Every HR department is usually stressed out at the end of a period. Leave statements to be finalized, attendance values to be tallied, payroll to be processed, benefits statements to be processed, statutory employee declarations, and numerous other aspects to be tied up.
So what are the usual stress busters? Choices are ..Automate it, outsource it or decentralize it.
* Automating it helps crunching numbers, but a lot of effort goes into avoiding the garbage in- garbage out syndrome.
* Outsource it - works well if you are willing to pay for it, and willing to work to give the data to the provider correctly.
* Decentralizing it by giving different HR executives responsibilities - works well if you have a lot of resources
Here is another way we recommend. Self service it. The employee enters the source data, the supervisor approves it and HR just reconciles the difficult issues if any. The self service HR application generates the rest of the statements automatically and delivers it to the employee. This by far is the most productive method with the least effort, highest output, greatest transparency and makes employees the happiest.
Easy choice? - well you still have to implement the right Self Service HR for your environment. At Kallos we are focusing on making KServe HCM the best among the available choices for employee self service. (www.KServe.net\hcm)
Friday, October 31, 2008
Saturday, October 18, 2008
Employee Portals - Improving service levels and lowering HR executive to employee ratios
Every VP of HR asks this question. Do I really need so many executives to ensure that employees are satisfied. Can we provide good service without having to add more resources?
An Employee Portal may be the right answer. Until now such solutions were not so popular since a good percentage of employees needed to have access to a system for it to be successful. Now PC's on every desktop is almost a way of life. Even in manufacturing situations, an easily accessible kiosk is not expensive at all.
Just think about a typical HR transaction in a conventional HR environment for lets say a leave approval cycle.
An employee asks the executive for their leave eligibility and balance
Fills out the request form
Approaches the supervisor a couple of times before the supervisor approves it
The form is manually then submitted to the HR function
The HR executive enters the data in the HR application
Leave is processed at the end of the period
In a self service environment
The employee makes the leave application without a mistake - since the software validates the policy and the holidays
The alert on the supervisors login triggers him/her to approve it
At the end of the period the leave report is automatically available
The self service environment would involve probably one third the effort of the conventional application for the employee and the HR person. Add all the transactions for attendance, claims, benefit balances, IT and payroll queries etc. and one can immediately see the savings in effort for all the employee and the HR executives - and that directly translates to higher productivity for the company. In Employee portal environments, 500 employees being served well by one Executive is common. In non-automated environments the number could be between 50 and 200 depending on the complexity of the HR environment.
Employee portals provide ROI in months - if the right product and implementation is done right. Equally important is the fact that it brings transparency, equity, responsiveness and speed to the whole process.
And that is what we at Kallos intend that our KServe HCM software (http://www.kserve.net/hcm) suite does - To take human capital management beyond the use of the HR function and serve the employee well.
An Employee Portal may be the right answer. Until now such solutions were not so popular since a good percentage of employees needed to have access to a system for it to be successful. Now PC's on every desktop is almost a way of life. Even in manufacturing situations, an easily accessible kiosk is not expensive at all.
Just think about a typical HR transaction in a conventional HR environment for lets say a leave approval cycle.
An employee asks the executive for their leave eligibility and balance
Fills out the request form
Approaches the supervisor a couple of times before the supervisor approves it
The form is manually then submitted to the HR function
The HR executive enters the data in the HR application
Leave is processed at the end of the period
In a self service environment
The employee makes the leave application without a mistake - since the software validates the policy and the holidays
The alert on the supervisors login triggers him/her to approve it
At the end of the period the leave report is automatically available
The self service environment would involve probably one third the effort of the conventional application for the employee and the HR person. Add all the transactions for attendance, claims, benefit balances, IT and payroll queries etc. and one can immediately see the savings in effort for all the employee and the HR executives - and that directly translates to higher productivity for the company. In Employee portal environments, 500 employees being served well by one Executive is common. In non-automated environments the number could be between 50 and 200 depending on the complexity of the HR environment.
Employee portals provide ROI in months - if the right product and implementation is done right. Equally important is the fact that it brings transparency, equity, responsiveness and speed to the whole process.
And that is what we at Kallos intend that our KServe HCM software (http://www.kserve.net/hcm) suite does - To take human capital management beyond the use of the HR function and serve the employee well.
Saturday, October 11, 2008
Why blog on KServe HCM?
As the founder of the company that brought out the K-Serve HCM Suite, there are two primary reasons for this blog.
Firstly, there is a need to bring out the details of the 'silent' revolution that is occurring in Human Resources centric Enterprise applications. The extension of the HR/Payroll product directly to its end users in the form of Employee Portals or Employee Self Service is making HR 'n' times more useful to organization compared to the earlier 'Ivory Tower' applications that was restricted for use only by the HR function. In addition, the inherent affordability of a new generation of HR solutions built on more robust and rapid development platforms is changing the landscape of such solutions.
I would also like to bring out our experiences in being a part of this revolution through our HCM suite 'K-Serve'. The joys of conceptualizing, developing, delivering and seeing constructive change in end user organizations brings satisfaction to all of us at Kallos - the company that brought out 'K-Serve' Enterprise products
I hope to highlight real world situations where HCM and Employee Portals can make a major difference, to dispel myths, to communicate HR solutions in a positive light, and yet be realistic in what it can do for your company.
Looking forward to your comments.
George Vettath
Founder, Kallos Solutions & the K-Serve range of Enterprise products
www.KServe.net/hcm
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