by red1 » Sun Jun 12, 2011 4:46 pm
I like to pen some 2 cent ideas down in order of expected priority, and i agree it should be incrementally done:
1. Leave Management (new module tagged to BPartner Employee)
a. Leave days allotted
b. Leave days taken
c. Leave balance
d. Leave date applied for, status
e. Substitute assigned
2. Personnel Management (extends Employee record)
a. Join/Start/End Date of Designation
b. Job Appraisal and Score
c. Qualifications and Training record
d. Employment Status (permanent/temporary/contract)
e. Contractual Terms of Employment
3. Remuneration Management (reference-able for Sales Commission)
a. Salary structure tier
b. Earnings and Deductions rules
c. Superior accountable to
d. Subordinates responsible for
4. Resource Management (relate to Product Resource, Request CRM)
a. Project Team assignment
b. Task assignment, duration time (InfoSchedule integration), status (Request)
c. Team members appraisal (confidential with all sides feedback - top, down, sideways)
d. Invoiceable task completion (as per Invoice AR/AP)
I don't see HR Structure visual chart as an issue as it might be quite static in nature and the above is more rigorous occurring. I don't feel it is good to integrate ADempiere too much with others such as OrangeHRM. Remember such as in the case of SugarCRM, Adaxa managed to present an alternative equivalent or refactored contact management into a series of simple AD adaptations. I suspect that our Request (CRM) and Resource Product as well as the WebStore which is already present within can be reused as more powerful presentation of new features of its own. What is important to hold to is that this ERP already got core fundamentals built-in. They may be more elegantly extended if reflected inside out rather than outside in.