With all the HR initiatives started in the region, many people still face problems asking themselves, where to begin? Human Resource Management can include many factors. Reading best selling books on the topic or talking to other professionals in the field helps, but still doesn't provided you with a framework that is guaranteed successful. My advice: learn from the professionals but do not try to re-invent the wheel! Practically all the questions you ask have been asked earlier and answered correctly. The ones, who know me, know I am a great fan of automating routine processes and bringing structure and consistency into systems. It definitely makes life easier developing systems by using existing frameworks. Combine a modular designed software system and engage a consultant who has already implemented HR systems with standard procedures available and you are geared up for a jumpstart. A response might be: We are not a standard company, we are unique. True, I respect that kind of comment but really, how unique are you? Ferrari and Padmini are produced by different companies and surely have different performance characteristics. But how much of the process to come from raw material to end product share the same characteristics….a lot. HR is no different in that respect, the basic processes to manage and develop the Human Assets in organizations share the same challenges and processes. Customisation should be done if the lack of it would interfere with the best management practices you wish to apply. Recently I have looked at a package called Workforce Manager and was so impressed that I decided to use this to structure and speed up future implementations of Human Resource Management systems. Why? Well first of all it was made in the Gulf, for the Gulf. Secondly I liked the functionality of the modules and thirdly I know the designer of the package very well and respect him as a professional in the field of management consultancy. Some of the key modules are:

TRAINING / DEVELOPMENT

Job descriptions, key competencies, training needs analysis, training records, training budget, career planning and history.

PERSONNEL

Entry master: Employee records/ bio-data - job details & history, contracts, vacation, overtime, absence; applications; manpower planning; end of service calculations.

DEPARTMENT HEADS

Read-only access to department records, shift patterns, attendance, overtime, vacation planning, appraisals, personal development plans, recruitment, and manpower costs.

PAYROLL

Monthly payroll generated from personnel input; loans & advances; employee bank details and transfers; final settlements; Insurance payments; cost centre analysis; GL transfers

SENIOR MANAGEMENT

Balanced Scorecard (setting strategic objectives, measuring corporate performance), HR Balance Sheet.

These are just some of the functions offered. Needless to say that everything is access protected and links are made where sensible. I strongly believe that if companies want to jumpstart their HR management system in a structured manner this is the way to go! About outsourcing HR as an alternative we'll talk later.

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