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Human resource outsourcing

Released at: 03:38, 03/04/2014 HR CONSULT

Human resource outsourcing

Researching business technology can be a daunting task and finding a Human Resources Management System that meets the unique needs of your business, and offers ease of acceptance by your employees, can present a challenge. To begin this process, I suggest exploring a Web-based HR solution, which avoids the pitfalls of a costly software purchase, internal IT involvement or a lengthy implementation process.

by Talentnet

Determining the Need for an HR Solution Prior to se-lecting an HR solution system, you must identify your business needs, processes and short and long-term goals. Including HR professionals, who manage your current HR operations, in the process is also critical, as it will impact embracement versus abandonment. Regardless of the size of your organization, the daily management of payroll, benefits administration, training and other continuously changing HR needs can be challenging as well. Web-based HR solution platforms offer attractive options for many organizations, especially small and medium-sized businesses (SMBs) looking for a centralized, integrated and cost effective solution.

Empowering employees to self serve offers significant time-savings for the administrator or department. Using a Web-based HR solutions, employees can easily access the system to print a pay stub, W-2’s, enroll in employee benefits, view their paid time off, and up-date personal information. Providing real-time access to vital information equips employees and HR managers with tools to eliminate unnecessary HR workflow. Security and the HR Solution Of critical concern when embracing Web-based HR solution systems is security, especially with respect to safeguarding company data and employee privacy. When se-lecting an HR solution, be sure that it utilizes a secure transmission method such as Secured Sockets Layer (SSL) for encrypting data as it flows over the public Internet. Next, make sure that the password policy for the application adheres to your own internal procedures. You wouldn’t want your HR Administrator to use a password that can be easily guessed. This can be easily overlooked but would enable a security breach that would jeopardize the privacy of your company’s data. Make sure the application includes rules to prevent any unauthorized access. Finally, you really should have buy in f-rom your own IT leadership team by integrating them into the evaluation process with potential vendors in terms of security policies, data access, and backup and recovery procedures. To balance security with accessibility and scalability, you should discuss your integration needs with potential solutions providers as well. Skew toward vendors with open database platforms (ODBC compliant), such as Oracle or Microsoft SQL Server, as opposed to proprietary or mainframe systems.

This will offer the most flexibility particularly when you require integration with other applications as an immediate need or in the future as your company grows. Look for other features including XML (Extensible Markup Language) support and robust reporting capabilities to ensure that you can easily pass information f-rom one application to another. This is critical with a payroll application as you’ll likely require feeds to accounting packages and third parties including retirement plans and benefit providers.

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