PT.

NESIA PAN PACIFIC

CLOTHING

PLANNING BLUEPRINT
“HRMS – HUMAN RESOURCE MANAGEMENT SYSTEM”
CONCEPT

HRMS
CORE BENEFIT
KEY POINT
WHAT IS THE DIFFERENT?
HRMS
(HUMAN RESOURCE MANAGEMENT SYSTEM)

HRIS HCM HRM

(HUMAN (HUMAN CAPITAL (HUMAN
RESOURCE MANAGEMENT) RESOURCES
INFORMATION MANAGEMENT)
SYSTEM)
HUMAN RESOURCE INFORMATION SYSTEM
(HRIS)
Human Resources Information System is a system designed to manage human
resources, policies, and company procedures.
The purpose of this system is to guide employees of the information available in
the company. HRIS is required by all types of companies, because with the
existence of this system the company will be easier to share information that
support the performance of the company.
Human Resources Information System usually includes several functions such as
database, recruitment, training, Human Resources Reporting, and management of
benefits.
HUMAN CAPITAL MANAGEMENT (HCM)
Human capital management refers to the overall approach that a company takes to
managing its most important asset: “its people”.
HCM is a people-centered approach to making the most of a company's human
resources, and refers to both the strategic and technological elements needed to
address a wide range of HR-related activities.
HCM offers the ability to report and analyze human resource data to make better
strategic organizational decisions.
HCM solutions often encompass activities such as recruiting, compensation and
benefits, talent management, time and attendance, and other employee-related
processes. Overall, proper HCM plans can help companies strategically manage
their workforce productivity.
HUMAN RESOURCES MANAGEMENT (HRM)
Human Resources Management System is a complete system with HRIS and HCM.
HRMS is part of the solution for time management and employee in more detail.
HRMS allows companies to manage Time and Labor Management (TLM). In
addition there are also HRMS that provide features for Scheduling and planning
and assessment tools.
At the highest level, these terms are used interchangeably to represent the
technological systems used in HR functions. Some examples might include
organizational and employee data management, payroll/administration, and
benefits administration.
HR-INFORMATION SYSTEM
CURRENT STATUS
KEY POINT NEED TO IMPROVE Why need improvement?

RECRUITMENT RECRUITMENT SYSTEM 1. Improving recruitment to get the

right man on the right place
BASIC HR - 2. HR management to stabilize turn over,
keep standard of data personal file,
ADMIN - promotion, mutation, etc.

ABSENCE RECORD ABSENCE MANAGEMENT 3. Absence management to predict daily,

weekly, monthly, or annual absence
trend, traditional date or event that
COMPENSATION - could have impact on production
stability
TRAINING TRAINING MANAGEMENT
4. Training management as investment
WORKFLOW - on the people, grow strong together.
5. Reporting standard to make sure all
SELF-SERVICE - plan goes well, and all program well
measured
REPORTING REPORT STANDARD
IMPROVING RECRUITMENT SYSTEM

IMPROVED
IMPROVING ORIENTATION FOR NEW COMER
CURRENT APPLICATION PLANNING
ACTIVITY ABOUT ACTIVITY ABOUT
ORIENTATION COMPANY OVERVIEW ORIENTATION COMPANY OVERVIEW
INDUCTION TRAINING INDUCTION TRAINING
JOB OVERVIEW JOB OVERVIEW
BRIEFING HSE RELATED DEPT. OVERVIEW
COMPANY POLICY COMPANY POLICY
SECURITY & CTPAT TRAINING HSE
SECURITY & CTPAT
EFFICIENCY & PRODUCTIVITY
WORK HABIT
Why need improvement?
Orientation process held briefly from some person himself, and take time to describe each issue and
information. With this new method, Orientation will be combined with training using material from
audio & visual illustration from video/presentation that contains every information globally from every
dept or specifically for few position like PPIC/QC/Warehouse that after being oriented, the new comer
would have know what dept they will be contact with, what kind of work they will deal with.
IMPROVING TRAINING MANAGEMENT
CURRENT APPLICATION PLANNING
ACTIVITY ABOUT ACTIVITY ABOUT
TRAINING SCHEDULE TNA (TRAINING CURRENT SKILL, NEEDED
REMINDER NEED ANALYSIS) SKILL, PLANNED TRAINING,
TRAINING METHOD,
CONDUCT THE TRAINING MATERIAL, ETC.
REPORT PRE-TRAINING PRE-TEST
DOCUMENT/FILE IT TRAINING SCHEDULE
Why need improvement? REMINDER
Good training preparation, material and delivery CONDUCT THE TRAINING
will lead us to provide qualified man power and
well trained will raise work ethic, professionalism, REPORT
and fighting spirit. POST-TRAINING POST-TEST
EVALUATION
REFRESHMENT
HR-CAPITAL MANAGEMENT
After managing good HR – Information System (HRIS), we could
improving our Human Capital Management (HCM) to manage our man
power/resources to their best performance & control as planned to
increase the productivity.
CURRENT STATUS
ACTIVITY NEED TO IMPROVE
WORK ETHIC SENSE OF BELONGING, PROFFESIONALISM
PERFORMANCE WORK RELATED TRAINING/EVALUATION
POSITION/STRUCTURE BEST ORGANISATIONAL STRUCTURE TREE
SUCCESSION JOB RELATED SUCCESSION IN CASE OF ABSENCE
SALARY PLANNING PAY SCALE / SALARY STRUCTURE
JOB DESCRIPTION JOB RELATED TRAINING & DEVELOPMENT
FLOW PROCESS BEST & EFFICIENT FLOW PROCESS ANALYSIS
EVALUATION/ANALYSIS EVALUATION ON WORK,TRAINING, FLOW ETC.
IMPROVING WORK ETHIC

Make variety training that contains motivational and support to raise

the workers professionalism and works ethic

ACTIVITY NEED TO IMPROVE

TRAINING PHONE ETHIC
COMMUNICATION ETHIC “EXAMPLE IS THE BEST TEACHER”,
So to achieve this mission, we will
MOTIVATION start with managers to give good
COMPANY VISION example on etiquette, working
GLOBAL GARMENT INDUSTRY spirit, professionalism, etc.
OVERVIEW
MAILING ETHIQUETTE
SORRY, THANKYOU, GOODJOB
OTHER TRANING NEEDED
IMPROVING BASIC PERFORMANCE
Performance, job description knowledge, and flow process knowledge could be enhanced right from
the very start, at the orientation. And will be refreshed and reviewed periodically, every managers
should have KPI (Key Performance Index on every employee that they lead).

ACTIVITY NEED TO IMPROVE “PERFORMANCE INDICATOR AS

MEASUREMENT TOOL FOR
PERFORMANCE ANALYSIS & TRAINING
EMPLOYEES PERFORMANCE”
JOB DESCRIPTION ORIENTATION & TRAINING
FLOW PROCESS ORIENTATION & TRAINING
POSITION/ BEST ORGANISATIONAL
STRUCTURE STRUCTURE TREE
SUCCESSION JOB RELATED SUCCESSION
EVALUATION/ EVALUATION ON
ANALYSIS WORK,TRAINING, FLOW ETC.
HUMAN RESOURCES MANAGEMENT
After managing good HR – Information System (HRIS) and, Human Capital
Management (HCM), Human Resources Management (HRM) could be
launched as organizational valid data and employee data management,
payroll/administration, and have benefits impact for the company due to
good administration applied.

CURRENT STATUS
ACTIVITY NEED TO IMPROVE
PAYROLL PAYMENT, INCENTIVE, BONUS, SALARY, APPRAISAL,
EARNINGS&DEDICATIONS, ETC.
LABOR MANAGEMENT LABOR CONTRACT, ATTENDACE, SKILL, WAGES, OT
MANAGEMENT, BLACK LIST, LABOR DETAIL, CONTRACT,
RESIGNATION, RETIREMENTS, EXIT INTERVIEW, TIME OFFICE
MANAGEMENT, TURN OVER MANAGEMENT
DOCUMENTATION LABOR DATA FILE, MAILINGS, LEGAL DOCUMENTS, KPI’S