Tag: Human Resources
Management Payroll
You either manually update general ledger accounts with payroll information or are using some type of export from one system and import into your financial system. Whoever does this uses a process that takes too much time. The cost associated with this process is high, and it causes inconsistency between systems or errors. You do not have a system to manage HR processes, such as recruitment/applicant tracking. Your HR and Payroll systems are either integrated, or if not, it takes too much time to reenter shared data. You have inconsistencies, and too much time is spent trying to reconcile and…
Read More »Poor Hiring Decisions
You manually track resumes and applications. The amount you receive makes it take too long to review them and look back for information amongst applicants. The hiring manager’s method of getting the information he/she needs is inefficient. You cannot generate enough different kinds of reports today. There are some that you’d like to generate but can’t. It would help to have reports on how many interviews a candidate went through and see notes from the interviews, source of the candidates (newspaper, referral, etc.), and reports that show skills of internal employees who may be candidates. You are unable to answer…
Read More »Time to Manage the Recruiting Process and Fill Open Requisitions
Posted by AJ Amjad Khanmohamed
— September 27, 2017
in Time to Manage the Recruiting Process and Fill Open Requisitions
You have too many open positions per year. Your method of keeping track of open positions is inefficient, and you receive too many resumes and/or applications in a day/week/month to effectively track them manually. You either track/file/store them electronically or as hard copies, but it still takes too much time to look back for information on applicants/applications you’ve already received and/or interviewed. You cannot generate enough different kinds of reports today. There are some that you’d like to generate but can’t. It would help to have reports on open positions, the number of applications received during a certain timeframe, the…
Read More »Unable to Maximize Technician Productivity
It is difficult getting customer information. You cannot get service history. You use multiple systems, but they are not integrated and it takes too much time to get all the information. Problems are sometimes misdiagnosed, creating negative results. You manually schedule and track service calls. Calls get lost sometimes, there are delayed responses, the wrong service gets requested sometimes, and technicians have performed the wrong service with negative results. It is challenging to schedule the appropriate technician. This requires the service manager or dispatcher to know the skill level and experience of each technician, and the way they determine the…
Read More »Low Employee Morale/Retention
Poor hiring decisions result in the wrong person for the job. That is frustrating for the employee, and as a result, employees leave and are let go often for various reasons. You have a certain number of employees to keep track of, but you do not track employee skills, training, and certifications in a central place. You do not have development opportunities defined for ongoing learning, and you do not know where your skill strengths or gaps are. If a new manager came in, or if there was an organizational restructuring, it would be difficult to understand the skills of…
Read More »High Costs to Manage HR
It is costly to manage the recruitment process. You manually track resumes and applications, but there are many and it takes too much time to review them and look back for information amongst applicants. It is too difficult to match skill sets with job requisitions, and the way the hiring manager gets the information he/she needs is inefficient. There is too much time and too many costs associated with the process you use today. The process for entering/tracking information when an applicant becomes an employee is inefficient. You have to reenter information into another system, and this takes too much…
Read More »Compliance Issues
You have to do compliance reporting, OSHA 300/301, VETS 100, and COBRA Notification Letters. Your method of tracking this is inefficient. It is difficult to produce required information upon request, and you need to generate different kinds of reports today. You are unable to answer questions quickly upon request, based on accurate and concrete data. It takes too long to access and compile that information. You manually track resumes and applications, but you receive many and it takes too much time to review them and look back for information amongst applicants. It is too difficult to match skill sets with…
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