The Core Concept: Position vs. Employee
A traditional HR system is employee-based. This means all data (job title, salary, benefits, etc.) is tied directly to a person. When an employee leaves, all that data goes with them, leaving a blank spot that needs to be manually rebuilt for the next hire.
ActionHRM as a position-based HR system is built around the position itself. The position has a fixed set of attributes: a job description, reporting manager, salary range, and required skills. The employee is simply a person assigned to that position. This approach offers significant strategic advantages, including but not limited to:
- Hiring Made Easy: By defining a position with a pre-written job description and other requirements (including customer defined unique position identifiers), posting a job advert, finding the right candidate quickly is made easy.
- Integration to SEEK and Broadbean helps streamline the Recruitment and Applicant Tracking process
- Fully featured candidate qualification processing, electronic dialogue capture, incorporating automated notification templates, scheduling, and iCal integration.
- Onboarding Automation: Online employment contract issue and acceptance, induction checklists, asset allocation, eLearning, and other features supporting a fully featured new hire onboarding process, supported by flexible configuration options.
- Success candidate data is merged with the position data, automatically triggering workflows for training, compliance, and asset management.
- Payroll integration allows new hire data to be automatically pushed to payroll, including bi-directional push/pull updated to employee data ensuring HR & Payroll stays coordinated without data entry duplications effort & costs, also eliminating human errors.
- Instant Visibility: With a clean data org structure, org visualisations start to add real value, including depicting ‘filled’ and ‘vacant’ positions – allowing ActionHRM workflows, actions and other centralised HR data processes to guide you where you need to grow next, or assess organisational costs, allowing informed decisions to be made based on data realities at any given point in time.
- Automated Offboarding and Hiring: When offboarding an employee from a position, company assets are reclaimed, exit interviews and other process important to your organisation are easily administered via workflow driven processes:
- Like removing login access to integrated 3rd party solutions – eLearning, Other, etc).
- ActionHRM instantly recognises the position is now vacant and can begin the hiring process of full employee lifecycle data process automation.
- Dynamic Reporting: ActionHRM allows you to run reports based on positions to see salary history, department budgets, or headcount, rather than being limited to employee data.
- Skills gaps, compliance, workplace health & safety, training & development, eLearning, expenses, time sheeting and more… all covered from a position-based view, on top of the regular employee centric HR outlook.
- Skills gaps, compliance, workplace health & safety, training & development, eLearning, expenses, time sheeting and more… all covered from a position-based view, on top of the regular employee centric HR outlook.
- Data Integrity: Centralizing data on the position level reduces errors and ensures consistency when roles are filled by different people over time. More complex and robust 3rd party integrations can also be supported with ActionHRM as a position-based SaaS solution.
Conclusion: Position-based software provides the structure and scalability of a large enterprise HR department in a simple, affordable SaaS package.