How well do you know the people in your company? Does your payroll system and HR data reflect this awareness? Many companies take it for granted that their systems and the data that is housed within these systems are aligned with the personal progress and development of their people, until they need specific information and find it is not easily available.
This is the view of management at Accsys, a member of the Business Connexion Group (BCX) and a national supplier of people management software and hardware solutions within the HR, payroll and time & attendance space.
“Data has always been the most coveted asset in business. Today there is an increasing need to align this information to reflect and support the development of employees and the company. It is not only about having the information, but also about being able to slice and dice the underlying information into a variety of meaningful reports and charts,” explains Teryl Schroenn, CEO of Accsys.
Schroenn says that a conventional HR and payroll system may offer information about an employee’s track record of leave applied for and taken, for example. But it may not necessarily specify that this employee has three children and therefore there is a need to line up leave to coincide with school holidays, or that he always takes leave on the third Friday of the month.
“Another example, in the instance of an employee reaching retirement and management having to consider operational efficiency and the impact of change-over, it helps for decision makers to be informed and aware of important facts about employees,” Schroenn continues.
Information that matures into Business Intelligence empowers companies to effectively deal with long-term strategic change and growth management.
As an established solution management company, focused on the development of people within a business, Accsys has noted that many decision makers today have the information, but often do not have access to it in a way that enables them to convert it into strategy. A company that is utilising Business Intelligence effectively is able to pose queries and scenarios which launches forward planning and underpins strategy.
The message from the company is that HR has evolved on a large scale and there is a strong move away from traditional-style approaches to functions.
Whereas in the past, there would be limited information or information communicated on a ‘need-to-know’ basis, today the focus is on aligning business trends with people trends and using the combination to the advantage of the company.
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