In a highly competitive environment, modern enterprises are forced to respond expeditiously to alterations in the business environment, review the business environment and make the vital changes to the company’s operations. Responsibility for solving several strategic tasks increasingly falls on the HR department. To achieve the objectives of the enterprise, the HR unit, along with other departments, must perform an array of functions: from basic operations, to strategic planning, to be able to take responsibility not only for their work, but for the results of the work of employees of the company.
RBC Group offers solutions for automation of human resource management tasks, which help HR departments to comprehensively solve issues of personnel management at any level.
Automation of HR management will help HR services to become more efficient, increase labour productivity, support the development of talented employees, increase staff involvement in achieving the strategic goals of the company, reduce errors in working with documents, increase the quality, accuracy and speed of calculating taxes, wages and other deductions, reduce a number of costs for personnel management.
Objectives
Enterprise structure management
- Enterprise data management
- Maintaining the system of signatories of orders and additional documents
- Maintaining the data of the staff list of the enterprise
- Determination of salary brackets under staffing schedule
- Maintaining a hierarchical structure of subordination
- Defining business units
- Defining positions and categories of the enterprise
- Maintaining various budgets
Personnel Management
- Automation of personnel document management.
- Registration of personnel documents:
- Hiring, dismissal, employee holidays, employee transfers, change of wages, business trips, long holidays, registration of idle times, etc.
- Analysis of employee personal data
- Recording employee personal data
- Systemic notifications – the expiration of the terms of permits, anniversaries, etc
Working hours records (time attendance)
- Maintaining holidays and days off, and days of transfer of the days off
- Maintaining various regulatory schedules
- Maintaining work schedules for working hours
- Creating time sheets to recordemployee working time
- Accounting for various operating modes, for example – discrete operation mode, office work, shift work and rotational fly-in/fly-out work
Payroll (With a time sheet, without time sheet)
- Calculation of Payroll accruals
- Accounting for wage deductions
- Calculation and accounting for business trips
- Accounting for indirect income
- Accounting for disciplinary action
- Calculation of monthly, quarterly, semi-annual, annual bonuses
- Calculation of overtime work
- Calculation of vacation pay, compensation and other payments
- Calculation of taxes
- Calculation of trade union deductions
Reporting system
- Basic reports on the company
- Basic reports on the accounting of working hours
- Basic salary reports
- Basic systems for transferring salaries, taxes and other payments to banks
- Mailing of employee payslips by e-mail
- Tax reporting (SITRA)
- Statistical reporting
Career Management
Staff training management
- Personnel training control system
- Planning and budgeting employee training
- Tracking tasks completed by staff
- Transferring knowledge between staff
- Possible records of training when considering working hours and further possible payment
- Reporting on staff training.
Managing staff motivation
- Formation of a social package for an employee
- Calculation of bonuses based on the performance indicators.
- Evaluation of the employee’s performance results.
- Evaluation of staff effectiveness
Employee self-service
- Entering planned vacations for employees.
- Entering the planned training of employees.
Suppliers of HR services
The market for HR is complex and oversaturated. The low entry cost and apparent simplicity are increasingly attracting new companies to this business, and the increasing volume of proposals for recruiting, outstaffing, payroll services outsourcing, personnel evaluation, grading and others only strengthen competition amongst market players and reduce its margin.
How to stand out from many others? How to position yourself correctly? How to build a long-term relationship with the client and give them more advantages?
RBC Group specialists are well-aware what your customers need, what their values and priorities are. Modern personnel management systems can not only increase your operational efficiency, but also can give you a significant competitive advantage. As soon as the HR services providers begin to use modern solutions for personnel management, the relationships with their customers are reaching a new level of integration, the depth and transparency of the services are being formed, and, accordingly, the value of your company will increase in the eyes of the Customer.
Using the HR Management Solution from RBC Group enables you to:
For the Supplier
- Improve the quality, efficiency and transparency of the services provided;
- Expand the range of services offered and increase the number of points of interaction with customers;
- Receive an additional item of regular income from granting the right to use the solution;
For the Customer
- Reduce IT costs by using the Supplier’s system;
- Get transparency in working with the Service Provider (constant access to information in accordance with the access rights);
- Integrate and track personnel processes, regardless of whether they are outsourced to one or more suppliers (for example, recruiting, personnel assessment, payroll, etc.).
Companies with a distributed structure
In a company with a distributed structure, personnel management is a rather complicated task, requiring brand new, thoughtful approaches to its solution. Enterprises with a distributed structure, more often than others, face differences, both in internal and external labour regulations, specific features in the construction of organizational structures, local features (legislation, language, currency, culture). All this requires management to either combine solutions from different, local suppliers, or independently develop applications that meet the requirements of the business.
Both approaches are extremely expensive in implementation and support, moreover, they often do not provide a transparent picture at the level of the company’s management.
RBC Group offers solutions through which Distributed Companies receive a single, global, configurable platform to support the human centric processes.
The solution enables companies with a distributed structure:
- To work with different types of organizational structures (legal, functional, project) at a company level;
- To unify and make transparent the so-called “end-to-end” HR processes, for various offices of the company, considering local features (for example, management by objectives, competencies, recruiting, etc.);
- To quickly develop consolidated statements;
- To provide employees of different offices with access to obtain general corporate information;
- To support various languages, currencies.
- Localization considering the particularities of the legislation.
This way, with the help of solutions from RBC Group, the Company with a distributed structure, will be able to competently and transparently manage personnel costs, minimise the risks associated with local legislation, and raise the effectiveness of human capital to a new level.
Companies with “field employees”
One of the more difficult tasks of personnel management is the management of so -called, “Field” employees. The management of the company does not have constant access to each of them, therefore, it cannot control and direct their actions. To be confident in the performance of its “field staff”, their qualifications, satisfaction and motivation, management must be aware of what is happening. Only in this case, the correct formulation of the task, the control of the result, and the development of personnel, despite its territorial distribution and absence in the office, become possible.
HR management solutions from RBC Group provide an opportunity to companies with many “field” employees to work on a global, configurable platform to support the human centric processes.
The solution enables you to:
- Flexibly coordinate, manage and control the team work of employees;
- Automate HR processes considering the territorialdistribution and absence of participants of the process in the office;
- Consider working hours, absences, business trips and costs associated with them, taking into account local regulations;
- Remotely train employees and monitor acquired knowledge;
- Manage goals and competencies;
- Promptly receive information from field staff;
- Promptly create consolidated statements;
- Provide staff access to corporate information.
With HR management solutions from RBC Group, an enterprise with many “field” employees, can competently manage staff motivation, productivity and efficiency, controlling costs and risks, and bring the effectiveness of human capital to a new level.
Contacts:
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✉ marketing@rbc-grp.solutions
