What is SRP (Services Resource Planning) and how does it provide holistic, integrated solutions for the services industry?
SRP is a tailor-made ERP for the services industry, such as Staffing, IT/IT enabled Service, Outsourcing and Consulting sectors. It is an end-to-end solution that organically connects the project, accounting, HR and finance departments, as they are the important business functions of the services industry. SRP comes with a flexible framework, enabling seamless integration with existing IT systems in a company's ecosystem. It is one of the very few products in this segment that addresses all the needs of services organizations, ranging from resource management to customer billing. The product has been designed (and is continuously evolving) with the basic premise of resource planning in mind. Unlike the manufacturing industry, in which the 'assets' depreciate over time, in services and people-intensive industries, the value of 'assets' (human capital) appreciates over time. Ultimately, SRP helps stakeholders derive more value from their human capital asset, as they acquire and gain more competence over time.
As human capital is the primary asset - as opposed to hard assets or raw materials - what are major IT tools which can help business leaders attract, retain, train, measure and promote talent?
Employees in general have important roles to play. In service-based industries, employees hold the torch. They interact with clients every day, and customer feedback is virtually continuous. In mining and manufacturing, employees cater to "internal customers", with the most important manifestation of this concept being just-in-time ("JIT") manufacturing. Either way, the role of employees cannot be trivialized.
The story begins when you understand the aspirations of the workforce. Good business leaders know that while it's important to find the right people, everyone has aspirations. The closer the marriage between a firm's HR strategy and its employees' aspirations, the better the firm's ability to attract, grow, and retain employees.
Good business leaders get their hands dirty. Volunteering to help overloaded colleagues can put leaders in touch with problems that their employees face, which can remain unarticulated due to their complexity. Employees may often be uncertain because the conditions to solve such problems may not exist, as the issues were not recognized in a timely manner.
Organisations must proactively follow the best practices of recruiting through IT systems such as internal job ads, career portals, professional networking sites, candidate pre-screening, and background verification. The Onboarding process introduces the employees to the organization. The impression created in the first few days can last an entire career.
Growing talent means knowing your employees and forging a career path for them. Career planning, training, and performance counseling are all important practices. Employee self-discovery programs must also be implemented on a larger scale. Organizations must use these programs' multiple assignment capabilities and matrix organization to encourage employee self-discovery and create ways to reward aligned contributions. At this level, it is important to match employees to jobs that suit their skill sets.
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