How Unified Human Resources Management Leads to Profits

Going by the Singapore Department of Statistics ^[1]  having a business in Singapore comes with advantages: a high literacy rate of 95.9%, a low-inflation rate of 2.8%; a respectable, annual growth in labor productivity by about 10.7%; a GDP of $300 billion; and a hard-working, English-speaking workforce.

None of these advantages can be leveraged if your business is not equipped with the problems that come with business growth, though. One of them being human resource management. HR management comes with its own challenges, and more so in a country like Singapore, with rapid economic changes, a growing economy, vibrant industry, and a wide pool of skilled professionals:

Systematized & Integrated management HR Solutions

Rob Walker, in his feature article ^[2] at Inc.com, recollects how Gerd Gigerenzer, an author and a psychologist “makes the case for intuition” in his book Gut Feelings: The Intelligence of the Unconscious. Rob mentions numerous instances and examples of non-number crunching heroes and world-renowned business greats such as Steve Jobs, Sir Richard Branson, and Jack Welsh – all examples of success by going by the gut.

“Going by the gut” is good for overall business strategy and might just work for product positioning. For human resources, however, the 'gut & feel’ system rarely works. It’s not to say that innovation is abortive when it comes to new, innovative HR solutions; it’s just that smooth and efficient operations are a must for businesses to function.

Screening, interviewing, and hiring the right talent is just the start. Payroll processing, financial management for employees, tax scheduling and processing, appraisal management systems, employee performance appraisals and evaluation – all of these critical processes need a streamlined, efficient, and a unified system to help businesses organize their resources and human assets.

Profits stall without continuous improvement

HR function involves setting standards for employees. It involves deploying workflows, executing key HR processes like audits, benchmarking, employee performance evaluation, etc. It also sets individual and group performance goals, task objects, and performance criteria. Smoothly aligned HR processes incorporating all of these elements are better positioned to harness business Return on Investments.

No measurements, nothing to work for

How many billable hours do your employees actually work? How do you rate an employee as compared to others with regards to performance? How to ensure best training made available to deserving employees? Who gets promoted and on what basis?

Although these questions might sound intrinsically simple and basic, your business success lies in not just answering these questions. Business success and sound Human resources policies can only originate from justifying your answers based on hard, relevant data. Metrics need to be set in place with systems to measure individual parameters.

The high-profile marriage with technology

None of the above business objectives can be met without the hallowed marriage of your business with technology. The latest advances in cloud computing, the soaring advantages of business intelligence, and the fact that any business – small, medium or big – can tap into a realm of options as far as technology is concerned. Our HR solutions (HRiQ Talent, HRiQ Core, HRiQ Cloud, etc.) have been designed with the above challenges in mind with our HR solutions using technology at their crux.

McKinsey Quarterly published a feature ^[3] that mentions two surveys done by McKinsey for its “War of Talent” series. In the survey, it’s apparent that ever since it’s first survey in 1997, and another one that followed almost a decade later, the shortage of talent is imminent all over the world. It’s critical to nurture talent, track performance, bring in the change, and leverage human resources better than ever.

Unified, strategic, and highly dependable technology solutions can help you acquire, manage, nurture and retain talent.

[1] Department of Statistics, Singapore: GDP Timeline -- http://www.singstat.gov.sg/stats/themes/economy/hist/gdp2.html

[2] Fastcompany: Going for the gut -- http://www.fastcompany.com/magazine/120/going-for-the-gut.html

[3] Making Talent a Strategic Priority: McKinsey Quarterly -- http://www.mckinseyquarterly.com/Organization/Talent/Making_talent_a_strategic_priority_2092

The Benefits of Effective Human Capital Management

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Human capital management, also known as human resource management, will always be an intrinsic part of each and every company. It is the core that ensures both the top management and the workers co-exist in an office environment that results in everybody's success.

For the most part, they handle the most complicated processes in a company as they serve as a go-between among the upper management and the workforce. These processes involve workforce organization, orientation, training and development, compensation, employee benefits, workforce financial planning, recruitment, promotion and labor relations but none of these matters if you do not know how to maximize the potential of your workforce effectively.

The two focus areas that a startup company should prioritize are recruitment and training and development. These two areas, if done according to ones company goals, will severely decrease the expenses and will generate faster returns on investment.

The role of a recruiter's job is to identify potential applicants that meet desired qualifications and to ensure that the hiring process is done in accordance with the company vision and mission. There is no better way to attain this but through employee assessments. The importance of employee assessments and evaluations play a vital role in the success of a company before and after recruitment.

For one, it is used to identify if the person applying for a specific position is qualified to fulfill his or her job responsibilities. It will also identify organic attributes before hiring such as being trainable, a good leader or a team worker and the possible longevity an employee might serve the company. It is always a good idea to know if the person you will be spending money on is worth your expense. Is the person going to be an added value to my company?


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Tips For Evaluating HR Software Programs

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If you are purchasing your first employee information system or upgrading to a new one, how do you compare HR software programs?

There are a wide variety of applications available. Those that are geared toward large businesses with thousands of employees focus on a different set of requirements than those for small businesses. On the other hand, the most basic niche software packages don't necessarily have what you need to effectively manage your workforce. You need to find a happy medium that addresses all your strategic and administrative HR needs. Here are some tips to help you do just that.

Identify Your Core Needs

For small business employers, a human resource database for storing basic employee information is the foundation of a good software system. Most applications will have the same traditional fields (identifying information, emergency contact, hire date, wage rate history, etc). However, you should look for HR software programs that permit you to define your own fields as well. Otherwise, you will find yourself using a separate system for documenting additional information. Core HR management should also include benefit eligibility tracking, performance review documentation, and employee leave management.

Only Pay for What You Need

In the HR software industry, applications are available in a single package or as elements you can add as you need them. A good rule to follow is spending your money on a product that will make your life easier right now. If you will use 75-80% of the features in a bundled HR software program, it is usually worthwhile to pay for a package deal.


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Even Small Businesses Need HR Software

If you have employees, you need an efficient way to manage their personnel information. HR software is a great way to keep all those details together in one place. Buying software of any kind can seem like an overwhelming task and an expensive endeavor, especially for small businesses who wonder if they really need to come up with a formal process for this aspect of their organization. But, implementing this type of program doesn't have to be that difficult or costly. The first thing to do is determine exactly what you will need in order to manage human resources information.

Some of the things that you will need when it comes to an HR software program include the ability to:

•     Maintain salary wage rate history and employee benefit data
•     Write performance reviews
•     Remember due dates for tasks, such as performance reviews, anniversaries, and training expirations
•     Contain a library of scanned documents, such as resumes, employment applications, etc.
•     Report info for both individuals and groups of people
•     Track days off, such as vacation and sick time
•     Maintain discipline and safety records

Not only will a program make your job easier by streamlining processes, you will also spend less time finding answers to questions, such as how many vacation days does an employee have left to use this year, or what has their attendance record been like.

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Need Of Human Resource Management System Software

Human resource department of any organization is the heart of that organization. Human resource management system software is basically application software that is programmed to allow the employers to efficiently handle their employees for perfect allocation. This software has the database that saves the important details of employees including their salary, number of hours worked, their personal details etc.

One of the most effective ways to improve the workforce productivity is through superior resource management. In order to manage the entire business of an organization, effective planning is necessary. HR management plan helps in doing the same. An individual looking after this post should solely have the entire knowledge about the company, its turnover, the number of employees working in each department, requirements of clients etc.

In a big organization, it is really difficult to manually keep the entire analysis of exact demand and supply of human resources for future requirements. This can happen due to lack of visibility of workstations caused by complicated organizational structures and matrix management. HR management becomes more difficult if the organization operates from multiple sites. Here comes the immense need of specific software that will keep the record of personnel efficiently.

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HR Software - How to Improve Efficiency in Your Human Resources Department

Although human resources departments are vital to the successful running of any company, the complexity of HR management is responsible for the fact that the whole process is a very labour intensive and expensive one. It takes a lot of employees and employee hours to run and maintain an efficient employee management system.

There is the management of absences and holidays, rewards and benefits, expenses and of course the exceptionally complex and time consuming payroll management to name just a few of the processes that need to be handled by the HR office. It is an unfortunate fact that when dealing with complex processes like these, mistakes are almost inevitable and can also be expensive and even more time consuming to locate and remedy, usually any errors that creep in do affect a member of staff adversely so the whole human resource processes are often seen as a burden.

There is a corporate saying that goes something like, there are no problems, only opportunities, and human resources is not exempt to this point of view.

Most businesses start their journey with HR and payroll being done manually, either by the business owner or someone with an administrative function within the company which is not ideal or the best use of peoples time and skills. As the organisation grows then often someone is employed to manage the HR functions and payroll management until the company gets to the position outlined earlier where the whole process becomes over expensive and inefficient.

This is when they start to look for opportunities to improve things and usually they see HR software as the way to move forward. Human resources management software comes in all shapes and sizes with small single function applications suitable for all but the smallest business up to and including full Enterprise Resource Planning (ERP) tools designed for enterprise level businesses with possibly thousands of employees.


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HRiQ Human Capital and Talent Management System Video

HRiQ Human Capital Management Solution gives you and your Organisation the tools & services needed to automate transactional processes that will enhance productivity, provide timely and critical information for key decision making, thus effectively managing your Human Capital. The solution delivers the necessary framework to enable your Managers, HR Professionals, Executives and Employees to optimize and enhance the talent within your organisation.

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The Facts About Human Resource Management System

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For people interested in the field of human resources, you should know that a Human Resource Management System (HRMS) is an Enterprise Resource Planning (ERP) software program that specializes in dealing with staff problems. These systems are often intertwined with other commercial programs such as finance.

Throughout the years administering an companies human resources has become increasingly complicated since this important practical organization must needs to follow personnel data including education, job history, skills, and individual details. For years it has been virtually unattainable for moderate and big groups to administer the plethora of human resources information properly and efficiently without the aid of computers. In the past Human Resource Management System (HRMS) operated on large, enclosed mainframe computers though today most of those systems have become accessible on microcomputers. Let's look at some of the standard parts.

The Payroll module gathers knowledge on employees' time worked and absences. Subject on its sophistication this module enumerates taxes as well as auxiliary deductions and creates a array of worker paychecks, government checks, and multiple reports. It must connect to the letter, federal, state, and internal tax rules, and a array of other technical documents with union as well as non-union contracts.

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HRiQ - Human Capital Management Solution

The people in Your Organisation are your most important assets and they make the difference.

Competition in the market place demands that businesses pay more attention to managing it's Human Capital and effectively deliver on the company's objectives to grow.

HRiQ Human Capital Management Solution gives you and your Organisation the tools & services needed to automate transactional processes that will enhance productivity, provide timely and critical information for key decision making, thus effectively managing your Human Capital. The solution delivers the necessary framework to enable your Managers, HR Professionals, Executives and Employees to optimize and enhance the talent within your organisation.

    HRiQ Core - Increase operational efficiency while reducing costs through automation of transactional processes - maintaining a single version of the truth compliant with local requirements.

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Human Resource Management System Software

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To be an outstanding recruiter, you require innovative online recruitment software. It follows finest-practice recruitment standards. The Recruitment software gets rid of needless administrative works and computerizes as much of the recruitment procedure as probable. It also provides you the tools for efficient candidate administration and finest-practice client association management.

It is an extremely sophisticated and spontaneous human resource management system intended specially for recruiters. It as well offers inventive candidate management tools and effective communication tools to aid you to construct and cultivate your dealings with candidates and clients. It will assist you to be a more successful recruiter:

•     It decreases your operational restricted access and minimize your organization costs.
•     It optimizes your enrollment task by directing your recruiters towards finest-practice.
•     It progresses your business presentation by revenue-generating support management

Solution Cv software provides a consistent, spontaneous platform appropriate for contract, permanent and temporary recruitment organizations. It also unites functionality and innovation at a lesser cost as compared to manual recruitment solutions.

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Tips for Choosing Human Resource Management Software

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Running a company with a lot of employees can be taxing, especially for the human resources department. To alleviate the strain, human resource management software is essential. Company personnel can be considered as a company's unsung heroes. Aside from the fact that their work is tedious and involves a lot of detail, they also work from the background, performing processes that nobody else in the company knows or understands.

Human resource management becomes even more challenging if the company operates from multiple sites. The obvious solution to the need of managing personnel when you have multiple workplaces is to set up a personnel management team in each site. Unfortunately, while this can be efficient in terms of the day-to-day operations, this setup can be potentially disastrous when it comes to keeping records.

To keep personnel management efficient, many forward-looking companies invest in  human resource management software. Those that operate in multiple sites find Internet-based software very helpful. These types of software enable different management teams in multiple locations to access the software at the same time.

If you feel that your company needs to invest in one, here are some tips to help you make the right decision:

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Good employers to be rewarded

Organisations with good human resource management system and practices geared towards recruiting, managing, developing and retaining talent are to be recognised in the 2011 Employer of the Year awards.

Speaking at the launch of the Employer of the Year survey, the chairman Federation of Uganda Employers, Mr Martin Kasekende said proper management of talent boosts business competitiveness and increases productivity.
“Exceptional business performance is driven by superior talent. You can’t be competitive if you can’t attract the right talent,” Mr Kasekende said in Kampala yesterday.

The theme of the 2011 survey Talent Management to Maximise Productivity is informed by the 2009 survey findings which revealed that most organisations were poor at talent management.

Human resource management involves recruiting the best talent, training them, designing job roles and structures and developing compensation packages.

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What is A Perfect Solution for Human Resource Management?

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A Perfect Solution for Human Resource Management

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Human Resource Management simply means managing a company's most valuable assets - its people in an effective manner so as to collectively contribute to the overall growth and development of a business while achieving the objectives of the organization.
In other words, it would mean employing people, identifying and developing their inert talents and motivating them through various compensations making room for personal and professional growth of the employee and also the organization. Human Resource Management therefore has a pivotal role to play in any company's progress.

Human Resource Management would require ensuring the right compensation to employees in order to prevent them from constantly switching jobs, encouraging equal employment opportunities at workplaces, managing performance through polls and surveys, managing the talents of the employees and allowing for a continuous development in career through constant recognition.

Simple, though it may sound, it involves a lot of effort to ensure constant growth of the company by keeping the employees happy. Human Resource Management can therefore be described as a company's unsung hero.

It is necessary for consulting services to keep their primary focus on human resource consulting and training and also perform coaching and mentoring programs as well to make way for employee development and training.

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Developing Future HR Leaders

With few exceptions, when a company brings aboard a new chief human resource officer, he or she inherits a team of HR professionals, some of whom may not have the skills necessary to help the CHRO take the company forward.

How do CHROs develop their HR teams?

That was one of the topics on the agenda of the annual one-day program for new CHROs, held every June by the National Academy of Human Resources and the NAHR Foundation. Taught by Fellows of NAHR (of which I am one), this invitation-only, intimate event focuses on the real-world challenges facing new CHROs, including issues such as executive compensation and working with a board of directors.

Fellows of the Academy share their expertise and many years of experience, and provide insights on lessons learned from their own careers. At the same time, HR leaders are able to network with peers and benefit from the perspectives of other senior HR leaders.

In anticipation of a discussion on ways new CHROs should consider organizing and developing their own talent -- or how to avoid being the proverbial cobbler whose children have no shoes -- I sent out a brief survey to some other NAHR Fellows.

It wasn't intended as a scientific survey, but instead is a brief insight into what some very successful CHROs have done to build their teams. Ten Fellows from retail, IT, finance, insurance, professional services and healthcare, in companies ranging in size from 20,000 to 500,000 employees, shared their thoughts with me.

New CHROs should know they are not alone in their concerns about the capabilities of the HR team they now lead.

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Genpact inks new HR management pact with Nissan

NEW DELHI: BPO major Genpact on Monday said it has partnered with Nissan to take over the Japanese auto giant's human resources (HR) centre's management in Yokohama, Japan as part of a seven-year deal.

Nissan Human Information Service (NHIS) is a subsidiary of Nissan Motor since 2000 and currently handles HR functions for more than 54,000 Nissan employees worldwide.

The size of the new pact was, however, not disclosed. The collaborative relationship also includes a seven-year agreement, whereby Genpact will provide payroll, benefits, staffing, training and other key HR services to Nissan, Genpact said in a statement.

The centre, renamed Genpact Japan Service Co Ltd, will significantly increase Genpact's onshore service delivery capability in Japan, it added.

In addition to the Nissan Group Companies and Affiliates, the centre will also serve additional companies and existing Genpact clients.

"Genpact has seen a strong demand for our services in Japan and we have already had discussions with a number of our clients who would like to leverage our new capabilities," Genpact CEO (Asia) Charles Hunting said.

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BI and human resources fuelling IT jobs demand - report

Business intelligence, human resources, desktop support and migrations to the latest Microsoft products are where the jobs are in the IT market, according to a report.

Recruitment firm Badenoch & Clark, in its monthly report on the IT jobs market, said: “Technology migrations and software implementations are propping up the IT recruitment market at the moment as organisations look to the future.”

Matt Gascoigne, operations director for IT at Badenoch & Clark, said HR and business intelligence are two key growth areas. "We're seeing an uplift in demand for a number of roles from functional analysts through to technical consultants to help with large scale implementations within HR functions of global organisations," he said.

"Hiring managers are being increasingly specific, not only requiring cultural fit but also knowledge of local employment and payroll legislation.”

On BI (business intelligence), Gascoigne said, having had a tough 18 months, many companies are implementing reporting tools to highlight profitability of different parts of their business so that senior management can make an informed decision on future investment.

"There are increasing levels of demand for those with experience of BI/MI technologies such as SAP and Oracle from junior level analysts right up to department heads and BI directors as a result.”

In addition, according to the report, desktop support candidates are back in demand in financial services. “Having shrunk their desktop functions as headcount reduced during the recession, financial services organisations are now increasing their headcount as activity picks up in the sector. As a result we're seeing strong levels of demand for desktop support candidates,” said the recruitment firm.

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Cloud computing an indispensable part of our daily life

If any of your office suites ditch you or find it expensive to buy, what do you do?  Head to Google Docs. You start making your docs, ppt’s and excel sheets – just with a computer and Internet connectivity, anytime and anywhere. Free.

This is cloud computing in today’s technical parlance. A technology that offers to carry out your daily work, business, using “online software” with any computer via the Internet from any part of the world. There is no need to install any software on computers.

Cloud computing is a net of various services used just like internet services but the mode of application and implementation is different then normal internet services. Any online software, for example Google docs, Flickr and others have a back-end networks of services divided into various small independent functions which are installed on various different computers and network. The joining of these services virtually, gives us final product to work on, hence it’s called “Cloud Computing.”

The application is literally floating in the network, which needs no installation on your computer. Everything works remotely. To work on these types of applications only three things are required – any computer, Internet access and log in details.

The actual seed of this technology was planted in late 2004, which gave people a new wave of innovation – unnamed and unknown. One could use “online applications” for their daily use without the need to install the applications on computers with a Internet connection. The ability to write/share, upload data to store or share in the form of pictures/videos, communication tools and business tools:

The prime examples which started the wave are some applications are still consistent or taken over by other companies to add in more features.

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HR Software Augment the Performance of Your Company

Human resource is a vital dept in any company. Even small businesses that are just starting out have a HR department. This dept guarantees the workers of the company are sorted. It allows you to keep track of your workers, pay them and perform other tasks that handle the staff in your company. The HR department is also accountable for employing suitable staff for the company. With so many functions, HR departments frequently realise they are swamped with a great manual workload. Human resource software was invented to ease this workload.

Human resource software is an information system that combines the basic activities and processes that are a part of the HR functions with modern information technology. The software so makes the functions and process of HR much easier.

The functions and features of human resources software change. These variations rely on the wishes and requirements of the company that employs the software. Most software however includes features that will permit you to track applicants to the company. The software will comb through electronic applications and select the applicants that meet the criteria set by the company.


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Employment Screening Resources and HR Integrations Create Partnership for More Accessible Human Resource Services

Employment Screening Resources (ESR), a nationwide background check provider accredited by the National Association of Professional Background Screeners (NAPBS), and HR Integrations, the leading integrations network and exchange for the Human Resource (HR) market, have announced a strategic partnership that will make HR services more accessible to ESR clients by connecting Applicant Tracking Systems (ATS) and Human Resource Information Systems (HRIS) on the innovative HR Integrations HRNX platform with ESR’s background check solutions. The integration allows employers to also take advantage of ESR’s paperless Applicant Generated Report (AGR) system.
“The HR Integrations HRNX platform combined with ESR’s industry leading background check technology will provide our clients with the ability to integrate quickly and seamlessly with leading ATS and HRIS platforms and utilize our unique paperless system,” said Lester Rosen, founder and CEO of Employment Screening Resources.
HR Integrations creates a single HR services marketplace on desktops of HR managers and recruiters by connecting a virtually unlimited number of ATS and HRIS software platforms with HR service providers such as Employment Screening Resources through the HRNX Exchange. HR Integrations is currently partnered with HR software platforms that include:

• Peopleclick Authoria – Peoplefluent (RMS)
• Taleo Business Edition
• Jobscience
• SilkRoad – OpenHire
• SharedHR

In addition, HR Integrations has developed an API-based connector for HR service providers for Peoplesoft eRecruit and other ERP platforms, including Oracle and SAP.
“Through HR Integrations, ESR integrates with the ATS and HRIS systems currently using the HRNX platform along with other soon to be available ATS and HRIS systems in the future,” Rosen adds. “This partnership gives Human Resource departments across the United States more choice and convenience.”
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Two Picks in HR Software

Lazard Capital Markets

We remain buyers of Kenexa and SuccessFactors following recent weakness.
Negative economic data points coupled with company-specific concerns have resulted in 17% and 42% selloffs in Kenexa (ticker: KNXA) and SuccessFactors (SFSF), respectively, following their first-quarter 2011 earnings results.

We believe these names are oversold and represent attractive entry levels for two leaders in the on-demand human-capital-management (HCM) space.
At Kenexa (rated at Buy), overly discounting macro data, we continue to see upside to our above-consensus estimates, unsustainable valuation discount. Kenexa is down 17% since it reported first-quarter earnings on May 3, due to negative headline macro news and concerns over the business model's sensitivity to continued weak employment trends.
We believe Wall Street is overpenalizing the company based on prerecession business dynamics of its recruitment process outsourcing (RPO) business minimums, 23% of overall revenue and 6% of subscription revenue. During the recession Kenexa chose to renegotiate contracts for lower fixed amounts rather than lose customers, which exacerbated its revenue decline.

Currently, nearly all of the company's RPO customers are operating at their contracted minimums, choosing to pay higher-margin success fees. Furthermore, in the event of a broad-based macro slowdown in hiring, we don't view this business as carrying as much risk as the market appears to be pricing in.

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