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If you really want to start having an impact on human resources, forget about complicated analysis and predictive models for now. Begin with the construction of a solid administration that is complete, accurate and current.
Why is HR data often defective?
Let’s start with why data often have failures. In my experience, everything that is not cleaned continuously will result in a disaster at some point. It is not a secret that organizations administer masses and masses of records. In the end, most of those records are entered manually at some point in the process.
People who have to manage a large number of records make mistakes, typographical errors, forget things and take shortcuts but with the help of chatbot enable HR Analytics Software in lahore-karachi-islamabad-pakistan lahore-karachi-islamabad-pakistan these errors can be solved easily.
In practice, organizations usually notice this when they really, really need the information for a report, analysis, etc. Generally, it is when they take measures to clean up their data. In my example: when we noticed that the general categories were defective in the administration, we did what most organizations would do.
We did an analysis of the defective records, we instructed our administrative team to correct the defective records, we did a check to see if the records were corrected and we even told the administrative team to pay more attention in the future.
And we leave it like that
A comparison that comes to mind is that of shoplifting. In practice, most organizations hire a “security guard”. Guard who performs his minor round, they utilize an organizer or company analyst, who performs an analysis in a particular field, creates a list of faulty or missing records, instructs the administrative team and then performs the following analysis of a different field. The risk is that the moment the security guard takes a break to smoke, the thieves will return, and so will the defective or incomplete data
Continuous improvement in HR:
The previous use case focuses on improving financial management. In practice, the quality of the administration tends to draw more attention in finance than in human resources. I suspect that this has two main causes.
The first cause is that the business case is less obvious in Human Resources. Paying, for example, a double bill leads to clear and direct unnecessary costs. For some, this negative effect seems less evident in HR.
In addition, Finance generally pays much more attention to the quality of the data due to the risks and obligations of the Audit. However, to say that Continuous Improvement adds more value in Finance than in Human Resources would be an error.
The issues in process of payroll with the help of Chatbot enable Payroll Software in lahore-karachi-islamabad-pakistan lahore-karachi-islamabad-pakistan, they obviously cost money and can generate compliance problems, so, in general, the quality of the data in this field will receive more attention than, for example, the registration of categories of general expenses. Imagine how prone to mistakes other HR data is that you receive less attention. It also shows that human resource data can generate unnecessary direct costs.
There are other examples. One is the incorrect use of third-party contracting documents. Using the wrong third party contracting document leads to tax fines. Other examples are salary compliance with collective agreements, possible fraud in overtime bonuses, and so on.
In addition to direct costs, defective human resource data will generate substantial indirect costs. Failures in the overhead categories may seem insignificant, but if the result is that the organization cannot reliably guide overhead rates, they could be costly mistakes which can be solved by the help of automated Attendance Software in lahore-karachi-islamabad-pakistan lahore-karachi-islamabad-pakistan.
Here is the list of features which you can get by using PeopleQlik:
- PeopleQlik Core
- Core HR Software – HRMS
- Cloud Payroll Management Software
- Employee Self Services
- HR Analytics Software
- Corporate Wellness Platform
- Workforce Administration
- Leave Management Software
- Time and Attendance Management Software
- Shift & Scheduling
- Claims & Reimbursements
- Timesheet Management Software
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Why Consideration of Chatbot enable HR Software in lahore-karachi-islamabad-pakistan lahore-karachi-islamabad-pakistan is Necessary for Performing HR tasks? in Pakistan Future of HRMS Software in lahore-karachi-islamabad-pakistan lahore-karachi-islamabad-pakistan Business is Beyond Payroll, Leave and Attendance Management: A new Zone to Success in Pakistan