Effective human resource management is a matter of having the right people in the right place at the right time – with strategically implemented technology that complements the modus operandi of the organisation.
In short, the ability of administrators to extract maximum benefit from the human resource and related infrastructure is directly related to the effectiveness of the Human Resource Management System (HRMS) in place.
This is according to Teryl Schroenn, CEO at Accsys, a national supplier of payroll, HR, time and attendance and access control solutions.
Numerous sectors within the broader domestic marketplace have become more competitive, says Schroenn.
There is a clearer understanding of the role of systems and processes that bridge human resource management and information technology, and this is having a profound effect on general performance and operations.
“The personal touch in companies needs to be underpinned by strong systems and human resource management and the application of technology within this space is developing significantly.
"It is a self-sustainable situation in which technology drives development, innovation leads to growth and maturity, which then, in turn, is reflected in the benefits and advantages of quality human resource management systems,” Schroenn explains.
HR and payroll experts at Accsys continue to promote the advantages of sound, reliable human resource management systems as a result of strategic application of technology, processes and procedures in the workplace.
There are a number of key aspects that HR managers and decision makers look for in what is regarded as a quality system.
Among these are integration with payroll, time and attendance, company financial and accounting systems, a planning and organising tool for recruitment, training, promotions and career management, as well as cost reduction and a more accurate and easier means of generating statutory reports.
Whilst these considerations are considered fundamental to any worthwhile investment in a HRMS, there are a number of service and solution providers in operation. The decision maker is obliged to identify that which differentiates itself from the rest.
To this end, specialists at Accsys are able to point out several distinguishing features that will help HR managers and other stakeholders select the best option available.
These features include an online, integrated One-Database people management system that tracks several key HR functions and considerations such as pay increases, training, disciplinary and grievance history and actions taken, attendance and staff turnover.
“We also continue to advocate the significant role that an online employee self service (ESS) facility plays. This resource enables employees to apply for leave and training, manage their own biographical information and view current and past details.
"The value of an employee self service system as an online application system to access and manage information in a centralised or decentralised working environment cannot be underestimated,” adds Schroenn.
There is growing appreciation for the inherent benefits associated with well placed and keenly applied systems.
Schroenn has positioned the company to take advantage of this trend, and through effective, reliable and proactive service and support, has established a firm grip on the evolving HRMS development and integration space.
Accsys advocates that the HR manager consider the people who will be using the software, whether they are IT literate and if so, are they keen to find an IT solution? Additional relevant questions include time constraints of the user and existing HR processes.
“A system will not fix lack of process. Setting up an HR system can be a huge undertaking if records have been kept manually, so part of the project planning process would be to decide on the next priority (for example, a report which has to be in by a deadline) and focus on growing the IT system in logical sections, meeting the company’s immediate requirements and then adding value and business intelligence,” says Schroenn.
“Of course, it is possible to operate a small business without these systems in place.
"But we all know that line management are under current pressure to deliver and solutions that help reduce the time spent in compiling reports, highlight gaps between employee and organisational requirements, and save on costs are a necessity not a luxury.
"Whether manual or online, the fact is that human resource system development is inextricably linked to modern human resource and capital management. Technology will always be a part of people and organisational development,” she adds.