Latest news with #HRIS
Business Wire
4 days ago
- Business
- Business Wire
Enhanced VisualVault Human Resources Employee Content Management Features Critical to Maintaining Compliance
TEMPE, Ariz.--(BUSINESS WIRE)-- VisualVault, a leader in digital information management, has introduced the most recent version of its employee content management solution for Human Resources departments. This update of the VisualVault HR offering includes an enhanced set of compliance features that are applicable to businesses of all sizes and across industries, but particularly well-suited to organizations in highly-regulated industries. 'HR organizations bear the burden of meeting a volume of complex records retention requirements. And, without the proper technology assets, maintaining compliance can be a challenge of great proportion.' - Avner Schneur, VisualVault CEO While the enhanced offering is well-suited to serve the needs of all sizes of businesses and industries, it is particularly valuable for mid-sized to small businesses in manufacturing, construction, healthcare, transportation, and other highly regulated industries. For these smaller organizations that do not employ an HRIS system but face demanding compliance requirements, the newest VisualVault solution delivers a set of features that address the ever-increasing retention and compliance mandates associated with Human Resources documentation. VisualVault CEO Avner Schneur says, 'HR organizations bear the burden of meeting a volume of complex records retention requirements. And, without the proper technology assets, maintaining compliance can be a challenge of great proportion.' Schneur goes on to say, 'Our current document management solution provides the complete suite of features required to efficiently keep HR records organized, distributed as needed and retained as required.' One example of regulations that create complexity is OSHA (Occupational Safety & Health Administration) regulations, which are prominent in highly regulated industries. Some OSHA regulations mandate the retention of documents for five years, while others OSHA regulations mandate that employee health records are maintained for thirty years. The complexity, breadth, and details that define retention across government and industry bodies demand an advanced technology solution. The newest VisualVault HR offering delivers proper organization and retention of these records, custom alerts when a relevant retention or renewal date associated with critical records is met and other functions that deliver successful stewardship throughout the life of critical HR records. VisualVault delivers a full breadth of advanced digital process automation (DPA), business process management (BPM), enterprise content management (ECM) and content services platform (CSP) solutions in a range of vertical markets and horizontal applications such as Human Resources and Finance. About VisualVault VisualVault is a company and AI-enabled, cloud-based enterprise content management (ECM) platform that is low-code, highly-configurable and architected to process high-volume, high-value data and transactions. VisualVault structures unstructured data via its intelligent forms, puts that data to work with workflow automation, displays data and insights with its advanced analytics suite and delivers advanced document management functionality. These capabilities collectively make VisualVault well-suited to rapidly and efficiently lead organizations through digital transformation processes.
Cision Canada
5 days ago
- Business
- Cision Canada
HR Path Strengthens Global Presence with Strategic Acquisition of RKM Consulting in Australia
PARIS, /CNW/ -- HR Path, a global leader in HR consulting and HRIS solutions, is proud to announce its strategic acquisition of RKM Consulting, an Australian based company specialized in advising & implementing HRIS systems, with a strong focus on SAP SuccessFactors. View PDF With a presence in 28 countries and a team of over 2,500 professionals, HR Path is a trusted partner for businesses navigating the complexities of Human Resources. Specializing in advisory, implementation, and operational services, HR Path delivers cutting-edge solutions designed to enhance efficiency and foster growth. Since its founding in 2001, the company has remained steadfast in its mission to transform HR practices globally. Founded in 2000, RKM Consulting has built a strong reputation for delivering customer-focused HR Technology solutions. RKM was formed with the focus on partnering with the HR customer community to ensure that their HR Technology solutions are delivered successfully. RKM Consulting's business of human resources technology services, specializes in collaborating with clients to deliver human resources information systems ("HRIS") solutions and supporting those HRIS solutions in the selection, implementation delivery, and the business-as-usual user environment of its customers. This acquisition represents a significant milestone for HR Path, solidifying its position as a leader in the HR industry and expanding its presence in the Australian/New Zealand market. RKM Consulting's specialized focus on HRIS technology, in particular SAP SuccessFactors, reinforces HR Path's already well-established position in the SAP HCM market and further supports its commitment to driving organizational growth and excellence through strategic HR solutions. HR Path has been active in Australia since 2019 through the acquisition of DDG, and the opening of our Australian office in 2024 marked a renewed commitment to the region. RKM Consulting's customer centric focus on HRIS technology, perfectly complements HR Path's vision of driving organizational growth and excellence through strategic HR solutions. "We're thrilled to welcome RKM Consulting to the HR Path family. This acquisition is a significant milestone for our growth journey in Australia and New Zealand," said Suraj K. K., Managing Director of HR Path ANZ. "We are excited about this new chapter!" said Rob Makinson, Managing Director at RKM Consulting. " This step opens exciting opportunities for our team, clients and provides a platform for our continued growth and success. We will maintain our commitment to delivering exceptional customer service within the Australian HR Business Community while exploring new possibilities within HR Path." Fabienne LATOUR - + 33 650 10 10 29
Techday NZ
07-08-2025
- Business
- Techday NZ
How to present HR software to your finance team
The finance questions you need to prepare for If you're preparing to pitch an investment in HR software to your organisation, you'll need to be ready for some pointed questions from the finance team. We asked Katherine Landon, Senior Vice President of Finance at ELMO Software, what every HR leader should know before heading into a conversation with finance, and how to approach it with confidence. "What's the ROI and how was it calculated"? Finance leaders will often lead with this question when assessing the viability of a proposed investment The expected Return on Investment (ROI) must be clear, demonstrable and credible. To assist, ELMO Software commissioned an independent Total Economic Impact (TEI) study, conducted by Forrester Consulting to provide real numbers. A representative organisation made up of 500 employees and seven full-time HR staff found a 129% return on investment. "When we ask for ROI, we're not just looking for a statistic," says Katherine Landon. "We're assessing whether the return is realistic, how rigorously it's been calculated, and whether the assumptions hold up under scrutiny with a clear assessment of the underlying costs and benefits to the business A well defined ROI will clearly articulate how effectively an investment generates profit in order for a business to make informed decisions in allocating capital. Start by developing a business-specific ROI using a credible tool, such as the Forrester TEI calculator. "Is this a cost centre or a value generator"? This is common finance framing. You'll need to differentiate between strategic spending and spending that's discretionary. To navigate this, your job will be to show how the investment creates value beyond its immediate function. Katherine gives us some insight here. "Good financial stewardship means we challenge every spend: does it just increase our cost base, or does it provide true value to the business either at the top of the funnel or to strengthen the core foundation of a business to scale?" Katherine notes. "A genuine value generator creates capacity, resilience, and often, competitive advantage. That's what your business case needs to communicate." Emphasis the value of the investment in HRIS as a means to: Reduce operating costs without reducing output Scale functions without a linear increase in headcount Strengthen compliance and governance while minimising manual effort Deliver clearer workforce data for better strategic decisions "What's the Total Cost of Ownership (TCO)"? Although there'll always be a degree of variability when it comes to TCO, you need to be as thorough as you can. Mature financial cases do not downplay costs, they demonstrate rigour and transparency. Part of this rigour will be to engage with your vendor to assist in establishing TOC. "What risks does this mitigate"? Strategic investments like HRIS should reduce the risk for the whole organisation, not just improve your HR workflows. Some of the biggest risks lie in processes such as, emailing sensitive information, paper records, data duplication, and points of human error. Finance, legal & risk teams will be acutely aware that manual inputs are the biggest point of risk. The more touchpoints you have, the more you expose yourself to human error or data breach. Automation is key to risk mitigation and this is where the value of software emerges. Focus on aspects that address organisational risk such as: Data protection through ISO certification Local data hosting in Australia Role based access, segregation of duties and audit control-based environment Reduced compliance and audit exposure through mandatory training and accurate record keeping Automated workflows with a single input touchpoint that minimise manual error "How does it support strategic business outcomes, not just HR tasks"? This is where you must shift the narrative from HR efficiency to outcomes and value. Finance leads will look to understand the relationship between HRIS and tangible enterprise-wide results. "Efficiency in isolation is a limited story," Katherine points out. "You need to translate operational gains into strategic outcomes, whether that's scalability, improved retention economics, or faster time-to-productivity. It's about showing how this elevates and supports business growth, not just HR's performance." Frame your proposal to show how HR gains translate into: Reallocation of time to higher-value activities Data-driven insights for more agile workforce decisions Faster onboarding and productivity ramp-up Stronger compliance with fewer manual interventions Increased recruitment efficiency with reduced time-to-hire "Does it integrate with existing payroll and finance systems"? Finance teams value interconnected systems as they can reduce error, improve analysis, and streamline reporting. Make sure you have the right information about compatibility and integrations. "System silos are a hidden cost centre," Katherine says. "Every manual handoff is an opportunity for error or rework". When you can show seamless integration across systems like HR, ERP and payroll, you're demonstrating that you understand the operational efficiencies that finance expects. Be ready to discuss: Real time payroll synchronisation Elimination of duplicate data entry Data consistency across platforms Broader integrations beyond payroll "Is this a 'nice to have' or a 'need to have'"? This is a familiar question raised that requires a clear, confident response. "When we challenge whether something is discretionary, what we're really asking is: does it strengthen our ability to operate, grow, and scale our business?" Katherine clarifies. "A true 'need to have' is an enabler of strategy, agility, and business resilience." Position your proposal as a critical enabler that: Provides a clear payback window and measurable ROI Consolidates and secures sensitive data Supports growth without proportional headcount increases Strengthens governance and risk management Improves decision-making quality at the leadership level "What's the NPV and PV"? Longer-term investments need to demonstrate value over time, not just in the first year. This is where Net Present Value (NPV) and Present Value (PV) become particularly useful when modelling investments with multi-year outcomes. "Net Present Value and Present Value reflect your ability to think like a stakeholder or financial decision maker," Katherine explains. "It's not just about return, it's about when that return materialises and whether it appropriately includes the time value of money. That perspective separates tactical spending from strategic investment." Arriving at these figures can be challenging. One way is to use the Forrester TEI calculator to predict NPV and PV, which will illustrate long-term value, backed by realistic cash flow projections. What's the best way to present a business case to finance? A strong business case balances optimism with realism. Finance teams will question whether you can demonstrate that you've stress-tested your assumptions, captured the full cost, and anchored the benefits to tangible outcomes. This ensures that you're not just spending wisely, but investing for the organisation's future. Check your proposal: Have you calculated a credible, tailored ROI? Is your data accurate and current? Have you accounted for full TCO? Can you clearly connect benefits to organisational goals? Does it address integration, security and risk mitigation? When you can answer these questions with confidence, you're ready to present a credible financial case. Finance terms cheat sheet Some bonus help in speaking the right language: ROI = (Benefits less cost ÷ Total Cost) NPV = Today's (discounted) future net cash flows given an interest rate (the discount rate). A positive project NPV normally indicates that the investment should be made unless other projects have higher NPVs PV = Today's (discounted) cost and benefit estimates given at an interest rate (the discount rate). The PV of costs and benefits feed into the total NPV of cash flows Payback Period = Time taken to break even Ready to make a strong business case? Use the Forrester TEI calculator to generate your custom ROI and demonstrate the value ELMO will bring to your organisation.
Cision Canada
06-08-2025
- Business
- Cision Canada
HR Path Strengthens Global Presence with Strategic Acquisition of PredictiveHR
PARIS, Aug. 6, 2025 /CNW/ -- HR Path, a global leader in HR consulting and HRIS solutions, is proud to announce its strategic acquisition of PredictiveHR, a U.S.-based company renowned for its deep expertise in HRIS advisory and implementation services, with a strong specialization in UKG solutions. View PDF With a presence in 28 countries and a team of over 2,500 professionals, HR Path is a trusted partner for businesses navigating the complexities of Human Resources. Specializing in advisory, implementation, and operational services, HR Path delivers cutting-edge solutions designed to enhance efficiency and foster growth. Since it was founded in 2001, the company has stayed true to its mission of reshaping HR practices around the world. Since 2016, PredictiveHR has been a trusted professional services partner for organizations leveraging HR technology platforms like UKG and Paylocity. With over a century of combined consulting experience, we specialize in implementation, optimization, and post-live support services that drive adoption, streamline operations, and deliver measurable results. PredictiveHR helps clients unlock the full potential of their HCM investments through strategic, hands-on expertise and white-glove service delivery. This acquisition marks a significant milestone for HR Path, reinforcing its leadership in the HR industry and strengthening its footprint in the North American market. PredictiveHR's dedicated focus on UKG implementation, post-go-live optimization, and managed services aligns seamlessly with HR Path's vision of empowering organizational growth and excellence through strategic HR solutions. "This is a powerful step forward in our mission to be the global reference in HR transformation," said François Boulet, Co-founder of HR Path. "Their strong reputation in the North American market and deep expertise in UKG solutions enhance our ability to deliver high-value, end-to-end HR services worldwide. This partnership reflects our continued investment in innovation, client success, and global growth." "PredictiveHR brings a level of UKG expertise and service excellence that perfectly complements our global HRIS strategy," said Theodore Smith, Partner at HR Path. "Together, we're better positioned to support clients across North America and around the world with tailored, end-to-end UKG solutions that deliver measurable results." "We're incredibly proud of what we've built at PredictiveHR," said James Troiano, Founder and CEO. "From day one, our focus has been on delivering exceptional value through expertise, integrity, and innovation. Joining forces with HR Path allows us to expand that mission on a global scale, while staying true to the culture and client-first mindset that made us who we are. This acquisition is not just a milestone—it's a launchpad for even greater impact."
Time Business News
01-08-2025
- Business
- Time Business News
Difference Between HRMS, HCM, and HRIS Explained
Managing a company with a large number of employees using a manual approach can be cumbersome. Maintaining all the details and a substantial amount of paperwork is a tedious task. Thanks to the era of digitalization, which reduced the workload of HRs by introducing automated HR software such as HRMS, HCM, and HRIS. These tools can perform all the tasks with greater accuracy and efficiency. They can maintain records of attendance, leaves, and payroll. They are also capable of evaluating the performance metrics of employees. But the question arises as to how HRMS, HCM, and HRIS differ from one another, what their features and benefits are. Let us explore in detail all the intricate details they possess. HRMS stands for Human Resource Management System. It is the powerhouse of automation and is a nexus of HRIS and HCM. It has an integrated system of all HR operations at one centralized place. This eventually saves time, minimize errors, and boosts productivity. Basic HR Operations: This comprises accumulating employee details, maintaining attendance and leave records, automating payroll, TDS, and PF deductions, processing reimbursements, and ensuring compliance with relevant laws. Staff Service Dashboard: – HRMS Software creates transparency. Employees can have access to salary slips and can also apply for leave approvals. Authoritarians can track attendance, approve leaves, and evaluate employee performance. Advanced HR operations: – It can hire new employees, provide them with offer letters, collect necessary documents, and even arrange an orientation session. It fosters productivity among employees by providing training modules. Saves time and money: – Best HRMS software is automated, hence reducing paperwork and administrative tasks. It can perform all the hefty operations in a very short time. It also cuts costs. Improved Accuracy: – Where humans have the tendency to commit errors, HRMS Software can perform payroll calculations with utmost precision by also deducing TDS and PF carefully. Employee engagement: – There is a transparency maintained among employees and managers. Employees are able to update their details, and managers can track their records. Scalability: – HRMS expands in accordance with the growing team size. It adapts with expansion and automatically updates the details of newly added employees. Centralized Data: – All the information is stored centrally at one place, preventing hassles as seen in decentralized systems. To choose the right HRMS Software provider, buy GreytHR to enjoy seamless performance. It performs all the HR operations and is an error free payroll management software. HRMS provides affordable HR solutions that is scalable. It is a great choice for partners/ resellers to buy GreytHR. HCM, another HR software, stands for Human Capital Management. Unlike the standalone systems which focus on managing employee details, keeping track records, and managing payroll management software, it focuses on upgrading the Talent Management Suite. It is an elevated system where a gradual shift is seen in keeping more focus on enhancing strategic HR functions, rather than being stuck in performing administrative tasks only. Workforce management: – It performs the basic HR operations just as HRMS software does. It keeps all the information about the employees in one place in a structured format, handles payroll management software, and tracks attendance and leaves. Strategic HR: – It manages new onboarding, tracks their applications, sets goals, evaluates performance, provides training modules, aligns incentives and rewards for employee performance. Analytics: – Provides insights into productivity and employee engagement. Predicts risks and needs according to the scenario and performance. Talent Acquisition: HCM software ensures that it onboards a creative and talented workforce that can be transformed accordingly. Employee Motivation: – It focuses on engaging employees. It takes care of their satisfaction level and motivates them periodically to boost productivity. Smarter Decisions: HCM software utilizes advanced analytics to make smarter decisions, aligning with the company's goal. Stronger Branding: Companies implementing HCM software tend to have a stronger brand. This is because they choose the right person to be a part of their company. Workday HCM is one of the best HCM software solutions, known for performing core HR operations, handling strategic HR functions, and utilizing advanced analytics to improve performance. HRIS is the basic HR software, which stands for Human Resource Information System. It is known for its administrative efficiency. HRIS does not perform advanced or strategic HR tasks, such as talent acquisition and overall employee development. It is confined to data management and compliance. Small businesses can adopt HRIS. Core Operations: – It digitally maintains employees' database, reducing manual processes and enhancing faster retrieval. It complies with laws and handles payroll management software. It generates audit reports and maintains the database of employees. Saves Time : HRIS is automated in nature, which helps perform repetitive tasks efficiently within a short span of time, thereby saving time and reducing workload. Higher accuracy: – HRIS is error-free as it works automatically. It precisely calculates payrolls and reimbursements. Adherence to Compliance: It ensures that the teams meet necessary statutory compliance. Easily accessible: – The dashboard is well-maintained and is easily accessible for managers and employees. Base for elevation: Before switching to HRMS or HCM, HRIS provides a solid foundation for the company to get started. HRIS, HCM, and HRMS are used interchangeably, but at the core, they provide the basic functionalities of HR. They are designed to accommodate the size and needs of the company. Entrepreneurs or small businesses can start with HRIS and can later upgrade to HRMS. For greater efficiency, HCM makes complete sense as it serves the dual purpose of managing core operations and strategic HR operations. Ultimately, it is essential to select the right HR software tailored to your specific needs. TIME BUSINESS NEWS
