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Human Resources Management, A field still evolving
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Human Resources Management, A field still evolving
Nearly a decade ago, many companies limited their human resources information systems to simple payroll calculations. In those times, human resources were considered one more element within the production chain. The systems designed for Human Resources Departments met a simple, operational, basic need: payroll processing and payment.
Today, the Information Society, globalization, the development of the Internet, the new business trends, new strategies, and the new ever-changing technologies position human resources professionals together with the strategic processes; as the center of the company’s assets and as the main differentiation factor in the market.
The new business trends require that the systems not only support the company’s operations, but also integrate functional features in the talent management and performance, in knowledge specialization and potentiation, the ideal organization of resources, as well as performance evaluations, goal management and succession management, among others.
On the other hand, adequate training is as important as the process of selecting them, since both activities complement each other. This is why the Management and Recruitment systems must incorporate particular functions for each company. They must be focused on the development of training courses, creating development plans and selecting the best recruits. They must also include activities designed to train and motivate the employee as well as broaden his or her responsibilities within the organization. In addition, the system must take into account: identifying aptitudes, preferences and skills, evaluation and their effectiveness in the company, as well as updating the employees’ proficiency.
For a human resources information system to be effective, its most basic and integral elements must be personnel management, definition of the organizational structure, and time and attendance processing. For personnel management, information about aspects related to the employee are necessary, such as: personal information, types of contracts, absenteeism and perfect attendance history, assets assigned to the employee, salary history and previous jobs, etc. Likewise, as part of personnel management, the company’s structure must be considered, so that each task and responsibility of every position and units or cost centers that comprise can be identified.
Meanwhile, integration with time processing establishes effective human resources planning and application of hours and salary legislation. This allows an increase in operational efficiency and a bigger commitment from human resources. For example, it gives you more control over overtime, penalties related to lunch times and break times, and the institution of flexible hour models, approval of licenses, costs reduction, and higher productivity without having to alter your staff. The use of biometric technology in time processing is a valuable function to establish controls and a positive identification of your employees, which enhances security and eliminates the “buddy punch”, where a non-authorized employee punches in the attendance record for another employee.
Regarding the processes related to payroll calculations, these must have total integration with the personnel management processing and, of course, time processing. During this process, observance of all compliance activities must be guaranteed, such as: electronic transfers, child support deposits, payments to third parties, statutory payments, and integration with the accounting systems including, on occasion, invoicing clients for services rendered.
Strategic planning tasks, cost simulation, and analysis of the operational results, together with compensation planification, contribute to improve organizational performance. Compensation planification contributes to the continuous integration of goal management, performance development, rewards and time saved for managers while ensuring compliance with corporate policies. At the same time, it helps improve employee satisfaction and their performance, showing a clear connection between performance in assigned tasks and their compensation. It’s important to keep in mind that corporate services for human resources, in any company that contain functions designed for monitoring and preventing workplace risks, contribute to improve working conditions and elevate protection and security levels in the employees’ health and development in the workplace.
Another important component in human resources management is succession management. It contributes favorably to the process of identifying growth opportunities in employees, professional career and succession planning. For this purpose, the talent inventory is used: from top level executives to the individual contributions of each employee. This planning takes even more precedence when we evaluate the statistics from the U.S Bureau of Labor Statistics, which predict a shortage of 10 million qualified workers by 2010, as baby boomers begin to retire.
In conclusion, the evolution in the organizational field has set trends in the accelerated development of human resources management. This evolution requires human resources management systems to take into account and incorporate the entire organization, technologies like the ones EVERTEC offers. As a leading provider of transaction processing in the Caribbean and Latin America, this company offers HR Solutions, automated solutions that simplify the effective management of human resources and with it, the general performance of companies. HR Solutions is a system that not only optimizes management of human resources, but at the same time, provides a new alternative to the business sector in Puerto Rico to effectively manage their workforce.
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