Does My Small Business Need an HR Software Solution ?

Over the years, the HR role within business organizations has diversified dramatically; it has now been tied to almost all company processes. This is especially more applicable to the smaller businesses which usually had to do without the HR role mostly due to the high costs. Irrespective of whether the role is held by a manager, the HR role requires sufficient technology to make it workable. Human resource involves tons of data and information but most small business owners rarely see the need to use HR software into the business. Sometimes, but rarely the disadvantages might outweigh the advantages.

Before you purchase HR software you should make an evaluation to determine whether your business needs the software. You have to be very brutal in your assessment. The assessment should involve all your organizations goals in terms of the preferred administrative time spent on various tasks, views on paperwork, record-keeping, data security, and reports, backup of information.
Each business tends to have varied views and organizational goals, and after the evaluation you have to ask yourself the following questions about your business.

• Do you have the physical space to securely store all your paperwork?
• Can you keep track of all benefits, training, workplace accidents, and disciplinary warnings?
• How often do you get HR specific employee complaints?
• Do you have a problem calculating time off accruals for sick days, gratuity and vacation time?
• How many hours in a month do you devote to HR work? How many do you think would be the best for the organization?
• Do have an easily accessible historical database of all your former and current employees.
• Is there a means of recording employees’ performance evaluations alongside the management goals?

Once you have made the assessment of all your organizational goals and you have answered all these questions then you should have no problem determining whether HR software will be beneficial or not.

Remember, with functional HR software you can devote more time to achieving other organizational goals. HR involves lots of data, which a single person might not be able to handle, especially using paperwork alone. It can certainly turn out to be a cost cutting venture that can improve your efficiency irrespective of your staff size. HR software solutions are easy to use, easy to learn, easy to execute, and they are a great investment to streamline all your processes.

To know more please contact us.

Does your HR and Payroll system have proper audit compliance ?

You will find many HR & Payroll Solutions and various other applications, most of then claim to have great user experience, but have you ever thought, are these systems built on a sound compliance architecture, at least a bare minimum standard of compliance, where you can have an audit trail of all the actions you do within the solution, if not its time you start thinking about it.

Lets understand the importance of having a proper audit trail 

When you add sensitive information into your HR and Payroll solution, is the information of the user entering the record logged, do you have a history of the transaction as how many times times a specific transaction was modified, by which user using which PC, what was the IP address of the PC.  Well if you have not yet thought about this, its time to start thinking.

What happens if salary compensation entry was wrongly entered and payroll processed, another instance would be wrong bank account information recorded and the employee gets less pay, or may be not paid at all, have you ever wondered how would you find out, who would be accountable, for the loss of reputation and emotional stress the employee suffers.

Yes, you guessed it right,  the audit trail will come in handy, an audit trail is a collection of historical records, which will be held in the system forever, meaning if you changed the bank account information of an employee 10 times you would see 10 data sets with information on which user changed it, date and time stamp, the current active data set on the system, in this way you are sure, no one has unauthorized access if they do, it will be reflected on the audit trial. It is also handy to investigate the details, why a particular record was entered wrong, was the information provided incorrectly in the first place or any other reason behind it.

HR Chronicle has a very robust audit engine

Well in HR Chronicle even if you breathe in the software it is recorded, i.e. any activity, from the time you login and the time you log off is recorded in the application audit engine, you can even rollback changed from the audit engine, as we call is “Event Manager”, in the event manager you can see complete audit trail of each and every transaction based on employee name, action type (i.e. bank account modification or salary information modification) with the option to even roll back to a point in time, like a time machine, of sorts, so you need not enter data manually again, if you find an error. With an extremely powerful audit engine and compliance reports, you are assured HR Chronicle will not only surpass audit requirements but exceed them, we also SAS / SOCS compliant reporting out of the box.