Wednesday, April 18, 2012

Getting HR Technologies to SMEs

Research has shown that companies with less than 500 employees do not feel the need to invest in a Human Resource Management System (HRMS). Depending on the industry, an employee count of 500 could be small, closer to mid cap and sometimes enterprise – small if you are in a workforce intensive services company, mid-cap if you are in a business that involves higher degree of automation and closer to enterprise if you are into design or consulting – but generally, the verdict is has been that small and medium enterprises haven’t realized the need to invest in an HRMS.

It seems ironic and against the core character of SMEs that they would not want to automate repetitive parts of their people management functions. HRMS is a compelling proposition for  SMEs, given these core traits:
  • The environment of change and the pace of change
  • The need to specialize: often a David vs. Goliath situation, where David (the smaller, smarter challenger) needs to muscle up every ounce of available resources to reach the end goal (and bring down the established, larger competitor)
  • Small and medium enterprises are also the platforms for optimization, heightened utilization and hybrid roles
A 250 – 500 headcount services company could have human resources team of around 10. The functions of this team would include multi-channel talent sourcing, recruitment design, evaluation and actual hiring, induction and training, attendance and leave management, resource allocation, grievances, reporting, policy and much more.

Burdening this team with employee record management, manual leave balance tracking or payroll generation defies logic. Shouldn’t the Human Resource function of such a dexterous set up focus on better quality of resources, motivation, greater throughput and other qualitative aspects? Or should this chunk of valuable management time be invested in manually collating, verifying and proofing reports and data? This is the choice facing small and medium enterprises. And, the answer is obvious.

Is it under estimation of the costs - opportunity cost and effort consumed by the manual route? Is it an unfounded assumption that HRMS is somehow associated with ERP and stamped as the big boys’ game? Or is it genuine concerns about software – hardware management overheads?

TenXLabs Minerva HRMS changes the game by:
  • Providing a genuine automation option, where the system configures to your workflow
  • It is truth economy – fair priced and its returns justify the investments in weeks or months, not years
  • It is available on a Software as a Service (SaaS) model from a cloud – meaning: you pay by use and do not worry about support, hardware, admin or other overheads traditionally impacting software use
What is Cloud Computing
Cloud computing is the delivery of computing solutions and software as a service rather than a product, whereby shared resources are made available to customers over the internet, on demand. As defined by IBM, Cloud is a computing model providing web-based software, middleware and computing resources on demand. By deploying technology as a service, you give users access only to the resources they need for a particular task. This prevents you from paying for idle computing resources.

What is Minerva HRMS
Human Resource Management, traditionally considered a key spoke of enterprise resource planning has now evolved into its own life and automates key Human Resource functions. Minerva HR Suite from TenXLabs is designed to house all information pertaining to every employee in an organization from Recruitment to Retirement. Minerva is cloud based, can be configured (without need customizations) to implement existing workflow AS-IS, integrates with other software systems openly, is available as a life time license without user – usage restrictions and includes a query builder for custom reporting.

About TenXLabs
We take deep interest to assist your company’s most important assets – human assets. HR automation is a critical process for boosting productivity within the organization. HRMS tools give management the ability to recruit right talent, improve employee morale and retain talent among other benefits. A system that automates these, if implemented correctly, will pay for itself and save the company much pain.

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