How environmental scanning should provide inputs in strategic decision making?

Describe Various approaches to managing information at the macro and micro level in any organization?

HRIS, or Human resource information system, is a solution for businesses to help automate and manage their HR, payroll, management and accounting activities. HRIS generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness. HRIS offers HR, payroll, benefits, training, recruiting and compliance solutions. Most are flexibly designed with integrated databases, a comprehensive array of features, and powerful reporting functions and analysis capabilities that you need to manage your workforce. This can give back hours of the HR administrator's day previously spent attending to routine employee requests. They also facilitate communication processes and save paper by providing an easily-accessible, centralized location for company policies, announcements, and links to external URL's. Employee activities such as time-off requests and W-4 form changes can be automated, resulting in faster approvals and less paperwork. HRIS can enable the system and OFFER -ability to collect qualtitative informations -ability to collect quantitative informations -ability to handle wide range of functionalities -ability to store -ability to track -ability to monitor -ability to track variances -ability to provide trends etc etc. HRIS PROVIDES FOR FOR MANAGEMENT The information that can be used for various purposes, -strategic HR planning -delivering increased productivity -reducing service cycles -increasing the understanding of ORGANIZATION HR needs -facilitating business and HR process re-engineering. ---------------------------------------------------------------------------------------- INFORMATION can also be used across the organization as an information utility to -support policy making -meet regulatory and legislative requirements -support research and development -support consistent and rapid decision making -enable effective and efficient utilization of resources -identify and manage risks -evaluate and document quality, performance and achievements. ---------------------------------------------------------------------------------------- HRIS MAKING INFORMATION AVAILABLE The availability of information is fundamental to the decision making process. Decisions are made within the organization at -STRATEGIC -OPERATIONAL -PROGRAMMES -ACTIVITY LEVEL. ----------------------------------------------------------------- The information needs and decision making activities of the various levels of management SENIOR MANAGEMENT Strategic business direction -information for strategically positioning the organization -competitive analysis and performance evaluation, -strategic planning and policy, -external factors that influence the direction etc MID LEVEL MANAGEMENT Organizational and operational functions -information for coordination of work units -information for delivery programmes -evaluation of resources usage -budget control -problem solving -operational planning etc MID LEVEL MANAGEMENT Programme management within units -information for implementing programmes -information for managing programmes -management of resources usage -project scheduling -problem solving -operational planning etc LINE MANAGEMENT Activity management -information for routine decision making -information for problem solving -information for service delivery etc. ----------------------------------------------------------------------------- HRIS MANAGEMENT SUPPORT SYSTEMS The HRIS management oriented support systems provide support to various levels of management. Executive Information Systems allow executives to see where a problem or opportunity exists. Decision Support Systems are used by mid-level management to support the solution of problems that require judgement by the problem solver. Line Managers use Management Reporting Systems for routine operational information. ---------------------------------------------------------------------------- MANAGEMENT FUNCTIONAL INFORMATION SYSTEMS HRIS HELPS TO -PROVIDE INFORMATION FOR DECISION MAKERS TO MAKE SOLUTIONS FOR THE MOST CHALLENGING SITUATIONS. --------------------------------------------------------------------------------------------- -PROVIDE INFORMATION FOR MAKING STRATEGIC DECISIONS IN A COMPETITIVE SITUATION. ----------------------------------------------------------------------------------------------------- -PROVIDE INFORMATION FOR STRATEGIC HR PLANNING -------------------------------------------------------------------------------------------------------- -PROVIDE INFORMATION FOR CORPORATE HR PLANNING ------------------------------------------------------------------------------------------------------------ -PROVIDE INFORMATION FOR INDUSTRY HR BENCHMARKING. ------------------------------------------------------------------------------------------------------------- -PROVIDE INFORMATION FOR PROCESS ENGINEERING ------------------------------------------------------------------------------------------ -PROVIDE INFORMATION FOR DEVELOPING STRATEGIC ALLIANCES. ---------------------------------------------------------------------------------------------------------------- -PROVIDE INFORMATION FOR ALLOCATING OF RESOURCES ------------------------------------------------------------------------------------------------------- -PROVIDE INFORMATION FOR RESOURCE MANAGEMENT --------------------------------------------------------------------------------------------- -PROVIDE INFORMATION FOR Identifying strategic shifts and positioning WITH HR in anticipation of several possible outcomes - scenario planning --is a core part of our strategic and tactical planning. ---------------------------------------------------------------------------------------------------------------- -PROVIDE INFORMATION TO SEE Changes in market conditions, technical advances, and economic issues will all affect THE INDUSTRY / BUSINESS HR SITUATIONS in the future. -------------------------------------------------------------------------------------------- -PROVIDE INFORMATION TO find the most effective HR strategies in order to succeed in these challenging times. -------------------------------------------------------------------------------------------------------------------------- -PROVIDE INFORMATION FOR PROPRIETARY DATABASES AND ANALYTICAL SUPPORT. ------------------------------------------------------------------------------------------------------------ -PROVIDE INFORMATION ON ECONOMIC CONDITIONS-PAST/PRESENT/FUTURE. ------------------------------------------------------------------------------------- -PROVIDE INFORMATION THAT enables to provide valuable understanding of the opportunities, challenges, potential pitfalls and HR implications ------------------------------------------------------------------------------------------------- -PROVIDE INFORMATION WHICH helps organizations realize the most value from their HR assets. --------------------------------------------------------------------------------------------------------------------- -PROVIDE INFORMATION FOR OBJECTIVE HR PLANNING. ----------------------------------------------------------------------------------------- -PROVIDE INFORMATION FOR the execution of effective HR ROLE in business planning and sound management usually defines these differences in profitability. -------------------------------------------------------------------------------------------------------------- -PROVIDE INFORMATION TO analyze and prioritize the HR DRIVERS to help to achieve a superior competitive position. Vital to this process is an understanding of the economic advantages of scale and scope. ------------------------------------------------------------------------------------------------------- -PROVIDES INFORMATION FOR Operational excellence results in the attainment of world-class quality and productivity in the delivery of services . -------------------------------------------------------------------------------- -PROVIDES INFORMATION to develop a clear understanding of their operating HR practices and associated costs, particularly relative to competitors. ------------------------------------------------------------------------------------------------ MACRO / MICRO USES OF HRIS Describe the organisation you are referring to The organization, I am familiar with is a -a large manufacturer/ marketer of safety products -the products are used as [personal protection safety] [ industrial safety] -the products are distributed through the distributors as well as sold directly -the products are sold to various industries like mining/fireservices/defence/ as well as to various manufacturing companies. -the company employs about 235 people. -the company has the following functional departments *marketing *manufacturing *sales *finance/ administration *human resource *customer service *distribution *warehousing/ transportation *TQM ================================================================================================ HERE ARE SOME STANDARDS METRICS 1 HR UTILIZATION % TOTAL PAYROLL $ / TOTAL SALES $ 2. HR PRODUCTIVITY % TOTAL EMPLOYMENT COST $/TOTAL PRODUCTION VOLUME IN $ X 100 3. HR BUDGET % ACTUAL $ / BUDGET $ X 100 4'. ACCIDENT COSTS % CURRENT ACTUAL $ / LAST YEAR $ X 100 5'. ACCIDENT SAFETY % CURRENT ACTUAL $ / LAST YEAR $ X 100 RATINGS 6'. EMPLOYEE % EMPLOYEE BENEFITS $ / TOTAL PAYROLL $ X100 BENEFITS EMPLOYEE BENEFITS $ /TOTAL SALES $ X 100 7'. HR BUDGET % ACTUAL HR EXPENSES $ / TOTAL SALES $ X 100 sales effectiveness 8'. HR EXPENSES $ TOTAL HR EXPENSES $ / TOTAL NO. OF EMPLOYEES per head 9'. HR EXPENSES % HR EXPENSES $ / TOTAL EXPENSES $ X 100 cost effectivenss 10'. NO.OF COURSES % ACTUAL CONDUCTED / PLANNED X 100 CONDUCTED 11. NO. OF SAFETY % ACTUAL CONDUCTED / PLANNED X 100 training programs 12. TRAINING DAYS % ACTUAL TRAINING DAYS / PLANNED X 100 EFFECTIVENESS 13. EMPLOYEES % ACTUAL TAKING PART / PLANNED X 100 involvement in train 14. SICK DAYS nos. TOTAL SICKDAYS TAKEN/ TOTAL EMPLOYEES managemeent effectiveness 15. STAFF orientation % NO. OF NEW STAFF LEAVING IN THREE MONTHS/ EFFECTIVENESS TOTAL NO. OF NEW STAFF ORIENTED X 100 16. TIME TO FILL AN NO.DAYS TOTAL NO OF DAYS / TOTAL NO positions filled OPEN POSITION 17. TURNOVER BY % TURNOVER / TOTAL RECRUITMENTS X100 RECRUITING source BY EACH SOURCE 18. TURNOVER BY % TURNOVER / TOTAL EMPLOYEES BY EACH EACH JOB CATEGORY CATEGORY X 100 19. WORKERS % ACTUAL $ / PLANNED BUDGET $ X 100 çompensation costs 20. HR STAFFING NO. TOTAL HR STAFF / TOTAL EMPLOYEES EFFICIENCY

How environmental scanning should provide inputs in strategic decision making?

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