Organizations are
realizing that winning the war for talent, is the key to business success, and
winning that war for talent requires Automated HR Systems. However, it is not
enough to pick a well known product, but rather subject your HRMS provider with
a ‘pressure test’ that is relevant for your organization and for Indian
conditions. Given below are some pressure test features and capabilities that
you can ask for.
- Can you handle an extreme
situation where an employee receives a promotion, an increment, and a transfer
with retrospective effect a few months back, and also pay the arrears for these
changes this month, and make sure that while doing so all the PF, ESI, Income
Tax, Professional Tax and Labour Welfare Fund related calculations are
calculated correctly?
- Can the product be implemented
in a modular manner, and yet work in an integrated fashion across all the HR
areas like Employee Life Cycle Management, Payroll, Leave and Attendance, Income
Tax, Performance Appraisals, Recruitment, Training, Employee Self Services, HR
Administration, Travel etc.
- If you have many companies and
locations and in every location there are many new joinees, separations,
transfers, promotions and loss of pay due to leave, is it possible for all these
locations to update/upload these transactions at the respective locations itself
online, and process payroll & leave balances accurately – either at a
central location or in a decentralized manner?
- Can employees themselves
perform self service transactions like leave requests and approvals,
infrastructure support, view bulletin boards, make complaints, record claims,
make IT declarations, make projections of their tax liability based on
declarations, past and expected future income for the financial year?
- In case there is a process that
is unique and critical to your organization (e.g. recruitment using agents) will
the vendor be willing to adapt the product to accommodate this change within
reasonable costs and timeframes?
- Can you handle variable pay by
uploading data from spreadsheets that are used to calculate those
values?
- Has the product been used by at
least 20 customers, and are these referenceable?
- Do you have a structured
implementation methodology, with templates for quick loading of past
data?
- Does the product have
productivity tools for configuring new pay elements, report building, view
building, alert definition, mail triggers, code definitions that you can define
yourself?
- Are the consultants who visit
you knowledgeable on HR and payroll specific processes relevant from
India?
- If some processes are outsourced, can you give access to the external party over the internet, yet ensure that security is maintained and the outsourced party can do only what they are supposed to do?
Questions like these separate the wheat from the
chaff, and go a long way to ensure that you have a chosen a product that can
become the backbone of your HR services internally. Choose a good set of
pressure test questions, and leverage them well during the
evaluation.
KServeHRMS.com will of course comply with all of the above and many more such pressure test cases. We have invested over 30 person years of effort since 2003 to get the product to where it is today, and we will continue to invest so that we stay among the best HRMS products in the country.
This whitepaper will also be useful if you want to know more about how to plan to implement Integrated HRMS systems.
KServeHRMS.com will of course comply with all of the above and many more such pressure test cases. We have invested over 30 person years of effort since 2003 to get the product to where it is today, and we will continue to invest so that we stay among the best HRMS products in the country.
This whitepaper will also be useful if you want to know more about how to plan to implement Integrated HRMS systems.
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