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Thu, January, 23rd 2020

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Developing Management Hierarchy in GHR

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I work for a healthcare organization. I am working on developing the supervisory hierarchy in GHR as a baseline for workflows, accessibility, and notifications. We are challenged with the many systems that our managers use for their direct reports - KRONOS, Berkshire, etc. Many of these system roles are not accessed by the actual managers of the employee, but by a non-management delegate. To be sure that we are headed in the right direction, can you share the philosophy by which your  Read more...organization has created your supervisor structure? Where in GHR do you manage this structure?  Show less...
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I work for a healthcare organization. I am working on developing the supervisory hierarchy in GHR as a baseline for workflows, accessibility, and notifications. We are challenged with the many systems that our managers use for their direct reports - KRONOS, Berkshire, etc. Many of these system roles are not accessed by the actual managers of the employee, but by a non-management delegate. To be sure that we are headed in the right direction, can you share the philosophy by which your organization has created your supervisor structure? Where in GHR do you manage this structure?
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Loring Kaveney, Eric Lopez like this.
I too would be interested in others comments on their philosphy regarding the supervisory hierarchy ....or what they would have done differently. ...BTW, in the webinar given by RPIC today - "Global HR Optimization — Be a High Performer", the presenter prompted some of those same ideas/possiblities when he discussed other ways to make use of Supervisor Types and Levels, and Job and Position Categorization to reflect an "administrative supervisory hierarchy" along side  Read more...or in parallel with a "task/project supervisory hierarchy". Show less...
I too would be interested in others comments on their philosphy regarding the supervisory hierarchy ....or what they would have done differently. ...BTW, in the webinar given by RPIC today - "Global HR Optimization — Be a High Performer", the presenter prompted some of those same ideas/possiblities when he discussed other ways to make use of Supervisor Types and Levels, and Job and Position Categorization to reflect an "administrative supervisory hierarchy" along side or in parallel with a "task/project supervisory hierarchy".
There's a Business Class (Table with business logic) Supervisor where managers' information is created/updated/stored. You can create managers under other managers. The SupervisorChart Business Class (BC) is in sync with the Supervisor BC. This chart is a graphical representation of the hierarchy. You can create Positions from Jobs and assign managers from the Supervisor BC to the Positions. The Position info is related to the employees' WorkAssignment BC. If the employee Position changes ( Read more...Transfer, etc.) the relational rules sync this information and the Supervisor for the Position changes accordingly. This is a very simplistic way to describe these processes. If I have to come up with a way to determine Supervisors for workflows, notifications, etc., I would start with the employee's Position on the WorkAssigment BC, and get the Supervisor for the Position. In order to go up in that branch of the Supervisor tree you need the Field ParentSupervisor. This will allow you to move up until you get to the root. Hope this helps 😉 Show less...
There's a Business Class (Table with business logic) Supervisor where managers' information is created/updated/stored. You can create managers under other managers. The SupervisorChart Business Class (BC) is in sync with the Supervisor BC. This chart is a graphical representation of the hierarchy. You can create Positions from Jobs and assign managers from the Supervisor BC to the Positions. The Position info is related to the employees' WorkAssignment BC. If the employee Position changes (Transfer, etc.) the relational rules sync this information and the Supervisor for the Position changes accordingly. This is a very simplistic way to describe these processes. If I have to come up with a way to determine Supervisors for workflows, notifications, etc., I would start with the employee's Position on the WorkAssigment BC, and get the Supervisor for the Position. In order to go up in that branch of the Supervisor tree you need the Field ParentSupervisor. This will allow you to move up until you get to the root. Hope this helps ;)

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