To put it simply, the intended purpose of ADP as a human resource information system is to “maximize the value of your people and minimize what you spend on managing them” (ADP). This service facilitates human resource activities through an all-digital format to allow these aspects of a business to be more streamlined, translating to benefits in the company’s value chain. ADP is one of the largest payroll outsourcing providers worldwide and was a frontrunner in adopting a cloud-computing operating model. The company's software aims to help companies "...reduce costs, improve employee retention and give HR a more strategic role in the organization. The company says it can save customers money and reduce complexity by integrating functions that until now have 4 or 5 separate pieces of software. [ADP's platform] will offer easy connections for both workers and managers from mobile devices" (Savitz, 2011). This has been revolutionary for human resource management systems as it gives direct access to management information for both managers and employees. Because of this, ADP’s system is an example to other human resource system companies of what is possible for human resource services in today’s market.
ADP is an integrated system for Payroll Management, Leave and Attendance Management, Human Resource Management, HR Reporting, Performance Management, and Employee Self Service. The HR management functionality includes the entire life cycle from engagement, recruitment, promotions through employee retention. With regards to time and attendance, the system can be used for scheduling time away from work including the complexities associated with leave management. Because ADP is an integrated system, payroll, tax, HR management, time and labor, and talent management (including background checks) can be performed within one system. This does not require the integration of any other systems to manage all of these functions as the system is completely comprehensive. In addition, the Self Service portal allows employees to report time and attain access to the information that they need when they need it.
While ADP has extensive functionality and reporting capabilities, it will be up to the HR departments to fully utilize the system functionality that’s available. According to the article, HR Must Make People Analytics More User-Friendly, “To put HR data, measures, and analytics to work more effectively requires a more ‘user-focused’ perspective. HR needs to pay more attention to the product features that successfully push the analytics messages forward and to the pull factors that cause pivotal users to demand, understand, and use those analytics.”
ADP also has a mobile app feature where pay stubs can be accessed on phones and web browser. Creating a mobile app is easily accessible to all employers and employees with a password generation. The figure above illustrates what a pay stub looks like when viewed. It breaks down the hours worked, gross income, taxes, and income after taxes. On this page, it also shows vacation days and sick days as well so employees can track their time.
References
ADP (n.d). The complexity of Human Capital Management - simplified. Retrieved from:
Boudreau, J. (2017, June 16) HR must make people analytics more user friendly. Harvard Business Review.
McIntosh, W.(Interviewer), Willmott, P.(Interviewee). (2014). Digital strategy. Retrieved from
ADP solutions explained: user reviews, screenshots and feature differences. (2018). Retrieved from https://www.youtube.com/watch?v=KvqnOfq0Qk0
Savitz, E. (2011, October 03). ADP Moves Beyond Payroll; Integrated HR In The Cloud. Retrieved from https://www.forbes.com/sites/ericsavitz/2011/10/03/adp-moves-beyond-payroll-integrated-hr-in-the-cloud/#6bf3d2b05418
Wolff, D. (2018). HR: The CIO’s new best friend. Retrieved from https://www.cio.com/article/3264014/cio-role/hr-the-cios-new-best-friend.html
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