Creative Management Tool that Allows You to Make the Most of the People in Your Organization

Transcription

1 Human Capital Management System Creative Management Tool that Allows You to Make the Most of the People in Your Organization

2 XQUIS Human Capital Management System was designed not as a recordkeeping personnel system, but as a people management tool. The fundamental philosophy was that people management functions within all organizations were so important that comprehensive management, diagnostic and forecasting details relating to people and the business should be available for all managers to access. This information enables the true human resource professional to manage the human capital within an organization and to create strategies ensuring optimum productivity and contribution to the bottom line. XQUIS Human Capital Management System is creating the tools to provide leadership for people managers. FOUNDATION Personnel Administration OPERATIVE Payroll Management Leave Management Workplace Management Occupational Health and Safety Medical Center Budget and Commitment Loan Management Travel Management STRATEGIC Competency Management Recruitment and Selection Training Management Human Resource Development Performance Management Remuneration Planning ADD ON Meta Layer Report Generator Employee Self Services Executive Information System IDEA PORTAL Content Management System Suggestion Management System Electronic Survey System

3 Used by committed organizations to provide all key elements of their people management. It is a powerful tool with abilities that range from defining the implementation of a strategic plan to measuring the success of the plan to efficiently maintaining operational functionalities of its human resources. Consists of a series of integrated software modules designed to enable efficient implementation to precise customer requirements. Additional modules may be implemented at any time to enhance functionality and add value to the system. Designed to be operated and maintained by user personnel, requiring minimal involvement from data processing and MIS Staff. The system is menu driven, with a hierarchy of menus and sub menus that can be accessed by selecting menu options or by direct entry of short cut menu numbers for experienced users. Includes a flexible and powerful Meta Layer Report Generator, capable of accessing all data fields in the system, but quickly and easily learned by non computer personnel. System reporting is by on screen ad hoc query and reporting functions are provided using the user friendly graphical reporting toolkit or a range of other optional third party tools.

4 THE FOUNDATION MODULE PERSONNEL ADMINISTRATION The Personnel Administration module is the core module of XQUIS Human Capital Management System ( HCMS ) and designed by human resource professionals to replicate and automate the functions of the personnel office, and provide vital management information to senior and line managers to enable effective organization versus personnel management to achieve maximum benefit from these most valuable resources. This module identifies an extensive array of management and administrative information and reports across five key criteria : Organization Structure It allows the creation of a framework depicting the structures, hierarchy and allocation of functions within which one operates, devolution of decisionmaking and administrative responsibilities, with centralized or distributed control of such parameters at company s discretion. Levels of organization structure is flexible, unlimited horizontal and vertical, with dynamic linkage to unlimited multiple General Ledger costcenters and multi-entity Corporate Tax File Numbers to allow changes, modeling, adept to changing business conditions including award negotiations, national wage guidelines, enterprise bargaining and productivity agreements at any given time. Multi Entity Structure

5 Position Management The position management function identify roles and responsibilities, task descriptions and costing components, control and reporting links, award and industry requirements for each structure level within the organization. Roles are able to be tailored at departmental and sectional levels to reflect the varying operating procedures and requirements of different business units. Equally important to knowledge and covered within is the definition of the work environment, its constraints and potential hazards within which people are to be managed. Awards and Classification Awards and Classification depict the hierarchy of the whole organization structure. It forms the base of the company position leveling, used to build career pathing and the reward structure. Awards and Classification is fully user-definable multi-level type, able to be used either as default for the whole of the organization, configured as agreed structure or as a mix within its structure. Occupancies Occupancy is the link between employees to positions and roles, data which is personal and that data which is occupational. XQUIS Human Capital Management System have a real time frame of all data stored, including a start date and an end date, enabling full historical of all data within each record. Three occupancy types inherently flexible, covering Normal (also known as substantive), Concurrent (of which secondment is one form), and HDA (higher duties, or acting). These three occupancy types support many-tomany relationships between people and positions.

6 Occupancy Types Screen People within the Organization Extensive, unlimited and user defined data is provided by HCMS within this function covers amongst it: bio-data, work-experience and career data, training and development data, remuneration data, dependant data, and other related people data.

7 Employee Personal Detail screen Other in-situ data can be further administered e.g. uniforms, ID cards, licenses, credit cards, vehicles, permits, passports and visas as well as highlighting specific information on particular employees like warnings, prompts, and reminders to ensure privacy and observance of statutory and legal obligations. Unlimited Flex-Field data facility is present, should specific unsupported data category be required.

8 The Employee Competency screen

9 WORK PLACE MANAGEMENT The Workplace Management module is a proven industry-graded time-based application, collecting data on accesses, clocking, absences, overtime and employee bookings to projects and jobs. It is about managing efficiently your work force and controlling daily prevalent time theft in the work environment, the way in which it occurred, prevention - what could be done to reduce it. The core is a mini-system consisting of hardware and software in unison to address the people-related and workplace-related area integration. Resource Availability and Allocation The Resource Availability and Allocation meets the need for having a forward view of availability of people by skill and by time period. Resources include individual employees, equipment used in the work process and sub-contract staff. As in all other modules, flexibility in field descriptions occurs throughout the whole module such that resource may be known as skill, craft, trade or any other designation preferred by the customer. Elements involved in the implementation are amongst them : person-scheduling, team-skill scheduling, forward labor availability, equipment scheduling, equipment summary scheduling, and forward equipment availability. The Resource Availability and Allocation fully supports Job Costing as well.

10 Group Attendance Roster Screen Roster Generation The Roster Generation function covers two distinct functional areas : Planning area and Operational area. Within the planning area, the manning requirement is defined for a substantial period as determined by the user. This period would typically be between one week and six months or longer, depending on the practicalities of predicting the workload. The longer the planning period is, the more effectively will the roster system be able to achieve the various balancing and continuity issues. In the planning area, the system is able to take into account the scheduled availability and absences of staff, such as joiners, leavers, holidays and other planned absences. Here, different solutions are modeled to determine the best and most economical solution to deliver the business requirement. Once agreed, the

11 planned schedule is released and put into operations. The Attendance Management ensures that monitoring and control of all the rosters are adhered, and that irregularities are acknowledged and authorized by line-managers. Attendance Management The control and management of all elements of employee workattendance - both forward in time and retrospectively - is handled by Attendance Management and consists of the following components : exception-based attendance, full time and attendance, annualized hours option, flexible day working option, historical attendance, payroll interface, and leave interface. It provides a comprehensive, yet easy way of integration to a variety of badge-reading clocking-terminals to cover the collection of unlimited attendance data, identification of lateness, absence and overtime by reference to sophisticated shift and shift-plan structures, and the maintenance of extremely useful historical information. At the end of the day, information from this submodule are automatically transferred from remote workplace data-collection terminals to the Payroll, Leave and Personnel Administration modules for processing and record keeping.

12 Supervisor Shift Approval Screen Access Control Access Control provides comprehensive security access control, plus staff and visitor monitoring, supported from inexpensive, simple control of access through doors, turnstiles or barriers to full on-line networked access-control and monitoring. Employee details in XQUIS Human Capital Management System core database are supplemented with permissions for each person as to which doors or area's may be entered on which days of the week and between which times. The Access Control terminals or controllers then store all relevant information for up to 100,000 people in their own processor and memory and quickly respond to the entry of a badge to allow or disallow access.

13 LEAVE MANAGEMENT LEAVE MANAGEMENT Based upon codes, date-driven, real-time, retrospective leave-entitlement and calculations, the Leave Management module provides an extensive leave management sub-system that can calculate and maintain leave balances dynamically, based upon user-definable formulas, accrual rules and non-accrual conditions. An unlimited number and variety of leave types can be maintained within the system with links to ensure that overlapping leave periods and special leave types are correctly administered. User-definable formulas, accrual rules, and non-accrual conditions are used to calculate and maintain leave balances accordingly. Leave codes are linked to ensure that the rules for leave types are clearly defined throughout the system. Leave booking transactions can be entered in advance or in arrears across an unlimited span of dates. Any transactions against leave entitlements, current or future, are automatically reflected in all relevant leave balance enquiries. Leave balances and accruals are stored and generates real-time leave entitlements for the required period, taking into account all current and future leave bookings. Storage of leave balance and leave accrual calculations links into the payroll system. Where two or more overlapping leave types, dates or times exist, the system will generate an appropriate warning to the operator to prevent duplicate bookings being posted to the database.

14 Unlimited Leave Types and Formulas Utilizing the Employee Self Service module, the Leave Management can be delegated to supervisor or individual employee level, with complete userdefined security and authorization-span at all times. Leave Reporting is flexible, user-defined and able to generate unlimited standard or ad-hoc reports.

15 THE LOAN MANAGEMENT LOAN MANAGEMENT This module accommodate the management of Staff Loans, allows configuration and processing with user-defined parameters such as - unlimited types and entitlements, flexible ceiling and default ceiling, flexible interest rate and types, flexible subsidy and calculations, flexible loan installment periods, flexible total repayment versus total salary (net or gross total salary being user-definable) or personnel / position entitlements. Loan Administration Screen

16 Employees can have any number of loan schemes, all of which can be prioritized, with overriding or additional percentages or fixed amounts. Fully integrated to payroll process, the Loan Management module accommodate deduction and reimbursements configuration and processing.

17 TRAVEL MANAGEMENT TRAVEL MANAGEMENT Travel allowances are part of staff benefits, be it duty requirement, position entitlements, a perquisite or a reward scheme. The Travel Management module helps the company to manage, administer and control the travel benefits and its inherent costs generated by employee travel.

18 Extensive and flexible user-defined parameters are available to cater various conditions. Code driven and real time date processing allows extensive reporting for managerial cost monitoring, comparison and control. The Employee Self Service module can be activated to accommodate travel administration, delegating the clerical functions such as travel application, travel authorization, travel-cost reporting to supervisor or individual employee level, with complete user-defined security and authorization-span at all times.

19 BUDGET and COMMITMENTS BUDGET and COMMITMENTS The Budgets and Commitments module is designed to assist in planning human resource budgets and in monitoring expenditure against these budgets. It supports the process of estimating budgets required for a budget period by : o Calculating estimated budgets for the coming year based on planned positions that are currently vacant as well as current position occupants. o Incorporating salary increments for current occupants of positions. o Includes allowances, employer superannuating and other on-costs in calculations.

20 Modeling and Analysis Salary cases and award adjustments function with the ability to model in advance a global, semi-global, group or individual wage increases as a percentage, a fixed unit increase, or a combination of those two. The Salary Modeling Screen The system has the ability to report on what if questions (e.g., what effect will an anticipated pay rise in a particular cost center have on the total wage bill) for internal monitoring of salary budgets and expenditures. Once a decision is made to grant such a wage rise on a given start-date, the system automatically update the employee s records accordingly. The committed change will then be automatically executed by the system when the time-trigger hits the defined start-date.

21 MEDICAL CENTER MEDICAL CENTER The Medical Center module provides the means to manage health-related internal processes including medical tests, first aid treatments, emergency procedures, cost management and control, all with user-defined reporting. In larger organizations, the Medical Center module can be expanded to form the platform of the Employee Health Clinic - Medical Center and with further development become a full fledged hospital administrative application. The Medical Center acts as both a supplement to the Occupational Health and Safety module, as an operational module for the management of workplace health and safety programs and supporting the Training Management in events of i.e. skill rehabilitation and work-fitness licensing.

22 PAYROLL MANAGEMENT PAYROLL MANAGEMENT As part of HCMS integration, the Payroll Management module shares data common with the other modules such as : Personnel Administration, Workplace Management, Leave Management, ensuring accuracy and avoiding duplication of data entry. Full functionalities are provided for employees who may have multiple rates of pay at the same time, with complete occupancy history being held for each rate. Employees can change employment status (and therefore processing rules) at any time, even at mid period. This includes the ability to change pay rate, eligibility or rates for allowances, overtime rates, and super-annuation contribution rates any number of times within a period. It features fully date-driven and real-time process, retrospective payroll solution including an accurate calculation of unlimited employee earning, tax, allowances, deductions, and benefits components. Unlimited Configuration: Definition of any number and type of components and rules can be set up and maintained to organizational and statutory requirements. Earnings, Allowances, and Deductions: The system maintain unlimited earnings, allowances and deductions in number, type, and formula with a variety of business rules attached to ensure correct automatic payment. The basis upon which these components are calculated are userdetermined to satisfy the terms of statutory, union awards or industry agreements, defined at a global or classification level, and may be

23 overridden on an agreed rate basis, and may commence, end or change rate at any time within a pay period. User parameters specify payment rules for periods of leave or inclusion in super-annuation, or taxable salary. Unlimited Allowance Types with its own Rules

24 Employees can have any number of deductions or super-annuation schemes, all of which can be prioritized, with overriding or additional percentages or fixed amounts which can be applied. Unlimited Deduction Types with its own Rules Date Driven Real Time Retro Process takes you back in the past Automatic retrospective pay calculations are fully date driven and calculated based upon rules applicable at such time for full and unrestricted back pay capability - from a backdated salary or allowance or benefit adjustments for a single employee, a unit, or the whole organization. When retrospective calculations are carried out, the validity of all pay transactions is always rechecked and compared automatically against the data valid for the pay periods, specified calculation accuracy is thus ensured.

25 Our HCMS Real-time Retrospective Processing Overtime, Leave, Sickness, Occupancy, Promotion, etc. Change done Time Day at actual time Period 1 Month Period 2 Period 3 Period 4 Period 5 Loans and Reimbursements Fully integrated to Loans Module, the Payroll Management module accommodate Staff Loan and Medical Reimbursements configuration and processing with user-defined parameters such as : unlimited types and entitlements, flexible ceiling and default ceiling, flexible interest rate and types, flexible subsidy and calculations, flexible loan installment periods, user-definable medical claim formula s, retrospective calculation and processing, flexible total repayment versus total salary (net or gross total salary is user-definable).

26 Unlimited Loan Types with its own Rules and Formula s Powerful Time Sheets The time sheet is one of the most powerful forms in the HCMS, used for ad-hoc reward recognition of unlimited types. Full-time, part-time, casual, and contracted personnel time records can be directly entered and processed, with allowance claims, deductions, offline payment, manual payment process, and employee provident fund related issues, at departmental or personal level for approval and processing.

27 The HCMS powerful Timesheet with unlimited processing capability Unlimited Trial Salary Process To enable payroll staff correct possible errors prior to actual payroll run, anomality and possible errors report through unlimited trial runs are available, which will print exceptions together with a severity of error level number. It allows the payroll staff to easily isolate and investigate possible problems so that the pay clerk may correct or approve such exceptions. Multiple Salary Runs The Payroll Management module allows more-than-one salary runs within one month. Salary-run dates are entirely user-definable, and each run covers their- own tax calculation.

28 Multi Currencies and Multi Disbursements Complement to unlimited user-definable payroll components, the module also offers a multi-currency and multi-disbursement system based on company s determined rules. Net pay may be disbursed in cash, by cheque, or transfer to one or more employee bank accounts. On request, money may be automatically disbursed to third parties such as government agencies, creditors or garnishee orders. Disbursements can be a fixed percentage of net income, a fixed amount, or a combination of both. There is also a facility to disburse balance of pay. Disbursement in multi currency can be pre-calculated using company rate, commercial rate or government conversions Employees can be paid on an automatic (exception) basis, through claims, or by a combination of both methods (e.g. claims for overtime and allowances). The system can support unlimited weekly, fortnightly, three or four weekly and monthly pay frequencies. Unlimited trial payroll processing screen

29 Customized Pay Slip HCMS undertakes free customization of the layout and size (format) of pay slip within the Payroll Management module to suit the company and existing stationery. Required Short messages can be printed on the pay slip and pay slips can be sorted by pay site. Country Statutory Compliance Set-up of taxation rules and taxation scales within this module is fully and easy user-definable and accommodates extreme global flexibility to country specific statutory rules. Rules can be easily user-modified to accommodate additional regional requirements at any time without loss of historical changes. Specifically for Indonesia, the Payroll Management module fully complies to the Indonesian PPH 21 statutory and supports automatic production of the yearly Indonesian Group Certificates - SPT 1721 Forms - and other statutory reports on an individual or group basis, including the ability to cancel and re-issue a group certificate and to incorporate multiple jobs and multiple periods of employment into a single group certificate record.

30 The Indonesian Group Certificates SPT 1721-A1 Modeling and Analysis The Payroll Management module integrates to the Budget and Commitments module. Thus salary cases and award adjustments function with the ability to model in advance is fully available. Once a decision and execution date is made to grant such a wage rise, the system automatically update the employee s records accordingly and the Payroll Module will execute the decision automatically. Reporting The Payroll Management module offers a wide variety of company, legislative, and statutory reports, covering employee and their tax, payroll recapitulation, payroll process, benefits or super-annuation, social security.

31 Mandatory Indonesian statutory reports such as ASTEK and JAMSOSTEK form-1a/b/c and 2, and the annual Indonesian group certificates SPT 1721 Forms, are fully available and auto generated when required. Company Ad-hoc reports are in addition supported by the Meta Layer Report Generator module. The Indonesian statutory Jamsostek -1B auto- generated by HCMS

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33 Occuapational Health and Safety OCCUPATIONAL HEALTH and SAFETY XQUIS HCMS Occupational Health and Safety module fully recognize that safety is paramount in industrial processes and workplace facilities that involve people, equipment, chemicals, surrounding environment, compliance and even ethical behavior. The module is based upon compliance to the 29 Code of the US Federal Regulation ( CFR ) Industrial Occupational Safety and Health Standard with full flexibility to accommodate internal OHSA company policy and procedures. The module is flexible and can easily accommodate other national OHSA statutories when required. The Occupational Health and Safety function addresses a broad range of areas including incident and accident recording, injury management, rehabilitation, worker s compensation, and hazard management in line with accepted industry standards and fully flexible to be configured to regional differences in the relevant insurance schemes and legislative requirements of different government, regional or corporate bodies encompassing : Country Regional Occupational Health Legislation and Adherence Hazard Management from Operating Procedures, Analysis, Risk Identification to Position Exposure Event Recognition Workplace Safety Monitoring to covering Safety Equipment and Environment control Injury Analyses, directly integrated to the HCMS Medical Center Workers Compensation and Claims Rehabilitation Programs integrated to HCMS Training management

34 Hazard Management: This function in particular covers the ability to monitor and track both mechanical (machinery) and chemical hazards on and between workplaces, including potential and actual exposure by employees, related safety equipment issues, and safety maintenance programs. Historical information are recorded and maintained within the system for employees and visitors. The Hazard Identification table

35 The Position Exposure Screen Accident Statistics provides information broken down by user-defined factors such as: employee, position, department, cost center, classification, type of accident, activity, event, nature and location of injury, and medical or first aid treatment, etc. It provides for complete claims logging, loss of time, salary loss, injuries per unit, common injury recording, and individual claims tracking.

36 OHSA Preventive Facility Management Statutory Reports of accidents, injuries, and exposure to hazards are provided on-line as hard-copy reports. Reports are easily user configurable to comply to existing government statutory of workplace safety. Additionally, the Meta Layer Report Generator module supports ad-hoc data extraction and drilling.

37 COMPETENCY MANAGEMENT COMPETENCY MANAGEMENT Competency Management is the strategic core for building Organizational Capabilities. XQUIS Human Capital Management System Competency Management module allows users to define its own multi-cluster, multi level, and multi-factor model. Users can either opt for a Value Based Competency Model where factors are weighted and valued relative to its importance to the organization, or a Dimension Based Competency Model where needed-behaviors needs to be displayed as dimensional form of superior performance. The Competency Model can match and analyze the qualifications-skillcompetence position pre-requisites against those owned by employees within. It includes qualification-skill-competency factors mismatch or bestmatch.

38 Determining the development type and monitoring of the development level achieved are provided through the links into Training Management and the Human Resource Development module. This link provides coverage of training results, performance management, matching of position versus employee, career path projection, and succession plan.

39 TRAINING and HR DEVELOPMENT TRAINING MANAGEMENT and HUMAN RESOURCE DEVELOPMENT Training Management and Human Resource Development modules work hand in hand to record employee qualification, skills and competencies, identify and manage access to appropriate development programs, and to maintain career path and succession planning. These modules gathers diverse data from areas such as new hire details, training records, performance records, etc., and from the Personnel Administration module. Human Resource Development This module focuses on detailed analysis of Skills and Competencies, from Position Skills Matching, Career path projection to Development Needs Analysis and ultimately linking Performance Reviews, Succession Planning, and Career Paths. The core engine within the Human Resource Development function utilize the Competence Management of match and analyze qualifications-skillcompetence position pre-requisites against those owned by employees within. Monitoring of the development level achieved continue to be provided within the Human Resource Development process. This includes qualification-skill-competency factors match bestmatch-mismatch, training results, performance management, position vs. employee match, career path projection, and succession plan. Key Success Areas & Key Performance Indicators KSA and KPI s are defined performance indicators, linked to organizational objectives and the Competence Model. These KSA and KFI are provided at early stage within the Position Profile and the Competence Management for each position. Linked with the defined development processes they are used as benchmarks to obtain reviewed performance results.

40 The Training Management This module manages the physical administration of training courses, such as which personnel attend, and the results attained. It can also project which personnel will require training by measuring their skill set and performance against position requirements. Training Course Administration Maintenance includes default courses information, handbook maintenance, program and facility maintenance, providers details, instructor information, external training company maintenance, costs maintenance, training enrollment, attendance history, pre-course checklist, post-course checklist, and course evaluation summary Course Catalog and Information provides at a main level a course or development program, then at secondary level all detail information for each course such as their costs, dates, contents etc.

41 The catalog can automatically generate a range of user-defined training course catalogues for distribution throughout the organization. Course catalog Training Results in the Training Management module are specifically classified as un-reviewed skills of the employee who attend, which then can be utilized within the Performance Management module to measure their actual performance against position requirements. After being appropriately appraised, their skills are regarded then as reviewed.

42 PERFORMANCE MANAGEMENT PERFORMANCE MANAGEMENT In today s flexible organizations, performance management provides an important way for managers to clarify performance goals and standards, motivate and guide each individual employee towards high performance and personal development of skill and capabilities. The Performance Management module covers four major factors to evaluate : The Work Target or KPI, progress made in Hard Competence and Soft Competence and Work Discipline

43 The performance process allows several performance multi rating types Weighting of performance assessors can be allocated depending their roles within the performance process flow.

44 Performance Management analysis and reporting require flexibility as most of the reports and analysis are event-specific. In this particular instance, XQUIS MetaLayer Report Generator is particularly powerful in extracting user-specific information through its slice & dice capability. The Performance Management module is fully integrated to other modules within XQUIS thus providing a true strategic flow of employee versus organizational capability analysis and reward system.

45 RECRUITMENT & SELECTION RECRUITMENT and SELECTION The traditional Recruitment and Selection process within XQUIS HCMS is now repositioned as Strategic Staffing. It allows an organization to register vacancies, maintain a pool of pre-qualified applicants, record and track candidates to offer and acceptance stage, manage the selection process strategically all through the Competency Management Whilst the Competency Management provides details of position profiles, the new Recruitment & Selection administer the physical management of applicant sourcing to assessment through the filter of interviews, skill tests, details of qualification-skills -competencies viewed from the Competence Management module for direct comparison against position requirements and existing employee skills and competencies. Matching to positions can be on the basis of qualification-skill-competence, trade licenses, languages, and any other user-defined factors, or with any combination of these criteria, with ratings or grading attached to measure compliance for applicants who are a fit within the specifications provided. Expected capabilities and grading can be attached to them for future training identification and position matching purposes. Applicants for a vacancy may be searched both externally and internally from existing applicant data-bank. A database search for current and former employee files matching details entered for each applicant are provided. If the system detects a possible match with one or more current or previous employees, a list of possible matches are returned for user confirmation. Selection of a name from this list returns all current relevant details held in the database for that person. Position-based safety requirements and hazard exposures is linked as the basis for specialized medical tests to be performed for this vacancy - e.g., heavy lifting requirements, exposure to heat or noise, etc. Preferred applicants may be referred to internal or external medical practitioners for a range of pre-employment medical examinations and the details recorded against the applicant file.

46 XQUIS HCMS is able to provide a restricted system-access or printed system reports to these practitioners detailing position-based medical tests to be carried out for applicants, and to record the results of these tests. Historical sourcing and selection data can be accessed to assist managerial decisions, including previous applicants and cost-effectiveness of various sources and methods of recruitment. XQUIS Meta-Layer Report Generator further support this module with its ability of multi dimensional, slice-dice and drill down reporting. The Document Generator facilitates users to automatically generate response letters to applicants according to user-defined specifications. This in-built document writer is by direct access and merge with current Microsoft office word processing application, the MS Word.

47 REMUNERATION PLANNING REMUNERATION PLANNING Remuneration Planning Reports produces information on the industry comparison & package while Remuneration Planning Audit is to audit and/or control to the package and benefits reimbursement. This module enables a company to manage sophisticated compensation and benefit structures, and is specifically linked to several point systems such as the Hay or Moses evaluation system, with the added facility to conduct a what-if analysis. Unlimited Salary Components The function allows remuneration planners to construct salary packages for employees showing actual costs of package components and total benefit of the package to an employee. It allows unlimited number and variety of salary-package components to be implemented into employee remuneration including motor vehicle, insurances, bonuses, incentive plans, housing subsidies, company loans, super-annuation, dependant benefits, etc. Forecasting through Data Analysis The area of Forecasting deals with the detailed analysis of present remuneration versus desired remuneration and is looked at in three areas. The Survey Data to Structure Analysis feature allows comparison of external (or internal) survey data to present structure to occur. Data Analysis feature allows survey data to be assessed for movements and changes from previous years etc. against the present structure. Grade Analysis feature allows present structures to be reviewed for grade fluctuation for all positions contained in the structure. Structure Analysis feature allows full examination of relationships between previous positions and structure to the planned structure and creates percentage structures to meet organizational calculation requirements, eg. mid-point plus or minus 20%. Forecast Analysis allows modeling on a what if situation for individual or group salaries against pre-set performance limits applied in remuneration terms.

48 The What-If Analysis is used to assess anomalies of either present performance to remuneration or proposed remuneration to position structure. Salary Packaging After completion of what if manipulation, it enables the authorized user to provide electronic and hard copy structures, forms and forecast information for higher review and approval, and implement the new policy either across the board, for a specific unit, specific classification / award or individual person. On final approval, it allows immediate updating of salary and allowances data from Personnel Admin module with a future start-date and/or ending date Salary Packaging screen

49 Record Industry Comparison accommodates industry benchmarking in maintaining salary package defaults, salary range, survey result data input, position allowance, Hay Policy Line, salary rating, and forecasting analysis survey. The Process Salary Packages is to establish remuneration package modeling, package top down, package bottom up, and the salary package difference. The Manage Benefits is to maintain the related factors of benefits entitlement, reimbursement, and employee education benefit claims. The View Benefits / Salary Packages enable to display the package, benefits, and benefits entitlement and reimbursement.

50 THE REPORTING MODULES The REPORTING modules are part of our ADD-ON modules, designed to complement and further enhance XQUIS Human Capital Management System core functionalities. All ADD-ON modules are of the same design and architecture as the main modules, capable of full integration and link within the whole System Suite without any difficulties or hassles, and are also dynamic, continue to be developed and updated to meet ever-changing customer demand. EMPLOYEE SELF SERVICE The Managers' Information Kiosk and Employee Self-Service allows linemanagers and staff to have instant, user friendly access to data and information without the need for direct user-access. Using datawarehousing techniques, selected data for staff is downloaded to a central file area, from where it may be disseminated to dedicated or Managers' PC's as a standalone application on a user defined, periodic basis on a 'need-to-know' base. Staff and Managers have the flexibility and convenience of instant access to data and many other reports i.e. such as Personnel details, including address, date of birth, emergency contacts etc. The Self Service feature can be loaded onto, i.e. a notebook computer - ideal for remote data access in site visits. allows three-dimensional graphic or analyzed through spreadsheet program on the desk top, and also provide an extensive drill-down capability and multi-dimensional graphics enabling the authorized users to view their snap-shot data at either a global or subjective level, to identify trends and gaps and compare results from one data group to another by cutting and slicing through the data-cube. META LAYER REPORT GENERATOR Meta Layer Report Generator is a desktop tool which facilitates fast, effective and user friendly retrieval of data from all of XQUIS Human Capital Management System modules, which is then stored in a Meta Layer or data cube. It The Reporting query screen

51 EXECUTIVE INFORMATION SYSTEM The XQUIS Human Capital Management System Executive Information System module offers point and click ease of use and combination of text, data through a common information front end, enabling a common employee access. It brings together information from sources from within and outside the human resource and organization area. The layouts and topics are fully user definable and user-maintainable.

52 THE IDEA PORTAL The Reporting and Idea Portal modules are designed to complement and further enhance XQUIS Human Capital Management System core functionalities. These modules are of the same design and architecture as the main modules, capable of full integration and link within the whole System Suite without any difficulties or hassles, and are also dynamic, continue to be developed and updated to meet ever-changing customer demand. IDEA PORTAL Idea Portal is a flexible, scalable, and fully customizable portal that truly supports the way the enterprise works through delivering integrated facilities that eliminate communication bottlenecks. It enables users to access the system from any internet or internet ready workstations, to view and download forms, company documents, circulars and information via the corporate intranet. Every user then is able to enter data through customizable issue screens and thus provide feedback through feedback form. At the same time users can engage in easy-to-use search function to search for corporate information. Updating of information and accessing staff directories are available via WEB browser. Example of Idea Portal Screen

53 CONTENT MANAGEMENT SYSTEM Content Management System is a tool to helps organization create, manage and scale their WEB based content and application via a standardized, easy to use, and centralized interface. SUGGESTION MANAGEMENT SYSTEM The Suggestion Management System is a fully web-based application that provides an effective electronic means of accurately and efficiently managing suggestions within an organization. It embraces a formal framework for generating ideas bottom-up, and helps to develop and enhance an Innovative corporate culture. The Suggestion Management System provides a best practice framework for harvesting the creativity and expertise of employees and managing the resulting suggestions through the process of assessment, implementation, and reward. It is a role based workflow which makes it possible to map an organization process and assign role such as evaluator, promoter, approving authority, and administrator to individuals or groups. Suggestion Management System Screen

54 ELECTRONIC SURVEY SYSTEM The Electronic Survey System is an easy-to-use, automated survey system that gives non-technical users the ability to manage their own web surveys. Invited or general participants can take part in surveys electronically, with the system configured to accept feedback and collate data for evaluation and statistical purposes. It eliminates the high cost of manual outsourcing and puts the entire survey process in control. Ongoing, accurate, and enterprisewide feedback is mission-critical for understanding how to succeed in professional environments. Most organizations depend on the relationships with customers, prospects, partners, employees, investors and others. The Electronic Survey System helps in collecting analyze and reporting on the feedback of these key groups. With the system, the organizations can gather the strategic intelligence necessary to make better decisions quickly, easily, and more cost effectively. Design Questionnaires Screen and Online Result Screen