With over 1,000 employees, the HR department faces increased administration. Employee records grow in size, complex salary procedures grow complicated, attendance is sourced from multiple locations, and leave management, recruitment and appraisals all require ongoing consistency. Disparate spreadsheets and paper processes can make even basic HR administration daunting.
HR WORKS is appropriate for small to large organisations, and DLI-IT have indicated that they have worked with multi-site and multi-national organisations managing between 10 and over 50,000 workplaces in 35 countries, so this need to scale up is a key consideration.
Why Large Enterprises Need Scalable HR Systems
The more people you have, the more you have to manage. A company with over 1000 employees will also generally have: more locations, more types of jobs, more departments, more reporting relationships and more HR transactions.
One change to an employee can affect a variety of processes. A new Employee or a change to an employee’s details can cause changes to the following:
- Personnel information
- Salary information
- Reporting relationships
- Performance information
If these processes are handled by different systems, then the HR employee may have to input data repeatedly. This can create additional administrative work and thus provide scope for inconsistency in the records.
A single HR system that offers a single repository of workforce data. An information management solution is provided for a defined group of users by the offering of access to a variety of HR services and the removal of duplication.
Centralised Employee Information
Big organisations need precise records for their employees; the HR Department can perform thousands of individual transactions every year. Core people management provides a basic structure for the storage of employee information.
The centralised system enables authorised HR users to run employee records, without having thousands of spreadsheets or sets of lone files. Changes will be managed through standard processes and with central control, hence providing consistency.
This is especially relevant where an organisation’s workforce is physically dispersed across different functions or locations. HR teams can hold workforce information on a single system, while still supporting the organisational arrangements required by the business.
Payroll Management at Enterprise Scale
When the number of employees increases, the payroll will be complicated because the management has to make several payrolls for the same pay period, which contain wages, allowances, OT hours, deductions, leave records, etc.
Payroll and Leave modules are the other core modules of HR WORKS. DLI-IT also provides the payroll module for salary processing, salary revisions, excess payments, deductions, full and final settlement and payroll reports.
In fact, larger organisations realise more than just faster processing when it comes to using payroll software. The flow of data from attendance, leave, and payroll is more consistent and can eliminate double data entry and make payroll checking a lot easier.
However, they should still go through the approval & verification process as it is. While automation can be beneficial to payroll teams, governance and people factors are still important.
Managing Attendance Across Large Workforces
The administration of employee attendance can be a complex matter where employees operate across several departments, shift patterns, geographical locations or work areas.
Attendance can be captured through biometric machines or through various other attendance related IT/Computers for bigger organisations. HR software can be configured to integrate biometric attendance systems (finger-, face-, iris-, etc .-based), and attendance-related ITs. DLI-IT also mentions capturing attendance using mobile attendance, with geofencing.
This can provide HR teams with more structured attendance data, and it can then be further used to bring time data back into other workforce processes.
For organisations with thousands of staff, there may be advantages in having the ability to collect attendance data on a regular basis, for example when it comes to producing a payroll, understanding absenteeism patterns, or collecting data on various working arrangements.
Employee Self-Service Reduces HR Administration
It may also happen that the HR department of a company with more than 1000 employees can receive a big flow of requests for standard administration purposes (leave, check payslip, check time attendance, claims).
Employee self-service can bring routine activities closer to the employee, where they belong, instead of an HR staff member asking an employee to take certain actions and then executing them by hand; it can be self-executed through a portal or a mobile application.
Based on DLI-IT, the mobile application functions are leave application & approval, Attendance/time management and Employee claims.
This should allow HR teams to take less time responding to unnecessary admin-related questions and more time on planning, engagement and other organisational goals.
Recruitment and Onboarding for Growing Organisations
More companies have a higher volume of hiring needs, particularly larger organisations or those with multiple business units, or experiencing rapid growth.
Recruiting management is used to help HR teams keep control of candidate information and recruitment processes. Post-recruiting, onboarding management is used for a more structured induction to the role.
Conclusion
For HRIS, there is a requirement to manage the details of a significantly sized workforce, greater than a thousand, without increasing the bureaucratic burden that already exists. It has to manage the details about employees, their records, recruitment, induction, attendance, payroll, leave, timesheet, performance and learning efficiently.
The HR system combines its functions through a set of HR modules designed for companies of different sizes. For DLI-IT, the system has been implemented and used in a group of 20 employees up to 50,000 employees, hinting that it can scale up to bigger companies.
The initial thing which needs to be thought about when looking for HR software Dubai solutions is the type of system which will fit into the organisation’s structure, working style and future requirements. Technology should be the most effective way to handle the workforce and enable the employees, managers and hr to have the right data available.
Author’s Bio
The author is an expert in understanding and decoding HR software Dubai and related tools. He is also an expert in HRMS, payroll, employee management, time and attendance technology and digitalising the workplace. His enormous experience and ability to research help provide meaningful content for businesses to understand.
FAQs
Can HR systems support organisations with more than 1,000 employees?
The Human Resource systems depend on the size of the staff; some are small staff from 20 employees to very big ones (more than 50,000 employees distributed in some countries); however, the organisation must verify the technical and operational specifications.
Can large enterprises connect attendance with payroll?
Attendance and Payroll-related modules are a part of the HR system, yet DLI-IT covers the connectivity to biometric attendance systems also. This may provide for a smoother flow of Workforce data.
Do HR Systems offer employee self-service?
Yes, it is. DLI-IT has employee self-services in modules of the platform. The mobile application also provides some employee self-services like leave application, employee claims and attendance.
Can the platform support project-based employees?
An HR system of a company has a project timesheet that may be used to record the time spent by employees on a project to assist in workforce and project management.
Does the system support learning and development?
Yes. Learning and development is included in HR system modules. DLI-IT will define functions for training requests, approval, budget and assessment.
What should a large company check before adopting HR software?
Prior to selecting a single enterprise HR platform, it is necessary to become familiar with its scalability, modules, data migration, integrations, security, reporting, employee acceptance, implementation support and post-production support.