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Workforce management (WFM) is an institutional process that maximizes performance levels and competency for an organization.The process includes all the activities needed to maintain a productive workforce, such as field service management, human resource management, performance and training management, data collection, recruiting, budgeting, forecasting, scheduling and analytics.
It is an important tool for manufacturing and engineering, where it can have a major impact on the productivity of a process. In manufacturing, the purpose of scheduling is to keep due dates of customers and then minimize the production time and costs, by telling a production facility when to make, with which staff, and on which equipment.
Manufacturing process management (MPM) is a collection of technologies and methods used to define how products are to be manufactured. MPM differs from ERP/MRP which is used to plan the ordering of materials and other resources, set manufacturing schedules, and compile cost data.
The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined business goals (e.g., number of human resources; the required competencies; when the resources will be needed; etc.).
Examples of systems acting on ISA-95 Level 4 are product lifecycle management (PLM), enterprise resource planning (ERP), customer relationship management (CRM), human resource management (HRM), and process development execution system (PDES). From the MES point of view, possible information flows are: To PLM: production test results
A human resources management system (HRMS), also human resources information system (HRIS) or human capital management (HCM) system, is a form of human resources (HR) software that combines a number of systems and processes to ensure the easy management of human resources, business processes and data. Human resources software is used by ...
HRIS has developed with information technologies as a human resource management (HRM) function. [2] With the role of an HR professional transforming from a traditional administrative to a more strategic role, HRIS helped maintain, manage, and process detailed employee information and human-resources–related policies and procedures. [citation ...
Traditional production planning and scheduling systems (such as manufacturing resource planning) use a stepwise procedure to allocate material and production capacity.This approach is simple but cumbersome, and does not readily adapt to changes in demand, resource capacity or material availability.