HR Webworx. Automate your administrative and HR processes

HR Webworx Automate your administrative and HR processes Talent is crucial to the success of your organisation People are at their most energetic an...
Author: Lynne Waters
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HR Webworx Automate your administrative and HR processes

Talent is crucial to the success of your organisation People are at their most energetic and successful when they are using their individual strengths at work. But how can you demonstrate this? How can you motivate your employees to deliver the required performance? Or set their career path in the right direction with a competitive remuneration package that fits with your HR strategy and organisational objectives? How? With HR Webworx, our modular HR software cloud solution that automates your administrative and HR processes to the maximum, so that you can fully concentrate on the execution and follow-up of your strategic HR policy. HR Admin

Staffing

Absences Personal details HR Helpdesk Who’s who?

Development Learning & development Competence Management Survey

RESULT & ROI

Dashboards & KPI’s Reports

Comp & Ben Overtime Expenses Benefits Statement e-Pay documents

Performance Job Management Competence Management Performance Management Organisation chart

HR Webworx

manager

employee

HR Department

Automate in 5 steps and focus on a strategic HR policy Focus on the contribution to the strategic objectives and the company results, taking it step by step:

1 2 3 4 5

First automate all the labour-intensive and time-consuming administrative tasks and processes within your organisation. With employee and manager self-service concerning absences, overtime, etc., you will avoid duplicate administration, reduce the number of operational tasks and always have up-to-date information available. This will enable you to focus more on the strategic side of the policy: identifying the tasks, powers and responsibilities in the form of roles and/or job descriptions. Identify the core competencies that are necessary to achieve the strategic objectives. Convert those core competencies into desired individual behaviour. By attaching the required competencies to a function/role, you are clarifying expectations concerning every department and employee. Make a list of the existing and required competencies. This will ensure that the right talent is on board in your organisation and will remain there for both short and long term. By means of learning & development, further optimise career planning, performance management and possibly recruitment. Keep a general overview on your dashboard. Measure, manage and follow-up. Via HR Webworx, your HR department will be fully supported, managers will find it easy to work with HR processes and you will be providing your employees with transparent communication.

HR Webworx: the various packages and modules HR Admin Via HR Admin, you can automate your administrative HR processes and save yourself a lot of time. Moreover, you will be supporting your line management and optimising the service to your workforce. You will be able to focus on what really matters – making a contribution towards your strategy and organisational objectives

Modules: • Absences • Personal details • HR Helpdesk • Who’s who

Comp & Ben The compensation & benefits policy also delivers a significant contribution towards realising the objectives. Employees who know the total value of their reward package will increase their motivation to work on the results, quality and image of the organisation. By inputting the correct remuneration, the wage policy acquires a more influential nature.

Modules: • Performances • Expenses • Benefits Statement • e-Pay documents

Performance A performance management process (planning, followup and evaluation) will give you engaged employees who use their talents in order to achieve the desired performances. In this process, employee performance is key. Together with their engagement and motivation, these performances are the building blocks for sustainable organisational results.

Modules: • Job descriptions • Competence Management • Performance Management • Organisation chart

Development Via development, you can increase the knowledge and skills of the employees and improve their performance. This takes place on the basis of learning programmes in line with the vision, values and strategy of your business. Development goes from meeting short-term requirements to the unlocking of new potential and securing talent over the long term.

Modules: • Learning and development • Competence Management • Survey

Staffing Any search for talent can start within the organisation itself. If it appears that the right profiles are not present internally in the short term, attention is turned to the external labour market and the need for recruitment and selection. The degree to which the organisation knows, attracts and develops the talents of (potential) employees and candidate employees is directly proportional to the quality of the staffing of the organisation.

Staffing is provided by SD Worx via peoplexs, a specialised e-recruitment solution.

Nathalie

HR department The company that Nathalie works for has a vacancy. Armed with a list of present and lacking competencies within the team that has the vacancy, Nathalie starts to search for the right candidate for the position. After a few weeks, the company finds a suitable candidate: Marc. Marc is able to start within 2 weeks. HR Webworx sets out the necessary information for Nathalie: personal details, the absence calendar, the job description, Marc’s remuneration package, etc.

Frank receives Marc’s request and consults the team calendar to see whether the department’s continuity is threatened. That is not the case, so he approves the leave request.

It is Marc’s birthday and in his mailbox he finds a birthday greeting from the HR department. Marc also receives a brief questionnaire to assess his first week.

Frank receives an e-mail that reminds him to plan an evaluation interview with Marc concerning the induction period.

Nathalie is kept informed via the HR Webworx dashboard on Marc’s onboarding process. Everything is going well and Marc indicates in the questionnaire that he has a good feeling about his induction period. She is reassured and is able to continue her work on the social balance sheet. Thanks to the report provided for, she quickly retrieves the training figures from the system.

Marc’s first months with the company are behind him. He had a very positive and motivating performance interview. Thanks to the clear job description in the system, and the clear list of objectives, he knows exactly what is expected of him. He appreciates this very much.

Marc

Employee

Frank Manager

The day before Marc starts work, Frank, Marc’s manager, receives an e-mail with a list of what is expected of him in the onboarding process. For example, the arranging of an induction interview and going over the company procedures and systems. HR Webworx in particular.

Marc arrives on his first day and has an induction interview with Frank, who explains HR Webworx to him. He shows Marc how to find contact details of colleagues in the telephone book, how to submit an expense sheet, request for absence, etc. He also explains to Marc what is expected of him on the basis of the job description and the associated competence profile, and tells him how the evaluation cycle will take place. Marc goes to work in HR Webworx and enters his missing personal details, familiarises himself with the organisation chart, watches the induction video about the company values and immediately registers for a number of training sessions that he is required to follow in the short term. The first session is imminent and Marc receives a reminder e-mail containing the practical details before starting the training a few days later. Marc wishes to plan his annual vacation. He takes a look at the HR Helpdesk. His daughter is due to make her first communion and Marc wants to know whether he gets an extra day’s leave for this. He then plans his annual vacation and forwards his absence requests.

3 months after the training that Marc followed, Frank receives a questionnaire that assesses the extent to which he observes an increase in Marc’s capacities or competencies as a result of the training. Frank marks up a number of competencies in Marc’s competence file. Time for the performance interviews. Frank receives a reminder e-mail and plans interviews with his staff.

Result & ROI Dashboards & K PI’s Reports

Result for your organisation All the processes within your strategic HR policy will merge seamlessly with your organisational objectives. With correct and better competencies, motivation, engagement and deployability, you will have an environment in which talent can deliver the optimum performance. Let yourself be guided by a reliable partner and you can be sure of a measurable result for your organisation. Why choose HR Webworx? One single tool that automates both administrative and HR processes not only saves you costs, it also saves you time. One single tool gives your employees and managers more transparency. Besides, opting for HR Webworx also gives you flexibility. You automate the processes you want to automate, in various stages, at your own pace and according to your needs. This tool is one of the most flexible on the market, and it serves almost every business requirement. This gives you quality HR service provision tailored to your company. Success through expertise Of course, HR Webworx integrates best with the payroll software of SD Worx. But did you know that the HR Webworx consultants can also advise you on HR processes and Change Management? With HR Webworx you are getting not only state-of-the-art software, you are also getting Payroll, HR and Change experts along with it. This ensures that you will automate your processes successfully and with a measurable result. Training for users and administrators You will receive extensive training on the system. All the users can consult a comprehensive manual via the online Help function that is operated via a contents table or search engine. Regular tips & tricks are provided and we make ‘how to’ videos tailored to the users and administrators. Support following implementation Via your access to the SD Worx MySupport tool, you can quickly and easily forward questions and/or issues concerning HR Webworx. You will receive immediate assistance from our helpdesk staff. Continuous product development HR Webworx is developed by SD Worx itself. This has the big advantage that we can respond to customer requirements with new developments. Every year, SD Worx issues 4 software releases with new functionalities. The content of these new releases is composed on the basis of feedback from our customers and market evolutions. We don’t just provide a system that is rich in functionalities, we also pay the necessary attention to the user-friendliness and user experience of the software.

HR Webworx community We at SD Worx attach a lot of importance to product development and co-creation with our customers. We invite customers to take an active part in the HR Webworx customer panel and give their feedback on new functionalities, screens and ideas. This takes place via online questionnaires, interviews and focus groups. Security of your data The hosting of your data in our data centres takes place in accordance with international security standards. For example, SD Worx subscribes to the ISAE3402 report, and helps customers to comply with the strict SOX legislation. In order to guarantee our security, internal and external audits are conducted annually. In addition, ethical hacking is carried out by a certified external party, and repeatedly shows our software to be very safe. Our security is guaranteed through network segmentation, firewalls, IDP, authentication gateways, etc. Stable and reliable infrastructure The infrastructure that HR Webworx runs on is among the most stable and secure in existence. Monitoring of availability, speed and response times ensure a stable environment that is available 99% of the time. Clustering, fail-over and backup procedures ensure that all the services, applications and data have guaranteed availability. Our Disaster Recovery Plan ensures our continuity at all times. This plan contains the necessary procedures for restarting our critical ICT infrastructure as quickly as possible in the event of interruption and is annually tested and evaluated. SD Worx has opted to place all the critical systems in physically separate data centres that operate fully independently of each other in separate geographical areas. This permanently guarantees our service provision, even should an interruption render an entire data centre unavailable. The network connections between both data centres also run via redundant and fully separate paths so that the communication between the sites is guaranteed at all times. For detailed information on architecture and security, a description of our Service Level Agreement is available on request.

SD Worx – HR Software Brouwersvliet 5 - 2000 Antwerp [email protected]

www.sdworx.be/hrwebworx