Why HR Director

1. From worker to workforce; from employee to human capital; from silo to interconnected pipeline

Organisations with a high scorecard of performance are driven by nimble, compact and performing teams motivated by generally accepted vision and properly defined goals. HRDirector delight, automate and energize your team with the power to do more

2. From democracy to productivity

​Especially in the public sector, most organisations only pay lip service to the widely accepted reality that an organisation’s employees are its most valuable asset and that if these employees are left unengaged, their full potential will never be unlocked.

Mismanagement or neglect of civil servants in public service unfortunately places needless obstacles between Ministries, Departments and Agencies of government and their goals of an efficient public service structure that delivers chummy dividends of democracy.

Without an engaged and empowered workforce, collaboratively working towards a unified goal, governments face an uphill battle on its road to success. A disengaged, demotivated, un-empowered employee who is uncertain of the overarching goals of the organisation, and how he or she fits into the organisation’s operational strategy will inevitably become a liability of wasted or inefficiently utilised man-hours.

At the opposite end of the scale an engaged and empowered workforce with optimum room to unlock capabilities, will breed congruence, inspire confidence and ultimately drive public good. HRDirector engenders productivity by facilitating the streamlined; mobilisation and management of a workforce, empowered with awareness of, and committed to the strategic objectives of world class governance systems in the delivery of best in class services to the people.

3. From payroll to fat ROHCE (Return on Human Capital Employed)

The important question in modern human resources is not how much an organisation pays its employees, but rather what return is the organisation harvesting on its investment in those employees. HRDirector is kitted with multidimensional mechanics of measurement and calibration to motivate and leverage on employed human capital competences for higher returns

4. From Turbulence to stabililty

To poach is fine, to be poached is not because when a good employee takes a walk the organisation takes a hit. At the heart of HRDirector is the ability to support, process and instil loyalty in people by implementing initiatives aimed at continually re-engaging with the workforce through recruitment best practices, long term career path (golden hand cuffs), investing in staff development, management by measurement, incentivised reward system that insulates the organisation against today’s freewheeling labour market risks

5. From planning to execution

(Planning Does Not Deliver the Results, People Do)

Defining your organisational goals and even developing a plan for their accomplishment is only a noble FIRST step on the road to organisational success. In order to align your implementation capabilities and your strategic plans, the HR department must be able to provide human capital translations of the fundamental strategic questions that underpin every organisational undertaking.

HRDirector delivers a seamless connection through HR process automation and integrated HR ecosystem.

6. From transaction to automation

The compounding reason why 7 out of 8 businesses struggle to be profitable is that they have a very archaic view on people and Human Capital Management with a focus mostly on transactional human capital process. And they are so consumed by the day to day administrative transactions that they unwittingly sidestep the strategic purpose of the HR unit.

Automated processes lay the foundation from where the HR departments can start to focus on strategic HR matters like best-in-class recruitment, performance and talent management, learning management, reward, recognition and long term employee benefit and loyalty programmes etc

HRDirector makes automation through the workflow engine effortless as the root data pertaining to organisational structures, employee job match, security layers and the link to external systems are readily available.

The amalgamation of all these factors enables organisations to transform data into up to date information that can be used for strategic decision making.

7. From risk to opportunity

More than ever before, the global economic meltdown, higher service delivery expectations, new disruptive technologies, more stringent regulatory compliance, industry changes, new legislation, social realities, and diminished mind space of employees require business leaders to focus on two things:

  • Identify and mitigate employee risks that lead to failure.
  • Empower employees to unlock capabilities that lead to success.

As technology becomes more accessible and the difference in quality of service among organisations within the same industry narrows, we believe that the greatest distinction between an organisation and its competitors is the engagement of talented workforce and empowerment of its employees. Integrated at every level of operation, HRDirector solution enables a hybrid workflow that seamlessly connects the people, process, system and the business ecosystem.

8. From Post-Mortem to agile system

Change is permanently constant! The powerful workflow engine embedded in HRDirector allows an organisation to configure and automate the most intricate transactional processes.

Because HRDirector allows employees to be directly linked to business processes, you can manage and monitor performance in real-time, responding to situations as they arise rather than being limited to adhoc post-mortem analyses of what went wrong and how!

9. From data Capturing to real time reporting

(Data can Distract; Information creates Wealth)

Once HRDirector is implemented it provides immediate access to accurate, up-to-date information, not just data.

The HRDirector reporting/analytics engine permits the generation of a number of analytical report types, such as:

  • Standard Reports: Generate key reports, such as employment equity (comparative analysis), work/schedule profiles, workforce productivity, staffing reports, skills report, etc.
  • Statutory Reports: Generate reports that are statutorily required, while demanding little or no effort invested in report generation.
  • Dynamic Reports: End users can, according to their user rights, develop customised reports by selecting the required parameters/filters and generating information which can then be exported to Excel or PDF for review and/or sharing.
  • Enterprise-Class Business-Intelligence: Cloud Analytics in HRDirector facilitates the use of any modern BI tool to be used on top of the HRDirector data warehouse for various additional BI requirements.

10. From desktop to mobile access

There is no point in having comprehensive Human Capital Solution available if the interface is counter-intuitive, the information is location limited (locked in cabinets) and the system is inaccessible. That is why HRDirector has been designed with simplicity and user-friendliness in mind with the following key landmarks:

  • Cloud-Based: HRDirector has been developed as a Cloud/Web-based Solution.
  • Mobile: The advent of Smartphones and Tablet computers has enabled Managers and Employees alike to have far more accessibility and flexibility than they used to. Work does not begin and end at the desk and some staff members might require access to business processes or employee information on the move. HRDirector is fully cross-browser compatible and can be accessed from most smartphones and tablet devices in addition to PCs and laptops.
  • Compatible API (Web-Service) Integration: HRDirector is compatible with most modern technology solutions, ensuring a seamless integration with most third party ERPs and applications in Accounting, CRM, Payroll etc.

11. Performance Appraisal Re-Appraised

By using a set of pre-defined optimal KPI/KPA profiles as the yardstick for all of its employee performance appraisals, HRDirector users are able to remove much of the subjectivities that plague their conventional appraisal methods. Instead of standing in subjective judgement over an individual’s performance, Supervisors now acting as objective observers use a standard scale to assess how often each member of staff  behaves like the ‘master profile’- occasionally, sometimes, frequently or regularly.

The result? – a far more acceptable, balanced and transformative performance evaluation, reward and motivation mechanics.