The right software improves HR services and allows HR professionals to focus more on strategic improvement and boost productivity
FlexSystem is an innovator and in 2011 re-engineered all of its systems specifically for the cloud meaning that our solution set can work on-premise, in the cloud or in a hybrid cloud where parts of the system may be kept on your in house servers and parts on the public cloud.
There are three key attributes in software ownership of HRIS in the Cloud:
First are the tangible ones associated with costs of implementation, annual maintenance costs, training and re-training costs ( new hires ).
Second are those intangible and sometimes harder to measure like productivity costs, the benefits of better work life balance by allowing certain tasks to be performed from anywhere at any time like annual leave, timesheets, appraisals, bookings for training.
Third emerging one is the real use of IT power to help bring together information to pro-actively identify real business issues. Access to staff attrition data, absentee reports or proactive reviews of consulting staff who are fully deployed but who have taken no holiday can pinpoint staff at high risk of leaving as well as other HR issues.
The future of HR is undoubtedly “mobile” with more users to expect that basic records and processes are accessible via phone, tablet or other hand-held device.
FESA HR is well proven in the market and is being used by both Chinese and International companies for both payroll and HR. Its functionality includes Personnel Administration, Remuneration / Payroll Management, Leave Administration, Time and Attendance Management and the Employee Self Service Platform ( ESS ). ESS enables staff to interact anytime and anywhere.
Workflows can be complex or simple, can be across offices meaning that processes can be standardised and be in line with corporate guidelines. Workflows can be granular in nature meaning that documents can be routed based on certain criteria e.g. salary level with single or multi level approvals, location or simply, for example in a cut throat recruitment market, the time to offer can be reduced by being able to quickly route approval requests.
Cloud deployment means that local, regional and global statistics can be brought together quickly removing the many interventions that are required to seek information from departments and other office locations which quickly can become a hassle if relevant staff have resigned, are on vacation or on sick leave.
Isn't HR in the cloud an oxymoron? What about security? Working with many Chinese and International companies FlexSystem continues to improve security and to look at new initiatives. Leveraging from the FlexSystem Security Committee FESA HR allows for a basket of security options that includes 256-bit encryption , 3-DES , with the option of using security certificates. At, the end of the day security is a shared responsibility meaning that each party has a responsibility, applying security patches for example, to help ensure that security is maintained in the system.
Additionally users can decide where their data resides with some data being kept on in-house servers and other on a public cloud. With services like Amazon and Azure etc users can continue to add granularity by specifying who , what and where can be accessed and at what time.