How Virtual Assessment Centres Improve Governance and Compliance This white paper aims to showcase how…
“In today’s digital world, human capital must become as critical a business function as finance. Companies are using general ledger design to access data to track company costing and profit. This structured approach enables them to better manage costs and plan more effectively. When human capital is approached in the same way, massive business potential can be unlocked,” says Otto Pretorius, director of QBIT.
For example, a large corporate might employ 50 000 people, even though many of these positions have overlapping responsibilities and skill requirements. Solutions like eJobDesign can help design, manage and plan for headcount and skills. Thus better understanding what investment is needed when. And by incorporating the CRS expertise, we can tie Human Capital processes together at a data level and facilitate the establishment of a general ledger focused on people, what they do and the skills they require.
CRS Technologies has partnered with QBIT, the developers of the eJobDesign job profiling and planning application that enables users to design, maintain and validate job structure information and apply it in workforce planning. This will see QBIT link the core design and planning work in eJobDesign to the CRS platform, thereby enhancing the stability and reliability of data, improving the application’s analysis capabilities, and injecting longevity to the solution.
“The partnership with QBIT is significant as it results in an environment where human capital management is disrupted and provides impetus for a new way of unlocking value from people,” says Ian McAlister, General Manager at CRS Technologies.
The context in which job design, profiling and planning takes place has evolved. QBIT and CRS will work together to continually improve the foundation on which job specifications are built, and how planning is done for today’s digital world.
“It is a case of measuring and managing the gap that exists between specification and fulfilment. Both organisations are working together to ground the data on which human capital management is built. Think of it as establishing the doh-reh-me of human resources. It all begins here. We specialise in product development that builds core data solutions for customers. CRS is focused on modernising human resources in its entirety. Together, we are embracing this new chapter in workforce planning,” says Pretorius.
According to McAlister, the organisations have had a loose relationship with one another over the years. It now makes strategic sense to join forces.
“The market is evolving. Our two organisations can deliver the strategic value that organisations require for their human capital. While some transition is required, there is not that much work needed to be done at an architectural level. We will transform the people industry together,” concludes McAlister.