Advanced HR

Imagine giving your human resources team the core administrative tools to effectively manage individuals, teams and departments across your organization. With your employee information stored in a structured, easily retrievable manner you can concentrate on managing rather than simply documenting human resource issues.

You need an agile human resource management system that will allow you to quickly adapt your organization to meet new challenges. Yellow Payroll`s approach to HR is that many HR philosophies and best practise theories exist .Each business has its own culture and HR methodologies. So why not have the benefit of picking and choosing a best suited solution for your business. Yellow Payroll believes in a best of breed approach and has thus fully integrated to the following solution providers:

Companies who do not see the role of Human Resources management as strategic make a fundamental mistake! There can be no doubt that the most important component of a business is it`s “Human Capital”. Your business is only as good as your people and People are the key differentiators in any company.

So how do you change your company from being Good to Great! This is a well known management philosophy that sounds great but how do you physically make it happen!

Yellow Payroll has a simple answer: By maturing your human resources processes` using our state of the art Human Capital Management modules.

Yellow Payroll`s HR philosophies are aligned to the various software modules of our partners

Organizational structure - Despite what org structure a company has the roles have to be identified and analysed in a structured fashion.
Job role analysis - How do recruit properly if you have not analysed job specification and or competencies required for a particular role. This entails the analysis of what knowledge, skills and attributes are required for each job role in the organization. This in itself is a daunting task, however not the case when you have access to job libraries with thousands of roles.
If your recruitment process is floored you end up with “rotten eggs.” As employees are terminated or resign the effective date prompts the advertisement of the role on either the companies website or the recruitment portal where the administrative burden of C.V`S and candidate management is seamlessly taken care of. A leading international survey has pointed out that `eRecruitment has been singled out as the most important technology focus point in the Human resources space of large corporate’s today so much so that 15 of the Top 500 Fortune companies in the world now share a recruitment portal for both career seekers and talent search.
Performance Management is a ongoing debate and critically ignored at the peril of many organizations. Simply put you “cannot manage what you cannot measure!” Linking organisation strategy and values to workforce performance is a must have to ensure strategy is not disjointed. Key result Areas (KRA`s) and underlying Key Performance Indicators (KPI`s)linked to organization strategy is a must have to execute strategy...how else? A tailor made scorecard per employees ensures that measurement truly becomes an activator and a sure way to get people to perform particularly when directly linked to compensation. In so doing the organisation can objectively show up non performing line management and employees. Weak performers and specific key result areas requiring attention across the organization can be focussed on and a trend analysis across the organization performed.
Succession and career path planning - career path planning and proper mentorship ensures the retention of people, a company’s most prised asset! Succession planning ensures continuity of the key roles in the business and identifies areas where there is a skills shortage.
Compensation management needs to be a non emotional exercise based on the merits of Performance scorecard results which ensures that you reward performers and manage non performers. In addition you could easily fall into the trap of “paying peanuts and ending up with monkeys” if you do not follow proper practise of Salary surveys and benchmarking which are critical components.
Learning management - Training cannot merely be a means to an end. Structure is required in regard to competencies employees have versus competencies requiring development to A skills gap analysis with specific interventions helps to identify competencies that require development. Having a birds eye view of Training records and associated costs per employee for reporting and budgetary requirements makes the training department and line managers role a lot easier to manage.
Industrial relations - The component of HR nobody likes to deal with but that can cost any company a small fortune due to non compliance with procedure. Accurate records are required for Disciplinary records , Grievance Matters and Injury on duty with the ability to record what happened when with who and outcomes.
Reporting:
- The compliance around Human Resources is an onerous task and easy access to Skills and Equity reports is a must have.
- Use Analysis & HR Dashboarding to simplify key metric data on HR - imagine all of the above summarised into an intuitive analytical tool that is able to analyse the underlying data in your human capital solution to produce trends across departments and the organization. Get a detailed and analysis of pressing issues such as:
  - Overtime
  - Leave analysis
  - Sick leave trends
  - Cost of human capital per role
  - Training and related aspects
  - Promotions and demotions
  - Industrial relation issues i.e ccma cases versus disciplinary matters, incidents and grievances
  - These are a few of many data cubes that can be established, with data a mere mouse click away.
Consulting – At Yellow we believe that the success of any IT implementation is only as good as the consulting team doing the delivery. We follow proven R project management methodologies and only work with chosen subject matter experts, our partners and associates!

If converting your Human Capital to Intellectual Capital is a need in your business then you should be talking to Yellow Payroll without further delay. Contact 0861 00 00 99

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