INTRODUCTION
With the changing business dynamics, one has to be on top of their game to make the best out of every opportunity. For maximum profitability, one has to maximize all the resources and most especially the human resource which is the main core of any industry. Human resource constitutes part of the high expenditures. If not carefully handled, one will be running the business at massive losses. The only way to make maximum use of the human resource is to adapt more competitive and cost efficient methods to manage the human resource. It should be noted that they are the core and heartbeat of any organization. Any misunderstanding of the human resource can lead to the ultimate downfall of the institution. The best way to maximize the human resource is through technological means. It is, therefore, the aim of this paper to expand on those technical means, their advantages, and disadvantages and their overall impact on the human resource.
COMPENSATION
An organization may be started for charity or profit making. Employees, on the other hand, are working to get paid. Their need is already known and cannot be contested or argued. Nobody, who is sane, can say that they employed a person without expecting to pay them. Most of the times when workers down their tool, their bone of contention is with their rate of remuneration about the work were done. It, therefore, goes without saying that employees' primary objective, apart from achieving the company's set goals and taking it to the next level is their salary.
It is through this market gap that the Ceridian company saw an investment opportunity. The Ceridian company understands the any business's obligations to its human resource. They know that most of the people will not work for charity. It is through this kind of situation that they sort to fill this gap. The filling of this gap is the introduction of their human resource management system. Their human resource system efficiently handles the workers' payroll, the workforce management, tax compliance, benefits, employee assistance and wellness programs. All of the stated tasks carried out by Ceridian human resource management system revolves around the workers' compensation (Ceridian, 2016).
As earlier stated, workers will require their salary so as to keep up with their lifestyles and also meet their basic needs and live in a good living condition. That said, the workers will also appreciate working in a company that there is good workforce management. A labor force control is whereby all the workers have an equal share of the workload. It ensures that employees with different mandates are remunerated differently. Some companies depend on talent. Ceridian comes with a good talent management system which is equally able to compensate the talented workers with the amount of work done. An operating company has its macroeconomics which includes the government policies on compensation. Some of the government policies include taxation. With this kind of system, the workforce is fairly taxed. Balance is achieved by satisfying the workers and making sure that the government gets its due. Employees may be forced by circumstances to work over time(Ceridian, 2016).
The Ceridian human resource management system adequately equates the time worked and the benefits to be given to the individual workers. It also deals with other benefits accrued to the employees. The Ceridian human resource system understands that the employees live in a community. In every community, there must be associations and interactions. Through relationships and interactions, employees understand other people's problems and come up with a way of helping them. The Ceridian Human resource management system contributes to consolidate all the resources and ensures that there is one underhand activity taking place that may negatively affect the workers(Ceridian, 2016).
The interesting aspect of the technology is the employee and wellness programs. It is so encouraging to have a system that can understand the relations of human beings to one another. It is clear that the system has its fair share of benefits. Having its shares of benefits does not imply that it lacks on the downfall. The system has not stated its level of security. That means that the system is subject to manipulations which may either hurt the employees or the employers. The system has not also factored other factors of production so as to estimate the appropriate rate of remunerations. It is, therefore, wise to say it is employee centered and not a neutral party as it is expected to be. When weighing the benefits and the shorting comings, it is advisable to say that the system will be helpful in a service oriented organization. It is because of the organization lower factors of production that makes it more useful in the sector than in others(Ceridian, 2016).
EMPLOYMENT SYSTEMS AND SERVICES.
Before anybody is employed, they must undergo a routine check. Either education background, health or any essential background checks. It is done so as to get the most appropriate worker among a pool of employees. As such, a very competitive and efficient system is required to run such heavy tasks. The ADP Screening and Selection Services is the most preferred program when it comes to employment systems and services. The company can run credible background checks in the fields of education, criminal, reference verifications, registries, drug tests among many other searches. It is through these kinds of searches that employers get to understand their prospective employees. They get to know their potential employees before they employees and therefore decide on whether to hire them or not(ADP 2016).
The intrigues of the ADP Screening and selection services is their ability to carry out some of the most complex searches such as the criminal searches. Some of the criminal records are not in the public domain and therefore a screening company that manages to do that is welcome in the human resource management of any business. The benefit of such as a system is that it saves the company time when it comes to doing some of the searches since a different company consolidates the searches and a final copy is brought to the company on the respective job candidate(ADP, 2016). The system, however, may have its faults such as in the cases of criminal records which are hidden or locked. As such, the company will lack those criminal files and may end up hiring an entirely dangerous person. A potential employee may also change their identity a step that is hard for the screening service to identify the person's any previous records or other uncouth behaviors that may lead to them not being employed. The ADP Screening and Selection services are best suited for security companies. These companies require people who have a good record and are trustworthy. Individuals who cannot be compromised and hence execute their task efficiently.
TIME AND ATTENDANCE SYSTEMS
Time is one of the essential commodities in one's life. It cannot be bought or compromised. Most of the companies will tend to invest heavily in their time management systems and also the rate of their employee's attendance systems. If an employee does not keep time or is regularly absent, it just means that there is some work that is not done and that the company is not hitting its potential due to the laziness of one party. The lack of attendance from any employee any of the enterprise's activities, be it the regular duties or meetings, also puts a dent on the company's capabilities. It is through such needs that Kronos Incorporation has come up with a management system tailored to fix such issues (Kronos, 2016). The Incorporation has managed to come up with a way of noting attendance and scheduling absence management. They have an inbuilt remuneration system which can calculate the absences rate about pay. They then process a payroll that reflects the right compensation for the kind of work or job done by a particular individual during the set period (Kronos, 2016).
They system's labor analytics solutions and services have enabled many organizations to either hire more workers or fire those not working to the required time. One of the most intriguing parts of the system is its ability to schedule the absence. It can determine when it is right for an employee to be absent and for how long. It understands the capacity of the worker, and that is how it can allocate the time of the employee to be absent(Kronos, 2016).
Despite the system being that right in the schedule the absenteeism of workers and even noting the rate of absenteeism of some workers, it is not a sure deal. It is not able to determine if an employee is away in an official capacity or not. It does not also account for the work done when the employee is available. It is only concentrating on the time or the period the employee has been on the work premises and not the work was done(Kronos, 2016). As such, an employee may always be on the work premises but not handle the tasks allocated to them and still get the maximum compensation while another does to have a clean sheet of attendance but has a clean sheet of work done. It is, therefore, obvious that this kind of system is appropriate in areas whereby the workers work in shifts. The system will ensure that all the employees work the same amount of time and that no one is overworked. The system will also ensure that all the workers get their leaves at the appropriate and that the company does not hurt economically or in any other way when the workers are away.
CONCLUSION
In a nutshell, human beings are different. Some people will find loopholes to exploit any available options. It is, therefore, incumbent upon a human resource officer to understand all these holes and come up with a way to close them without hurting other employees. They need to be well informed to ensure that the agenda of their employers is met (Coronas and Oliva 2005).
REFERENCE
ADP (2016) ADP Screening and Selection Services retrieved on 18 July 2016 from http://www.adp.com/
Ceridian (2016) Human capital management technology retrieved on 18 July 2016 from http://www.ceridian.com/
Coronas T.T and Oliva M.A (2005) e-Human Resource Management: Managing Knowledge People. Idea Group Publishing
The Kronos (2016) Kronos Workforce Management Solutions retrieved on 18 July 2016 from http://www.kronos.com/
