How to develop your own HRMS

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An HR manager is strategic in outlook, self-assured, keen to set the agenda, highly numerate and with a remarkably high ability to make quick, well-considered decisions. Translation: a walking HRMS. This is the profile of an HR leader according to a Profiles XT (PXT) psychometric survey commissioned by Human Resources Magazine.

With the large quantity of data available now and the ongoing talent war, as it’s been called, one person cannot be expected to excel in all those qualities.

An HR manager needs to have a clear understanding of their employer’s business objectives and be able to devise and implement policies which select, develop and retain the right workforce needed to meet these objectives.

To get to this strategic level of operating, you need an HRMS that can collect, process and aggregate data for you to interpret.

With the myriad of tools available out there you can access immense quantities of data, in all shapes and sizes. But what do you do with that information? How do you employ it so that you develop, advise on and implement policies relating to the effective use of personnel to enhance company performance and achieve your strategic objectives?

To aid you in organizing this data and correlating your business objectives, we’ll help you design a simple version of your own HRMS.

What we’re going to do is set specific KPIs for your main areas of focus and link them with your company’s business objectives. What you’ll need to do is aggregate these KPIs at company level and correlate them on a department/team level. Sounds simple enough right?

Let’s get started!

1. EMPLOYEE ENGAGEMENT

MAIN KPIS:

1. Retention Rate

2. Voluntary Attrition Rate

3. Happiness Index

4. Tenure (years)

The voluntary attrition rate refers to the percentage of employees who leave an organization over a set period, often on a year-on-year basis….

Source: Blog – Hppy

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