The continued success of your business doesn’t simply rest on selecting the right talent for the position. The following steps will impact your company’s profitability in the pre and post hiring of your candidates. Spoiler Alert: this is not a pitch for another online HR system that’ll cost your company on a monthly basis forever.
On-boarding Challenges for HR
The Human Resources Manager is tasked with driving complex processes that touch multiple lines of business, including regulatory, compliance, corporate intellectual property and all in a completely ad-hoc manner. Many HR departments are equipped with checklists, paper, envelopes, filing cabinets, electronic file folders and some hire a 3rd party Human Resources Management Systems (HRMS) system to tackle the tasks at hand. A single miss–step can cause an employee’s first weeks to be unproductive (looking busy) while waiting for the right resources to catch up to them – which could impact Sarbanes Oxley compliance requirements. The results are often frustrating, labour intensive because in most hiring activities, provisioning and termination processes occur outside of the HRMS and may impact and effect people who are not specialists with the HRMS system, thereby reducing the effectiveness of automation gains.
Exiting Employees Continue to have Unauthorised Access
Equally as important are the decision and steps required to terminate an employee. The same processes that brought an employee onboard need to be reversed. Deactivating network and business systems access is one piece of the puzzle of course, yet Gartner estimates that most employees leave a company with continuing access to parts of their former company’s business for up to 6 months.
Inefficient Processes Force Avoidable Costs
If your business must quickly and periodically hire and fire staff due to peak business needs, you may be incurring large fees due to accidental continuance of pay after termination, and or some employees may remain in possession of intellectual property and real physical assets when they should otherwise be retrieved.
Implementing an on-premise solution that can be designed to emulate your processes, track your documents whether they’re originating from paper or completed online electronic forms to automate and track the entire employee lifecycle process – is the answer. Connecting all the key players involved (internal staff required for approvals etc., new and exiting employees) which can interact and be notified by a single solution will bring real value and savings.
We propose an Intelligent Forms solution that will integrate your existing front office systems like your email systems, SQL databases, your existing fax server, inbound paper from the mail, complex eforms to collect meta data unique to the hiring and firing process that can be changed as your process changes over time. Licenses include TeleForm to capture and read all handprints and machine print on multi-page forms that arrive as paper, fax or PDF email attachments together with LiquidOffice to help design and control all online electronic forms for your unique hiring and firing process – complete with approvals and rule-based complex document routing to control and automate the entire processes – all for a fixed one–time license and implementation fee that won’t break the bank.
This solution can reach all the key players in the organization as the system is configured for easy online access, eliminate repetitive manual data entry and. The system will reduce time-consuming manual data entry, notify all the parties that must respond, and eliminate error-prone entries and much more.
The LiquidOffice Process Studio graphically designs the steps and interactions of your unique hiring and firing workflow detailing the triggers that will initiate next steps and internal and external notifications. Both solutions work together to process and control any document regardless of its original source and capturing all the key data you need to SQL for your post process consumption.