Extending HR's IT Capabilities

Extended IT Support from Workinfo.com

Human Resource professionals, just like their executive colleagues in operations, finance and other corporate functions, need a cost effective analytical point of reference to make informed human capital decisions.

Workforce analytics enable Human Resource professionals to be more engaged in the formulation and implementation of corporate strategy and implementation of learning programmes. The result is better fact-based decision-making capability that is aligned with the long-term business imperatives of their organizations.

"While organizations are able to obtain basic workforce data, relatively few are applying more advanced analytic techniques in their decision-making processes. At most, only 36% of companies are using workforce analytics to identify historical trends and patterns, and 13% are developing future-based scenarios based on this data ... Without these insights, the HR function finds itself subject not only to further scrutiny, but also to criticism for failing to adhere to the decision-making standards practiced by other functional areas." Getting Smart About Your Workforce: Why Analytics Matter, IBM

Extend the scope and depth of your human resources function through leveraging and extending existing IT applications.

View various human resources statistics within a dashboard that automatically graphs your headcount, payroll, and salary distribution and employee numbers.

Extract key data from your existing payroll into relevant data fields for your Workforce Planning, Employment Equity and Succession Planning initiatives

Typical human resources metrics would include employee retention, employee turnover, employee training, skill gaps, headcount, travel costs, overheads, and human resources scorecards.

Depending on the level and area of an individual's responsibility, the metrics would be presented for that area at appropriate aggregate levels with security to block non-privileged metrics. The following are some of the human resources areas that may be included within a dashboard:

1. Skill gaps and training
2. Employee satisfaction surveys and feedbacks
3. Per-head productivity and revenue
4. Employee costs, overheads, and benefits
5. Full-time, part-time, and contractors
6. Learnerships and artisan programmes
7. Performance Management overviews
8. Turnovers, new hires, and layoffs
9. Age and retirement analyses
10. Disciplinary records and trends
11. Quarterly equity status reports
12. HR Executive reports

To schedule a meeting to discuss your HR or organisation's requirements, click here

• Creating Human Resource or organisational dashboards;
• Extracting data from payrolls for in depth equity reporting, status reports, succession or workforce planning;
• Industrial relations reporting;
• Live metric reporting of key organisational or human resource metrics.

The extraction and manipulation of existing data sources represents a significant opportunity for human resource professionals to move beyond being an administrative and data input function to providing strategic input to organisational initiatives based on empirical data.

A dashboard design approach to business reporting allows unlimited information on a one-page dashboard report. Hundreds of relevant facts are on one page. Clear and effective charts, tables, visual indicators, and visual Interactive Dashboards are powerful tools for your business. They are applications built in MS Excel, My SQL or MS SQL that manage and convert your data into a visual display of relevant information. Interactive Dashboards are customised based on your requirements and preferences.

High performance businesses have strategies in place and integrate all parts of their organisations towards common goals. Effective dashboard or scorecard reports allow management to set goals, targets, checks, and balances and continuously monitor trends and KPIs.

The capability of decision makers to access key information whenever needed and the simplicity and effectiveness of the business reports they use are critical factors for high business performances.

To schedule a meeting to discuss your HR or organisation's requirements, click here

To schedule a meeting to discuss your HR or organisation's requirements, click here

Do you need an affordable software Customer Relationship Management (CRM) system to manage sales, marketing and support.

Sales tools provide sales teams with the ability to capture, validate, and nurture potentials through the sales process, improving forecasting and enhancing success rates. Mass-email campaigns and marketing management tools enable optimisation of organisation-wide marketing efforts. Synchronize emails, contacts, and calendars using plugins for Outlook, Thunderbird, Gmail, Exchange, and more. Do your employees need remote mobile access to your most important reports, files and customer data whether inside the office or across the world?

• Utilise wiki software to create standard operating procedures
• Utilise internal discussion forums to generate internal corporate communication
• Implement a ticketing system to allow employees to log queries with human resources personnel
• Integrate data from different HR, ERP, learning management, finance, and sales systems into a common data warehouse where both standard and custom queries can be conducted

Project Tracking / Collaboration Tools

Why do you need an online project management software?

An online project management software is designed to help you keep your business more organized, know the latest happenings and have a better communication with your clients. So with this, you will start looking more professional and your work will reflect that. By incorporating a project management software you can get things done (GTD) with better quality.