We have all heard about the new HR and Payroll system that was
meant to fix everything - and the reality was that it made things
worse! Providers of HR and Payroll Management systems claim to
offer software that is easier to use, accessible from anywhere (by
using the Internet), which provide analytical tools that offer
insights and help companies make smarter choices in their strategic
approach to HR management. In theory this may be true, but many
organisations are far from realising the benefits that their
software claims to provide.
A major obstacle is unreliable data; computer systems are only
as good as the data they have to work with. Poor data management
occurs because of a lack of defined processes, integration
difficulties and not having the technical expertise required to
align systems with organisational processes. A system that cannot
provide or extract the information you need in the format you need
because of data riddled with inaccuracies cannot always be fixed by
implementing a new system. Payroll is most likely one of the most
challenging systems to implement, especially for large companies
with employees in different countries that need to cater for
several languages and still comply with the complexity of
multi-country legislation.
Another reason data is inaccurate is because staffing is
complex. More and more pressure is placed on the HR and Finance
executive to provide information for making crucial decisions;
without business intelligence reporting tools this becomes
extremely time consuming and difficult. This sort of strategic
analysis relies on accurate data in the HRIS. To ensure that
information is stored correctly with the right level of detail,
standard definitions need to be defined in order to come up with
consistent measures used for reporting. For example a definition of
headcount may require a decision as to how part-time and temporary
workers are treated and whether employees on maternity leave should
be included or not. An HRIS and Payroll system that is flexible
enough to include built-in system validations that ensure data
integrity is maintained and crucial information is included when it
is captured, will help to alleviate the problem of data
inaccuracy.
Integration is another significant problem. Finding systems that
"talk" to each other has become easier as technology has evolved,
but the cost of successful integration is high. Regular changes in
organisation structures and conditions make it extremely difficult
to keep the data synchronised. A recent report from HR.com found
that more than 75% of "best of breed" stand alone systems are not
integrated with core HR management systems. This makes it extremely
difficult to keep the data in the system matching the reality. Many
organisations still rely on outdated paper-driven processes that do
not provide the information to make analysis possible. Where
integration does exist, roles and responsibilities remain quite
separate operationally. A new computerised and integrated system
will not by itself improve poor processes.
Another way companies can get clear visibility on their
workforce is to establish a central data repository that becomes
the trusted source of information. Employee records and information
need to be accurate and comprehensive, without variances between
payroll and HR applications, whether these systems are integrated
or not. Non-integration between HR and Payroll systems becomes a
challenge and the only way to guarantee that HR and payroll data is
free of variances is to be consistent, both with processes and
methods of data storage.
Where a company does not have experts on technical tools to
manage staffing issues, it is often beneficial to bring in a third
party with the expertise to help the company decide what business
problems a new system needs to solve, and to find the best
technology to do it. Another reason to get outside help is that HR
managers may know a lot about the current systems they use, but may
not be experts on what is available - this is where HR IT
specialists can help.
Finding the right solutions is not always easy. Whether your
company is a growing midsized venture or a global enterprise with
tens of thousands of employees, you need HR and Payroll solutions
that offer the intelligence to store data accurately, integrate
with other systems and with the added flexibility to align the
system with your business processes. The HR industry does not stand
still. Neither does Educos. With more than 25 years of experience
we continually advance our solutions to meet your needs today and
in the future, ensuring that our solutions allow you to realise
your software's strategic potential.
We offer an innovative mix of web-based solutions and
outsourcing options which will enable you to do more than solve
your administrative challenges. Using the tools that are available
you will find time to focus on more strategic roles which impact
the bottom line as well as reducing frustration levels of managers
by empowering them to monitor and direct their teams towards the
strategic goals of the organisation, ensuring healthier employee
relationships, improving accuracy and reducing the hassle of
time-consuming administration.
Our fully integrated, flexible and totally customisable solution
for managing all aspects of HR and Payroll management on an
in-house, SaaS or outsourcing model is best suited to your
requirements. Our solutions are quickly deployed and can be
tailored to provide the flexibility and process automation that is
required to run your business more efficiently. Our solutions are
able to integrate with any other third party software and part of
our implementation strategy is to define what system integration
would be required and include this as part of your total
solution.
Our service team matches the same level of excellence as our
technology platform. Our implementation team will work to
understand your workflows, business processes and priorities in
order to provide you with a superior level of responsiveness, focus
and innovation.
Our highly talented developers, business analysts, specialists and
consultants assist organisations with evaluating the complexities
associated with managing Human Resources and Payroll efficiently
and effectively, demonstrating how vital it has become to have a
comprehensive service addressing both the management of processes
and information.
With our experience in providing service excellence for over 25
years we have absolute confidence that our solutions will add value
to your organisation.