Humanica Shines at the Malaysia HR Tech Conference & Expo 2024

Kuala Lumpur, Malaysia – March 7, 2024 – Humanica, a leading HR solution provider in Southeast Asia, proudly served as a Gold Sponsor at the Malaysia HR Tech Conference & Expo 2024 in Kuala Lumpur. The largest HR Tech event in the country, themed “Workforce 2.0 – Innovations In HR Tech”, took place over 2 days from March 5 to 6, 2024, drawing around 1500 delegates, 100+ tech partners, influential HR Tech decision-makers, and featuring  60 high-profile global speakers. The conference proved to be an exceptional platform for networking and exploring the latest HR trends and technology innovations.  One of the event’s key messages  emphasized the necessity of digitizing workforce management to meet rising demands on businesses and HR departments. This message was reinforced through interactive workshops and hands-on demonstrations of cutting-edge HR tech solutions. Covering topics from AI driven HR analytics to immersive virtual onboarding experiences – attendees engaged with thought leaders, visionaries, and innovators who are shaping the future of HR tech. As a driving force in HR transformation, Humanica utilized the Expo to showcase its own game-changing HR platform  and services for the future of work. Our flagship HR software, Workplaze, an employee-centric HCM Platform designed to meet the evolving needs of modern organizations, garnered significant interest. Workplaze integrates core HR functions such as payroll, attendance management, and recruitment with innovative approaches to the employee experience, development, goal alignment, productivity and performance tracking in a single platform, supporting organizations’ in adapting to changing employer-employee dynamics and embracing new work structures.  “We are thrilled with the response and engagement we received at the HR Malaysia HR Tech Conference & Expo 2024,” said Daniel Phua, Regional Sales Director at Humanica. “This event provided us with an excellent opportunity to interact with industry leaders, discuss our innovative HR solutions and services, and contribute to the ongoing HR Tech revolution in Malaysia and beyond.” As Humanica remains committed to empowering organizations with the tools and insights to thrive in the digital age, the Malaysia HR Tech Conference & Expo 2024 served as a great platform to reiterate our stance on technology as a driver of success and to actively contribute to the dynamic discussions surrounding the future of HR technology. For those who missed us at the conference, more information about Humanica and its suite of HR solutions can be found at, or catch us at the HR Leaders & HR Tech Strategy Meeting on the 14th of March 2024 in Singapore.  For media inquiries or further information, please contact: Vyoni Reviolencia Octarivinski Marketing Manager [email protected] About Humanica Humanica is the largest business solution ecosystem in Southeast Asia, with a legacy spanning over two decades. Our unwavering commitment to enhancing the employee experience and fostering workplace satisfaction drives us to deliver innovative technology and exceptional services geared towards preparing organizations for the future of work. Our comprehensive suite of solutions includes Human Capital Solutions, Finance and Accounting, Payroll Outsourcing, Multi-Country Payroll, Flexible Benefits Management, and ERP. At the heart of our offering is Workplaze, our flagship product and the ultimate employee-centric HCM Platform.

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Humanica Partners with PMAT, TAS Consulting, and SCB Academy to Launch Thailand’s First-Ever HR Strategy Conference

Bangkok, Thailand – February 6 2024 – Humanica, a leading HR solutions provider in Thailand and Southeast Asia, proudly announces the resounding success of the country’s inaugural HR Strategy Conference 2024, held on February 1-2, 2024. This groundbreaking event, organized by key partners PMAT (Personnel Management Association of Thailand), TAS Consulting, Humanica, and SCB Academy, brought together 187 HR executives, 16 experts and 13 moderators. The conference marked the first time that a group of industry and HR leaders collaborated to analyze the challenges and opportunities in Thailand’s changing business and workforce landscape and developed a comprehensive HR strategy and transformation roadmap for the future. Integrating the collective wisdom of leading thinkers and rigorous research data, the conference provided a rich experience, valuable insight, and practical tools for organizations seeking clarity and direction in their HR endeavors. Two days of learning, analysis and strategy development Using the Deep Dive Method, Mr. Tassaporn Chantree led the two-day seminar as the main lecturer with contributions from experts like Bill Fischer, Dave Ulrich, Mr. Wirot Wongsatirayakun, Ms. Natruedee Atharnwong, Ms. Akarin. Phurisit, Dr. Nattawut Phongsiri, and many more. Humanica’s COO, Mrs. Chuenchom Techarungkia, and CEO Mr. Soontorn Dentham played crucial roles as experts and moderator panel members respectively. The first day, conducted as hands-on workshops, focused on strategic HR planning. Participants engaged in a hackathon-like atmosphere, sharing knowledge and developing practical, actionable strategies tailored to their organizations’ unique needs.  On the second day, the focus shifted to HR transformation and explored how digital tools can enhance the employee experience and improve organizational efficiency. Highlights included case studies from leading organizations and a session led by our CEO, Mr. Soontorn Dentham, emphasizing the  significant impact of well-structured HR practices and technology on employee satisfaction, as well as the critical role of HR in adopting technology to drive organizational success. A standout moment was the introduction of Workplaze by Humanica, our cutting-edge people management software designed to elevate employee experiences and well-being. This platform  exemplifies Humanica’s commitment to transforming HR processes with modern solutions, aiming to create a comprehensive and caring work environment. Committed to HR progress and excellence, Humanica takes pride in supporting Thailand’s transformative workplace journey by providing modern solutions, including Workplaze,  that target better work experiences for employees. Organizations seeking a holistic employee management system that balances efficiency with care will find that Humanica is an ideal partner to achieve their strategic HR goals. For Further InformationTo learn how we can assist your organization, please reach out to us at [email protected] or 02 636 6999 ext. 1200 RemarkFollowing the event, TAS Consulting released the Thailand HR Strategy Playbook by Mr. Tas Chantree, consolidating insights from the conference, including the first-ever Thailand HR roadmap. View the complete version here.

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scope of human resource management

Boosting Employee Engagement: Strategies for a Motivated and Productive Workforce

Employee engagement is a crucial factor in the success of any organisation. It refers to the level of commitment, passion, and enthusiasm that employees have for their work and the organisation they are a part of. When employees are engaged, they are more motivated, productive, and satisfied, which ultimately leads to better business outcomes. In this article, we will explore the concept of employee engagement, its benefits, and provide strategies for organisations to boost employee engagement and create a motivated and productive workforce. Let’s find out below! What is Employee Engagement? Employee engagement can be defined as the emotional connection and commitment that employees feel towards their work and organisation. Engaged employees are deeply involved in their roles, enthusiastic about their work, and willing to go the extra mile to contribute to the success of the organisation. They are aligned with the company’s goals and values, and their individual goals are in sync with the organisation’s objectives. Boosting employee engagement yields numerous benefits for both employees and organisations. Engaged employees are not only more productive but also experience higher levels of job satisfaction, leading to increased employee retention rates. Additionally, employee engagement contributes to improved well-being, loyalty, and advocacy, resulting in better customer service and overall customer satisfaction. Read More : How to Manage Payroll of a Business: A Step-by-Step Guide for Beginners The Benefits of Boosting Employee Engagement As stated before, boosting employee engagement yields numerous benefits for both employees and organisations. Let’s explore those benefits! 1. Increasing Employee’s Productivity Engaged employees exhibit a higher level of productivity compared to their disengaged counterparts. When employees are motivated and enthusiastic about their work, they are more focused, committed, and willing to go the extra mile to achieve their targets. Their increased productivity directly translates into improved performance and profitability for the organisation. 2. Improved Employee Satisfaction and Retention Boosting employee engagement leads to enhanced job satisfaction among employees. Engaged employees find meaning and purpose in their roles, which contributes to a greater sense of fulfilment. As a result, they are more likely to stay with the organisation for the long term, reducing turnover rates and the associated costs of recruitment and training. 3. Enhanced Employee Well-Being Employee engagement plays a vital role in promoting employee well-being. Engaged employees experience lower stress levels, higher job satisfaction, and a better work-life balance. Organisations that prioritise employee engagement create a supportive and nurturing work environment, which positively impacts the overall well-being of their workforce. 4. Increased Employee Loyalty and Advocacy Engaged employees are more loyal to their organisation and act as advocates for the company’s products and services. Their positive attitude towards their work and organisation naturally extends to their interactions with customers, leading to better customer service and increased customer satisfaction. This employee loyalty and advocacy can significantly impact the company’s reputation and brand image. 5. Better Customer Service and Satisfaction When employees are engaged, they are more likely to deliver excellent customer service. Their motivation, satisfaction, and alignment with the organisation’s values contribute to a positive customer experience. Engaged employees go above and beyond to ensure customer satisfaction, resulting in increased customer loyalty, positive word-of-mouth referrals, and ultimately, business growth. Read More : Employee Self-Service: Streamlining HR Processes and Empowering Employees Strategies for Boosting Employee Engagement Organisations should recognise the significance of prioritising and investing in strategies to enhance employee engagement levels. Let’s explore effective strategies that organisations can implement to foster a culture of employee engagement, creating a motivated and productive workforce! 1. Creating a Positive Work Environment Organisations should foster a positive work environment that promotes collaboration, open communication, and mutual respect. Encouraging teamwork, providing opportunities for professional growth, and creating a supportive culture can significantly boost employee engagement. 2. Providing Meaningful Work Employees are more engaged when they find their work meaningful and aligned with their values and aspirations. Organisations should clearly communicate the purpose and impact of employees’ roles and how their contributions contribute to the organisation’s success. This sense of purpose motivates employees and enhances their engagement levels. 3. Encouraging Employee Feedback and Involvement Actively seeking employee feedback and involving them in decision-making processes make them feel valued and heard. Organisations should provide platforms for employees to share their opinions, ideas, and concerns. This involvement fosters a sense of ownership and empowers employees, leading to increased engagement. 4. Recognising and Rewarding Employee Contributions Recognising and rewarding employees for their achievements and contributions is crucial for boosting engagement. Acknowledging their hard work, providing timely feedback, and offering rewards and incentives, such as bonuses, promotions, or public recognition, help reinforce positive behaviour and motivates employees to continue performing at their best. 5. Supporting Work-Life Balance Promoting work-life balance is essential for employee engagement. Organisations should encourage flexible work arrangements, such as remote work options, flexible schedules, and wellness programs. Supporting employees in maintaining a healthy work-life balance shows that the organisation values their well-being, leading to increased engagement and satisfaction. Read More : Scope of Human Resource Management: Key Functions and Responsibilities Conclusion Employee engagement is a critical factor in creating a motivated and productive workforce. By prioritising strategies to boost employee engagement, organisations can unlock numerous benefits, including increased productivity, improved job satisfaction, enhanced well-being, and higher levels of loyalty and advocacy. Creating a positive work environment, providing meaningful work, encouraging employee feedback and involvement, recognising and rewarding contributions, and supporting work-life balance are key strategies that organisations can implement to foster employee engagement. At DataOn (Humanica Group), we understand the importance of employee engagement and the role it plays in driving organisational success. As your trusted HR solutions provider in the Southeast Asia region, we offer training management software that can help promote a culture of continuous learning and development supportive of employees’ up-skilling and reskilling wishes. By providing employees with training, the company can show that they care, and thus make employees more engaged. With DataOn (Humanica Group), you can also streamline your hiring processes, automate workflows, and gain valuable insights to make informed

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employee onboarding software

Streamline Your Onboarding Process with Employee Onboarding Software

In today’s fast-paced business environment, organisations are constantly seeking ways to improve efficiency and effectiveness. One area that often poses challenges is the employee onboarding process. This crucial phase sets the tone for a new employee’s experience and can significantly impact their engagement, productivity, and satisfaction. To address these challenges, more and more companies are turning to employee onboarding software, a powerful tool that streamlines and enhances the onboarding process. In this article, we will explore the benefits and importance of implementing employee onboarding software, highlighting how it can positively impact engagement, productivity, employee satisfaction, cultural integration, collaboration, and employer branding. Let’s find out below! Introducing Employee Onboarding Software Employee onboarding software is a digital solution specifically developed to automate and centralise the onboarding process. It simplifies the administrative tasks associated with onboarding, such as document collection and verification, training management, and orientation scheduling. By leveraging technology, employee onboarding software allows organisations to create a structured and consistent onboarding experience for all new hires. While it primarily focuses on the onboarding phase, employee onboarding software often encompasses various stages in the recruitment processes, such as applicant tracking, background checks, document management, and training. This all-in-one approach ensures a seamless transition from candidate to employee, saving time and effort for both HR professionals and new hires. Read More : Employee Self-Service: Streamlining HR Processes and Empowering Employees The Importance of an Effective Onboarding Process Before we delve into the benefits of employee onboarding software, it’s essential to understand the importance of a well-structured onboarding process. Here are six key reasons why organisations should prioritise onboarding: 1. Engagement and Retention An effective onboarding process facilitated by employee onboarding software significantly increases employee engagement and retention. It sets the tone for a positive employee experience, making new hires feel valued and welcomed from day one. When employees feel connected to the organisation, they are more likely to stay long-term and contribute to the company’s success. 2. Productivity and Time-to-Proficiency Efficient onboarding reduces the time it takes for new hires to become productive and proficient in their roles. Employee onboarding software ensures that employees have access to the necessary resources, training materials, and job-related information right from the start. By providing a structured learning path, organisations can accelerate the learning process, enabling new hires to contribute to the company’s goals sooner. 3. Employee Satisfaction A well-designed onboarding process boosts employee satisfaction. Employee onboarding software enables organisations to deliver personalised onboarding experiences tailored to each employee’s role, responsibilities, and career goals. By addressing individual needs and providing a supportive environment, organisations foster a sense of belonging and job satisfaction among new hires. 4. Cultural Integration Cultural integration is crucial for aligning new employees with the organisation’s values, norms, and work culture. Employee onboarding software facilitates the introduction of company culture through interactive modules, videos, and quizzes. It helps new hires understand the organisation’s mission, vision, and values, enabling them to assimilate into the workplace culture more effectively. 5. Collaboration and Team Dynamics Smooth onboarding strengthens collaboration and team dynamics. Employee onboarding software includes features that facilitate communication and collaboration between new hires, managers, and team members. It promotes networking opportunities, allowing employees to build relationships, seek guidance, and contribute to team projects right from the start. 6. Employer Branding A positive onboarding experience enhances an organisation’s employer branding. When new employees have a smooth onboarding process, they are more likely to share their positive experiences with others, including potential candidates. This word-of-mouth promotion can significantly enhance an organisation’s reputation as an employer of choice, attracting top talent. Read More : Benefits of Outsourcing Payroll: Cost Savings, Efficiency, and Improved Compliance Benefits of Streamlining the Onboarding Process Now that we understand the importance of an effective onboarding process, let’s explore the benefits of using employee onboarding software to streamline this critical phase: 1. Time and Cost Savings By automating administrative tasks and standardising the onboarding process, employee onboarding software saves valuable time and reduces costs. It eliminates manual paperwork, reduces errors, and frees up HR professionals to focus on more strategic initiatives. Additionally, it minimises the time taken to get new hires up to speed, allowing them to contribute to the organisation’s success sooner. 2. Consistency and Standardisation Employee onboarding software ensures consistency and standardisation across the onboarding process. It provides a centralised platform where organisations can create and manage standardised onboarding workflows, ensuring that all new hires receive the same level of attention and support. This consistency helps eliminate biases and discrepancies, fostering fairness and equality. 3. Improved Communication and Collaboration Effective communication is key to a successful onboarding process. Employee onboarding software usually offers communication tools such as instant messaging, discussion boards, and more, enabling seamless interaction between new hires, mentors, and HR personnel. This enhances transparency, encourages questions and feedback, and facilitates knowledge sharing. 4. Enhanced Compliance and Documentation Compliance with legal and regulatory requirements is essential for any organisation. Employee onboarding software automates compliance processes, ensuring that all necessary documentation and training are completed correctly and on time. It helps organisations maintain comprehensive and up-to-date records, reducing the risk of non-compliance and potential legal issues. 5. Personalised Onboarding Experience Employee onboarding software enables organisations to provide personalised onboarding experiences. Through dynamic content delivery and tailored training modules, organisations can address the unique needs and expectations of each employee. This personalisation fosters a sense of individual value and engagement, resulting in a more positive onboarding experience. 6. Analytics and Insights Data-driven insights are invaluable for continuous improvement. Employee onboarding software provides analytics and reporting features that enable organisations to track and measure the effectiveness of their onboarding process. By analysing data on completion rates, employee feedback, and time-to-proficiency, organisations can identify areas for improvement and optimise their onboarding strategies. Read More : Scope of Human Resource Management: Key Functions and Responsibilities Conclusion In today’s competitive business landscape, a seamless and effective onboarding process is essential for organisations to attract and retain top talent. Employee onboarding software provides the solution to streamline your

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scope of human resource management

Scope of Human Resource Management: Key Functions and Responsibilities

Scope of Human Resource Management (HRM) plays a crucial role in organizations by managing the most valuable asset: human capital. The scope of HRM encompasses various functions and responsibilities that are essential for effective people management. In this article, we will explore the definition of HRM, its key functions, the responsibilities of HR professionals, and the significance of HRM in fostering a positive work environment. Definition of Human Resource Management (HRM) Human Resource Management refers to the strategic approach to managing an organization’s workforce. It involves the recruitment, selection, hiring, and onboarding of employees, as well as managing their performance, development, and overall well-being. HRM also encompasses activities related to compensation, benefits, employee relations, and ensuring legal compliance within the workplace. Read more : Employee Self-Service: Streamlining HR Processes and Empowering Employees Key Functions of Human Resource Management Human Resources (HR) plays a vital role within any organization, encompassing various crucial functions. These encompass talent acquisition, evaluating performance, fostering growth and skill enhancement, and much more. To gain comprehensive insights into the functions of HR, it is essential to grasp the concept of Human Resource Management (HRM). These are seven key functions of Human Resource Management (HRM): 1. Employee Recruitment and Selection One of the primary functions of HRM is to attract and hire the right talent for the organization. This involves developing job descriptions, advertising vacancies, screening resumes, conducting interviews, and selecting the most suitable candidates. Effective recruitment and selection processes are vital for building a skilled and diverse workforce. 2. Training and Development HRM focuses on enhancing employees’ skills and competencies through training and development programs. These initiatives help employees acquire new knowledge, improve their performance, and adapt to changing business needs. HR professionals identify training needs, design training programs, and ensure their successful implementation to foster continuous learning and growth within the organization. 3. Performance Management HRM plays a critical role in managing employee performance. It involves setting performance expectations, conducting regular evaluations, providing feedback, and recognizing achievements. Performance management systems help align individual goals with organizational objectives and facilitate employee growth and productivity. 4. Compensation and Benefits Management HRM encompasses the design and administration of compensation and benefits programs. HR professionals ensure that employees receive fair and competitive compensation packages, including salaries, bonuses, incentives, and benefits such as healthcare, retirement plans, and leave policies. Effective compensation and benefits management contributes to employee satisfaction and retention. Read more : Streamline your Multi-Country Payroll Operations with Outsourcing 5. Employee Relations and Engagement Maintaining positive employee relations is vital for a harmonious work environment. HRM focuses on fostering healthy relationships between employees and management, handling conflicts, and promoting open communication. It also includes initiatives to enhance employee engagement, motivation, and job satisfaction, leading to increased productivity and organizational success. 6. Health and Safety HR professionals develop policies and procedures to ensure compliance with occupational health and safety regulations. They implement safety training, conduct risk assessments, and promote employee well-being to prevent accidents, injuries, and work-related illnesses. 7. HR Information Management The management of employee data and HR information systems is another critical function of HRM. HR professionals maintain accurate employee records, handle payroll processes, and utilize HRIS (Human Resource Information Systems) to streamline administrative tasks. Effective HR information management enables efficient decision-making and supports strategic workforce planning. Read more : Benefits of Outsourcing Payroll: Cost Savings, Efficiency, and Improved Compliance Responsibilities of HR Professionals A well-functioning HR department plays a crucial role in establishing a solid organizational framework and meeting business requirements through effective management of your most valuable resource: your employees. The HR department encompasses various disciplines, with HR managers primarily responsible for three key areas: ensuring compliance with legal and ethical standards, cultivating a welcoming and inclusive work environment, and adeptly handling crises and implementing changes: 1. Ensuring Legal Compliance and Ethical Standards HR professionals play a crucial role in ensuring compliance with labor laws, employment regulations, and ethical standards. They stay updated on legal requirements, develop policies that align with legal frameworks, and ensure fair and ethical treatment of employees. This responsibility helps protect both the organization and its workforce from legal and ethical issues. 2. Fostering a Positive and Inclusive Workplace Culture HR professionals are responsible for fostering a positive work environment that promotes diversity, inclusion, and equal opportunities. They develop initiatives to prevent discrimination, promote respect, and create a culture of collaboration and teamwork. HR professionals also address employee grievances and provide support in resolving conflicts, creating a conducive work environment for all. 3. Crisis Management and Change Management During times of crisis or organizational change, HR professionals play a crucial role in managing the transition effectively. They provide support to employees, communicate changes, and help minimize the impact on the workforce. HR professionals act as change agents, facilitating smooth transitions and helping employees adapt to new circumstances. Conclusion Human Resource Management has a broad scope that encompasses various functions and responsibilities within an organization. From recruitment and selection to training and development, performance management to employee relations, and legal compliance to crisis management, HRM plays a vital role in shaping the success and well-being of both the employees and the organization. By recognizing the significance of HRM and its diverse functions, organizations can create an environment that nurtures talent, drives productivity, and promotes sustainable growth. Furthermore, to make HR and business processes more efficient, you can apply digitization and optimize the whole administration process to every aspect of managing your employees with SunFish Workplaze by DataOn (Humanica Group). As a leading provider of HR and business solutions in Southeast Asia, DataOn (Humanica Group) provides technology solutions for organizations of all sizes and supports customers with a full range of services in payroll outsourcing, technology deployment, and consulting. We believe that adding sustainable business value to our customers through consistently developing technology will increase the effectiveness of the company’s employee performance and complement your business needs. What are you waiting for? Contact us immediately and increase your company’s value with DataOn (Humanica Group)!

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employee self-service

Employee Self-Service: Streamlining HR Processes and Empowering Employees

Employee self-service has emerged as a pivotal tool in modern workplaces, transforming the way organizations manage their human resources. With the advancement of technology and the increasing emphasis on efficiency and empowerment, self-service solutions have gained significant relevance. In this article, we will delve into the concept of employee self-service, exploring its benefits, role in HR efficiency, employee empowerment, and the future it holds in HR management. Unveiling the Concept of Employee Self-Service In today’s modern workplaces, the concept of Employee Self-Service (ESS) has gained significant prominence. This article aims to delve into the intricacies of ESS, highlighting its growing relevance and the role it plays in enhancing HR efficiency. Additionally, we will explore how ESS empowers employees and its future implications in HR management. What is Employee Self-Service? Employee Self-Service refers to a technological solution that allows employees to access and manage their personal information and work-related tasks independently. Through a user-friendly interface, employees can perform various activities such as updating personal details, accessing pay stubs, requesting time off, and managing benefits, among others. ESS grants employees the freedom to handle these tasks conveniently, eliminating the need for manual assistance or intervention from HR personnel. The Growing Relevance of Employee Self-Service in Modern Workplaces With the digital transformation of workplaces, the significance of ESS has increased significantly. Organizations are embracing ESS systems to streamline HR processes, enhance employee experience, and improve overall operational efficiency. By providing employees with direct access to their information, organizations empower them and promote a culture of self-reliance and accountability. Read more : Benefits of Outsourcing Payroll: Cost Savings, Efficiency, and Improved Compliance The Role of Employee Self-Service in HR Efficiency Employee Self-Service (ESS) plays a vital role in enhancing HR efficiency by empowering employees and reducing administrative burdens. Here are some key aspects of ESS and its impact on HR efficiency: 1. Time-saving Time-saving: ESS eliminates the need for employees to rely on HR personnel for routine administrative tasks, saving valuable time for both parties. Employees can effortlessly update their information and perform tasks without waiting for manual processing, allowing HR professionals to focus on strategic initiatives. 2. Improved Accuracy By enabling employees to directly input and manage their data, ESS minimizes the chances of errors caused by manual data entry. This improves the accuracy of employee records and reduces the likelihood of discrepancies in payroll, benefits, and other HR-related processes. 3. Reduced Administrative Costs With employees taking charge of their HR activities, organizations can reduce administrative costs associated with manual paperwork and HR staff involvement. ESS systems optimize resource allocation by automating repetitive tasks, leading to cost savings in the long run. 4. Efficient Data Management ESS centralizes employee data, making it easily accessible and securely stored. This promotes efficient data management and ensures compliance with data privacy regulations. HR professionals can retrieve accurate and up-to-date information whenever required, enabling them to make informed decisions. Read more : How to Manage Payroll of a Business: A Step-by-Step Guide for Beginners Employee Empowerment Through Self-Service Employee empowerment through self-service can be a valuable strategy for organizations to enhance employee engagement, efficiency, and satisfaction. By providing employees with the tools and resources to manage their own employment-related tasks, organizations can foster a culture of autonomy, accountability, and continuous improvement, leading to a more empowered and productive workforce. These are some of the benefits that you need to know: 1. Fostering Employee Autonomy and Engagement Fostering Employee Autonomy and Engagement: ESS empowers employees by giving them control over their information and HR-related tasks. This autonomy fosters a sense of ownership and accountability, ultimately leading to increased employee engagement and job satisfaction. 2. Promoting Transparency and Trust via Self-Service ESS systems promote transparency within organizations by providing employees with visibility into their personal data, such as performance evaluations, training records, and career development plans. This transparency fosters trust and open communication between employees and the HR department. Read more : Streamline your Multi-Country Payroll Operations with Outsourcing The Future of Employee Self-Service in HR Management The future of employee self-service in HR management is expected to be marked by further advancements in technology and an increased focus on enhancing the employee experience. Employee self-service (ESS) refers to the ability of employees to access and manage their own HR-related information and tasks through online portals or mobile applications. Here are some key developments that are likely to shape the future of employee self-service in HR management: 1. Emerging Trends and Technologies in Employee Self-Service As technology continues to advance, ESS is evolving to encompass new features and capabilities. Mobile applications, chatbots, and artificial intelligence are transforming the way employees interact with HR systems, making the self-service experience even more seamless and intuitive. 2. The Long-Term Benefits and Implications of Self-Service Systems ESS holds great potential in shaping the future of HR management. By enabling employees to take ownership of their HR tasks, organizations can focus on strategic initiatives, enhance employee satisfaction, and drive overall productivity. Moreover, the data collected through ESS can provide valuable insights for talent management, workforce planning, and decision-making processes. Conclusion Employee Self-Service has emerged as a valuable tool in modern workplaces, revolutionizing the way HR processes are handled. By embracing ESS systems, organizations can empower their employees, improve HR efficiency, and foster a culture of transparency and trust. As technology advances, the future of ESS holds promising opportunities for organizations to optimize their HR management practices and create a more engaged and efficient workforce. To make HR and business processes more efficient, you can apply digitization and optimize the whole administration process to every aspect of managing your employees with SunFish Workplaze by DataOn (Humanica Group). As a leading provider of HR and business solutions in Southeast Asia, SunFish Workplaze by DataOn (Humanica Group) helps you simplify complex tasks by integrating the various regulatory frameworks and complex organizational structures that you have into a single platform. Furthermore, we believe that adding sustainable business value to our customers through consistently developing technology will increase

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benefits of outsourcing payroll

Benefits of Outsourcing Payroll: Cost Savings, Efficiency, and Improved Compliance

What are the benefits of outsourcing payroll? In today’s fast-paced business landscape, payroll outsourcing has emerged as a strategic solution for organizations to streamline their payroll processes and focus on core business operations. By entrusting payroll-related activities to external service providers, businesses can achieve significant time and cost savings while ensuring accuracy and compliance. This article delves into the concept of payroll outsourcing, highlighting its benefits and the advantages it offers to organizations. Definition and Concept of Payroll Outsourcing Payroll outsourcing means engaging a third-party service provider in order to handle all aspects of payroll administration in the organization. These external experts possess the knowledge and expertise to efficiently manage tasks such as salary calculation, tax deductions, employee benefits, and compliance with labor laws. By outsourcing these functions, businesses can alleviate the burden of managing payroll in-house and leverage specialized resources to enhance overall efficiency. Read more : How to Manage Payroll of a Business: A Step-by-Step Guide for Beginners Benefits of Outsourcing Payroll Business owners who consider outsourcing payroll as their method usually place a high value on their time and peace of mind. In addition, employers who don’t have any proper administrative resources or the expertise to run their payroll processes on their own may want to seek professional assistance. There are other reasons why outsourcing payroll is helping your business to grow more effectively: 1. Time Savings Outsourcing payroll frees up valuable time for organizations, enabling them to focus on core business activities. The intricate calculations, data entry, and extensive paperwork associated with payroll processing are efficiently handled by the external service provider, allowing internal staff to redirect their efforts toward strategic tasks and critical business functions. 2. Cost Savings Cost savings is a significant advantage offered by payroll outsourcing. By eliminating the need for in-house payroll staff and investing in payroll software and infrastructure, organizations can reduce operational costs. External service providers can leverage economies of scale, ensuring efficient payroll processing at a fraction of the cost required to maintain an internal payroll department. 3. Improved Efficiency Outsourcing payroll guarantees improved efficiency through specialized knowledge and advanced systems. Payroll service providers stay up-to-date with changing tax regulations, labor laws, and compliance requirements, ensuring accurate and timely payroll processing. This level of expertise eliminates the risk of errors and delays, streamlining the entire payroll cycle. Read more : Streamline your Multi-Country Payroll Operations with Outsourcing 4. Improved Compliance Compliance with ever-changing tax laws and labor regulations is complex for businesses. Payroll outsourcing ensures that payroll processes align with legal requirements, reducing the risk of penalties and legal complications. External service providers have the expertise to navigate complex tax codes, wage laws, and reporting obligations, giving organizations peace of mind and confidence in their compliance efforts. 5. Access to Expertise Engaging a payroll service provider grants organizations access to a pool of experienced professionals who specialize in payroll management. These experts possess in-depth knowledge of industry best practices, emerging trends, and technological advancements. By leveraging their expertise, businesses can benefit from accurate and efficient payroll processing, as well as stay informed about the latest developments in the payroll domain. 6. Enhanced Security Payroll data security is of utmost importance for any organization. Outsourcing payroll offers enhanced security measures, protecting sensitive employee information from unauthorized access and potential data breaches. Service providers invest in robust data security infrastructure, including encryption protocols, access controls, and regular data backups, ensuring the confidentiality and integrity of payroll data. 7. Reduced Errors Manual payroll processing is prone to errors, which can have significant financial implications for organizations. Payroll service providers employ advanced software and automation tools to minimize mistakes in calculations, tax deductions, and other payroll-related tasks. With dedicated quality control processes in place, outsourcing payroll significantly reduces the risk of inaccuracies and associated financial setbacks. Read more : Humanica and DataOn innovate the HR technology market in Southeast Asia with the release of Workplaze Conclusion Payroll outsourcing has evolved as a strategic solution for organizations seeking to optimize their payroll processes. By understanding the benefits of outsourcing payroll businesses can unlock time and cost savings, improve efficiency, ensure compliance, access specialized expertise, enhance data security, and reduce errors. Embracing payroll outsourcing allows businesses to allocate resources effectively, enhance productivity, and focus on core competencies, ultimately driving their overall growth and success. To make the payroll process more efficient, you can apply digitization and optimize the whole administration process to every aspect of managing your employees with Humanica Payroll Outsourcing. As a leading provider of HR and business solutions in Southeast Asia, DataOn (Humanica Group) provides technology solutions for organizations of all sizes and supports customers with a full range of services in payroll outsourcing, technology deployment, and consulting. We believe that adding sustainable business value to our customers through consistently developing technology will increase the effectiveness of the company’s employee performance and complement your business needs. What are you waiting for? Contact us immediately and increase your company’s value with DataOn (Humanica Group)!

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how to manage payroll of a business

How to Manage Payroll of a Business: A Step-by-Step Guide for Beginners

Understanding how to manage payroll of a business can be a daunting task for business owners of any industry. Managing payroll involves calculating taxes and wages, and making sure employees are paid on time. But you don’t have to worry about it because, in this blog post, we’ll break down everything that you need to know about payroll processing, so you can get your employees paid effectively. Furthermore, we will provide a step-by-step guide to manage payroll and address the common challenges associated with it. Introduction to Payroll in Business Understanding payroll and its significance is crucial for every company and business. The impact of payroll is closely intertwined with the productivity and loyalty of employees within your organization. In this article, we will delve into the concept of payroll, emphasizing its importance, and explore the various components of a business payroll. Understanding the Concept of Payroll Payroll can be defined as the process through which employers calculate and distribute employee compensation, including salaries, wages, bonuses, and deductions. It involves the accurate calculation of employee earnings, the withholding of taxes and other deductions, and ensuring timely payment. The payroll system acts as a financial record-keeping mechanism that assists businesses in complying with legal and regulatory requirements. Importance of Accurate Payroll Reading Accurate payroll processing is of utmost importance for several reasons. Firstly, it ensures that employees are paid correctly and on time, which enhances their job satisfaction and motivates them to perform better. Secondly, it aids in the establishment of trust between the employer and employees, contributing to a positive work environment. Moreover, accurate payroll reading facilitates compliance with tax regulations, avoiding penalties and legal complications for the business. Read more : Streamline your Multi-Country Payroll Operations with Outsourcing Components of a Business Payroll A business’s payroll consists of several vital components that contribute to the overall calculation of employee compensation. 1. Basic Salary and Wages The basic salary and wages refer to the fixed amount agreed upon between the employer and the employee for their regular work hours. It forms the foundation of an employee’s compensation structure. 2. Overtime, Bonuses, and Commissions Additional compensation, such as overtime pay, bonuses, and commissions, may be earned by employees based on their performance, additional work hours, or meeting specific targets. These components supplement the basic salary and provide incentives for employees. 3. Deductions: Taxes, Benefits, and Other Withholdings Deductions are subtracted from an employee’s gross earnings to arrive at their net pay. Taxes, including income tax and Social Security contributions, are typically withheld. Additionally, benefits such as health insurance premiums and retirement contributions, as well as other withholdings like garnishments, are subtracted from the gross earnings. Read more : Humanica and DataOn innovate the HR technology market in Southeast Asia with the release of Workplaze A Step-by-Step Guide to Managing Payroll Managing payroll requires careful attention to detail and an understanding of the various elements involved. Here is a step-by-step guide to help you comprehend the process: 1. Reading the Employee Information Begin by reviewing the employee’s information, including their name, employee ID, and relevant personal details. Ensure accuracy in the recorded data to prevent discrepancies in payroll calculations. 2. Understanding the Pay Period and Pay Date Identify the pay period, which refers to the specific timeframe for which the payroll is being processed, such as weekly, bi-weekly, or monthly. Take note of the payment date, which indicates when employees will receive their wages. 3. Comprehending Deductions and Net Pay Thoroughly examine the deductions section, which includes taxes, benefits, and other withholdings. Ensure that the appropriate amounts are subtracted accurately. The resulting figure is the employee’s net pay, which represents their take-home earnings. Read more : DataOn’s Employee Work and Time Management Training Common Challenges in Managing Payroll and How to Overcome Them Managing the payroll process in a company is not as easy as we imagine. Good accuracy is needed so that your employees get payroll that matches their performance. However, if you have experienced an error in managing payroll, here are ways you can overcome it: Identifying Errors in Payroll Errors in payroll calculations can occur due to various factors, such as incorrect data entry or miscalculations. To overcome this challenge, it is essential to double-check all figures, verify data accuracy, and utilize reliable payroll software that automates calculations and reduces the likelihood of errors. Resolving Discrepancies and Issues Discrepancies in payroll can arise from discrepancies between recorded hours and actual hours worked, misclassifications, or disputes over compensation. To address such issues, maintain open communication with employees, promptly investigate discrepancies, and collaborate with relevant departments to rectify any errors. In conclusion, understanding payroll is crucial for businesses as it directly affects employee satisfaction, compliance with legal obligations, and overall financial stability. By grasping the concept of payroll and its components, managing payroll becomes more manageable. Despite the challenges that may arise, implementing best practices, utilizing reliable software, and maintaining accurate records will help businesses ensure accurate payroll processing and foster a harmonious work environment. To make the payroll process more efficient, you can apply digitization to every aspect of managing your employees with DataOn (Humanica Group). As a leading provider of HR and business solutions in Southeast Asia, DataOn (Humanica Group) provides technology solutions for organizations of all sizes and supports customers with a full range of services in payroll outsourcing, technology deployment, and consulting. We believe that adding sustainable business value to our customers through consistently developing technology will increase the effectiveness of the company’s employee performance and complement your business needs. What are you waiting for? Contact us immediately and increase your company’s value with DataOn (Humanica Group)!

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Multi-country payroll optimization: Customer Story

Managing a multi-country spanning payroll operation is a complex and time-consuming task for multinational organizations. With different regulatory requirements, tax laws, and employment practices, it becomes challenging to ensure accurate and compliant payroll processing. One of our customer, COMO Group, experienced these issues and found a solution to overcome them: multi-country payroll outsourcing with Humanica. COMO Group eases multi-country payroll burden with outsourcing The Customer Company: Como Group is a Singapore-based company operating businesses in the luxury & kids fashion retail, hospitality, wellness, and F&B sector. The company  employs now over 3500 employees in countries across Asia and Europe. Business lines: Kids and Luxury Fashion Retail, F&B, Hospitality, Wellness,  Specialty Products Employees:  3500 worldwide Established: in 1972 Locations:  15 hotels worldwide, 400 retail stores across Asia and the UK Project Goal: – Compliance to statutory requirements around payroll and tax for all locations – Be in line with different employment practice  in Asia. Key Achievements ✔ Consolidating payroll activities with one vendor that has the expertise to manage payroll and tax in 10 Asian locations ✔ Standardized and consistent payroll processes to reduce errors and inconsistencies ✔ Being able to scale with the same vendor when new locations are added ✔  Better Employee Service ✔  No longer having to worry about their multi country payroll operation A 50 years- spanning business history and success Como Group is a Singapore-based conglomerate that boasts a diverse portfolio of businesses spanning various industries. It represents an integrated approach to living well, celebrating diversity and authenticity. Founder Christina Ong, started out with opening high-end boutique Club 21 in 1972. Over the course of three decades, Club 21 flourished into a network of 400 stores across Asia carrying more than 250 renowned brands. In 1997, the fashion retail portfolio expanded with the addition of Kids 21, a family lifestyle destination present in Malaysia, Hong Kong, and Thailand.  The group’s hospitality arm began in 1991 with the opening of The Halkin hotel in London, England in 1991. Today, Como Hotels & Resorts operates 15 properties in Bhutan, Indonesia, Italy, Australia, Thailand, the Maldives, the UK, and Turks, and Caicos Islands. Additionally, the group introduced COMO Shambhala, an acclaimed wellness concept embodying the profound meaning of ‘Peace’ in Sanskrit. Combining modern scientific approaches with time-honored practices, COMO Shambhala actively promotes proactive holistic wellness and has earned numerous accolades. ​​ Food has held a special place of interest within Como Group, dating back to the launch of the Armani Cafe in London in 1989. In 2002 and 2007, respectively, purveyor of fine foods Culina and organic marque SuperNature came under the umbrella of the Group, cementing its reputation in the fields of F&B in Singapore and abroad.​ Notably committed to giving back to the community, the COMO Group has actively engaged in charitable causes since 2003. Collaborating with over 60 organizations they have diligently worked in closing to bridge the opportunity gap for women and girls, leaving a significant impact on the lives of more than 41 million individuals across 51 countries.  The complexities of running a multi country HR and payroll operation Having a 50 years spanning business history, operating in various business lines with multiple branches across different continents, serving customers on a global scale, the company employs over 3500 worldwide, the majority of them across Asia. As COMO Group expanded their business locations and workforce, so did the complexity in their HR and payroll management. Each country where the group opened a new retail store or resort had its own unique statutory requirements around tax and payroll, reporting and employment practice. Navigating Asia’s very complex legislation and payroll practices became one of their biggest complexities, leaving the team struggling to keep up with the diverse regulations across multiple countries.  Consuming countless hours and resources to verify payroll and tax data against local regulations and fixing inconsistencies in a manual process was not uncommon for the COMO HR team. The team grew frustrated with the lack of efficiency in handling the intricacies involved in managing payroll across multiple countries and their inability to provide a better employee service. “We found that we needed to improve that efficiency for our HR team and also provide better services to our employees to ensure we pay them correctly, on time and in compliance with local statutory requirements.”   Eswaran Nadarajah, COMO Group HR Director With that in mind, the HR team embarked on a journey to try and improve the operation and efficiency in which they conduct their payroll activities in different geographies. Finding the right vendor Having certain expectations, the team spoke to many service providers in order to assess who could best service their vision of payroll efficiency and compliance with statutory regulations. Some non-negotiable vendor evaluation criteria were: The need of an administration partner: to handle their entire payroll process from employee and attendance data management, to payroll processing, to payroll reporting and tax filing. The use of technology in order to:  provide a uniform platform for employee service deliver a consistent user experience across all locations have scalability if more locations need to be added To have one reputable vendor: that has the know how, experience, and certifications to running payroll in all major countries in SEA including Singapore, Thailand, Malaysia, Indonesia, Philippines, Vietnam, Cambodia, etc. in order to have: one source of data a single service contact one master agreement one escalation process for all their Asian locations. Other, softer, criteria came down to professionalism, reliability, customer-orientation but were a bit harder to clearly outline. They would have to be evaluated through conversations and follow ups to the talking points.  HUMANICA STANDS OUT After extensive research and evaluation, COMO Group decided to partner with Humanica. Humanica convinced the team in multiple criteria. Firstly, their reputation, proven track record in multi-country payroll management, knowledge of local regulations, and their robust HR platform spoke for itself. Secondly, they also fulfilled many of the soft criteria that the COMO team was looking for. “What impressed us most about Humanica was

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VADS Indonesia : DataOn’s Customer Stories

Digitizes their manual HR with SunFish and centralizes its locations across Indonesia and 5000 employees in one single platform The Customer Company: For 15 years, VADS Indonesia has provided  Contact Centers, Digital Services Solutions, Customer Services Learning Centers, Cloud Services, and more to customers in various industries across Indonesia. Industry: B2B, Contact Center, and Customer Services Outsourcing Employees:  5000 Established: 2008 Locations:  Jakarta, Semarang, Solo, Yogyakarta Project Goal:  Automating HR Base, Payroll and Recruitment for different client needs. VADS Indonesia is the customer’s chosen partner in the Digital Customer Experience Management PT. VADS Indonesia, a subsidiary of TM ONE, the enterprise and public sector business solutions arm of Telekom Malaysia Berhad (TM) Group. They started their operations in Indonesia in December 2008. Today, it has grown into one of Indonesia’s leading companies providing digital customer experience management solutions. With 5000 employees allocated over 2 delivery sites and 3 contact centers. The customer centric, innovative company provides end-to-end BPO and ICT solutions to more than 500 medium and large businesses in all industries. With 50 Million customer interactions per year and growing VADS Indonesia has won more than 20 awards in the past 15 years for its quality services and operational excellence. Following their mission ‘To deliver service excellence in a standardized, effective, efficient and courteous manner that brings satisfaction to clients and their customer, partners, and employee’, VADS Indonesia decided in 2020 that it is time to bring the same excellence to their HR Management processes.  Having significantly grown over the years, and with the pandemic throwing a big hurdle in their way of doing mass recruitment, the HR team at VADS Indonesia spearheaded by Mrs. Dian Adriani, came to realize that their way of handling processes no longer met their business needs. It was also far away from how efficient HR should work. The multi-tasking heroes of the VADS Indonesia HR team VADS Indonesia is built around customer interactions. Therefore, it is crucial for VADS Indonesia to deliver exceptional services and employees to their clients. So for them the statement ‘Employees are the company’s best assets’ is not just an HR slogan but their lifeline. The role of the HR department is extremely important as it ranges from, Running many different payroll scenarios for their 50+ enterprise customer with all different terms and conditions. Tracking their employees by locations they work in. Tracking employees absence and presence including their locations when presents. Reporting attendance and employee activities to their management at an ad hoc basis to high volume recruitment as integral part of their business. Finding and hiring the best candidates for their clients in accordance with their needs. Ensuring they are competent and have good product knowledge. Making the employees happy to stay on for a long time,  as they say: So, they need to satisfy their employees first, before engaging with their clients. Before the pandemic, VADS Indonesia was already facing some challenges. They were having issue with the efficiency of their client payroll processes and attendance tracking of their employees. Different Clients, different Payroll Parameters VADS Indonesia is a customer-centered company, which for them means serving the payroll needs and requirements individually for each client. However, every client has different pay scenarios, parameters, overtime rules, shift allowances, or applies different tax methods. These things then becomes a massive amount of work. Having to do it manually, meant for the VADS payroll team to work through the night to finish the payroll calculation for different customers on time. Manual tracking of employee movement and data Another source of stress was the company’s still manually conducted attendance management and HR operation. The HR team had problems to accurately determine which employees worked in which location. From the attendance log they would know whether someone was present or absent, but they couldn’t tell from where they signed in. Providing management with accurate attendance reports was very difficult. Offline Recruitment, Candidate Selection VADS Indonesia hires many employees for their customers. Pre-Pandemic, the selection and hiring was done through their self-designed walk-in interview process. That way of doing mass hiring came to an abrupt halt, when the pandemic struck and stay-at-home policies were implemented nationwide. The HR team suddenly realized it had no alternative to interviewing and testing candidates face-to-face, which seriously impacted their ability to process candidates that came from their social media and website and make an informed decision. VADS Indonesia’s HR Transformation Journey Some of the issues were present before the pandemic. The company had simply grown too big in terms of employees and number of customers, making the operating structures too complex for their current system. However, the determined VADS team always found a way to work around them and find satisfying solutions for their customers, various at the expense of their own work time and stress levels.  That was until the pandemic caused a unique situation that tipped the scale and created a new sense of urgency to upgrade the existing HR structures. With the mass recruitment process in jeopardy, the company decided to move ahead to underpin their HR structures and workflows with technology.  Having some idea of what the new technology should be able to do, VADS Indonesia explored several alternatives to see what was out there and how things would work in different solutions. DataOn’s SunFish was among the reviewed vendors. Actually, VADS Indonesia had already been introduced to SunFish in 2018. However, they didn’t take a closer look because they didn’t think the HR system was worth the price. This time, in 2020, the situation was different and the VADS team decided to explore SunFish in all its detailed capabilities. Aside from automating core HR,  payroll, attendance and recruitment, it was also important to VADS Indonesia to work with a team that they feel takes them seriously and attends to their needs and questions. After a detailed evaluation process, VADS Indonesia chose SunFish for its depth of payroll and time management features as well as its systematic approach to recruitment from interfacing

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