HUMAN RESOURCE MANAGEMENT SYSTEMS (HRMS) -- EVERY organization, regardless of size, needs some tool with which to manage its workers. Tools to manage the mass of data that comes from all of the processes that are used in hiring, firing, training, promoting, tracking time at and away from work, and paying them - salary, benefits, pension.

Most importantly, tools to transform that mass of data into actionable information, information on which your organization can maximize the value of those human resources.

What tools do you use now, how well do they work, what do you need (or want) instead, and how do you find the best system(s) for the price?

These are the questions that we help answer.    Lets take a look at:

Human Resource Management ---- Payroll ---- Time Management

Human Resource Management


In your organization you likely recruit, select, hire, orient, pay, offer benefits and pension, assess performance, discipline, promote, demote, transfer, and create a healthy and safe work environment.  You may even hold a company picnic!

In short, you have a framework for managing human resources - people/workers/ employees/......     This framework likely begins with a strategy that is articulated through policies, and operationalized through procedures.

Some operational tasks may be manual while others are partially automated, likely using a spreadsheet such as Excel, and still others are fully automated using software that you have bought or built (or both).

We help you to assess your human resource management (HRM) strategic policies and operational procedures.



Workers need to be paid.


Everyone.  The CEO, the receptionist, the Marketing staff, the caretaker, the sales people, the creative and operating staff -- everyone, even interns, expect to be paid.  

And that is what Payroll does.  It pays people by establishing pay rules (standard/unusual/ special), collecting time (direct or exception) & documenting time worked/not worked, reconciling time reports with leaves, etc., managing deductions (garnishees, etc.), processing the pay (calculation), triggering bank payments for distribution, and/or manual cheques, adjusting pay records after payroll run based on errors/omissions in the source documents, and producing reports, ranging from pay slips, to forms required by various government agencies.

We help analyse all of those processes ensuring efficiency and effectiveness and eliminating duplication with human resource processes.


How does your organization manage time?


How do you forecast, schedule “crews” and individuals, report on absences, replace workers (availability, refusals, etc.), manage leave requests, capture time “at work” and away from work, track project costs, and conduct labour distribution analysis?

Who coordinates your organizations time management policies and approach?  How well do you do all those things and how well do they feed in the payroll and HRM processes?

We help you to figure that out!