While computers have revolutionised the modern office, the next frontier is software based HR management systems that actually link directly to corporate goals. According to Gary Bourke, Managing Director of Cambron Pty Ltd, the potential savings and productivity benefits are huge.
“If the 167,000 Local Government employees in Australia were managed with the help of new generation HR software, councils across Australia could save over $15 million annually in unnecessary costs,” Gary Bourke said. “This estimate is based on current user experience and only considers savings through better organised training and reduced paper flows; it doesn’t take into account the massive savings to be made through a more focused workforce.
“Lack of goal congruence is the major hidden cost for business today; Councils are most at risk because of the diversity of services they offer and the broad agendas of elected representatives.”
HR software systems of the not so distant past have been dressed up databases that relied on centralised data entry and unreliable paper flows. So why have organisations not been faster to embrace the new breed of HR software?
Previous HR software products have had a poor reputation that has effectively become a barrier to entry to more innovative solutions. They tended to concentrate on the past rather than the future, create extra work and costs rather than reduce them, were often prohibitively expensive, complex, and difficult to use.
In contrast, new generation software provides a professional framework for HR to work with senior management to add organisational value.
Data entry becomes a one step process and it is possible to link key information such as job descriptions, KPIs, appraisals, accreditation, training details and council plans. The result is that all levels of management and staff are on the same page, which improves workforce motivation and performance and reduces compliance risk.
The thing that employers and employees dislike about much of the HR software still in use and old paper based systems is that the process can be a burden rather than a benefit to the organisation. The opportunities to motivate employees and improve productivity are just not available with these systems. Other issues include mountains of files that rapidly become out of date, employee dissatisfaction caused by delays and lack of feedback, confidentiality issues and the difficulty for managers at different levels to oversee the areas for which they are responsible.
Gary Bourke said that Councils considering the use of HR and organisational development software should spend time in considering the ‘new breed’ rather than perpetuating past inefficiencies and unnecessary costs.
Before evaluating software that claims to be ‘next generation’, he recommends to:
- test it in your own workplace on your own equipment
- ask about the upgrade history
- check to ensure that it vertically integrates with your council’s
strategy and business plans - speak to other users of the product to make sure it lives up to
the supplier’s claims - make sure that management and staff that are going to use it
are not confronted with an onerous learning curve - ask the supplier to prepare a business case – if the product
along with installation, training and backup services doesn’t
save considerably more than it costs to use – forget it.
Gary Bourke gained his expertise through senior HR and finance positions across a variety of industry sectors including Local Government. He formed Cambron in 2002, with a focus on HR and organisational success.
Cambron now supplies HR and business reporting software mostly to medium and larger employers but claims it can produce saving in workplaces with as few as 10 employees.
“Every employer has slightly different needs,” Gary Bourke said. “Typically they start by accessing fairly basic aspects of our software but before long they become more sophisticated users.
“As our fees are typically based on the number of employees using the software it fits nicely with tailored rollout plans and a ROI is generally immediately apparent.”
For more information visit www.cambron.com.au or email gary.bourke@cambron.com.au
*Copy supplied by Cambron Pty Ltd
