HRM 15.9 Supplement

Making sense of Big Data HR outsourcing: A helping hand ISSUE 15.9

HR Technology Solutions and Outsourcing Guide 2015

HR TECHNOLOGY NEWS US

GLOBAL

HR GOING PAPERLESS

PAYROLL OUTSOURCING DROPS OFF

The majority of HR departments polled in the US are making the move to paperless operations. This is according to a recent survey presented by Archive Systems at the 2015 Society for HR Management (SHRM) conference.

From the HR professionals polled, a combined 77% claimed their departments were at least half digital, while only 23% still relied on paper for HR operations.

Additional highlights from the survey revealed that: • HR managers who claimed their HR files were more than 50% digital, cited spending 35% of their time on administrative paperwork. Other industry surveys suggest that up to 60% of HR resources are spent on administrative activities.

• HR managers dealing with only paper records are still utilising a majority of their time on ordinary activities and concentrating less on key business schemes.

• HR managers that still possess paper records are on average 50% confident that they have all the required documents for audits and compliance, but organisations that are totally digital are on average over 70% confident.

Organisations are increasingly less prone to outsourcing their payroll functions.

According to the Payroll Benchmarks and Analysis 20152016 report, unveiled

by Bloomberg BNA recently, only 12% of companies are outsourcing most or all of their payroll functions, down from 56% in 2011, and 21% in 2013.

The reduction in the number of firms outsourcing their payroll functions is unlike other important operational aspects, such as information technology and HR. “This seminal report offers a wealth of insights into critical payroll department operations and trends, and provides valuable intelligence for HR and payroll executives that want to stay on top of changes in the field and benchmark their operations against their peers,” said Matt Sottong, Bloomberg BNA’s Managing Editor of Surveys and Research Reports.

The Payroll Benchmark and Analysis 2015-2016 provides insights from over 200 payroll professionals representing a wide variety of enterprises, institutions and industries.

INDIA

TECH BUDGETS RISING Indian companies are certainly on the ball when it comes to strategic HR. According to the People Matters HR Technology Study, 2015, six out of 10 organisations there are planning to boost their budget allocations for technology focusing on strategic HR. The study highlighted that areas where investments in HR technology is increasing include HR Analytics (72%), Recruitment Technology (69%), learning and development technology (69%), bringing mobility to HR processes (65%), and social media for HR (60%).

For 80% of the respondents, HR technology had attained two clear objectives: transparency in HR workflows and operating efficiencies in HR delivery.

HR leaders say the rise of the Chief HR Officer role has been key to increased investment in HR technology

in India. The report revealed that 45% respondents signalled that the CHRO has become the final decision-maker for HR technology investments.

A significant 67% also cited that the Chief HR Officer in their organisation was a key influencer.

“Historically, it has been the head of IT and the Chief Financial Officer who have been major stakeholders in putting technology in place, based on the requirements of the HR executives.

But now, in a big shift, it is the Chief HR Officer or the Managing Director of HR who makes major parts of the decision regarding selection, adoption and management of HR technology,” said Aaron Green, Vice President-HCM Strategy, Oracle.

Along with the decision-making position of the CHRO, there are other key drivers that are boosting the adoption HR technology.

“Organisation scale and the need for employer branding are two of the core drivers of technology adoption.

Other factors behind the need for HR technology are effectiveness and data accuracy,” explained Deepa Chadha, Head of HR at Bharti Airtel.

A total of 155 HR leaders from Indian and multinational companies of various sizes and sectors responded to the study.

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PROFILE

iqDYNAMICS

Our customers choose HRiQ because...

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hile Singapore celebrates her 50th year of nation-building, iqDynamics also celebrates a major milestone – 21 years of empowering peoplecentric services. Our HRiQTM Human Capital Management Solution plays a large part in our vision, and it is why we have developed it into the full-spectrum HR and talent management solution that it is today.

Full-Spectrum Solution Through our experience in working with local HR practitioners and their contribution of knowledge in HR operations, management, HR best practices and HR-related subjects, we have continually injected HRiQ with better features. Today, HRiQ customers enjoy automation and accurate functionality in core HR processes – payroll,

leave, claims, timesheet and attendance management.

This usability continues full-circle into our talent management functions – performance appraisal, recruitment, succession planning, talent assessment and learning and development. Every piece of the puzzle is integrated tightly with each other through seamless information transfer and reporting.

Our most recent development, HRiQ executive dashboard, addresses the needs of higher management. With it, they can make better data-driven decisions to maximise business outcomes and the performance of their talent pool. Our dashboard is geared towards the provision of intelligent visualisation of HR data, powered by variable drill-down reports and a powerful report builder.

Staying Relevant In Today’s Economy

For more information iqDynamics Tel: 6594 4151 Email: hrm@iqdynamics.com Web: www.iqdynamics.com

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In connecting with local HR practitioners, we have learnt that they spend an excessive amount of time manually interacting with separate HR applications that handle HR functions as silos, unfriendly solutions or even legacy solutions that cannot catch up with today’s rapid business environment.

This is why HRiQ is always developing and staying relevant to place

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our customers in a superior position. Technological advances have allowed HRiQ to become a fully integrated solution, with data passing seamlessly throughout the HR process.

HRiQ is fully web-based, allowing users to access data anytime and anywhere. For customers with different IT infrastructures, they are free to choose between implementing HRiQ either on cloud or on premise.

Because HR is the stronghold of confidential company information, we also put the best security measures in place, from secure data centres to customisable permissionbased roles.

HR Shared Services With companies evolving rapidly, there are times when internal resources are stretched. We recognise that in such situations, companies require the outsourcing

support of HR shared services in HR operations, HR advisory services and HR IT system / administrative support. This is why we have been appointed as one of SPRING Singapore’s preapproved service providers of HR shared services.

We have, as our advisors, experienced HR practitioners who are ready to help local SMEs in their business growth by reinforcing their HR operational activities while saving on costs and resources. We can also help SMEs establish best HR practices and allocate proper resources and intelligence to strengthen their strategic talent management capabilities.

With the correct HR solution and a proper strategy in place, SMEs can grow and develop their talent pool intelligently, ensuring maximum business productivity, growth and longevity.

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FEATURE

HR ANALYTICS

Making sense of the

BIG PICTURE

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HR ANALYTICS FEATURE

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ig data is changing the way organisations answer their most urgent business questions. It is not only creating a new way for businesses to target their audiences and analyse their outreach, it can also help HR professionals to improve their manpower capabilities with value-focused insights.

According to a report by Harvard As the big data revolution continues to Business Review, The Big Data Opportunity gain momentum, how can companies for HR and Finance, “big data” is used to tap on HR analytics to truly leverage describe the new volume, variety, and big data? velocity of data that companies are now faced with. This information can also be difficult to store, search, and analyse.

By using qualitative and quantitative data, HR analytics present predictive Muneerah Bee insight to help HR managers with the muneerah.b@hrmasia.com.sg decision-making needed in talent management. It therefore removes the need to trust gut feelings when it comes to important decisions. Additionally, the data can be presented in graphic and statistical reports, to make it easy for them to understand and draw conclusions from.

Progressive businesses are discovering big data could prove HR analytics, which applies data to be a game mining and business analytics changer in HR, techniques to HR data, is also as it will allow sometimes referred to as: companies to • Human capital measurement look deeper than • Talent analytics standard metrics • Workforce analytics and benchmarks • Strategic workforce analytics to tap into futurelooking modelling.

A report by KPMG, People are the Real Numbers: HR Analytics has Come of Age, finds HR is currently using analytics akin to a rear view mirror; to focus on the present and the past in areas such as staff turnover, promotion rates, employee engagement, and diversity statistics.

The report says that talent management software can also work as headlights for the future, by helping HR recognise upcoming behaviour in the areas of hiring, workforce performance, development, and retention. “Applied

Also known as...

properly, HR analytics can show connections, correlations and even causality between HR metrics and other business measures – all of which can be used to inform HR strategy and actions,” the report states.

According to an Economist Intelligence Unit (EIU) research commissioned by KPMG International, 85% of business leaders believe their HR teams do not excel at providing insightful and predictive analytics. Although raw data may not make much sense, it is all about getting insights by amalgamating a range of measurements and using analysis to test questions or theories which could be useful to the company.

Wealth of data The biggest advantage HR can get from HR analytics is to understand data, Eric Teong, Frontier e-HR’s Director and Software Architect says. “While being a HR practitioner is all about managing staff data, approving staff leave and so on, with HR analytics, these can be enhanced to a higher level of productivity for the benefit of the company,” he explains.

Firstly, analysing patterns can improve the quality of the company’s performance. “Once you understand patterns, you will be able to diagnose current problems and even predict future ones,” Teong adds.

For example, leveraging on big data allows employers to have a more analytical and strategic approach to hiring, by sorting information to identify suitable talent, focusing on the right talent pool, and avoiding bad hires. Besides using analysis to identify each talent’s qualifications, it is also possible to predict whether a candidate will get along with the potential employer by looking into their interpersonal connections.

Besides hiring from a talent pool outside, companies can also look at existing data to identify internal staff who might be a good fit for a vacancy, thus helping to reduce recruitment and workforce costs.

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FEATURE

HR ANALYTICS

“We all know that it is very important to find the right person to fill in the right position. Internally, tapping on talent data enables you to identify a potential base of expertise, whether an employee is good in the job or has expertise in certain areas. In this case, you may arrange for a department transfer instead of hiring a new person,” Teong says.

Reports show that big data can also help to eliminate discrimination in the hiring process and avoid workplace homogeneity, as the tools are not able to tell a candidate’s ethnicity, age, gender or physical disability.

Teong says talent management is employees who are on the verge of another area of HR operations that resigning. big data is useful for. “Staff are the Needless to say, companies who company’s most valuable asset. have adopted big data analytics are It’s important to making human capital understand their decisions based on strengths and statistical insights. For weaknesses to improve example, an electronics their performance manufacturing quality. This can be company built a model done by understanding that predicts the A KPMG report, People are the Real HR big data,” he says. impacts of attrition Numbers: HR Analytics has Come of Analytics can also and wage increases on Age, describes HR analytics as: give concrete examples profits. This helps each “...the synthesis of qualitative and of how employees are of its factories to use quantitative data and information to making the most out site-specific data to bring predictive insight and decision What’s the big deal? of the professional give the best pay rates making support to the management of HR can also turn to big data to analyse development and better manage thin people in organisations. employee performance and help opportunities margins.

HR analytics can be seen as the identify top performers. The same goes available. Employers In another instance, application of statistical techniques (for for employees who may be struggling can obtain data some retailers example, factor analysis, regression and with their jobs. This will make it easier to measure the determine which correlation) and the synthesis of multiple for HR professionals to evaluate the participation rates employees are most sources to create meaningful insights performance level of each worker. Some and outcomes of successful and – for example, employee retention in technology also provides the option training programmes, why through their office X is driven by factors Y and Z.” to identify teams which are likely to and gauge whether performance, sales, succeed in the office by studying various employees are and employee survey elements such as personalities, interests, applying what they have learned to their data. Pre-hire screening surveys are then and work style. daily tasks. developed to predict which applicants Using data can also enable companies With tools such as employee are most likely to succeed and produce to focus on the core values and satisfaction surveys, team assessments, higher sales. behavioural traits of candidates by and exit interviews, HR can study ways HR analytics can also lead to a better compiling, processing and comparing to improve retention rates and prevent office environment. To better understand their fundamental values and employee attrition. In fact, workforce employee behaviour patterns, several behavioural compatibility, and diversity. analytics can also help to identify companies use embedded sensors in office furniture which in turn lead to optimised office designs.

Some HR organisations are also discovering how to analyse unstructured data from career-oriented social networking sites. This is not only for The Big Data Opportunity for HR and Finance report highlights some scenarios in which HR can partner recruiting purposes, but also to better with the finance department to utilise big data. understand career progressions so they • Merge payroll-related costs (such as base pay, benefits, employer taxes, and overtime) with financial can create more effective learning and data (such as facilities and overhead costs) to analyse global payroll costs as part of the geographic development activities. investment and expansion strategy; According to Mercer’s Don’t Get Lost • Big data can also help to gain a complete picture of a company’s operations to determine how to revise in the Fog of Big Data: Lessons forSsuccess recruitment budgets and identify risks in product or service delivery; in Workforce Analytics report, the key to • By using advanced visualisation techniques on geospatial data overlaid with demographic data, it can a successful HR analytics programme help determine staffing requirements, as well as market entry strategies and distribution strategies; is to start by focusing on the impact of the data collected and the analysis that • In fact, it can also be used as a tool to analyse the impact of employees’ wellness programmes, will be done. “These elements can be gauging factors such as morale, productivity, and overall savings on health care. identified by determining the critical

Working in tandem

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More than a buzzword

HR ANALYTICS FEATURE

workforce questions that you hope to solve, without being constrained by the data that is currently available,” the report notes.

Low investment priority The big data journey is still in its infancy for many organisations. A study of more than 1,200 businesses by SAS in 2013, showed 6,400 organisations (which have 100 employees or more) planned to implement big data analytics by 2018. However, a worldwide survey of executives at more than 1,200 companies

by Tata Consulting Services showed that HR was also one of the lowest priorities for big data investment.

According to Tata’s The Emerging Big Returns on Big Data report, also from 2013, HR departments only spent five percent on total big data investments, the lowest percentage out of ten departments.

Marketing and sales, customer service, and product development received most of the attention and investment for big data. Granted, these business segments use big data for results which are tangible and easily recognisable. However, HR can also play a part in solving business problems, achieving a company’s business goals and identifying revenue streams by helping to spot specific areas that can be improved upon, such as recruitment and performance.

“Staff with proper training who are equipped with decent knowledge have an important role to boost the company’s revenue,” Teong adds.

In summary, Teong affirms that talent is a company’s most valuable asset, and tapping on the company’s data will help to find the right members of a workforce. “Analyse your staff’s strength and weaknesses and then develop their values, in accordance to your business goals, by sending them for courses or training,” he advises.

“Last but not least, HR analytics also enables you to identify staff who have performed well. In that case, appreciate and retain them. In short, HR data analytics will play a big part in company growth if one can use it wisely,” he adds.

The four ‘V’s for HR The Talent Analytics and Big Data: The Challenge for HR report by Oracle breaks down the four ‘V’s for HR:

Volume

• More data, both retrospective and real-time, is available and can be used.

• More HR business by volume and value being done on the internet.

Velocity

• Increasing speed, scale and scope of HR information.

• Information available everywhere and anywhere, and increasingly to everyone.

• Fast, efficient, cheap and multi-channel means more HR can be generated and captured.

Variety

• Greater range of devices and platforms.

• Social media capturing and transmitting data.

• More aspects of life, networked smartphones to embedded chips, can be used in workplace settings.

Value

• Integrate systems and structures.

• Build skills and smarts for analysis.

• Encourage collaboration and connectivity around data and information.

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PROFILE

DAIMLER FLEET MANAGEMENT SINGAPORE

Corporate Carsharing with Daimler Fleet Management S

ingapore, as the key regional and global hub to do business, continues to lead the pack among the rest of the global economies. According to recent facts published on Singapore Economic Development Board, Singapore ranks as the number one city with the best investment potential and is the easiest place to do business.

In a competitive environment to attract and retain key talents, Singapore-based companies are seeking effective workforce mobility solutions to benefit and motivate their employees.

Car benefits and allowances has been prevalently used by leading local and multinational organizations as an effective and popular remuneration element in countries like the UK and the Netherlands.

However, due to the high capital cost of car purchasing and the rising congestion of

To find out more about Corporate Carsharing and how can it benefit your company, please contact: Daimler fleet Management Singapore Tel: +65 68498118 Fax: +65 6849 8888 Email: dfm.sg@daimler.com Web: www.daimler-fleetmanagement.com.sg

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public transportation in Singapore, conventional employee car benefits programs have become a huge challenge for HR professionals. Here, we introduce to you the smart and innovative fleet management solutionCorporate Carsharing by Daimler Fleet Management.

Empower your employees with mobility through Corporate Carsharing Corporate Carsharing is an innovative programme that allows you to lease and share your company cars with your employees so they have access to a vehicle for their business needs. Corporate Carsharing ensures a more efficient and flexible use of your pool fleet by your employees. They can use the vehicles for business requirements, business trips as well as for private tours during weekends.

Benefits of Corporate Carsharing • Reduction in fleet costs through maximum utilization of the pool fleets – also covering the full working hours.

• Lowering the total cost of mobility by reducing the need for rental cars, taxis and public transport.

• Reducing unnecessary paperwork by accessing an automated online

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vehicle management system for booking, key collection and accounting.

• Increase in employee satisfaction with the availability of vehicles for private use.

• Easy access to e-booking platform – via laptops, smartphones or tablets.

• Increasing the attractiveness of your company to employees with innovative mobility solutions.

Enjoy a first class drive and best service within your budget Daimler Fleet Management

offers Corporate Carsharing on a leasing basis, regardless of vehicle brand and model. We will always have a fleet that fits your budget. We have many years of expertise in the fields of mobility, fleet management and Carsharing. Also, we ensure your vehicle performance by providing a full service lease. Your car is fully covered for: • Servicing and repairs with wear and tear replacement • Replacement car during servicing and repairs • Motor insurance

Ready to drive.

Drive first class, pay economy. Take the key and we share the ride.

Introducing Corporate Carsharing - the innovative mobility solutions tailored for your company. Corporate Carsharing offers a unique mobility services benefit as a value proposition to your employees. We offer on a full service lease which means that your car is fully covered for: Servicing and repairs with wear & tear replacements

Replacement car during servicing and repairs

Motor insurance

Get in touch with us today and discover how our solutions can solve your mobility needs.

Call us at 6849 8118 or email us at dfm.sg@daimler.com to learn more. www.daimler-fleetmanagement.com.sg

2015

Best Recruitment Firm Award 2015 HRM Asia would like to congratulate the Winners of the HRM Asia R.E.D Awards 2015!

Official Title Sponsor

Winners of HRM Asia R.E.D Awards 2015 Winner for Best Recruitment Firm (International) - Hays

Winner for Best Recruitment Firm (Singapore) - Primestaff

Winner for Best Recruitment Firm - Sales & Marketing - Randstad

Winner for Best Recruitment Firm (Accounting & Finance) - Robert Walters

Winner for Best Recruitment Firm - Senior Positions - CharterHouse

Winner for Best Recruitment Firm (Engineering & IT) - GMP Recruitment

Winner for Best Recruitment Firm - Client Experience - Robert Walters

Winner for Best Recruitment Firm (Human Resources) - Hays

Winner for Best Recruitment Firm - Mass Recruitment - Recruit Express

www.hrmredawards.com

HR OUTSOURCING FEATURE

AN ALTERNATIVE

HELPING HAND

HR outsourcing takes the more administrative responsibilities out of HR’s hands, leaving the function to focus on strategy and to create more value for organisations. HRM looks at key trends in HR outsourcing and factors to consider when engaging a vendor Naadiah Badib

naadiah.b@hrmasia.com.sg

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hether it is an attempt to get more than an organisation’s fair share of talent in short supply, or simply to get an extra helping hand, companies are increasingly hiring third party services to handle critical business functions.

In fact, there has been an upsurge in demand for HR outsourcing in the UK alone.

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FEATURE

HR OUTSOURCING

According to the UK Outsourcing Index, HR services made up one-fifth of all outsourcing deals in 2014.

The study also identified that there had been £126 million (S$276 million) worth of HR outsourcing contracts in the same year, with private-sector companies behind 90% of the contracts signed.

Other markets are also showing an increase in demand for HR outsourcing.

HR services and staffing firms in India are expanding their teams and operations to cater to the demand for recruitment services, The Economic Times has reported.

The industry there is expected to grow by more than 40% a year over the next few years.

In Singapore, SMEs are now able to

tap on public funding to help them outsource HR tasks.

In April, Minister of State for Trade and Industry Teo Ser Luck announced a new initiative under which, enterprise development agency SPRING Singapore will fund up to 70% of qualifying costs incurred by firms in HR outsourcing.

Currently, the republic has five main SME centres which offer a variety of support for companies. From June, they have been staffed with business advisors to provide HR and training advisory services.

This is expected to help more than 700 SMEs over the next two years.

Why hire?

Large organisations are known to have better capability to handle all their HR

Are you stepping up to the plate?

Top executives rely more on recruitment and HR leaders for innovative business strategies grounded in data.

According to a CareerBuilder survey, 92% of business leaders think that HR executives have more influence in: • Providing talent data and research for strategies to meet business goals: 57% • Showing ways to increase efficiencies or cut costs: 57% • Knowing what the company does, but also how everything works: 52% • Working with other leaders to help solve business problems: 51%

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functions in house.

Despite this, some may want to increase productivity by handling only specific tasks. This is where HR outsourcing comes in handy.

“This enables HR to focus on more strategic roles rather than wasting resources by dealing with nonstrategic and repetitive tasks,” Peter Lee, Director of Info-Tech says.

“The Ministry of Manpower, Central Provident Fund, and Inland Revenue Authority regulations constantly change, so it may be difficult for HR to keep up with updates.”

In the case of SMEs, the broad nature of HR functions may appear complex to maintain. That’s where HR outsourcing can be particularly beneficial, Lee says.

“Many SMEs still manage HR systems manually, by using Microsoft Excel to calculate salaries, and having manual punch cards and paper to record staff working hours,” he adds.

“By addressing HR gaps and promoting good HR practices, SMEs’ HR management capabilities can be improved and strengthened.”

Global player Resource Solutions specialises in recruitment process outsourcing (RPO) and is a managed service provider (MSP) for permanent and temporary recruitment.

Its managing director Simon Bradberry says companies engage its services for a wide range of reasons.

HR OUTSOURCING FEATURE

Some common reasons include reduction of recruitment costs, an inability to deal with high recruitment volumes, access to recruitment technology, and improved quality of hires.

Among other services Resource Solutions provides are third party consultancy, graduate recruitment, and payroll.

Weighing the good Info-Tech is a software company that develops integrated HR systems for local firms in Singapore.

Among the systems it provides are a digital time attendance service, payroll, and internal web portals.

“One of the most frequently mentioned advantages of an HR information system is that you enter information only once for many HRrelated employee tasks and need to update only one location if changes occur,” Lee says.

“Integration of data allows different parts of the system to ‘talk to each other’, allowing more meaningful reporting and analysis capabilities including internal evaluations and audits, and preparation of data for outsiders.”

Better known for its implementation of HR systems, Info-Tech showcases a unique factor.

“The majority of customers who

“One of the most frequently mentioned advantages of an HR information system is that you enter information only once for many HR-related employee tasks and need to update only one location if changes occur” Peter Lee, Director of Info-Tech purchase HR systems from us look for a one-stop solution which does not charge extra fees on system integration,” Lee shares.

“To encourage more SMEs to embark on their first steps towards a computerised system, we introduced a time attendance and payroll system.”

“This is a basic a step for them to

Are you wasting time at work?

A significant number of leaders of small and medium-sized enterprises (SMEs) in the UK perform a lot of tasks outside their job descriptions, instead of outsourcing these to insurance brokers, recruiters or IT specialists.

According to research by British Insurance Brokers’ Association (BIBA), a quarter of SME leaders spend time finding insurance and another 26% find themselves drowned with IT issues.

This has costed them 53 hours on average, a year.

Nearly a quarter of respondents said they waste about three hours completing tasks that are not core to their business.

In total, 624,000 hours are lost each week on non-business critical tasks.

move towards a new system, and once they see tangible results, they will move forward to get more modules.”

Bradberry says RPO services enable companies to deliver high quality recruitment solutions.

“This helps to reduce cost through efficient recruitment processes, salary and rate benchmarking, proactive direct sourcing strategies, and focusing on the provision of high quality candidates for every placement,” he shares.

“We engage with clients to understand their recruitment requirements and provide bespoke and cost effective solutions that fit their future needs, while delivering significant cost savings.”

It is obvious that there are benefits to engage such firms, but there are several limitations as well.

For example, companies may not feel comfortable sharing confidential data with RPO providers.

To overcome this, Bradberry says

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FEATURE

HR OUTSOURCING

Resource Solutions is used to signing confidentiality and non-disclosure agreements with its clients.

He also adds, “Some RPO and MSP solutions may suffer from a lack of stakeholder buy-in from clients, which can lead to a disjointed solution.

“We mitigate this risk by having a robust communication plan during the implementation stage of the solution, which ensures that all areas of our client’s business understand exactly what our role is and how we can benefit them.”

However, to prevent such problems from occurring, Resource Solutions has put in place several approaches.

“Part of supporting recruitment strategy and ensuring oversight of the RPO/MSP’s performance comes from a suite of reporting that’s tailored to different stakeholder groups,” Bradberry explains.

“We use proprietary talent source technology or a third-party Applicant Tracking System to track every stage of

Are you facing these problems?

According to the Glassdoor Recruiting Outlook Survey, the top recruiting challenges are: • Do not see enough qualified candidates for open positions: 48% • Do not see enough candidates when filling a position: 29% • Not actively using social media to recruit talented candidates: 24% • Inability to track factors that influence candidates to apply: 20% • Inability of company’s hiring systems for application from a mobile device: 17%

the recruitment process.”

A full audit trail of all recruitment activity also helps to ensure compliance with legislation and best practice.

This is supported by their in-house

legal counsel and compliance teams who will provide expert support to account teams.

Creating impacts The implementation of HR systems has indeed helped firms in various ways.

Bradberry says that there have been continuous improvements over the course of their client engagements.

Among the few key deliverables that Lee offers is a diverse talent pool of candidates sourced from a broader scope of recruitment channels.

The company also offers enhanced employer branding propositions which are effectively marketed across different media, as well as mitigation of any recruitment related risks.

“These risks include undertaking rigorous background screening and ensuring compliance with in-country legislation,” Bradberry adds.

Lee also shares that there has been significant positive impacts on companies who invest in Info-Tech’s systems.

“They become capable of handling their workforce primarily via payroll and HR,” he says.

“Additional modules deployed will not only benefit HR but their company as well, through improved talent acquisition, benefit administration and resource planning.”

Increased support for HR in SMEs In line with efforts to help local businesses enhance their employee training and HR policies, a new non-profit group Workforce Advancement Federation (WAF) will collaborate with the Singapore Workforce Development Agency.

In July, the Minister of State for Trade and Industry Teo Ser Luck signed a Memorandum of Understanding between the organisations.

Among the deliverables that WAF will seek to provide are a platform for SME owners to discuss manpower management methods and mentorship programmes with leaders from matching industries.

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SAVE the DATE

17 & 18 May 2016 I Suntec Singapore Convention & Exhibition Centre

Over 4,000 Business Professionals 80 Exhibitors 5 Conference Streams 1 Mega Show Pre-Register your interest or make speaker and topic proudly owned by Diversified Communications

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PROFILE

PAYROLLSERVE

Your business is about customers, not payroll B

y outsourcing payroll administration, companies can focus on revenue-generating activities rather than just keep up with market demands. With a strong team of payroll and HR professionals in PayrollServe, Small and Medium Enterprises (SMEs) can gain access to expert advisory for best practices and compliance matters.

PayrollServe will be responsible for all payrollrelated paperwork, including expense claims, statistical reports and government forms that have to be filed with the relevant authorities. If you have doubts or questions, our specialists are just a phone call away to help.

With PayrollServe as an approved vendor of SPRING’s HR Shared Services (HRSS) grant, SMEs can receive funding support of up to 70% of the HR outsourcing fees for the first 12 months.

Count on Us PayrollServe’s SSAE 16 compliance status indicates that international risk control standards are met,

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More about PayrollServe PayrollServe is the ideal partner for local and international companies, supporting organisations with the full range of scalable payroll and HR management services and solutions. Whether it is managing the payroll of your entire staff force, or the confidential data of your senior management, our dedicated in-house team based in Singapore is on hand to provide expert consultation and solutions.

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Healthcare

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