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Organizations globally are having to deal with an overwhelming number of human resource processes in order to manage manpower. Hence, there has never been a better time than now to implement human capital management software.

Why Should Your Business Work with Human Capital Management Software?

Let’s take a look at the reasons why your business should definitely integrate the HCM software within your organizational process architecture.

1. Workforce Planning

When it comes to managing the company’s workforce, having human capital management software certainly streamlines the needs of the entire business. For instance, the process can be designed and developed to allow senior managers to model workforce needs depending on any changes in the overall organizational strategy.

2. Performance and Competence Management

HCM is a great software that helps the human resources team to automate processes and systems to store employee feedback, assessments, and performance reviews in a centralised space. This helps to minimize the overall time taken to complete these tasks manually and gives easy access to stakeholders to all performance and competence related information on the employees 24x7 via the performance management system in the HCM platform.

3. Compensation Planning and Strategy

A core benefit of implementing human capital management software is to monitor and track employee salary and performance information. This data, in turn, can be evaluated and analysed to generate insights and reports as per the requirement of the human resources department. For instance, if an HR Manager wants to get an overview of the compensation expenses of the company in several ways, the data from a centralized space can be used to formulate a report that can determine the compensation strategy of the company going forward.

4. Time and Cost Management

With the HCM software, the process of manually submitting timesheet and expense claims by employees are a thing of the past. The human capital management software allows employees to directly upload timesheets and requests for expense claims on the platform. The reporting managers generally get a notification and can approve or request more information through the same software.

5. Learning and Development

A robust human capital management software will support the overall learning and development strategy of the organization. The employees will receive periodic updates on the upcoming range of courses or training/learning opportunities that the company has to offer. The employees, then have the option to select the courses and training sessions that they feel are best suited to drive their professional development. The HR team can also sometimes recommend courses and training sessions for employees that are in alignment with their performance development plan with the HCM software.

6. Talent Recruitment

Talent recruitment is perhaps one of the most important features and benefits of integrating the HCM software. Not only does the platform help to identify the best suited candidates for the organizations but it also facilitates automatically generated job descriptions and posting them on various job boards across online channels. Moreover, it can go a step further and help pre-select potential candidates for interviews basis a set of screening questions.

7. Induction and Employee Onboarding

HCM comes with a predesigned induction and employee onboarding module that HR teams can access to efficiently perform all the procedures required to integrate new employees into the organization. This includes creating appointment letters, agreements, reference information templates and so on.

8. Visualization of the Organization

Human capital management software helps companies to visualize and design their overall business strategy by helping create forecasting models and scenarios of workforce management. They can also gain a comprehensive understanding of how the business can grow, for instance, by investing in perhaps increasing the number of employees or by having more targeted sessions on people management for their leaders going forward.

Final Thoughts

There is little doubt why any growing company will need to integrate human capital management software today. The benefits far outweigh any possible drawbacks of the system.

If you are convinced of the advantages of having the HCM system integrate with the existing HR processes making them more effective and efficient in the long run, then be sure to speak to MDSap today.

In the last few years, the adoption of cloud solutions has skyrocketed in the public sector. In fact, it is predicted that by 2025, several government agencies will integrate these cloud solutions to meet their core responsibilities.

Companies like SAP have been at the forefront of this transformation, introducing a range of SAP solutions for the public sector. The objective here is to reimagine business models and become service orchestrators and information brokers by adapting to a data-driven culture.

The goal, undoubtedly, is to make better-informed decisions through process optimization and put the experience of the citizen in the midst of it all.

Decoding Public Sector Cloud Solutions from SAP

SAP offers a number of cloud solutions which are customised to efficiently enhance existing processes within the public sector industry. With access to SAP solutions for the public sector, the goal for governments and public bodies to transform and digitize becomes so much more streamlined.

The platforms are developed to meet the needs of the citizens in a digitally booming economy through a range of intelligent technologies and integrated business processes. Innovation is a key ingredient of cloud solutions by SAP for the public sector that imbibe the best practices to the industry next practices.

Most importantly, cloud solutions enable cross-functional teams to experiment with new ways to create unique value for stakeholders, thus generating top-line, bottom-line, and green-line improvements.

Benefits of Integrating SAP Cloud Solutions in the Public Sector

Let’s take a look at how cloud solutions by SAP for the public sector can drive the industry towards success.

1. Prioritize Quick Scalability

Planning future scalability for the public sector can be a tough task. Irrespective of how much you plan ahead there may be triggers that may not have been accounted for.

A great example of this is the Covid-19 pandemic for which governments and public bodies were truly unprepared. An event at this scale triggered unusual spikes in user numbers and visitors on government channels and digital platforms.

Needless to say, keeping up with the spikes and balancing capacity within the cost framework was a struggle.

The migration for a cloud platform by SAP can help with the scalability requirements immensely. The solutions are designed to adapt to unprecedented and unpredictable surges in demand or dips at a manageable and flexible cost point.

2. Consider the Needs and Demands of the Public

The needs, demands and even expectations of the public can change and evolve over time. This is in perfect alignment with the architecture of how cloud solutions have been developed.

For instance, a range of SAP solutions for the public sector specially designed on the cloud ensures easy migration of projects which allows the government body to reorganise how it serves the needs of the public in its current capacity. However, it also has the potential to work and meet future demands and expectations.

While this may seem like a rudimentary consideration for any cloud solution, it can play a vital role in the public sector which can shift and grow in unplanned ways.

3. Work with Technology Partners who Constantly Evolve

SAP is a leading player in the cloud solutions arena that is constantly investing in innovation. Moreover, SAP cloud solutions are designed with a clear vision and roadmap to meet future needs and demands.

This is supported by cutting-edge knowledge and expertise of the SAP team and an infrastructure that creates the foundation for the public sector to operate and function with minimal downtimes.

Lastly, SAP designs its range of cloud services and processes from the citizens’ standpoint. This ensures that SAP cloud solutions can deliver comprehensive processes across government departments and agencies to improve customer experience.

Conclusion

If you are searching for a cloud solution to suit the needs of government bodies, there is no better technology partner than SAP to come on board.

SAP, with its decades of experience, offers solutions for the public sector through a network of trusted partners like MDSap that is effective, yet affordable.

If you are looking for a consultation with an expert, give MDSap a call today.

Football fever has overtaken the globe with the ongoing FIFA World Cup.

Today, there’s no better instance where we can witness the application of business intelligence and business analytics than in a football match.

Imagine that the manager of the team wants to review the last game the team has played in order to fix the mistakes and replicate the successes. Software like business intelligence enables the coach to identify all the statistics and plays that led to the team winning the match.

Whether it’s the percentage of ball possession or the passes, all of it will be identified with the help of business intelligence.

On the other hand, a platform like SAP business analytics will assess and evaluate why a specific player had possession of the ball for longer than the opponent, why a particular side of the field performed better for passes and so on.

SAP Business Analytics versus SAP Business Intelligence - What's the Difference?

There have been times when SAP Business Analytics and SAP Business Intelligence are terms that have been used interchangeably. While there may be similarities between the two, there are specific distinctions as well.

Let’s take a look.

1. Definition - Prediction versus Description

The primary difference between the two platforms lies in their definition. Even though the goal of both software is to play a role in the overall analytical process, the manner in which they perform the task is completely different.

The fundamental difference lies in the method that is used by SAP Business Analytics and SAP Business Intelligence as their base.

SAP Business Analytics is predictive where the process uses advanced statistical techniques and machine learning technologies to mine the data using. It then evaluates the historical as well as the current information to identify trends and patterns and then triggers accurate predictions.

SAP Business Intelligence, on the other hand, is more descriptive where the method of analysis is utilized to describe and summarize the main characteristics found on a dataset. BI is used frequently to find patterns and relationships that can help the business communicate change over time and use trends and insights to drive the decision-making process.

2. Purpose of Usage of BA versus BI in a Business Context

It is important to assess how BA and BI differ in their purpose of usage in a business context.

The primary use of SAP Business Analytics is to enable the organization to make a decision on the next steps.

SAP business intelligence is mostly used for the purpose of reporting on the prevailing and historical performance of the organization.

Take for instance that the management is looking at the sales report of an online fashion store. They notice that the sale of their Egyptian cotton jumpsuit has skyrocketed in the last three months in Dubai.

The SAP Business Analytics tool will enable the organization to understand why the sales spike happened in Dubai. It will analyse where the website traffic came from by assessing the website data and creating a model basis historical demand. The business will then be able to devise a plan that will help them to cater to future demand.

The SAP BI tool will focus on helping the business get a comprehensive forecast of how much inventory of the Egyptian cotton jumpsuit will be needed to cover future customer demand.

3. Applications of BA and BI Tools

The application and usage of data gathered in SAP Business Analytics are different from that in SAP Business Intelligence.

Simply put, data collected for business analytics can be taken way further than simply predicting and reporting whereas data for business intelligence generally represent complex data in easy-to-understand reporting formats.

Some of the common applications of SAP Business Analytics include:

• Statistical analysis like linear regressions, classification, and clustering
• Data modelling to assess the success of marketing campaigns and find improvement opportunities
• Financial forecasting

Some of the common SAP Business Intelligence applications include:

• Performance management
• Visual insights

Flexible reporting

Conclusion

When it comes to powerful and cutting-edge analytics and intelligence tools, SAP undoubtedly is a winner in both categories. Ultimately, it is the need of your business that will determine which tool suits the needs of your organization the best.

For more information on SAP Business Analytics and business intelligence platforms, get in touch with MDSap, a trusted SAP partner for companies based in the Middle East.

Generally, one sees a reluctance to change and transform across various phases in life. The workplace is no different.

The pandemic expedited the digital transformation process for the majority of business enterprises, across geographies, sectors and sizes. Along with that came the opportunity for HR transformation where digital HR solutions have played a key role.

What is Digital HR?

It is said that the integration of the appropriate digital HR solutions can minimize HR administrator time by up to 12%.

Digital HR solutions are nothing but the integrations of tools and processes across a range of social, mobile, analytics and cloud (SMAC) technologies that help to optimise. The technologies can be leveraged to make human resource processes more effective, efficient and connected.

Per se, this helps to create a huge shift in the HR function that aligns structure, processes, systems, culture and talent to balance technology driven innovation with efficiency. Overall, the impact becomes sustainable and measurable enabling the business enterprise to continue with its journey of transformation and evolution.

What is the Journey Like in HR Transformation?

Usually, there are four key stages in the digital HR journey. These include:

HR Efficiency:

At this stage, business enterprises decide on which digital HR solutions to invest in and if any additional technology platforms or tools need to be developed in order to manage HR processes more efficiently.

HR Effectiveness:

During stage two, digital technology is used across practices to boost recruitment, training, learning and development, employee performance, management, communication, and overall work.

Information:

Stage three primarily focuses on the information that is shared to create an impact on the business. Here, data from across sources including internal and external becomes accessible and is combined with people analytics to extract business relevant insights.

Connection:

This is the final stage where digital HR solutions are leveraged to establish a connection between processes and people in the business enterprise ecosystem.

What is the Role of Digital HR Solutions in Transforming Human Resources?

Digital HR solutions have had a massive role to play in the HR transformation of business enterprises.

Let’s take a look.

1. User Data and Analytics:

The human resources function is gradually grasping the value of data analytics and how the insights and intelligence generated have the potential to help in meaningful decision making for the business. Some select digital HR solutions have been specifically designed to assess and measure every single touchpoint of the employee lifecycle including pre-selection, learning and development and employee engagement.

2. Future-proof Recruitment:

Just like all other core business functions, recruitment has to undergo transformation with the integration of digital HR solutions. This can involve deploying a mobile application that enhances candidate experience, a pre-selection process that is supported by data and even a customised AI powered onboarding program for new employees.

3. Improve Employee Experience: Focusing on employee experience has become a priority with business enterprises as it directly impacts the end customer experience, Moreover, engaged employees are more productive and performance oriented. Digital HR solutions have helped organizations deploy employee engagement activities and provide them with access to digital amenities that can improve overall employee experience in the long run.

Conclusion

Digital HR solutions that support the HR transformation of an organization is only the first step towards a digital way of life for the human resources vertical of any business enterprise. Once the process kick starts, there are limitless ways to discover the influence of digital HR transformation for the business. If you are considering the integration of digital HR services and human experience management, you can explore your options with MDSap, a trusted SAP service provider that has a history of delivering cutting edge HR solutions in the Middle East.