|
More
Payroll, HR management and benefits administration for small to large companies worldwide
With HR Access at its side, Algérie Telecom places Human Resources at the centre of its commercial business strategy.
Within the context of its transformation from a historic public service operator to a commercial player offering a service to its customers, Algérie Telecom is relying heavily on its human assets to construct its new identity. Its HR Access-based HRIS is backing up this evolution by facilitating the decentralisation of this function.
Substantial time saving in processing wages and the training plan
“At present, around 320 people within Algérie Telecom use HR Access on a daily basis for the
administrative and events management, training, and salaries of the staff, almost 100% of whom have opted for private status. The HRIS fulfils its federative role perfectly within the overall Information System. Its power, automation features, and real-time integration with the financial and accounting management systems translate into decentralised issuing the group’s 24,000 payslips – taking from one to just a few hours, depending on the site,” continues Mokhtar Missoumi.
CIH selects HR Access to capitalise on staff with high potential to support its strategic five-year development plan.
CIH has chosen the HR services provided by HR Access as one of the cornerstones of its five-year development plan, which aims to double its number of branches and customers and broaden its range of banking products and services. The objective is to identify, recruit and train more sales-oriented executives.
If it is to develop this priority area, it is essential that CIH is able to rely on a powerful HR information system. In 1999, looking ahead to the Y2K switchover, CIH chose HR Access because of its well-established customer base in Morocco and its responsiveness. In early 2007, however, only the payroll system was still operational, as all the HR management functions had been suspended as a result of the financial difficulties encountered.
Historically a specialist in property loans and as a result a preferred partner of the Moroccan public authorities in relation to social housing policy, CIH today offers general banking services for families and is a leader in financing for housing and property development.
www.cih.co.ma
HR Access supports the Catharina hospital with decentralized HR management
The Catharina hospital in Eindhoven in the Netherlands wanted to implement a new personnel management system to provide optimal support to managers to fulfill their role as people manager by giving them on demand access to information about their direct reports.
After an exhaustive selection procedure, Raet's HR Access was chosen: a flexible solution for strategic HR management. The new system allows managers via a Manager Self-Service module to access and update personal information about their direct reports and to initiate personnel actions without pushing paper.
RAET
Leader in the Netherlands with a 35 percent market share, Raet supplies outsourced solutions and services for payroll applications, as well as a full HRM solution in partnership with HR Access. Backed by 40 years experience, Raet now employs 550 people, manages payroll for 2 million employees and has more than 3,000 Dutch customers of every size and in every business sector.
Feu Vert’s auto-centre network selects HR Access services and solutions to manage 1,500 employees.
Feu Vert’s auto-centre network, a leader and pioneer in the Spanish market for vehicle maintenance, on-the-spot mechanical services and the sale and installation of automobile accessories, has hired the services of HR Access to manage, support, develop and improve the personnel administration and payroll services of its 1,500 employees in Spain.
Feu Vert has more than 375 Auto-centres in Europe and more than 4,200 professionals providing services to motorists. More than 30 years’ experience in the market of automobile maintenance have made it the leading company in this sector, both in terms of sales volume and the number of outlets and employees.
Target: By outsourcing the management of personnel and payroll applications, Feu Vert will be able to rationalise and eliminate non-strategic processes relating to the business, while maintaining full control of staff management at all times.
GEFCO banks on HR Access to turn its human capital into gold
Gefco has restructured itself into an international group to support growth and improve control over its HR procedures as these give a competitive edge on the logistics market. A key part of the restructuring is an international HRIS based on HR Access. It includes Manager and Employee Self-service modules to promote the adoption of good practices, mobility and individual performance.
As the company moved closer to the 10 000-employee mark, when a company ceases to be a mediumsized enterprise and joins the ranks of bigger players, Gefco decided to rethink its organisation", explains Sébastien Buffault, Gefco's HRIS manager. “The objective was to support our growth and respond better to new market trends.” Initially deployed in France, the Global HRIS is now up and running in 20 countries.
Created in 1949 at the initiative of Automobiles Peugeot, Gefco currently ranks in the top 10 of the Europe's leading transport and logistics firms. A wholly owned subsidiary of PSA, the group employs almost 10.000 persons in its 23 international subsidiaries and manages 60 000 vehicle movements per day in 80 countries.
Issue, solution and benefits
The issue for Groupe Immobilière 3F (I3F)
- Provide routine support for line managers – particularly for recruitment management.
- Increase the effectiveness of the recruitment process, to make it faster and more thorough in a context where the HR department is centralized in the head office and the employees are spread out across the country.
The solution
- Supplement the HR Access SHR software package (with its Payroll, Personnel administration and T&A modules already operational) by implementing Self-Service functionalities that can be accessed directly by HR managers, line managers and their employees.
- Handle the entire recruitment process in HR Access by deploying Self-Service.
The benefits
- Save time and improve the recruitment process (200 to 250 hires on average per year) thanks to a uniform system providing a structured approach across the company. The module identifies those in charge of the process, provides information on the tasks to be done, helps meet deadlines and improve response times.
- Reduce the average time needed to approve a recruitment need (now timed at 48 hours!)
- Staffing requests more traceable and transparent via workflow - from the moment a need is established right through to the employee's integration at the end of the probationary period.
- Share information while respecting data security and integrity.
1 2 
HR Access gestisce circa 2300 clienti in 54 paesi. Attualmente, più di 10 milioni di dipendenti e pensionati in tutto il mondo vengono gestiti con le soluzioni HR Access.
HR Access in Italia annovera clienti di grande rilievo in molti settori, come: Automobile Club Italiano, Banca Fideuram, Banca Popolare di Milano, Gruppo Cassa di Risparmio di Parma e Piacenza, CSE, Global Value, Gruppo PAM, Regione Lombardia, Reale Mutua Assicurazioni, CONI, IBM...