employees
10%
0%
0
5%
5
10%
10
15%
15
20%
20
25%
25
30%
30
35%
35
40%
40
45%
45
mySAP HR ç Solution Map
Organizational Management
l
Strategic tool for
modeling
organizational
(Matrix, project, reporting, 㝕 )
l
Simulate future organizational
changes
l
Job and Task catalog
l
Backbone for Human Resources
Strategy
(Learning and Development, Total Reward,
Recruitment, 㝕 )
l
Reporting based on past, present and
future data
l
Recommended for Workflow
l Multi langue, multi devise
l Layout
n
International
n
National
n
Spe cifique client
l Historique en ligne
l Trac age
l Connexion « la messagerie
l Integration MS-Office
l Se curite et confidentialite
Saisie de donne es - Infotype Standard SAP
Saisie de donne es - Infotype Standard SAP
Saisie de donne es - Infotype Standard SAP
Gestion proce durale e v`nementielle
Valeurs par defaut
Inte gration
Messagerie
Procedure
administrative
Enfants ?
Embauche
Proce dure
Dynamique
Saisie de donne es - Mesures administratives
36 SAP
country
versions
Belgian
Public Sector
Solution
Approved
Third-Party
Solutions
(Belgium)
Interface with
Existing
Solution
SAP HR
Module
SAP HR Database
Master Data,
Time, Wages
SAP HR
Payroll results
Interface
Internal Solution
Plan de roulement
Saisie Ne gative
Substitution
de à « ...
Heures Supp.
de à « ...
Conge s
de à « ...
Maladies
de à « ...
Mode
combine
Saisie positive
Substitution
from ... to ...
Overtime
approved
from... to ...
Leave
from ... to ...
Sickness
from ... to ...
Evaluation
Paie
Releve des
prestations
Attendance
from .. to ..
from .. to ..
from .. to ..
from .. to ..
from .. to ..
from .. to ..
MAIL
Horaires
Grille de planification
OK
Sous-effectif
Sur-effectif
Welcome Nis Boy Naeve
My News
My Info
My Work
Personal
Employee Self-Service Expert Finder
Learning Portal Career Portal
mySAP HR SOLUTION COMPONENTS
Workforce Planning
Lifecycle Management
n
Workforce Cost
Planning & Simulation
n
Workforce Cost Planning & Simulation
n
Employee Succession Planning
n
Balanced Scorecard Integration
n
Career Succession Planning
n
eRecruiting
n
Shift Planning
n
Performance Management
n
Compensation Management
n
Expert Finder
n
E-Learning
n
Manager Self-Service
n
Training & Events
Management
n
Employee Self-Service
Employee Productivity Suite
lTransaction Management
n
Organizational Management
n
Payroll
n
Benefits
n
Time Management
n
Ad Hoc Query
n
HR Administration
n
Outsourcing
n
SEM Measure Catalogue
n
Concurrent Employment
n
91 KPI,s
n
Global Employee Management
n
BW HR Infocube
n
30 Process Data Sources
Workforce Analytics
Gestion des temps par exception
Plan de roulement
Saisie Ne gative
Substitution
de à « ...
Heures Supp.
de à « ...
Conge s
de à « ...
Maladies
de à « ...
Mode
combine
Saisie positive
Substitution
from ... to ...
Overtime
approved
from... to ...
Leave
from ... to ...
Sickness
from ... to ...
Evaluation
Paie
Releve des
prestations
Attendance
from .. to ..
from .. to ..
from .. to ..
from .. to ..
from .. to ..
from .. to ..
MAIL
Avenir ?
l
e-recruitment
l
e-development
l
e-learning
l
Employee selfservice
l
e-data warehousing