People management is a business discipline of growing significance among service providers and suppliers of technology. Industry experts continue to link best practices in management to a number of evolving practical business management considerations such as corporate governance, empowerment, skills development, training, data mining, storage and management, Information and Communication Technology strategy as well as business intelligence.
Teryl Schroenn, CEO at Accsys, suggests that ESS has grown in popularity as more companies are experiencing the benefits of streamlined people management processes and enhanced operation.
“The human resource function of any company today is of critical importance and its level of efficiency impacts directly on key business focus areas such as organisation development, succession planning and training,” says Schroenn. “The use of a solution based on automated, accurate reporting structures, on readily available real-time data will lead to expediency in processing, to elimination of error and higher levels of productivity.”
At the heart of an ESS system implementation is the transference of a large percentage of responsibility and accountability to the individual employee.
Once trained and familiar with solution, a member of staff can initiate, track the progress of - and follow up on an HR or payroll related function and eliminate pressure on time and resources that would normally be used for this purpose.
Aside from instilling a precedent of responsibility and accountability, along with faster, more accurate administration, another advantage of ESS is that it filters through to various levels within the organisation.
“Management will have up-to-date information and statistics immediately at hand, allowing for the opportunity and time to identify trends in the human resource department and conduct future planning or strategy based on employee performance. This covers daily logistic, practical issues such as absenteeism, leave management, disciplinary hearings and more,” Schroenn continues.
“There are many levels of implementation of the employee self service component, which can be structured to an organisation’
“Another practical example is leave management. Under normal circumstances, this is a paper-based administration process that requires input at various levels. With an employee self service system, the employee can initiate the request - which is electronically processed through line management - and gain an automatic response. The key benefit is that the system applies all the company leave rules already defined and being used by the system,” she adds.
Whilst Schroenn says that the successful implementation of ESS is an affirmation of the maturity of management in a company, she also points out that the system is typically implemented in a ‘top-down’
“We have to bear in mind that it in order for the system to truly work and be of benefit, it requires the buy-in of both employees and management. It is important for management to demonstrate the rewards of effectively managing ones own information and contributing to an automated, streamlined and paperless system,” she adds.
Accys has a successful track record of ESS system implementation, service and support.
Liam Terblanche, CIO at Accsys, says the most practical way of implementing an ESS system is to ‘divide and conquer’.
“IT departments are always eager to try out new software. Get them to be your first group of people for whom the employee self service is being implemented. Use this time to iron out reporting structures, alerts, and so forth. You will find that, when it comes to software, the IT department is normally a group of outspoken people who could become the ambassadors of the new initiative, spreading the news of how ‘cool’ the new software works for them, how easy it is to look at their payslips, how impressive the analytics and graphs are, etc.,” says Terblanche.
“Now that your IT department has bought into the process, they are automatically your first line of support within the company. One can then gradually start rolling out the usage of the employee self service to different departments, making sure that one is working and everyone has bought into the process before moving on to the next,” he adds.
Accsys is confident that ESS will grow in stature in the market and will become more established as companies invest more in business intelligence to manage the demands of information-
For more information, click through to www.accsys.co.za or call 011) 719-8000.
Accsys, a member of the UCS Group based in Johannesburg, is a people management specialist that develops, markets and supports HR solutions that address several work-environment issues such as time and attendance, biometric access control, payroll and human resources management.
The company, through its network of branches across South Africa, provides clients with expert guidance in all HR related matters including skills development and payroll.
Accsys’ outsourcing bureau offers a full system audit and is designed to add value to smaller-to-medium sized clients that may not have HR and Payroll departments.
The company has established itself within the HR and payroll market with solutions that include the Windows-based fully integrated Human Resources Management software Peopleware, as well as Accsys Peopleware Payroll.
Part of the UCS group of technology companies, Accsys’ success as an industry leader in the provision of HR solutions is built on a solid base of product excellence, customer satisfaction and total support. The company’s systems have been developed in South Africa since 1980 and are geared towards enhancing local conditions.
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