Construction management software hr is the process designed and developed a system of culture to support business automation of professional personnel such as recruitment, timekeeping, payroll, records management, performance reviews, training. This process includes analysis of business requirements, design features, fit, programming, system deployment operation. The goal is to help optimize processes, hr management, reduce errors and enhance effective decision-making based on data.
In the development process, every business form management system, personnel bring own peculiarities from the organization of work, management model, to the remuneration policy, evaluation and training. However, the hr software package available on the market usually only support the processes, downloads, custom difficulty flexible according to the specific needs of each organization. This made many businesses fall into the status of “just use the medium patch”, i.e. still have to handle many services in addition to the system or software discrete.
In particular, with the business having growth fast operation, multi-branch or process personnel management complex (such as the ca flexibility, wage according to KPI, clocking outside the company...), the construction management software hr customize not only help standardize, automate processes, but also create competitive advantage pronounced in operation.
1. Construction management software hr select Saas or onpremise?
Construction management software is design process developing a software system according to individual requirements of the business in order to support management of the entire lifecycle of hr from recruitment, reception, timekeeping, payroll, capacity assessment to training and staff development.
Other than the purchase of software, HRM packaging, business when choosing building management system, personnel private will have comprehensive control of functions, data structures, user interface, with the ability to integrate with other systems (e.g., ERP, CRM, accounting, manufacturing...).
Illustrative example: A logistics company operates 24/7 with hundreds of employees at the warehouse, station, logistics, software requirements HR must integrate directly with fingerprint machine at the warehouse at the same time, wage according to the number of deliveries and time do more actual hours. In this case, the software package is not flexible enough to handle the math attendance – payroll peculiarities. The construction of hr software according to the process deployment own business will help to ensure the accuracy transparent optimal operating costs.
To help businesses make the right decision, below is a comparison between two popular choices today: self-built system of management personnel according to the peculiarities of internal and use the software HRM packaging available in the market.
| Criteria | Software available (packed) | Construction management software personnel private |
| Initial cost | Lower, pay per pack or subscription | Higher initial investment greater than |
| Deployment time | Fast (a few weeks to 2 months) | Longer (3-6 months or as module) |
| Customized according to internal procedures | Limited (to be adapted by software) | High flexibility, in accordance with the business |
| The ability to integrate other systems | Often limited, depends supplier | Customized according to the needs, proactive, integrated |
| Security control data | Dependent supply unit | Active control of the entire data |
| The cost of long-term | May arise free upgrade, users | There are maintenance costs, but better control |
| Expand and upgrade | Limit if beyond structure available | Easy to upgrade according to the stage of development of DN |
When should select software available?
- Small business, less particular requirements
- Need solution fast, user is right
- No staff operate technology internal
When should select building management system, personnel private?
- Medium and large business can process complex personnel
- Want to sync the entire operation from hr to finance, accounting
- Orientation digitized deep, long-term, active control technology
In summary, the active construction investment management software hr is a strategic choice, not only to solve intrinsic but also support business acceleration converter of in a manner consistent with the peculiarities development orientation of its own.
2. When business should consider building software management personnel private?
Not well enterprises need or in accordance with the construction management software, personnel private right from the start. However, in some cases, certain it was a strategic choice to help businesses enhance operational efficiency, internal controls, optimal long-term cost. Here are the signs clearly shows the organization should consider seriously this embodiment.
2.1. Enterprise-scale hr big or growing fast
When the business expanded scale on 200 personnel and constantly recruiting new, the management of records, timekeeping, payroll, or performance reviews, according to the method manually or by using the tools of discrete'll quickly become overwhelmed. In this case, the building management system, hr is exclusively designed according to the structure, organization, industry, the pace of development will help stabilize the hr system, reduce errors, saving considerable time.
2.2. Business has many hr processes peculiarities
If businesses are adopting the forms of the wage as complex as calculated by the ca as flexibility, performance, KPI used parts, or have the policy of reward and punishment, separate internal it software packages are often not responsive enough. Deployment process hr software custom will allow construction business functions in the correct logic operation, no need to “break” the process to fit the software available.
2.3. Have been using the software market, but still have to handle crafts more professional
This situation is common in many businesses are using software HRM packing. The still have to use Excel to aggregate the data processing, from many source or input from another system shows the current software has comprehensive support. Construction management software personnel private can be solved thoroughly to the point of clogging this through the integration of multi-system optimization process an intentional way.
2.4. Need data control personnel at a high level
With the business activities in sensitive areas (banking, finance, technology,...), then security requirements data control personnel is paramount. The autonomous system help businesses avoid depending on supply-side flexibility in the allocation of rights, encryption, access control.
2.5. Businesses have the internal capacity or development partners prestigious
A necessary condition to build software systems private is to have a team of internal enough to understand business or find partners to develop charisma, have experience in implementing software HRM for organizations similar. So, the new development process to ensure the progress, quality and cost reasonable investment.
3. Practical benefits when building software personnel management exclusively for business
Not only are alternative solutions, packaged software, building management system, personnel private bring more business value to the fact all of commissioning, strategy and finance. Here are the benefits typical.
- Flexibly customized according to internal procedures: Every business has a process in hrm different from the way the reception staff new browser application for leave to policy promotion. Software hr self-development allows businesses to reshape the processes by properly operating current, and easily adjusted when there are changes in the structure or business-oriented remove barriers “to change the process to fit the software”.
- Enhance operational efficiency, the hr department: The manipulation craft as aggregated tables, enter data, calculate salary, send email notification... can all be automated in the system. Not only helps reduce the workload repeat but also increase accuracy, save processing time, minimize the risk of errors.
- Optimal staffing costs indirect: Although the cost of the initial investment may be higher than packaged software, but in the long run, the business will save many expenses such as rent in addition to processing data, the cost of additional software or duration indirect labor is wasted for the job is repeated. The process of hr software is suitable help ensure system operation stability, efficiency right from the early stages.
- Control data security personnel: Data on salaries, personal records, labor contracts, or the process of capacity assessment is sensitive information. The active system manager software helps enterprises to tightly control access, backup, and distribution rights, the user avoids risks of data leakage from the Tuesday or by the internal consciousness.
- Possibility of flexible integration with other systems: A system of personnel private can easily connect to other platforms such as ERP, CRM, accounting, or reporting system, internal (BI). This helps to create an eco-system data consistency, support management, comprehensive business, from operations to finance – hr.
4. The steps in the process of construction management software hr
A software to manage hr effectively can not only be built based on the idea in general, but must be deployed in a clear route to match the particular organization. Below is the process of implementing hr software according to the specific step by step, to help businesses not only have an operating system stable, but also optimal performance and value long-term investments.
Step 1. Needs analysis, internal peculiarities hr management
Before embarking on programming or select technology, the core is to understand the actual demand from within the organization. Each department, each level of management have their own requirements in the use of software: from attendance management, flexibility, monitor the process of the trial, to evaluate the performance or handling personnel records.
This is the stage enterprises should organize interviews, internal survey or workshop between departments to:
- Gather business requirements for a system
- Determine which are priority issues to solve: Is shorten the duration payroll? Reduce errors when updating records? Or increase the ability to monitor KPI?
For example: A distribution company consumer goods often have staff move between areas will need integrated system of timekeeping with GPS and orders from online instead of the paper or shift fixed.
Step 2. Solution design, system architecture
After having enough information, the next step is turning needs into a solution. This is when the organization should clearly describe the software will operate how: the main function, the relationship between the parts, any data is stored, who has access.
Specifically, should clarify the following contents:
- User interface (UI): Yes easy to use, friendly for both staff and management not?
- Processing flow of work: For example, process your application, please stay away from staff → direct management → personnel?
- Data structure: The market of information storage needs, for example, code personnel, contract information, task time...
- Authorized users: Each user group (HR, management, staff) need to have the right to view/edit different to ensure confidentiality.
The design right from the beginning will help the business avoid the status of “draw and then to” edit, save considerable cost – time.
Step 3. Technology selection and development partners
Not every enterprise is also available technology team to build hr software, so that the selected development partners play a key role. A suitable partner need to meet the following criteria:
- Learn in depth about hrm, not just good technique
- Experienced deploy for enterprises in the same industry or the same scale
- Use technology platform open, easy to upgrade to integrated
For example, if the business is using software private accounting system, HRM should be capable of connecting to automatic data synchronization salary and tax avoid entering data twice.
Step 4. Planning to deploy each stage (the module)
Instead of trying to build the entire system in a business should split the process of implementation of each stage clear – called deployment by module. This approach helps to better control the tempo, easy to adjust, ensure each part works stable before extending.
Usually, can deploy according to the following sequence:
- Records management personnel (HR Profile)
- Attendance – payroll
- Recruitment – Onboarding
- Training – development
- Rated capacity – KPI
The priority module before depends on the level of urgency of each issue intrinsic, for example if businesses are losing too much processing time table – wage, you should start from the attendance – payroll.
Step 5. Training testing (UAT – User Acceptance Test)
This is the indispensable step to ensure the software when put into actual operation will not cause any difficulties for users. Need to organize training for each role:
- Staff: use the system to quit, update information
- Management: approval of the proposed tracking report
- Hr: operate, adjust, export reports
In parallel with training is testing with real data, often called stage UAT. Business should enter the test part real data to check the accuracy: from attendance to payroll or export feature synthesis report.
Step 6. Official implementation, maintenance and upgrades
After the system has been tested successfully, businesses began to move on to stage official implementation. However, it is important not to stop at the “put to use” which must maintain the mechanisms for effective follow-up after deployment: the processing time jobs have decreased? Error rates are lower? Employees have positive feedback?
In addition, there should be maintenance plan upgrade periodically, because the personnel policy, the law or organizational models can change over time. A flexible system, easy to upgrade will help the business maintain the long-term stability.
A process implementing hr software, it will help the business ensure both stable operation, just open platform to develop hr strategies long term.
5. Criteria in choosing a partner build software personnel management, reputation
The construction management software, hr project is a long-term investment requires not only technological capacity but also deep understanding of business, personnel and operation of the business. Therefore, the selection of implementation partner play a decisive role to the quality of efficiency, sustainability of the system.
Here are the important criteria to help businesses choose the right partner in software development staffing match:
5.1. Have experience in implementing practical in diverse industry
A partner has ever deployed software HRM for the business in many fields (production, logistics, finance, retail, etc.) will have an advantage in the suggested model, operating, warning of potential risks and shorten the time to clarify requirements. Practical experience is the key element to ensure the software build out in accordance with process management, internal peculiarities industry.
For example, A retail business, there are hundreds of seasonal staff at many point of sale different'll need partner understand the mechanism of flexible attendance and payroll in ca fracture, not everyone deployed get this model efficiently.
5.2. There is a team of business analytics personnel post
Many projects fail not because of technical errors, which due to wrong or not clarify the actual business. A professional partner need to have Business Analyst (analyst professional) understanding personnel can work directly with the department within a business to “translate” the actual requirements of the logic software.
This is especially important in the process of implementing hr software because the system HRM involves a lot of parts such as administrative, accounting, middle managers and employees use every day.
5.3. Have the capacity, maintenance, upgrades, and the long-term
Software personnel management, not products “deploy once and done”. Labor laws change, business model tuning, business merger or expand branches, all the elements that require the system needs to be updated regularly. Therefore, reputable partners, to have maintenance service, technical support, clear, committed companion for at least 3-5 years after deployment.
Business should also request the record is committed SLA (Service Level Agreement) with criteria such as response time breakdown, troubleshooting time, upgrade policy.
5.4. Ensure commitment to data security
Hr data contain more sensitive information, such as salaries, contracts, internal evaluation, personal information. Choosing partners need to put high standards on privacy policy, including:
- Mechanism of access data
- Commitment not share your information for Tuesday
- Infrastructure secure storage (on-premise or cloud security)
- Contract legal clarity about responsibility when an incident occurs
In the context of business increasingly focus on optimizing resources, experience of personnel, Lac Viet SureHCS stand out as a software solution, personnel management, comprehensive allows flexible deployment according to the model, packing or customized according to individual requirements. With more than 20 years with many large organizations, SureHCS not only provides platform technology firm that also owns the expert team, deep understanding of professional personnel in Vietnam. In particular, the system allows on-premise deployment, easy integration with existing software is designed according to the process for software deployment, hr, it, in accordance with the characteristics each enterprise.
CONVERT THE NUMBER OF PERSONNEL WITH COMPREHENSIVE LAC VIET SUREHCS
LV SureHCS is the solution in hrm comprehensive (HRM) is developed by Lac Viet from 1998, now serves more than 1,000 businesses in Vietnam with international standards such as CMMI Level 3, ISO 9001:2015 and ISO 27001:2013. Platform help of optimized every aspect from recruitment to employment, improve the experience of staff and effective management of resources.
Feature highlights:
- Candidate Pool AI + AI Resume: automatic dissection CV any format, search for suitable candidates instant, a 70% increase quality, reduce recruitment time significantly
- Timekeeping software – payroll – C&B auto: integrated benefits, overtime, insurance, export report, payslip correct for business scale up to 10,000 employees
- Experience hr – wallet reward – ranking behavior – survey periodically: internal management, honor, mounted staff in real time.
- Assessment and capacity development: KPI/OKR flexibility, feedback 360°, the proposed route train personalization according to the evaluation results
- Internal training & LMS integrated AI: learning anytime, anywhere, content management, multi-modal with personalization from AI
- Dashboard BI + AI Advisor: real-time reports, suggestions leadership decisions based on data resources.
INTEGRATED AI ACCELERATION CONVERTER OF PERSONNEL
Lac Viet has officially launched The 3 AI assistant hr deeply integrated into the LV SureHCS including LV-AI.Docs, LV‑AI.Resume and LV‑AI.Help to automate the task administration, standardized data enhanced experience personnel
- LV‑AI.Docs: automatic dissection transfer data from documents such as CCCD, windows, SOCIAL insurance, by level of digital records, standardized
- LV‑AI.Resume: analysis of CV auto, construction, candidate profile, find people with the right criteria by prompt intelligent data mining candidate pool efficiency
- LV‑AI.Help: chatbot internal support, answer questions HR 24/7 access form process quick contextual user
TYPICAL CUSTOMERS ARE DEPLOYING LV SUREHCS
- Coca-Cola Vietnam: System deployment LV SureHCS to digitize comprehensive human resource management group has standardized the data, the optimal operating HR according to international model.
- Textile company Success (TCM): Application LV SureHCS to manage hr, payroll, benefits, timekeeping and capacity profile for nearly 5,000 employees across 5 areas of activity – from textiles and fashion to real estate.
- Total company air Port, Vietnam (ACV): Choose to trust LV SureHCS to operate the system large-scale personnel with over 10,000 employees, 24 subdivisions, solved the problem of complex business of modeling state-owned companies.
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BUSINESS IS WHAT WHEN DEPLOYING SOFTWARE LAC VIET SUREHCS?
- Comprehensive solutions from A‑Z cover the entire process of HR from recruitment, profile, attendance, payroll, benefits, training, reviews, experience staff
- Highly customizable & flexible connection to suit any scale, industry, easy to connect with ERP, finance, office of chemical
- Save cost & performance enhancement help to lose 40-60% of the cost of operating personnel, retain talent, improve the work efficiency
CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: [email protected] | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Phu Nhuan, ho chi minh CITY.CITY
The construction management software, hr is not merely applying technology to operate but also the transformation strategy in the way businesses perceive and exploit human resources. If deployed in the right direction, the software not only helps reduce the load administrative work but also create a platform for data transparency, boosting performance while enhancing mounted develop internal talent.
Whatever the choice of software package or build the system according to the requirements the most important thing is still to be developed from practical problems of the organization, choosing the right partner to have a roadmap for deploying clear.
If your business is looking for a staffing solution, smart, flexible, long-term development, consider experimenting or get free advice from the experts Lac Viet SureHCS the platform is designed to grow with your organization.
- Sign up demo free consultation with experts at here
- Download brochure solution SureHCS – building management system hr suitable for you
