Metaphorical description of business formats
All businesses are evolved from new ideas, trends or patterns in the market to cash the opportunity at right time to make quick bucks. Metaphorically, there are three formats in which mostly businesses are executed. Therefore, day traders, mid-term players and long term investors. As time is feasible, the day traders will invest in booking new brands of cars, SUV’s etc… make quick bucks and move on… There are mid-term players who prefer to get distribution of new brands and establish a line of business. Later, add 2’s or 3’s services in their distribution and move on… then, there are long term investors who prefer to establish new assembly plants, make a distribution model and move on… However, all three levels of metaphorical business formats are linked with timing, feasibility, investment and most importantly the business plan which dictates the decision making.
Mostly, when it comes to Human Resource Management (HRMS), the approach by all formats of businesses in Pakistan is metaphorically based on day traders. Thus, their basic understanding of HRMS dictates their plan to approach Human Resource Information / Management System automation. In order to elaborate the point, the businesses prefer to have electronic attendance (thumb impressions enhance to eye feature to face recognition system) and payroll system linked with attendance system. Once the attendance and payroll system is incorporated, the businesses are certified with the notion that they have the Human Resource Management system at their location. In simple words, so far the daily monitoring of employees is the basic requirement of Human Resource Management system in Pakistan. We can do survey in service industry as well as manufacturing industry and the results will show the same trend. The best part is, all business formats are satisfied with above notion and thus any software house which can develop these two simple modules are selling them with the label of HRMS.
HRMS for Sale…
Interestingly, Human Resource Management Systems (HRMS) are selling as built in solutions. One can purchase HRMS on shelf, get the data incorporated, press the key and there you get HRMS installed at your businesses and sites. Waoo… so simple. Here, we ignore the main aspects of Human Resource Management which cultivates the culture of the business and includes but not limited to:
- Organizational Structure & Head Count Management.
- Policies and Procedures (Few mentioned below)
- Recruitment & Selection
- On-Boarding procedure
- Separation Policy and procedure
- Disciplinary Policy and procedure
- HR Record Management & Filling Procedure
- Compensation & Benefits Administration
- Workforce Management Legal Compliance
- Performance Appraisal with KPI’s
- Training & Development Procedure
- Employee Communication Process
Human Resource – An asset…
Moreover, the most important asset of any business or organization is Human Resource. Again, everyone believes in the above statement, however, there is little guidance available in the market who can help to facilitate the process and take them along to create a successful culture of the business / organization through and for Human Resource.
Implementation of HRMS…
Another factor (out of a long list) which creates the hurdle in successful implementation of HRMS is turnover. We believe the head of department (HOD) role is key in implementation process of HRMS. The HOD’s have to put up the Human Resource Manager hat in their departments as their key performance indicators are depended upon proper flow and management of information related to shift roasters, employee engagements as well as their participation and feedbacks. We suggest to create a train the trainer program during implementation in order to spread the word around and get more people trained in minimum time period. What if HOD of Human Resource department leaves the company? In order to keep the process intact, we suggest to maintain training manuals, flow of document communication mechanism and other tools. Meanwhile, consistent updates on monthly basis.
JYA Consulting specialized services…
We at JYA Consulting (SMC-Pvt.) Limited, tends to facilitate the process of communication by providing Human Resource consultancy with JYA HRMS to our prospective partners who feel to develop a cumulative culture across businesses and organizations. The culture focus on results, accountability and harmony. I hope this article shall help to understand the limited approach of businesses / organizations towards HRMS and shall guide the management about how to approach HRMS in their businesses / organizations.
Food for thought…
We believe as each individual is different, likewise, each business / organization is different too. Therefore, built in HRMS software’s which are not based on individual business / organization policies and procedures are less effective and shall need more re-work with hassle. On the other hand, it is better to engage subject specialist consultants offering a customizable HRMS – a long term, consistent approach.