Does your company’s human resource management functions need to be automated? We look at what you need to consider, and three packages to help you do it. Most definitions of HR are very broad in their scope and basically include anything that tracks and manages your human resources such as payroll and occupational health and safety (OH&S) as just two examples. We can break it down further as follows: Payroll. A payroll module, if it is standalone, may include quite a large proportion of the employees’ biographical details in line with the HRM module below. Obviously employee remuneration falls in this module along with sick leave, annual leave, long service leave, superannuation, and any other benefits or allowances payable. This module would manage pay rises and bonuses, payroll automation including direct payment into employee bank accounts, and of course generation of group certificates. Human resource management. This includes the employees’ biographical details such as their job title and classification, place of residence, home phone, age, gender, medical history, and next of kin. Other items that may fall into this category are training and education, skills and competencies, employment history, performance reviews, any disciplinary action, memberships, and professional affiliations. Also generally… Read full this story
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