Introduction
Our client is a key player in Malaysia’s industrial landscape, particularly in the automotive sector. They are involved in six core sectors: automotive, manufacturing, assembly, and distribution industry. Additionally, they are a large-sized enterprise with approximately 2,000 employees. They have faced several HR problems, which have led to inefficiencies and high costs.
We understand our clients’ problems and unique requirements, hence we proposed an HR solution for them to solve their HR problems.
The Challenges & Solutions
Our client is a key player in Malaysia’s industrial landscape, particularly in the automotive sector. They are involved in six core sectors: automotive, manufacturing, assembly, and distribution industry. Additionally, they are a large-sized enterprise with approximately 2,000 employees. They have faced several HR problems, which have led to inefficiencies and high costs.
We understand our clients’ problems and unique requirements, hence we proposed an HR solution for them to solve their HR problems.
Challenge 1: Difficulty in Managing Employees’ Data
Our client dependence on multiple platforms for handling different types of data. This created a significant challenge for their HR department in modifying or searching for employee data. Because this has forced HR to search based on each division which has leading to inefficiencies and delays in HR operations.
Solution 1: Centralized Data Integration
With our BMO HRM system, it allows HR or admins to access all employee information through a single login. This has helped our clients to eliminate multiple platforms and databases, and results in a smoother and more efficient workflow. No matter if it is for searching attendance records or personal details, our system assures us to provide our clients with a one-stop solution, making all data and reports easy to access.
The implementation of the BMO HRM system led to a smoother, more efficient workflow within the HR department, eliminating the need for multiple databases and improving access to employee information.
Challenge 2: Separate System Requires Manual Data Compile
Due to subscribing to different platforms for different data, it forces HR to manually combine employee’s data from diverse platforms. This labor-intensive process not only increases the workload of HR but also leads to high risk of data errors.
Solution 2: Real-time Data Summary
To address this challenge, we introduced a real-time data summary feature on the home page of our system. This feature was designed to provide immediate access to all critical employee metrics and information, enabling HR personnel and decision-makers to obtain essential data efficiently without navigating through complex menus or files.
This has significantly reduced the time and effort required to access and compile employee data, minimizing the risk of errors and allowing more informed decision-making based on up-to-date information.
Challenge 3: High Subscription Costs for Multiple HR Platforms
Our client had to use many different HR systems to get various reports, which made their operational costs go up a lot. This practice has significantly increased the costs of the company as they need to pay for multiple subscriptions.
Solution 3: Cost Reduction through Centralized Reporting
We tackled the issue of high subscription costs by offering a centralized reporting feature within our system. This innovation allows all types of data and reports to be accessed directly, removing the need for additional third-party reporting tools or software. By centralized data management and reporting processes, we aimed to provide a comprehensive solution that not only saves time but also significantly reduces financial expenditure on HR operations.
This has significantly reduced the costs for our clients to subscribe to multiple platforms for different reports but also enhanced operational efficiency.
Challenge 4: Limitation of Traditional Attendance Method
Our client faced significant productivity challenges due to the limitations and frequent malfunctions of traditional fingerprint-based attendance systems. Issues with these systems often resulted in delays and frustration at clock-in and clock-out times, leading to late starts and a negative impact on employee productivity.
Solution 4: Innovative Attendance Methods
With our innovative attendance methods, our client can eliminate the traditional attendance methods that have difficulty recognizing fingerprints and cause other delays, especially long queues while finishing work. With our multiple attendance methods, employees can clock in using mobile apps, QR codes or biometric attendance, it helps to make the clock in and out process quicker and more convenient. This not only helps to reduce time costs and assure attendance records accuracy.
Implementing these innovative attendance methods has significantly improved the clock in and out experience for employees, leading to a more efficient start and end to the workday. This not only reduced time costs but also ensured attendance data accuracy.
Conclusion
The implementation of our HR system has helped our clients to increase efficiency in HR workflow and accuracy of employees’ attendance records. The centralized data system and management tools help business decision makers to monitor performance and make the correct decisions.
In conclusion, this case study shows that our BMO HRM systems are flexible and effective, capable of assisting all kinds of businesses in solving their unique issues accordingly. By choosing us as your HR solutions partner, we will provide the best HR solution tailored to improve your HR management, allowing you to focus on the important tasks.
Are you searching for an HR solution for your business? Don’t hesitate to share your problems with us. We can provide a unique solution to streamline your HR management, allowing you to focus on growing your business!
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