CHAPTER9Human Resources
So far, this book has discussed models for handling much of the information an enterprise needs to conduct business: parties, products, orders, shipments, invoices, work efforts, and accounting. One critical section of the business remains for discussion: human resources, or HR. Without human resources, an enterprise cannot employ and use the key resources it needs to stay in business.
Information that an enterprise may want to keep includes the following:
- Who is employed, and what is the history of employments?
- What positions exist in the company?
- Are they filled? If so, who has what position, and what are his or her responsibilities?
- Who reports to whom?
- What is the rate of pay for these positions?
- Who received raises and when?
- What benefits does the enterprise provide and to whom?
- What is the cost of these benefits?
- What is the status of employment applications?
- What are the skills of employees?
- What is the performance of employees?
- What are the preferences, deductions, and payroll information needed to process payroll?
- What applicants have there been, and how many of them have turned into employees?
- What has been the rate of turnover and the causes of turnover?
Why is it necessary to model human resource data given that enterprises usually buy a standard human resources package with its own data structure? One reason is that it is important to know what the information requirements are for the enterprise in order to drive a proper package selection. ...
