A budget announcement, an Income tax rule change, a Benefit law change, a Labour law rule, or an internal management policy decision – changes like these are common and painful. For HR and Operations managers such statutory changes require immediate action based on impact on processes, financial flow, productivity and morale. Your automation status could be

  • Using spreadsheets to manage, and its affecting things regularly
  • Partially automated but still disruptions are common
  • Fully automated, yet facing issues every time such changes occur.
  • Fully automated and handling such changes are a ‘cakewalk’

If you are using spreadsheets and have more than 30 employees, it is worth automating . The very flexibility of spreadsheets become its downfall, as you will have various versions of spreadsheets and dependant heavily on the person who operates the spreadsheets (half the logic will be manual and the rest could be in macros or formulae in spreadsheets that are hard to figure out). By automating, much of the responsibility to handle the change goes to your software provider, and you only need to focus on operating it correctly or upgrading the version.

If you are partially or fully automated and still facing problems, it could be because your provider is not architected for such changes. A mature software provider will provide you with place holders to enable or disable some options, provide parameters for changing situations . Where the rules are complex, suitable rule embedding logic that can be easily modified without impacting the software. Attendance rules, leave policies, overtime, permissions, benefit rules, incentive rules, income tax rules are typical places where flexibilities are built in. Ensure that your product is architected well, and if required change your provider if it is too rigid.

Regular upgradation is vital and if its done easily, it should occur without the user knowing. In today’s world every software needs to improve continuously not just on the rule front but also on user interfaces, better functionality and better outputs. If one has made too many variations in the software for specific customers due to statutory rule changes, seamless upgrades are a worry. Only a software that has designed its place holders with flexible logic can ensure that the product improves continuously and stays as ‘state of the market’.

At KServeHRMS.com there are numerous places where we provide such options, parameterizations and rule builders. Attendance rules, leave policies, overtime, leave accrual, permissions, benefit rules, incentive rules, income tax rules are some examples of flexibilities. When there are such changes, it is not modification of the product code, but just of the these values. Hence product improvements are a continuous activity benefiting users with statutory as well as functional improvements.

Choose a software that makes such statutory changes a ‘cakewalk’ for you.

If the above strikes a chord, click here to schedule a discussion so that we can provide a solution.