Human Resources Management

BIS HCM solutions offer a complete and integrated set of tools to help organizations effectively manage their people and develop a winning workforce.

Transforming HR

Until very recently, HR has never been viewed as a key business driver like sales, marketing, finance, or operations. Unfortunately, HR unfairly earned a reputation as a back-office task and ignored completely. However, the role of HR in business success has been lately understood by organizations.

Today, a great transformation is taking place across the business landscape as it relates to people management. HR is being radically redefined and more emphasis is being placed on effectively managing every aspect of the employee lifecycle, from hiring to performance measurement and to employee compensation. The value of human resources functions and responsibilities is felt stronger than ever and recognized equally with other business functions by organizations. HR is now at the very heart of organizations. 

Streamlining HR Processes

Still most companies rely on manual processes or labor-intensive, paper-based procedures. Even if processes are automated somewhat through the use of standardized word-processing documents, database templates or other electronic methods, these tools can often create more problems and complexity than they alleviate. Streamlined and standard processes allow organizations to better motivate and retain top performers, more closely align individuals’ goals with those of companies, and create a more engaged workforce.

Embracing New HR Technology

Today, a growing number of companies are turning to innovative technologies to improve their people management processes. Forward-thinking organizations are now replacing their often painful and tedious manual procedures with advanced solutions that offer streamlined processes. By automating much of HR work, companies realize many financial benefits – including cost savings, improved decision making, increased employee productivity, improved worker retention, and more.

For example, employee and managerial self-service technologies are enabling companies to reduce the number of transactions and inquiries processed through either a local HR representative or a call center, while at the same time enabling employees to have greater access to information about themselves, their benefits and even their careers.

Operating Efficient Business Processes 

State-of-the-art human resources management systems (HRMS) support many HR business processes, including personnel actions, keeping employee records up to date, training employees, and managing benefits. Efficiency gains come from making these transactions directly accessible to employees and managers without paper log jams, via Web-based functions within the HRMS.

Managing Personnel Costs

Labor costs are among the largest operating cost categories, accounting for an average of 35% of total operating costs and 30% of total revenues. Organizations use the HRMS to plan and budget salaries and positions, maintain consistent compensation and promotion practices, control hiring, and manage layoffs.

Increasing Regulatory Compliance

Today’s regulatory environment is also driving HR organizations to focus on developing consistent practices and procedures. It is difficult for organizations to determine if regulations handed down by governments are being consistently applied across different geographies and business units. Standardization provides a common platform to enforce these regulations.

Managing Talent

It is no wonder why talent management is one hot issue in HRM today and organizations fight for their utmost and stiffest battle – talent war. Winning this war lies in an organization’s ability to identify and leverage the skills and experience of its current employees. However, without a common approach to skills definition, succession planning and workforce planning, leveraging the strength of a global workforce becomes impossible. Standardization allows companies to tap into the strengths of individuals.

Facilitating Learning and Development

Organizations have always responded to tighter labor markets through a greater emphasis on recruiting. But the game is changing rapidly. Now, more organizations are starting to focus on engagement, retention and driving better performance from their existing workforce. At the same time, they open their eyes more than ever to hire the best talents from the outside. Organizations’ ability to target training and development programs in line with both specific employee needs and organizational business imperatives means better-performing talent and companies.

Our View

The HR function can no longer afford to simply act as a local provider of employee services. Both cost pressures and the need to leverage talent are forcing HR executives to both think, and act. To achieve true differentiation in a globally integrated world, companies must develop a more responsive, flexible and resilient workforce by finding better ways to source talent, allocate resources across competing initiatives, measure performance and build vital capabilities and skills. This requires developing programs that focus on workforce performance, and implementing cost-effective HR structures, processes, and systems.

Partnering With BIS

BIS HRMS Group can transform your HR by providing innovative software products that facilitate workforce change. Whatever your company’s size and your industry, BIS can help you restructure your HR services to offer more value, to be more cost-effective and to deliver increased employee satisfaction. BIS works closely with leading HR consulting companies to develop real-world solutions that improve talent management initiatives using technology as an under¬lying component.

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