Reliable and flexible
A reliable, flexible and correct HR department forms the backbone of the HRM organisation. However, the HR department also increasingly forms a basis for HRM management information. Labour Cost Management, staffing and HR control are concepts of which organisations have an increasing need in times of a declining or stagnating economy. The reduction of all kinds of risks is an issue that also has increased bearing on the structure and management of HRM departments.
Do financial risks exist? Has the segregation of functions been taken care of sufficiently? Is the link between the HR departments and the financial systems such as the ledger guaranteed sufficiently? Are we capable of implementing the most recent statutory legislation in the accounting rules and how do we organise the conversion from an old to a new accounts system? How do we generate HRM management information? How can we document and manage the work processes and is the operational management of the HRM IT systems working correctly?
Vitrum provides solutions to all of these questions and an approach that fits your situation. We have experience with the kinds of HRM constituent administrations listed below and have extensive databases with example processes and HRM indicators and strategic data. For: each HRM department is different!
Do financial risks exist? Has the segregation of functions been taken care of sufficiently? Is the link between the HR departments and the financial systems such as the ledger guaranteed sufficiently? Are we capable of implementing the most recent statutory legislation in the accounting rules and how do we organise the conversion from an old to a new accounts system? How do we generate HRM management information? How can we document and manage the work processes and is the operational management of the HRM IT systems working correctly?
Vitrum provides solutions to all of these questions and an approach that fits your situation. We have experience with the kinds of HRM constituent administrations listed below and have extensive databases with example processes and HRM indicators and strategic data. For: each HRM department is different!
- Personnel basic administration
- Salary accounts
- Management Development administration
- Poortwachter and WAO (invalidity benefit) administration
- Working conditions administration
- Training administration
- Lease administration
- Child care administration
- Authorisation administration
- Possessions administration
- Staff mortgage administration
- Options administration
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