Employee Information Management
 
This system is the foundation piece on which you can build the entire set of systems and processes on, in years to come. This is also perhaps the most ‘misunderstood’ system in the world of HR systems vendors.
 
At a basic level, any system should be able to record employee details – which is what most systems do.
 
More evolved systems deliver on higher benefits – right from empowering employees and managers, to providing tools to HR for effective decision making and communication.
  
Here are some areas in which you can expect benefits from our powerful Employee Information Mgmt. system:

• Taking the Right Decisions
   
• Would you like to know the workforce profile? Are you doing enough for diversity in the workplace?
• Do you know the latest head count in each department and each business unit as of today?  Does this go hand-in-hand with the business projections that the CEO has shared with your team?
• Do you know in your organisation who is the employee who possess a particular skill, experience or background?
• Do you attract more people from within your industry or outside, at junior levels? What has been the trend in the past?
• How many people have you lost to competition in the recent past?
• Is attrition higher in certain locations or departments – are personal factors at play here?

• Communicating frequently and accurately
  
• Do you remember to send a personalised greeting on birthdays?
• Do you find time to congratulate a group which has accomplished something on time? Do you miss out a team member by mistake when doing this?

• Remembering to take right actions on the right dates
  
• Do you remember to congratulate and confirm people on completing their probation period?
• Do you know the senior managers who will retire next quarter?
• Who are the people who are due for exit and are on notice period right now? Is recruitment catching up fast enough?
  
Making the workplace more personalised

• Do you know what talents people have which can be showcased on a celebration event?
• Do you know who are the people who are interested in a particular hobby, which allows you to plan for events better?
• Do employees know each other ‘by face’ AND ‘by name’? Or only one of the two?
  
• Empowering the Line of Business Manager
  • Increasingly the challenge is to empower managers so that they know the profile of their teams, can analyse key information, and take onus for career planning and motivation of their team members. This is a huge benefit – it impacts the very core of the organisation, by bringing in this philosophy.
    
• Is your employee data getting ‘out of date’? Is it inaccurate?
  
• As a HR team, you can reduce your worries on whether you have found out and updated the employee details … you can have employees update their own data records – for e.g. marital status, educations qualifications, skills, family details etc. Thereby saving you huge amounts of time….time spent in following up and in entering data.
  
• Empowering employees
  
• Employees would love to have an HR team which is not an island into itself, but which provides an interactive and personalised experience into the organisations’ HR practices. For example, employees could log on daily to a intranet in which they see the latest news, accomplishments by employees, leadership messages etc.
• They could log on and get whatever information they need – right from training programmes, to their leave balance, etc. They could also apply for a Claim, a Leave, a Training Program all from one place
• They could see and edit their own ‘employee data’ – thereby taking up the onus of ensuring it is updated. This is the first step towards employee involvement.

For each HR process,, you can ensure that employees have an interface to participate and know what’s happening. Employee engagement practices become a reality.