Human Resource divisions are often faced with the administration and filing of employee documents such as CV’s, contracts, ID’s, licences, medicals, employee disciplinary, leave, etc. This documentation gets filed on an employee file in the cabinet at the back of your office.
Ever wondered what is going to happen if your file cabinet burns down… Guess you did and introduced multiple platforms and third parties to mitigate the risk, although this is not an ideal solution presenting risks to be mitigated in their part again!
How will you be able to manage all your employee information efficiently, cost-effectively, centralised from anywhere, anytime with minimal risk?
Facilitating the employee's full life cycle may be a daunting task, yet having an online HCM platform to support the Human Resources process, will save you time and mitigate risk in a pressured environment.
With cutting edge technology, companies tend to move more towards automating business processes, complementing the management of an employee's life cycle and legislative compliance.
With integrated HCM Technology as a solution, a level of comfort and surety is assured for any business process owner.
Here are some key deliverables to look out for throughout the employee's life cycle ensuring compliance, employee engagement and effective business processes.
Recruitment & Selection: It is imperative to make the right hiring decision for the business to attract and secure the right candidates.
On boarding: It is important for employees to be engaged correctly and provided with all the tools to get them up and running.
Remuneration, Benefits & Payroll: Related to process employee payments as per legislative compliance.
Employee Well-Being: Creating work-life balance forms an integral part of an employee’s motivation and work satisfaction.
Learning & Development: In the world of change companies need to keep their employees skilled and up to date with legislation, technology, etc.
Employee Relations: Managing employee relationships in the workplace can be a challenging task to maintain.
Performance Management: Managing employee performance to ensure that goals are met in an efficient manner.
Transformation: Managing your diverse, skilled and empowered workforce.
Employee Exit: Completing the life cycle through exit administration in order to lower company costs with reference to employee turnover.
There might be a few questions you have in this transition:
How will you organize your Human Resources files to meet the needs of your company?
How should you organize your numerous folders on each employee?
Who should have access to employee data?
How can you disclose electronic files if they are required in a disciplinary hearing?
With HCM Technology as a solution, you may store any type of files of an employee (i.e. attaching employee documents). In this way, the employee information scanned in can be managed online and more effectively. Giving certain clerk’s or administrators security rights to view / modify certain employee data will allow management to distribute responsibilities seamlessly. Should a disciplinary enquiry take place, documents such as warnings can be easily accessed through a smart device. Managing staff attachments gives multiple users access to employee data much faster to improve business processes. Should hard copies get lost, it will always be available to access at your convenience.
Focusing on the employee life cycle allows users to capture, process and manage the 9 stages of the cycle which enables you to have all processes managed from one platform. Reports may be extracted to build trends, forecasts and statistics to broaden the ability to make better decisions in each cycle. LabourNet recommends the PSIber online software platform that will assist you to facilitate the full Human Capital Management functionality. Visit www.labournet.com for more information.
For more information on the above topic, please contact the LabourNet Helpdesk at
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