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Payroll, HR management and benefits administration for small to large companies worldwide
Dans le cadre de sa transformation d’opérateur historique, d’une mission de service public en acteur commercial au service de ses clients, Algérie Telecom mise sur son capital humain pour construire sa nouvelle identité. Son SIRH, basé sur HR Access, accompagne son évolution, en favorisant la décentralisation de cette fonction.
« On ne transforme pas la culture d’une entreprise avec des décrets et des circulaires mais avec des instruments de gestion qui portent en douceur le changement jusque sur le terrain, dans les plus petites agences », explique Mokhtar Missoumi, Conseiller du Président chez Algérie Telecom. Ce constat résume bien la stratégie choisie par l’ancien opérateur historique algérien pour soutenir sa transition d’une mission de service public monopolistique vers une activité commerciale de droit privé, au service du client.
Entré officiellement en activité le 1er janvier 2003, Algérie Telecom compte alors 24.000 collaborateurs fonctionnaires. Leur rémunération est gérée par un logiciel « maison » hérité de l’ancien ministère de tutelle des Postes et Télécommunications, selon le réglementaire de paie de la fonction publique pour ce secteur. « Impossible avec cet outil de gérer des collaborateurs avec un statut privé et la convention collective qui va avec », souligne Mokhtar Missoumi.
www.algerietelecom.dz
HR Access supports the Catharina hospital with decentralized HR management
The Catharina hospital in Eindhoven in the Netherlands wanted to implement a new personnel management system to provide optimal support to managers to fulfill their role as people manager by giving them on demand access to information about their direct reports.
After an exhaustive selection procedure, Raet's HR Access was chosen: a flexible solution for strategic HR management. The new system allows managers via a Manager Self-Service module to access and update personal information about their direct reports and to initiate personnel actions without pushing paper.
RAET
Leader in the Netherlands with a 35 percent market share, Raet supplies outsourced solutions and services for payroll applications, as well as a full HRM solution in partnership with HR Access. Backed by 40 years experience, Raet now employs 550 people, manages payroll for 2 million employees and has more than 3,000 Dutch customers of every size and in every business sector.
Feu Vert’s auto-centre network selects HR Access services and solutions to manage 1,500 employees.
Feu Vert’s auto-centre network, a leader and pioneer in the Spanish market for vehicle maintenance, on-the-spot mechanical services and the sale and installation of automobile accessories, has hired the services of HR Access to manage, support, develop and improve the personnel administration and payroll services of its 1,500 employees in Spain.
Feu Vert has more than 375 Auto-centres in Europe and more than 4,200 professionals providing services to motorists. More than 30 years’ experience in the market of automobile maintenance have made it the leading company in this sector, both in terms of sales volume and the number of outlets and employees.
Target: By outsourcing the management of personnel and payroll applications, Feu Vert will be able to rationalise and eliminate non-strategic processes relating to the business, while maintaining full control of staff management at all times.
GEFCO banks on HR Access to turn its human capital into gold
Gefco has restructured itself into an international group to support growth and improve control over its HR procedures as these give a competitive edge on the logistics market. A key part of the restructuring is an international HRIS based on HR Access. It includes Manager and Employee Self-service modules to promote the adoption of good practices, mobility and individual performance.
As the company moved closer to the 10 000-employee mark, when a company ceases to be a mediumsized enterprise and joins the ranks of bigger players, Gefco decided to rethink its organisation", explains Sébastien Buffault, Gefco's HRIS manager. “The objective was to support our growth and respond better to new market trends.” Initially deployed in France, the Global HRIS is now up and running in 20 countries.
Created in 1949 at the initiative of Automobiles Peugeot, Gefco currently ranks in the top 10 of the Europe's leading transport and logistics firms. A wholly owned subsidiary of PSA, the group employs almost 10.000 persons in its 23 international subsidiaries and manages 60 000 vehicle movements per day in 80 countries.
Issue, solution and benefits
The issue for Groupe Immobilière 3F (I3F)
- Provide routine support for line managers – particularly for recruitment management.
- Increase the effectiveness of the recruitment process, to make it faster and more thorough in a context where the HR department is centralized in the head office and the employees are spread out across the country.
The solution
- Supplement the HR Access SHR software package (with its Payroll, Personnel administration and T&A modules already operational) by implementing Self-Service functionalities that can be accessed directly by HR managers, line managers and their employees.
- Handle the entire recruitment process in HR Access by deploying Self-Service.
The benefits
- Save time and improve the recruitment process (200 to 250 hires on average per year) thanks to a uniform system providing a structured approach across the company. The module identifies those in charge of the process, provides information on the tasks to be done, helps meet deadlines and improve response times.
- Reduce the average time needed to approve a recruitment need (now timed at 48 hours!)
- Staffing requests more traceable and transparent via workflow - from the moment a need is established right through to the employee's integration at the end of the probationary period.
- Share information while respecting data security and integrity.
Institut Gustave Roussy banks on an integrated HRIS to optimize resources, skills and training
Institut Gustave Roussy (IGR), the top European cancer center, comprises 2300 professionals and experts working on one campus, at Villejuif (near Paris, France). Their mission is to care for persons suffering from any form of cancer, research and assess new therapies to fight the disease, and pass on the knowledge amassed to students.
In a move to successfully execute its financial adjustment plan by optimizing its resources, and master the management of DIF (individual right to continuing education in France) while catering to the economic aspects of the reform, the Institut Gustave Roussy chose HR Access. The integrated HRIS that combines a control and analysis tool provides IGR a foresight into the future.
HR Access to meet new strategic HR stakes
First stake: HRIS' possible participation in the institute's financial recovery program put in place
under the supervision of the health ministry, Second stake: better integration of emerging
occupations, Third stake: the continuing education reform with the DIF requirement.
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Plus de 10 millions de personnes gérées avec HR Access.
HR Access compte environ 2300 clients répartis dans 54 pays. Actuellement, 10 millions de salariés et retraités dans le monde sont gérés avec HR Access Solutions.