Saint Gobain Glass In India

shrine Gobain Glass In IndiaIn this paper, we reflect on our efforts to undertake a research in our analysis of an governments HCM transcription. The purpose of the research is to re perspective the friendships actual HCM and its formulateing efficiency, In straddle to do so we created a questionnaire which consisted of two open and closed end questions to gather our feedback on the working association and performance of their current agreement. We in any case engageed a telephonic interview with which helped us better understand their HR vexation do.COMPANY enshrine-Gobain Glass in India Leading Glass Manufacturer (India)About the company Saint Gobain is a multinational corporation, founded in 1665 in Paris. The head office is located on the outskirts of Paris at La Dfense.The company started by manufacturing mirrors and expanded into producing a wide spread variety of construction and high-performance materials. Saint Gobain shaping operates from disparate geogr aphic locations and has manufacturing plants spread worldwide Singapore, France, U.K, India. Saint-Gobain Glass India is a vitamin C% subsidiary of Saint Gobain France, wholeness of the leading float chalk manufacturers in the world. It manufactures and markets solar tally glass, fire resistant glass and other versatile emblems of float glasses in India from its complex which is located at Sriperumbudur 40 km from Chennai, India .Saint Gobain Glass India started its venture in India in 1996 by acquiring a majority stake of Gridwell Norton. Later in 2000 it started its own glass manufacturing.Web site www.saint-gobain.co.inERP System the company is victimization exercising up (system practise and products)Modules social occasiondHR ( homo mental imagery)FICO (finance and controlling)Logistics (PP, MM, SD, PM, QM, CS, WM)ERP Implementation collaborator ( chump) International Business Machines, contract IBM, and nicknamed Big Blue for its official corporate colour.Old system onwards jade, system called Timekeeper was practiced for Time sheet, Attendance Forms, Expense Forms, Billing, Bud tranceing and Forecasting, Resource Planning, Accounting Integration, wariness Reporting, Project steering, Transaction/Credit Card Import, node Services Workbench, Professional Services Workbench, Security, Multi Company, Multi Language, Multi CurrencyA brief biography/value of the HCM in this organization The annual revenue for Saint-Gobain Glass India Ltd. (SGGI), in 2008 was over .80 billion and they rich person 2, 09,180 employees working for them.Most of the skileed labours working in the manufacturing ar hired on contract bases and atomic number 18 paid accourding to the different engage categories weekly. The company works with employees and note partners across different cultures they conduct business accomplishments in different currencies and are bound to follow different government rules. And their legal compliance surgical procedurees must adhere legislation and result law aswell as other measurements, codes of practice or other authoritative pronouncements of all the countries which they work with. They contend a system which open fire stream railway their business activities and also monitor their core business processes. after(prenominal) communicating with the HR Team we know that the company banks in employee satisfaction. Their vigilance prevails a lot of importance to their employees which motivates the employees and in arrest they get better, efficient performance from the employees. They believe that if their company abide satisfy the of necessity of the employees it is mutually beneficial and also helps the company achieve new targets and elaborateness plans. It light upons the guidance more confident in taking more take chances and aggressive measures to gain the market share. Most bigly the counsel cherished transparency throughout the corporation to make its accountability to its stakeh olders, monetary investors and financial institutes to ensure that they demonstrate the legal compliance process is working as intended. Also accountability is from focus to the local authority, to the general public and they believe that this is practical only with the help of a system which understands their business process, is inactive and automated in order to reduce manual errors.NEEDS ANALYSES originally effectuation of SAP in the organization they had to Return on investing ROIReturn on Investment is hired by companies to measure the favour openness they will earn on e precise investment they decide to make. It is more often than not calculated by taking the fiscal years income and dividing it by super acid stock and preferred stock equity plus desire- bourn debt. ROI measures how effectively the firm intents its capital to become profit the higher and figures the higher the profitability.The return on investment formula utilise in Saint Gobain is profitabil ity = fiscal years income / common and preferred stock + long term debt.The company has not yet achieved the return of investment from implementation.Identify the ERP appliance to implementThe management had to choose between implementing my SAP or a HR specific software package to replace their existing forgiving Resources and Payroll systems. They acquireed to have a clear Project finishing and objective in mind before deciding and in order to prepare a clear throw away goal, they adopted need analysis strategy.Need analysis is the process of understanding the current business process and analyzing what changes are to be do for optimizing the existing practices in their business process (adding or changing the existing process) to achieve better, effective results.They conducted a make love(a) needs analysis before narrowing down on their cipher objectives. In order to define the give goal they gathered relevant information from all the departments which involve HR proce ss (recruitment, payroll, administration). The information was also shared with information technology department and also from upper unclutter management. This information was analysis to find what changes the department needs to consider and how sens that be achieved and used that study to create a declare oneself goal. They were very particular that the new system which is to be implemented must leaven accurate and on- cadence payroll selective information it must be able to confidential information employee absences, time sheet. They were looking at the system as a long term investment and they did not want a system which would need frequent up encounters and changes. After conducting an exhaustive research about the ERP systems they would want to implement. They view that SAP ERP animal was best suited for them and their business needs as it offerd them with an accurate stable process and the system would be a substantiality one time investment.Identifying the imple mentation partner Saint Gobain does not have specialized in- house IT professionals to implement the SAP system for them. They had to take outer support from an established IT company to make this new change possible and effective. Identifying such company to be there implementation partner was very critical for them.They got the following evaluation cleared before choosing them as a partner. They needed a my SAP HR implementation business partner who will be there to support them. A partner who can empathizes to their problem rather than sympathizes.Their checklist included details like to The duration to complete the implementation be?. What strategy and methodology do they follow? How over ofttimes will this implementation cost them? How much previous experience does the company they have with this area of implementation? How do they narrow down on the risks and what are their methodologies to mitigate such risks? The background of consultants working on the working class a nd how much of resource will they need? Do they deal with issues concerning stomach implementation upgrades? Do they offer the service of providing technical support order implementation? How experienced are they at the readiness aspect concerning H.R? What is the time duration taken by them to train? International Business Machines, abbreviated IBM, was chosen to be their implementation partner.CHANGE MANAGEMENT(http//searchcio-midmarket.techtarget.com/sDefinition/0,,sid183_gci799426,00.html)A taxonomical approach was taken while dealing with change, both from an organization and case-by-case perspective. This has different aspects which are adapting to the new change, controlling the change and effecting the change. An organization, change management meant identifying and implementing policies, procedures and technologies to deal with changes in the business purlieu.Creating a project team After the project goal and implementation partner was set they had to be very carefu l in making a project team. They wanted to make sure that the daily production or process is not unnatural because of this. Employees were expected to perform their normal jobs alongside the my SAP project to give them a chance to express their concerns. Their project team involved in my SAP HR implementation included people from different refer departments (HR and Payroll), their key substance abusers, the functional project team members, the IT department, Line Managers and Upper Management as well as external Consultants. Moral problems related to stave reduction After implementing the new system many employees were trained and asked to use the new system. There were many employees who were asked to resign as they were not execute with the new system and new qualified employees were hired. This created a major daze on other employees. This new system was making the employees very insecure and they started losing their confidence in the jobs assigned to them. Management had to take effective travel to encourage and maintain the moral of the employees and also make then work to r some(prenominal)ly the daily production.New management skills required the management to be trained and qualified on the new system and understand the changes the system is brought into the organization.They had to identify employees who are familiar with the business processes, quick and eager molders, broad(a) team players and having both analytical and IT literacy skills. These employees need to be identified at an early stage and properly briefed about their new responsibilities.Implementation The management was very particular and they wanted to make complete use of the implementation period to the maximum. for this they had a list of all the tasks for the implementation process, a deadline for each of the tasks, person responsible for the task, control phases and a weekly and daily contact Schedule when, who, where and purpose? they wanted to adopt this to ensure th at the project was in control and not deviate from the business process and time. When issues are identified during implementation process and there were issues every day these issues were need to be logged on a database, accessible for all the project team members. They made sure that all the issues were logged with the learn, the person responsible system area modify and proposed outcome. They also ensured that the issue database is updated with the implemented solutions for future reference. This process is still steadying for then at the time of upgrading the system and the time of internecine training.The management also used their implementation time even more effectively by giving training to their employees rather than waiting until the end of the project, training was be carried out continuously throughout the implementation to save production time. During the implementation they used the project team to train the end user about the system. And during the testing st age of the implementation they involved the end user. This helped the project team identify problem areas, and also helped the end user to learn about using the system. This practice help was effective as project team members can start being productive from day one being familiar with the software end users can be given(p) access to a sandbox client and start playing with the systemImplementation phases mannikin1 Master Data, Time Management, Payroll, Benefits Administration, Organizational Management and PayrollPhase 2 Personnel Development, Recruitment, Training and Events, Travel Management and Compensation Management this phase can be broken down further.Phase 3 Employee Self Service, Managers DesktopINTERGRATIONThe process of attaining visibility and seam little coordination between several departments, groups, organizations, systems, etc, by providing a single interface for viewing all the data within an organization, and a single set of structures and naming conventions.SAP HR is integrated with a number of SAP modules such as FI, PS, WF,etc. which enabled them to have-to doe with production planning to the employees shift and absences in this case they used the data from SAP HR time management to integrate with SAP PP. The organization structure defined in OM is very important in work flow to route the responsibilities to the respective employees. The companys in house analytics tool is integrated into the SAP HR.DATA INTERGRITYWhen functions such as data transformation, archiving, master data fund are performed on the data, the functions must ensure that the data is same. The most important aspect of data integrity is to expose the data, the functions and the datas characteristics. Data integrity is reconciled and certified data which can be reconciled.Data integrity is compel within a database at its design stage through the use of standard rules and procedures, and is maintained through the use of error checking and validation routines. get hold of duplication of the sent data at the receiving end is achieved through the use of error checking and correcting protocols. http//www.businessdictionary.com/definition/data-integrity.htmlIntegrity of data refers to the fact that data, once stored, has not been altered in an unauthorised way either by a person, or by the malfunctioning of hardware.In the case of Saint Gobain IndiaThey started the trading operations in India as a joint collaboration with ____________. They acquiredAnd started the production in _________. The SAP implementation was done on __________. So the company did not have any old data which needs to be transferred to the SAP HR system. Company did have few other modules like acquire and logistics in which the old data had to be transferred to SAP system which they were fortunate in doing it while the implementation process.WEB BASED HRWeb-Based Human Resources shows HR professionals to make optimum use of existing online technologies to offer more servi ces to more employees at a lower cost. It offers tips on which approaches are most effective in small, medium, and large organizations and provides a framework for transforming HR from a support function to a centralized entity on which the make-up can use strategically Saint Gobain India does not use clear ground HR to manage its HR processes.REPORTINGHuman Resources describe used in Saint GobainSaint Gobain relies on statistics data and they conduct internal audits on regular bases. They use both standard embraces provided by SAP and also have few customizes reports.The reporting is done on the organisational level.Standard reportsEmployee list This report contains employment information such as branch, department, job title, position, manager, and personal details.Phone book This report displays contact details for each employee, including phone number, extension, mobile phone, pager, and fax.Employee Master data related Reports S_PH0_48000450-they use this report for Moni toring HR master data S_PH9_46000224 used for generating reports on Education of their employees and their training scheduled if needed. S_PH9_46000222 this report generates details of employees family members S_PH9_46000221 used to generate list of all the employees celebrating Birthday. This report is generated on monthly bases. S_AHR_61016369 report on list of employees in the organization. This can also provide info based on employees in each department. S_AHR_61016374 this is used to generate reports on Nationalities of their employees S_PH9_46000217 used to generate report based on the Gender of employee and also fall apart it by SeniorityAbsence reportPT 90 Saint Gobain uses this report for finding the percentage of attendance and Absences of their employeesOrganizational Management Reports S_AHR_61016493 to view report on Organizational Structure and its assignment S_AHR_61016494 report on Organizational Structure with Positions alloted in the structure S_AHR_61016 497 generate report on existing Jobs in their organization S_AHR_61016502 generate reports on existing Positions in their organization S_AHR_61016503 generate report on Staff Assignment and its race S_AHR_61016509 to generate the list of vacant positions in their organizationPayroll Reports RPCSC000 -This transaction code is to split the employee (personnel numbers) into small sets and run payroll in replicate in the background. This way they were able to reduce the payroll runtime. RPCDTBX0 -using this report they can determine what are the wage types that are to be payed , deducted and also the date of payment. This helps them in identifying any additional payment to be given to the employees. H99_DISPLAY_PAYRESULT-this transaction code is used to get details about one employees payroll result. RPDLGA20 -this report generates a list of all the wage types available in the countryHR-ABAP REPORTSWith the help of ABAP they have generated few other reports for HR report from cumu late result table List of employees who have completed trustworthy years of services in the company Petrol allowance medical allowanceADVANTAGESSaint Gobain benefited from several advantages after the successful implementation of SAP system With their old system they had difficulty in employee retention and provide accurate, on-time paychecks. After MySAP HR (a long-term solution) MySAP HR meets those challenges offering an integrated solution that provides standard currency, regulatory, payroll, benefits, and time-management capabilities for any type of organization. SAPs HR solution supports integration with their internal analysis tools, and provides a complete picture of the organization and the market environment in which it operates (glass manufacturing). It also allows maximizing the use of the Internet to enable collaboration and shared decision-making between employees and HR managers, which saves both time and money. They were able to control the Cost of Consultants (cont ractors) including controlling the number of days consultants stay on the project and selecting experienced consultants, fixing the cost for the consultant. The budget costing was fixed depending on the number of days planned for each consultant with dates, rates and the type of task. By making this budget as accurate and detailed as possible and comparing the costs continually with the budgeted figures, it is actually possible to tie up to the budget and maybe even save some money They think that the advantage of SAPs software is that it keeps up with the latest technologies, laws and regulations and they dont need to be replaced. Upgrades are mini projects much of it can be done in-house. Upgrades are less painful than implementations mainly because employees are already familiar with the product and much of the work can be done internally. With SAP is that the project never ends there always a scope of improvementISSUESDespite using the ERP tool of SAP and its various modules o f HR, FI, CO, PP, MM, SD, PM, QM, CS, WM Saint Gobain is still not able to fix certain problems they face in the daily process. They feel that the tool lacks accuracy in few of its functionalities like data analyzing, forecasting and date retrieving speed.They feel that the system is not having upgraded with the latest governmental rules and regulations which is extremely all important(p) and critical to them for legal complianceThe Company has to wait for the SAP LABS to update the system and state that the updates are unpredictable and they are getting supercharged for it. They feel that the system should be more interactive with them and do not want to depend on SAP every time they require an update.RECOMMENDATIONWe feel that they are not using the SAP HR to is best potential there are few functionalities which are not used by them effectively MSS (management self service) this service is used as web based application by managerial staff and line managers to monitor their daily production and process. Instead managers and management staff use workbench to do their daily monitoring. Effective reporting Saint Gobain uses standard reports provided by the Tool they do not use Ad-hoc reporting or customer specific reporting or quick viewer. Event management Saint Gobain being a manufacturing company do contribute a percentage of their turnover to society and events within the organization. They do not maintain all the records of social funding and events expenses in the SAP system. It is maintained separately. goal