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Human Resources Management

Under high competitive pressure, modern enterprises are forced to react quickly to changes in the business environment, review business terms, and make necessary adjustments to the company’s operations. Responsibility for solving a number of strategic tasks increasingly falls on the HR department. To achieve the enterprise’s goals, the HR unit, on par with other departments, must perform a range of functions—from basic operations to strategic planning—and take responsibility not only for its own work but also for the results of the company’s employees.

RBC Group offers solutions for automating human resources management tasks that help HR departments comprehensively solve personnel management issues at any level.

Automating personnel management will help HR services become more efficient, increase labor productivity, support the development of talented employees, increase staff engagement in achieving the company’s strategic goals, reduce errors when working with documents, increase the quality, accuracy, and speed of calculating taxes, salaries, and other deductions, and reduce a number of personnel management costs.

Tasks Addressed

Enterprise Structure Management

  • Maintaining enterprise data
  • Maintaining a system of signatories for orders and other documents
  • Maintaining enterprise staffing table data
  • Defining salary ranges according to the staffing table
  • Maintaining a hierarchical reporting structure
  • Defining enterprise divisions
  • Defining enterprise positions and categories
  • Maintaining various budgets

Personnel Management

  • Automation of HR document workflow
  • Registration of HR documents:
  • Hiring, dismissal, vacations, transfers, salary changes, business trips, extended leaves, registration of downtime, etc.
  • Employee data analysis
  • Archive of employee personal data
  • System of various reminders – expiration dates of permit documents, birthdays, etc.

Working Time Tracking (Timesheet Accounting)

  • Maintaining holiday and weekend schedules, as well as day-off transfer days
  • Maintaining various regulatory schedules
  • Maintaining work schedules by working hours duration
  • Timesheet tracking of employee working hours
  • Accounting for various work modes, e.g., discrete work mode, office work, rotational and shift work
  • Importing working time accounting information from external sources, e.g., MS Excel files

Payroll Calculation(with timesheet accounting, without timesheet accounting)

  • Calculation of payroll accruals
  • Accounting for payroll deductions
  • Calculation and accounting of business trip allowances
  • Accounting for indirect income
  • Accounting for disciplinary penalties
  • Calculation of monthly, quarterly, semi-annual, and annual bonuses
  • Calculation of overtime work
  • Calculation of vacation pay, compensations, and other payments
  • Tax calculations
  • Calculation of trade union deductions

Reporting System

  • Basic enterprise reports
  • Basic working time tracking reports
  • Basic payroll reports
  • Basic systems for transferring wages, taxes, and other payments to banks
  • Email distribution of employee pay slips
  • Tax reporting (SITRA)
  • Statistical reporting

Career Management

Employee Training Management

  • Employee training control system
  • Planning and budgeting of employee training
  • Tracking task execution by employees
  • Knowledge transfer between employees
  • Possible accounting of training in working time tracking and subsequent potential remuneration
  • Employee training reporting

Employee Motivation Management

  • Creation of a social package for the employee
  • Bonus calculation based on performance indicators
  • Evaluation of employee performance results
  • Personnel efficiency evaluation

Employee Self-Service

  • Entering planned employee vacations
  • Entering planned employee training

For HR Service Providers

The HR services market is complex and oversaturated. Low entry barriers and apparent simplicity increasingly attract new companies to this business, while the growing volume of offers in recruiting, outstaffing, payroll outsourcing, personnel evaluation, grading, and others only intensifies competition among market players and reduces margins.

How to stand out from others? How to position yourself correctly? How to build long-term relationships with the client and give them more advantages?

RBC Group specialists understand well what your clients need, what their values and priorities are. Modern personnel management systems can not only increase your operational efficiency but also provide a significant competitive advantage. As soon as HR service providers begin using modern personnel management solutions, their relationships with clients reach a new level of integration, the depth and transparency of services provided are formed, and accordingly, the value of your company in the eyes of the Customer increases.

Using the Personnel Management solution from RBC Group provides the opportunity to:

To the Provider

  • Improve the quality, promptness, and transparency of services provided;
  • Expand the range of services offered and increase the number of touchpoints with clients;
  • Gain an additional stream of regular revenue from granting the right to use the solution;

To the Client

  • Reduce IT costs by using the Provider’s system;
  • Achieve transparency when working with the service Provider (constant access to information in accordance with access rights);
  • Integrate and track HR processes regardless of whether they are outsourced to one or multiple providers (e.g., recruiting, personnel evaluation, payroll calculation, etc.).

For Companies with a Distributed Structure

In a distributed company, personnel management is a rather complex task requiring qualitatively new, well-thought-out approaches. Enterprises with a distributed structure face differences in internal and external labor regulations, specific organizational structure setups, and local particularities (legislation, language, currency, culture) more often than others. All of this requires enterprise management either to combine solutions from various local suppliers or to independently develop applications that would meet business requirements.
Both approaches are extremely expensive to implement and maintain; moreover, they often fail to provide a transparent picture at the company leadership level.

RBC Group offers solutions through which companies with a distributed structure receive a single global configurable platform to support human-centric processes.

The solution enables companies with a distributed structure to:

  • Work with different types of organizational structures (legal, functional, project-based) at the company-wide level;
  • Unify and make transparent so-called end-to-end HR processes for various company offices, taking local specifics into account (e.g., management by objectives, competencies, recruiting, etc.);
  • Promptly build consolidated reporting;
  • Provide employees of different offices with access to general corporate information;
  • Support various languages and currencies;
  • Perform localization taking legislative specifics into account.

Thus, using solutions from RBC Group, companies with a distributed structure can competently and transparently manage personnel costs, minimize risks associated with local legislation, and elevate human capital efficiency to a new level.

For Companies with “Field Employees”

One of the challenging tasks of personnel management is managing so-called “field” employees. Company management does not have constant access to each of them and therefore cannot control and direct their actions. At the same time, to be confident in the productivity of their field staff, their qualifications, satisfaction, and motivation, management needs to be aware of what is happening. Only in this case are correct task setting, result control, and staff development possible, despite territorial distribution and absence from the office.

Personnel management solutions from RBC Group enable companies with a large number of “field” employees to work on a common, global, configurable platform to support human-centric processes.

The solution enables to:

  • Flexibly coordinate, manage, and control teamwork among employees;
  • Automate HR processes taking into account territorial distribution and absence from the office of process participants;
  • Track working time, absences, business trips, and related expenses taking local regulations into account;
    • Conduct remote employee training and monitor acquired knowledge;
  • Manage goals and competencies;
  • Promptly receive information from field employees;
  • Promptly create consolidated reporting;
  • Provide employees with access to general corporate information.

With personnel management solutions from RBC Group, enterprises with a large number of “field” employees can competently manage personnel motivation, productivity, and efficiency while controlling costs and risks, and take human capital effectiveness to a new level.

Контакты:

☎ +7 727 258-1712 (Казахстан)
☎ +38 073 744-2880 (Украина)
☎ +99412 555 6070 (Азербайджан)
☎  +998 97 734 6461 (Узбекистан)

✉ marketing@rbc-grp.solutions

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