Centizen, Inc.’s Post

🏋♂️ Level up your HR game with the best HRMS software in #Singapore! In this post, we explore the benefits of HRMS software and share the top 6 HR software options available in Singapore, complete with their key features. Discover: 🌟 How HRMS software can streamline processes, improve efficiency, and boost talent acquisition. 🌟 Key features of popular HRMS solutions like Workday, ADP, and more. 🌟 How Poss Capital can help your business finance its HRMS adoption with flexible solutions. #SMEs #HR

Dear SAP-based companies, HR departments, recruiters, CEOs, and others, Did you know that in the 21st century, millions of unemployed people cannot apply for jobs because some companies use unsuitable recruiting software? Now, in 2024, I've started searching for a job and applying through LinkedIn. At times, I receive messages indicating that a company has an HR site where I need to register and upload my CV. While walking by Lake Balaton with just my smartphone and no laptop for a few days, I tried to upload my resume. Unfortunately, due to a software bug, the HR site couldn't accept documents uploaded from my smartphone (running Android and Chrome). SAP SuccessFactors (successfactors.eu), a popular example, is used by many large companies, affecting millions of job seekers worldwide. How many HR workers lose their jobs because of these poor user experiences for visitors? Do companies really need complicated, expensive, outdated, and sluggish recruitment solutions? Let's go, small companies and startups! #sapsuccessfactors #saphr #hr #humanresources #hrsoftware #cv #resume #recruitment #enterprisesoftwares Megmondóemberek, kérem mondják meg:) Peter Balogh 🇮🇱 Tamas Banki 🇺🇦 🇭🇺🎗️

#hiring *Business Analyst - HRIS - Process Mapping - Outside IR35 (UK Remote)*, Bristol, *United Kingdom*, £500/day, fulltime #jobs #jobseekers #careers £500/day #Bristoljobs #Somersetjobs #ITCommunications #ir35 #outsideir35 #contractjobs #contracting #contractroles *Apply*: https://lnkd.in/dQjnWsV4 Our client is an international business that is in the middle of an HR Transformation Programme. Dayforce is the HRIS being implemented. As the system is going in, the business needs to adopt it and the new processes and ways of working. It needs to be the beginning of the journey for identifying and actioning everything to do with starters, leavers, and movers. We now need a Business Analyst to review these processes, provide gap analysis, improve, and complete. Project ObjectiveThe project objective is to develop a standardised, global strategy to automate the creation, update and deactivation of AD accounts for new hires, departures and employees undergoing role, department or practice changes, driven by data from Dayforce. The aim is to create a solution that will be implemented in the UK initially, with the foresight of using this as a blueprint for future implementations in additional countries using Dayforce. Additionally, the project aims to eliminate the dependency on hiring managers to inform IT of these changes by implementing a solution for automatically generating support tickets in Zendesk to address the corresponding access requirements associated with these actions (creation, modification, retention). This would not only eliminate the manual intervention but would ensure data accuracy and reduce support time, resulting in better user experience. BA responsibilities within the project: Review business processes that are impacted by the automation between Active Directory and the HR system (Dayforce)(These processes are: starters, rehires, movers between the same or different legal entities, changes to working contract e.g. promotion, terminations)Mapping of the current (as-is) processes by meeting several stakeholders within the businessMapping of future ("to-be") processes including gathering and documenting requirements of the stakeholdersGap analysis and identification of the existing bottlenecks and issues in the current processes to identify the work required for a successful delivery.Review and analysis of the existing technology to understand whether further work is required for the integration.Identify actions needing to be taken in order to achieve the project objectives.Work with stakeholder to capture, document and finalise the requirements Skills Required: Extensive Business Process Mapping experience including documenting "as is", gap analysis and "to be" processes.Experience of Stakeholder engagement, running workshops and One to ones to elicit correct information.You will have previous experience of processes for HIRS - Day

After covering "Recruitment" & "Onboarding" as part of "Hire To Retire" business processes automation, today I will discuss about next topic which is "Employee Profile". Imagine you have posted the vacancy, selected the right candidate, offer was accepted, now you want to turn this candidate into an employee. In this post, we will see some of the manual traditional methods and what are the possibilities of automation. Challenges in Traditional methods: 1. Redundant data entry if Recruitment, Onboarding and Employee Profile is not integrated. 2. Inability for Operations team to know exactly how many and when the new joiners are going to join on-premises. 3. Post Day 1, reporting to duty on time and on correct physical location. 4. Informing respective departments to activate employee like IT Dept to give email access, Security dept to give door / fingerprint / Face Device access and so on. 5. Employee have to wait for long to get systems access or tools access. 6. Various types of Document generation like Employee Contract, Declaration and so on. 7. Manual Document Archival like CV, Passport copies, certificates, offer letter, joining confirmation and so on. Possibility for Automation: 1. Have an integrated system where Recruitment is connected with Onboarding and employee activation workflow. 2. if systems are integrated, Orientation team and Operations team can receive notifications well in advance about new joiner's date. 3. During Orientation, manager can update the system with Duty reporting time, Physical work location and onboarding buddy from the team to quick start the work. 4. Once employee joins physically or sometime prior to joining, respective departments can receive email notification from system to prepare for IT Assets, Access, Joining Tool kit and so on. 5. If employee has all the needed access and tools then he can hit the floor right from day 1. 6. Document Generation tool which can allow to create and generate any document with tokens and multi-language support, it should be easy to create forms. 7. If all systems are integrated, then documents captured during Recruitment and Onboarding stages can directly move to employee profile, without any manual intervention to reupload again. Thats it regarding employee profile !!! these are some pointers to keep in mind when selecting any HRIS. #kuwait #hris #hrms #automation #projectmanagement #sap #greythr #oraclehcm #workday SAP Oracle Cloud HCM Workday greytHR Academy Darwinbox

Operating in a crowded HR tech market can be challenging, but it's possible for businesses both new and established to thrive. Even as dominant players like ADP, Workday, SAP SuccessFactors and Oracle command significant market share, there are strategies you can employ to grow your HR tech company and successfully compete. 🚀 Here are our top 4 tips to grow and succeed in a competitive market 👇👇👇 #hrtech #hrtechnology #worktech #hrtechgrowth #hrtechmarketing #hrtechnologyadvice #hrtechnologybusiness

#HRMS automates and streamlines the hiring process, everything from screening to hiring fresh recruits to the resignation of representatives. https://bit.ly/2Z7caff #recruitmentsoftware #ats #applicanttrackingsystem #studentmanagement #Psychometric #aptitude #hrms #crm #hiringsoftware #onlineassessment #bulkhiring

ROLE:HR Systems Architect - Workday Email:sreesakth.ss@intelitech.co.in work:remote As the HR Systems Architect, you will be responsible for designing, implementing, and maintaining Client's HR information systems. The key objective of this role is to build scalable, efficient, and user-friendly HR system solutions for Client. These are the key areas of responsibility: System Architecture Design • Lead the design and development of Client's HR systems architecture HR Systems Implementation Oversee the implementation of HR solutions from the requirements gathering and vendor selection to configuration, testing, maintenance and deployment. Depending on the scope and workload this may involve managing a team of engineers to help with the implementation or working with consultants or implementing solutions directly as required Vendor Management Mostly around the evaluation and selection of solutions based on the business requirements, tech capabilities and cost-effectiveness Ensuring vendors are meeting the expectations we expect (SLA, Performance Monitoring, etc.) Data Management and Security Define data governance policies for HR systems, ensuring compliance with regulatory requirements and best practices. Work with InfoSec and Data Protection teams to implement robust controls to ensure we protect sensitive HR information User Training and Support Develop training materials and conduct user training sessions to ensure effective utilization of HR systems by HR staff and end-users. Provide ongoing support and troubleshooting assistance for HR systems users, resolving technical issues. Process Improvement Collaborate with HR, Finance, IT and other relevant teams to identify opportunities for process improvements and system enhancements that relate to the HR system or the end user HR journey In the short term, the remit is to swiftly acclimate to Client's existing HR solutions and processes and then leveraging expertise from research company to facilitate the evaluation, consultation and eventual selection of our future HR system(s) for the merged research + CPS organization. Here are the key short-term tasks: 1. Familiarization with Existing HR Solutions: Quickly familiarize oneself with Client's current HR systems, including Sage People, Greenhouse, Absorb LMS, and Clear Review. 2. Understanding of Existing HR Processes and Policies: Gain a comprehensive understanding of existing HR processes and policies to identify areas for improvement and integration. 3. Consultation on Future HR Systems: Utilize knowledge gain from client's (in points 1 and 2) and previous knowledge and experience to provide valuable insights and recommendations for the optimal HR systems strategy. 4. Collaboration on Transition Plans: Collaborate with HR and IT teams to develop comprehensive transition plans for exit, specifically focusing on HR systems and underlying dependencies.

Dive into our latest article to learn how to choose the best HRMS software for your company and ensure you make an informed decision. Read more to make the best choice for your business! https://lnkd.in/gZZAsrmb #HRMS #HumanResourceManagement #HRSoftware #BusinessEfficiency #EmployeeManagement #OrganizationalEfficiency #ERPSoftware #HRTech #BusinessSolutions #SoftwareSelection #HRTrends #HRMSSelection

Top 10 Tips to Implement HRMS Software In this particular blog post, we will explore the top 10 tips for successfully implementing HRMS software, shedding light on how this robust technology can revolutionize your business. https://lnkd.in/gHkh8x-k #HRMS #SoftwareImplementation #HRtech #HumanResources #BusinessTech #DigitalTransformation #WorkplaceEfficiency #HRManagement #TechTips #SoftwareIntegration

🚀 Exciting News: Launching SuccessDay Interim - Your Go-to Partner for HRIT Support! 🌐 We are thrilled to announce the official launch of SuccessDay Interim, a dedicated arm of SuccessDay committed to providing unparalleled HRIT support. As the demand for specialized skills in the HRIT domain continues to rise, SuccessDay Interim emerges as the trusted partner for all your staffing needs. Whether you needs support on SAP SuccessFactors, Workday, Oracle Cloud HCM or Dayforce we have specialists available What Sets Us Apart? 🌟 At SuccessDay Interim, we differentiate ourselves from traditional brokers by implementing a unique approach to HRIT staffing. Our consultants are not just individuals; they are an integral part of a dynamic team of 100+ experts, each adhering to our proven methodologies. Seamless Transition and Continuity: 🔄 Worried about continuity in your projects? Fear not! Our collaborative team ensures a smooth transition when consultants require sparring or face unexpected challenges. Your projects continue seamlessly, assuring you of consistent, high-quality service. Quality Assurance at Every Step: ✔️ We take pride in our commitment to quality assurance. Every assignment undertaken by SuccessDay Interim is meticulously executed, ensuring that you receive the highest standard of HRIT support. Our consultants bring not only expertise but also a dedication to delivering excellence. Fair Rates, Long-Term Partnerships: 💼 SuccessDay Interim believes in fair and transparent business practices. Our rates are competitive, offering you value for your investment. We are not just here for a single project; we aim to establish long-term partnerships, growing and evolving with your organization's needs. Why Choose SuccessDay Interim? 🤝 - Proven methodologies - Team of 100+ dedicated consultants - Seamless project continuity - Quality assurance at every step - Fair and competitive rates - Long-term partnership commitment Embrace SuccessDay Interim as your go-to partner for all HRIT-related support, and experience a level of service that goes beyond the ordinary. For inquiries or to explore collaboration opportunities, feel free to reach out. Let's embark on a journey of success together! More information: https://lnkd.in/eQUt9ueA #successday #workday #dayforce #successfactors #oraclecloudhcm #SuccessDayInterim #HRITSupport #StaffAugmentation #Partnership #Launch #SuccessInHRIT 💼🚀