I am interested in what person types other organizations are allowing to be established in their HCM's. HCM's can end up as a catch all system for all people, including those who are only very loosely associated with an organization, perhaps because it is an easy place to then manage things like systems and building access. Have you chosen to follow that approach, or do you perhaps exclude certain person types from being set up in your HCM to keep your HCM records contained to those who need to use the system for some particular reason?
Head of IT in Software, 5,001 - 10,000 employees
It is a broad question that has a large of partsFood for thoughts: I have seen an organizations that are recording all type of accounts to the aystem, be it a person (employees, contractor, outsourcing etc), a mailing list, email forwarding roles etc
But in different organizations, I’ve seen only a person that are included, no other types are displayed. For your questions, it is always come back to what do you need and want to display, as too much or too little information is a problem waiting yo happen
IT Manager in IT Services, 10,001+ employees
Strategic planning to HCM requires a detailed approach and path. It involves the proactive planning for alignment of business deliverables to people strategy for its correct mapping and manpower selection. Optimization of human resources should be done hand in hand with business strategy and its should be done well in advance before formal project start and onboarding. Behavioral and cultural norms of an organization should be in sync to HCM process. Business Analyst in Media, 5,001 - 10,000 employees
Organizations include the following types of individuals in their HCM systems:1. Employees: These are individuals who are directly employed by the organization on a permanent or contractual basis. Employee records in the HCM system typically contain information such as personal details, job titles, employment history, compensation, and benefits.
2. Temporary Staff: Many organizations engage contingent workers, such as freelancers, consultants, or temporary staff. These individuals may have limited access to certain systems or facilities, and their records in the HCM system might contain information about their engagement, contract terms, and payment details. These resources may not be included within the HCM.
3. Former Employees: Records of former employees are often retained in the HCM system for various purposes, such as reference checks, alumni networks, or rehiring considerations.
4. Partners or Vendors: Sometimes, organizations may have a need to include partner organizations or vendors in their HCM system, especially if there is a close working relationship that requires collaboration on certain projects or access to shared resources.
Regarding your question about excluding certain person types from being set up in an HCM system, organizations may choose to limit access to their HCM system based on their policies and security requirements. They may restrict access to authorized personnel who require the system for specific reasons, such as HR staff, managers, or relevant administrators. This helps maintain data privacy and ensures that the system remains focused on managing employee-related processes.
It's important to note that specific HCM practices and policies can vary between organizations.
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Excluding certain person types from the HCM system can help maintain data integrity, streamline processes, and ensure that the system remains focused on the individuals who actively use it for HR-related tasks and responsibilities. It can also help mitigate security and compliance risks associated with granting system access to loosely associated individuals.
Ultimately, the decision on which person types to include or exclude in an organization's HCM system depends on the organization's unique requirements, compliance considerations, and overall HR strategy.