Archive for the ‘HR Software’ Category
In addition to easing reporting, one advantage of building an HR data repository is that it provides a ‘central source of truth’ for people-related data. Numerous corporate systems need data relating to employees, contractors and candidates – from payroll to front-desk security – and it’s often duplicated, resulting in unnecessary data entry and quite frequently, incompatible records.
This is what adds much of the complexity to disciplines such as onboarding. A term used to describe all the activities triggered between the time when a candidate accepts a job and the time they become productive as an employee, onboarding covers everything from induction courses and IT system access to the issuing of office equipment and security passes. The same data management problems also impact the reverse process after an employee is terminated, when IT systems and email privileges need to be updated instantly. By using the HR Management System as a single repository feeding other systems, organisations can make these changes quickly and efficiently.
Not all of the data required for HR business intelligence resides in the HRMS, of course, and as their business intelligence capability grows, organisations will typically look to additional data sources. Depending on the kind of analysis that you’re looking to do, you may want to pull information from in-house financial, supply chain and operational systems, as well as outsourced services and external sources such as industry benchmarking data.
Historically, many organisations have preferred to move this data out of their operational systems into an offline repository where they can carry out analysis without impacting day-to-day activities – usually a data warehouse, or a series of smaller data ‘marts’ designed for specific analytical projects. Building a warehouse can be a sizeable task, not least because data comes in different formats and needs to be cleaned before it’s analysed. While the process has got easier over the years thanks to the emergence of pre-built metrics and better tools, it shouldn’t be underestimated. In some cases, organisations prefer to take a more pragmatic approach and simply carry out separate analytical initiatives on their HR, finance and operational databases.
While broadening the analytical effort beyond HR may increase the IT effort, it does have significant advantages. Once organisations begin to assess data extracted from different departments, the boundaries between HR analytics and others (such as customer management analytics) begin to blur. Customer satisfaction metrics, for example, become essential tools for measuring the effectiveness of customer-facing employees. This merger of metrics has important implications for the HR function. Rather than being seen as an administrative operation, it comes to be associated with the flow of business-critical information, and is seen to play a core role at the heart of the organisation. system access to the issuing of office equipment and security passes. The same data management problems also impact the reverse process after an employee is terminated, when IT systems and email privileges need to be updated instantly. By using the HR Management System as a single repository feeding other systems, organisations can make these changes quickly and efficiently.
Computers In Personnel Ltd
28-30 Chapel St
Marlow, SL7 1DD
0870 366 2345